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SPECIAL COUNCIL MEETING
NOTICE AND AGENDA
11555 W. Civic Center Drive, Marana, Arizona 85653
Council Chambers, March 9, 2010, at or after 6:00 PM
Ed Honea, Mayor
Herb Kai, Vice Mayor
Russell Clanagan, Council Member
Patti Comerford, Council Member
Carol McGorray, Council Member
Jon Post, Council Member
Roxanne Ziegler, Council Member
ACTION MAY BE TAKEN BY THE COUNCIL ON ANY ITEM LISTED ON THIS AGENDA.
Revisions to the agenda can occur up to 24 hours prior to the meeting. Revised agenda items appear in
italics.
As a courtesy to others. please turn off or put_n silent mode_all._pagers and cell phones.
Meeting~Times
Welcome to this Marana Council meeting. Regular Council meetings are usually held the first and
third Tuesday of each month at 7:00 p.m. at the Marana Town Hall, although the date or time may
change, or Special Meetings may be called at other times and/or places. Contact Town Hall or watch
for posted agendas for other meetings. This agenda may be revised up to 24 hours prior to the meeting.
In such a case a new agenda will be posted in place of this agenda.
Speaking at Meetings
If you are interested in speaking to the Council during Call to the Public, Public Hearings, or other
agenda items, you must fill out a speaker card (located in the lobby outside the Council Chambers) and
deliver it to the Town Clerk prior to the convening of the meeting.
All persons attending the Council meeting, whether speaking to the Council or not, are expected to
observe the Council Rules, as well as the rules of politeness, propriety, decorum and good conduct.
Any person interfering with the meeting in any way, or acting rudely or loudly will be removed from
the meeting and will not be allowed to return.
Accessibili>~y
To better serve. the citizens of Marana and others attending our meetings, the Council Chambers are
wheelchair and handicapped accessible. Any person who, by reason of any disability, is in need of
special services as a result of their disability, such as assistive listening devices, agenda materials
printed in Braille or large print, a signer for the hearing impaired, etc., will be accommodated. Such
Special Council Meeting -March 9, 2010 -Page 1 of 28
special services are available upon prior request to the Town Clerk at least 10 working days prior to
the Council meeting.
Agendas
Copies of the agenda are available the day of the meeting in the lobby outside the Council Chambers
or online at www,marana.com, by linking to the Town Clerk page under Agendas, Minutes and
Ordinances. For questions about the Council meetings, special services or procedures, please contact
the Town Clerk, at 382-1999, Monday through Friday from 8:00 a.m. to 5:00 p.m.
Posted no later than Monday, March 08, 2010, 6:00 PM, at the Marana Municipal Complex, the
Marana Operations Center and at www.marana.com under Town Clerk, Agendas, Minutes and
Ordinances.
SPECIAL COUNCIL MEETING
CALL TO ORDER AND ROLL CALL
PLEDGE OF ALLEGIANCE/INVOCATION/MOMENT OF SILENCE
APPROVAL OF AGENDA
CALL TO THE PUBLIC
At this time any member of the public is allowed to address the Town Council on any issue not
already on tonight's agenda. The speaker may have up to three minutes to speak. Any persons
wishing to address the Council must complete a speaker card located outside the Council
Chambers and deliver it to the Town Clerk prior to the commencement of the meeting. No
electronic capability will be provided by the town beyond existing voice amplication and
recording (for DVD, CD Rom, USB drives, etc.) Pursuant to the Arizona Open Meeting Law, at
the conclusion of Call to the Public, individual members of the council may respond to criticism
made by those who have addressed the Council, may ask staff to review the matter, or may ask
that the matter be placed on a future agenda.
PROCLAMATIONS
MAYOR AND COUNCIL REPORTS: SUMMARY OF CURRENT EVENTS
MANAGER'S REPORT: SUMMARY OF CURRENT EVENTS
PRESENTATIONS
CONSENT AGENDA
The Consent Agenda contains items requiring action by the Council which are generally routine
items not requiring Council discussion. A single motion will approve all items on the Consent
agenda, including any resolutions or ordinances. A Council Member may remove any issue from
the Consent agenda, and that issue will be discussed and voted upon separately, immediately
following the Consent agenda.
Special Council Meeting -March 9, 2010 -Page 2 of 28
C 1: Relating to Personnel; first reading of a proposed amendment to the Town's
Personnel Policies and Procedures, hapter 8 -Termination of Employment, Section
8-1-6 Layoff and Recall (Suzanne Machain)
LIQUOR LICENSES
BOARDS, COMMISSIONS AND COMMITTEES
COUNCIL ACTION
A 1: Resolution No. 2010-25: Relating to Personnel; approving and authorizing
staff to implement an amended Separation Incentive Plan (SIP) for fiscal year 2011;
and declaring an emergency (Suzanne Machain)
A 2: Resolution No. 2010-26: Relating to Personnel; approving and authorizing
staff to implement a Separation Transition Program for the remainder of fiscal year
2010 and for fiscal year 2011; discontinuing the Transition Package approved by the
Town Council on May 5, 2009 via Resolution No. 2009-63; and declaring an
emergency (Suzanne Machain)
ITEMS FOR DISCUSSION/POSSIBLE ACTION
D 1: Presentation: Relating to Budget; discussion and direction regarding the
budget strategies to be used by the town manager in preparing a FY 2011 balanced
operating budget (Gilbert Davidson)
EXECUTIVE SESSIONS
E 1: Executive Session pursuant to A.R.S. §38-431.03 (A)(3), Council may ask for discussion or
consultation for legal advice with the Town Attorney concerning any matter listed on this
agenda.
E 2: Executive session pursuant to A.R.S. § 38-431.03(A)(3) for discussion or
consultation for legal advice with the Town's attorneys regarding the nature of
legislative immunity in relation to personnel matters
FUTURE AGENDA ITEMS
Notwithstanding the mayor's discretion of what items to place on the agenda, if three or more
council members request an item to be placed on the agenda, it must be placed upon the agenda
for the second regular town council meeting after the date of the request (Marana Town Code,
Title 2, Chapter 2-4, Section 2-4-2 B)
ADJOURNMENT
Special Council Meeting -March 9, 2010 -Page 3 of 28
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11555 W. CIVIC CENTER DRIVE, MARANA, ARIZONA 85653
COUNCIL CHAMBERS, March 9, 2010, 6:00:00 PM
To: Mayor and Council Item C 1
From: Suzanne Machain ,Human Resources Director
Strategic Plan Focus Area:
Not Applicable
Subject: Relating to Personnel; first reading of a proposed amendment to the Town's Personnel
Policies and Procedures, hapter 8 -Termination of Employment, Section 8-1-6 Layoff
and Recall
Discussion:
Chapter 8 of the Town's Personnel Policies and Procedures require a correction to Section 8-1-6
(G)(7.) which currently states:
"7. Failure by the employee to file a written request for review within ten business days after
the effective date of the layoff, unless explained to the satisfaction of the PARB, shall operate as
a bar to further recourse by the employee."
