------- Forwarded Message -------
From: AldrinMichaelCatabay <AldrinMichaelCatabay@proton.me>
Date: On Monday, March 16th, 2026 at 3:45 PM
Subject: A Concerned Citizen
To: inglejw@gainesvillefl.gov <inglejw@gainesvillefl.gov>, wardhl@gainesvillefl.gov <wardhl@gainesvillefl.gov>, bookea@gainesvillefl.gov <bookea@gainesvillefl.gov>, willitscw@gainesvillefl.gov <willitscw@gainesvillefl.gov>, walkerdn@gainesvillefl.gov <walkerdn@gainesvillefl.gov>, eastmanbm@gainesvillefl.gov <eastmanbm@gainesvillefl.gov>, citymgr@gainesvillefl.gov <citymgr@gainesvillefl.gov>, bryantk1@gainesvillefl.gov <bryantk1@gainesvillefl.gov>, FolstonZK@cityofgainesville.org <FolstonZK@cityofgainesville.org>, cityattorney@gainesvillefl.gov <cityattorney@gainesvillefl.gov>, cityauditor@gainesvillefl.gov <cityauditor@gainesvillefl.gov>

To Whom It May Concern: 

 

   Hello.  My name is Aldrin Michael Catabay.  I am writing this letter to you as a member of this community, a concerned citizen, and as a former employee of the City of Gainesville.  I loved working as an employee in the City of Gainesville.  I first used to work with the Gainesville Police Department from 2008 to 2015, and again in March of 2025 as a Procurement Specialist in City Hall on the 3^rd floor.   

The main purpose of my correspondence is to defend my integrity, and protect my income, reputation, and professional future.  Also so that it doesn’t happen to anyone else in the future. 

 

 

I am reaching out to you because I was a zealous employee, working diligently to serve the the City and its community working from March 2025 to March 2026, my one year anniversary for my new job was coming up.  My consistent positive work ethic and productivity was very good.  I even received a pay raise just this past January as a result, but suddenly in February, I was reprimanded and progressively disciplined up to my termination in a matter of weeks. 

This all started with a contract that I was processing from the Land Rights Coordinator Kara Brecken (Department of Sustainable Development).

 

As you can see, the project coordinator stated it was  a counterparts section of the lease document and it was sent to the proper personnel:  the procurement specialist, the procurement manager, the DSD director, and to Legal.  What followed was a simple question from a higher administrator official and again it was clarified by the project coordinator that it was a counterparts section and it was legitimate. 

 

 

The Procurement Manager Todd Tuzzolino then sent me this email: 

 

 

 

Before I met with my manager for review the next week he sent our team a message in TEAMS about working from home on Monday since there was an extreme cold front on the way,  I simply asked my manager if that counted toward the two work from homes we already had or if it was on top of it.  The Wednesday that followed I asked him if he needed me to come in on Thursday as its one of my work from home days.  I sent him a confirmation that he gave and was irked that I did that.  It wasn’t meant to disrespect but just to clarify that he did approve it. 

 

 

So on February 5^th, 2026 I met with my manager in his office for the review on the contract 7184 (Lot 10) and he asked me to close his door behind me.  He then gave me a vicious look and told me that I’m doing bad and that I’m not doing well.  I was immediately concerned as I love my job, I liked my manager and I didn’t want to disappoint him and was overly concerned myself as to what I did wrong.  I asked why what was going on?  He then told me the contract -7184 (Lot 10) was done wrong and that I did a bad thing.  I respectfully answered him that it was stated by the project coordinator in the initial email and then confirmed again when asked by the higher administrator officer.  He then looked at me in a way I’ve never seen before and informed me that it doesn’t matter what you say.  What matters is what they say upstairs.  I said “yes sir.”  I wanted to make things right and not agitate my manager further.  He then went on and said my job performance was poor and that I was behind on work and not following proper procedures.  I was totally confused because my work ethic and productivity was consistent and that he even gave me a raise in January for my good works.  I then said I will do better sir and make it right.  The following Monday (February 9^th, 2026) he called me into his office again, and gave me a write up about my work being sub standard and that I needed an improvement plan.  I complied and again apologized as I was trying to discern what he was telling me.  I felt I was letting him down and I was scared and confused but complied and informed him I will work on it and do better.  The write up included checking up with him with a progress report on the improvement plan (no due dates just ongoing).  I reported to him weekly.   

