AFSCME Local 3399 City Council Endorsements
The American Federation of State, County, and Municipal Employees Local 3399 has endorsed these Takoma Park City Council candidates and encourages local residents to vote for them in the 2024 city election. Ten of the 13 candidates replied to our questionnaire and their unedited responses are included below. An AFSCME committee considered the candidates’ responses along with research about their experience and backgrounds to make these endorsements.
Mayor
Talisha Searcy
City Councilmembers
Ward 1 - Shana Fulcher
Ward 2 - Cindy Dyballa
Ward 3 - Matt Bormet
Ward 4 - Kurt Gilbert
Ward 5 - Cara Honzak
Ward 6 - Amy Wesolek
Candidate Questionnaire
How would you advocate for city employees for fair wages, safe working conditions, and other concerns? If you're an incumbent, please provide an example when you spoke up publicly for city workers other than general praise or approval of the union contract.
Mayor
Talisha Searcy
As mayor, I will continue to advocate for city employees. One of my main goals as mayor was to transform the work culture in the city. One that is not based on fear but provides staff with the support that they need to continue to serve the community. While I am often fighting for staff behind the scenes, I have publicly advocated for hiring a mediator to build better relationships between the union, city management, and council. I also ensured the end of a hiring freeze imposed by a prior city manager.
Ward 1
Shana Fulcher
While wage negotiation takes place formally between AFSCME and the City Manager’s office, I appreciate the face-to-face updates AFSCME Local 3399 President Brendan Smith brings to councilmembers. I discuss those concerns with the City Manager’s Office and other councilmembers. City Contract discussions are made in closed sessions as these are personnel matters which legally have privacy protections. Closed sessions are necessary, but also a strain on the relationships and feelings of trust in the community. I strongly support the three-year City-AFSCME contracts that we moved to for the betterment of the relationship between the Council and workers. During the FY2025 budget meetings, I asked about making specific unfilled recreation positions more attractive since they had been vacant for months. My interest was to both fill vacancies and to ensure current employees aren’t carrying an insurmountable workload. The current City Council appreciated AFSCME Local 3399 President Brendan Smith directing Council attention to the need to remove a hiring freeze placed by the former city manager, and the Council ended the hiring freeze. The Council does not use hiring freezes as a budget balancing tool. We budget to pay for staff positions and to provide funding for the projects they hold responsibility for overseeing. When a cut is made to staff, the City cannot accomplish the goals funded in its budget. Decisions about which positions to fund are best made during the budget process when the Council is able to make those decisions alongside the City Manager.
Jessica Landman
I support collective bargaining and am a supporter of just compensation and dignified treatment for all City employees. I would advocate and vote for spending decisions to ensure and prioritize adequate revenues to fund all agreed-upon wages and benefits to meet our commitments to the employees of the City.
Ward 2
Cindy Dyballa
It’s a given that all our city employees should have fair wages, safe working conditions and recognition for their important roles in the City. I will call that out when and if it is not happening. I make a regular practice of thanking city workers, publicly and privately, for jobs well done. I voted for a much-deserved COVID bonus for front line workers. I support renovation of the atrium and ground floor, which is in part a working conditions issue.
Ward 3
Matt Bormet
I support a strong council/employee relationship that respects staff experience and doesn't second guess every decision made by staff. If we want to succeed as a city, we need to have the best people on board. My hope is that we can build a Takoma Park where city employees can earn a wage that allows them to actually live in the city they serve. The city's upcoming compensation and classification study will be an important part of future discussions on wages, and I will take a close look at the conclusions of that study to understand how we can compete for the best municipal workers in the market and maintain the experienced and talented staff we have on board already. I believe in a strong council oversight of the City Manager. I'm the son of a City Manager, and believe that while it's the manager's duty to oversee day-to-day employee relations, communication between the council and the manager about those relations is critical to the city's success. I think we now have a great City Manager in place, but that doesn't mean that he is the only person that can advocate for staff or talk to them.
Lucy Moore
As City Councilmember, maintaining fair wages and safe working conditions will be one of my top priorities as we discuss the City Budget, new or removed services, and proposed policies. Our City government is only as good as the people who run it - the representatives and the staff.