The reference to ten "business" days requires correction to read ten "calendar" days. As
intended, all other references to periods of time in this review procedure are referenced as
calendar days.
Consistent with Ordinance 99.12 and Resolution 98-38, amendments to the Personnel Policies
and Procedures may not be adopted at the council meeting where they are first presented, but
must be considered and discussed at one council meeting and then proposed for adoption at a
later council meeting. This is the first reading of the proposed changes to Chapter 8. This policy
and a resolution are proposed to be presented for adoption at the March 16, 2010 council
meeting. Furthermore, Section 3 of the Town's Personnel Policies and Procedures provides for
amendments to the same on the consent agenda.
Financial Impact:
Not applicable.
ATTACHMENTS:
Name: Description: Type:
No Attachments Available
Staff Recommendation:
Special Council Meeting -March 9, 2010 -Page 4 of 28
Staff recommends that this item be returned for a second reading and adoption on the Mayor and
Council consent agenda for March 16, 2010.
Suggested Motion:
I move to direct staff to return this item for a second reading and adoption at the March 16, 2010
Mayor and Council consent agenda.
Special Council Meeting -March 9, 2010 -Page 5 of 28
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11555 W. CIVIC CENTER DRIVE, MARANA, ARIZONA 85653
COUNCIL CHAMBERS, March 9, 2010, 6:00:00 PM
To: Mayor and Council Item A 1
From: Suzanne Machain ,Human Resources Director
Strategic Plan Focus Area:
Progress and Innovation
Subject: Resolution No. 2010-25: Relating to Personnel; approving and authorizing staff to
implement an amended Separation Incentive Plan (SIP) for fiscal year 2011; and
declaring an emergency
Discussion:
On February 16, 2010, the Mayor and Council adopted a separation incentive plan for fiscal year
2011 as one of the voluntary pay reduction options offered to employees. Staff is proposing to
change the election period in which employees must declare their intent to participate in the
program. The current election period is March 1 through Apri130, 2010. The proposed election
period is March 1 through March 31, 2010. This modified election period is necessary in order
that the town proceed with the next steps for budget preparation. Knowledge of the
vacancy savings that will result from the voluntary separations will be important for the
development of the final budget recommendation.
Additionally, staff is proposing that the incentive plan separation dates be extended into the
remainder of FY 2010 so that this option be made immediately available upon adoption of
this amendment. The current separation periods are July 1 through September 30, 2010 (where
participants will receive 100% of the program incentives) and October 1 through December 31,
2010 (where participants will receive 50% of the program incentives). The
proposed amendment will allow employees to separate upon adoption of the attached
resolution by the council (i.e. March 9, 2010) and receive the benefits of the SIP. Participants
electing separation during the period March 9 through September 30, 2010, will be eligible to
receive 100% of the program incentives. This change will provide the widest opportunity to
employees who may wish to elect this option sooner than the beginning of the fiscal year. The
town will also benefit from any vacancy savings resulting from an earlier separation.
An amended Separation Incentive Program Outline is attached to the Resolution for this item.
ATTACHMENTS:
Name: Description: Type:
^ Reso re. SIP FY 20t1-
Amendments Resolution Resolution
(00019785~.DOC
Special Council Meeting -March 9, 2010 -Page 6 of 28
D EX A AMENDED SIP
Program Outline_FY 201.1.. Exhibit A-Amended SIP Program Outline Exhibit
(00019786-2).DOC
Staff Recommendation:
It is recommended that the Mayor and Council approve the recommended amendments to the
Separation Incentive Plan as proposed.
Suggested Motion:
I move to adopt Resolution No. 2010-25, approving and authorizing staff to implement the
amended Separation Incentive Plan for fiscal year 2011; and declaring an emergency.
Special Council Meeting -March 9, 2010 -Page 7 of 28
MARANA RESOLUTION N0.2010-25
RELATING TO PERSONNEL; APPROVING AND AUTHORIZING STAFF TO
IMPLEMENT AN AMENDED SEPARATION INCENTIVE PLAN (SIP) FOR FISCAL YEAR
2011; AND DECLARING AN EMERGENCY
WHEREAS the Town Council is authorized by A.R.S. § 9-240 (A) to control the finances
of the Town; and
WHEREAS on February 16, 2010, by Resolution No. 2010-16, the Town Council
approved implementation of the Separation Incentive Plan (SIP) for fiscal year 2011; and
WHEREAS the Town Council finds that authorizing staff to implement an amended
Separation Incentive Plan (SIP) for fiscal year 2011 is in the best interests of the Town and its
residents.
NOW, THEREFORE, BE IT RESOLVED BY THE MAYOR AND COUNCIL OF THE
TOWN OF MARANA, ARIZONA, AS FOLLOWS:
SECTION 1. The Town of Marana hereby approves the amended Separation Incentive
Plan (SIP) for fiscal year 2011 as described in the SIP program outline, attached to and
incorporated by this reference in this resolution as Exhibit A.
SECTION 2. The Town's Manager and staff are hereby directed and authorized to
undertake all other and further tasks required or beneficial to implement the amended Separation
Incentive Plan, to include the execution of separation agreements in compliance with the
provisions of the Separation Incentive Plan as described in the SIP program outline.
SECTION 3. Since it is necessary for the preservation of the peace, health and safety of
the Town of Marana that this resolution become immediately effective, an emergency is hereby
declared to exist, and this resolution shall be effective immediately upon its passage and
adoption.
PASSED AND ADOPTED BY THE MAYOR AND COUNCIL OF THE TOWN OF
MARANA, ARIZONA, this 9th day of March, 2010.
