HomeMy Public PortalAbout10-11-2019 Agenda with back-upOctober 4, 2019
MAYOR: Scott W. Morgan
VICE MAYOR: Thomas M. Stanley
COMMISSIONER: Paul A. Lyons, Jr.
Joan K. Orthwein
Donna S. White
REGULAR MEETING AND PUBLIC HEARING BEING HELD BY THE TOWN COMMISSION, OF
THE TOWN OF GULF STREAM ON FRIDAY, OCTOBER 11, 2019 AT 9:00 A.M.
IN THE WILLIAM F. KOCH, JR. COMMISSION CHAMBERS OF THE TOWN HALL, 100
SEA ROAD, GULF STREAM, FLORIDA.
AGENDA
I. Call to Order.
II. Pledge of Allegiance.
III. Roll Call.
IV. Minutes.
A. Regular Meeting of September 13, 2019 @ 4:00 P.M.
B. Budget Hearing
1. September 13, 2019 @ 5:01 P.M.
2. September 24, 2019 @ 5:01 P.M.
V. Additions, withdrawals, deferrals, arrangement of agenda items.
VI. Announcements.
A. Regular Meetings and Public Hearings
1. November 8, 2019 at 9:00 A.M.
2. December 13, 2019 at 9:00 A.M.
3. January 10, 2020 at 9:00 A.M.
4. February 14, 2020 at 9:00 A.M.
5. March 13, 2020 at 9:00 A.M.
6. April 10, 2020 at 9:00 A.M.
VII. Communication from the Public (3 min. maximum)
VIII. BOARD OF ADJUSTMENT HEARING.
A. Application for Appeal of Final Action of Planning and
Building Administrator.
1. Denial of permit to construct a "deck" at 23 Hidden
Harbour Drive.
2. Violation of 2013 Settlement Agreement w/Martin O'Boyle.
IX. Reports.
A. Town Manager
1. Utility Undergrounding
2. Guard House at Place Au Soleil
3. Curb Construction at 3259 Polo Dr.
4. Baxter Woodman Update
B. Architectural Review & Planning Board
1. Meeting Dates
a. October 24, 2019 at 8:30 A.M.
b. November 21, 2019 at 8:30 A.M.
c. December 18, 2019 at 8:30 A.M.
d. January 23, 2020 @ 8:30 A.M.
e. February 27, 2020 @ 8:30 A.M.
f. March 26, 2020 @ 8:30 A.M.
C. Finance Director
1. Financial Report for September 2019
2. Water Usage as of September 30, 2019
D. Police Chief
1. Activity for September 2019
X. Items for Commission Action.
A. Lien Reduction Request -2775 Ave. Au Soleil
B. Adoption of Personnel Policy Handbook Revisions
AGENDA CONTINUED
C. Items by Mayor & Commissioners
xi. Adjournment.
SHOULD ANY INTERESTED PARTY SEEK TO APPEAL ANY DECISION MADE BY THE TOWN
COMMISSION WITH RESPECT TO ANY MATTER CONSIDERED AT THIS MEETING, SAID
PARTY WILL NEED A RECORD OF THE PROCEEDINGS, AND FOR SUCH PURPOSE, MAY
NEED TO INSURE THAT A VERBATIM RECORD OF THE PROCEEDINGS IS MADE, WHICH
RECORD INCLUDES THE TESTIMONY AND EVIDENCE UPON WHICH THE APPEAL IS TO
BE BASED. F.S.S. 286.0105
MINUTES OF THE REGULAR MEETING AND PUBLIC HEARING HELD BY THE TOWN
COMMISSION OF THE TOWN OF GULF STREAM ON FRIDAY, SEPTEMBER 13, 2019 AT
4:00 P.M. IN THE WILLIAM F. KOCH, JR. COMMISSION CHAMBERS OF THE TOWN
HALL, 100 SEA ROAD, GULF STREAM, FLORIDA.
I.
Call to Order
Mayor Morgan called the meeting to order at
4:00 P.M.
II.
Pledge of Allegiance
Mayor Morgan led the Pledge of Allegiance.
III.
Roll Call
Present and
Participating: Scott W. Morgan
Mayor
Thomas W. Stanley
Vice Mayor
Joan K. Orthwein
Commissioner
Donna White
Commissioner
Also Present &
Participating: Gregory Dunham
Town Manager
Edward Nazzaro
Asst. Town Attorney
Edward Allen
Police Chief
Rita Taylor
Town Clerk
Absent w/notice: Paul Lyons
Commissioner
IV.
Minutes
A. Regular Meeting of August 9, 2019.
Vice Mayor Stanley made a motion to accept the minutes of
August
9, 2019, and the motion was seconded by Commissioner Orthwein
with
all voting AYE at roll call.
V.
Additions, withdrawals, deferrals, arrangement of agenda items
The Board of Adjustment Hearing was withdrawn and postponed to
the
October meeting.
VI. Announcements
A. Regular Meetings and Public Hearing
1. October 11, 2019 at 9:00 A.M.
2. November 8, 2019 at 9:00 A.M.
3. December 13, 2019 at 9:00 A.M.
B. Budget Hearing Date
1. September 24, 2019 at 5:01 P.M.
Mayor Morgan called attention to this date and noted the
Time being 5:01 P.M.
VII. Communication from the Public (3 min. maximum)
There was none.
VIII. Board of Adjustment Hearing
This was postponed to the October meeting.
IX. Reports
A. Town Manager
1. Utility Undergrounding
Town Manager Dunham stated that Comcast optimized, or
turned on/activated, half of the equipment they had most recently
installed and then got rained on, so the plan was to finish optimizing
on September 16 or 17, 2019, per the weather. Once that is finished,
Minutes of Town Commission
Regular Meeting & Public Hearing
Held September 13, 2019 @ 4:00 P.M.
Comcast will then begin to do fiber drops to the 99 homes that are
signed up to Comcast Cable. They will go street by street, at which
point residents can begin to make appointments with Comcast to come into
their homes, Mr. Dunham added. Mr. Dunham said that AT&T still had two
to three bores still to do because the conduit is too deep, so they are
replacing it at their own cost and is planned to start the week of
September 16, 2019. Mayor Morgan asked if there were any questions to
which Town resident, Mr. Bob Ganger, came to the podium. Mr. Ganger
stated that the representative from Comcast had promised over and over
again at past meetings to come and fix the pipe/cable issue on his
property, but that it still had not been completed. Town Manager Dunham
relayed to Mr. Ganger that he had been reminding Comcast as well and
that they were aware of it. Mayor Morgan then asked Mr. Dunham if he
would put something in writing to Comcast regarding this issue that has
been ongoing since Phase One and Mr. Dunham agreed to do that.
2. Place Au Soleil Street Lighting
Town Manager Dunham explained that Commissioner White,
along with Chet Snavely, had gone to other neighborhoods to look at
their lighting and had made the decision to choose the black pole and
fixture because the greens didn't match and weren't attractive. Place
Au Soleil is ready to order them if the Commission is ready. They want
to start with one light and do a test on the voltage as they weren't
sure between the 3,000 and 5,000. Commissioner White moved to approve
the 10 -year lease with FP&L for 26 street lights (black Washington
Concrete poles and black Granville fixtures) in Place Au Soleil. The
motion was seconded by Commissioner Orthwein with all voting AYE at roll
call.
3. Hurricane Report/Code Red
Town Manager Dunham stated that during Hurricane Dorian
they did not have to call the entire police force in at one time and all
the towns and cities worked well together, even to the point of getting
the EOC to lift the evacuation notice earlier than they had planned.
Mr. Dunham added that Code Red worked great, as it was instantaneous
information and he thanked CFO Tew for feeding the information to it.
Mr. Dunham added that the Town was even able to use it regarding a
missing person on Tuesday, September 10, 2019. Chief Allen added that
the Police Department was called at 8:49 AM regarding a missing person
in Place Au Soleil, Mr. Dittman, a long-time resident of Gulf Stream who
suffers from Alzheimer's. They immediately issued a silver alert through
Code Red as well as photos sent to other police departments and they
also went door-to-door. Chief Allen stated it turned into a multi -force
operation with Delray working on the south end and Boynton working on
the North end, as well as Palm Beach Sheriff's Office coming with a
bloodhound and drones. After six hours of searching, Boynton PD had
found Mr. Dittman in good health sitting in a residential back yard in
Boynton. Mayor Morgan gave Chief Allen appreciation for the concerted
effort of the Gulf Stream PD and other agencies. Mayor Morgan also
added his appreciation for all the monitoring and behind -the -scenes work
2
Minutes of Town Commission
Regular Meeting & Public Hearing
Held September 13, 2019 @ 4:00 P.M.
of the PD and Town staff during Hurricane Dorian. Commissioner White
also gave her appreciation from Place Au Soleil concerning Mr. Dittman.
4. Distinguished Budget Presentation Award
Town Manager Dunham read a portion of a letter he
received from the Government Finance Officers Association stating that
Gulf Stream was receiving the Distinguished Budget Presentation Award
for the current fiscal period with a certificate made out to CFO,
Rebecca Tew. Congratulation and applause were given by the Mayor and
Commissioners, with Mr. Dunham stating what a great job Mrs. Tew does.
B. Architectural Review & Planning Board
1. Meeting Dates
a. September 26, 2019 at 8:30 A.M.
b. October 24,2019 at 8:30 A.M.
c. November 21, 2019 at 8:30 A.M.
d. December 18, 2019 at 8:30 A.M.
Mayor Morgan called attention to these dates.
C. Finance Director
1. Financial Report for August 2019
Town Manager Dunham asked CFO Tew to explain the notes at
the beginning of the report regarding the revenues. Mrs. Tew explained
that a lot of the items were from multiple tiered collection agencies
and had to pass through several stages which caused a lag in
disbursements. She added that the Town typically gets their last
disbursement in November, which happens for everyone in the State and
wanted to call attention to it because it looked questionable on paper.
Commissioner White had a question regarding the water fund general and
asset of which normally were the same figure but it was approximately
$10,000 off. Mrs. Tew explained that there was money owed to the Penny
Sales Tax Fund so that was why they weren't even and it would rectify
itself on the next financial statement. She added that due to Hurricane
Dorian and other duties she got distracted.
D. Police Chief
1. Activity for August 2019
Chief Allen asked that his report be accepted as
presented. The Mayor declared both reports accepted.
X. Items for Commission Action.
A. ORDINANCE NO. 19/3; AN ORDINANCE OF THE TOWN COMMISSION OF THE
TOWN OF GULF STREAM, PALM BEACH COUNTY, FLORIDA, AMENDING THE
DATE OF THE 2020 MUNICIPAL ELECTION FROM MARCH 10, 2020 TO
MARCH 17, 2020 TO COINCIDE WITH THE 2020 PRESIDENTIAL PRIMARY
ELECTION; PROVIDING A DATE FOR QUALIFYING FOR SUCH ELECTION,
PROVIDING FOR SEVERABILITY; PROVIDING FOR REPEAL OF ORDINANCES
IN CONFLICT; PROVIDING AN EFFFECTIVE DATE. It was passed on
first reading August 8, 2019 and presented for second and
final reading on September 13, 2019.
Vice Mayor Stanley made a motion to approve Ordinance No. 19/3 as
presented and the motion was seconded by Commissioner Orthwein with
all voting AYE at roll call.
B. Auditor Engagement Letters
3
Minutes of Town Commission
Regular Meeting & Public Hearing
Held September 13, 2019 @ 4:00 P.M.
1. Financial Audit & Governments Responsibilities
Town Manager Dunham explained this is the last year the
Town can continue the relationship through engagement letters with
Nowlen, Holt and Miner without going out to bid. The letter sets forth
the Town's responsibilities as to what is to be provided to the
auditors. Vice Mayor Stanley made a motion to approve the Nowlen, Holt
and Miner engagement letter and the motion was seconded by Commissioner
Orthwein with all voting AYE at roll call.
2. Compliance Examination
Town Manager Dunham explained this letter sets forth the
fact that Nowlen, Holt and Miner will be auditing the Town's records and
books to ensure they meet the Governmental Accounting Standards Board
(GASB)approval rules. Vice Mayor Stanley made a motion to approve the
Nowlen, Holt and Miner Compliance Examination letter and the motion was
seconded by Commissioner Orthwein with all voting AYE at roll call.
C. Items by Mayor & Commissioners
Mayor Morgan recalled Representative Caruso bringing up the
state mandate of septic to sewer transition at the last commission
meeting and added that he had met with Rep. Caruso since then to discuss
the subject further. Mayor Morgan also said that he had spoken with the
Mayor and Commissioners of Ocean Ridge and they had determined that this
is something that is going to happen and have already engaged an
engineering firm to put together a scope of work and budgetary price, as
well as a financial firm to give them advice on ways to finance whatever
that number may be. Mayor Morgan believed that Gulf Stream should do
the same and have Baxter & Woodman bring the report that the Town had
done in the 1990's up to speed and what it would take to transition the
entire town over to sewer. Mayor Morgan stated that Rep. Caruso is
willing to help Gulf Stream and other towns in his district to approach
the State for funding to assist that transition. Rep. Caruso stressed
there was a push in Tallahassee to advance this issue faster than most
thought. Commissioner Orthwein stated the cost was so astronomical she
didn't see how the State could mandate this and agreed with Mayor Morgan
that the Town should get a cost factor for exploring it and then see
what Ocean Ridge is doing about this as well. Commissioner White added
that the current Coastal Star had an interesting article on the sewer
system cost in Ocean Ridge. Mayor Morgan agreed with Commissioner
Orthwein that the Town should find out if they can be forced/mandated by
the State to move forward and get some legal input as well. Mayor
Morgan asked Kristine deHaseth, who was in attendance at the meeting, if
she had any input. Ms. deHaseth stated she thought the Town was on the
right track and agreed with Mayor Morgan that it would behoove everyone
from the smaller towns and municipalities to get together and write a
joint letter to the State to get this matter on the radar. She added
that Ocean Ridge had put together a Citizen's Advisory Board of five to
help the staff because they knew this was going to be such a large,
long-term, very expensive project. Ms. deHaseth also said Ocean Ridge
would probably do everything in phases beginning with the mult-family
package plants that are failing at the present time. Town Manager Dunham
stated that he had already spoken to Baxter & Woodman to give the Town a
4
Minutes of Town Commission
Regular Meeting & Public Hearing
Held September 13, 2019 @ 4:00 P.M.
proposal on updating the initial report and he would have something for
the Commission Board at the next meeting.
X. Adjournment.
Mayor Morgan adjourned the meeting at 4:54 P.M.
Renee Basel
Assistant Town Clerk
W
MINUTES OF THE PUBLIC HEARING HELD BY THE TOWN COMMISSION OF THE TOWN OF
GULF STREAM ON FRIDAY, SEPTEMBER 13, 2019 AT 5:01 P.M. IN THE WILLIAM F.
KOCH, JR. COMMISSION CHAMBERS OF THE TOWN HALL, 100 SEA ROAD, GULF
STREAM, FLORIDA.
I. Call to Order.
Mayor Morgan called the meeting to order at 5:01 P.M.
II. Roll Call.
Present and
Scott W. Morgan
Mayor
Participating:
Thomas W. Stanley
Vice Mayor
Joan K. Orthwein
Commissioner
Donna S. White
Commissioner
Also Present &
Gregory Dunham
Town Manager
Participating:
Edward Nazzaro
Staff Attorney
Edward Allen
Police Chief
Rita Taylor
Town Clerk
Absent W/Notice:
Paul Lyons, Jr.
Commissioner
III. Presentation of the Proposed Budget and Proposed Millage Rate for
Fiscal Year 2019-2020.
A. Explanation and discussion of Proposed Millage Rate as
compared to the rolled back rate.
Town Manager Dunham began by pointing out the numbers that
were given in July compared to the numbers given at this meeting had
changed by $6,500 due to backflow preventers, but it was a wash. Mr.
Dunham went on to say that this document is the proposed fiscal plan for
the operation of the Town of Gulf Stream during the next fiscal period.
The budget is presented to the Town Commission in a format that
substantially conforms to the standards of public financial
presentations known as Generally Accepted Accounting Principles (GAAP)
promulgated by the National Council of Government Accounting. He said
that it was the Town's basic fiscal document and once adopted, would
become the fiscal work program for the community and provide the basis
for carrying out the Town Commission's decisions on policies and
programs for the improvement, growth and orderly maintenance of the Town
of Gulf Stream. Mr. Dunham pointed out that, as in the past, he gave a
history of the unrestricted fund balances which showed a balance of
$1,432,019 in 2011 to $4,947,793 in 2018. The proposed millage
rate is 3.8606, which is the 2020 rolled back rate and the prior year
(2019) millage rate was 4.05. The prior year (2019) ad valorem proceeds
for operations was $4,618,123 as compared to the ad valorem proceeds at
the proposed millage rate for 2020 operations of $4,618,484. Mr. Dunham
then pointed out that the final gross taxable value for Gulf Stream for
calendar year 2018 was $1,134,609,911 as compared to the estimated gross
taxable value for calendar year 2019 of $1,196,312,415, which is a 5.5%
increase. He added that this year, in the General Fund, there will be a
5% Fire/Rescue increase as per the current contract with Delray Beach
and that CIP related expenditures from the General Fund are budgeted at
$578,750 and that CIP related expenditures from the Water Fund are
budgeted at $2,516,943. Mr. Dunham stated that this year's budget will
be highlighted by upgrades to the AlA water main from Golfview Drive to
Sea Road, then the water main north on N. County Road to Little Club
Town Commission Budget
Public Hearing Held
On 9-13-19 @ 5:01 P.M.
Road, and finally the water main on Little Club Road to the
Intracoastal. The upgrades include road restoration and road
construction related to any of the water main construction, he added.
Mr. Dunham said the Town revised the plan to address the AlA water main
sooner rather than later in the plan. Mr. Dunham stated that the Total
Budget for 2020 was $9,874,290, which included $3.1 million in CIP
projects, so the budget without those was actually lower than it was in
2019. CFO Tew then explained the transfer of funds from the Reserves,
Water Funds, General Funds, etc. all regarding CIP. Mrs. Tew went on to
explain the Penny Sales Tax Fund and how there are very strict
regulations on how these monies are used and how they have to be tracked
specifically.
B. Comment from the Commission and the public.
There was none.
IV. Adoption of the General Fund Tentative Millage Rate for Fiscal
Year 2019-2020.
Vice Mayor Stanley moved to approve the adoption of the General
Fund Tentative Millage Rate of 3.8606 mills for fiscal year 2019/2020
and Commissioner White seconded the motion with all voting AYE.
V. Adoption of the Tentative Budget for Fiscal Year 2019-2020.
A. General Fund
Vice Mayor Stanley moved to approve the adoption of the
General Fund Tentative Budget in the amount of $6,393,684 for Fiscal
Year 2019/2020 and Commissioner Orthwein seconded the motion with all
voting AYE.
B. Enterprise Fund (Water)
Vice Mayor Stanley made a motion to adopt the Enterprise Fund
(water fund) Tentative Budget in the amount of $3,320,206 for Fiscal
Year 2019/2020 and the motion was seconded by Commissioner White with
all voting AYE.
C. Penny Sales Tax Fund
Vice Mayor Stanley then moved to adopt the Penny Sales Tax
Fund Tentative Budget for Fiscal Year 2019/2020 in the amount of
$160,400 which was seconded by Commissioner White with all voting AYE.
VI. Public Hearing Date for Final Adoption of Millage Rate & Budget.
Vice Mayor Stanley moved that the Public Hearing for Final
Adoption of Millage Rate and Budgets for Fiscal Year 2019/2020 be held
on September 24, 2019 at 5:01 P.M. The motion was seconded by
Commissioner Orthwein with all voting AYE.
VII. Resolutions.
A. No. 19-04; A RESOLUTION OF THE TOWN COMMISSION OF THE TOWN OF
GULF STREAM, PALM BEACH COUNTY, FLORIDA, ADOPTING THE
TENTATIVE LEVYING OF AD VALOREM TAXES FOR THE TOWN OF GULF
STREAM GENERAL FUND FOR FISCAL YEAR COMMENCING ON OCTOBER 1,
2019 AND ENDING ON SEPTEMBER 30, 2020; PROVIDING FOR AN
EFFECTIVE DATE
Town Clerk Taylor read Resolution No. 19-04 in its entirety
2
Town Commission Budget
Public Hearing Held
On 9-13-19 @ 5:01 P.M.
after which Vice Mayor Stanley moved for its adoption. Commissioner
Orthwein seconded the motion and all voted AYE at roll call.
B. No. 19-05; A RESOLUTION OF THE TOWN COMMISSION OF THE TOWN OF
GULF STREAM, PALM BEACH COUNTY, FLORIDA, ADOPTING THE GENERAL
FUND TENTATIVE BUDGET FOR THE TOWN OF GULF STREAM FOR THE
FISCAL YEAR COMMENCING ON OCTOBER 1, 2019 AND ENDING ON
SEPTEMBER 30, 2020; PROVIDING FOR AN EFFECTIVE DATE.
Town Clerk Taylor read Resolution No. 19-05 in its entirety
after which Vice Mayor Stanley moved for its adoption. Commissioner
Orthwein seconded the motion and all voted AYE at roll call.
C. No. 19-06; A RESOLUTION OF THE TOWN COMMISSION OF THE TOWN OF
GULF STREAM, PALM BEACH COUNTY, FLORIDA, ADOPTING THE WATER
FUND TENTATIVE BUDGET FOR THE TOWN OF GULF STREAM FOR THE
FISCAL YEAR COMMENCING ON OCTOBER 1, 2019 AND ENDING ON
SEPTEMBER 30, 2020; PROVIDING FOR AN EFFECTIVE DATE.
Resolution No. 19-06 was read by Town Clerk Taylor in its
entirety after which Vice Mayor Stanley moved for the adoption of
Resolution No. 19-06 and Commissioner Orthwein seconded the motion with
all voting AYE.
D. No. 19-07; A RESOLUTION OF THE TOWN COMMISSION OF THE TOWN OF
GULF STREAM, PALM BEACH COUNTY FLORIDA, ADOPTING THE PENNY
SALES TAX FUND TENTATIVE BUDGET FOR THE TOWN OF GULF STREAM
FOR THE FISCAL YEAR COMMENCING ON OCTOBER 1, 2019 AND ENDING
ON SEPTEMBER 30, 2020; PROVIDING FOR AN EFFECTIVE DATE.
Town Clerk Taylor then read Resolution No. 19-07 in its
entirety after which Vice Mayor Stanley moved and Commissioner Orthwein
seconded for the adoption of Resolution No. 19-07 with all voting AYE at
roll call.
VIII. Adjournment.
Mayor Morgan adjourned the meeting at 5:23 P.M.
Renee Basel
Assistant Town Clerk
3
MINUTES OF THE PUBLIC HEARING HELD BY THE TOWN COMMISSION OF THE TOWN OF
GULF STREAM ON TUESDAY, SEPTEMBER 24, 2019 AT 5:01 P.M. IN THE WILLIAM
F. KOCH, JR. COMMISSION CHAMBERS OF THE TOWN HALL, 100 SEA ROAD, GULF
STREAM, FLORIDA.
I. Call to Order
Mayor Morgan called
the meeting to order
at 5:01 P.M.
II. Roll Call
Present and
Participating:
Scott W. Morgan
Mayor
Thomas W. Stanley
Vice Mayor
Joan K. Orthwein
Commissioner
Donna White
Commissioner
Also Present &
Participating:
Gregory Dunham
Town Manager
Edward Allen
Police Chief
Rita Taylor
Town Clerk
Absent w/notice:
Paul Lyons
Commissioner
III. Consideration of Adopted Tentative Millage Rate and Adopted
Tentative Budget for Fiscal Year 2019-2020.
A. Explanation and discussion of Tentative Millage Rate as
compared to the rolled back rate.
Town Manager Dunham stated that he was required to read what
was on the first page of the Manager's message, so he read the following
bullet points:
• The proposed 2020 millage rate is 3.8606 which is the 2020 rolled
back rate
• Prior year (2019) millage rate was 4.05
• Prior year (2019) ad valorem proceeds for operations - $4,618,123
• Ad valorem proceeds at proposed millage rate for 2020 operations -
$4,618,484
• Prior year final gross taxable value for Gulf Stream -
$1,134,609,911
• 2018 (calendar year) estimated gross taxable value for Gulf Stream
- $1,196,312,415
• 5% Fire/Rescue increase as per current contract with Delray Beach
• CIP - Roadway construction/restoration on AlA, N. County Rd.,
Little Club Rd. - General Fund - $578,750
Mr. Dunham added there were no changes from the Public Hearing that was
held on September 13, 2019. He stated that the Total Budget for Gulf
Stream this year is $9,874,290, which includes $3.1 million dollars in
CIP budget so it makes it look like the expenses went up a great deal
from the past year.
B. Comment from the Commission and the public.
There was none.
IV. Adoption of the General Fund FINAL MILLAGE RATE for Fiscal
Year 2019-2020.
Minutes of Town Commission
Public Hearing
Held September 24, 2019 @ 5:01 P.M.
Vice Mayor Stanley made a motion to adopt the General Fund FINAL
MILLAGE RATE for Fiscal Year 2019-2020 at 3.8606. The motion was
seconded by Commissioner Orthwein with all voting AYE at roll call.
V. Adoption of the FINAL BUDGETS for Fiscal Year 2019-2020.
A. General Fund
Vice Mayor Stanley made a motion to adopt the General Fund
Budget with a total budget of $6,393,684. The motion was seconded by
Commissioner White with all voting AYE at roll call.
B. Enterprise Fund (Water)
Vice Mayor Stanley made a motion to adopt the Enterprise Fund
(Water) Budget in the amount of $3,320,206. The motion was seconded by
Commissioner Orthwein with all voting AYE at roll call.
C. Penny Sales Tax Fund
Vice Mayor Stanley made a motion to adopt the Penny Sales Tax
Fund Budget in the amount of $160,400. The motion was seconded by
Commissioner Orthwein with all voting AYE at roll call.
VI. Resolutions.
A. No. 019-08; A RESOLUTION OF THE TOWN COMMISSION OF THE TOWN
OF GULF STREAM, PALM BEACH COUNTY, FLORIDA, ADOPTING THE FINAL
LEVYING OF AD VALOREM TAXES FOR THE TOWN OF GULF STREAM
GENERAL FUND FOR FISCAL YEAR COMMENCING ON OCTOBER 1, 2019 AND
ENDING ON SEPTEMBER 30, 2020; PROVIDING FOR AN EFFECTIVE DATE.
CFO Tew read Resolution 019-08 in its entirety after which
Commissioner Orthwein moved for its adoption. The motion was seconded
by Commissioner White and all voted AYE at roll call.
B. No. 019-09; A RESOLUTION OF THE TOWN COMMISSION OF THE TOWN
OF GULF STREAM, PALM BEACH COUNTY, FLORIDA, ADOPTING THE
GENERAL FUND FINAL BUDGET FOR THE TOWN OF GULF STREAM FOR THE
FISCAL YEAR COMMENCING ON OCTOBER 1, 2019 AND ENDING ON
SEPTEMBER 30, 2020; PROVIDING FOR AN EFFECTIVE DATE.
CFO Tew read Resolution 019-09 in its entirety after which
Commissioner Orthwein moved for its adoption. The motion was seconded
by Commissioner White and all voted AYE at roll call.
C. No. 019-10; A RESOLUTION OF THE TOWN COMMISSION OF THE TOWN
OF GULF STREAM, PALM BEACH COUNTY, FLORIDA, ADOPTING THE WATER
FUND FINAL BUDGET FOR THE TOWN OF GULF STREAM FOR THE FISCAL
YEAR COMMENCING ON OCTOBER 1, 2019 AND ENDING ON SEPTEMBER 30,
2020; PROVIDING FOR AN EFFECTIVE DATE.
CFO Tew read Resolution 019-10 in its entirety after which
Commissioner Orthwein moved for its adoption. The motion was seconded
by Commissioner White and all voted AYE at roll call.
D. No. 019-011; A RESOLUTION OF THE TOWN COMMISSION OF THE TOWN
OF GULF STREAM, PALM BEACH COUNTY, FLORIDA, ADOPTING THE PENNY
SALES TAX FUND FINAL BUDGET FOR THE FISCAL YEAR COMMENCING ON
E
Minutes of Town Commission
Public Hearing
Held September 24, 2019 @ 5:01 P.M.
OCTOBER 1, 2019 AND ENDING ON SEPTEMBER 30, 2020; PROVIDING
FOR AN EFFECTIVE DATE.
CFO Tew read Resolution 019-11 in its entirety after which
Commissioner Orthwein moved for its adoption. The motion was seconded
by Commissioner white and all voted AYE at roll call.
VII. Adjournment.
Mayor Morgan adjourned the meeting at 5:10 P.M.
Renee Basel
Assistant Town Clerk
3
MINUTES OF THE PUBLIC HEARING HELD BY THE TOWN COMMISSION OF THE TOWN OF
GULF STREAM ON TUESDAY, SEPTEMBER 24, 2019 AT 5:01 P.M. IN THE WILLIAM
F. KOCH, JR. COMMISSION CHAMBERS OF THE TOWN HALL, 100 SEA ROAD, GULF
STREAM, FLORIDA.
I. Call to Order
Mayor Morgan called the meeting to order at 5:01 P.M.
II. Roll Call
Present and
Participating: Scott W. Morgan Mayor
Thomas W. Stanley or
�,Vice Mayor
Joan K. Orthwein L„ ` Cmmissioner
Donna White"° Commissioner
Also Present &
Participating: Gregory Dunham 'down Manager
Edward Allen Po.ice Chief
Rita Taylor Tow '..,Clerk
Absent w/notice: Paul Lyons
Commies
III. Consideration of Adopted Tentative Millage Rate and=Adopted
Tentative Budget for Fiscal Year 2019-2020.
A. Explanation and`,'d scussion of Tentative Millage Rate as
compared to tieM ell back rate.
Town Manager Dunham stated that he was required to read what
was on the first page of the Manager's message, so he read the following
bullet points:
• The proposed 2020 millage rate,•'is 3A'60,6' -which is the 2020 rolled
back rate
• Prior year (2,019) millage ratez",°was 4.05
• Prior lear (2019) ad valorem proceeds for operations - $4,618,123
• Ad' valorem -proceeds at propo_sedimillage rate for 2020 operations -
+,q;,
618,484
• Prio;year final;..,,,gross taxable value for Gulf Stream -
$1,134°t-609,911
• 2018 ( alendar year) estimated gross taxable value for Gulf Stream
- $1,196,312,415
• 5% Fire/Resc*u;e increase as per current contract with Delray Beach
• CIP - Roadway `gQxis,tIruction/restoration on AlA, N. County Rd.,
Little Club Rd:",�? General Fund - $578,750
Mr. Dunham added there were no changes from the Public Hearing that was
held on September 13, 2019. He stated that the Total Budget for Gulf
Stream this year is $9,874,290, which includes $3.1 million dollars in
CIP budget so it makes it look like the expenses went up a great deal
from the past year.