The following week the procurement team had an online training (webinar) for 3 days for our Florida Certified Contract Manager.  I still checked in with my manager and was brushed off and verbally reprimanded about my substandard work ethic.  I even did well on my Exam and was certified.

 

 

 

The following Monday (February 23^rd, 2026) I made an appointment with my manager on my progress report.  He accepted the appointment but then that afternoon before I left work, he summoned me into his office and gave me the first Employee Notice and suspending me for 5 days without pay (it was a total of 6 which I informed HR and was corrected to 5).  I was totally scared and confused as to why I was being given that.  He just told me to sign it and that we’ll start fresh when you get back.  I immediately signed it to comply but I haven’t even reviewed it but when I did I totally didn’t agree with it.  So I sent HR an email about my concerns (please see attached files).  The employee notice stated that I violated the City policy E-3 procedures 13 (poor work ethic and productivity) and 18 (insubordination by refusal to perform work).  I asked HR how I was insubordinate?  I was never unprofessional, nor did I deny or said no to my manager’s wishes and instructions.  I was working toward improving and working on his requests which was ongoing and had no due date.   HR basically sent me a grievance form to fill out and was informed that my manager will be calling me for a meeting with HR about the first employee notice: 

 

 

 

This was sent with the official grievance form on my email: 

 

 

On March 3^rd I came back to work from my 5 day suspension without pay only to be summoned in the conference room by my manager to be given a 2^nd employee notice.  This time its for the same infractions he claimed I did wrong even though I have documentations to prove his claims are false.  He said this is also a notice for more suspension without pay until further notice.  I respectfully disagreed and refused to sign the employee notice which he wanted me to sign.  I clearly said I want to read and review that write up and maybe even get proper representation as this is highly irregular.  He said no.  I was denied a copy and never got to see the 2^nd employee notice.  I received a call from my manager on March 5, 2026 stating that the meeting with HR was on March 6^th, 2026.  I met with HR and my manager on March 5, and I was basically told to tell them my story while they all took notes.  The following Tuesday March 10, 2026, my manager called me to inform me that my grievance meeting with HR was on Friday the 13^th 2026.  He then an hour later sent me a termination letter via email.  The first and 2^nd employee notice and termination letter was about the same main issue which was the contract 7184 (Lot 10).  My manager reprimanded me and terminated me for not being at work and not processing (upload the complete fully executed and approved contract 7184 (Lot 10)) which was signed by the vendor and the transmittal complete on March 24, 2026.  He  suspended me on March 23, 2026.

I contacted HR and questioned a few things as to why was my manager who I am complaining about reviewed my complaint and informed me of the outcome and not HR.   I am also questioning why I was retaliated against and further harassed as I stated during our first meeting in HR on March 6^th, 2026. 

 

The grievance meeting to my perception was cancelled because I informed HR that I was able to obtain a copy of the Code of Conduct and Policies E-3.  It clearly states in the letter E, F, and G of the Code of Conduct and Policies E-3: 

E. 

2. Normal Termination Procedure:  

Prior to the proposed termination, the employee shall be suspended without pay pending the outcome of the informal conference and shall concurrently, or immediately thereafter, receive written notice of the reasons for the proposed termination either by hand delivery or by registered U.S. mail. Such notice shall also specify a time, no sooner than two (2) working days nor later than five (5) working days, following the employee's receipt of such notice, for an informal conference to be held before the appropriate Department Head to afford the employee an opportunity to rebut the charges made against the him/her. The employee will also be allowed to respond in writing to the appropriate Department Head and/or to bring a representative of the employee's choosing to the meeting with the appropriate Department Head. After such informal conference and after considering all evidence before the Department Head, the appropriate Department Head shall take such action upon the dismissal as the Department Head deems appropriate with the Charter Officer's approval. Failure of an employee to attend said informal conference after being given notice of same shall waive any rights of the employee hereunder. The appropriate Department Head's decision shall be forthwith furnished the employee. 