Mayor Ed Honea
ATTEST:
APPROVED AS TO FORM:
Jocelyn C. Bronson, Town Clerk Frank Cassidy, Town Attorney
Special Council Meeting -March 9, 2010 -Page 8 of 28
{00019785.DOC /}
SEPARATION INCENTIVE PLAN (SIP)
PROGRAM OUTLINE -FISCAL YEAR 2011
(AMENDED AND EXTENDED)
The purpose of the Separation Incentive Plan (SIP) is to facilitate reductions to the Town's FY 2011 budget
during the current economic crisis by providing incentives to retirement-eligible and other employees who wish
to voluntarily separate their employment with the Town. The SIP, as described in this program outline, shall
apply subject to the timelines described herein.
Eligibility
This program applies to all Town departments and to all classified and unclassified employees who are
retirement-eligible in either the Arizona State Retirement System or the Public Safety Personnel Retirement
System and to all benefit-eligible classified and unclassified employees who elect to resign.
Definitions
1. Benefit-eligible-regular full- and part-time classified and unclassified employees. Part-time employees
must have a normal schedule that is at least 20 hours but less than 40 hours per week.
2. ASRS-Arizona State Retirement System
3. COBRA--Consolidated Omnibus Benefits Reconciliation Act-provides that covered employees and
their qualified beneficiaries may continue health insurance coverage under the Town of Marana's health
plan when a qualifying event such as loss of employment would normally result in the loss of
eligibility.
4. Election Period -March 1, 2010 through March 31, 2010.
5. FY 2010-July 1, 2009 through June 30, 2010.
FY 2011-July 1, 2010 through June 30, 2011.
6. Incentives~ne-time financial assistance to support the retirement-eligible or resigning employee in
his or her transition.
7. PSPRS-Public Safety Personnel Retirement System.
8. Retirement-eligible employees-employees who have accumulated the necessary credited service in a
public entity retirement system or in the military service and/or attained the necessary age to qualify for
ASRS or PSPRS retirement. This applies to both early and normal retirements.
9. Timeline-the dates within which retirement-eligible and resigning employees must notify the Town of
their decision to retire andlor resign.
Policies and Procedures
Election
1. Employees who decide to separate their employment and take advantage of this program must notify the
Human Resources Department of their decision to elect retirement or to resign.
2. The Human Resources Department must receive the notification during the election period and no later than
close of business (5:00 p.m.) March 31, 2010. The retirement or resignation must be effective no later than
December 31, 2010.
Special Council Meeting -March ~,~~1~I~a~e-~f~ARANA RESOLUTION NO. 2010-25
3. An employee's election to resign or retire is irrevocable as of the close of business (5:00 p.m.)
March 31, 2010.
4. The Human Resources Department will respond to all employees who elect to participate in this program and
may contact ASRS or PSPRS if requested by the employee.
Incentives
Employees who separate between March 9 and September 30, 2010 will receive 100% of the incentives.
Employees who separate between October 1 and December 31, 2010 will receive 50% of the incentives.
• Incentives if Separating March 9 -September 30, 2010
1. Sick-Leave Payout. Participants will receive a payout at 50% of their accrued sick leave balance.
2. Life Insurance Continuation. Participants will remain on the Town's basic life insurance plan at the Town's
expense at one times their salary for one year.
3. Medical Plan Subsidy. This subsidy will be available to the participant only if the participant is (a) eligible
for COBRA coverage or the ASRS or PSPRS retirement health care coverage and (b) elects coverage under
COBRA, ASRS or PSPRS during the election period. Eligible participants will receive a subsidy of $150
per month for up to six months following their separation to offset the costs of COBRA continuation
coverage or coverage under the participant's retirement health care plan. This subsidy shall be payable
directly to the participant's health care plan or to the participant's COBRA administrator. The Town will
not pay the subsidy for any other type of health insurance coverage. The Town will pay the subsidy only
for those months that the participant elects COBRA, ASRS or PSPRS health care coverage, for a maximum
of six months. If the participant discontinues COBRA, ASRS or PSPRS health care coverage for any
reason before the end of the six-month period, the Town will discontinue payment of the subsidy as well.
This subsidy does not take the place of any subsidy offered directly by the retirement plan, but is in addition
to any such subsidy.
4. Severance Pay. Participants will receive severance pay in an amount equal to a percentage of the
participant's annual base salary multiplied by the participant's length of service with the Town. The
percentage of base salary that will be used to calculate a participant's severance pay will be based upon the
participant's length of service with the Town and the date of separation as elected by the participant as
follows:
Length of Service % of Annual Base Salary
0 to 10 years 1.5%
>10 to 15 years 1.75%
> 15 years 2.0%
Examples:
• $40,000 annual base salary, 5 years of service:
$40,000 x .015 = $600 x 5 years = $3,000 severance pay
• $40,000 annual base salary, 11 years of service:
$40,000 x .0175 = $700 x 11 years = $7,700 severance pay
• $40,000 annual base salary, 16 years of service:
$40,000 x .02 = $800 x 16 years = $12,800 severance pay
Participants will receive credit for partial years of service under this formula. Notwithstanding this formula, the
total amount of severance pay that will be paid to any participant is capped at a maximum of $50,000.
Special Council Meeting - March ~~~1I(~-I+~a~e~1®c~NA RESOLUTION NO. 2010-25
• Incentives if Separating October 1-December 31, 2010
1. Sick-Leave Payout. Participants will receive a payout at 25% of their accrued sick leave balance.
2. Life Insurance Continuation. Participants will remain on the Town's basic life insurance plan at the
Town's expense at one times their salary for six months.
Medical Plan Subsidy. This subsidy will be available to the participant only if the participant is (a)
eligible for COBRA coverage or the ASRS or PSPRS retirement health care coverage and (b) elects
coverage under COBRA, ASRS or PSPRS during the election period. Eligible participants will receive
a subsidy of $75 per month for up to six months following their separation to offset the costs of
COBRA continuation coverage or coverage under the participant's retirement health care plan. This
subsidy shall be payable directly to the participant's health care plan. The Town will not pay the
subsidy for any other type of health insurance coverage. The Town will pay the subsidy only for those
months that the participant elects COBRA, ASRS or PSPRS health care coverage, for a maximum of
six months. If the participant discontinues COBRA, ASRS or PSPRS health care coverage for any
reason before the end of the six-month period, the Town will discontinue payment of the subsidy as
well. This subsidy does not take the place of any subsidy offered directly by the retirement plan, but is
in addition to any such subsidy.
