Column: East Haven Labor Attorney Says He Wants to Set the Record Straight Regarding Maturo's Accuser

The following is an op-ed piece written by East Haven Labor Attorney Frank Kolb in response to this story and comments made by the Town Hall employee’s attorney, who has filed sexual harassment allegations against East Haven Mayor Joseph Maturo Jr. Read that story here.

East Haven Patch is not naming the woman’s name because of the nature of the allegations. 

Here is Mr. Kolb’s full statement to East Haven Patch and other media outlets:

“I am the Town’s Labor Attorney and have been involved with this matter BEFORE (the woman’s) CHRO complaint was received by the Town.

Certain statements made by Attorney Williams concerning the matter are false and you should have the Town’s side and publish it to present a full and fair account. I wish you had asked me for a statement that would have given to the readers a complete picture of the facts.

Under date of 7/9/2014 I sent to (the employee) a letter which in relevant part, informed (the employee) that her FMLA time would expire at the close of business on 7/25/14 and further indicated that she was expected to return to work on 7/28/14. In said letter, it was requested that if she did not plan on returning to work on 7/28/14 that she notify Mr. DeSorbo or Mr. Gentilesco; such notification was never sent.

I received a call from Mr. Gentilesco on 7/28/14 asking that we meet to discuss (the employee’s) not returning to work nor notifying the Town of her intention.

That meeting occurred on Wednesday 7/30/14 at about 9:30 a.m. As a result of that meeting, I was instructed to contact (the employee’s) union representative to arrange the scheduling of the Laudermill pre-termination hearing.

I left the Town hall, returned to my private office and left my office at about 11:00 a.m. and while in my car I used my cell phone to call Mr. Thomas Fascio to schedule the hearing to consider terminating (the employee’s) employment. I am happy to furnish my cell phone records for that call.

It was after that call I was made aware that the CHRO complaint was delivered to the Town Clerk.

Also, at no time on October 14, nor prior to, did (the employee’s), Attorney Williams or her union representatives request that the hearing that was held be open to the public. To protect (the employee’s) privacy the hearing was closed to the public as they always are.

In summation:
Prior to receipt of the CHRO complaint the decision was made to hold the pre-termination hearing
She failed to report for work or to notify the Town of her intentions
She essentially is an employee who did not show for work
Her current status is that of an employee who did not show for work
She is not on administrative leave of any type.
A Public Hearing was not requested.

(The employee) was NEVER placed on paid administrative leave. She is currently and has been on an unpaid status ever since she applied for and was approved for FMLA, due to the illness of her daughter. (The employee) although an 18 year veteran with the Town did not have any accrued sick time remaining as of the date of her daughter’s injuries. This despite the fact that she was given 18 sick days per year for 18 years.”