Roger Schlegel
I strongly support collective bargaining. As a Council member, I would seek out opportunities (with permission) to understand the work of City employees at close hand so that I'd be better equipped to educate residents and fellow Council members about some of the less obvious aspects of employees' work. I am aware that only the City Manager (with the aid of Human Resources and legal counsel) has the responsibility for collective bargaining. By knowing Union members' jobs better I would be better prepared to know when new hires are justified or how RIFs (were there a fiscal crisis) would be parceled out. Fairness, wellness, security, predictability, and opportunities for growth are crucial to maintaining and building trust in an organization, and I would prize these principles in ongoing oversight of City functions and in the Council's evaluation of the Manager. I worked in the Durham, North Carolina Sanitation Department, and my administrative role sometimes included riding trucks and covering routes. This experience influences how I think of and would advocate for AFSCME workers in the City of Takoma Park. In my role, I sought out driver and collector perspectives about safety, repetitive-motion injury risks, radio communications, route design, and options for replacing the vehicle fleet. On multiple occasions, I advocated with upper-level management for changes to protect workers and to treat and compensate them fairly. I came away with an understanding of the need for and value of labor-management committees.
Ward 4
Kurt Gilbert
While employed with the City of Takoma Park Police Department, I was a Local 400 member. Eventually I was promoted to upper management, where I would commonly talk my subordinates through grievance processes that would occasionally involve coordination with union representatives. I remained objective and in support of what I believed to be the appropriate action. I will continue to use my voice to support those who may have been met with adverse working conditions or unfair practices.
Ward 5
Cara Honzak
I have always advocated, both publicly and privately, for fair wages, safe working conditions, and strong support for our city employees, who are our greatest asset. It is essential to me that every employee feels supported while they are working in our city. I consistently highlight their specific achievements during Council meetings, on my email updates, and social media, and I make a point to educate residents about what employees are doing to improve our City. In addition, I have voted to supported improvements to our City buildings for better workspaces and remain committed to ensuring fair wages and a quality work environment for all employees.
Ward 6
Amy Wesolek
I strongly believe in fair wages and safe working conditions for all city employees. I would advocate for this by prioritizing the well-being of our employees within the annual budget process as well as year-round as concerns arose. Recently, I served as co-president of the board of Silver Spring Nursery School. I am proud to say that during my two year tenure I successfully advocated to significantly raise the wages for all classroom aides as well as reviewed staff compensation organization-wide to ensure we were paying our staff as fairly and robustly as possible.
What do you see as the roles of the City Council and the union in shared decision making on issues relating to city workers? Would you communicate with union leaders and be responsive and open to dialogue?
Mayor
Talisha Searcy
It is important for the union to serve as a consultant to the City Council. The Council is responsible for making final decisions on matters that impact city staff such as the budget and union contract. However, it would be helpful for staff to have an opportunity to inform the Council’s decision-making. In the past, one challenge with open dialogue between the Council and the union was the collective bargaining schedule. Collective bargaining often took several months to complete. It is difficult to have direct communication between the union and the Council during collective bargaining because all parties must be mindful of what they say to ensure that miscommunication does not occur. Any miscommunication can impact collective bargaining. The current Council has approved a multi-year union contract. This makes budget planning for labor costs easier and more predictable. It also increases the amount of time when we are away from the bargaining table resulting in more time for open discussion between the union, city management, and the Council. Open communication is key to building trust between staff, management, and the Council. I have committed to having quarterly meetings with both the city’s unions. I have also committed to creating opportunities to have the union present to the full council in an open meeting.
Ward 1
Shana Fulcher
During collective bargaining communication between councilmembers and the union leaders is complicated because what a councilmember says could be interpreted as an agreement that the councilmember lacks the authority to make. Moving to a three year contract makes these collective bargaining periods less frequent than before. I welcome a conversation between the City Council and the union leaders, including any other employees that would like to be included, in the form of an open meeting. I would like to hear from employees on wages, benefits, and if there are other ways that we as a city can ensure that they feel valued.
Jessica Landman
I support labor/management committees (such as the one set out in Article 18 of Local 3399's current agreement with the City). Having a vehicle that empowers employees, who are best equipped to propose better policies and practices because they do the work, can prevent many problems and tensions and can identify opportunities for improvements in attaining desired outcomes. I would, as Council member, encourage the CM to brief incoming Council, with input from the Committee, on the Committee’s role and the types of issues that it has addressed and resolved.
