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Former city of Dunkirk employee Samantha Tofil offered scathing criticism of City Hall on her way out.
Tofil, who worked in the Clerk/Treasurer Office, alleged a grim workplace atmosphere in her resignation letter. Tofil shared the letter, and an email that acted as a cover letter for the resignation document, with the OBSERVER.
Tofil was on leave but "decided not to return from my leave," according to the Aug. 4 resignation letter. "I had hoped that during my absence the city would take meaningful steps to address the workplace issues that led to my absence. Instead, I have seen no indication that the underlying problems have been acknowledged or addressed."
Tofil continued, "My decision is based largely on the management culture within the City Clerk’s Office. Throughout my employment, I witnessed an inequitable distribution of work, where responsibilities were not shared fairly among staff. This created unnecessary stress, resentment, and burnout while management failed to address the imbalance. A healthy workplace depends on accountability, fairness, and leadership that is willing to step in when workloads become unreasonable. That did not reflect my experience.
"The turnover within the office -- including six employees leaving the Clerk’s Office in six months -- is clearly indicative of deeper leadership issues rather than isolated personnel decisions. I also found it deeply concerning to witness employees’ mental health discussed publicly in a dismissive and shaming manner. No employee should have to question whether seeking help or taking leave for their mental health will result in stigma or embarrassment in the workplace.
"Perhaps most disappointing is that these issues have not been confined to those working inside City Hall. They have become apparent to members of the public as well. When concerns are visible not only to employees but also to residents interacting with the office, it is difficult to understand why the administration has continued to ignore them rather than address the
underlying management problems."
Tofil concluded, "I can no longer work in an environment where these concerns have been allowed to persist without meaningful change. I believe the employees of the city deserve better leadership, greater accountability, and a workplace culture built on professionalism, respect, and fairness. Unfortunately, I no longer have confidence that those changes will occur."
There was similar criticism in Tofil's email cover letter.
"Ongoing turnover and management challenges have contributed to a reduction in public access to the Clerk’s Office," she noted. "A department that was previously open to the public for 35 hours each week is now open only 24 hours, with residents often encouraged to use the secure drop box, mail their payments, or pay online. While the online payment option is convenient, it also includes a 2.65% processing fee (or a $3 minimum), meaning some residents may choose to avoid that option. As someone who worked in the office, I believe many residents value the ability to conduct business in person and receive an immediate receipt or confirmation for important documents and payments. Public confidence in local government depends on accessibility, transparency, and trust."
Tofil added that "My intention in sharing this is not to assign blame, but to encourage thoughtful review of the current work environment and its impact on both employees and the citizens of Dunkirk."