B. Comment from the Commission and the public.
There was none.
IV. Adoption of the General Fund FINAL MILLAGE RATE for Fiscal
Year 2019-2020.
,T97.6. )..
Minutes of Town Commission
Public Hearing
Held September 24, 2019 @ 5:01 P.M.
Vice Mayor Stanley made a motion to adopt the General Fund FINAL
MILLAGE RATE for Fiscal Year 2019-2020 at 3.8606. The motion was
seconded by Commissioner Orthwein with all voting AYE at roll call.
V. Adoption of the FINAL BUDGETS for Fiscal Year 2019-2020.
A. General Fund
Vice Mayor Stanley made a motion to adopt the General Fund
Budget with a total budget of $6,393,684. The motion was seconded by
Commissioner White with all voting AYE at roll call.
B. Enterprise Fund (Water)
Vice Mayor Stanley made a motioh.to-4dopt`the Enterprise Fund
(Water) Budget in the amount of $3,320,20t-. Thermotion was seconded by
Commissioner Orthwein with all voting 1 at�roll'call.
C. Penny Sales Tax Fund '
Vice Mayor Stanley made/'motion' to adopt t1.e Penny Sales Tax
Fund Budget in the amount of $161. 00. The motion was seconded by
Commissioner Orthwein with all votin��6>AYE�St roll call.
VI. Resolutions. m d
A. No. 019-08; A,'FS OLLJTION OF THS -OWN COMMISSION OF THE TOWN
OF GULF STREAM] PALM'BEACH COUNTY,,,I IDA, ADOPTING THE FINAL
LEVYING OF AD VALORgM TABES FOR THE ,,OWLS„,,�>OF GULF STREAM
GENERAL FUND FOR FISCAL YEA�Z COMMENCI ON OCTOBER 1, 2019 AND
.w ,
ENDING (7 �kPgTEMBER 3 0 , 2 0'2 0 ; `Rk20VID FOR AN EFFECTIVE DATE.
CFO T4Vra” read Resolution '0;19-08 in %J:
Minutes of Town Commission
Public Hearing
Held September 24, 2019 @ 5:01 P.M.
OCTOBER 1, 2019 AND ENDING ON SEPTEMBER 30, 2020; PROVIDING
FOR AN EFFECTIVE DATE.
CFO Tew read Resolution 019-11 in its entirety after which
Commissioner Orthwein moved for its adoption. The motion was seconded
by Commissioner White and all voted AYE at roll call.
VII. Adjournment.
Mayor Morgan adjourned the meeting at 5:10 P.M.
Renee Basel
Assistant Town Clerk
3
w.
3
Trey Nazzaro
From:
Ele Zachariades <ele@dmbblaw.com>
Sent:
Tuesday, September 10, 2019 12:50 PM
To:
Trey Nazzaro
Cc:
William Ring; Marty O'Boyle
Subject:
Request for Postponement
Good afternoon, Trey. Hope all is well. Please accept this email as our formal request to postpone items VIII, A, 1 and 2
from the Town of Gulfstream Commission September 13, 2019 agenda. We respectfully request that we be heard at the
regularly scheduled October Commission hearing.
Please confirm receipt and acceptance of our request for postponement. If you need any further information, please do
not hesitate to contact me.
Sincerely,
Ele Zachariades
Partner
Dunay, Miskel & Backman, LLP
14 S.E. 4th Street, Suite 36
Boca Raton, FL 33432
Tel (direct): 561-405-3349
Tel (main): 561-405-3300
Fax: 561-409-2341
Email: ele@dmbblaw.com
V N rAv
.•--�' hal I S K E L
r
N
1
postal Service,.
,TIFIFD Mnn _.. iQ1=rr1=lC
{ (Domestic Mail Only, No Insurance Coverage Provided)
For delivery information visit our website at www.usas.com.
�l
DELRAY BEACH= FL
-
3348 3
`01
RJ
Certified Fee
$I , ! II4
®
®
®
Return Receipt Fee
(Endorsement Required)
li
"
PostrYf�Tk.,
�1 r ;O Her
Restricted Delivery Fee
❑ Adult Signature
.'
ice}
oE
(Endorsement Required)
e7`x
ul
Total Postage &Fees
y
y }a( t{ h i j.l ct r
M
i
j®
ru
a
Sent To
Martin E.
0 '_Boy
C3
Street, Apt. No.;
-le
-----------------,
or PO Box No. -----
-" -?3- Hl(�C12T1- HaTb
City, State, Z1P+4 Gulf Stream,
_llr-.
FLS 33483
■ Complete items 1, 2, and 3.
■ Print your name and address on the reverse
so that we can return the card to you.
IN Attach this card to the back of the mailpiece,
or on the front if space permits,
1. Article Addressed to:
Martin E. O'Boyle
23 Hidden Harbour Dr.
Gulf Stream, EL 33483
A gn tur
X i 13 Agent
® Addressee
B. Received by (Printed Name) JZ76ate of Delivery
D. Is delivery address different from item 1? 0 Yes
If YRS, enter delivery address below; 0 No
3. Service Type
O Priority Mail Express®
❑ Adult Signature
0 Registered Mai
ki
Adult Signature Restricted Delivery
p Registered Maill Restricted
Certified Mail®
Delivery
9590 9402 4248 8121 5947 47
0 Certified Mail Restricted Delivery
13 Return Receipt for
❑ Collect on Delivery
Merchandise
CI Coll—t on Delivery Restricted Delivery
0 Signature Confirmation-
onfirmation-
7012
-'r 01a 2 3050 0000 2096 441,2
Mail
Mail Restricted Delivery
0 Signature Confirmation
Restricted Delivery
-00)
PS Form 3811, July 2015 PSN 7530-02-000-9053
Domestic Return Receipt
TOWN OF GULF STREAM
PALM BEACH COUNTY, FLORIDA
COMMISSIONERS
SCOTT W. MORGAN, Mayor
THOMAS M. STANLEY, Vice -Mayor
PAUL A. LYONS, JR.
JOAN K. ORTHWEIN
DONNA S. WHITE
August 19, 2019
Martin E. O'Boyle
23 Hidden Harbour Drive
Gulf Stream, Florida 33483
Dear Mr. O'Boyle:
Telephone
(561)276-5116
Fax
(561)737-0188
Town Manager
GREGORY L.DUNHAM
Town Clerk
RITA L. TAYLOR
CERTIFIED MAIL
7012 3050 0000 2096 4412
This is to advise that your Application for Appeal of Final Action
of The Planning & Building Administrator will be heard by the
Board of Adjustment during the Regular Meeting of the Town Commission
that will be held on September 13, 2019 at 4:00 P.M. in the Town Hall,
100 Sea Road, Gulf Stream, Florida 33483. This is also to confirm
that the required fee of $400.00 was received via Check #50166
signed by Denise D. Martini which was enclosed with the Application.
Very truly yours,
Rita L. Taylor
Town Clerk
100 SEA ROAD, GULF STREAM, FLORIDA 33483
APPLICATION FOR APPEAL OF FINAL ACTION OF PLANNING
& BUILDING ADMINISTRATOR
Date of Application July 29, 2019
Fee: $400.00
I. Project Information
Owner Name: Ma tin E. O'Boyle
Owner Signature:
Hidden arbour Dr.
Project Address: Gulf Stream, FL 33483
Project Property Legal Description: Lot 5, Hidden Harbour Estates
Project Description as Requested (describe in detail)
On 6/14/19 Owner submitted required fee, Building Permit Application and
our copies of a sinedarid sealed - - —a t -Revised 6/14/19
Deck Plan) (collectively the "Site Application") requesting approval to
-eenstruet--a 2-0' wide -Beek -along -with dec-k-railing-as-shew-en-the-P4an.--
The Site Application is attached.
I1. Final Action of Planning & Building Administrator
The Town denied the Site Application by letter dated July 9, 2019
was based on its incorrect interpretation that the deck being proposed is
therefore the application was rejected. The Denial letter also returned
Site Application.
iii. Reason for Appeal
The Site Application satisfies all Code Requirements (both Current and 1981
Codes). e 20-13 Settlement Agreementtwse so require
that the Site Application be approved. The proposed Deck is not a "dock".
IV. Standards to be Addressed by Applicant:
(1) Acted in a manner inconsistent with the provisions of this Code or other
applicable local, state or federal law;
The Town's denial is inconsistent with, inter alia, the terms of its Code
(both current ani theTWI-6-od ey and inconsistent with the 2013 Settlement
Agreement for the reasons stated above and for reasons to be stated on the
.
---reco 1ustme - - _ ---
(2) Made erroneous findings of fact based on the evidence and testimony
placed before the final review authority at a public hearing;
The Town made an erroneous finding as stated above and for reason
o besae n e J
(3) Failed to fully consider mitigating measures or revisions offered by the
applicant that would have brought the proposed project into compliance
with the applicable regulations.
V. Please attach color swatch, pictures or plans showing the proposed
improvement.
Official Use Only
Public Hearing Date:
.Action:
12/18/02
Exp-CoSh4kp-Forins
f
_ 100 NW I" Avenue - Delray Beach, FL 33444
1,; L �C (561) 243-7200
�_
•Fax (561) 243-7221
(:DECK
www.mydelraybeach.com
BUILDING PERMIT APPLICATION
APPL DATE F.B.C. VERSION
ACCEPTED BY PERMIT NO.
:. OWNER INFORMATION
fY1aZ71W 0' \1L,
CONTRACTOR 8&'DES.IGNER;INFOBMLCTION ,:
Name -r
El Check if Owner/Builder (See Page 3) C -Sc D 17 17-4
Address Z3 N�rctQ+u {-R�t�Outt
City Irv1f CL�-ffAM State FL Zip 33LI3
Contractor License
Workers' Comp No. U kif7(p8$
Home Phone (J5k) 5-20 351
Company 1>U D i0' -1l.[,
Cell Phone ( )
Address 17ViV L-V5T M-eL4 LT Cps'(P2
Fax No. (9 r;,11 "(co 0�-di
City DKA-V1e�A "dot. State��- Zip!2Yo47
Email Address
Phone CSL/ 2G0 7 7 Fax gS�13(96405
Cell 561 70
PROPERTY INFORMATION
= Email
Property Control Number.
-ZU - Lf 3 - Lf� - �� _u� _ Q00 _ {J� 0
'
Architect/Engineer's Name �a2.T (,-a iL te. _
Address of Proposed Work
Address i�5 Ivy 1SuiGP !U i 4 Pltay
77 N- 60 UA�1 A1,30^ 11),.»..»
.....
................................................................. ..•.
Legal Description Lo{ S r 0,6&1, &1, �boQ 6SF o M�
FOR PERMIT EXPEDITERS ONLY [for permit pick-up):
Contact Name
Ste or Apt # / Floor
Phone Ext.
Cell
Project Name (if applicable)
Fee Simple Title Holder (if other than owner)
Address
Mortgage Lender
Address
�AT10N
City
Bonding Company
Address
State Zip
City State Zip City State Zip
DESCRIPTION OFPROPOSED IMPROVEMENTS': •.
Description of the proposed work (New Construction, Addition, Interior/Exterior Alteration, Windows/Doors, etc.)
I�rsTQt,L New DECK Aw"JI) IZAILlrJcj pet
Is this a City or Re-hab project? ❑ Yes�WNo Is the building served with an automatic fire sprinkler system? ❑ Yes
(Y No
Current Use or Occupancy ff Q I vDS1f p-Ae Is this a change in the Use or Occupancy? ❑ Yes No
^PERMIT VALUATION
For Impact Fee Credit Existing or Previous Structure Demolished? ❑ Yes ❑ No
Type of Structure Demolished: ❑ SFR ❑ Commercial ❑ Commercial Accessory Building
PLEASE CHOOSE ONE OF THE FOLLOWING:
NEW CONSTRUCTION & ADDITIONS - FEE SCHEDULE I"
MISCELLANEOUS PERMITS -FEE SCHEDULE II"
ALTERATIONS & GENERAL CONSTRUCTION-SCHED. III"
TOTAL COST OF CONSTRUCTION TO INCLUDE: TOTAL COST OF CONSTRUCTION:
STRUCTURAL, ROOFING, ELEC, MECH, PLBG $
COST OF CONSTRUCTION WITHOUT TRADES:
$ `15 100 `i
NOTE: NOTE: $
OTHER ASSOCIATED TRADES TO BE FEE'D SEPARATELY ALL SUB -TRADES TO BE FEED SEPARATELY. THESE
UNDER FEE SCHEDULE It OR III. INCLUDE ELEC, MECH, PLBG, ROOFING, LOW VOLTAGE,
THESE INCLUDE: LOW VOLTAGE, HOOD/SUPPRESSION HOOD/SUPP SYSTEM, FIRE SPRINKLERS, IRRIGATION,
SYSTEM, FIRE SPRINKLERS, IRRIGATION, LANDSCAPING, LANDSCAPING, PAVING, ETC.
PAVING, ETC.
Z_ "SEE BUILDING PERMIT FEE SCHEDULE FOR nFTan c
APPLICATION CERTIFICATION AND ACKNOWLEDGEMENT
Application is hereby made to obtain a permit to do the work and installation as indicated. I certify that no work or installation has
commenced prior to the issuance of a permit and that all work will be performed to meet the standards of all laws regulating
construction in this jurisdiction. A City Building Permit does not assure compliance with Homeowners Association's rules,
regulations and/or deed restrictions. Applicant is advised to obtain approval from the Homeowners Association before
improving any property. Applicant further acknowledges the following:
• Separate permits must be secured for ELECTRICAL, PLUMBING, MECHANICAL, WELLS, POOLS, FIRE SPRINKLER,
SIGNS, LANDSCAPE, IRRIGATION, ROOFING, SHUTTERS, ETC.
• This permit becomes null and void if work or construction authorized is not commenced within six (6) months or if
construction or work is suspended or abandoned for a period of six (6) months at any time after work is commenced.
Permit will be considered suspended or abandoned if it does not pass an inspection within 180 days and will be subject to
a reactivation fee in the amount in force at the time of reactivation.
• Failure to comply with all applicable construction regulations may result in the withholding of future permits.
• Submission of any false information or misrepresentation is a violation of law and shall result in revocation of your permit.
• NOTICE: In addition to the requirements of this permit, there may be additional restrictions applicable to this property that
may be found in the public records of this county, and there may be additional permits required from other governmental
entities such as water management districts, state agencies, or federal agencies.
WARNING TO OWNER: YOUR FAILURE TO RECORD A NOTICE OF COMMENCEMENT MAY RESULT IN YOUR
PAYING TWICE FOR IMPROVEMENTS TO YOUR PROPERTY. A NOTICE OF COMMENCEMENT MUST BE
RECORDED AND POSTED ON THE JOB SITE BEFORE THE FIRST INSPECTION. IF YOU INTEND TO OBTAIN
FINANCING, CONSULT WITH YOUR LENDER OR AN ATTORNEY BEFORE COMMENCING WORK OR
RECORDING YOUR NOTICE OF COMMENCEMENT.
OWNER'S AFFIDAVIT: I hereby certify that I have read and examined this application and know the same to be true
and correct. All provisions of laws and ordinances governing this type of work will be complied with whether specified
herein or not. The granting of a permit does not presume to give authority to violate or cancel the provisions of any
other state or local law regulating construction or the performance of construction.
RTY OWNER
ATE OF FLORIDA, COUNTY OF PALM BEACH
Printed Name of Owncr
STATE OF FLORIDA, COUNTY OF PALM BEACH
The foregoing instrument was acknowledged before me
��
This — day _ IAt� �,
2{)
--
__ Personally Known OR
Produced Identification
Typ/e� dof Identification:
TAJ�_ �t
SigMthlre orNotary
-2-
,QAYPOd MICHELLEMELICIA
MY COMMISSION 9 GG 053805
Oi F .OQ' Bonded Thru Budget N -y Ser*"
ERAL CONTRACTOR
ATE OF FLORIDA, COUNTY OF PALM BEACH
Of Qualifier
Printed Name of Qualifier
STATE OF FLORIDA, COUNTY OF PALM BEACH
The foregoing instrument was acknowledged before me
This _Lt— day... ,14 -e , 20 j Al,_,
By---_ MG,(tin (Je-iv ,.i o
_Personally Known OR
___Produced Identification
Type of Identification:
C1% d�I-)JUto"i"_Signature ofNotary
pu�po MICHELLEMELICIA (SEAL)
oT EXPIRES: December 8, 2020
F`OQ,� Bonded Tlvu Budge: Notary S&-hM
a-THIS PAGE FOR BUILDING DEPARTMENT USE ONLY•
PERMIT NO: APPLICATION DATE:
PCN:
Zoning District Historic: o Yes n No
Development/Condominium/Apartment Name
Set Backs: Front Side Street Side Interior Rear
Type of Foundation: Monolithic Stem Wail Pile
Square Footage of Commercial Demolition:
Type/Size of Accessory Building;
Type of Structure Demolished: ❑ SFR ❑ Commercial ❑ Commercial Accessory Building
STRUCTURE SET UP
Occupancy
Const. Type
Roof Type
Flood Zone
Plan Sq. Ft. (A/C)
Plan Sq. Ft. (Under Roof)
Finish Floor Elev.
DEPARTMENT APPROVALS
I Env. Services
I Planning & Zoning
Engineering
SPRAB/COA
Landscaping/ Irrigation Public Utilities
Fire Department Plan Review
Occ. Load
COUNTY IMPACT FEES
f Source
(Credit)
Parks $
Public Bldgs. $
Schools $
Road $
-4- Rvsd 5/10
Impact Fee Amount Due
PERMIT CALCULATION
Adjusted Value
$
Permit Fee
$
Electrical
$
Plumbing
$
Mechanical
$
Roofing
$
Paving
$
Irrigation
$
Landscaping
$
Shutter
$
Misc Permit
$
Other
$
Plan Check Fee
$
MCR #
Total Permit Fee
$
ADDITIONAL FEES
Fire
$
Radon
$
DPR
$
Water / Sewer
$
Parks / Rec
$
Master Plan
$
Total Additional Fees
$
TOTAL FEES DUE $
2
COMMERCE REALTY GROUP, INC.
24688
DATE INVOICE NO. DESCRIPTION
INVOICE AMOUNT
DEDUCTION
BALANCE
6-14-19 BuildPermApp 0002 6880.0000
335.00
335.00OTALS
6-14-19 24688
335.00
335.00
CHECK CHECK »
DATE NUMBER
Group, T 4
24688
COMMERCE REALTY GROUP, INC. BB&T
1280 WEST NEWPORT CENTER DRIVE 69-3391515
DEERFIELD BEACH, FL 33442
954-360-7713
275 6-14-19 24688 335.00
DATE CHECK NO. AMOUNT
Pay: **************************Three hundred thirty -f' e o lars and no cents
TO THE Town of Gulf Stream
ORDER 100 Sea Road
OF Gulf Stream, FL 33483
& St:CI1RITY FFATURES INCLUDED. DETAILS ON GACY. 61
11'021,68811' i:05L5033941:0005L777043L,411I
6-14-19 BuildPermApp
6-14-19
275 TOWN1101
0002 6880.0000 335.00
335.00
24688 335.00 335.00
Town of Gulf St Commerce Realty Group, Inc BB&T*4344
SITE PLAN
S.MlOT2TE.
POOL PLATFORM STEP DOWN TO DECK
o.
0811E.. SlITE1 & OBR
SEll �1,
IECOIDS 01 PIL. BE— 10-1. —11DA.
ICI 20-13-
Z Ar
CURRIE
SOWARDS
AGUILA
architects
'8EIDYLE
RESIDENCE
RENOVATION
23 HIDDEN HARBOR DRIVE
GULF STREAM, FLORIDA
�r —=lAllU7rlEl
T,
=1 —1
1�1 11- A
CIO
C) SITE PLAN
LA
8
F -
Lu
U)
Cr
LOCATION MAP(D au, A1.01
TOWN OF GULF STREAM
PALM BEACH COUNTY, FLORIDA
COMMISSIONERS
SCOTT W. MORGAN, 181ayor
THOMAS M. STANLEY, Vice -Mayor
PAUL A. LYONS, JR.
JOAN K. ORTHWEIN
DONNA S. WHITE
July 9, 2019
Martin O'Boyle
23 Hidden Harbour Drive
Gulf Stream, Florida 33483
Dear Mr. O'Boyle:
Telephone
(i61)276-5116
Fax
(561)737-0188
rown Manager
GREGORY L. DUNHAM
'town Clerk
RITA L. TAYLOR
We are returning herewith Check #24688 in the amount of $335.00
from Commerce Realty Group, Inc., a Building Permit Application
and four copies of a Site Plan dated 10-5-18. The wooden
structure being requested is considered a dock in the Gulf Stream
Code of Ordinances and as such may only be 5 feet wide with a
minimum side set back of 15 feet on each side. Therefore, this
application is rejected.
Very truly yours,
sin
Rita L. Taylor
Town Clerk
100 SEA ROAD, GuLE STREAM, FLORIDA 33483
SOLAR P/
FLOOR LR
S.88107'20"E.
AP PI ICARIF B 1 DIN• OD
c
0.90 AC.
FLORIDA BUILDING CODE
– RESIDENTIAL –___--
2017
FLORIDA BUILDING CODE – ELECTRICAL __–___
2017
FLORIDA BUILDING CODE
– EXISTING ,----___
2017
LOCAL AMENDMENTS ---__
---_____–
(YES)
CODE DATA
FLORIDA BUILDING CODE
NEW HARDSCAPE
11,606 S.F.
OCCUPANCY TYPE
R-3 SINGLE FAMILY RESIDENCE
TYPE OF CONSTRUCTION
TYPE VB–UNSPRINKLERED
NEW LANDSCAPE
MAX. HEIGHT 40'
28.5%
BUILDING AR A
MAX. AREA PER FLOOR
UL
EXIST. GROUND FLOOR AREA
EXIST 2ND FLOOR ARFA
1ST LEVEL
EXIST
5,048 S.F.
EXIST. TOTAL BUILDING AREA
2ND LEVEL
2,716 S.F.
SITE DATA
SITE AREA
39,243 S.F.
0.90 AC.
EXIST. WATER AREA
11,394 S.c.
29.0%
EXIST. BUILDING FOOTPRINT
5,048 S.F.
12.9%
NEW EXTERIOR LOGGIA
517 S.F.
EXIST. HARDSCAPE
9,539 S.F.
24.3%
NEW HARDSCAPE
11,606 S.F.
29.6%
EXIST. LANDSCAPE
13,262 S.F.
33.8%
NEW LANDSCAPE
11,195 S.F.
28.5%
BUILDING AR A
EXIST. GROUND FLOOR AREA
EXIST 2ND FLOOR ARFA
5,048 S.F.
EXIST. TOTAL BUILDING AREA
2.716 F
7,764 S.F.
POOL PLATFORM
14.
7.0 H -
TOP OF DECK
POOL PLATFORM STEP DOWN TO DECK
SITEBOUNDARY AND INFORMATION BASED ON
A SURVEY PROVIDED BY:
O'BRIEN, SUITER & O'BRIEN, INC.
ORDER N 12-100dh
DATE NOV 4, 2013 REVISED SEPT 23, 2014
PROI -T D e rRIPTION
RENOVATION OF THEEXTERIOR, ADDITION OF LOGGIA TO
WEST END OF HOUSE. NEW POOL AND EXPANDED POOL
PLATFORM.
LEGAL DESCRIPTION
LOT 5,=
, HIDDEN HARBOUR ESTATES, ACCORDING TO THE PLAT
THEREOF AS RECORDED IN PLAT BOOK 36, PAGE 110, PUBLIC
RECORDS OF PALM BEACH COUNTY, FLORIDA.
PCN 20-43-46-09-46-000-0050
23 MIDDENIU RBOR DR
fir 2.?
LOCATION MAP 1
CURRIE
SOWARDS
AGUILA
architects
Architecture, Planning,
Interiors, &
Sustainable Design
AA26001584
185 NE 4TH AVENUE SUITE 101
DELRAY BEACH, FL 33483
T:(561) 276-4951 1:(561) 243-8184
E-MAIL: oKc.0--hR4ctF.com
�SSI:ED FOR
BIDS
PERMIT Io/05/20.a
CONSTRUCTION
SEAL
It ytP� FOG f440
FO�� OL4 a�
P 7
m•
m'. AR
r •- _ q
O ARCN��
4
PROJECT TITLE
OBOYLE
RESIDENCE
RENOVATION
23 HIDDEN HARBOR DRIVE
GULF STREAM, FLORIDA
REVISIONS
NUM. DESCRIPTION DATE
13 .—tl 1Plan 6n411
THESE DRAWINGS ARE PREPARED
PER ESTABLISHED INDUSTRY
STANDARDS AND REPRESENT THE
ARCHITECT AND ENGINEERS DESIG
CONCEPT, THEY ARE NOT INTENDE
TO PROVIDE EVERY DETAIL OR
CONDITION REQUIRED TO
CONSTRUCT THE BUILDING. THE
V EFFORTS IS FULLY
FOR PROVIDING A
M
DRAWING TITLE
0 SITE PLAN
Lr)
O
L�
r DATE PRAWN BY
rW/� 10-5-2018 I JC
V) A JOB NUMBER
120902
fy 4 I MB
Lu A1BOl
a
SOLAR
FLOOR
S.88107'20"E.
APPLICARI F BUILDING. CODES
FLORIDA BUILDING CODE
_ RESIDENTIAL ---__—
2017
FLORIDA BUILDING CODE
— ELECTRICAL ___----
2017
FLORIDA BUILDING CODE — EXISTING --------
2017
LOCAL AMENDMENTS _------______-------
(YES)
CODE DATA
FLORIDA BUILDING CODE
OCCUPANCY TYPE
R-3 SINGLE FAMILY RESIDENCE
TYPE OF CONSTRUCTION
TYPE VB—UNSPRINKLERED
MAX. HEIGHT 40'
MAX. AREA PER FLOOR
UL
1ST LEVEL
EXIST,
5,048 S.F.
2ND LEVEL
2,716 S.F.
SITE DATA
SITE AREA 39,243 S.F. 0.90 AC.
EXIST. WATER AREA 11,394 S.F. 29.0%
EXIST. BUILDING FOOTPRINT 5,048 S.F. 12.9%
NEW EXTERIOR LOGGIA 517 S.F.
EXIST. HARDSCAPE 9,539 S.F. 24.3%
NEW HARDSCAPE 11,606 S.F. 29.6%
EXIST. LANDSCAPE 13,262 S.F. 33.8%
NEW LANDSCAPE 11,195 S.F. 28.5%
BUILDING AREA
EXIST. GROUND FLOOR AREA 5,048 S. I.
EXIST_ 2ND FLOOR AREA 2.716 S.F.
EXIST. TOTAL BUILDING AREA 7,764 S.F.
POOL PLATFORM
1"
7.0 I_
TOP OF DECK
POOL PLATFORM STEP DOWN TO DECK
SITEBOUNDARY AND INFORMATION BASED ON
A SURVEY PROVIDED BY:
O'BRIEN, SUITER a O'BRIEN, INC.
ORDER N 12_100db
DATE NOV 4, 2013 REVISED SEPT 23. 2014
PROD FCT DESCRIPTION
RENOVATION OF THE EXTERIOR, ADDITION OF LOGGIA TO
WEST END OF HOUSE. NEW POOL AND EXPANDED POOL
PLATFORM.
LEGAL DESCRIPTION
LOT 5, HIDDEN HARBOUR ESTATES, ACCORDING TO THE PLAT
THEREOF AS RECORDED IN PLAT BOOK 36, PAGE 110, PUBLIC
RECORDS OF PALM BEACH COUNTY, FLORIDA.
PCN 20-43-46-09-46-000-0050
23 HIDDEN HARBOR DR.
LOCATION MAP
CURRIE
SOWARDS
AGUILA
architects
Architecture, Planning,
Interiors, &
Sustainable Design
AA26001584
185 NE 4TH AVENUE SUITE 101
DELRAY BEACH, FL 33483
7;(561) 276-4951 F:(561) 243-11184
E-MAIL: oRceo alchltemco,
SSl:EO FOP.
BIDS
PERMIT 10/05/2016
CONSTRUCTION
SEAL
E OF
SSPj RT G F�oq
�0e� - OGN i0
P 7
m•
701.AR
O ARCH I1N�11
4
PROJECT TITLE
OBOYLE
RESIDENCE
RENOVATION
23 HIDDEN HARBOR DRIVE
GULF STREAM, FLORIDA
REV;SIONS
NUM. DESCRIPTION DATE
13 Oeck Plan 6114119
THESE DRAWINGS ARE PREPARED
PER ESTABLISHED INDUSTRY
STANDARDS AND REPRESENT THE
ARCHITECT AND ENGINEERS DESIGN
CONCEPT. THEY ARE NOT INTENDED
TO PROVIDE EVERY DETAIL OR
CONDITION REQUIRED TO
CONSTRUCT THE BUILDING. THE
CONTRACTOR THROUGH
SUBMITTALS AND OTHER
COORDINATION EFFORTS IS FULLY
RESPONSIBLE FOR PROVIDING A
COMPLETE AND OPERATIONAL
UILDING\TWHETHER INDICATED
ON
w:.�
00 nl.-\oe. .,N oe..\+zmox-oeor.z-v
T,,,( DRAWING TITLE
ON SITE PLAN
1-10
fDATE DRAWN BY
rLU
10-5-2078 I JC
v , JOB NUMBER
120902
SSI 4611 NBE
Lu
i
A1.01
ZONING
ing the use of buildings and premises, density of
development, yard requirements, and height
limitations (see also Zone).
Dock shall mean an accessory structure built
on pilings over water, no part of which floats on
water, and which is designed or used primarily to
provide dockage for and access to one or more
boats or water vessels for private use.
Docking zone shall mean the area a dock/boat
may occupy, established by designated water
frontage, setbacks and 25 -foot dolphin control
line.
Dolphin shall mean a freestanding post, pillar,
piling, stake or groups thereof banded together
used for the purpose of berthing boats or water
vessels.
Dolphin control line shall mean a continuous
line extending a maximum 25 feet off of the
seawall in which dolphin pilings may be installed.