4. Severance Pav. Participants will receive severance pay in an amount equal to a percentage of the
participant's annual base salary multiplied by the participant's length of service with the Town, then
multiplied by 50%. The percentage of base salary that will be used to calculate a participant's severance
pay will be based upon the participant's length of service with the Town as follows:
Length of Service % of Annual Base Salary
0 to 10 years 1.5%
>10 to 15 years 1.75%
> 15 years 2.0%
Examples:
$40,000 annual base salary, 5 years of service:
$40,000 x .015 = $600 x 5 years = $3,000 x .50 = $1,500 severance pay
• $40,000 annual base salary, 11 years of service:
$40,000 x .0175 = $700 x 11 years = $7,700 x .50 = $3,850 severance pay
• $40,000 annual base salary, 16 years of service:
$40,000 x .02 = $800 x 16 years = $12,800 x .50 = $6,400 severance pay
Participants will receive credit for partial years of service under this formula. Notwithstanding this formula, the
total amount of severance pay that will be paid to any participant is capped at a maximum of $50,000.
Special Council Meeting -March ~?,~Qt1~-I1~a~e-I110q'~RANA RESOLUTION NO. 2010-25
Separation Agreement
Employees who elect to retire or resign and accept the SIP incentives will be required to enter into a separation
agreement with the Town. Sample separation agreements will be available for employees' review during the
election period. Employees must sign and return the separation agreement to the Human Resources Department
by the deadline specified by the Human Resources Department in order to be eligible for the SIP incentives.
Failure to sign and return the separation agreement by the deadline specified by the Human Resources
Department will result in the employee's disqualification from the SIP program and no incentives will be paid;
however, the employee's election to resign or retire remains irrevocable as of close of business (5:00 p.m.)
March 31, 2010.
Special Council Meeting -March ~,~PI~$IR'aAe'h~R~RANA RESOLUTION NO. 2010-25
Separation Incentive Program Notification Form
Employee Name: Department Name: Supervisor Name: Date: Current Job Title:
I elect to participate in the Town of Marana Separation Incentive Program (SIP). I intend to separate my employment with the Town
of Marana via:
^ Retirement ^ Resignation
Effective Date (no later than December 31, 2010)
I understand that the election to separate my employment with the Town is irrevocable as of the close of business (5:00
p.m.) March 31, 2010.
I understand that by participating in the SIP, I will receive the following incentives which I am not otherwise entitled to:
A. Sick leave accrual payout depending on the date of my separation in accordance with the following schedule:
Separation Date % of Sick Leave Pavout
March 9 -September 30, 2010 50%
October 1-December 31, 2010 25%
B. Continuation of the Town of Marana basic life insurance far the employee only for one year if separating March 9
through September 30, 2010; or for six months if separating October 1-December 31, 2010.
C. Severance pay in an amount equal to a percentage of annual base salary multiplied by length of Town service, to a
maximum of $50,000 if separating March 9 -September 30, 2010; or 50% of the same benefit if separating October 1
-December 31, 2010.
D. For those employees who are eligible and elect coverage under COBRA or the ASRS or PSPRS retirement medical provider,
a medical premium subsidy of $150/month for up to 6 months if separating March 9 -September 30, 2010, or $75/month for
up to 6 months if separating October 1 -December 31, 2010, to assist with the cost of premiums under either the Town
COBRA coverage or the ASRS or PSPRS retirement medical coverage. The Town will not pay the subsidy for any other
type of health insurance coverage. The Town will pay the medical premium subsidy directly to the health insurance provider
or COBRA administrator, not the employee. If the employee discontinues coverage under COBRA or the retirement medical
provider for any reason, the Town will discontinue payment of the subsidy.
I select the following medical coverage option:
^ Waive ^ COBRA ^ASRS ^PSPRS
I select the following payout option for sick leave bank payout and severance pay:
Lump sum payout
^ Payout over pay periods (maximum of 12)
I understand that in order to receive the SIP incentives listed above, I will be required to enter into a separation agreement
with the Town of Marana. Final payment of all incentives will only be made upon the Town's timely receipt of a fully
executed Separation Agreement.
Name
Signature
Date
Special Council Meeting - March ~~~1~I~a~e-I1t3jc~,~~NA RESOLUTION NO. 2010-25
SAMPLE SEPARATION AGREEMENT
This Agreement effects an agreeable separation of the employment relationship between
("EMPLOYEE") and the TOWN OF MARANA ("EMPLOYER"), as well as resolution of any claims, known
and unknown, now existing between the parties. The terms of this Agreement are as follows:
1. Resignation. EMPLOYEE agrees to voluntarily retire/resign from employment
with EMPLOYER effective (hereinafter referred to as the "Resignation Date").
2. Consideration. Upon execution of this Agreement, and in consideration for each of the
terms of this Agreement, EMPLOYER will provide EMPLOYEE with the following:
a. EMPLOYEE will be paid severance pay in an amount equal to % of EMPLOYEE'S
annual base salary as of the Resignation Date multiplied by EMPLOYEE'S years of
service with EMPLOYER as of the Resignation Date, [multiplied by SO% if separation date
between October 1 and December 31, 2010] for a total amount of $
b. EMPLOYEE will be paid for % of unused, accrued sick leave as of the
Resignation Date, calculated based on the EMPLOYEE'S annual base salary as of the
Resignation Date.
IF EMPLOYEE CHOOSES COBRA OR RETIREMENT PLAN
c. If EMPLOYEE elects health insurance coverage through EMPLOYEE'S retirement health care
plan under the Arizona State Retirement System (ASRS) [or the Public Safety Personnel
Retirement System (PSPRS),] EMPLOYER will pay [$150 or $%~, depending on date of
separation] per month directly to EMPLOYER'S health care plan on EMPLOYEE'S behalf to
subsidize the cost of EMPLOYEE'S health insurance premiums for up to six months. If
EMPLOYEE discontinues coverage under EMPLOYEE'S retirement health care plan before
the end of the six-month period, EMPLOYER will discontinue payment of the subsidy as well.
-OR-
c. If EMPLOYEE elects COBRA (Consolidated Omnibus Budget Reconciliation Act of 1985)
continuation coverage through EMPLOYER'S COBRA administrator, EMPLOYER will pay
[$ISO or $75, depending on date of separation] per month directly to EMPLOYER'S COBRA
administrator on EMPLOYEE'S behalf to subsidize the cost of EMPLOYEE'S COBRA
premiums for six months. If EMPLOYEE discontinues COBRA coverage before the end of the
six-month period, EMPLOYER will discontinue payment of the subsidy as well.