 

F. Appeals:  

 

1. In General:  

If an employee is aggrieved at any disciplinary action specified herein, except termination, the employee must pursue any applicable grievance procedure.  

If an employee is aggrieved at a termination hereunder and said employee desires to appeal same, the employee must either pursue the grievance procedure or serve a notice within ten (10) days after the effective date of termination by hand delivery to the Charter Officer, which notice shall request a full evidentiary hearing on the action. The employee's election to pursue one course of review under this provision shall preclude and waive the use by that employee of any other method or review (i.e., either grievance procedure or evidentiary hearing).  

Any employee who has received any specified disciplinary action shall be immediately advised of the employee's right to appeal the action through the use of the grievance procedure or the procedures hereunder.  

2. Terminations - Evidentiary Hearings:  

 

F. Appeals:  

 

1. In General:  

If an employee is aggrieved at any disciplinary action specified herein, except termination, the employee must pursue any applicable grievance procedure.  

If an employee is aggrieved at a termination hereunder and said employee desires to appeal same, the employee must either pursue the grievance procedure or serve a notice within ten (10) days after the effective date of termination by hand delivery to the Charter Officer, which notice shall request a full evidentiary hearing on the action. The employee's election to pursue one course of review under this provision shall preclude and waive the use by that employee of any other method or review (i.e., either grievance procedure or evidentiary hearing).  

Any employee who has received any specified disciplinary action shall be immediately advised of the employee's right to appeal the action through the use of the grievance procedure or the procedures hereunder.  

2. Terminations - Evidentiary Hearings:  

 

If the employee files notice as specified above within ten (10) days after the termination, the Charter Officer shall hold an evidentiary hearing within thirty (30) days of the request whereat the discharged employee may present witnesses, testimony, briefs, or other evidence to support the employee's position. The employee may also have a representative of the employee's own choosing present. Thereafter, the Charter Officer shall consider all evidence which the manager has before him/her, both from the employee and from any other source, and shall render the Charter Officer’s decision in writing within twenty (20) days of the hearing. The employee may thereafter appropriately appeal to the courts within sixty (60) days of the Charter Officer's decision.  

G. Employees are protected against reprisal for the lawful disclosure of information which the employee reasonably believes evidences:  

Code of Conduct/Disciplinary Procedures Number E-3  

Page 6 of 13  

2. Mismanagement, a gross waste of funds, an abuse of authority, or a substantial and specific danger to public health or safety.  

 

Any such disclosure shall be submitted directly to the Charter Officer for investigation and may be submitted orally or in writing. In the event the disclosure involves a Charter Officer, such disclosure shall be submitted to any member of the City Commission. The name of the employee making such disclosure shall not be unreasonably revealed.  

H. Any employee who has authority to take, direct others to take, recommend or approve any personnel action shall not, with respect to authority, take a personnel action with respect to any employee as a reprisal for the lawful disclosure of information as set forth in Section G, as stated above.  

 

III. Code of Conduct:  

The Code of Conduct is not intended to supersede departmental rules and regulations approved by the Charter Officer, such as police and fire employees, but is intended to supplement them.  

IV. Use of Past Record:  

In imposing disciplinary measures by incremental steps based on successive deficiencies in job performance, on a current charge the Department Head will not take into consideration prior infractions of the same rule which occurred more than two (2) years previously, except in discharge cases in which the overall disciplinary record of the employee may be taken into consideration.  

 

 

 

I have been suspended without pay for 2 weeks and then terminated before I could even defend my grievance in which I have substantial evidence that I have been doing the work and that my manager Todd Tuzzolino’s claims are false and are libel.  I have the documentations to prove them on this correspondence and the files attached with this email. 

 

I implore you to please review with fairness and consideration as I have done nothing wrong but do my best to work and serve the City with the best of my abilities but I am accused of wrong doing and suspended without pay and then terminated.  I am in distress mentally, financially, and emotionally as this is very hard on anyone  who has ever been in this situation.  I beg for your civic responsibility and fairness and resolve this matter with integrity, honesty, and righteousness. 

 

 

 

Respectfully, 

 

Aldrin Michael Catabay