Questions for Adam Gunderson — My Responses

Matt recently asked me five questions about my time in law enforcement and how I would approach certain responsibilities as sheriff. Below are his questions and my answers.

Additional information addressing other questions that have come up throughout the campaign is available on this website.

Question 1: POST Board Training

Matt's Question:

A 2017 Minnesota POST Board consent order found that, as Royalton police chief, you failed to ensure that an officer completed required training in 2016. The order imposed a three-day suspension of your peace-officer license, fully stayed for three years. How did this happen, what responsibility do you accept, and what did you change afterward to prevent it from happening again?

Adam's Answer:

In 2016, our department participated in training with the Morrison County Sheriff's Office, along with several other smaller departments. Two separate training dates were offered for officers to complete the required defensive tactics training.

I attended one of those sessions with one of my officers. My other officer was scheduled to work and attend the second session. Because I was not working that day, and the officer had clocked in and out, I believed he had attended the training.

While preparing for an audit, I discovered that the officer had not completed the required training. I appeared before the POST Board and accepted responsibility. As police chief, it was ultimately my responsibility to ensure that all officers completed their mandated training.

Following this incident, I became an instructor and personally conducted the required training to ensure officers under my supervision completed their requirements.

This experience reinforced the importance of verifying training completion rather than assuming it had been done. It was my responsibility, and I accepted that responsibility. As sheriff, I would continue to make mandatory training compliance a priority and ensure that proper records and verification procedures are maintained.

Question 2: Royalton Sick Leave

Matt's Question:

After leaving Royalton, you filed a $15,000 conciliation-court claim seeking payment for accumulated sick leave. The court dismissed the claim with prejudice and stated that you had no legal basis for your argument that you had lawfully retired while employed by Menahga. Why did you believe you were entitled to that payment, and do you accept the court's conclusion?

Adam's Answer:

During the process of leaving my position with the City of Royalton, I discussed my accumulated sick leave with the City Council. Over my 14 years with Royalton, I had accumulated a substantial amount of sick leave, partly because my work responsibilities and frequent callouts often prevented me from using it.

During a city planning meeting, council members expressed support for paying out my accumulated sick leave. They discussed making an exception to the existing policy, including using a definition of retirement that recognized leaving a particular position rather than leaving the workforce entirely. There was discussion of bringing a motion forward for approval at the next council meeting. Based on those discussions, I believed I would receive a partial payout.

When the city later decided not to make the payment, a council member suggested that I pursue the matter through court. Based on what had been discussed, I believed I had legitimate grounds to pursue the claim.

The court ultimately disagreed with my interpretation and dismissed my claim. Although I believed I had a legitimate reason to pursue the payment, I accepted the court's decision and respected the outcome of the legal process.

Question 3: Menahga August 2022 Reprimand

Matt's Question:

An August 31, 2022 Menahga written reprimand and final warning states that you worked additional hours without prior approval and did not provide requested documentation supporting those hours. It also references a July 13 verbal reprimand concerning compliance with City Council and administrator directives and personnel policy. You acknowledged receiving the written reprimand but stated that you did not agree with its factual statements and that your union was reviewing it for factual accuracy. Which findings did you dispute, what became of the union review or any grievance, and what corrective steps did you take?

Adam's Answer:

I disputed the factual statements in the August 31, 2022 written reprimand, including the claim that I failed to provide documentation for additional hours worked. The time in question was 2.3 hours over an 80-hour, ten-day pay period. I had provided the requested documentation before the reprimand was issued.

The reprimand also referenced a July 13 verbal reprimand. I do not recall the conversation described, and I have not been provided documentation supporting that alleged verbal reprimand.

The written reprimand was sent after hours on August 31, the city administrator's last day of employment. I did not receive it until September 1. Although I was given until September 6 to respond, the administrator was no longer employed by the city.

I disagreed with the reprimand and filed a grievance through my union. No formal action was taken on the grievance.

I continued performing my duties and following the city's procedures regarding work hours and documentation.

Question 4: Menahga October 2022 Suspension and Departure

Matt's Question:

An October 3, 2022 Menahga notice imposed a five-workday unpaid suspension and another final warning. It references a September 28 notice describing the basis for the discipline, but that notice was not included in the city's production. What complaint or conduct led to the suspension, which findings do you accept or dispute, and what corrective steps did you take? Why did your Menahga employment end on December 2, 2022, and was your departure related in any way to the discipline?

Adam's Answer:

The October 3, 2022 suspension stemmed from a July 2022 incident involving a dog that I was taking legal steps to have removed from the property.

Restrictions were already in place, including a fenced-in enclosure, warning signage, and requiring the dog to be leashed and accompanied by its owner whenever outside. Arrangements were also underway to relocate the dog.

Unfortunately, while a friend of the owner was visiting, the dog escaped and killed a neighbor's dog. I was not present when the incident occurred and had no opportunity to intervene.

The complaint also questioned why I did not shoot the neighbor's dog, despite the fact that I was not at the scene.

I do not dispute that the incident occurred. However, I disputed the suspension because I had already taken precautions and was pursuing legal steps to have the dog removed from the property. I did not believe the circumstances justified a five-workday unpaid suspension.

Following the incident, the owners had the dog euthanized, resolving the immediate safety concern. No further enforcement action was necessary.

The suspension was scheduled during a vacation that had already been approved.

On November 15, 2022, I received a conditional job offer from the City of Bagley, pending successful completion of a background investigation and psychological evaluation. I left Menahga on December 2, 2022, to pursue that opportunity. My departure was not related to this disciplinary action.

Question 5: Accountability and Oversight as Sheriff

Matt's Question:

If elected sheriff, what specific controls would you establish for required officer training, payroll and budget oversight, department property and inventory, information-technology compliance, and reasonably prompt responses to public-data requests?

Adam's Answer:

As sheriff, I would establish clear procedures and expectations for training, financial oversight, department property, IT compliance, and public-data requests.

Officer Training

I would ensure mandatory training requirements are tracked, documented, and verified so officers remain current with all required certifications. My previous experience reinforced the importance of personally verifying compliance rather than assuming training has been completed.

Payroll and Budget Oversight

I would establish clear procedures for reviewing and approving employee timecards, monitoring overtime, and overseeing departmental expenditures. I would work closely with county administration and the auditor's office to ensure proper financial controls and accountability.

Department Property and Inventory

I would maintain an accurate inventory of department equipment and property, with procedures for documenting purchases, assignments, transfers, and disposal of equipment.

Information Technology Compliance

I would work with county IT personnel to ensure department systems are properly maintained, security requirements are followed, and employees receive appropriate training on technology policies and procedures.

Public-Data Requests

I believe the public has a right to access government data as provided by Minnesota law. Transparency and public accountability are essential responsibilities of an elected sheriff.

I would expect data requests to be handled professionally, consistently, and within the timeframes required by applicable law. I would work with county personnel and appropriate staff to ensure requests are properly received, reviewed, documented, and responded to in a timely manner, while protecting private and confidential information as required by law.

My goal would be to establish clear expectations, maintain accountability, and ensure the Sheriff's Office follows applicable laws and policies.