SELECT APPROPRIATE PAYMENT METHOD
d. The amounts payable under paragraphs a and b, above, shall be paid in a lump sum, less
applicable state and federal withholding taxes as required by law. Payment shall be made by
direct deposit to EMPLOYEE'S bank account currently on record with EMPLOYER within 5
business days after the Resignation Date or within 5 business days after this Agreement is fully
executed by all parties, whichever is later.
-OR-
d. The amounts payable under paragraphs a and b, above, shall be paid in the following manner:
in biweekly payments, less applicable state and federal withholding taxes as required by
law. The payments shall be made by direct deposit to EMPLOYEE'S bank account currently
on record with EMPLOYER on EMPLOYER'S regularly scheduled pay dates, beginning on
Special Council Meeting -March ~~(tI~$I~~~fiRANA RESOLUTION NO. 2010-25
the next regularly scheduled pay date after the Resignation Date or the next regularly scheduled
pay date after this Agreement is fully executed by all parties, whichever is later.
e. If EMPLOYEE is deemed eligible for coverage by EMPLOYER'S life insurance carrier,
EMPLOYEE will remain on EMPLOYER'S life insurance plan at EMPLOYER'S expense at
one times EMPLOYEE'S annual base salary as of the Resignation Date for [six or 12 months,
depending upon date of separation] after the Resignation Date.
f. EMPLOYER does not make any representations as to the taxability of any item paid pursuant
to paragraphs a, b, c and e above, and EMPLOYEE agrees that shall have sole
responsibility and be liable for any federal or state taxes which may be required by virtue of
receipt of funds or benefits pursuant to this Agreement and agrees to indemnify and hold
harmless EMPLOYER against any and all liabilities including but not limited to taxes due,
penalties assessed for unpaid taxes or any costs or fees incurred by EMPLOYER should the
taxability of any part of the payments or benefits be challenged by any taxing authority.
3. Release and Covenant Not To Sue. EMPLOYEE agrees that will not initiate or
cause to be initiated against the TOWN OF MARANA or any of its current, past, or future agents, attorneys,
insurers, council members, elected officials, employees, subsidiaries, affiliated entities, or any person or entity
acting by, through, under or in concert with it, in both their personal and official capacities, (collectively
referred to as "Released Parties") any lawsuit, compliance review, action, grievance proceeding or appeal,
investigation or proceeding of any kind (collectively referred to as "claims"), or participate in same,
individually or as a representative or a member of a class, under any contract (express or implied), law or
regulation (federal state or local), including but not limited to claims pertaining to or in any way related to
employment or termination of employment with EMPLOYER. EMPLOYEE agrees that pursuant
to this Agreement, releases and forever discharges EMPLOYER and the other Released Parties from any
and all claims, demands, damages, causes of action, and any liability whatsoever, including but not limited to
claims on account of or in any manner arising out of EMPLOYEE'S employment or termination of employment
with EMPLOYER. By way of example only, and without limiting this release, EMPLOYEE releases
EMPLOYER and the other Released Parties from any cause of action, right, claim or liability under Title VII of
the 1964 Civil Rights Act, as amended, the Family and Medical Leave Act, the United States Constitution or
Arizona Constitution, the Arizona Wage Statute, the Arizona Civil Rights Act, the Arizona Employment
Protection Act, the Americans with Disabilities Act, and any other equal employment opportunity law or
statute, any due process or other constitutional theory, any Arizona statute, any federal statute, any common law
claim including wrongful discharge, implied or express contract, the covenant of good faith and fair dealing, or
any other claim in tort or contract arising under any theory of the law.
EMPLOYEE understands and acknowledges that this release forever bars from suing
or otherwise asserting a claim against EMPLOYER or the other Released Parties on the basis of any
event occurring on or before the effective date of this Agreement, whether the facts are now known or
unknown, and whether the legal theory upon which such claim might be based is now known or
unknown.
4. Provision for Unknown Claims. EMPLOYEE warrants that does not have any
claim, charge, or complaint, either formal or informal, pending against EMPLOYER or any of the other
Released Parties with any court, tribunal, administrative agency, governmental agency, or other such body.
EMPLOYEE further waives any right to monetary recovery should any administrative or governmental agency
pursue any claim on behalf.
5. Bar. EMPLOYEE agrees that this Agreement may be pleaded as a complete bar to any
action or suit with respect to any claim under federal, state or other law including, but not limited to, any claim
relating to employment or termination of employment from EMPLOYER.
6. Indemnification. EMPLOYEE agrees to indemnify and hold harmless EMPLOYER and
the other Released Parties from and against any and all loss, costs, damages or expenses, including without
Special Council Meeting -March ~,~~-I~a~e-I1~ijc~NA RESOLUTION NO. 2010-25
limitation, attorneys' fees, arising out of a breach of this Agreement or the fact that any representation made
herein was false when made.
7. Denial of Liability. No provision of this Agreement shall be construed as an admission by
EMPLOYEE or EMPLOYER of improper conduct, omissions or liability.
8. Notice of Time for Reflection. EMPLOYEE acknowledges that this Agreement
constitutes written notice from EMPLOYER that should consult with an attorney before signing this
Agreement, and acknowledges that has fully discussed all aspects of this Agreement with
attorney to the extent desires to do so. EMPLOYEE agrees that has carefully read and fully
understands all of the provisions of this Agreement and that is voluntarily entering into this Agreement.
EMPLOYEE agrees that, as part of this agreement, has been provided with consideration in addition to
anything of value to which EMPLOYEE is already entitled. EMPLOYEE has also been provided with a
reasonable opportunity to review and consider this Agreement.
