In a recent town commission meeting, significant discussions arose following the resignation of a building official, Robert Fitgood, who cited a \"toxic workplace\" in his resignation letter. This prompted immediate calls for an investigation into the allegations, which were described as serious and potentially discriminatory, violating state and federal laws.

Commission members expressed concern over the implications of Fitgood's claims, emphasizing the need for a thorough investigation to protect the town from potential lawsuits. One commissioner suggested that the legal team should develop a plan of action, while another raised the issue of a conflict of interest if the investigation were conducted by the town's own firm. Instead, they proposed hiring an independent third-party firm specializing in employment law to ensure an unbiased review.

The discussions highlighted the complexities of defining a hostile work environment, with legal standards requiring evidence of pervasive behavior that significantly impacts an employee's ability to work. While some commissioners questioned the validity of Fitgood's claims, others pointed to the need for concrete evidence to substantiate any allegations of discrimination or harassment.

Tensions escalated as commissioners debated the mayor's role in the situation, with accusations of unprofessional behavior and a hostile work environment directed at her. Public comments during the meeting reflected community concerns about the town's leadership and the potential fallout from the ongoing disputes.

As the meeting concluded, the commission faced pressure to address the allegations seriously and transparently, with calls for a survey of town employees to gauge the workplace environment. The outcome of this situation remains uncertain, but it underscores the challenges of governance and the importance of maintaining a respectful and supportive workplace for all employees.