Drainage shall mean the removal of surface
water or groundwater from land by drains, grad-
ing or other means. Drainage includes the control
of runoff to minimize erosion and sedimentation
during and after development and includes the
means necessary for water -supply preservation
or prevention or alleviation of flooding.
Driveway shall mean that space specifically
designated and reserved on the site for the
movement of vehicles from one site to another or
from a site to a public street.
Dual front shall mean a building designed or
constructed so as to present the appearance of
having two fronts.
Duplex shall mean a building designed to
accommodate two families living independently
of each other. The building will have two
addresses, kitchens, electric and water meters.
Dwelling shall mean any building or structure
designed exclusively for residential occupancy. It
shall be deemed and construed to include both
the main portion of such structure and all projec-
tions therefrom, such as windows, bays, exterior
chimneys, covered porches or porticoes, includ-
ing any garages incorporated within or forming a
part thereof, but shall not include the eaves of
§ 66-1
such structures, nor any open patio, nor any
uncovered porch, stoop or steps. A dwelling may
be designed and built for the use of one family, or
multiple- family occupancy, but it does not include
a hotel, club, motel, boarding or lodging house,
automobile, mobile home or any recreational
vehicle whether such trailer or vehicle is mobile
or located in a stationary fashion on blocks or
other foundation.
Dwelling, attached, shall mean one which is
joined to another dwelling at one or more sides
by a party wall or walls.
Dwelling, detached, shall mean one which is
entirely surrounded by open space on the same
lot.
Dwelling, multiple -family, shall mean a build-
ing or portion thereof used for occupancy by
three or more families living independently of
each other, and doing their own cooking in the
building.
Dwelling, single-family, shall mean a building
designed for or occupied exclusively by one family.
A single-family dwelling is limited to one kitchen
unit.
Dwelling, two-family. See Duplex.
Dwelling unit shall mean one or more rooms
in a residential building or residential portion of
a building, which are arranged, designed, used
or intended for family purposes and which include
lawful cooking space and lawful sanitary facili-
ties reserved for the use of the single-family
occupants thereof.
Easement shall mean authorization by a
property owner of the use by another and for a
specified purpose of any designated part of his
property.
Elevated building shall mean a nonbasement
building built to have the lowest floor elevated
above the ground level by means of fill, solid
foundation perimeter walls, pilings, columns (posts
and piers), shear walls or breakaway walls.
Entablature shall mean, in the classical orders,
the horizontal elements supported by columns.
Supp. No. 1 CD66:11
ZONING
(b) Lights used to illuminate any swimming
pool shall be so arranged and shadowed as to
reflect away from adjoining premises.
(c) A pool may be located within an enclosed
courtyard, patio, etc., provided it is to the rear of
the required front yard setback line.
(d) All enclosed swimming pools shall be in
conformity with the setbacks required by the
zoning district in which it is located.
(e) Unless otherwise specified elsewhere in this
Code, unenclosed or open swimming pools in the
"RS" single-family residential district shall be
located a minimum of 25 feet from front property
lines; provided, however, that any swimming pool
located on property fronting on SR AIA shall be
subject to the established 78 -foot centerline set-
back.
(f) Swimming pools shall be located on the
same lot or parcel of land as that of the main
building. In the event of contiguous lots or par-
cels, a unity of title shall be recorded prior to
issuance of a building permit for either a main
building or an accessory structure which would
cross lot lines.
(g) All pools shall be enclosed by a self-locking,
child resistant fence, wall or equivalent barrier at
least four feet high, except as provided elsewhere
in this Code, and in no event shall a pool be
exposed to open view from any public roadway.
(h) No aboveground pools of any nature shall
be permitted in any zoning district. An aboveground
pool shall be considered a pool constructed or
assembled of any material and whose top edge
exceeds two feet in height above the average
finished grade of the lot or site.
(i) All pools shall be landscaped so as to pre-
vent exposure to off -premises view from any pub-
lic roadway, any public or private right-of-way,
and the ground level of any adjoining property.
However, this subparagraph shall not be con-
strued so as to prevent the exposure of pools to
open view from public or private waterways.
0) Waterfalls, minor accessory structures, shall
not exceed 4 feet in height as measured from
average finished grade of property.
§ 66-369
(k) No grotto shall be permitted within any
zoning district. A grotto shall be considered an
artificial structure or excavation made to look like
a cave or cavern.
(Ord. No. 83-1, § 2(X, I, 1), 4-8-83; Ord. No. 92-5,
§ 1, 9-28-92; Ord. No. 00-1, §§ 18, 19, 3-10-00; Ord.
No. 12-4, § 8, 7-13-12)
Sec. 66-368. Tennis courts.
(a) No tennis court shall be located, designed,
operated or maintained so as to interfere unduly
with the enjoyment of the property rights by
owners of property adjoining the tennis court.
(b) No lights shall be used in any manner so as
to illuminate any tennis court.
(c) All tennis courts shall be in conformity with
the setbacks required by the zoning district in
which it is located. Any tennis court located on
property fronting on SR AlA shall be subject to
the established 78 -foot centerline setback.
(d) Tennis courts shall be located on the same
lot or parcel of land as that of the main building.
In the event of contiguous lots or parcels, a unity
of title shall be recorded prior to issuance of a
building permit for either a main building or an
accessory structure which would cross lot lines.
(e) All tennis courts shall be enclosed by a
fence, open wall or equivalent barrier and in no
event shall a tennis court be exposed to open view
from any public roadway.
(Ord. No. 83-1, § 2(X, I, 2), 4-8-83)
Sec. 66-369. Docks.
In the single-family residential district, one
dock per lot of record shall be permitted in accor-
dance with the following:
CD66:67
(1) Site plan review required. All new docks
and significant alterations to existing docks
shall require site plan review and ap-
proval.
(2) Permitted as accessory use. Docks shall be
permitted only as an accessory use to
single-family dwellings for the exclusive
use of the dwelling's occupants (residents
and nonresident members of the occu-
pant's family and resident guests at the
ZONING
than or equal to 100 feet, the dock-
ing zone shall have a 15 -foot mini-
mum offset from the setback
centerlines on each side with the
total setback distance being a mini-
mum of 30 percent of the designated
water frontage. The docking zone for
cove end lots shall have a five-foot
minimum offset from the setback
centerlines. For lots with designated
water frontage less than 100 feet the
docking zone shall have a minimum
five-foot offset from each of the set-
back centerlines. In the case of cove
end lots and lots with a water front-
age of 100 feet or less, neither boat
nor dock shall exceed a length of 70
feet. For rounded corner lots, water
frontage is determined by the mid-
point of the arc. For purposes of
determining designated water front-
age, dock widths, setbacks and max-
imum boat lengths for each water-
front lot within the town, the figures
contained within Exhibit "B" at-
tached hereto and incorporated herein
shall apply. [See the end of this sec-
tion.] In cases with multiple water
frontages, owner must treat each
frontage according to the appropri-
ate size category.
In the case of low profile piling boat lifts,
the lift shall be located in the following
manner. The first piling shall be placed a
minimum of 20 feet (towards center of the
lot) from the setback line with the pilings
extending into the docking zone no far-
ther than 20 feet from the seawall. For
lots with setbacks of more than 15 feet on
either side, the 20 -foot measurement for
the first piling shall be measured from the
setback on the side with the largest set-
back.
f. A maximum of one dock box shall be
permitted which shall be no higher
than 30 inches and no larger than 24
cubic feet.
§ 66-369
g. Light fixtures shall be installed in a
manner that provides safe pedes-
trian circulation using low voltage
lighting with a maximum fifty watts
mounted no higher than three feet
above the dock at a minimum spac-
ing of ten feet on center. Lights are
to be step, path or marine type fix-
tures. Fixtures must project down-
ward at a minimum 45 -degree angle
from the horizontal plan tangent to
the top of the light source fixture and
allow no light spillage onto adjacent
properties. No fixture shall be
mounted to the seawall.
h. Subject to level one site plan ap-
proval, a maximum of one floating
platform may be permitted in lieu of
a boat lift for the purpose of storing
small watercrafts. The floating plat-
form shall be constructed of nonfer-
rous material, be black in color and
may not rise more than 12 inches out
of the water. No more than two wa-
tercrafts of a maximum length of 14
feet shall be stored on the floating
platform. The platform dimensions
shall not exceed eight feet in width
or 16 feet in length. All watercrafts
shall be stored parallel to the sea-
wall. A floating platform must be
removed after three months of dis-
use.
(7) Materials and colors. Materials and colors
of docks and ancillary structures shall be
considered as part of architectural review
and planning board consideration and shall
be maintained as approved. All docks shall
be made of wood. No concrete docks are
permitted.
(Ord. No. 83-1, § 2(X, I, 3), 4-8-83; Ord. No. 91-24,
§ 3, 10-21-91; Ord. No. 00-1, §§ 20, 21, 3-10-00;
Ord. No. 04-9, § 2, 2-11-05; Ord. No. 05-2, §§ 1-6,
9-9-05; Ord. No. 08-4, § 4, 9-5-08; Ord. No. 12-4,
§ 9, 7-13-12)
CD66:69
O
CO)Mmi
=
D
O
°
n
po
D
1'I
cc
z
o
--
m
C
CD
m
^ -'
CD
M
O
Q°
rn
co
m
co m
m
-n
m
m
m
v
3 co
v
(n_
(1)
n
Ch
m
O
CD
0
�
�CD
CD
0 0
C
Q
CD
�
CD
0
G7
v
n
m
CSD
v
CD
Q
(A
z
=3
l<
CD
X
=3
Q
m
cav
o
c
Q
=3
Q
m
c3
=3c
CDr'
v
D
Q
�.
S
N
O
�
W
m
//�n
co'
V/
r
m
O
79
0
O
z
m
z
"
m
v
c o
C D
( l l
n
O -
n
2 -
C D
C D
Q .
6 9
C ) 7
v
O
O
C P
O
O
a
C D
3
r - r
m
C D
c n
O
O
C D
C D
( n
5 -
0
v
( D
C 2
5 '
G )
( _
c n
C D
( D
3
C L
c
c n
7 l
c n
n
C D
N
O
C D
( n
O
C D
O
C D
- 1
C
O
Q
C D
( n
3
C D
O
O
C D
C 1
6 9
r n
c n
V
U 1
4
( b
c o
O
- 1
( n
0
C D
v
N
O _
C O
C D s
C D C D
G )
C D C D
C
C D D O D
C D
Q T I
C
O
C 1
O
c n
C D
C D
3
0 7
C D
W
O
N
O _
c o
m
v
V
V
( O
N
0
O
O
v
c r
C =
0 -
( a
C D
C C D
C 2
C D
X
' a
C D
O
C A
C D
( n
v
C 2
O
C )
v
c ��
0
O
h
C
a
C Q
C D
C D
C i
m
m
c
C D
C L
"
��
3
3 C D
( � 0 o
S 0
n ' O
C D -
c n C D
C D `
w C D
I C 1
0
S O
N ��
( n ( n
m c
i 3
c 3
Q C D
Q
c r
T I C D
_ + ,
O 1
( n
n �� r
r O
O 0
G )
O
C D
3
3
C D
O
O
0
F "
X
C D
O
( n
C
a -
3
i n "
o "
0
0
C D
O
4
0
C D
O
m
n
O
O
3
0 '
v
C L
"
C D D
3 = r
C D
C D
C C ] O
C 2
0 0
O C D
C C D
�� n
N ��
C f l C D
C D
C D
O
C D
- n
C
O
C D
Q .
3
C C D
t l l
C C D
C
O
C 2
6 9
O
N
c o
N
W
C O
c
s l l
( n
C S D
N
n
O
3
C D
C D
Q
5 '
C D
s
C D
O
n
O
O
7
C
C D
O
C D
0
C D
C D
C D
C D
O
C
C D
O
T
c n
n
i l l
C D
t y
N
O _
C O
C
O
. _ r
3
C D
3
O
O
O
- r ,
Z
O
C D
3
( S
C D
O
( n
C D
C D
v
( v
X
c D
C D
( _
C D
( n
c n
C D
C C D
v '
C D
N
O
C D
C n
C
3
v
v
O
Q
2
( a "
3
E n
.�
a
^
nn
w
w
O
`+
5
4
a
10,
w
oo
w
w
w
w
w
a
w
p
O
O
n
O
0
ti
�,
m
w
p
p
`�
O
m'
w
?
p
0O
Oq
ti
a•
m
?
v
C
m
o'
u
A
C
,O•
C
�
p
w
,.,y
O
O
. O
?'
�'
o
.00..
O
7C
n
EEi
CD
n
a
�,
-en
w
ate'
w
,b
�
�
�•
w
d
a
c
�
c
co
�
CCDD
toa
i
,'
(p
camD
w
a
b
<
co
�
d
on
w
da
m
7
CA
en
O
J
b9
69
69
69
N
6s
N
69
N
69
N
�^
U
6s
v
o�p
69
N
69
o
w
U
U
A
J
ol
�c
U
J
65
Do
V
--3
W
T
t
p
J
69
69
6 9
69
69
69
69
6s
6 9
6 9
6 9
69
69
6s
69
69
69
0�
U
C
O
U
G,
0o
N
O
C
O
C
O
O,
A
�o
U
A
A
�l
U
N
N
J
7
O,
OD
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
N
oo
A
A
O
O
O
O
w
U
a\
O
O
O
O
W
O
O
O
O
O
O
O
O
C
O
C
O
O
O
O
O
O
O
C
O
O
O
O
O
O
O
O
O
C
O
O
O
C
O
U
a\
O
O
l.7
N
N
C
O
O
O
O
O
in
w
O
w
oo
J
ao
w
U
O
W
A
69
`+
N
69
69
N
fD
W
�
O
A
O
N
bs
N
U
C
N
U
U
Q\
0o
N
U
N
a\
D\
00
N
U
N
J
W
�o
00
10
N_
69
69
A
1D
0"o
O
O
Q\
O
U
U
69
69
69
69
69
69
69
69
69
69
69
69
69
6A
69
69
69
69
Q
N
O
O
P,
J
N
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
A
J
C
U
W
J
O
W
w
C
O
O
C
O
O
O
C
C
O
O
C
C
O
O
O
C
O
O
O
Cl
C
O
O
C
7
O.
(D
O
FI9
j
H+
69
69
Q
f j
J
VJi
00
A
00
W
O
T
C
W
69
69
69
V9
6s
69
69
6s
6s
6e
vl
v)
6s
w
owo
V)
69
boi
fn
6s
W
ss
sus
6s
tai
59
60)
of
vA
p,
N
O
O
O
O
O
O
O
O
O
O
C
C
C
w
W
?
C
C
O
C
C
C
C
C
C
C
C
C
O
O
O
O
Cl
Cl
A
N
�O
U
O
O
O
O
O
O
O
O
O
O
O
O
O
O
N
m
O
7
7
CA
w
fD
N
d
6A
69
X
~
�
oo
T
O
O
C
7
U1
69
69
69
EA
69
69
69
69
69
69
H9
69
69
69
Vi
69
U
69
69
69
69
69
69
69
69
69
69
69
b9
69
Q
00
O
O
C
O
C
O
C
C
O
C
C
O
O
C
C
O
oD
C
C
O
C
C
C
O
C
O
C
O
O
O
C
O
O
O
O
O
O
A
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
A
O
O
O
O
O
O
O
r
CDCD W �
3 ��\,
CD 0 v^/
L
N M� �N
O \Y
C `n
coUO
c
c
❑
a
Cil
rn
0
til
pt
ON
co
(D
N
d
7Q
RJ
m
Gt
m
r
Q
N
7y
<
CCD
N
2
in.
o
.O
n
SD
t
c�i
(�p
Cy
w
w
O
;9
w
y
CD
co
<
0
n
❑
QO
wro
O
b
w
Frd
o
431
o
CSD
c
A�
o'
69
a
2
o
y
D
d
G
w
a
a
O
p
b
w
N
r
r E
y
m
C
a
m
O
O
O
O
O
J O
O
O
O
O
O
O O
O
O
O
O
O
O
Oho
A
A
O
O
O O
c
A
O
r+
a
O
N
U
N
W
J
00
N
O
x
r+
o~i
a
0
0
D o b o0 0 0
0 0 o A o 0
I.s
0
(n
rte+
O
N
En
W
A
W
m
0
0
0
0
vi
ss vi ss
�.n 65 W A o0
69 69 69 69 69 b9 69 O A 69 � W
O O O O O O O O O A O N N
O O O O O o O O O O A W N
O O O O O O O O �--� .W.. Cb Q, N
69 64
A N
IJ w
Hf 69 69 69 69 b9 69 69 b9 69 69
O O O O O O O O O O O O
sn ss sn
J N W
cn N Q
Vi lliJ
sri va s9 Fn w N o v� ss Fn ss sA sA
0 0 0 0 00 �0 0 0 0 0 0 0
0 0 0 0 00 0 0 0 0 0 0 0 0
0 0 0 0 0 0 0 0 0 0 0 0 0
�A b V) 61� �0) (A �11
0 0 0 0 0 0 0 0 0 0 0 0
X 0 0 0 0 0 0 0 0 0 0 0 0
0 0 0 0 0 0 0 0 0 0 0 0
N
A
O
s
69
69
69
W
N
O
J
cn
W
.-•
N
O�
J
69
69
69
69
69
O N
O
O
O
O
O
J O
O
O
O
O
O
O O
O
O
O
O
O
O
0
D o b o0 0 0
0 0 o A o 0
I.s
0
(n
rte+
O
N
En
W
A
W
m
0
0
0
0
vi
ss vi ss
�.n 65 W A o0
69 69 69 69 69 b9 69 O A 69 � W
O O O O O O O O O A O N N
O O O O O o O O O O A W N
O O O O O O O O �--� .W.. Cb Q, N
69 64
A N
IJ w
Hf 69 69 69 69 b9 69 69 b9 69 69
O O O O O O O O O O O O
sn ss sn
J N W
cn N Q
Vi lliJ
sri va s9 Fn w N o v� ss Fn ss sA sA
0 0 0 0 00 �0 0 0 0 0 0 0
0 0 0 0 00 0 0 0 0 0 0 0 0
0 0 0 0 0 0 0 0 0 0 0 0 0
�A b V) 61� �0) (A �11
0 0 0 0 0 0 0 0 0 0 0 0
X 0 0 0 0 0 0 0 0 0 0 0 0
0 0 0 0 0 0 0 0 0 0 0 0
N
A
O
s
69
69
69
W
N
O
cn
W
.-•
N
O�
69
b9
H`3
b9
Hi 69
D
N
O
41
N
O
O
O
O O
0
0
0
0
0
0 0
Oho
A
A
O
O
O O
0
D o b o0 0 0
0 0 o A o 0
I.s
0
(n
rte+
O
N
En
W
A
W
m
0
0
0
0
vi
ss vi ss
�.n 65 W A o0
69 69 69 69 69 b9 69 O A 69 � W
O O O O O O O O O A O N N
O O O O O o O O O O A W N
O O O O O O O O �--� .W.. Cb Q, N
69 64
A N
IJ w
Hf 69 69 69 69 b9 69 69 b9 69 69
O O O O O O O O O O O O
sn ss sn
J N W
cn N Q
Vi lliJ
sri va s9 Fn w N o v� ss Fn ss sA sA
0 0 0 0 00 �0 0 0 0 0 0 0
0 0 0 0 00 0 0 0 0 0 0 0 0
0 0 0 0 0 0 0 0 0 0 0 0 0
�A b V) 61� �0) (A �11
0 0 0 0 0 0 0 0 0 0 0 0
X 0 0 0 0 0 0 0 0 0 0 0 0
0 0 0 0 0 0 0 0 0 0 0 0
N
A
O
s
N
O
69
b9
H`3
b9
Hi 69
0
0
0
0
0
0 0
0
D o b o0 0 0
0 0 o A o 0
I.s
0
(n
rte+
O
N
En
W
A
W
m
0
0
0
0
vi
ss vi ss
�.n 65 W A o0
69 69 69 69 69 b9 69 O A 69 � W
O O O O O O O O O A O N N
O O O O O o O O O O A W N
O O O O O O O O �--� .W.. Cb Q, N
69 64
A N
IJ w
Hf 69 69 69 69 b9 69 69 b9 69 69
O O O O O O O O O O O O
sn ss sn
J N W
cn N Q
Vi lliJ
sri va s9 Fn w N o v� ss Fn ss sA sA
0 0 0 0 00 �0 0 0 0 0 0 0
0 0 0 0 00 0 0 0 0 0 0 0 0
0 0 0 0 0 0 0 0 0 0 0 0 0
�A b V) 61� �0) (A �11
0 0 0 0 0 0 0 0 0 0 0 0
X 0 0 0 0 0 0 0 0 0 0 0 0
0 0 0 0 0 0 0 0 0 0 0 0
N
A
O
s
n
ti
��
CD
grA.�
(D
1=
c
.�
a
ry
Com"
NS
r
=
w
O
rn °c
o
r a°2
m'CD
ti
b
xn
<
c
in
S
d
�<
a
a
o
O
69
69
N
tai,
chi,
Os
b9
EOS N
N
N
W
O
w
w
N
N
cn
tJ
to
Cn
N
O
A
Do
n-
Cn
O
A
A
O
N
O
N
w
w
Q�
O
A
�
'o
�O
N
bq
W
6q
v,
69
Oa
6s
O
6q
O
6q
O
6q
O
69
O
w
cn
v,
00
O
n-
--
O
A
N
A
o0
A
0o
O
O
O
O
O
O
N
cn
O
O
N
cn
O
O
O
O
O
O
O
O
O
O
w
w
69
�p
cn
0o
69
w
O
O
6q
w
O
O
6q
O
00
O
69
A
69
.-�
EA
Cn
�O
N
(A
v,
bq
o0
w
69
N
00
w
69
65
6q
w
O
00
w
(A
N
Cn
O
O
6)
v,
00
w
69
w
w
69
O
y
wN_
O
69
69
�-'
W
J
cs
U4
00
A
w
A
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
6q
69
69
69
w
y
w
N
cn
N
v�
N6q
cs
6s
w
�O
69
6q
69
69
N
bs
N
J
N
--j69
A
O
N
[J
6q
9
6
69
.-+
w
N
w
J
?
00
N
w
O
cn
O
cn
O
00
O
O
O
.�
--
O
O
O�
A
W
N
A
0o
A
w
O
O
O
O
O
J
O
J
O
O
O
O
O
6q
_
O�
A
69
01
cn
J
69
O�
cn
J
�
W
A
J
69
N
69
Do
69
J
w
IJ
f,A
A
.•
69
N
O
69
W
o0
�O
6q
In
10
6q
cn
10
6q
O�
w
Q,
69
.�-.
O�
10
69
�O
Q�
6q
N
�7
1DO
69
W
w
A
00
?
?
W
N
w
69
1D
N
69
01
--A
�D
6q
A
U
10
.-
to
�p
O,
oo
w
-
A
r
cn
O
O
O
66
w
O,
O
O
O
6q
w
01
O
O
O
�D
A
O
O
yi
N
O
O
•�
w
O
O
69
•-�
O
O
O
b9
O�
O
O
64
N
O
O
O
69
A
C
O
O
6q
O
6q
O
w
O
O
O
O
W
O
C
O
O
69
O
C
O
O
65
'-
C,
O
O
6,j
A-
O
O
69
O
O
A
cn
N
w
69
O
O
-
O
O
69
O
O�
N
w
O
Cl
O
Cl
O
O
O
O
O
O
O
O
O
Cl
O
O
O
O
O
O
O
O
Cl
O
O
O
O
O
O
Cl
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
69
A
O+
O
(A
N
J
cn
J
69
N
J
cn
J
69
w
O
w
N
cn
N
bq
Cn
.-
w
69
�'
N
N
O�
oo
O
69
�•
O
N
69
•�
O
A
69
O�
v,
w
6q
01
'cn
w
N
A
O�
cn
N
J
cn
69
N
oo
J
O
69
AO
v,
I
69
N
O
�ooq
O1
oo
.N-
w
A
69
A
N
yi
N
O
6q
69
N
N
10
O�
Do
Oo
'O
00
J
O
A
C
V,
w
00
w
0o
A
O
A
O
O
O
N
10
O
00
O
69
cn
O
O
O
69
W
Q,
O
O
O
bq
W
91
O
O
O
Ef9
N
�O
A
O
O
69
v,
O
O
bq
•-
w
O
O
(A
J
C
O
O
(yq
a,
O
O
bq
N
N
O
O
O
69
W
A
O
O
O
69
O
69
O
69
w
J
O
O
O
O
69
W
O
O
O
O
O
69
J
O
C
O
O
69
--
O
O
6q
A
O
O
69
.r
IJ
O
O
A
A
U
vn
O,
N
w
69
N
1.
O
O
69
O�
�.n
O
O
O
69
O
A
o0
N
w
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
Cl
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
U)
CD
CD
C 0
0
�- O
3 o
0
0 CD —h
CD 2)
'0 rh 11
h (D'A
3 —ml
CD
W"3
C)
N
O
CD
6A
D
oQ
v
'17
a
69
69
A
69
A
M
.S'
69
v,
',3
y
p
CA
�•
1
T3
n
1
0
to
❑
to
CD
ti
N i
w
x
O
O
00
O
O
co
y
O
O
O
O
O
O O
°
0
0
0
0
0 0
V
<
n
O
6A
69
O O
69
J
69
w
by
A
N
N
oo
69
,O
Ut
W
,O
,O
N
U
D
T
w
0
0
0
0
0
0
O
O
O
O O
W
O
6r
bs
w
O
O O
6A
O
O
oAo
00
�
6A
69
69
w
00
A
69
J
69
A
69
A
to
_
O
J
0,
W
A
N
w
w
oo
O
oo
O
w
N
O
A
n
o0
U
J
N
Lw
,O
O
6A
69
69
w
A
U
oo
N
O
A
w
O
O
O
O
O
O
O
O
O
O
O
O
6A
N
O
N
w
T
t0
O
�
65
U
w
oo
U
co
�
0o
A0o
T
o0
00
U
w00
,°
O
69
69
69
oho
w
6s
O
A
A
J
to
oo
N
,°
10
cn
N
O
O
tD
N
,O
U
O
O
O
O
Cl
0
O
O
O
O
O
0
vi
<
C
D
oQ
v
'17
a
y
n
�"
'.'�
CD
<
W
A
M
.S'
69
v,
',3
y
p
CA
�•
1
T3
n
1
0
to
❑
to
CD
ti
N i
w
x
O
O
00
O
O
co
y
O
O
O
O
O
O O
°
0
0
0
0
0 0
V
<
n
O
O
DD
O O
69
Ut
,O
69
w
69
69
T
w
N
U
br9
w �
O
O
O
O O
W
O
k
a
A a, O O N O Jn
J Oo O O Oo O O
fft
bA
LO
A
A
65
69
69
N
J
U1
A
oo
6A
N
to
b9
N
69
N
O
O
00
O
O
O O
O
O
O
O
O
O O
0
0
0
0
0
0 0
U
bA
LO
N
J
69
69
69
69
J
U1
A
oo
6A
N
to
b9
N
69
N
O
O
00
O
O
O O
J
�O
A
A
O
Oo O
O
O
O
O
O
O O
V
v
O
O
DD
O O
69
Ut
,O
69
69
69
T
w
N
U
br9
w �
O
O
O
O O
W
O
O
O O
O
O
O
O
U
bA
LO
in
bs
69
69
En
J
U1
A
oo
6A
N
to
b9
N
69
N
O
O
00
O
O
O O
W
O
O
O
O
O O
O
O
O
O
O
O O
69
bA
LO
O
69
69
69
N
U
69
W
,00
w
N
?
tQ
fD
O
O
O
O
OU O
N
N
O
N
U
69
VI
69
69
69
J
Vi
A
oo
69
N
to
6H
N
by �O
O
O
O
O O
W
O
O
O O
O
O
O
O
O I O O
O O O
6) 1 69 69
O O O
O O O
O I O O
O O O
0 o O
69
0000
w A
O Ow 00
a
O O O
O O O
� W A
O O 00
A J J
69 1 69
O I O
O O
6A I 69
JI J
bs l 65
N � N
O O
O O
O O
69 I 69
J J
.N.. N.
O O
N
O
S
bA
LO
U
lUn
J
N
W
fD
O
O
O
O
S
5 0
._+
C' �•
O rn
COD
Up
C
ti
"
OD
c
rr
^
-It
�•
'0
-
in
.
'�
,cp
w
c=
_
CD
�r
N
n
O
=
�•
NCD
'rl
�'
n
'd
i
O
w
yEna
n
p
'.i.
(Y
.C+
N
P:
M
w
O
vii
C
D.
O
COD
F
b
n
��*
p' {
„h
O
3
'Cip9
CD
r
•w-
Oe.
O
cYD
.h
ro
0=0
w
a
..j
x
O
CDD
A
c
o
Of
x
w
G.
W
n
m
W
CD
F
.7
d.
w
'C"'
p
x
C
p„'�
n
C
p�
n
CD
o'
w
p•
C,
y
CD
�w_p
.1
'�'
w
�5
O
O
C
'-
Psi
ry,
w
O.
d
x
~O
(bD
�"�
CD
0)
o�!
i
aq
n
CO-
R
a
F
=
00
CD
y•
c�
ro
"O•n
N
y
c)
ro
y
w5
a:
0=0
5
o
_•
rn
ao
p�p
W
w
1.
00
w
°w
a
Ch
P��• w
CL
x
a 5
0.
= C=i
CD
t0
U
O
W
�--•
U
69
00
69
00
A
6�bs
N
O�
W
O
U
O O
W
J
01
J
A
N
U
O
C
00
A_
O
N
�D
A
I
C1
W
W
N
69
A
;•�
'""
69
69
b9 U
N
J
N
69
69
69
5A
69 N
69
69
69
ff3 69
N
6q
U
H)
A
611
N
1
5A in
N N
t0
U
O
W
�--•
U
69
00
69
00
A
6�bs
N
O�
W
O
U
O O
W
J
01
J
A
N
U
O
C
00
A_
O
N
�D
A
I
C1
?
b,
cin
`0boq
rA..