-OR (For Employee Over 40 Years of Age):
[8. Notice of Tune for Reflection. EMPLOYEE is advised as follows pursuant to the Older Workers'
Benefit Protection Act, because is over 40 years of age and in this Agreement waives
claims for age discrimination:
a. This Agreement constitutes written notice from EMPLOYER that EMPLOYEE should
consult with an attorney before signing this Agreement, and acknowledges that
has fully discussed all aspects of this Agreement with his attorney to the extent
desires to do so.
b. EMPLOYEE has carefully read and fully understands all of the provisions of this
Agreement and is voluntarily entering into this Agreement.
c. As part of this Agreement, EMPLOYEE has been provided with consideration in
addition to anything of value to which is already entitled.
d. Because is over 40 years of age, prior to waiving claims for age discrimination
that EMPLOYEE may have under the Age Discrimination in Employment Act,
may take up to forty-five (45) calendar days to consider this Agreement before signing
it.
e. In the event EMPLOYEE chooses to sign this Agreement prior to the expiration of 45
calendar days, EMPLOYEE acknowledges that voluntarily and knowingly agrees
to waive entitlement to take 45 days to consider this Agreement for the purpose
of expediting the payment outlined in Section 2, above.
f. EMPLOYEE may revoke this Agreement within seven (7) calendar days after
signs this Agreement. If EMPLOYEE wishes to revoke this Agreement, or
counsel will notes EMPLOYER in writing, addressed to Suzanne Machain, Human
Resources Director, at the Town of Marana Municipal Complex at 11555 W. Civic
Center Dr., Bldg. A3, Marana, AZ 85653, delivered on or before the expiration of the
revocation period.
g. If EMPLOYEE does not revoke this Agreement before the expiration of the seven-day
revocation period, the Agreement will become irrevocably effective and enforceable on
the eighth (8th) calendar day after EMPLOYEE signs it.
Special Council Meeting -March ~,~~1~-I(~a~e~l~jq~~NA RESOLUTION NO. 2010-25
h. EMPLOYEE is aware is not waiving any rights or claims that may arise after the
date this Agreement is executed.
i. EMPLOYER'S exit incentive program applies to all of EMPLOYER'S classified and
unclassified employees who are retirement-eligible and/or benefit-eligible.
j. The eligibility factors for EMPLOYER'S exit incentive program are: eligible
employees must be benefit-eligible, defined as regular full- and part-time classified and
unclassified employees, with part-time employees working a normal schedule of at least
20 hours but less than 40 hours per week, and/or retirement-eligible, defined as
employees who have accumulated the necessary credited service in a public entity
retirement system or in the military service and/or attained the necessary age to quay
for ASRS or PSPRS retirement.
k. The time limits for this exit incentive program are that employees must notify
EMPLOYER of their decision to elect retirement or resignation under the program by
May 19, 2009, and employees must separate employment no later than August 31,
2009; additionally, eligible employees who are over the age of 40 will have forty-five
(45) days from the date they receive this Agreement to consider whether to sign it.
1. The attached charts provide the job titles and ages of all individuals eligible for the exit
incentive program (Exhibit A) and the job titles and ages of all individuals who have
elected to participate in the exit incentive program (Exhibit B).
EMPLOYEE understands that is waiving all rights and claims has or may
have under the Age Discrimination in Employment Act, 29 U.S.C. Section 626, et seq., and any other
federal, state, or municipal law or regulation relating to age discrimination.)
9. Return of Property. EMPLOYEE shall return all property of EMPLOYER in
possession, including, but not limited to, any keys for EMPLOYER's facilities as of the Resignation Date.
parties.
10. Complete Agreement. This Agreement sets forth the entire Agreement between the
11. Choice of Law. This Agreement shall be construed, enforced, and governed by the laws of
the State of Arizona.
12. Severability. Should any provision of this Agreement be declared or determined by any
court to be illegal or invalid, the validity of the remaining parts, terms or provisions shall not be affected
thereby and said illegal or invalid part, term or provision shall be deemed not to be a part of this Agreement.
13. Effective Date. This Agreement is effective upon execution by all parties.
OR (For Employee Over 40 Years of Age):
[13. Effective Date. This Agreement is effective upon expiration of the seven-day revocation
period outlined in Section 8, above.]
***WARNING - DO NOT SIGN THIS AGREEMENT UNLESS YOU UNDERSTAND IT! THIS
AGREEMENT INCLUDES A WAIVER OF YOUR RIGHTS!***
Special Council Meeting - March ~~gI~I~'aR~(~RANA RESOLUTION NO. 2010-25
TOWN OF MARANA EMPLOYEE
By
By:
Gilbert Davidson
Town Manager
Date:
Date:
APPROVED AS TO FORM:
Jane Fairall
Deputy Town Attorney
Special Council Meeting - March ~~~1~-I1~a~e~lt8jq~~NA RESOLUTION NO. 2010-25
~r~
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*RMY Q?t 111PR<*~'4..
11555 W. CIVIC CENTER DRIVE, MARANA, ARIZONA 85653
COUNCIL CHAMBERS, March 9, 2010, 6:00:00 PM
To: Mayor and Council Item A 2
From: Suzanne Machain ,Human Resources Director
Strategic Plan Focus Area:
Progress and Innovation
Subject: Resolution No. 2010-26: Relating to Personnel; approving and authorizing staff to
implement a Separation Transition Program for the remainder of fiscal year 2010 and
for fiscal year 2011; discontinuing the Transition Package approved by the Town
Council on May 5, 2009 via Resolution No. 2009-63; and declaring an emergency
Discussion:
On May 5, 2009, council adopted a Transition Package to assist classified employees who may
have been separated from Town employment as the result of a reduction in force/layoff. As
adopted, this package is effective through the end of fiscal year 2010, June 30, 2010. To date, no
classified employees have been laid off in FY 2010; therefore, no employees have participated in
this program.
Because the potential for reductions continues into FY 2011, staff has again put together a
transition program to assist those employees who may be laid off. The proposed Separation
Transition Program provides benefits similar to the incentives offered in the Separation Incentive
Program (SIP) previously approved by council, as follows:
* 50% payout of the employee's unused sick leave balance.
* Town-provided life insurance at no cost to the employee for one year at one times the
employee's annual salary.
* $150 per month subsidy for up to six months to offset the costs of COBRA medical coverage.
(Under current Town policy and federal law, employees may elect COBRA to continue their
medical benefits for up to 18 months.) This benefit will only be provided if the employee is not
eligible to receive the COBRA premium subsidy offered by the federal government through the
American Recovery and Reinvestment Act (ARRA) or any subsequent legislation.
* Severance pay at 1.5 to 2% per year for each year of Town employment prorated to the pay
period, not to exceed $50,000. The percentage of base salary that will be used to calculate an
employee's severance pay will be based upon the employee's years of service to the Town, as
follows:
0 to 10 years = 1.5%
Special Council Meeting -March 9, 2010 -Page 19 of 28
>10 to 15 years = 1.75%
> 15 years = 2.0%
*Vacation Leave/Compensatory time paid out pursuant to the Town's Personnel Policies and
Procedures.