Ward 2
Cindy Dyballa
The city council’s role is to approve a budget and union agreements. Outside the negotiating table, as a city council member I am open to communication with union leaders. The challenge arises when issues relate directly to wages and other contract issues, or when individual conversations are taken as council agreement. The move to multi-year contracts allows for less built-in conflict with contract negotiations and more room for dialogue.
Ward 3
Matt Bormet
I think it's important for city council members to have a sense of employee concerns and morale, and that starts with open lines of communication. I'm running what I hope is the most communicative campaign possible, with texts, calls, door knocking, open in-person office hours, and snail mail to every voter in the Ward. I made it a priority to meet with Local 3399 leadership as one of my first acts after announcing my candidacy. I would bring that same communicativeness to the council/staff relationship - my cell number is on my website mattbormet.com and I would encourage workers to get in touch as needed.
Lucy Moore
The City Council and union should act as partners in decision making. The union is there to protect and advocate for workers. The City Council is there to represent City residents and oversee City policy, programs, and budgeting. Whenever the union and City Council find themselves at odds, we should remember that safe and healthy working conditions with fair pay is good for the City Staff and for Takoma Park residents.
Roger Schlegel
In the Council-Manager form of government, the Council's primary responsibilities are to develop strategic plans, make policy, provide oversight of City operations, and determine the annual budget. To carry out all of these responsibilities effectively, it is absolutely important that Council members understand policies and programs from the perspective of the employees who implement them. In my role as a Council member, I would ask the Manager for updates on the work of the Labor-Management Committee. Any strategic, legislative, or budgetary decision has ramifications for workers; therefore, it's crucial to have worker input informing management's recommendations and proposals under consideration by the Council.
Ward 4
Kurt Gilbert
The relationship between the union and Human Resources is important. Both entities should be on the same accord in regard to employee conditions and treatment. Providing opportunities for input from the council can help strengthen those policies and contracts. Open lines of communication are always important. I would have no issue communicating with union leaders if protocol would lend to it being appropriate.
Ward 5
Cara Honzak
Per the City's charter, the Council’s role is to establish a system for collective bargaining, approve budgets, and ratify union agreements. During negotiations, it’s the City’s representative—not the Council—who handles discussions. Outside of that period, it’s crucial that Councilmembers are thoughtful about how and when they address issues related to workers, ensuring none of us is construed as speaking on behalf of the entire Council. In general, I see no reason why Council cannot listen to the priorities and concerns of union leaders, as long as we are mindful of that challenge and adhere to the roles and processes outlined in the Charter and Code.
Ward 6
Amy Wesolek
I see the City Council as responsible for upholding the vision of our community within our limitations, primarily our budget. I see union leaders as responsible for advocating for what our employees need most. The challenge then is to find as much common ground as possible and build consensus when needed to balance all of those needs. I would absolutely be in communication with union leaders, not just during budget or contract discussions but year-round as needed.
What considerations would you make in regards to city workers if the city is faced with budget cuts?
Mayor
Talisha Searcy
Our greatest asset is our staff. We know that it is difficult to hire high quality staff. Therefore, if forced to make a hard choice regarding the budget, I would choose people over projects. However, this would mean working with staff and city management to identify ways that we can cut back the budget.
Ward 1
Shana Fulcher
If the City Manager recommends staffing changes in the next budget, the Council will make them in a way that treats workers with dignity and provides reasonable notice to what changes are coming. I think it is important to treat our city workers well and for the City Manager's Office to be as open to hearing from staff as they are about hearing from residents during the budget process.
Jessica Landman
As noted above, I would prioritize meeting the City’s fiscal commitments to employees (including, e.g., pension commitments) as well as other financial commitments that we have contractually undertaken. Delaying filling vacant positions is another way to accommodate budget shortfalls without layoffs; this can, of course, impact workers so tradeoffs are inevitable. Regrettably, because of multiple years of overspending and the end of ARPA funding, we face a challenging budget year ahead. If layoffs or reductions in force become unavoidable, I would scrutinize the CM’s adherence to Article 13 of the Union contract to avoid job loss as much as possible through re-deployment and training. If at some point a situation arises in which my constituents’ interests are not fully in synch with those of the Union, I will prioritize representing Ward One but commit to being transparent and frank about decisions I make, making a diligent effort to reconcile differences.
