The La Plata Board of County Commissioners approved a $45,000 settlement with former Deputy County Manager Mike Segrest last week after Segrest threatened to sue on the basis that he was wrongfully terminated because of his age and gender.
Segrest, who is 76 or 77 according to voter registration records, served as deputy county manager from May 2019 through March 2023.
On May 2, two months after Segrest’s exit, Durango employment attorney David Albrechta sent the county a letter on Segrest’s behalf containing a notice of claims.
The letter, obtained by The Durango Herald through a public records request, detailed a year’s worth of conflict between Segrest and county officials stemming from Segrest’s job performance.
It ended with a request for one year’s worth of back pay, front pay for an additional three years, compensatory and punitive damages, and attorney’s fees.
Based on his $163,000 annual salary, the four years of pay alone would total at least $652,000.
According to the terms of the settlement, neither party admitted wrongdoing and the county agreed to pay Segrest $36,000 in wages. Albrechta will receive $9,000 in attorney’s fees.
Both the county and Albrechta declined to comment for this story, although the county denied Segrest’s claims in the settlement agreement.
Segrest and County Manager Chuck Stevens were both finalists for the county manager position in 2019. Commissioners chose Stevens for the role, and Segrest was later hired for the deputy position.
In the May 2 letter, Albrechta alleged that his client had more experience than Stevens and began employment with the county “already tarnished by age discrimination.”
The letter goes on to allege that a series of events constituting discrimination and retaliation led to Segrest’s wrongful termination.
However, many of Segrest’s claims are contradicted by documentation provided to him by the county following a public records request.
Albrechta wrote that in spring 2022, another county official made comments doubting Segrest’s credibility and experience due to the deputy’s age. When he brought the concern to Stevens, Segrest alleged his supervisor became “outwardly agitated” and said “no follow up was ever performed.”
But the documents made available to Albrechta contained an email from Stevens to Segrest, sent on May 5, 2022 with the subject line “Follow Up on Ageism Comment.”
“Yesterday when I asked if you wanted me to take any action on this item, you indicated that you did not have any desire for me to do anything,” Stevens wrote. “I just want to let you know that if your feelings on the matter change, you have every right to request the organization to look into this. I would ask that if you do want to initiate action, please contact (the Human Resources Director) directly, so we can follow our county personnel procedures appropriately.”
Segrest responded, “Thanks for the concern. If I feel it continues to be an issue I will follow up as you suggested.”
Other claims in Albrechta’s letter are contradicted in a similar manner by Steven’s records, including meeting notes and emails to Segrest.
Issues with Segrest’s job performance persisted, documentation shows, and Stevens initiated a 360-degree performance review on June 1, 2022. Although Segrest indicated he was willing to improve, conflict over issues both large and small continued.
Segrest’s annual performance review, completed in October 2022, stated he was “successful” in essential job functions but needed improvement in others.
In January 2023, Stevens informed Segrest that despite repeated opportunities, he had not regained the trust of the organization and offered Segrest the opportunity to resign, which was declined.
Stevens initially told Segrest he could remain employed through March 3 in order to tie up loose ends, but placed him on paid leave until that date shortly thereafter.
Segrest never submitted his resignation but is required to do so under the terms of the agreement.
rschafir@durangoherald.com