Affected employees will also be offered outplacement services, including up to six individual
Employee Assistance Program (EAP) counseling sessions through the town's EAP provider
(JorgensenBrooks) within 30 days of a layoff and the opportunity to participate in a job search
workshop. Other referrals regarding unemployment insurance and job search information will
also be provided through the Human Resources Department.
Employees who accept a transition package will be required to enter into a severance agreement
with the Town.
The proposed Separation Transition Program differs in many aspects from the Transition
Package that was adopted last May for FY 2010. To avoid any unequal treatment of employees
from one fiscal year to the next, it is recommended that the Transition Package adopted in May
2009 be discontinued and that the proposed Separation Transition Package be implemented
immediately, for any reductions that may take place from today's date through the end of fiscal
year 2011 (June 30, 2011).
The Separation Transition Program Outline is attached to the Resolution for this item.
Financial Impact:
The financial impact will be based on the net personnel savings (salary and employee related
expenses) resulting if a layoff action is recommended.
ATTACHMENTS:
Name: Description: Type:
^ Reso re. STP approval FY
11, discontinue Tran. Package. Resolution Resolution
FY 10 _(00019799).DOC
^ EX A Revised STP for
__ __
remainder of FY 2010 and_FY Exhibit A Separation Transition Program outline Exhibit
zo11(oools7ss-2~.DOC
Staff Recommendation:
It is recommended that the Mayor and Council approve the Separation Transition Program and
that staff be authorized to implement this program effective immediately and that the Transition
Package approved in May 2009 be discontinued.
Suggested Motion:
I move to adopt Resolution No. 2010-26, approving and authorizing staff to implement the
Separation Transition Program for the remainder of fiscal year 2010 and for fiscal year 2011;
discontinuing the Transition Package approved by Council on May 5, 2009; and declaring an
emergency
Special Council Meeting -March 9, 2010 -Page 20 of 28
MARANA RESOLUTION N0.2010-26
RELATING TO PERSONNEL; APPROVING AND AUTHORIZING STAFF TO
IMPLEMENT A SEPARATION TRANSITION PROGRAM FOR THE REMAINDER OF
FISCAL YEAR 2010 AND FOR FISCAL YEAR 2011; DISCONTINUING THE TRANSITION
PACKAGE APPROVED BY THE TOWN COUNCIL ON MAY 5, 2009 VIA RESOLUTION
N0.2009-63; AND DECLARING AN EMERGENCY
WHEREAS the Town Council is authorized by A.R.S. § 9-240 (A) to control the finances
of the Town; and
WHEREAS on May 5, 2009, via Resolution No. 2009-63, the Town Council approved a
Transition Package to provide transitional assistance for classified employees who might be
separated from Town employment due to a layoff in fiscal year 2010, defined as July 1, 2009
through June 30, 2010; and
WHEREAS the Town Council finds that discontinuing the Transition Package previously
approved and authorizing staff to implement the Separation Transition Program for the remainder
of fiscal year 2010 and for fiscal year 2011 as described in the Separation Transition Program
outline is in the best interests of the Town and its residents.
NOW, THEREFORE, BE IT RESOLVED BY THE MAYOR AND COUNCIL OF THE
TOWN OF MARANA, ARIZONA, AS FOLLOWS:
SECTION 1. The Town of Marana hereby discontinues the Transition Package approved
by the Town Council on May 5, 2009, via Resolution No. 2009-63.
SECTION 2. The Town of Marana hereby approves the Separation Transition Program
for the remainder of fiscal year 2010 and for fiscal year 2011 as described in the Separation
Transition Program outline, attached to and incorporated by this reference in this resolution as
Exhibit A.
SECTION 3. The Town's Manager and staff are hereby directed and authorized to
undertake all other and further tasks required or beneficial to implement the Separation
Transition Program, to include the execution of severance agreements in compliance with the
provisions of the Separation Transition Program as described in Exhibit A.
SECTION 4. Since it is necessary for the preservation of the peace, health and safety of
the Town of Marana that this resolution become immediately effective, an emergency is hereby
declared to exist, and this resolution shall be effective immediately upon its passage and
adoption.
PASSED AND ADOPTED BY THE MAYOR AND COUNCIL OF THE TOWN OF
MARANA, ARIZONA, this 9t" day of March, 2010.
Mayor Ed Honea
ATTEST: APPROVED AS TO FORM:
Speci
Jocelyn C. Bronson, Town Clerk
Frank Cassidy, Town Attorney
{00019799.DOC /}
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Separation Transition Program Outline
The purpose of the Separation Transition Program is to provide transitional assistance for
classified employees who are being separated from Town employment due to a layoff.
The process for identifying employees who are to be separated as a result of a layoff is
outlined in Section 8-1-6 of the Town's Personnel Policies and Procedures.
Eligibility
All classified employees who are separated from Town employment due to a layoff
during the remainder of FY 2010 or during FY 2011 may choose to participate in this
program.
Definitions
COBRA-Consolidated Omnibus Benefits Reconciliation Act-provides that
covered employees and their qualified beneficiaries may continue health
insurance coverage under the Town of Marana's health plan when a qualifying
event such as loss of employment would normally result in the loss of eligibility.
2. FY 2011-July 1, 2010 through June 30, 2011.
3. Layoff-a reduction in the Town's work force due to a shortage of work or funds
or a material change in duties or organization, as defined in Section 8-1-6 of the
Town's Personnel Policies and Procedures.
4. Participating employee-a classified employee separated from Town employment
due to layoff during the remainder of FY 2010 or during FY 2011 who chooses to
participate in the Separation Transition Program.
5. Remainder of FY 2010-March 9, 2010 through June 30, 2010.
Special Council Meeting -March 9, 201~~~81?~'~21~7 MARANA RESOLUTION NO. 2010-26
Policies and Procedures
Separation Transition Benefits
1. Sick-Leave Pa,~ Participating employees will receive a payout at 50% of their
accrued sick leave balance.
2. Vacation Leave/Compensatory Time. Participating employees will receive the
normal payout of vacation leave and compensatory time pursuant to the Town's
Personnel Policies and Procedures, if earned and applicable, upon the effective date
of the layoff.
3. Life Insurance Continuation. Participating employees will remain on the Town's
basic life insurance plan at the Town's expense at one times their salary for one year.