Ward 2
Cindy Dyballa
We made it through the COVID years, unlike many other communities, without staff layoffs. That says something about my, and our, priorities in budget cuts. If a program must be drastically reduced or eliminated in the future, that of course affects staffing, and I would look first to reassignments and retraining rather than layoffs.
Ward 3
Matt Bormet
If we're faced with budget cuts, we need to discuss any staff impacts with Local 3399, as well as UFCW 400, before we make those cuts. My great hope is that we wouldn't have staff impacts, but if they are necessary, we need to be as collaborative and compassionate as possible before those decisions are made. I do not support eliminating positions at public works or elsewhere in an attempt to cut costs by moving services to the county. I know it's a different union, but I also support keeping an independent police department and the union jobs there.
Lucy Moore
Our City budget is a reflection of our values. That means paying our workers, and particularly our essential workers, a fair wage and providing for a safe, healthy work environment. I will work with the Mayor and Council to ensure that we do not pass any budget cuts onto City Staff through unfair wages or prolonged vacancies.
Roger Schlegel
If the City is faced with budget cuts, I would make it a priority to maintain cost-of-living increases and stable benefits packages for City workers. I would prioritize seeking cost savings in areas as follows: (1) outside-contracted expenditures such as street resurfacing; (2) new capital projects; (3) vehicle and other equipment replacement schedules (provided there is no impact on worker safety); (4) contracts with outside consultants; (5) promotions; (6) postponing filling vacancies (though with awareness of impact on other employees); and (7) possibilities for redeployments with training, as provided for under Article 13 of the contract, if positions have to be curtailed.
Ward 4
Kurt Gilbert
There are certain safety protocols that that should never be compromised due to budget restraints. Finding as many ways as possible to cut cost so that employees do not lose their jobs is also very important.
Ward 5
Cara Honzak
I would prioritize budget cuts that minimize impacts on City workers, services, and public safety. This could include reducing non-essential travel, using virtual training, cutting back on consultant services, delaying capital improvements, and finding savings through digitization or supply reductions. I’d also explore minor program restructuring and volunteer furloughs as a last resort. Our staff has faced significant challenges over the last several years in which they remained committed to the well being of our City's residents. They deserve to have our unwavering support in the next several years. I would also invite their input on cost-saving measures, as the best ideas often come from employees.
Ward 6
Amy Wesolek
I would focus on two major considerations - the terms of the current union contract with city workers and defining what are the absolute essential services of the city that cannot be cut or diminished.
Is there a point when staffing decisions should be considered by the City Council, such as hiring freezes, adding or removing city positions, specific hires or terminations, etc.?
Mayor
Talisha Searcy
It is important to note that the municipal charter outlines the roles and responsibilities between the City Council and city management. As a result, there are aspects of the day-to-day functions of the city that are the responsibility of the City Manager and others must by authorized by the City Council. For example, hiring freezes impact the budget because hiring freezes change labor costs and project timelines. Therefore, Council should weigh in on this matter. Organizational restructuring is another example of something that the City Council must approve. It states in the charter that the establishment or elimination of offices or departments are the responsibility of the Council. On the other hand, the charter specifically states that hires or terminations are the responsibility of the city management, and the Council cannot interfere with these matters.
Ward 1
Shana Fulcher
Only an emergency should trigger consideration of a hiring freeze. The City Council should work with the City Manager and Staff to address all emergencies. Even during emergencies, some positions, such as those with refuse collection responsibility, are necessary for the well-being of the City. The budget process includes discussion about City staffing needs between the City Council and Manager. Those considerations are underpinned with the understanding that fewer employees means less work accomplished in that particular area and we will have to adjust goals accordingly. It is understood for cities to change focus and priorities as they adapt to and progress with societal changes and improved technology. We should be flexible. However, discussion about eliminating a currently filled position should include consideration of how long it will likely take the individual holding that position to secure new employment. If the City plans to eliminate a position during the next budget discussions, I would favor funding the position for a transition period for the employee to find new employment. Specific hires and terminations are not in the purview of the City Council, nor should they be. The City Council hires the City Manager who holds the responsibility of overseeing those processes.