.A-
U
N
N
O
N
N
69
69
N
�
69
W
�
A
N
O
O
69
C
aO --1
CT J
to
U
N
W
A
N
69
A
N
w
U
m
O
O
0
fi3
O
A to
A O
O O
J
�O
N
U
�O
DD
O
A
69
--I
A
69
69
69
tr
U
J
O
69
69
69
69
W
O
A
69
69
U
J
sn
J
00
a, A
O
w
O
00
A
O
O
00
A
J
O
O
O
O
O
O
J O
N O
(T
A
O
O
N
U
O
O
�D
-4
A
O
O
O
O
�O
10
U
�o
O\
J
0o
O
O
O
O
O
O
O
O
O
-j
U
N
-I
oo
N A
Q\
J
.-
�A
A
J
N
O
N
oo
U
U
N
a1
�]
w
O
�]
W
J
n
.-�
U
J
N
69 J
c
J ?
10
C
a
00
J
w
�O
Oo
IJ
J
N
.• IJ
U
N �O
A
by
v
O
A_
N
A
to
W
N
O
Fs,
w
J
rn
U
Fn
Fn
oo
:='
J
En
A
.-
w
U
w
69
69
tai
O
w ►•
s0
a
60)
C
00
_
C
00
J
IJ
W
J
`+
69
69
69 J
69
69
O
Cl
69
N
r
fA
F-.
C
61
`+
?
Vf
Hf
69
69
69
tJ
N
J
U
C
O
O
69
jJ
U
w
N
to
00
69
00
w
O
O
ON
N U
O O
w
W
U
w
..-�
J
�-
J
U
�l
U
O
w
A
N
O,
ON
J
N
�o
'O
U
A
O
N
U
�o
U
O
69
A
N
69
A
�O U
O O
�O
A
w
1
-1
O
J
�O
U
N
Oo O
W
A
A
O
A
O
.4
A
N
A
�0
00
N
O
�O
O
O
O
A
O
Oo
O O
4D
A
O
O
O
O
O
C
O
C C
.4
C
C
G
O
C
C
O
C
C
C
O
O
O
O
O
O
C
C
G
C
C
O
O O
A
N
O
O
O
O
O
O
O
O O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
W
W
N
69
A
;•�
'""
69
69
b9 U
N
J
N
69
69
69
5A
69 N
69
69
69
ff3 69
N
6q
U
H)
A
611
N
1
5A in
N N
t0
U
O
W
�--•
U
69
00
69
J
00
A
O69
A
N
O�
W
O
U
O O
W
J
01
J
A
N
U
O
C
00
A_
O
N
�D
A
C1
ut
N
N
O
U
L�
U
w ?
00 V
J
V
a,
N
D\
O
O
T
00
W
O
O
O
O
C
J
C
C
-1
U
O
O
O
W
00
Q\
C
O
O
O
C
.-�
iA
-1
N
v
00
N
O
O
C
O
C
O
C
O
C
O
C
O
C
O
J v
v W
69 69
.-.
sn
J
00
v_i
N
6v
A
�O
cs,
A
10
69
w
U
69
69
69
10
69
69
69
w
69
.-�
69
19
:j
N
69
69
N
69
69
69
f
11
69
�--�
64
N
re
U
.-+
11
69
J
D
_
oo
O
J
J
.-
�A
A
J
N
O
N
oo
U
U
N
a1
�]
w
O
�]
W
J
n
.-�
U
J
N
69 J
c
J ?
10
C
a
00
J
w
�O
Oo
IJ
J
N
.• IJ
U
N �O
A
N
ao
O
ao
N
N
O
W
N
O
w
w
J
O
U
�O
O
oo
ao
J
O
A
.-
w
U
w
A
U
O
O
w ►•
O w
00 10
O\
00
U
-1
C
00
C
O
C
00
J
IJ
W
O
O
00
J
IJ
A
O
O
m
O
00
[J
N
O
Cl
J
0,
W
00
O
O
IJ
N
T
W
Oo
N
O
00
N
W
in
00
A
N
J
(/i
N
A
O
O
O
O
O
�l b
U
b9 69 69 69 69 69 0
69 69 00 A A 00 69 69 69 69 69 69 f}3 69 69 W 69 C
U W 'O w 69 69 �O 69 69 U 69 69 W E" 69 6904 69 W O 69 �O
U w U w O U J
0o C oo C C O 00 U U U U O O O C C O C w O O to O w it w C N O O O CE
00 O w oo O O O O O O O O O O O O O O O O O O O O O O O O O O 690 69 (ONO O N .- O O O U O O O O O O O O O O O O O O O O O O O O O O O O O O a\
O O O O O C Cl O C O O O O C O O C C O C C O O O O O O O C O O O O O O
O O O O O O O O O O O O O O O O O O co O O O O O O O O O O O O O O O O
I
69 69
69
U r 69C
69 fA 69 69 69 fbH 69 69 � 69 N Di
Do .+ W .^�+ ►�-- A N .^�-+ �-- U N 69 69 A
h1 10 �o
�p w O U o0 69 �0 ► O O �0 U 69 A A A N J A O O A �O �O O O U U Ip
IJ J O N O N oo J O J (71 O J W w w _1 O
N
O
69 r
6 (p
00 69 b9 Hf 69 5Ii 69 69 69 W W 69
Do W 69 6j �0 V I U 69 69 W 69 0�os. r.04w ffi 69 W O 69 �0 r
N O A �] O N U A a1 w U �] ao w .-• U W U w O U �] C
0o in U in u Cl C C C o C C w C C in C in � to o t.n C C C a a
0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 o en o vi O, Ip
cn o 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 o rn�
O O O O O O O O O O O O O O O O O O O O O O O O O O O O
v
69
�
A
O
U
~ N
N
J
oo A
O oo
A
J �O
J
ao
O
ff3 69
69
00
69
H)
A
69
A
'1OHO
VWi
�
0o C
00 o
w
w
Oo
C
0
C O
0 0
O O
N
O
O O
O O
O
O
O
O O
I
69 69
69
U r 69C
69 fA 69 69 69 fbH 69 69 � 69 N Di
Do .+ W .^�+ ►�-- A N .^�-+ �-- U N 69 69 A
h1 10 �o
�p w O U o0 69 �0 ► O O �0 U 69 A A A N J A O O A �O �O O O U U Ip
IJ J O N O N oo J O J (71 O J W w w _1 O
N
O
69 r
6 (p
00 69 b9 Hf 69 5Ii 69 69 69 W W 69
Do W 69 6j �0 V I U 69 69 W 69 0�os. r.04w ffi 69 W O 69 �0 r
N O A �] O N U A a1 w U �] ao w .-• U W U w O U �] C
0o in U in u Cl C C C o C C w C C in C in � to o t.n C C C a a
0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 o en o vi O, Ip
cn o 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 o rn�
O O O O O O O O O O O O O O O O O O O O O O O O O O O O
v
��" O r t i c o w C 0 . y "
L n w
n o R c o . ��
, w c
u p " c o ��. . ��7 w t i ' a o w �� p �� r � C i
O �� �� b n �� ' �� w �� o . C 7 , b n " a �� �� 2 x x �� K
C 0 n S
m
o 0 ' 0 o
c t C D
G Q w
C 7 b a r
a 5 B c " o x C 7 o C l C D d c c
2 b 9 9
C C o .
D c o o
C y
b
b
d
6 9 n
6 9 f A 6 9 6 9
6 - 9 6 9 N 6 q f A N 4 A 7 C
P N 6 n I e A
6 9 W U 6 9 ��o I N C w ? O �� 6 0 , W f A 6 9 C ��i �� N N 6 9 O O
6 9 N 6 9 6 9 N W 0 o O A 6 9 1 O - - a
W 6 9 E A c n c n N o o ��O 6 9 N f A O 6 9 ��O N E A 6 9 c n f , 9 w 6 9 ��O f A
O O O J ��O W D o O W O N O W J O O O O W O N O
C C O O ��D O o o J O - 1 o c J O O O a 1 O N C N O L A O C l t J C C O O t o C N O
O O O O O V i . �� ��O " - ' a D O W w 0 0 O O O W D \ O A O a \ O W O W A O O O O - - 1 O O O
6 9 w 6 9 w w 6 9
w r n
W t j O N U w w A O N " ��D J ��l O
o O O O O O O O O O O O O
��o q N
6 9 i A w 6 U 9 A N A
J 4 N 0 5
. N - l A U W O o 6 9 D o N t o J D T
O O J 0 0 W ��O N W A N ,
��D O O O O ��o 1 0 N O J 0 0
O O O O O N O
6 9 f A I 9 A N 6 9 6 9 w
4 ? 6 9 J b 9
c n O J a N O O o O a \ J N O O \
O N N O A N O O O \ O W
e s i W
A f A 6 9 6 9 6 9 : 9 6 9 Q ,
m
6 9 6 9 W 6 9 . . m - . 6 9 6 9 6 9 6 9 6 9 6 9 A t O C n w
w
N J 6 9 6 9 J W M
0 0 ��l o o W c n J J J N w D o U J I n o o A w f A A 0 0
t o O N U
J O O O O O O O O O O O O O O O O O O O O O C
O O O O O O O O O O O
C
E A
d
. N - , A v o i N Q u i O 1
w : - U N 0 v 6 9 O N 1 0 w N 6 9 6 9 f A E , 9 - 3 6 9 6 9 A 0 1 w O
I n J 0 0 0 o O 0 0 6 9 N - 1 O w ��o 0 0 0 0 N J U W A 0 0 6 9 A 0 0 1 D
A ? J O J . N A O J ��O O ��D c A
o h o O O O W A O ` A O O w . O O O O O O A O w O
( A w
U 6 9 6 9 6 9 b e
U J 6 9 6 9 W 6 9 C A 6 9 6 9 6 9 6 9 6 9 L h 6 9 O J M
U A " - G �� w . - . �� ��- - v A N N N v . �� A 6 9
O o O 0 0 I J l A 6 9
W c A 1 0 N o o E A - - 1 U c O ,
N N O J O a \ N
1 0 O O + I J O C o o J 0 0 ��O A ��l o o A C 0 , L n C A C ? J
O o O O O w O O O ` O 0 0
N
O
6 9
6 9
6 9
f D
W
4 A b 9
6 9
N
b 9
6 9
6 9
6 9
W
O ��
. ��- .
��D
w
A
6 9
U
6 9
6 9
- 1
J
C \
f A
0 0
6 9
b 9
E A
A
c A
6 9
6 9
��
6 9
6 9
6 9
f A
W
w
6 9
N
6 9
c n
J
6 A
. -
N
W
6 o i C n
Q D
O D
6 9
J
Q
! B
* o
T O
O
C
w
C
6 9
A
a \
O
E A
v i C
t o
i J
a 1
C
O
v
A
U
N
O
U
O
o o O
w
C
t r
C
t o
C
O
C
C
U a 1
C
Q
0 0
C
A
O O
O
O
O
O
O O
w
A
Q \
O
J
O
O
O
O
O
O
O
O
O O
N 0
O
O
O
O
O
O
O
O
O U
O
C ,
O
O
O
C O
C
O
O
O
O O
C
O
O
O
C
C
C
O
O
O
O
C
O C
O
O
C
O
O
C
C
O
C
C O
O O
O
O
C
O
C
O
0
O O
O
O
O
O
O O
O
O
O
O
O
O
O
O
O
O
O
O
O O
O
O
O
O
O
O
O
O
O
O
O
O
O
O O
O
O
O
O
O
O
O
O
6 9
N
6 9 O
6 9
f A
A
N
O
o o
6 9
. -
6 9
t o
N
6 9
��`
r t e . . .
6 9
6 9
6 9 W
6 9
U
f A
6 9
b 9
6 9
6 9
N
b 9
6 9
w
( A O
0 1
6 9
6 9
( y
3
u
t J
0 ��
A
N
N
J
6 9
t J
��O
N
N
A
Q \
o o
O
A
O
N
w
��D
��O
U
N o o
N O
C
1 0
N
"
O ��
' o
N
N
. ��
A
o o
C
O
w
c n
��o
N
U
O o o
J
t o
W
N
��1 O
t o 1 p
c n O
N
w
O
o o
��D a ,
A
W
a ,
A
O
w
. " .
J
D ,
w
O ��
` G
J
U O
A
.
.
. - r
.
A
O
w
O o
O O
O
. -
J
0 o O
' O
" - ��
O
o o
N N
J
U
w
O
o o
O o
N
O
O
O
0 \
O
J
U
��O
O
O
a o J
" - ��
��E
A
"
o o
o 0
V
D \
O
O
O
O \
o o
U
O
O U
O A
O
O
U
��O
N
N
O O
o 0
0 o
O
O , v
��
O
W
O
v
V O
N
O
n
C
N
3
3
S
" "
6 9
6 9
f D
V i 6 9
f A
N
6 9
6 9
w
b 9
6 9
6 9
6 9
J
a ,
W
6 9
6 9
A
6 9
6 9
6 9
6 9
f A
6 9
6 9
6 9
! A
6 9
U
: A
W
o o c o
t o
D \
6 9 D \
A
U
N
N
A
v
A
U
N
N
o o
N
w
A
O
N
U
F , .
O
N
i n
w
O
N
O
��l
C
��.
O
6 9 U
O ��
o o
O o
a ��
C
Q
O N O
C
O
A
O
��. A O
c n
I J
O ��
C
O
. ��
O
O
O
O
O
O
C
O
c n
O
O
O
a o O
O O
N
O
O
O
O
O
O
O
O
t o
O c A
b e " -
O ��
N
{ Q
O O
O O
O
O
O
O
O
O
O
O
O O
O O
w
W
A
" -
O N
J
O
O
J
w
A
O
O
O
O
O
O
O O
c n
O
O
O
O
O
O
O
O
O a o
O o 0
O
0 0
0
0
0
0
0 o
C
o
C
C
C
O
o
O
C
O
o
O
C
O
c
O
O C
O O
o
O
C
O
c
O
C
O
C
O
o
O
O
O
o
O
C
O
C C
O O
C c
O O
o
C
. C " .
O O
O
O
O
O
O O
O
O
O
O
O
O
O
O
n
C
N
3
3
S
77
ro
e
m
C21
x
c
eo
d
�•
�
��
o
n?
�'•
tiUQ
w
CD
9
s
o
v�
`°
�••
OQ
b
0.�
a
aCo
b
n
�'
in
-j
n
r
�
C
x
n
n
°'
z
�'
in
n
o
7i0Ln
N
n
w
c��D
c
00
y
�
w
ao
m
rN+
Vl
.N+
f11
00
O
N
UJi
69
J
b9
bs00
J
A
^'•
69
N
bs
�c
69
O
69
O
b9
O
69
O
N
A
O
91
6s
^
O
w
6)
"
Oho
w
6A
O
N
A
w
A
W
10
W
Els
O
65
O
6s
O
b5
O
C
Cl
10
O
O
O
O
o0
0o
J
O
oo
A
O
O
J
O
6n
N
Ip
55
N
IO
A
0o
?
N
69
In
w
J
be
N
A
A
A
6s
c.n
bs
Oo
VAi
W
w
1.6
C,
w
7,
0o
N
bs
0,
aD
W
m
DD
A
m
O
bs
N
�o
w
bs
--•
O
O
u,
f0
J
T
J
a
J
a
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
69
N
V1U1
IO
�c
�O
�O
6A
N
J
b9
vs
bs
O
bs
O
N
O
O
6A
w
p
bs
A
�o
b9
A
�c
6s
c.n
O,
un
Oo
J
N_
--`
.
W
N
.
oo
bs
W
J
69
r
�D
O
N
J
ao
O
41
OD
`moi
00
v
O
0o
A
O
O
oo
A
J
J
O
O
O
�.
O
O
O
O
O
O
O
O
!-
J
�...
�O
A
O
A
O
O
O
O
O
H
OAO
O,
A
J
rte+
JOAo
Q�
A
J
A
J
01
J
W
69
oo
•..•
J
A
bs
O
b9
Oo
'—
J
69
w
in
w
tJ
J
69
A
bs
10,b9
O
y,
u,
J
O�
N
J
(.n
w
A
oo
--
O
6A
O
w
--•
ut
b9
--
oo
0o
0o
N
...
ut
Ut
�
�D
.-
N
J
N
10
c.n
'J�
bs
vi
O�
N
�
N
O1,
�O
0o
O
6s
w
O
(Dj
C1
_
00
O
00
O
N
N
.-.
Go
O
O
oo
N
�O
C,
J
O
O
O
O
10
w
.—
�o
oo
N
A
—1
w
O
6A
69
En
W
J
V1
N
N
69
J
c.n
A
O
J
oo
O
bs
O�
J
C,
O
69
J
O�
oo
O�
b9
J
V,
O
69
O
69
O
EA
O
b9
ut
bsU
—
O
Vii
O
O
b9
w
bs
N
OD
65
oo
c.n
65
O
91
W
VVi
w
A
b9
W
69
W
J
69
O
Cn
W
Q
0
"'�
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
A
A
!
f
00
A
00
p�
A
J
V1
A
J
IJ
N
J
Do
O
1A
�D
A
N
N
W
N
IJ
N
b9
A
ut
69
?
w
69
U
O
69
J
bs
J
N
N
o0
69
J
0o
esv
bos
O
O
A
�D
O
ao
4i
�
A
oo
N
O
69
w
w
fu
m
00
O
OD
O
J
00
0o
N
O
O
0o
N
O
00
A
w
w
O
O
O�
w
O
J
10
0o
A
w
oo
J
O
�o
N
bA
�
6'9
f!9
J
N
N
69
.-.
J
O
bs
O
b9
O�
3
O
(A
--j
00
O�
69
in
O
Ut
O
c.n
O
U
O
ut
69
O
O
69
v.
O
O
G
cn
w
N
00
oo
69
ut
b9
O
W
N
69
W
A
W
bs
O
bs
w
J
.
b9
O
O
ut
O
1p
W
f0
CD
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
Cl
O
O
QQ
6A
6A
N
w
69
0o
U
O
y
Ca.
m
C7
ti
a
.w.
a
6A
69
7
y
w
.�-
En
N
A
N
O
CD
c
O
CD
.7
y
W
O
U
N
O
O
O
O,
O,
5
U
oo
x
w
W
vii
A
w
G�
w
c
N
w
O�
A
N
A
6s
W
6A
6A
N
U
69
0o
U
A
69
N
�--
6A
.91
.+
b9
6A
69
6A
w
.�-
En
N
A
bs
N
A
A
U
A
U
w
C
O
O
10
W
O
U
N
O
O
O
O,
O,
O,
U
oo
x
w
W
vii
A
w
G�
w
c
N
w
O�
A
N
A
A
'O
Oo
W
6A
w
oo
W
W
6A
U
N
�U
O
O
bs
w
w
W
w
O
J
�O
N
w
w
Q�
oo
6A
O
w
w
O�
o0
6A
O
C,
J
A
�
J
A
69
N
U
O
y
�-.
N
U
O
6A
0.
cn
O
O
6A
oo
in
O
O
C
C.
N
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
C
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
C
O
O
O
C
O
O
O
O
Cl
O
O
41
69
W
69
6A
69
O
6A
A
6A
�O
69
•-
A
w
W
N
6A
J
�
`�
J
A
00
A
69
Do
O
�
oo
O
69
oo
69
•-
ao
69
•-
IO
69
•-
10
69
W
W
b9
W
O
00
W
1
y
n
O
O
O
O
ON
--
O
O
�--
Q�
A
w
10
w
�+
O
O
Cl
O
O
U
A
O,
A
C7,
O
C�
O
W
J
00
J
6A
uq
6A
6A
00
U
bs
O
O
N
A
.-
10
O
fr9
U
69
A
N
10
bs
U
N
C,
91
~
r+
00
J
N
.+
�o
69
A
w
O�
bA
A
O
U
69
O
bs
W-•
O
69
N
O
O
6A
N
O
O
65
w
91
00
A
w
O
O
W
A
O
10
W
ao
O
1
oD
Oo
CD1
C
O
O
o0
w
.
O
8
U
W
00
N
N
O�
00
A
U
O
00
O
r
N
00
N
00
O
O
O
O
N
N
1
N
O
N
O
N
A
N
A
6A
O
bs
cn
b9
U
bs
w
bs
w
b9
O
bs
U
6A
O�
69
w
6A
C,
A
:j
N
O
6A
r
bs
6A
69
00
O
69
0o
O
66
W
U
O
U4
W
U
O
6A
O
U
O
O
O
U
O
O
W
C
Q
fC
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
m
N
w
A
cNii
w
oo
N
U
y3
O�
N
N
O
O
�
U
O
O
O
00
A
O
10
U
N
W
A
U
w
0o
N
O�
O
W
O
W
N
10
U
A
O�
w
N
6A
O
J
O
J
O
O
00
A
C
00
O
O
n
C
O
O
O
O
00
A
O
J
W
J
�D
W
N
U
U
10
N
v
.N.
0o
Cl
O
O
O
O
N
bA
69
bs
�
6A
fA
6A
6A
bs
69
69
U
6A
Q�
�]
O
faA
w
C
O
6A
O,
.
C
O
"
N
O
W
N
6A
W
N
O
6A
w
N
O
Us
O
O
609
0o
O
O
6A
W
U
O
O
w
U
C
O
•-
O
U
O
O
O
•-
O
U
O
O
O
�O
C
C.
(C
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
O
Cl
Cl
O
Cl
Cl
O
O
O
O
O
O
O
O
O
O
O
O
O
El
N
O
to
Z z
eo
M
fD
59
n
7y
<
'�
D
C
CD
G
.a
'b
w
°
NrA
CA
°
w
e
O
f0
o
4
�
aro
w
`�
N
t •
C
yd
�
v�•
'+
T�
^.I.
�•
aq
Ei
a
<
Lam.
o'
N
5
C
C1
r
M
�.
n
0
o
0'
00
n
°
9
o
0
w
N
n
w
0
M
�.
0
y
N
r
O
vAi
W
b9
O
b9
b9
b9
E6
J
b9
69
b9
b9
�
A
w
65
59
59
O
69
A
W
b9
N
0
y
N
r
O
vAi
W
b9
O
b9
b9
b9
E6
J
b9
69
b9
b9
�
A
w
69
O
b9
]
J
W
J
W
W
00
w
W
10O
J
O
O
O
O
O
O
O
O
O
O
O
O
O
C
O
O
O
O
O
O
O
oo
U
O
O
N
N
O
O
O
O
C
O
•+
h+
F+
r9
U
b9
b9
b9
W
69
iA
O.
EA
N
by
y,
J
Ip
O
Al
OD
A
O,
A
oo
O
69
N
to
C
O
69
bs
Oo
O
A
J
69
.-.
w
J
N
U
bs
N
N
b9
O
J
to
O
oo
N
0
00
00
O
N
O
O
O
N
U
O
O
to
A
oo
A
O
to
O
O
N
O
J
O
O
O
O
O
O
O
O
O
O
C
O
O
O
O
O
O
O
O
O
O
O
O
O
C
O
O
O
C
O
C
O
O
Cl
O
O
C
O
O
O
C
O
O
O
w
w
n
N
O�
N
a
W
A
oo
U
O
L6
b9
000
in
.�-•
bs
tJ
69N
bs
N
O
O
oo
N
W
W
N
J
V
O
O
O
O
O
O
O
O
O
O
O
C9
O
00
O
O
Cl
O
N
00
N
00
gw
O
to
69
to
b9
:9
b3
b9
N
69
A
b9
69
�o
b9
0
N
N
A
�O
oo
w
N
dj
w
oo
�O
9
b_
bs
69
f,9
ao
O
w
C
C
U
J-
O
�]
b9
C,
U
N
A
J
O
A
to
W
U
O
O
N
W
lea
O
8
91
O
8
.
U
to
as
J
U
W
.-
oo
O
O
O
A
W
�O
O
O
O
O
C
O
O
O,
O
C
O
U
Cl
O
oo
O
O
C
N
O
O
N
O
:n
W
O
ZA
w
b9
w
w
b9
'
bo,
b9
N
'O
EA
N
yi
b9
N
A
°�
y,
b9
69
0o
�
O
N
O.
(p
rA
fA
W
J
IJ
O,
O
O
O
C
O
O
O
O
O
u
O
O
U
O
O
Ln
O
O
O
�D
N
fD
O
O
O
O
O
O
O
O
O
O
O
O
C
O
O
O
O
O
O
O
O
O
O
O
C
O
O
O
O
O
O
O
O
O
O
O
G
O
O
OEA
O
O
O
O
N
N
w
r
�]
b3
00
00
O
J
A
b9
w
b9
69
pj
�O
�O
Al
h9
N
N
O
U
69
O
N
O
A
O
O
bs
A
A
69
in
b
o
A
fn
W
A
cr
A
O
J
'O
O
O
O
O
m
O
O
O
to
O
10
N
C
O
IJ
'°
10
oo
Cl
O
w
O
n:
b9
�
O
w
�°
w
b3
69
N
b9
69
A
b9
b9
�
N
eL
a
h9HA
oo
O
^
C
vi
6'9
W
J
N
m
C,
O
O
O
C
O
A
J
W
O
U
O
W
O
J
O
O
O
to
O
O
C
O
U
N
O
O
U
O
U
O
O
O
"O
N
t1
(p
O
O
N
N
A
O
O
r
O
O
O
O
O
O
O
O
O
O
O
O
O
A
ep
O
O
O
O
O
O
C
O
=
O
O
O
C
O
O
0
O
0
O
O
O
0
O
0
C
Cl
O
O
O
0
C
O
O
O
O
O
O
O
G
O
C
O
O
0
P
Q
C: 0
Q n
o
3 o
Q (D
Q r"l
(D V+
3 r*
cr
CD lD
W 3
P
N
O_
ti n n y o v o 0 o m G� z a 5 a 5 z m a
a
O ° x
ww N •° ' o y0 d o CD
ro W o o ° -s yC < G
G7 r" a N g' � g C y c m(D rn c
cn
y H ry b 7 0 � (�D Ga. p �' o
ago C7 �' < on � a ° a w
C K O
69 Erg 6'9 69 69 69 69 69 69 69 69
O O O O O O O O O O O
O O O O O O O O O O O
O O O O O O O O O O O
69
Q� 69 fr9 69
O 69 69 69 6A O O 4i 69 69 69
N O O O O O c.n O O O O
J O Cl O O O O oo O O O
69
ff3 69 69 fro Ery
O O O O O
O O O O n O
C
Q -
CD
O
c
Q �S
C)
-n p
Q C
CD
cn
' :.
h —h
v, CD Cl)
CD
3 ,..IL
CD
3
a- 3
CD
O
N
O
O
N
n
N
C
CDf
M
7
C
Q -
CD
O
c
Q �S
C)
-n p
Q C
CD
cn
' :.
h —h
v, CD Cl)
CD
3 ,..IL
CD
3
a- 3
CD
O
N
O
O
n
C
CDf
M
7
CI
v
O
7
�
�
S
O
O O O
vii
cin
O
O O O
C
Q -
CD
O
c
Q �S
C)
-n p
Q C
CD
cn
' :.
h —h
v, CD Cl)
CD
3 ,..IL
CD
3
a- 3
CD
O
N
O
O
CDf
d
v
O
O
vAi
tAi�
O
O
C
Q -
CD
O
c
Q �S
C)
-n p
Q C
CD
cn
' :.
h —h
v, CD Cl)
CD
3 ,..IL
CD
3
a- 3
CD
O
N
O
O
rb
v
O
x
n
rn
N
o
r
O
s
CD
n
�
n
y
o 0
o
❑ a
N
W
N
W
V3
O
69
O
69
O
69
O
69
O
69
O
69
O
69
O
65
O
69
O
bA
O
69
O
w a
EA
GA
N
W
N
W
V3
O
69
O
69
O
69
O
69
O
69
O
69
O
69
O
65
O
69
O
bA
O
69
O
O
O
O
O
Cl
O
O
O
O
O
O
O
O
O
FA
69
000
0000
i-+
69
N
ff3
A
A
A
A
N
Oo
N
Go
N
.-•
A
J
b9
N
bA
�D
Do
O
'�1
W
W
J
J
000
000
69
J
69
Cn
69
69
69
V1
Vi
J
J
J
O
O�
A
O
O
O
O
O
C
C2
CD
J
Q
S B o
Q (D �^M
cn YI
/� , V -h
VJ (D •
CD e�F
3
C
CD
W
N
C�
CO
SA
a
O
A
0
0
0
V
�
CD
00
69
Q�
C
r+
O
N
oo
0
C
W
O
�
k �
m
rfl
w
p
7 m
0
0
0
0
o
0C
=
�
69
69
X
0
G
ti
TI
O
S
3
o
Q
(D
�^
a)
o
�
p'F
C
SU
�
rf
X11
C/)
(D
'^
S
h
CD
CAV,
fA
�+
69
k
SA
a
O
A
0
0
0
W
C
V
�
CD
00
69
Q�
C
r+
O
N
oo
0
C
W
O
�
(D
0)
7
0
0
0
0
W
C
�
V
�
CD
A
O
fsf
A
O
O
O
0
`<
0
0
C
Cl)
(D
0)
7
0
0
0
0
o
0C
=
�
69
69
X
0
G
TI
O
S
3
o
Q
(D
�^
a)
Cj)
(n
p'F
C
SU
0
rf
X11
C/)
(D
'^
S
h
CD
CAV,
fA
�+
69
W
3
00
cry
o�
C
a
CD
1
VI
w
cn
N
C)
N
0
�
�
a
m
A
O
fsf
A
O
O
O
.�n
0
0
0
0
0
0
0
0
�
69
69
n
A
n
fA
�+
69
69
00
cry
o�
C
VI
O�
cn
N
C
�
�
a
O
69
O
O
O
O
O
O
O
O
O
O
O
O
O
O
N
O_
69
b9
f0
0
0
0
o
a
co
m
0
0
0
0
m
fA
d9
1
F�
N
69
Q`
7
VO
w
01
69
cn
N
Q
�
Co
10
N
a,
TOWN OF GULF STREAM
WATER USAGE REPORT
Unaudited
As of September 30, 2019
TABLE OF CONTENTS
SECTION
PAGE(S)
Comparative Water Use By Consumer By Year ........................................
WaterUsage Chart Analysis.....................................................................
BI -MONTHLY U
In Thousands of G
CONSUMER/YEAR
Non -Residential
YTD EACH I I ROM PREVIOUS FROM BASE
YEAR/SEP YEAR YEAR
1998-1999
2055
2424
2509
2793
2545
1920
14246
2.63%
2.63%
1999-2000
2340
2212
3085
2499
2368
2505
15009
5.36%
8.13%
2000-2001
2587
3239
2034
2044
1639
1926
13469
-10.26%
-2.97%
2001-2002
2493
2781
2990
4966
3745
4251
21226
57.59%
52.91%
2003-2004
2554
2377
2528
2486
2716
1909
14570
-39.94%
4.96%
2004 2005
::.:19:.:.::.:::
124$ ::::•:::•:.854
:.:.:.:.:...
17.13%
1:529:.:::::.:.:897:
:.
56:786..::;...
.
2005-2006
768
731
838
870
830
736
4773
-24.20%
-65.61%
3326
5402
4014
:::�54:a
aa873:
4.27%
:::1.::6570
::
Fs2:87°�b
2007-2008
1991
2323
1744
2340
1873
1756
12027
/0 83.06
13.36 /o
3285
3996
3059
1477
2541
2006:18i4:
17113
::�:::::1:406:1::::::::::::::1:6:91:%
-31.51%
.................
2009-2010
2767
2875
3047
2627
2833
2847
16996
20.87%
22.44%
2013-2014
4095
3650
5434
4359
6764
6058
30360
73.20%
2011-2012
2508
2780
3311
3002
1879
185215332
-11.88%
10.45%
65;3;3:°(0
::.:::;:;:;Y;:;:;:;:;7W:QQP
2015-2016
10096
2693
2721
.........
............
1:56�
:�36:6...Q% ...
:::::::::.......�:�::::16:F6°Ic
::................
2013-2014
1804
2013
2290
2167
2394
1676
12344
13.46%
-11.07%
.......................................................................
2Q14 -2a1:5
::::2402::::::::
.......
::::::::::: =23:25°10
1909:::::::2321:::::::239Q
2017-2018
:::::::::2
j 53:
............
:::125:17
...
:::::::::::::::::::::: -3;44:°l
...................
.:::::::::::::::::::::::: :83a/a
2015-2016
2264
2208
3505
2031
2776
2153
14937
29.97%
7.61%
.......................................................................................
29:99:::::::1698::::::::2213::::::::T99Ei::::::1$77:::::::
183E35
:::::::::::: 12: $8°!0
::-26:74%',
1468:
::::::11447.::::::::::2:87°10.::::::::::::-17:53?e
..I.........
.............
......(.
2017-2018
2239
2076
2117
1939
1525
1410
11306
1.82%
-18.55%
20 15-29:is9
::36
::::::::Tl
30:::::::
1:1:1:9::::::::::1003:1::::::::::::
13:53°l0
.::.:.:.: .: .: ..:-27:4%
2003-2004
5111
5789
5692
4804
5159
3947
30502
1.43%
22.08%
2.......5
:9fi?1$:::::::
4$i:$ :::::::492$
::::::.:....:.....:.:...........
::...::
26624
::::....7:1:4..
:.. .
..................
.........................................................................................................................
2005-2006
3657
6410
4995
4595
4010
3034
26701
0.29%
6.87%
2007-2008
3365
3867
3214
3890
3063
3306
20705
-11.52%
17.13%
6.. P/a
2009 2010
4177
4843
4290
3326
5402
4014
26052
17.91%
4.27%
4100 :::�:�::3947.::�::�:::
3794�:�:�::�:::
3693 ::......23.:�::�::�:2b90:
::::..
2 .157
:::�:�::�:�.....$ ....
..........15.32•/a
2011-2012
2755
3285
3996
3059
1477
2541
17113
-19.11%
-31.51%
.20.....
:: 443' ' '
`' ' < .5:.:...
• • • • 7fl •:•:•:•:......::::1:7
....22..........32...........8&.::::�:.34.8.
,.........5.9
2
:::::::::::::2;43°�
.................
:::: >:;:;:;>:;:;:;:;_' :: ' 'o
..........29,$4•l4
2013-2014
4095
3650
5434
4359
6764
6058
30360
73.20%
21.51%',
20:14.2Q:1:5;:;:,»: >:.:.:.:
.:.5265::::
>: >6552:...27.4:
>:.:::987.2:.:;:.:;:10289>:.:.:.:.:.::7942::
..........................................
;:: »:.:5019A:::::.::
65;3;3:°(0
::.:::;:;:;Y;:;:;:;:;7W:QQP
2015-2016
10096
2693
2721
3287
2896
3958
25651
61.15%
2.67%
201 H•20:1 :...::.::::::.::.::::
3698::::.:::3268:::.:.::::3266:•:.::::::317.1:•:•:•:•:.1:8:
...
............
968&
.......
::::::::::: =23:25°10
...................
:: :•:•:-21::27°/a',
2017-2018
3374
3359
3888
3660
2828
3829
20938
6.36%
-16.20%
........................................................................................
:::::::3003::::::
:
183E35
:::::::::::: 12: $8°!0
::-26:74%',
Sin le Familv Homes
2Q(i1=2002
......
296fi8 ::::::2661:8
::::::3697:5
2002-2003
35071
24089
24128
30384
29849
31167174688
2.91%
4.18%
2Q03 2004 :::::::::::::::311$6>::::2751:5::
.........................................................
............
i
......
:::::::: ::::::8 15°!°
...................
2004-2005
32413
33996
31794
33735
31363
38497201798
6.81%
20.35%
2005 2Q06::: >:::::::::
;:271:56:.>:33138:::
..................................
32096 >:::::38z.1:5:.:.:.:.:35519>::.:
>:29935::
............
;.:;:196559
::::. ::::::::::::2;60%.
:::.:_:.:_:.:.:.:.:_:.:17.23°(0
2006-2007
38690
33333
32246
30716
17384
23790
176159
-10.38%
5.06%
........................................................................................
>:2523x::::::25202
:
`,:•:150903
........
::::::::::: -,44:34%b'
......
>: :::-:19:00"/°
...................
2008-2009
23738
29807
31867
31036
24808
26862
168118
11.41%
0.26%
.........................................................
"'.70
...
::17U599
::::::::::::: }:48%
................
:•:•:1::74?/o
2010-2011
33571
26758
29254
32047
27142
25869
174641
1.75%
4.16%
2011:-�b:12 ::-»::::::::::
.....................
'1499 ::::::23346::
>:::
22667>:::::
26319: >:::21109>:::::
..........
2$T5$ ::::::144695::::
....
...
>::::::: =32:98%u
................
:::: »::::: >: 1'3:70?/0
............_....o.
2012-2013
24994
32072
26250
27949
23455
23385
158105
11.09/0
5.71/0
.
»158673>6:23
2014-2015
23988
26103
22099
. 25617
27687
22936
148430
9.65 /°
...........-11.48%
::::17566.:::::::::::::20:78°%
:: ...........
2016 2017
33182
28758
30529
34067
34082
32980
193598
14.53%
15.46%
57%..........
o
7,6
.. .
2018-2019
35845
30635
23595
33374
39153
27378
189980
32.67%
13.306%
Total G/S Meters
2003-2004
38851
35681
38460
39397
47371
34238
233998
2.18%13.29%
2005-2006
31581
40279
37929
44180
40359
33705
228033
-2.85%
10.41%
2Q06: 20Q7 ::::::::::::::....4'1
::::::.5Q4d.....2102.......
g.:.......
1
2. 2 .2 ..:
..•°'
...
16 I30
9:61 %�
,. ,......... .
::........:::-9:20"/.0
2007-2008
29103
32213
26639
35246
30170
30264
183635
10.91%
-11.09%
37.427:::::2683::::::
.....................
C;25%C
...................
:::::::::::::::1;:09%0
2009-2010
39938
31249
30561
29845
42908
39146:
213647
4.58%
3.44%
.......................................
2010 2(J1 }:::::•::::•::::::405}7::::::
.......................................................................................................................................
...........................................................................................
33b80 ::::::
367&7 :::7G3
::::
32823 ' '
' ' ' .. ....:::::
.
2:1:2638
_ :::::•::::::t:4S°7o
.........
' ' ' ::•:::::•:::2:95°fo
2011-2012
27762
29411
34974
32380
24465
28148
177140
-31.48%
-14.23%
........................................................................................:...................................................
............................................................................................................................................
..........143•:•:::
29056::::::28757:
•:::::
hgZ203
::::::::::::1.79%...:..:.:.:.:.:.:.:.:.:...9:360
2013-2014
32450
35358
34548
32952
36001
30068
201377
11.79%
2.50%
2......1.5
...........5.:::::
.....:•:...................
:::::4 %
.........................3.....
2015-2016
41332
30479
31019
35805
39187
40183
218005
29.180,X
5.55%
25:OO�..
2017-2018
33232
30534
37767
39409
32832
38620
212394
-19.60%
16%,
2018 2019
:::.....:.:::::
ti857Q
.....:.:.:.:......::::::...
.. .::22x:74:2::::::52%
:: :.:I .......
Graph
Page 1
GULF STREAM WATER USAGE CHART ANALYSIS
280000
AUG -SEP
240000
■ JUN-JUL
c
U
■ APR -MAY
M
L
FEB -MAR
A
T
■ DEC -JAN
200000
I
V
■ OCT-NOV
E
0
0
0
S
160000
G
A
L
L
O
N
S
120000
B
I
L
L
E
D
80000
1,
ii
40000
0
2004- 2005- 2006- 2007- 2008- 2009- 2010- 2011- 2012- 2013- 2014- 2015- 2016-
2017- 2018-
2005 2006 2007 2008 2009 2010 2011 2012 2013 2014 2015 2016 2017
2018 2019
BILLING PERIODS FOR EACH FISCAL YEAR BETWEEN FY 04 TO FY 17
Page 1
QIOUC
® Gulf Stream Police Department�
F`A' Activity Report
From 9/1/2019 Through 9/30/2019
Activity
Count
ALARMS
13
ASSIST OTHER DEPARTMENT
9
DIRECTED PATROL
131
MISSING PERSONS (ALZHEIMER'S)
1
POLICE SERVICE
8
SUSPICIOUS PERSON
I
SUSPICIOUS VEHICLE
I
TOWN ORDINANCE VIOLATION
42
TOWN ORDINANCE VIOLATION (DOG)
1
TRAFFIC CRASH
1
TRAFFIC CONTACTS
116
Gulf Stream Police Department~
�`�'' Activity Report
From 9/1/2018 Through 9/30/2018
Activity
Count
ALARMS
18
ASSIST OTHER DEPARTMENT
16
BURGLARY CONVEYANCE (ATTEMPTED)
1
DIRECTED PATROL
139
MOTORIST ASSIST
1
POLICE SERVICE
10
SUSPICIOUS INCIDENT
2
SUSPICIOUS PERSON
1
TOWN ORDINANCE VIOLATION
34
TOWN ORDINANCE VIOLATION (DOG)
1
TRAFFIC COMPLAINT
4
TRAFFIC CONTACTS
107
INTER -OFFICE MEMORANDUM
TOWN OF GULF STREAM, FLORIDA
OFFICE OF THE TOWN MANAGER
GREGORY L. DUNHAM
DATE: 10/11/2019
TO: Mayor Morgan and Town Commissioners
RE: Personnel Policy Handbook Revisions
The original Personnel Policy Handbook, "handbook" was created when Scott Harrington was the
Town Manager (August, 1991 — August, 1996). The handbook was revised three times:
• August 24, 2004
• October 10, 2007
• July 10, 2015
When I read the handbook, I believed some sections needed more clarity and transparency as to
how the policies were to be enforced. Employees are the most import resource the Town has.
The goal of these revisions is to further enhance the quality of the work experience between our
employees and the Town of Gulf Stream.
The staff will highlight the most significant changes to the handbook during the meeting.
RECOMMENDATION:
Make a motion to approve the Personnel Policy Handbook revisions as submitted.
TOWN OF GULF STREAM
FLORIDA
PERSONNEL POLICY HANDBOOK
HUMAN RESOURCE PERFORMANCE CONSULTANTS
P.O. Box 2683, Brandon FL, 33509-2683
Telephone: (813) 657-8128; Mobile: (813) 786-8872 or (772) 201-2737;
Fax: (813) 657-9127; E-mail: hmcmm@aol.com
Revised - August 24, 2004
Revised — October 10, 2007
Revised —July 10, 2015
Revised — October 13,
2019
Contents
IntroductoryStatement............................................................................................................1
Section 1 - Employment
Natureof Employment.............................................................................................................2
EmployeeRelations................................................................................................................. 2
EqualEmployment Opportunity............................................................................................... 3
Hiringof Relatives................................................................................................................... 3
ImmigrationLaw Compliance...................................................................................................4
Conflictsof Interest..................................................................................................................5
OutsideEmployment................................................................................................................ 6
Life Threatening Illnesses in the Workplace............................................................................. 7
Section 2 - Employment Status and Records
EmploymentCategories........................................................................................................... 8
Accessto Personnel File........................................................................................................... 9
PersonnelData Changes........................................................................................................... 9
IntroductoryPeriod...................................................................................................................9
EmploymentApplications...................................................................................................... 10
EmploymentScreening......................................................................................................................... 10
Section 3 - Employee Benefit Programs
EmployeeBenefits..................................................................................................................11
Vacation..................................................................................................................................12
Holidays.................................................................................................................................. 16
SickLeave............................................................................................................................... 17
BereavementLeave................................................................................................................. 19
Voting and Parent Teacher Conference Leave......................................................................... 20
JuryDuty Leave...................................................................................................................... 21
WitnessDuty Leave................................................................................................................ 22
Educational Assistance and Educational Leave........................................................................ 22
Life, Health, Vision and Dentallnsurance.................................................................................. 24
Health Reimbursement Account (HRA).................................................................................... 24
WorkersCompensation Insurance........................................................................................... 25
BenefitsContinuation (COBRA)............................................................................................... 25
RetirementPlans................................................................................................................... 27
LongevityPay......................................................................................................................... 27
Section 4 - Timekeeping and Payroll
Timekeeping............................................................................................................................28
PayrollSchedule......................................................................................................................28
Payday.....................................................................................................................................29
PayDeductions........................................................................................................................29
Administrative Pay Corrections.............................................:................................................ 30
EmploymentTermination.......................................................................................................30
Section 5 - Work Conditions and Hours
Safety.......................................................................................................................................32
WorkSchedules.......................................................................................................................33
BusinessTravel........................................................................................................................ 33
VehicleAllowance................................................................................................................... 35
Use of Phone, Internet and Mail Systems................................................................................ 35
Smoking................................................................................................................................... 36
MealPeriods............................................................................................................................ 36
Overtime.................................................................................................................................. 36
Useof Equipment..................................................................................................................... 37
EmergencyClosing................................................................................................................... 38
Section 6 - Leaves of Absence
UnpaidPersonal Leave............................................................................................................39
MilitaryLeave..........................................................................................................................40
Pregnancy -Related Absences...................................................................................................41
OtherUnpaid Leave.................................................................................................................42
Section 7 - Employee Conduct
EmployeeConduct and Work Rules........................................................................................ 43
Town Procurement Cards, Credit Cards and House Accounts........................................................44
PublicRecords......................................................................................................................................45
ReportingWrongdoing...........................................................................................................46
Drugand Alcohol Use............................................................................................................. 46
Sexualand Other Unlawful Harassment................................................................................. 47
Attendanceand Punctuality....................................................................................................47
PersonalAppearance...............................................................................................................48
Returnof Property...................................................................................................................48
Resignation..............................................................................................................................48
Section 8 - Disciplinary Procedures
DisciplinaryProcedures........................................................................................................................49
EMPLOYEE ACKNOWLEDGEMENT FORM................................................................................50
APPENDIX I - GRIEVANCE PROCEDURE
APPENDIX 11 — ALCOHOL AND DRUG ABUSE POLICY
INTRODUCTORY STATEMENT
This handbook has been developed to introduce you to the Town of Gulf Stream and provide you
with information about working conditions and some of the policies affecting your employment. Take the
time to read this manual. It describes what the Town expects from you as an employee, and the programs
the Town has adopted for your benefit. One of our objectives is to provide a work environment that assists
you in both personal and professional growth.
No employee handbook can anticipate every circumstance or question about policy. The need may
arise, and the Town reserves the right to revise, supplement, or rescind any policies or portion of the handbook
from time to time as it deems appropriate. The only exception to any changes is our employment -at -will
policy permitting you or the Town to end our relationship for any reason at any time. Employees will, of
course, be notified of such changes to the handbook as they occur.
This handbeek does not ap*Portions of this handbook are not applicable to the position of Town
Manager, Town Clerk or Police Chief. An o.,,pleyee in this ' sitio TJ Employees in these positions are
appointed directly by the Town Commission and serve at the Commission's direction and pleasure.
Additionally, employees of the Police Department are subject to the Departmental General Orders;
t they should read that manual.
The final page of this manual is an Employee Acknowledgment Form that all employees should read
and sign to acknowledge that they have read this handbook.
Section 1 - Employment
NATURE OF EMPLOYMENT
This handbook is intended to provide employees with a general understanding of our personnel
policies. Employees are encouraged to familiarize themselves with the contents of this handbook, for it will
answer many common questions concerning employment with the Town.
However, this handbook cannot anticipate every situation or answer every question about
employment. It is not an employment contract and is not intended to create contractual obligations of any
kind. Neither the employee nor the Town is bound to continue the employment relationship if either chooses,
at its will, to end the relationship at any time.
In order to retain necessary flexibility in the administration of policies and procedures, the Town
reserves the right to change, revise, or eliminate any of the policies and/or benefits described in this handbook,
except for its policy of employment -at -will. The only recognized deviations from the stated policies are those
authorized and signed by the Town Manager under direction of the Town Commission.
EMPLOYEE RELATIONS
The Town believes that the work conditions, wages, and benefits it offers to its employees are
competitive with those offered by other public sector employers in this area. If employees have concerns
about work conditions or compensation, they are strongly encouraged to voice these concerns openly and
directly to their supervisor. If problems or concerns cannot be resolved at the immediate -supervisor level,
the employee may request a review by the Town Manager.
Our experience has shown that when employees deal openly and directly with supervisors, the work
environment can be excellent, communications can be clear, and attitudes can be positive. We believe that the
Town amply demonstrates its commitment to employees by responding effectively to employee concerns.
2
EQUAL EMPLOYMENT OPPORTUNITY
In order to provide equal employment and advancement opportunities to all individuals, employment
decisions by the Town will be based on merit, qualifications, and abilities. The Town does not discriminate
in employment opportunities or practices based on race, color, religion, sex, national origin, age, disability,
marital status, or any other characteristic protected by law.
The Town will make reasonable accommodations for qualified individuals with known disabilities
unless doing so would result in an undue hardship to the Town. This policy governs all aspects of
employment, including selection, job assignment, compensation, discipline, termination, and access to
benefits and training.
Employees with questions or concerns about any type of discrimination in the workplace are
encouraged to bring these issues to the attention of their immediate supervisor or the Town Manager.
Employees can raise concerns and make reports without fear of reprisal. Anyone found to be engaging in
any type of unlawful discrimination will be subject to disciplinary action, up to and including termination of
employment.
HIRING OF RELATIVES
The employment of relatives in the same area of an organization may cause serious conflicts and
problems with favoritism and employee morale. In addition to claims of partiality in treatment at work,
personal conflicts from outside the work environment ean-may be affived introduced into day-to-day working
relationships.
Florida state law prohibits municipal officials from appointing, employing, promoting or advancing,
or advocating for appointment, employment, promotion or advancement any relative in the municipality for
which the official serves. An official is defined as an employee with the authority to execute or recommend
the appointment, employment, promotion or advancement of other individuals within the organization. A
relative is defined as father, mother, son, daughter, brother, sister, uncle, aunt, first cousin, nephew, niece,
husband, wife, father-in-law, mother-in-law, son-in-law, daughter-in-law, brother -in law, sister-in-law,
stepfather, stepmother, stepson, stepdaughter, stepbrother, stepsister, half-brother or half-sister.
3
It shall further be the policy of the Town that relatives of persons currently employed by the
Town may be hired only if they will not be working directly for or supervising a relative or will not occupy a
position in the same line of authority within the organization. This policy applies to any relative, higher or
lower in the organization, who has the authority to review employment decisions. Town employees cannot be
transferred into such a reporting relationship.
If the relative relationship is established after employment, the individuals concerned will decide who
is to be transferred. If that decision is not made within 30 calendar days, management will decide.
In other cases where a conflict or the potential for conflict arises, even if there is no supervisory
relationship involved, the parties may be separated by reassignment or terminated from employment.
For the purposes of this policy, a relative is any person who is related by blood or marriage, or whose
relationship with the employee is like that of persons who are related by blood or marriage.
IMMIGRATION LAW COMPLLANCE
The Town is committed to employing only United States citizens and aliens who are authorized to
work in the United States, and does not unlawfully discriminate based on citizenship or national origin.
In compliance with the Immigration Reform and Control Act of 1986, each new employee, as a
condition of employment, must complete the Employment Eligibility Verification Form I-9 and present
documentation establishing identity and employment eligibility. Former employees who are rehired must
also complete the form if they have not completed an I-9 with the Town within the past three years, or if their
previous I-9 is no longer retained or valid.
Employees with questions or seeking more information on immigration Law issues are encouraged
to contact the Town Clerk. Employees may raise questions or complaints about immigration Law compliance
without fear of reprisal.
CONFLICTS OF INTEREST
Town employees have an obligation to conduct Town business within guidelines that prohibit actual
or potential conflicts of interest. This policy establishes only the framework within which the Town wishes
such business to operate. The purpose of these guidelines is to provide general direction so that employees
can seek further clarification on issues related to the subject of acceptable standards of operation. Contact the
Town Manager for more information or questions about conflicts of interest.
Transactions with outside funis must be conducted within a framework established and controlled by
the executive level of the Town (i.e., Town Manager and Town Commission, and Chief of Police if
applicable). Business dealings with outside firms should not result in unusual gains for or from those firms.
Unusual gain refers to bribes, product bonuses, special fringe benefits, unusual price breaks, and other
windfalls designed to ultimately benefit either the employer, the employee, or both. Promotional plans that
could be interpreted to involve unusual gain require specific executive -level approval.
An actual or potential conflict of interest occurs when an employee is in a position to influence a
decision that may result in a personal gain for that employee or for a relative as a result of the Town's business
dealings. For the purposes of this policy, a relative is any person who is related by blood or marriage, or
whose relationship with the employee is similar to that of persons who are related by blood or marriage.
No "presumption of guilt" is created by the mere existence of a relationship with outside firms.
However, if an employee has any influence on transactions involving purchases, contracts, or leases, it is
imperative that he or she disclose to the Town Manager as soon as possible the existence of any actual or
potential conflict of interest so that safeguards can be established to protect all parties.
Personal gain may result not only in cases where an employee or relative has a significant ownership
in a firm with which the Town does business but also when an employee or relative receives any kickback,
bribe, substantial gift, or special consideration as a result of any transaction or business dealings involving
the Town.
OUTSIDE EMPLOYMENT
Outside employment by pollee pe e 4s--ee er-ed i the Pell e Depa,4.,,o fit Ge eFal Order-
whiek requires that ....,.h o.....',,..ment must first be approved by the Town Manager or Chief of Police.
Employees may hold outside jobs only if they continue to -meet the performance standards of their
job with the Town. All employees will be judged by the same performance standards and will be subject to
the Town's scheduling demands, regardless of any existing outside work requirements.
If the Town determines that an employee's outside work interferes with performance or the ability to
meet the requirements of the Town as they are modified from time to time, the employee may be asked to
terminate the outside employment if he or she wishes to remain with the Town.
Outside employment that constitutes a conflict of interest is prohibited. Employees may not receive
any income or material gain from individuals outside the Town for materials produced or services rendered
while performing their jobs for the Town.
In addition to the above, outside employment by sworn police officers is regulated by Section 561.25,
Florida Statutes, which generally prohibits sworn officers from having ownership in or being employed by
establishments that have a state liquor license.
0
LIFE-THREATENING ILLNESSES IN THE WORKPLACE
Employees with life-threatening illnesses, such as cancer, heart disease, and AIDS, often wish to
continue their normal pursuits, including work, to the extent allowed by their condition. The Town supports
these endeavors as long as employees are able to meet acceptable performance standards. As in the case of
other disabilities, the Town will make reasonable accommodations in accordance with all legal requirements
to allow qualified employees with life-threatening illnesses to perform the essential functions of their jobs.
Medical information about individual employees is treated confidentially. The Town will take
reasonable precautions to protect such information from inappropriate disclosure. Managers and other
employees have a responsibility to respect and maintain the confidentiality of employee medical information.
Anyone inappropriately disclosing such information is subject to disciplinary action, up to and including
termination of employment.
Employees with questions or concerns about life-threatening illnesses are encouraged to contact the
Town Manager or Town Clerk for information and referral to appropriate services and resources.
7
Section 2 - Employment Status and Records
EMPLOYMENT CATEGORIES
It is the intent of the Town to clarify the employment -at -will definitions of employment classifications
so that employees understand their employment status and benefit eligibility. These classifications do not
guarantee employment for any specified period.
Each employee is designated as either NONEXEMPT or EXEMPT from federal and state wage and
hour laws. NONEXEMPT employees are entitled to overtime pay under the specific provisions of federal
and state laws. An employee's EXEMPT or NONEXEMPT classification may be changed only upon written
notification by the Town management.
In addition to the above categories, each employee will belong to one other employment category:
➢ REGULAR FULL-TIME employees are those who are not in a temporary or
intr-odtietoi-yTrobationaa status and who are regularly scheduled to work the Town's full-time
schedule. Generally, they are eligible for the Town's benefit package, subject to the terms, conditions,
and limitations of each benefit program.
➢ PART-TIME employees are those who are not assigned to a temporary or
intr-oduetei=)Vrobationary status and who are regularly scheduled to work less than 30 hours per week.
While they do receive all legally required benefits (such as Social Security and workers' compensation
insurance), they are ineligible for the Town's other benefit programs, except where otherwise noted.
➢ NTROD CTnnvPROBATIONARY employees are those whose performance is being evaluated
to determine whether further employment in a specific position or with the Town is appropriate.
Employees who satisfactorily complete the ' robationa period will be notified of their
new employment classification.
➢ TEMPORARY employees are those who are hired as interim replacements, to temporarily
supplement the work force, or to assist in the completion of a specific project. Employment
assignments in this category are of limited duration. Employment beyond any initially stated period
does not in any way imply a change in employment status. Temporary employees retain that status
unless and until notified of a change. While temporary employees receive all legally required
benefits (such as workers' compensation insurance and Social Security), they are ineligible for all the
Town's other benefit programs.
�' A C C E S S T O P E R S O N N E L F I L E S
T h e T o w n m a i n t a i n s a p e r s o n n e l f i l e o n e a c h e m p l o y e e . T h e p e r s o n n e l f i l e i n c l u d e s s u c h i n f o r m a t i o n
a s t h e e m p l o y e e ' s j o b a p p l i c a t i o n , r e s u m e , t a x w i t h h o l d i n g f o r m s , r e c o r d s o f t r a i n i n g , d o c u m e n t a t i o n o f
p e r f o r m a n c e a p p r a i s a l s a n d s a l a r y i n c r e a s e s , a n d o t h e r e m p l o y m e n t r e c o r d s .
U n d e r F l o r i d a l a w , p e r s o n n e l f i l e s a r e p u b l i c r e c o r d s a v a i l a b l e f o r p u b l i c i n s p e c t i o n . H o w e v e r ,
m e d i c a l i n f o r m a t i o n c o n t a i n e d i n a n e m p l o y e e ' s p e r s o n n e l f i l e i s e x e m p t f r o m t h e p u b l i c d i s c l o s u r e l a w a n d
m a y n o t b e r e l e a s e d w i t h o u t a c o u r t o r d e r o r t h e e m p l o y e e ' s w r i t t e n p e r m i s s i o n . T h e l a w a l s o o h i b i t s -
,
a F d l e s s o f t h e o f f i e e r ' s e e f f e a t o p k ) e n t s t a t u s A l l o t h e r e x e m p t i o n s t o p u b l i c r e c o r d d i s c l o s u r e s w i l l
b e f o l l o w e d a s o u t l i n e d b y F l o r i d a S t a t u t e 1 1 9 .
P e F S o n T E m p l o y e e s w h o w i s h t o r e v i e w a - - t h e i r o w n p e r s o n n e l f i l e s h o u l d c o n t a c t t h e T o w n
M a n a g e f C l e r k o r H u m a n R e s o u r c e s D i r e c t o r . W i t h r e a s o n a b l e a d v a n c e n o t i c e , t h e e m p l o y e e ' s o w n p e r s o n n e l
f i l e s - m a y b e r e v i e w e d i n t h e T o w n ' s o f f i c e s d u r i n g r e g u l a r b u s i n e s s h o u r s .
P E R S O N N E L D A T A C H A N G E S
I t i s t h e r e s p o n s i b i l i t y o f e a c h e m p l o y e e t o p r o m p t l y n o t i f y t h e T o w n o f a n y c h a n g e s i n p e r s o n n e l
d a t a . P e r s o n a l m a i l i n g a d d r e s s e s , t e l e p h o n e n u m b e r s , n u m b e r a n d n a m e s o f d e p e n d e n t s , i n d i v i d u a l s t o b e
c o n t a c t e d i n t h e e v e n t o f a n e m e r g e n c y , e d u c a t i o n a l a c c o m p l i s h m e n t s , a n d o t h e r s u c h s t a t u s r e p o r t s s h o u l d
b e a c c u r a t e a n d c u r r e n t a t a l l t i m e s . I f a n y p e r s o n n e l d a t a h a s c h a n g e d , n o t i f y t h e H u m a n R e s o u r c e s D i r e c t o r .
E N T R O D U C 4 O R Y P R O B A T I O N A R Y P E R I O D
T h e i n t r - e d t t e t e F y p r o b a t i o n a r y e m p l o y m e n t p e r i o d i s i n t e n d e d t o g i v e n e w e m p l o y e e s t h e o p p o r t u n i t y
t o d e m o n s t r a t e t h e i r a b i l i t y t o a c h i e v e a s a t i s f a c t o r y l e v e l o f p e r f o r m a n c e a n d t o d e t e r m i n e w h e t h e r t h e n e w
p o s i t i o n m e e t s t h e i r e x p e c t a t i o n s . T h e T o w n u s e s t h i s p e r i o d t o e v a l u a t e e m p l o y e e c a p a b i l i t i e s , w o r k h a b i t s ,
a n d o v e r a l l p e r f o r m a n c e . E i t h e r t h e e m p l o y e e o r t h e T o w n m a y e n d t h e e m p l o y m e n t r e l a t i o n s h i p a t a n y t i m e
d u r i n g o r a f t e r t h e i n t r - e d w t o p f p E g b a t i o n a a p e r i o d , w i t h o r w i t h o u t c a u s e o r a d v a n c e n o t i c e .
9
All new and rehired employees work on an ' robationary basis_ Police Department
positions have a probationary period of 365 calendar days (12 months) after their date of hire. All other
positions have a probationary period for- tof 180 calendar days (4)1 76 months) after their date of hire.