Jessica Landman
City Code provides that “[t]he Council creates and abolishes positions by including or not including them in the City’s annual budget. The Council can create new positions and abolish existing positions by amending the budget after it has passed.” (sec. 4.04.150) Generally speaking the Council should not be involved in hiring and firing individual employees other than the CM and key managers (giving input to the CM). In evaluating the CM’s performance – which is a key Council role – I will judge the City Manager on how well he or she treats every employee, ensuring that all subordinates are treated with dignity, respect and even handedness. Staffing issues having to do with size of staff and positions must be addressed by the City Council when it considers and approves the annual budget or at other times via amendment to the budget. Ideally, the labor/management committee would have worked together to devise best solutions, and the Council would be presented with information on how employees are affected by staffing decisions to enable the Council to weigh the pros and cons of any specific proposals by the City Manager. Thank you for this opportunity to respond to your questions. I welcome the chance to work together for Takoma Park.
Ward 2
Cindy Dyballa
The city manager has authority over personnel decisions. The city council has authority over budget. The line is not crystal clear, but as a council member I would expect to be consulted about major staffing decisions that affect the budget, such as hiring freezes or changes in FTEs. I note that this city manager has been keeping city council well informed of his staffing decisions.
Ward 3
Matt Bormet
There is plenty of work to be done by the city and its employees, and I don't believe we're in a position to remove any positions today. I can't rule out an emergency situation of course, and we'll all have to work together in that case to find a way forward.
Lucy Moore
Takoma Park has a Council-Manager form of government. That means the City Manager oversees the day-to-day operations of government including hiring, operations, and terminations. This allows the City staff to function efficiently and provides a buffer from City Council politics and turnover. That said, City Council should consider and review staffing decisions that significantly impact operations or worker wellbeing, including hiring freezes.
Roger Schlegel
Predictability, made possible by forecasting and long-range planning, is critically important for workers and for a well-run City. I would advocate for continuing to advance the start date of the annual budget cycle so that residents and Union members can express their priority concerns clearly, during the fall, before preliminary budgetary options are prepared by the Manager. Likewise, staffing decisions have to be elevated as part of the process when the Council and Manager are considering any new policy or budgeting that could change routines, work load, or workflow for employees. The budgetary priorities sent to the Manager, and the subsequent draft budget options prepared, should have "no surprises" from a worker standpoint, and in fact the Labor-Management Committee's knowledge should be a key input in the budget process. I would work to ensure that the final weeks of the budget process not involve chaotic considerations of staffing changes in order to stay within budget. The Council in general should not involve itself in decisions about specific hires or terminations. We appear to be entering a period that will require significant budgetary restraint. Therefore, it is vitally important that the Council seek reliable multi-year projections of revenue and costs, and that the Council set multi-year, measurable programmatic objectives. By looking beyond the near term, the Council can help to ensure that shifts in programs and priorities can be accomplished by existing City employees -- prepared appropriately to adapt to changing roles.
Ward 4
Kurt Gilbert
Only where protocols with respect to city code would call for it. Those decisions could be made with input from department heads, Human Resources, and Union representatives when the time comes. These decisions will certainly impact city services. Therefore, the council, along with the community at large should be included in the decision making.
Ward 5
Cara Honzak
Under our Council-Manager form of government, the City Manager handles personnel decisions, while the Council votes on the budget and key decisions related to the City Manager. Key staffing decisions are tied to budgetary considerations, so major personnel issues should involve timely, and ideally advance discussions between the Council and the City Manager. Concurrence on large personnel decisions is what I would consider an ideal scenario, but will not always be feasible. In such cases, Council and Manager must work through their respective roles, and remain transparent with each other. The Council should also avoid micromanaging the City Manager and respect the separation of roles.
Ward 6
Amy Wesolek
Broadly speaking, no. I believe the final word on staffing decisions is the City Manager. The City Council, of course, hires that position, but then that person is tasked with best employing staff to carry out the policies set by the City Council.