Any
significant absence will automatically extend a ifAFeduetofyprobationary period by the length of the absence.
If the Town determines that the designated ' robationaperiod does not allow sufficient
time to thoroughly evaluate the employee's performance, the ' robationa period may be
extended for a specified period.
Upon satisfactory completion of the ' robationa period, employees enter the "regular"
employment classification.
EMPLOYMENT APPLICATIONS
The Town relies upon the accuracy of information contained in the employment application, as well
as the accuracy of other data presented throughout the hiring process and employment. Any mis-
representations, falsifications, or material omissions in any of this information or data may result in the Town's
exclusion of the individual from further consideration for employment or, if the person has been hired,
termination of employment.
PRE-EMPLOYMENT SCREENING
The Town believes that to promote a harmonious and safe work environment for all emplovees, as
well as the residents and others conducting business with the Town, the Town must take precautions to only
hire well qualified individuals. In addition, all Police Officer applicants must meet Florida Department of
Law Enforcement (FDLE) requirements. For positions that are responsible for the Town's finances or will
have access to Town credit or house accounts, a credit history may also be required.
10
Section 3 - Employee Benefit Programs
EMPLOYEE BENEFITS
Eligible employees of the Town are provided a wide range of benefits. A number of the programs
(such as Social Security, workers' compensation, and unemployment insurance) cover all employees in the
manner prescribed by Law.
Benefits eligibility is dependent upon a variety of factors, including employee classification. Your
supervisor can identify the programs for which you are eligible. Details of many of these programs can be
found elsewhere in the employee handbook.
Some benefit programs require contributions from the employee, but most are fully paid by the Town.
The following benefit programs are available to eligible employees:
➢ Vacation
➢
Holidays
➢
Sick Leave
➢
Bereavement Leave
➢
Voting and Parent/teacher Conference Leave
➢
Jury Duty Leave
➢
Witness Duty Leave
➢
Educational Assistance and Educational Leave
➢
Life, Health, Vision and Dental Insurance
➢
Health Reimbursement Account (HRA)
➢
Worker's Compensation Insurance
➢
Benefits Continuation (COBRA)
➢
Retirement Plans
11
VACATION
Employees in the following employment classification(s) are eligible to earn and use vacation time as
described in this policy:
➢ Regular full-time employees
➢ 14;t-redu0,4eFyProbationaa police officers after 6 months
➢ Part-time employees
Vacation time off with pay is available to eligible employees to provide opportunities for rest, relaxation,
and personal pursuits.
The amount of paid vacation time employees receive each year increases with the length of their
employment as shown in the following schedule. Vacation is calculated based on the fiscal year of
employment, with October 1 as the start of the Town's fiscal year. Newly hired employees begin to accrue
vacation time at a rate of 10 days 80 hours per year - .833 days 6.664 hours per month - after their
iatr-oduetoi-�qrobationaa period concludes. Upon the next October 1, vacation accrual will become 11 s
88 hours per year, and will increase annually upon October 1
12
VACATION Dnve
i~rccnr YEAR n>~
Aft-ef .833 days 10 days
On Oet 1 of first year- a .916 days 14 -days
Regular- full time
employee
2 yeafs day Sys
I yea}' 10 days 13 days
4 yeafs 1. 16 day 14 days
5 yeas 1.25 day 15 days
1.33
7 years 4 -days 17 Sys
$year 1.5 19 days
9 yews 1.59 days 19 day
10 yews mays Sys
11year-s 1-�5-4ay-s m days
1years 1.93 days 22 days
13 yews 1� 4ays Sys
}¢yews 24ays 24 days
15 year -s and t,eyana 2.8$ days 25 days
13
FISCAL YEAR OF
VACATION DAYS
Earned Monthly
Earned Yearly
After probationary period
6.664 hours
80 hours
On Oct. 1 of first year as a
7.328 hours
88 hours
Regular full-time
2 years
8 hours
96 hours
3years
8.64 hours
104 hours
4 years
9.28 hours
112 hours
5 years
10 hours
120 hours
6 years
10.64 hours
128 hours
7 years
11.328 hours
136 hours
8 years
12 hours
144 hours
9 year
12.64 hours
152 hours
10 year
13.28 hours
160 hours
11 years
14 hours
168 hours
12 year
14.64 hours
176 hours
13 years
15.328 hours
184 hours
14 years
16 hours
192 hours
15 years and beyond
16.64 hours
200 hours
After one year of employment, part-time employees who work an average of 20 hours or more per
week shall earn five 40 hours of vacation time each year.
i=- - — -- —
14
Employees do not accrue vacation time during leave of absence without pay, suspension without pay,
or any other type of leave without pay.
Paid vacation time can be used in minimum increments of one-half day. Employees may use up to
fivedays- 40 hours of vacation prior to accrual each year, with the approval of the employee's department
head. To take vacation, employees shall request advance approval from their supervisors. Requests
will be reviewed based on a number of factors, including business needs and staffmg requirements.
Vacation time off is paid at the employee's base pay rate at the time of vacation. It does not include
overtime or any special forms of compensation such as incentives, commissions, bonuses, or shift
differentials.
An employee who does not use all of their vacation time earned during a fiscal year may rollover a
maximum of 40 hours to be used during the next fiscal year. If the employee chooses to not rollover any
unused vacation time into the next fiscal year, the unused vacation hours will be paid out at the employee's
current base rate of pay at the end of the fiscal year in September. An employee's vacation bank shall be
capped at a maximum of 40 hours.
In cases where unusual circumstances prevent an employee from using vacation time during a given
year, consideration will be granted for adjustment of carry-over rate and requirements to use vacation time.
Upon termination of employment, if the employee has served at least six continuous months in the
Town's employ immediately prior to termination, employees will be paid for unused vacation time that has
been earned through the last day of work. However, if the Town, in its sole discretion, terminates employment
for cause, forfeiture of unused vacation time may result.
Any Town employee that chooses to do so may donate some of their accrued vacation time to any
active Town of Gulf Stream employee who has been on sick leave for an extended period of time.
15
HOLIDAYS
Employee classification(s) that qualify for paid holidays are:
➢ Regular full-time employees
➢ itr-edueto Probationary employees
The Town will grant holiday time off to all employees on the 11 holidays listed below.
➢ New Year's Day (January 1)
➢ Martin Luther King Jr. Day (3rd Monday in January)
➢ Presidents' Day (third Monday in February)
➢ Good Friday (Friday before Easter)
➢ Memorial Day (last Monday in May)
➢ Independence Day (July 4)
➢ Labor Day (first Monday in September)
➢ Veterans' Day (November II)
➢ Thanksgiving (fourth Thursday in November) and the following Friday
➢ Christmas (December 25)
➢ Floating holiday (One day to be chosen by the employee with the approval of their
supervisor.)
The Town will grant paid holiday time off to all eligible employees immediately upon assignment
to an eligible employment classification. Holiday pay will be calculated based on the employee's
straight -time pay rate (as of the date of the holiday) times the number of hours the employee would
otherwise have worked on that day.
16
If a recognized holiday falls during an eligible employee's paid absence (e.g., vacation, sick
leave), holiday pay will be provided instead of the paid time off benefit that would otherwise have
applied. Holiday time will not be charged against an employee's accrued vacation time or sick
leave.
If an eligible nonexempt employee works on a recognized holiday, he or she will receive enebe
aid at twice the employee's a of paid ti ffie off at . othe . time to be appfeved 1.y the o ..le.,oe�
strperiser day -!-,regular rate ofpay
Paid time off for holidays will not be counted as hours worked for the purposes of determining
overtime.
SICK LEAVE
Employee classification(s) that qualify for paid sick leave are:
➢ Regular full-time employees
➢ Ifedt+cter--yProbationary employees p&li e���
Eligible employees will accrue sick leave benefits at the rate of "� 96 hours per year (
8 hours for every full month of service).
The Town provides paid sick leave benefits to all eligible employees for periods of temporary
absence related to illnesses or non -work-related injuries, pregnancy, exposure to a contagious
disease, or for medical or dental appointments. Sick leave may also be used to care for an immediate
family member who is ill.
The Town defines "immediate family" as the employee's natural, adopted or foster mother, father,
sister, brother, son or daughter; spouse; mother-in-law; father-in-law; grandparents or grandchildren.
Special consideration may also be given to any other person whose association with the employee is
like any of the above relationships, such as those who reside in the employee's household.
Paid sick leave can be used in minimum increments of one half day four 4) hours. Accrued sick
leave is to be used only for actual illness, injury, medical appointments or care for a family member,
as outlined above. Employees who are unable to report to work because of illness or injury should
notify their direct supervisor at least three hours before the scheduled start of their workday if
possible. The direct supervisor must also be contacted on each additional day of absence. Use of
17
sick leave based on false claims shall be deemed cause for dismissal, and employees failing to notify
their supervisor or the k Town Manager of a reason for absence over three days' time shall
be considered to have resigned.
If an employee is absent for three or more consecutive days because of illness or injury, he or she
may be requested to provide a physician's statement verifying the disability and its beginning and
expected ending dates. If an employee anticipates being absent for more than five days because of
sickness or injury, the leave request must be accompanied by a physician's statement. Employees
requesting more than 12 days of sick leave must advise their supervisor or the Town Fdefl-Manager
of the request and a probable return date. Such notice and documentation may be required as a
condition to receiving sick leave benefits.
Sick leave benefits will be calculated based on the employee's base pay rate at the time of absence
and will not include any special forms of compensation, such as incentives, commissions, bonuses,
or shift differentials. Sick leave benefits will not accrue during a leave of absence without pay,
suspension without pay, or when an employee is otherwise in a non -pay status.
The Town views sick leave as a benefit to be used only when an employee or an immediate family
member is ill or injured. Abuse of sick leave will not be tolerated. However, the Town also
appreciates employees who are fortunate enough to remain healthy and able to report to work. At the
end of each fiscal year, the Town's Unused Sick Leave Bonus Program provides monetary rewards
to eligible employees for sick leave earned but not used in the previous fiscal year. As shown in the
following schedule, the bonus is paid at a rate of one day's pay for every thme days 24 hours -of
unused sick leave for those employees with 4x-48 hours or more unused sick daytime earned in the
previous fiscal year. Those employees who earn less than six sick days 48 hours of sick leave or use
more than sig sick days 48 hours of sick leave in a fiscal year are not eligible for the bonus program.
For the purposes of the bonus program, the first 12 days 96 hours of sick leave used in a single fiscal
year will be considered to have been time earned in that fiscal year.
UNUSED SICK LEAVE BW,�S PROGRI-40,41
Menus Paid hi
Sys "ay -s
14 -days
10 days
a4ay-s
18
I 'A� 2 y
6 -days "ays
fess th « 6 days
UNUSED SICK LEAVE BONUS PROGRAM
Sick Hours Remaining From Those
Accrued In Previous Fiscal Year
Bonus Paid In
Regular Daily Wage Equivalent
96 hours
32 hours
88 hours
29.36 hours
80 hours
26.64 hours
72 hours
24 hours
64 hours
21.36 hours
56 hours
18.64 hours
48 hours
16 hours
Fewer than 47 hours
0 hours
Bonus payments do not affect accrual of sick leave benefits. All unused day -s - hours for which a
bonus is given remain available to the employee to use in future years.
Unused sick leave benefits will be allowed to accumulate up to 120 d Ws_260 hours. However, those
employees who accrue the maximum number of dam hours will still be eligible for the bonus program at the
end of each fiscal year. All unused sick leave will be forfeited upon separation of employment from the Town.
BEREAVEMENT LEAVE
Employee classification(s) that qualify for paid bereavement leave are:
➢ Regular full-time employees
19
�' P r o b a t i o n a r y e m p l o y e e s
I f a n e m p l o y e e w i s h e s t o t a k e t i m e o f f b e c a u s e o f t h e d e a t h o f a n i m m e d i a t e f a m i l y m e m b e r , t h e e m p l o y e e
s h o u l d n o t i f y h i s o r h e r s u p e r v i s o r i m m e d i a t e l y . E m p l o y e e s w i l l b e g r a n t e d u p t o t h r e e d a y s - o f p a i d t i m e o f f
t o a l l o w t h e e m p l o y e e t o a t t e n d t h e f u n e r a l a n d m a k e a n y n e c e s s a r y a r r a n g e m e n t s a s s o c i a t e d w i t h t h e d e a t h .
A p p r o v a l o f b e r e a v e m e n t l e a v e w i l l o c c u r i n t h e a b s e n c e o f u n u s u a l o p e r a t i n g r e q u i r e m e n t s . A n y
e m p l o y e e m a y , w i t h t h e s u p e r v i s o r ' s a p p r o v a l , u s e a n y a v a i l a b l e p a i d l e a v e f o r a d d i t i o n a l t i m e o f f a s
n e c e s s a r y . T h e T o w n m a y , h o w e v e r , r e q u i r e v e r i f i c a t i o n o f t h e d e a t h b e f o r e b e r e a v e m e n t o r o t h e r l e a v e i s
g i v e n .
T h e T o w n d e f i n e s " i m m e d i a t e f a m i l y " a s t h e e m p l o y e e ' s n a t u r a l , a d o p t e d o r f o s t e r m o t h e r , f a t h e r , s i s t e r ,
b r o t h e r , s o n o r d a u g h t e r ; s p o u s e ; m o t h e r - i n - l a w ; f a t h e r - i n - l a w ; g r a n d p a r e n t s o r g r a n d c h i l d r e n . S p e c i a l
c o n s i d e r a t i o n m a y a l s o b e g i v e n t o a n y o t h e r p e r s o n w h o s e a s s o c i a t i o n w i t h t h e e m p l o y e e w a s l i k e a n y o f t h e
a b o v e r e l a t i o n s h i p s , s u c h a s t h o s e w h o r e s i d e i n t h e e m p l o y e e ' s h o u s e h o l d .
V O T I N G a n d P A R E N T / T E A C H E R C O N F E R E N C E L E A V E
a r e :
E m p l o y e e c l a s s i f i c a t i o n ( s ) t h a t q u a l i f y f o r p a i d t i m e o f f t o v o t e a n d t o a t t e n d p a r e n t / t e a c h e r c o n f e r e n c e s
�' R e g u l a r f u l l - t i m e e m p l o y e e s
�' P r o b a t i o n a r y e m p l o y e e s
T h e T o w n e n c o u r a g e s e m p l o y e e s t o f u l f i l l t h e i r c i v i c r e s p o n s i b i l i t i e s b y p a r t i c i p a t i n g i n e l e c t i o n s , a n d
t h e i r p a r e n t a l r e s p o n s i b i l i t i e s b y s u p p o r t i n g t h e e f f o r t s o f t h e i r c h i l d r e n ' s s c h o o l t e a c h e r s .
G e n e r a l l y , e m p l o y e e s c a n f i n d t i m e t o v o t e e i t h e r b e f o r e o r a f t e r t h e i r r e g u l a r w o r k s c h e d u l e . I f
e m p l o y e e s a r e u n a b l e t o v o t e i n a n e l e c t i o n d u r i n g t h e i r n o n w o r k i n g h o u r s , t h e T o w n w i l l g r a n t u p t o t w o
h o u r s o f p a i d t i m e o f f t o v o t e .
2 0
Additionally, the Town will grant employees up to four hours of paid time off per school year to meet
with their children's school teachers to discuss report cards or for other conferences pertaining to their
children's academic progress, as requested.
Employees should request time off from their supervisor at least two working days prior to election day
or the day of the scheduled parent/teacher conference. Advance notice is required so that the necessary time
off can be scheduled to cause the least disruption to the normal work schedule.
JURY DUTY LEAVE
Employee classifications that qualify for paid jury duty leave are:
➢ Regular full-time employees
➢ lrejeteffProbationary employees
The Town encourages employees to fulfill their civic responsibilities by serving jury duty when required.
Employees will be paid the difference between jury duty pay and the employee's regular salary.
Employees must show the jury duty summons to their supervisor as soon as possible so that the supervisor
may decide to accommodate their absence. Employees are expected to report for work whenever the court
schedule permits.
Either the Town or the employee may request an excuse from jury duty if, in the Town's judgment, the
employee's absence would create serious operational difficulties.
The Town will continue to provide health insurance benefits for eligible employees for the full term of
the jury duty absence.
21
WITNESS DUTY LEAVE
Employee classifications that qualify for witness duty leave are:
➢ Regular full-time employees
➢ IteteFyProbationary employees
➢ Part-time employees
The Town encourages employees to appear in court for witness duty when subpoenaed to do so. The
subpoena should be shown to the employee's supervisor immediately after it is received so that operating
requirements can be adjusted, where necessary, to accommodate the employee's absence. The employee is
expected to report for work whenever the court schedule permits.
If employees have been subpoenaed or otherwise requested to testify as witnesses by the Town, they will
aid fif e off for- the entire pe ea of witness duty, they will receive their regular hourly rate of pay if
scheduled to work that day. If the employee has to appear on their regularly scheduled day off, they will
receive pay at their overtime rate for the entire per4ad of witiiess dtA that day, with a three hour minimum.
Employees will be granted unpaid time off to appear in court as a witness when requested by a party other
than the Town. Employees are free to use any available paid leave benefit (e.g., vacation leave) to receive
compensation for this period of absence.
EDUCATIONAL ASSISTANCE AND EDUCATIONAL LEAVE
are:
Employee classifications that qualify for paid educational assistance and paid or unpaid educational leave
➢ Regular full-time employees
22
The Town recognizes the knowledge and skills of its employees are critical to the success of the
organization. The educational assistance program encourages personal development through formal education
so employees can improve job- related skills or enhance their ability to compete for other reasonably attainable
jobs within the Town.
The Town will provide educational assistance in the form of partial or full tuition payments to eligible
employees immediately upon assignment to an eligible employment classification. To maintain eligibility,
employees must remain on the active payroll and be performing their job satisfactorily through completion of
each course.
Individual courses or those that are part of a degree, licensing, or certification program must be related to
the employee's current job duties or a foreseeable future position in the organization in order to be eligible for
educational assistance. Upon recommendation by the employee's department head, the Town Manager will
determine whether a course relates to an employee's current job or a foreseeable future position.
The amount of tuition to be reimbursed by the Town will be determined on a case-by-case basis,
depending on successful completion of course work, the degree of relevance to the employee's job, availability
of funds, etc. Accordingly, employees will be required to submit their report cards, certificates, and/or a
written summary of the course and its applicability to the Town as a condition of receiving this benefit.
While educational assistance is expected to enhance employees' performance and professional abilities,
the Town cannot guarantee that participation in formal education will entitle the employee to automatic
advancement, a different job assignment, or pay increases. Employees should contact their supervisor for
more information or questions about educational assistance.
The Town also provides paid and unpaid leaves of absence to eligible employees who wish to take time
off from work duties to pursue course work that is applicable to their job duties with the Town. When deemed
appropriate by the Town Manager based upon a recommendation by the employee's department head, the
Town will provide paid time off to eligible employees to take examinations or to attend professional meetings,
seminars or conferences when such activities will contribute to the effectiveness of the employee's service to
the Town.
23
Subject to the terms, conditions, and limitations of the applicable plans, the Town will continue to provide
health insurance benefits for the full period of the approved educational leave. Benefit accruals, such as
vacation, sick leave, or holiday benefits, will be suspended during unpaid leave and will resume upon return
to active employment.
When an unpaid educational leave ends, every reasonable effort will be made to return the employee to
the same position, if it is available, or to a similar available position for which the employee is qualified.
However, the Town cannot guarantee reinstatement in all cases.
Educational leave is conditional, and an employee granted leave may be required to return to work at any
time as work conditions dictate. If an employee fails to report to work promptly at the end of the approved
leave period or when otherwise requested to return, the Town will assume that the employee has resigned.
LIFE, HEALTH, VISION and DENTAL INSURANCE
Employee classifications that qualify for Town insurance programs are:
➢ Regular full-time employees
➢ I#red +etefyProbationaa full-time employees
The Town provides health insurance to all eligible employees. In addition, the Town provides life, dental
and vision insurance for the entire family. Policies pertaining to these programs are provided separately from
this manual.
24
HEALTH REIMBURSEMENT ACCOUNT (HRA)
Eligible employees are provided an amount each year to be used for out of pocket expenses related
to qualified medical expenses such as: Co -pays, calendar year deductibles and cost of medical expenses not
covered by the insurance providers. The reimbursement option also covers the family members even if the
family members are not enrolled in the Town 's medical insurance plans.After- th fee yeaFs of eligi 4e
empleymen4 the unused pei4ien of the HRA is vested and ean be used and withdr-awn by the empleye
Withdraws from the employee's HRA account are governed by the Federal IRS guidelines. The policy
pertaining to this program is provided separately from this manual.
WORKERS' COMPENSATION INSURANCE
Employee classifications that qualify for workers' compensation insurance are:
➢ Regular full-time employees
➢ kAr-eduster}Probationary employees
➢ Part-time employees
➢ Temporary employees
The Town provides a comprehensive workers' compensation insurance program at no cost to employees.
This program covers any injury or illness suffered in the course of employment that requires medical, surgical,
or hospital treatment. Subject to applicable legal requirements, workers' compensation insurance provides
benefits after a short waiting period or, if the employee is hospitalized, immediately.
Employees who suffer work-related injuries or illnesses should inform their supervisor immediately. No
matter how minor an on-the-job injury may appear, it is important that it be reported immediately. This will
enable an eligible employee to qualify for coverage as quickly as possible. Failure to report an injury may
result in loss of workers' compensation benefits.
25
BENEFITS Continuation (COBRA)
Employee classifications that qualify for COBRA benefits continuation are:
➢ Regular full-time employees
➢ kAFE) w4efyProbationary full-time employees
The federal Consolidated Omnibus Budget Reconciliation Act (COBRA) gives employees and their
qualified beneficiaries the opportunity to continue health insurance coverage under the Town's health plan
when a "qualifying event" would normally result in the loss of eligibility. Some common qualifying events
are resignation, termination of employment, or death of an employee; a reduction in an employee's hours or
a leave of absence; an employee's divorce or legal separation; and a dependent child no longer meeting
eligibility requirements.
Under COBRA, the employee or beneficiary pays the full cost of coverage at the Town's group rates, plus
an administration fee.
The Town provides each eligible employee with a written notice describing rights granted under COBRA
at the time of a qualifying event. The notice contains important information about the employee's rights and
obligations.
OTHER POST EMPLOYMENT BENEFITS (OPEB)
The Town provides retired employees,p to the age of 65, the opportunity to purchase the same
health insurance plan currently offered to active employees. The cost shall be 100% the responsibility, of the
retired employee. If the retired employee re-enters the workforce with any entity, they shall forfeit this right.
To be eligible to retire from the Town, an employee must work at least five (5) full years continuously with
the Town and be a minimum of fifty-nine and one half (59 ''V2) years old. Employees who meet the age and
vestment employment requirements, but are discharged by the Town, shall not qualify for the OPEB benefit
that relates to the health insurance plan.
26
RETIREMENT PLANS
Employee classifications that qualify for retirement plan benefits are:
➢ Regular full-time employees
➢ latfadoetefyProbationary fu" time employees- police officers after six (6) months
The Town offers eligible employees a 401 (a) defined contribution plan and a 457 deferred compensation
plan to allow employees to accrue funds toward a retirement benefit. The polices pertaining to these programs
are provided to employees separately from this manual.
27
Section 4 - Timekeeping and Payroll
TIMEKEEPING
Accurately recording time worked is the responsibility of every nonexempt employee. Federal and
state laws require the Town to keep an accurate record of time worked in order to calculate employee pay and
benefits. Time worked is all the time spent on the job performing assigned duties.
Nonexempt employees should accurately record the time they begin and end their work, as well as
the beginning and ending time of each meal period. They should also record the beginning and ending time
of any split shift or departure from work for personal reasons. Overtime work must always be approved before
it is performed.
It is the employee's responsibility to sign his or her time record to certify the accuracy of all time
recorded. The supervisor will review and then initial the time record before submitting it for payroll
processing.
PAYROLLSCHEDULE
The Town is on a two-week payroll schedule which begins on a Saturday and ends on a Friday. All-
time records must be complete and to the supervisor no later than the Monday morning following the end of
a payroll period, or as directed by the supervisor.
Werk sehedules e based an an eight hour- • ork day All benefits, such as vacation and sick time,
also are predicated on an eight-hour work day. Accordingly, any change in the number of hours in the work
day will result in a corresponding change in benefit calculations.
W
PAYDAY
All employees are paid biweekly, on every other Wednesday. Employees may select to have their
paychecks in either paper form or by direct deposit. Each paycheck will include earnings for all work
performed through the end of the previous payroll period.
If a regularly scheduled payday falls on a day off, such as a holiday, employees will receive pay on
the last day of work before the regularly scheduled payday.
If a regular payday falls during an employee's vacation, and the employee does not participate in
direct deposit, the employee's paycheck will be available upon his or her return from vacation.
PAY DEDUCTIONS
The law requires that the Town make certain deductions from every employee's compensation.
Among these are applicable federal, state, and local income taxes. The Town also, must deduct Social Security
taxes on each employee's earnings up to a specified limit that is called the Social Security "wage base." The
Town matches the amount of Social Security taxes paid by each employee.
Nonexempt employees will be paid only for actual hours worked unless they receive benefits under
the town paid time off, vacation, sickness, disability, or other leave policies.
Exempt employees are paid on a salary basis and, in general, must be paid their full salary for any week
in which they perform work. Their pay may be reduced in the following circumstances:
➢ Violation of safety rule and policies
➢ Violation of workplace conduct policies
➢ Intermittent leave taken under the Family & Medical Leave Act (FMLA)
29
The Town will reimburse any exempt employee whose pay is reduced in violation of this policy. If you
feel your pay has been improperly reduced, please notify your supervisor or the Town Manager. (See
Appendix 1 - Grievance Procedure)
The Town offers programs and benefits beyond those required by law. Eligible employees may
voluntarily authorize deductions from their pay checks to cover the costs of participation in these programs.
If you have questions concerning why deductions were made from your pay check or how they were
calculated, your supervisor can assist in having your questions answered.
ADMINISTRATIVE PAY CORRECTIONS
The Town takes all reasonable steps to ensure that employees receive the correct amount of pay in
each paycheck and that employees are paid promptly on the scheduled payday.
In the unlikely event that there is an error in the amount of pay, the employee should promptly bring
the discrepancy to the attention of the "ice Cler-kChief f inancial Officer so that corrections can be made as
quickly as possible.
EMPLOYMENT TERMINATION
Termination of employment is a reality in any organization, and many of the reasons for termination are
routine. Below are examples of some of the most common circumstances under which employment is
terminated:
➢ Resignation- voluntary employment termination initiated by an employee.
Discharge- involuntary employment termination initiated by the organization.
30
�' R e t i r e m e n t v o l u n t a r y e m p l o y m e n t t e r m i n a t i o n i n i t i a t e d b y t h e e m p l o y e e w h o h a s b e e n e m y l o y e d
w i t h t h e T o w n f o r a m i n i m u m o f f i v e c o n s e c u t i v e y e a r s a n d h a s r e a c h e d t h e a g e o f f i f t y - n i n e a n d a
h a l f ( 5 9 V A
B e c a u s e e m p l o y m e n t w i t h t h e T o w n i s b a s e d o n m u t u a l c o n s e n t , b o t h t h e e m p l o y e e a n d t h e T o w n h a v e
t h e r i g h t t o t e r m i n a t e e m p l o y m e n t a t w i l l , w i t h o r w i t h o u t c a u s e , a t a n y t i m e . E m p l o y e e s w i l l r e c e i v e t h e i r
f i n a l p a y i n a c c o r d a n c e w i t h a p p l i c a b l e s t a t e l a w .
E m p l o y e e b e n e f i t s w i l l b e a f f e c t e d b y e m p l o y m e n t t e r m i n a t i o n i n t h e f o l l o w i n g m a n n e r . A l l a c c r u e d ,
v e s t e d b e n e f i t s t h a t a r e d u e a n d p a y a b l e a t t e r m i n a t i o n w i l l b e p a i d . U n u s e d s i c k l e a v e w i l l b e f o r f e i t e d . S o m e
b e n e f i t s m a y b e c o n t i n u e d a t t h e e m p l o y e e ' s e x p e n s e i f t h e e m p l o y e e s o c h o o s e s ( s e e B E N E F I T S
C O N T I N U A T I O N i n S e c t i o n 3 a b o v e ) . T h e e m p l o y e e w i l l b e n o t i f i e d i n w r i t i n g o f t h e b e n e f i t s t h a t m a y b e
c o n t i n u e d a n d o f t h e t e r m s , c o n d i t i o n s , a n d l i m i t a t i o n s o f s u c h c o n t i n u a n c e .
3 1
Section 5 - Work Conditions and Hours
SAFETY
To assist in providing a safe and healthful work environment for employees, customers, and visitors,
the Town has established a workplace safety program. This program is a top priority for the Town. The Town
Manager and department heads have responsibility for implementing, administering, monitoring, and
evaluating the safety program. Its success depends on the alertness and personal commitment of all.
The Town provides information to employees about workplace safety and health issues through
regular internal communication channels such as supervisor -employee meetings, bulletin board posting,
memos, or other written communication.
Employees and supervisors receive periodic workplace safety training. The training covers potential
safety and health hazards, and safe work practices and procedures to eliminate or minimize hazards.
Some of the best safety improvement ideas come from employees. Those with ideas, concerns, or
suggestions for improved safety in the workplace are encouraged to raise them with their supervisor, or with
another supervisor or manager, or bring them to the attention of the Town Manager. Reports and concerns
about workplace safety issues may be made anonymously if the employee wishes. All reports can be made
without fear of reprisal.
Each employee is expected to obey safety rules and to exercise caution in all work activities.
Employees must immediately report any unsafe condition to the appropriate supervisor. Employees who
violate safety standards, who cause hazardous or dangerous situations, or who fail to report or, where
appropriate, remedy such situations, may be subject to disciplinary action, up to and including termination of
employment.
In the case of accidents that result in injury, regardless of how insignificant the injury may appear,
employees should immediately notify the appropriate supervisor. Such reports are necessary to comply with
laws and initiate insurance and workers' compensation benefits procedures. The Town Manager and Police
Chief shall determine if a drug or alcohol test should be administered if an employee has an accident while
on duty.
32
WORK SCHEDULES
Work schedules for employees may vary throughout our organization, but a typical work week is
comprised of five, eight-hour days for a total of 40 hours for all employees other than police officers. The
Town Manager shall establish individual work schedules of all Town employees, except for members of the
Police Department. The Chief of Police, or his designee, shall establish work schedules for members of the
Police Department, subject to policy approval by the Town Manager.
Staffing needs and operational demands may necessitate variations in starting and ending times, as
well as variations in the total hours that may be scheduled each day and week. All employees are subject to
call in case of emergency or as otherwise deemed necessary by the Town Manager, Police Chief
or Mayor.
BUSINESS TRAVEL
The Town reimburses employees at a per -diem rate for reasonable business travel expenses incurred
while on assignments away from the normal work location. All business travel must be approved in advance
by the immediate supervisor.
Employees whose travel plans have been approved are responsible for making their own travel
arrangements.
When travel is approved, the actual costs of travel, meals, lodging, and other expenses directly related
to accomplishing business travel objectives will be reimbursed up to the established per -diem rate, which is
based on Internal Revenue Service deduction allowances for travel and entertainment. The etffFeat IRS
mai+ual is available ble i„ the T.....,, Glee-''^ e ffiee. The current IRS schedule for deduction allowances for travel
and entertainment can be found at www.irs.gov.
Expenses exceeding the per -diem rate will be the employee's own responsibility. Exceptions to the
per -diem limit may be considered at the discretion of the Town Manager in cases with extenuating
circumstances, such as travel to high-cost localities.
33
Expenses that generally will be reimbursed include the following:
➢ Airfare or train fare for travel in coach or economy class or the lowest available fare.
➢ Car rental fees for compact or mid-sized cars.
➢ Fares for shuttle or airport bus service, where available; costs of public transportation for other ground
travel.
➢ Taxi fares, only when there is no less-expensive alternative.
➢ Mileage costs for use of personal cars, only when less-expensive transportation is not available.
➢ Cost of standard accommodations in low- to mid -priced hotels, motels, or similar lodgings or the
published base rate for the conference hotel.
➢ Cost of meals for the employee only, excluding alcoholic beverages.
➢ Charges for telephone calls, facsimile machine use, and similar services required for business
purposes.
Employees who are involved in an accident while traveling on business must promptly report the incident
to their immediate supervisor. The Town Manager and/or the Police Chief reserve the right to have the
employee submit to a drug or alcohol test. If the employee refuses it can be grounds for disciplinary action up
to and including termination. Vehicles owned, leased, or rented by the Town may not be used for personal
use without prior approval.
When travel is completed, employees should submit completed travel expense reports within the current
pay period. Reports should be accompanied by receipts for all individual expenses and/or an accounting of
mileage in personal cars.
Employees should contact their supervisor for guidance and assistance on procedures related to travel
arrangements, expense reports, reimbursement for specific expenses, or any other business travel issues.
34
USE OF PHONE, INTERNET AND MAIL SYSTEMS
T e lti f ^ the al � the telephone. Excessive personal use of the
., o f � p
telephone is disseuraged prohibited. An employee may be subject to disciplinary action for excessive
personal use of the telephone.
The use of Town -paid postage for personal correspondence is tiot peiiiiittetpiohihitcd.
To ensure effective telephone communications, employees should always speak in a courteous and
professional manner. Please confirm information provided by the caller and hang up only after the caller has
done so.
Emnlovees must use caution while using Internet_or Email services to protect the T'own's computer
hardware from malicious attacks. Internet services should not be used for visiting, browsing or posting on
personal social media accounts. Employees found to be abusing internet privileges or practicing unsafe
internet and Email etiquette may be subject to disciplinary actions including having Internet and Email
privileges restricted or revoked and up to termination.
35
RIM)
In keeping with the Town's intent to provide a safe and healthful work environment, smoking is
prohibited throughout all Town buildings and vehicles. Debris (ashes, butts) from smoking outside of
buildings and vehicles should be disposed of properly. There should be no smoking within 20 feet of any
opening of any town owned building.
This policy applies equally to all employees, customers, and visitors.
MEAL PERIODS
All full-time employees are provided with one 30 minute meal period each workday. Supervisors
will schedule meal periods to accommodate operating requirements. F , .,I ,00� �• *11 be elievoa or all active
responsibilities and r-estrietions der-ing meal periods and will not be eampensated for- tha4 time-.
OVERTIME
When operating requirements or other needs cannot be met during regular working hours, employees
may be scheduled to work overtime hours. When possible, advance notification of these mandatory
assignments will be provided. All overtime work must receive the supervisor's prior authorization. Overtime
assignments will be distributed as equitably as practical to all employees qualified to perform the required
work.
Overtime compensation is paid to all nonexempt employees in accordance with federal and state wage
and hour restrictions. Overtime pay is based on actual hours worked. Time off on sick leave, vacation leave,
or any leave of absence will not be considered hours worked for purposes of performing overtime calculations.
In lieu of paying the overtime premium, the town may grant compensatory time off at a future time.
Compensatory time will be given at the rate of 1 %z hour off for each overtime hour worked, or a combination.
M.
Employees who have accrued compensatory time will be given an opportunity to take such time off
within a reasonable period. The utilization of compensatory time will be handled in much the same manner
as vacation time or other time off. Use of the time must be approved by the department head after a timely
request has been made.
If the department head or Town Manager concludes that the taking of compensatory time off is too
disruptive to the operation of the department, the town may at its option "buy out" employees' compensatory
time or any portion thereof Any accrued compensatory time unused at retirement or other separation will be
paid in accordance with the Fair Labor Standard Act at the time of separation.
In addition to the above, police personnel should consult the Police Department General Orders for
other policies related to overtime.
Compensatory time shall be capped at a maximum of 40 forty hours.
USE OF EQUIPMENT
Equipment essential in accomplishing job duties is often expensive and may be difficult to replace.
When using Town property, including computers, phones, and other audio/visual equipment, employees are
expected to exercise care, perform required maintenance, and follow all operating instructions, safety
standards, and guidelines.
Employees must notify the appropriate supervisor if any equipment, machines, or tools appear to be
damaged, defective, or in need of repair. Prompt reporting of damages, defects, and the need for repairs could
prevent deterioration of equipment and possible injury to employees or others. The supervisor can answer
any questions about an employee's responsibility for maintenance and care of equipment used on the job. An
employee may be held responsible for replacing or repairing any equipment that they damage due to
negligence.
37
EMERGENCY CLOSING
At times, emergencies such as severe weather, fires, power failures, etc., can disrupt Town operations.
In extreme cases, these circumstances may require the closing of Town facilities.
When operations are officially closed because of emergency conditions, the time off from scheduled
work will be paid.
Prior to and during the aftermath of severe weather or other emergency incidents, certain employees,
such as law enforcement and maintenance personnel, may be required to work at the discretion of the Town
Manager, Chief of Police or Mayor. Employees classified as nonexempt will be paid in accordance with
overtime pay policies and/or be paid an additional half-time pay for normal hours worked when other
employees are not required to work.
If exempt employees must work extraordinarily longer hours because of critical project demands,
crisis, and/or other emergencies, they shall be compensated for the extra hours at their base rate of pay.
38
Section 6 - Leaves of Absence
UNPAID PERSONAL LEAVE
Employees in the following employment classifications are eligible to request unpaid personal leave
as described in this policy:
➢ Regular full-time employees
The Town provides leaves of absence without pay to eligible employees who are temporarily unable to
work because of a serious health condition or disability, or who wish to take time off from work duties to
fulfill family obligations relating directly to childbirth, adoption, or placement of a foster child; or to care for
a child, spouse, or parent with a serious health condition. Leave allowances will be determined on a case-by-
case basis by the Town Manager upon recommendation by the employee's department head. For purposes of
this policy, serious health condition means an illness, injury, impairment, or physical or mental condition that
involves inpatient care in a hospital, hospice, or residential medical care facility; continuing treatment by a
health care provider; and temporary disabilities associated with.pregnancy, childbirth, and related medical
conditions.
Eligible employees may request personal leave only after having completed 365 calendar days of service.
Exceptions to the service requirement will be considered to accommodate disabilities.
Eligible employees should make requests for personal leave to their supervisors at least 30 days in
advance of foreseeable events and as soon as possible for unforeseeable events.
A health care provider's statement must be submitted verifying the need for leave related to medical
problems and its beginning and expected ending dates. Any changes in this information should be promptly
reported to the Town Manager or Town Clerk. Employees returning from medical leave must submit a health
care provider's verification of their fitness to return to work.
Eligible employees are normally granted leave for the period necessary to accommodate the need, up to
a maximum of 12 weeks within any 12 -month period. If the initial period of approved absence proves
insufficient, consideration will be given to a request for an extension of up to 90 days. Employees will be
required to first use any accrued paid leave time before taking unpaid personal leave.
Work-related injuries are handled in accordance with applicable workers' compensation laws covering
occupational disabilities (see Workers' Compensation Insurance, page 23 of this handbook).
39
Subject to the terms, conditions, and limitations of the applicable plans, the Town will continue to provide
health insurance benefits for the full period of the approved personal leave.
Benefit accruals, such as vacation, sick leave, or holiday benefits, will be suspended during the leave and
will resume upon return to active employment.
So that an employee's return to work can be properly scheduled, an employee on personal leave is
requested to provide the Town Manager or Town Clerk with at least two weeks of advance notice of the date
the employee intends to return to work. When a personal leave ends, the employee will be reinstated to the
same position, if it is available, or to an equivalent position for which the employee is qualified.
Leaves of absence are conditional, and an employee granted leave may be required to return to work at
any time as work conditions dictate. If an employee fails to report to work promptly at the end of the leave
of absence or when otherwise requested to return, the Town will assume that the employee has resigned.
* NOTE: The federal Family and Medical Leave Act of 1993 applies to organizations with 50 or more
employees. As of the adoption of this policy manual, the Town is not bound by provisions of this law.
MILITARY LEAVE
Employees in the following employment classifications are eligible to request unpaid personal leave as
described in this policy:
➢ Regular full-time employees
➢ lntr-edtietef- Probationary employees
➢ Part-time employees
A military leave of absence will be granted to employees, except those occupying temporary positions,
to attend scheduled drills or training or if called to active duty with the U.S. armed services.
Employees on military leave will be paid at their full current rate for:
➢ up to 17 days of field exercises or other required training with the Florida National Guard;
40
�' t h e f i r s t 3 0 d a y s o f a c t i v e d u t y w i t h t h e F l o r i d a N a t i o n a l G u a r d o r a r e s e r v e c o m p o n e n t o f t h e U . S .
A r m e d F o r c e s .
S u b j e c t t o t h e t e r m s , c o n d i t i o n s a n d l i m i t a t i o n s o f t h e a p p l i c a b l e p l a n s f o r w h i c h t h e e m p l o y e e i s
o t h e r w i s e e l i g i b l e , h e a l t h i n s u r a n c e b e n e f i t s w i l l b e p r o v i d e d b y t h e T o w n f o r t h e f u l l t e r m o f t h e m i l i t a r y
l e a v e o f a b s e n c e .
B e n e f i t a c c r u a l s , s u c h a s v a c a t i o n , s i c k l e a v e , o r h o l i d a y b e n e f i t s , w i l l b e s u s p e n d e d d u r i n g t h e l e a v e a n d
w i l l r e s u m e u p o n t h e e m p l o y e e ' s r e t u r n t o a c t i v e e m p l o y m e n t .
E m p l o y e e s o n t w o - w e e k a c t i v e d u t y t r a i n i n g a s s i g n m e n t s o r i n a c t i v e d u t y t r a i n i n g d r i l l s a r e r e q u i r e d t o
r e t u r n t o w o r k f o r t h e f i r s t r e g u l a r l y s c h e d u l e d s h i f t a f t e r t h e e n d o f t r a i n i n g , a l l o w i n g r e a s o n a b l e t r a v e l t i m e .
E m p l o y e e s o n l o n g e r m i l i t a r y l e a v e w i l l b e r e i n s t a t e d t o t h e s a m e o r a n e q u i v a l e n t p o s i t i o n , p r o v i d e d t h e y
w e r e h o n o r a b l y d i s c h a r g e d , a n d t h e y a p p l y t o t h e T o w n w i t h i n o n e y e a r a f t e r d i s c h a r g e .
E m p l o y e e s o n m i l i t a r y l e a v e w i l l b e t r e a t e d a s t h o u g h t h e y w e r e c o n t i n u o u s l y e m p l o y e d f o r p u r p o s e s o f
d e t e r m i n i n g b e n e f i t s b a s e d o n l e n g t h o f s e r v i c e , s u c h a s t h e r a t e o f v a c a t i o n a c c r u a l a n d j o b s e n i o r i t y r i g h t s .
P R E G N A N C Y - R E L A T E D A B S E N C E S
T h e T o w n w i l l n o t d i s c r i m i n a t e a g a i n s t a n y e m p l o y e e w h o r e q u e s t s a n e x c u s e d a b s e n c e f o r m e d i c a l
d i s a b i l i t i e s a s s o c i a t e d w i t h a p r e g n a n c y . S u c h l e a v e r e q u e s t s w i l l b e m a d e a n d e v a l u a t e d i n a c c o r d a n c e w i t h
t h e m e d i c a l l e a v e p o l i c y p r o v i s i o n s o u t l i n e d i n t h i s h a n d b o o k .
R e q u e s t s f o r t i m e o f f a s s o c i a t e d w i t h p r e g n a n c y a n d / o r c h i l d b i r t h ( a p a r t f r o m m e d i c a l d i s a b i l i t i e s
a s s o c i a t e d w i t h t h e s e c o n d i t i o n s ) w i l l b e c o n s i d e r e d i n t h e s a m e m a n n e r a s a n y o t h e r r e q u e s t f o r a n u n p a i d
p e r s o n a l l e a v e .
4 1
OTHER UNPAID LEAVE
Regular full-time employees may request unpaid leaves of absence for other reasons, with the
decision to grant leave made on a case-by-case basis by the Town Manager upon recommendation by the
employee's department head.
Any leave of absence not otherwise defined in this manual is conditional and an employee granted
leave may be required to return to work at any time as work conditions dictate. If an employee fails to report
to work promptly at the end of the approved leave period or when otherwise requested to return, the Town
will assume that the employee has resigned.
42
Section 7 - Employee Conduct and Blsiolhw
EMPLOYEE CONDUCT AND WORK RULES
To ensure orderly operations and provide the best possible work environment, the Town expects
employees to follow rules of conduct that will protect the interests and safety of all employees and the
organization.
It is not possible to list all the forms of behavior that are considered unacceptable in the workplace. The
following are examples of infractions of conduct that may result in disciplinary action, up to and including
termination of employment:
➢ Theft or inappropriate removal or possession of property
➢ Falsification of timekeeping records, travel expense reports or other work-related records
➢ Working under the influence of alcohol or illegal drugs
➢ Possession, distribution, sale, transfer, use, or being under the influence of alcohol or illegal drugs in
the workplace, while on duty, or while operating Town -owned vehicles or equipment
➢ Fighting or threatening violence in the workplace
➢ Insubordination or other disrespectful conduct
➢ Violation of safety or health rules
➢ Sexual or other unlawful or unwelcome harassment
➢ Excessive absenteeism or absence without notice
➢ Violation of personnel policies
➢ Unsatisfactory performance or conduct
➢ Knowingly providing false or incomplete information
➢ Unauthorized possession of weapons in the workplace and workplace violence
43
TOWN PROCUREMENT CARDS, CREDIT CARDS AND HOUSE ACCOUNTS
The Town has various credit cards and house accounts that certain positions may be
authorized by the Town Manager to use. The use of any credit account of the Town's must be used
solely for approved business expenses. Personal use of any Town credit account may result in
immediate termination and any personal charges may be deducted from the employee's last
paycheck.
The following rules govern the use and procedures of any Town credit account.
Cardholder Responsibilities:
• Ensure that the credit card is used in compliance with this Policy as well as the Town's
purchasing_ practices and any other Town policies addressing business_ expenses, travel
expenses, reimbursements, etc.
• Understand and agree that only authorized employees of the Town of Gulf Stream may use the
municipal credit card.
• Understand that a municipal credit card may be used for the purchase of goods or services for
only official business of the Town of Gulf Stream. No personal use of the credit card is
permitted. There are no exceptions to this requirement. Any improper charge will lead to
disciplinary action, up to and including termination of employment and will require the
immediate payment of the improper charge(s).
• All receipts and documentation must be submitted to the Finance Department in a timely
manner (within five business days of incurring the charge) to be reconciled against the monthly
credit card statement. Failure to provide proper receipts and/or failure to provide the receipts
in a timely manner will result in an employee's credit card being revoked and potentially
repaying all undocumented purchases.
•_ The assigned cardholder is responsible for the protection and custody of the credit card and
shall immediately notify the Finance Department in writing as well as orally, if the card is lost
or stolen. If the credit card is lost or stolen after business hours and the assigned cardholder
cannot notify the Finance Department for that office to report the card lost or stolen, then the
assigned cardholder must also notify the credit card company that the card has been lost or
stolen and report to the Finance Department that the notification has been made.
• The assigned cardholder must notify vendors or merchants that the credit card transaction
should be exempt from Florida Sales and Use Taxes if it is used for the purchase ofoog ds or
services in the State of Florida.
• The assigned cardholder must immediately surrender the card upon termination of
employment, or at any other time if requested by the Town. The Town reserves the right to
withhold aPA-the payout of accrued leave until the card is surrendered, as allowed by law, and
to recover anyproper charges from any accrued leave, as allowed by law.
44
Internal Control Procedures:
The Chief Financial Officer or the Town Manager shall be responsible to:
• Assist and maintain a record of issuance and retrieval of municipal credit cards and oversee
compliance with this policy.
• Ensure ani department staff assigned to assist on Town credit card usage and payments is
familiar with this Policy and Procedure.
• Ensure that card uses are being reconciled against the card statements and that the use of the
credit card is for Town business purposes.
• Ensure that proper documentation has accompanied the invoices, and that the credit card has
been used for a Town business purpose before approving the payment to the credit card
company. Collect any monies from an authorized user who made an improper charge to the
credit card.
• Address with the assigned cardholder and/or the cardholder's supervisor/department head any
non-compliance with this Policy and Dr-oged •"eby the assigned cardholder.
• Monitor and assess the use of the credit card by the assigned cardholders.
• Assess any cardholder's failure to provide the necessary receipts.
• Take appropriate action (after consulting with the Town Manager), including revoking the
assigned cardholder's -privilege to have a municipal credit card, for failure to comply with this
Policy and °r^ aa,, o
• Report to the Town Manager any misuse of this Policy and Py-eee ur-e by any authorized
cardholder.
Public Records
It is the responsibility of every Town employee to maintain the Town's records and documents in
their possession The Town adopted an extensive policy regarding the processing of public record
requests in 2014 Every employee should review the Public Records Policy and familiarize themselves
with the Town's policy on public records.
45
REPORTING WRONGDOING
Per Article XII, Section 2-422, Palm Beach County Code, the Office of the Inspector General (OIG)
was established in 2010 to "Enhance Public Trust in Government". The OIG has completed independent
oversight authority at both County and Municipal levels to ensure accountability and transparency to the
citizens of Palm Beach County. The Town employees who wish to report mismanagement of contracts, fraud,
theft, bribery, or other violations of the law which appear to fall within the jurisdiction of the OIG, shall notify
their supervisor, Town Manager or the OIG. The Town Manager shall notify the Inspector General of the
possible violations. For more information on compliance, definitions, general questions and full OIG duties,
employees can contact the OIG, or visit website, www.pbcgov.org/oig.
DRUG AND ALCOHOL USE
It is the Town's desire to provide a drug-free, healthful, and safe workplace and to be in compliance
with the Federal Drug -Free Workplace Act of 1988 To promote this goal, employees are required to report
to work in appropriate mental and physical condition to perform their jobs in a satisfactory manner-
The Town has adopted a Comprehensive Alcohol and Drug Abuse Policy which is Appendix II to this
handbook. Employees and job gpplicants who have received a iob offer from the Town are expected to comply
with this policy.
Violations of this policy may lead to disciplinary action, up to and including immediate termination
of employment or required participation in a substance abuse rehabilitation or treatment program. Such
violations may also have legal consequences.
Employees with drug or alcohol problems that have not resulted in, and are not the immediate subject
of, disciplinary action may request approval to take unpaid time off to participate in a rehabilitation or
treatment program through the Town's health insurance benefit coverage. Leave may be granted if the
46
css�rx��
00
IN 10
The Town has adopted a Comprehensive Alcohol and Drug Abuse Policy which is Appendix II to this
handbook. Employees and job gpplicants who have received a iob offer from the Town are expected to comply
with this policy.
Violations of this policy may lead to disciplinary action, up to and including immediate termination
of employment or required participation in a substance abuse rehabilitation or treatment program. Such
violations may also have legal consequences.
Employees with drug or alcohol problems that have not resulted in, and are not the immediate subject
of, disciplinary action may request approval to take unpaid time off to participate in a rehabilitation or
treatment program through the Town's health insurance benefit coverage. Leave may be granted if the
46
employee agrees to abstain from use of the problem substance; abides by all the Town policies, rules, and
prohibitions relating to conduct in the workplace; and if granting the leave will not cause the Town any undue
hardship.
Employees with questions on this pelieythe Comprehensive Alcohol and Drug Abuse Policy or issues
related to drug or alcohol use in the workplace should raise their concerns with their supervisor or the Town
Manager without fear of reprisal.
SEXUAL AND OTHER UNLAWFUL HARASSMENT
The Town is committed to providing a work environment that is free of discrimination and unlawful
harassment. Actions, words, jokes, or comments based on an individual's sex, race, ethnicity, age, religion,
disability, or any other legally protected characteristic will not be tolerated. As an example, sexual harassment
(both overt and subtle) is a form of employee misconduct that is demeaning to another person, undenied the
integrity of the employment relationship, and is strictly prohibited.
Any employee who wishes to report an incident of sexual or other unlawful harassment should.
promptly report the matter to his or her supervisor. If the supervisor is unavailable or the employee believes
it would be inappropriate to contact that person, the employee should immediately contact their department
head or the Town Manager. Employees can raise concerns and make reports without fear of reprisal.
Any supervisor or manager who becomes aware of possible sexual or other unlawful harassment
should promptly advise their department head and the Town Manager, who will handle the matter in a timely
and confidential manner.
ATTENDANCE AND PUNCTUALITY
To maintain a safe and productive work environment, the Town expects employees to be reliable and
punctual in reporting for scheduled work. Absenteeism and tardiness are disruptive and place a burden on
other employees and on the Town. In the rare instances when employees cannot avoid being late to work or
are unable to work as sched used, they should notify their supervisor as soon as possible in advance of the
anticipated tardiness or absence. Excessive tardiness or absence is grounds for dismissal.
47
PERSONAL APPEARANCE
Dress, grooming, and personal cleanliness standards contribute to the morale of all employees and
affect the image the Town presents to residents and visitors. During business hours, employees are expected
to present a professional, clean and neat appearance and to dress according to the requirements of their
positions.
Failure to adhere to the Personal Appearance Policy may result in the employee being sent home,
without pay, to change clothes. The Town Manager or Supervisor may determine if the employee's appearance
and apparel is inappropriate. Employees may be subject to disciplinary actions, up to and including
termination, for refusing to cooperate with this policy.
Consult your supervisor or department head if you have questions as to what constitutes appropriate attire.
RETURN OF PROPERTY
Employees are responsible for all property, materials, or written information issued to them or in their
possession or control. All Town property must be returned by employees on or before their last day of work.
RESIGNATION
Resignation is a voluntary act initiated by the employee to terminate employment with the Town.
Although advance notice is not required, the Town requests at least two weeks of advance written notice from
all employees.
48
Section 8 — Disciplinary Procedures
DISCIPLINARY PROCEDURES
The Town of Gulf Stream has established a uniform system for counseling, administering discipline,
and providing remedial training, to o employees. The intent of the Town is that discipline should be characterized
as corrective and constructive instead of punitive. Included are the rights of the accused employee. Employees
of the Town are to conform to and comply with Town directives and be truthful in their dealings with the
public and fellow staff members. The Police Department has adopted their own disciplinary procedures that
are in addition to the following procedures Depending on the severity of the action, any steps may be passed
>xP to termination.
➢ Counseling or Instructional Memorandum - Verbal counseling, counseling memorandum or
instructional memorandums are documented by supervisors in the member's personnel file.
➢ Remedial Training - Remedial training is required to correct a specific deficiency usually identified
b testing esting or any other evaluation method used duringtraining or supervisory evaluation during routine
job performance The recommendation for remedial training is appropriate when a violation was
caused primarily by the employee being inadequately prepared for his or her responsibilities. The
specific nature and procedure for remedial training will be determined by supervisors and/or the Town
Manager and documented by training form. The in-service training form will be maintained in the
employee's personnel file.
Written Reprimand -A punitive measure which is recommended by the supervisor or/Town Manager
for more serious infractions of rules regulations, directives or standard operating procedures, or for
repeated procedural error. The Town Manager and/or Police Chief reserves the right to review the
circumstances surrounding a written reprimand and may agree with, impose stricter punishment or
void the reprimand The written reprimand is documented by memorandum.
Disciplinary Probation- A punitive action where an employee is given a specific time limit to correct
or be re-trained in an area of deficiency. The employee will be continually evaluated and monitored
for progress Disciplinary probation may be administered with other levels of discipline.
➢ Suspension Without Pay- A punitive action which may be recommended by _Lsupervisor or Town
Manager for serious infractions of rules regulations, directives or standard operating procedures, or
for repeated procedural errors_
49
�' D i s c h a r g e - A p u n i t i v e a c t i o n w h i c h m a y b e r e c o m m e n d e d b y t h e T o w n M a n g e r o r t h e C h i e f o f P o l i c e
i n a c c o r d a n c e w i t h i n p r o v i s i o n s i n t o w n p o l i c y . A s p e c i f i c r e a s o n f o r d i s c h a r g e i s n o t r e q u i r e d f o r
p r o b a t i o n a r y m e m b e r s w h o m a y b e d i s c h a r g e d w i t h o u t c a u s e .
E M P L O Y E E A C K N O W L E D G E M E N T F O R M
T h e T o w n o f G u l f S t r e a m P e r s o n n e l P o l i c y H a n d b o o k , R e v i s e d O c t o b e r 1 1 , 2 0 1 9 ( t h e
h a n d b o o k ) , d e s c r i b e s i m p o r t a n t i n f o r m a t i o n a b o u t t h e T o w n , a n d I u n d e r s t a n d t h a t I s h o u l d c o n s u l t
t h e T o w n M a n a g e r , P o l i c e C h i e f , o r H u m a n R e s o u r c e s D i r e c t o r r e g a r d i n g a n y q u e s t i o n s n o t a n s w e r e d
i n t h e h a n d b o o k .
I h a v e e n t e r e d i n t o m y r e l a t i o n s h i p w i t h t h e T o w n v o l u n t a r i l y a n d a c k n o w l e d g e t h a t t h e r e i s
n o s p e c i f i e d l e n g t h o f e m p l o y m e n t . A c c o r d i n g l y , e i t h e r I o r t h e T o w n c a n t e r m i n a t e t h e r e l a t i o n s h i p
a t w i l l , w i t h o r w i t h o u t c a u s e , a t a n y t i m e , s o l o n g a s t h e r e i s n o v i o l a t i o n o f a p p l i c a b l e f e d e r a l o r s t a t e
l a w .
S i n c e t h e i n f o r m a t i o n , p o l i c i e s , a n d b e n e f i t s d e s c r i b e d h e r e a r e n e c e s s a r i l y s u b j e c t t o c h a n g e ,
I a c k n o w l e d g e t h a t r e v i s i o n s t o t h e h a n d b o o k m a y o c c u r , e x c e p t t o t h e T o w n ' s p o l i c y o f e m p l o y m e n t -
a t - w i l l . A l l s u c h c h a n g e s w i l l b e c o m m u n i c a t e d t h r o u g h o f f i c i a l n o t i c e s , a n d I u n d e r s t a n d t h a t r e v i s e d
i n f o r m a t i o n m a y s u p e r s e d e , m o d i f y , o r e l i m i n a t e e x i s t i n g p o l i c i e s . O n l y t h e T o w n C o m m i s s i o n o r t h e
T o w n M a n a g e r h a s t h e a b i l i t y t o a d o p t p o l i c i e s t h a t a m e n d t h i s h a n d b o o k .
F u r t h e r m o r e , I a c k n o w l e d g e t h a t t h i s h a n d b o o k i s n e i t h e r a c o n t r a c t o f e m p l o y m e n t n o r a l e g a l
d o c u m e n t . I h a v e r e c e i v e d t h e h a n d b o o k , a n d I u n d e r s t a n d t h a t i t i s m y r e s p o n s i b i l i t y t o r e a d a n d
c o m p l y w i t h t h e p o l i c i e s c o n t a i n e d i n t h e h a n d b o o k a n d a n y r e v i s i o n m a d e t o i t .
E M P L O Y E E ' S S I G N A T U R E D A T E
E M P L O Y E E ' S N A M E ( T Y P E D O R P R I N T E D )
5 0
Appendix I
GRIEVANCE PROCEDURE
Section 1. Purpose
The grievance procedures outlined here establish policies and procedures in employment and personnel
management and provide for an adequate and fair hearing of grievances pertaining to each individual's
race, color, religion, sex, national origin, political affiliation, non- disqualifying disability or age, where
the grievance is based upon denial of equal employment opportunity or discrimination. These
procedures also relate to all other phases of employment for all employees of the Town of Gulf Stream.
Section 2. Applicability/Coverage
These grievance procedures apply to all departments and all persons employed by the Town. This
policy does not guarantee any outcome other than a fair hearing of the grievance and does not imply
an employment contract or an obligation for any action on the part of the Town.
Section 3. Policy
Every employee shall have the right to present his or her problem or grievance in accordance with these
procedures, with or without a representative of their own choosing, free from interference, coercion,
restraint, discrimination, penalty, or reprisal. This includes any cause for dissatisfaction outside the
employee's control or anything connected with his or her job that he or she thinks or feels is wrong.
Every employee will be allowed such time off from his or her regular duties as may be necessary and
reasonable as determined by the supervisor, department head and/or Town Manager, for processing a
grievance under these procedures without loss of pay, vacation, or of other time credits.
Section 4. Objectives
The objectives of these procedures include the following:
a) To assure employees of a means to get their complaints considered rapidly, fairly, and without
fear of reprisal.
b) To encourage employees to express themselves about how their conditions of work affect
them as employees.
c) To provide better understanding of policies, practices, and procedures that affect employees.
51
d) To provide supervisory personnel with greater opportunity to exercise proper
responsibility in dealing with employees, and to improve their effectiveness in carrying
out established policies.
e) To improve employee opportunities for performing duties with effectiveness and
satisfaction.
Section 5. Administration
The appropriate supervisor will coordinate all activities relating to grievance procedures.
The appropriate supervisor shall:
a) Coordinate a system for (1) counseling an aggrieved employee who believes he or she has been
discriminated against, and (2) attempting to informally resolve any matter raised by the aggrieved
employee.
b) Arrange for the receipt and investigation of individual complaints of discrimination, or any other
matter raised by the aggrieved employee.
c) Arrange for the receipt and investigation by organizations or other third parties of general allegations
of discrimination as are necessary on individual complaints, including any warranted disciplinary
action when an employee has been found to have engaged in a discriminatory practice.
d) Review the file on any individual complaint before a decision is made under the complaint procedure
and makes any recommendation to the Town Manager that he considers desirable, including any
disciplinary action that is warranted by the circumstances.
Section 6. Protection of Complainants, Employees, Witnesses, and Representatives from
Interference, Harassment, Intimidation, and Reprisal
All employees shall be free from any or all restraint, interference, coercion, or reprisal on the
part of their associates or supervisors in making any complaint or appeal, in serving as representative
of an appellant, in appearing as witnesses, or in seeking information in accordance with these
procedures. The above principles apply with equal force after a complaint has been resolved. Should
these principles be violated, the facts shall be brought to the attention of the Town Manager by the
52
appellant, his or her representative or the person affected so that the appropriate remedial action may
be taken.
Section 7. Procedure for Resolution of Complaints (Non -Adverse Action)
The Town Manager is designated to act in an effort to mediate or conciliate complaints.
However, initially, employees should attempt to resolve complaints at the lowest possible
supervisory level. Complaints will be heard by the immediate supervisor as rapidly as possible.
If the grievance is not resolved at the lowest level, the aggrieved may proceed to the
department head. The department head shall hear the complaint within no more than thirty (30)
calendar days after its receipt.
When a complaint has been received by a department head, a memorandum shall be prepared
by the department head to the Town Manager. The memorandum should advise him or her of the
complaint, outline the circumstances of the complaint, discuss attempts to resolve the complaint,
cite the recommendation of the immediate supervisor, and state the department head's conclusion
or recommendation for further action.
Finally, an employee may take a grievance to the Town Manager if he or she believes it
has not been appropriately resolved by the department head.
In any case where the employee feels that he or she cannot present the complaint or
would not receive proper consideration for the complaint by the immediate supervisor or
department head, he or she may, without prejudice, submit the complaint directly to the Town
Manager.
All complaints should be settled at the lowest possible supervisory level, and complaints
submitted to the Town Manager should be fully justifiable. The Town Manager will have the right
to refer complaints to a lower level when he or she feels it would be in the best interest of the
employee and/or the Town.
53
APPENDIX II
TOWN OF GULF STREAM
COMPREHENSIVE ALCOHOL AND DRUG ABUSE POLICY
The primary objective of this policy is to provide a safe and healthy work environment for all
employees, and to provide the highest level of service and safety to the public. This policy is established
to provide guidelines on handling incidents of alcohol and/or drug abuse as it relates to the workplace, in
compliance with the drug-free workplace requirements under the Florida Statutes Workers'
Compensation Chapter, herein after referred to as Chapter 440 (§440.101-02, Florida Statutes).
The legislative intent of Chapter 440 is to promote drug-free workplaces so employers can be afforded
the opportunity to maximize their levels of productivity, enhance their competitive positions in the
marketplace, and reach their desired levels of success without experiencing the costs, delays, and
tragedies associated with work-related accidents resulting from drug abuse by employees. Further, drug
abuse is discouraged under the statute, and employees who choose to engage in drug abuse face the risk
of unemployment and the forfeiture of workers' compensation benefits. To qualify as having established a
drug-free workplace program under Chapter 440 and to qualify for discounts provided under §627.0915,
Florida Statutes, and deny medical and indemnity benefits under this chapter, the Town must implement
drug testing that conforms to the standards and procedures established in Chapter 440.
The Town has implemented a drug-free workplace program in accordance with the notice, education, and
procedural requirements taken directly from the comprehensive procedures outlined in Chapter 440.
Chapter 59A-24 of the Florida Administrative Code, the Drug -Free Workplace Standards, as adopted
by the Agency for Health Care Administration, is also hereby incorporated by reference and shall be
utilized for all drug testing pursuant to Chapter 440.
RESPONSIBILITY:
The Town Manager or designee is responsible for the administration of this procedure.
PROCEDURE:
Upon initial employment, all employees receive a copy of the Town's Comprehensive Alcohol
and Drug Abuse Policy which sets forth employees' and the Town's rights, responsibilities, and
procedures and sign an acknowledgement of receipt. Employees are responsible for becoming familiar
with and understanding the policy. Questions regarding the content of the policy should be directed to the
employee's supervisor, or the Town Manager.
I. Definitions:
Confirmation test, confirmed test, or confirmed drug test refer to a second
analytical procedure used to identify the presence of a specific drug or metabolite in a
specimen, which test must be different in scientific principle from that of the initial test
procedure and must be capable of providing requisite specificity, sensitivity, and
quantitative accuracy.
b. Drug means alcohol, including a distilled spirit, wine, a malt beverage, or an
intoxicating liquor; an amphetamine; a cannabinoid; cocaine; phencyclidine (PCP); a
hallucinogen; methaqualone; an opiate; a barbituarate; a benzodiazepine; a synthetic
narcotic; a designer drug; or a metabolite of any of the substances listed in this paragraph.
The Town may test an individual for any or all of such drugs.
C. Drug Rehabilitation Program means a service provider, established pursuant to Florida
Statutes, that provides confidential, timely, and expert identification, assessment, and
resolution of employee drug abuse.
Drug test or test refer to any chemical, biological, or physical instrumental
analysis administered, by a laboratory certified by the United States Department of Health
and Human Services or licensed by the Agency for Health Care Administration, for the
purpose of determining the presence or absence of a drug or its metabolites.
Initial Drug Test means a sensitive, rapid, and reliable procedure to identify
negative and presumptive positive specimens, using an immunoassay procedure or an
equivalent, or a more accurate scientifically accepted method approved by the United
States Food and Drug Administration or the Agency for Health Care Administration as
such more accurate technology becomes available in a cost- effective form.
f. Job Applicant means a person who has applied for a special -risk or mandatory -testing
position.
g. Medical Review Officer or MRO means a licensed physician, employed with or
contracted with the Town, who has knowledge of substance abuse disorders, laboratory
testing procedures, and chain of custody collection procedures; who verifies positive,
confirmed test results; and who has the necessary medical training to interpret and
evaluate an employee's positive test result in relation to the employee's medical
history or any other relevant biomedical information.
h. Prescription or non-prescription medication refers to drugs or medication
obtained pursuant to a prescription as defined by §893.02, Florida Statutes, or a
medication that is authorized pursuant to federal or state law for general distribution and
use without a prescription in the treatment of human diseases, ailments, or injuries.
Reasonable -suspicion drug testing means drug testing based on a belief that an
employee is using or has used drugs in violation of the Town's policy drawn from
specific objective and articulable facts and reasonable inferences drawn from those facts
in light of experience. Among other things, such facts and inferences may be based
upon:
1. Observable phenomena while at work, such as direct observation of
drug use or the physical symptoms or manifestations of being under the
influence of a drug.
2. Abnormal conduct or erratic behavior while at work or a significant
deterioration in work performance.
3. A report of drug use, provided by a reliable and credible source.
4. Evidence that an individual has tampered with a drug test during his or her
employment with the Town.
5. Information that an employee has caused, contributed to, or been
involved in an accident while at work.
6. Evidence that an employee has used, possessed, sold, solicited, or transferred
drugs while working or while on the Town's premises or while
operating the Town's vehicle, machinery, or equipment.
j. Mandatory -testing position means a job assignment that requires the employee to
carry a firearm, work closely with an employee who carries a firearm, perform life-
threatening procedures, work with heavy machinery, work as a safety inspector,
work with children, work with detainees in the correctional system, work with
confidential information or documents pertaining to criminal investigations, work with
controlled substances, or a job assignment that requires an employee security
background check, pursuant to §110.1127, Florida Statutes, or a job assignment in
which a momentary lapse in attention could result in injury or death to another
person.
k. Special -risk position means a position that is required to be filled by a person who is
certified under Chapter 633 (Fire Prevention and Control) or Chapter 943 (Department
of Law Enforcement), Florida Statutes.
1. Specimen means tissue, hair, or a product of the human body capable of revealing the
presence of drugs or their metabolites, as approved by the United States Food and
Drug Administration or the Agency for Health Care Administration.
II. Notice:
a. Prior to testing, an employee or job applicant shall receive proper notice in the form of
this Comprehensive Alcohol and Drug Abuse Policy. Additionally, Chapter 59A-24 of
the Florida Administrative Code shall be provided upon request.
b. The drugs to be tested for are included in the definition provided above. The
following is a list of over-the-counter and prescription drugs which could alter or
affect a test result. This list is not intended to be all-inclusive.
1. Alcohol: all liquid medications containing ethyl alcohol (ethanol). For
example: Vick's Nyquil is 25% (50 proof) ethyl alcohol, Comtrex is 20% (40
proof), Contact Severe Cold Formula Night Strength is 25% (50 proof) and
Listerine is 26.9% (54 proof). Check the label of liquid medications for
alcohol content.
2. Amphetamines: Obetrol, Biphetamine, Desoxyn, Dexedrine, Didrex,
Ionamine, Fastin
3. Cannabinoids: Marinol
4. Cocaine: Cocaine HCI topical solution (Roxanne)
5. Phencyclidine :Not legal by prescription
6. Methaqualone: Not legal by presciription
7. Opiates: Paregoric, Parepectolin, Donnagel PG, Morphine, Tylenol
with Codeine, Empirin with Codeine, APAP with Codeine, Aspirin with
Codeine, Robitussin AC, Guiatuss AC, NOvahistine DH, Novahistine
Expectorant, Dilaudid (Hydromorphone), M -S Contin and Roxanol (morphine
sulfate), Percodan, Vicodin, Tussi-organidin, etc.
8. Barbiturats: Phenobarbital, Tuinal, Amytal, Nembutal, Seconal,
Lotusate, Fiorinal, Fioricet, Esgic, Butisol, Mebaral, Butabarbital, Butalbital,
Phrenilin, Triad, etc.
9. Benzodiazepines: Ativan, Azene, Clonpin, Dalmane, Diazepam,
Librium, Xanax, Serax, Tranxene, Valium, Verstran, Halcion, Paxipam,
Restoril, Centrax.
10. Methadone: Dolphine, Metadose
11. Propoxyphene: Darvocet, Darvon N, Dolene, etc.
c. The name, address and telephone number of the Town's Employee Assistance Program
(EAP) through which substance abuse assessment and counseling services are available is
listed on the Acknowledgement Receipt and on the Town's Intranet.
d. All employees may make an appeal of disciplinary action or other management decision as described in
the Employee Handbook following the Grievance Procedure.
III. Required Testing and Refusal to Test:
The Town may require an employee or job applicant to submit to tests for the presence of
drugs after proper notice, under any of the following circumstances:
a. Application for Employment. As part of the initial screening process for job applicants
applying for special -risk or mandatory -testing positions, as defined above. Any job
applicant who refuses to submit to drug testing, refuses to sign a consent form, fails to
appear for testing, tampers with the test, or fails to pass the pre-employment selection drug
test will be ineligible for hire. In the event that an employee is permitted to begin working
prior to receipt of the results of drug or alcohol testing, such employment shall be contingent
upon passing the drug or alcohol test.
b. Job Classification Change. Whenever an employee's job classification is changed such that
the new job classification is a special -risk or mandatory -testing position, as defined above.
c. Reasonable -Suspicion Drug Testing. Whenever Reasonable -Suspicion Drug Testing,
as defined above, is warranted. Failure of an employee to take the recommended test(s) may
be cause for disciplinary action or termination. In cases where immediate
termination is not warranted, the employee will be placed on leave status and shall be
required to use any accumulated leave before being placed on leave without pay until it is
determined that the employee is able to return to full duty.
d. Routine Fitness for Duty. As part of routine fitness for duty drug testing for employees
in special -risk or mandatory -testing positions.
e. After Accident Testing. Whenever an employee is involved in an on-the-job auto
accident or for all on-the-job injuries/illness resulting in the filing of a Notice of Injury
under Workers' Compensation.
f Random Testing. Through the use of an unbiased selection procedure, random drug
tests will be conducted on employees occupying mandatory -testing or special -risk positions
which are required to submit to random testing by law, the Employee Manual, or procedure.
g. Follow-up Test. For follow-up drug testing, if the employee in the course of
employment enters an employee assistance program for drug-related problems, or a drug
rehabilitation program, the employee is required to submit to a drug test as follow-up to
such program, unless the employee voluntarily entered the program. In those cases, the
Town has the option to not require follow-up testing. If follow-up testing is required, it
must be conducted at least once a year for a two year period after completion of the program.
Advance notice of a follow-up testing date must not be given to the employee to be
tested.
h. Refusal to Test. Refusal to submit to testing under this policy will result in forfeiture of
eligibility for all medical and indemnity benefits under the Workers' Compensation
Act. Employees will be subject to discipline, up to and including discharge for refusing to
submit to testing. A refusal to test may include: (1) failure or refusal to appear, to submit
for any test, or to submit a test sample, (2) failure to remain at the testing site until the
testing process is complete, (3) failure to provide an adequate amount of breath for a breath
alcohol test, or (4) failure to provide a sufficient specimen and a determination, through a
required medical examination, that there was no adequate medical explanation for such
failure.
IV. Coordination of Testing Procedures
The following procedure will be used for testing in accordance with this Policy and Chapter
440:
a. A sample shall be collected with due regard to the privacy of the individual providing the
sample, and in a manner reasonably calculated to prevent substitution or
contamination of the sample.
b. Specimen collection must be documented and the documentation procedures shall
include: (1) labeling specimen containers so as to reasonably preclude the likelihood of
erroneous identification of test results; and (2) a form for the employee or job applicant to
provide any information he or she considers relevant to the test, including
identification of currently or recently used prescription or non-prescription medication or
other relevant medical information. The form must provide notice of the most
common medications by brand name or common name, as applicable, as well as by
chemical name, which may alter or affect a drug test. The providing of information
shall not preclude the administration of the drug test but shall be taken into account in
interpreting any positive confirmed test result.
C. Specimen collection, storage, and transportation to testing site shall be performed in a
manner that reasonably precludes contamination or adulteration of specimens.
d. A specimen may be taken or collected by: a physician, a physician assistant, a
registered professional nurse, a licensed practical nurse, or a nurse practitioner, or a
certified paramedic who is present at the scene of an accident for the purpose of
rendering emergency medical service or treatment; or a qualified person employed by a
licensed or certified laboratory as outlined in Chapter 440.
e. The person who collects or takes a specimen shall collect an amount sufficient for two
drug tests as determined by the Agency for Health Care Administration.
f. Each confirmation test conducted shall be conducted by a licensed or certified
laboratory pursuant to Chapter 440.
g. Every specimen that produces a positive confirmed test result shall be preserved by the
licensed or certified laboratory that conducted the confirmation test for a period of at least
210 days after the result of the test was mailed or otherwise delivered to the MRO. However,
if an employee or job applicant undertakes an administrative or legal challenge to
the test result pursuant to Chapter 440 (§440.101-02, Florida Statutes), the employee or job
applicant shall notify the laboratory and the sample shall be retained by the laboratory
until the case or administrative appeal is settled.
h. Within 5 working days after receipt of a positive confirmed test result from the MRO,
the Town shall inform an employee or job applicant in writing of such positive test result,
the consequences of such results, and the options available to the employee or job applicant.
The Town shall provide the employee or j ob applicant a copy of the test results upon request.
i. During the 180 day period after written notification of a positive test result, the
employee or job applicant who has provided the specimen shall be permitted by the Town to
have a portion of the specimen retested, at the employee's or job applicant's expense, at
another laboratory, licensed and approved by the Agency for Health Care Administration,
chosen by the employee or job applicant. The second laboratory must test at equal or greater
sensitivity for the drug in question as the first laboratory. The first laboratory that performed
the test for the Town is responsible for the transfer of the portion of the specimen to be
retested and for the integrity of the chain of custody during such transfer.
j. Within 5 working days after receiving notice of a positive confirmed test result, an
employee or job applicant may contest or explain the result to the MRO. The challenge
must be in writing, signed and dated by the test donor. If an employee's or job applicant's
explanation or challenge is unsatisfactory to the MRO, the MRO shall report a positive test
result back to the Town. An employee may contest the drug test result pursuant to law or to
rules adopted by the Agency for Health Care Administration.
k. Within 5 working days after receiving notice of a positive confirmed test result, an
employee or job applicant may submit information to the Town explaining why the result
does not constitute a violation of the Town's policy.
1. If the employee's or job applicant's explanation or challenge of the positive test result is
unsatisfactory to the Town, a written explanation as to why the employee's or job applicant's
explanation is unsatisfactory, along with the report of positive result, shall be provided by the
Town to the employee or j ob applicant; and all such documentation shall be kept confidential
by the Town pursuant to Chapter 440 and shall be retained by the Town for at least 1 year.
in. The Town may not discharge, discipline, refuse to hire, discriminate against, or request or require
rehabilitation of an employee or job applicant on the sole basis of a positive test result that has
not been verified by a confirmation test and by a MRO.
n. The Town shall use chain -of -custody procedures established by the Agency for Health Care
Administration to ensure proper recordkeeping, handling, labeling, and identification of all
specimens tested.
o. The Town shall pay the cost of all drug tests, initial and confirmation, which the Town requires
of employees. An employee or job applicant shall pay the costs of any additional drug tests
not required by the Town.
p. All specimens identified as presumptively positive on the initial test shall be confirmed
using mass spectrometry/mass spectrometry (MS/MS) or gas chromatography/mass
spectrometry (GC/MS), except that alcohol will be confirmed using gas chromatography. All
confirmations shall be done by quantitative analysis.
q. Testing Procedures Utilizing Breath:
1. Testing procedure requirements for breath samples are set forth under Code
of Federal Regulations, Title 49.
2. A National Highway Traffic Safety Administration (NHTSA) approved
evidential breath testing (EBT) device must be operated by a trained breath
alcohol technician (BAT). The concentration of alcohol is expressed in terms
of grams of alcohol per 210 liters of breath. An alcohol
concentration of 0.04 or greater will be considered a positive alcohol test.
Testing Procedures Utilizing Urine:
3. Testing procedure requirements for urine samples are outlined in Chapter
59A-24 of the Florida Administrative Code.
s. Testing Procedures Utilizing Hair:
4. Testing procedure requirements for hair samples are outlined in§ 112.0455
(13) (b), Florida Statute.
5. Additional hair samples may be collected to assure that sufficient quantities of hair
are available to confirm an initial positive report. For hair testing negative,
the Town may request a recollection only once for the purposes of retesting,
and must make the request no more than seven working days from the time of
the original negative test. A second test must be offered to anyone disputing a
positive hair test result.
V. Confirmation Testing
a. If an initial drug test is negative, the Town may in its sole discretion seek a confirmation test.
b. Only licensed or certified laboratories may conduct confirmation drug tests.
c. All positive initial tests shall be confirmed using gas chromatography/mass spectrometry
(GC/MS) or an equivalent or more accurate scientifically accepted method approved by the
Agency for Health Care Administration or the United States Food and Drug Administration
as such technology becomes available in a cost- effective form.
d. If an initial drug test of an employee or job applicant is confirnied as positive, the Town's
MRO shall provide technical assistance to the Town and to the employee or job applicant for
the purpose of interpreting the test result to determine whether the result could have been
caused by prescription or nonprescription medication taken by the employee or job applicant.
e. In the event that the MRO has deemed the collected specimen to be invalid, the MRO may
request that an additional specimen be collected under direct observation. If an additional
specimen is required, the MRO will provide the employee with further instruction. The
collector may also require a direct observation specimen be conducted under the
guidelines set forth under Code of Federal Regulations, Title 49, if suspicious circumstances
warrant such an action.
VI. Employee Protection
a. The Town shall not discharge, discipline, or discriminate against an employee solely upon the
employee's voluntarily seeking treatment, while under the employ of the Town, for a
drug-related problem if the employee has not previously tested positive for drug use, entered
an employee assistance program for drug-related problems, or entered a drug rehabilitation
program. However, special risk employees may be subject to discharge or disciplinary
action when the presence of illicit drugs, pursuant to 893.13, Florida Statues, is confirmed.
Unless otherwise provided by a collective bargaining agreement, the Town may select
the employee assistance program or drug rehabilitation program if the Town pays the cost
of the employee's participation in the program.
b. If drug testing is conducted based on reasonable suspicion, the Town shall promptly
detail in writing the circumstances which formed the basis of the determination that
reasonable suspicion existed to warrant the testing. A copy of this documentation shall be
given to the employee upon request and the original documentation shall be kept
confidential by the Town pursuant to §440.102 (8), Florida Statute, and shall be
retained by the Town for at least I year.
c. All authorized remedial treatment, care, and attendance provided by a health care
provider to an injured employee before medical and indemnity benefits are denied
under this section must be paid for by the carrier or self -insurer. However, the carrier or
self -insurer must have given reasonable notice to all affected health care providers that
payment for treatment, care, and attendance provided to the employee after a future date
certain will be denied. A health care provider, as defined in §440.13(1)(g), Florida Statute
that refuses, without good cause, to continue treatment, care, and attendance before the
provider receives notice of benefit denial commits a misdemeanor of the second degree,
punishable as provided in §775.082 or §775.083, Florida Statues.
VII. Town Protection
a. An employee or job applicant whose drug test result is confirmed as positive in
accordance with this section shall not, by virtue of the result alone, be deemed to have a
"handicap" or "disability" as defined under federal, state, or local handicap and
disability discrimination laws.
b. No physician -patient relationship is created between an employee or job applicant and
the Town or any person performing or evaluating a drug test, solely by the
establishment, implementation, or administration of a drug -testing program.
c. If an employee or job applicant refuses to submit to a drug test, the Town is not barred from
discharging or disciplining the employee or from refusing to hire the job applicant.
VIII. Confidentiality pursuant to &440.102 (8), Florida Statutes
a. Except as otherwise provided in this subsection, all information, interviews, reports,
statements, memoranda, and drug test results, written or otherwise, received or
produced as a result of a drug -testing program are confidential and exempt from the
provisions of § 119.07(1), Florida Statutes and §24(a), Art. I of the State Constitution, and
may not be used or received in evidence, obtained in discovery, or disclosed in any public or
private proceedings, except in accordance with this section or in determining
compensability under this chapter.
b. The Town laboratories, medical review officers, employee assistance programs, drug
rehabilitation programs, and their agents may not release any information concerning drug
test results obtained pursuant to this section without a written consent form signed
voluntarily by the person tested, unless such release is compelled by an administrative law
judge, a hearing officer, or a court of competent jurisdiction pursuant to an appeal taken
under this section or is deemed appropriate by a professional or occupational licensing
board in a related disciplinary proceeding. The consent form must contain, at a minimum:
1. The name of the person who is authorized to obtain the information.
2. The purpose of the disclosure.
3. The precise information to be disclosed.
4. The duration of the consent.
5. The signature of the person authorizing release of the information.
c. Information on drug test results shall not be used in any criminal proceeding against the
employee or job applicant. Information released contrary to this section is
inadmissible as evidence in any such criminal proceeding.
d. This subsection does not prohibit the Town, an agent of the Town, or laboratory
conducting a drug test from having access to employee drug test information or using such
information when consulting with legal counsel in connection with actions brought
under or related to this section or when the information is relevant to its defense in a civil or
administrative matter.
e. In accordance with Attorney General Opinion 2013-19, drug test results obtained by the
Town pursuant to this drug -testing program are not subject to inspection or copying
pursuant to a request under Chapter 119, Florida Statutes, Florida's Public Records
Law.
D(. Dru Tag Standards for Laboratories
The Town will follow the Drug -Testing Standards for Laboratories as outlined in Chapter
440. Also see the drug -testing standards included in Chapter 59A-24 of the Florida
Administrative Code, which will be provided upon request. X.
Investijzation of Cause for Reasonable Suspicion Testing
a. When the Town Manager or designee is notified or suspects an employee may be in
violation of the Town's Comprehensive Alcohol and Drug Abuse Policy the Town
Manager must observe the behavior of the individual and immediately document the events.
The Town Clerk, Police Chief, or designee may be contacted to be a witness. Both the Town
Manager and other witness should be involved in all steps of the process and both are
expected to fully document the events immediately and maintain confidentiality at all
times.
b. Both the Town Manager and the witness must observe the behavior of the individual and
complete separate documentation.
c. After completing the required documentation, if the Town Manager and witness believe the
individual may be in violation of the policy, the supervisor and witness must remove the
employee from their current assignment.
d. The Town Manager and witness shall provide the written directive regarding testing to the
employee, and immediate placement on paid administrative leave pending the results of the
test, in an area where a conversation with the individual can be held in private.
e. Once the directive is acknowledged by the employee, the Town Manager and witness shall
proceed with testing in the same manner as they would for any post -accident drug/alcohol
screening procedure. Call the site in advance and provide them all necessary information
citing test is for reasonable suspicion of illegal drugs and/or alcohol.
f. In the case of refusal by the employee, have the employee acknowledge the
consequence of their refusal in writing. Refusal to submit to testing and/or failure to
comply with the directive may result in disciplinary action up to and including termination.
g. The Town Manager or witness shall drive the person to the testing facility. The Town
Manager or witness shall call a friend/family member or arrange for a cab service to bring
the employee home from the testing site. Do not let the employee drive themselves home if
there is reasonable suspicion they are in violation of the policy.
h. If the test is negative, there shall be no loss of pay or benefits. Where appropriate a doctor's
signed release may be required by the Town before the employee is returned to work. Time
lost due to actual illness will be charged to sick leave. If the behavior that led to the
initial investigation is not due to prohibited drugs and/or alcohol, but continues to hinder
job performance, the Town may require the employee to undergo further medical evaluation.
i. If the test is positive, discipline may be recommended by the department director, up to and
including termination. In cases where immediate termination is not warranted, the employee
will be placed on leave status and/or required to undergo designated rehabilitation as
detailed in section XII, Disciplinary Action.
j. Employees will be subject to discipline, up to and including termination, for refusing to
cooperate with testing, searches, or investigations.
XI. After Accident Testiniz
Whenever an employee is involved in an auto accident, as defined by Florida Statues, on-the-job,
or for all on-the-job injuries/illness resulting in the filing of a Notice of Injury under
Workers' Compensation, the Town Manager shall provide the written directive regarding
testing to the employee. Refusal to timely submit to a post -accident drug screen may result in
denial of benefits under Workers' Compensation.
XII. Disciplinary Action:
a. If an employee in a mandatory -testing position enters an employee assistance
program or drug rehabilitation program, the Town may assign the employee to a
position other than a mandatory -testing position or, if such position is not available,
place the employee on leave while the employee is participating in the program.
However, the employee shall be permitted to use any accumulated annual leave
credits before leave may be ordered without pay.
b. An employee in a special -risk position may be discharged or disciplined by the
Town for the first positive confirmed test result if the drug confirmed is an illicit
drug under §893.03, Florida Statue. A special -risk employee who is participating in
an employee assistance program or drug rehabilitation program may not be
allowed to continue to work in any special -risk or mandatory -testing position of the
Town, but may be assigned to a position other than a mandatory -testing position or
placed on leave while the employee is participating in the program. However, the
employee shall be permitted to use any accumulated annual leave credits before
leave without pay.
C. Employees who are not immediately terminated for testing positive or some other
violation of this policy may be placed on probation and required to undergo designated
rehabilitation or other activities designated by the Town's Employee Assistance
Program (EAP) in conjunction with management; to undergo periodic unannounced
screening for a set period, and be subject to termination for any future violation of the
policy. The employee shall be permitted to use any accumulated leave before leave
may be ordered without pay.
d. Employees who test positive, admit to drug or alcohol use or related misconduct,
or voluntarily seek assistance, and are not terminated, will not be returned to work or
continue working until they have been evaluated by the Town's EAP in conjunction
with management to determine if they can safely return to work.
XIII. Denial of Benefits
The Town shall deny an employee medical or indemnity benefits under Chapter 440, Workers'
Compensation, for a violation of the Drug -Free workplace program implemented by the Town.
XIV. Voluntary Admission:
An employee who voluntarily informs the Town Manager or his/her supervisor of a drug or
alcohol problem, may, at the Town's discretion, be granted an unpaid leave of absence, or
may be allowed to use any other accrued leave for the purpose of receiving rehabilitation and
treatment. Such employee must cooperate fully with the treatment process and will not be
permitted to return to work until appropriate transitional planning has been approved by the
Director of Human Resources and the employee's Department Director.
TOWN OF GULF STREAM ALCOHOL AND
DRUG ABUSE POLICY
Consent Agreement
I understand that, if employed by the Town of Gulf Stream, I must abide by the terms of the Town's
Comprehensive Alcohol & Drug Abuse Policy, and acknowledge that I have received same and that I may be
required to submit to testing for the presence of illegal drugs and/or alcohol. I understand that submission to such
testing is a condition of employment with the Town of Gulf Stream, and disciplinary action, up to and including
dismissal may result if I fail to meet the terms of said policy.
Drug screening will be conducted by the Town of Gulf Stream's designee. I further consent to the release of the
results to the Town of Gulf Stream.
I understand that the results of the drug testing, if confirmed positive, will remove me from consideration of
employment as outlined in the Town's Comprehensive Alcohol & Drug Abuse Policy (Administrative Policy 1-
17-3). I also understand that if I refuse to consent, I will be removed from further consideration and/or eligibility
for employment.
The name, address and telephone number of the Town's Employee Assistance Program (EAP) through which
substance abuse assessment and counseling services are available within the Town's existing employee benefit
program is:
The Center for Family Services
24/7 Support, Resources & Information
Call: (561) 616-1222 or Online: https://www.ctrfam.org (Client Code: EAPTOWNGUL)
To comply with FSS 440.102(3)(a)(7), the Town is also providing you with a representative sampling of names,
addresses and telephone numbers of EAP and local drug rehabilitation programs. There is no agreement in place
to provide EAP services to Town employees with these providers.
Gulf Stream Institute
314 10th Street
West Palm Beach, FL 33401
Phone: (561) 833-7553
Signature
Print Name
Witness
Family Health Counseling
2677 Forest Hill Blvd.
West Palm Beach, FL 34461
Phone: (561) 433-0123
Date
Print Name