4. Medical Plan Subsidy. NOTE: Participating employees will be eligible for this
subsidy only if they are eligible for COBRA coverage and only if they are not eligible
to receive a COBRA premium subsidy from the federal government through the
American Recovery and Reinvestment Act (ARRA) or any subsequent legislation.
Eligible participating employees will receive a subsidy of $150 per month for up to
six months following their separation to offset the costs of COBRA continuation
coverage. This subsidy shall be payable directly to the COBRA administrator. The
Town will not pay the subsidy for any other type of health insurance coverage. The
Town will pay the subsidy only for those months that the participating employee
elects COBRA coverage, for a maximum of six months. If the participating
employee discontinues COBRA health care coverage for any reason before the end of
the six-month period, the Town will discontinue payment of the subsidy as well.
5. Severance Pay. Participating employees will receive severance pay in an amount
equal to a percentage of the participating employee's annual base salary multiplied by
the participating employee's length of service with the Town as follows:
Length of Service % of Annual Base Salary
0 to 10 years LS%
>10 to 15 years 1.75%
> 15 years 2.0%
Examples:
• $40,000 annual base salary, 5 years of service:
$40,000 x .015 = $600 x 5 years = $3,000 severance pay
Special Council Meeting -March 9, 201~~~B~j3~?~j MARANA RESOLUTIONNO. 2010-26
• $40,000 annual base salary, 11 years of service:
$40,000 x .0175 = $700 x 11 years = $7,700 severance pay
• $40,000 annual base salary, 16 years of service:
$40,000 x .02 = $800 x 16 years = $12,800 severance pay
Participating employees will receive credit for partial years of service under this
formula. Notwithstanding this formula, the total amount of severance pay that will
be paid to any participating employee is capped at a maximum of $50,000.
6. Outplacement Services. Participating employees will receive up to six Employee
Assistance Program (EAP) individual counseling sessions to be used within 30 -days
of the effective date of layoff, as well as the opportunity to participate in a job search
workshop provided by the Town's EAP provider.
Severance Agreement
Employees who elect to participate in the Separation Transition Program will be required
to enter into a severance agreement with the Town in order to receive the separation
transition benefits described in this program outline.
Special Council Meeting -March 9, 201~~~8~}~~ MARANA RESOLUTIONNO. 2010-26
~~`~~.
~~~~
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11555 W. CIVIC CENTER DRIVE, MARANA, ARIZONA 85653
COUNCIL CHAMBERS, March 9, 2010, 6:00:00 PM
To: Mayor and Council Item D 1
From: Gilbert Davidson ,Town Manager
Strategic Plan Focus Area:
Commerce, Community Building, Heritage, Progress and Innovation, Recreation
Subject: Presentation: Relating to Budget; discussion and direction regarding the budget
strategies to be used by the town manager in preparing a FY 2011 balanced operating
budget
Discussion:
In accordance with council direction received on February 9, 2010, the Town Manager will
present a balanced budget to the Town Council on April 13, 2010. Listed below are the key
strategies that will be employed to achieve a balanced budget. Staff is seeking council's
concurrence with these strategies.
A balanced budget means that operating revenues and expenditures are aligned, with the use of
one-time monies paying for one- time expenses, to the extent possible. The town has historically
used one-time revenues for certain ongoing capital outlay expenditures, such as vehicles. This
creates a structural imbalance between revenues and expenditures that the town is working to
correct for the long-term.
The Town Manager will employ both short- and long-term strategies to achieve a balanced
budget, keeping an eye toward the projection that these challenging economic times will be with
us for the next several budget cycles (years). Short-term items are characterized below as budget
reduction strategies. Longer-term items involve changes to a service or program's business
model, although these changes could certainly be implemented entirely in FY 2011 or in
phases. This list is not intended to be exhaustive, but is designed to illustrate the business models
that are being reviewed to solve a projected $4 million dollar budget shortfall in FY 2011 and
subsequent future challenges.
The recommendations made by the Town Manager for a balanced budget will be based on the
core values established by the Town Council:
We are a safe community.
We are a clean community.
We are a health community.
Special Council Meeting -March 9, 2010 -Page 25 of 28
Reduction_Strate ies short-term__fo_r FY 2011)
• Excess capacity (eliminate vacant/frozen positions; address positions where workload has
changed; reduce commodity expenditures)
Eliminate leases for outside facilities and utilize town-owned sites/facilities
Reduce funding to outside agencies
• Service modifications (i.e. hours/days when program is provided; frequency that service is
performed)
Reorganization restructuring/reassignment
Partnerships with other entities for service delivery
• Fee schedule changes and analyze options for achieving greater percentage or full cost-
recovery
Usage of grant monies (FY 2011)
Organization-wide furlough options
Changes to Business_Model:
Changes to our business model may be completed in phases, with initial (or all) changes (i.e.
reductions) implemented in FY 2011. The focus is on three primary questions: Should we be in
this business? Is anyone else in this business? If we are in this business and want to continue,
what modifications should be made?
Recreation programming (after-school, aquatics, etc.)
Special events support (town-wide impacts)
Non-emergency police services (options for providing non-emergency responses)
• Vehicles (replacement time-lines, usage, etc.)
• Lease v. own (equipment and vehicles, including technology)
• Preventative maintenance (facilities, equipment, streets, parks, etc.)
• Building reception (process for managing visitors/phone calls)
• Cash-handling (centralize, decentralize, web-based, IVR, lockbox etc.)
Partnerships (leverage for services)
Usage of grants (support v. supplant)
Financial Impact:
An update will be provided on the total cost savings identified to date.
ATTACHMENTS:
Name: Description: Type:
Special Council Meeting -March 9, 2010 -Page 26 of 28
~ Council Budget Meeting
Schedule_Revised.pdf Revised Budget Schedule Backup Material
Staff Recommendation:
Staff is seeking concurrence with the schedule and approach for presentation of a balanced FY
2011 operating budget on April 13, 2010.
Suggested Motion:
I move to direct the town manager to prepare the FY 2011 balanced operating budget using the
strategies and direction as discussed.
Special Council Meeting -March 9, 2010 -Page 27 of 28
Town of Marana Town Council
FY 2011 Budget Meeting Plan
Revised as of March 1, 2010
Date Meetin T e Time A enda Item/To is s Location
1/12/2010 Council Special Session 6:00 p.m. • Presentation - l~'~' ?~11 Bud et Framework MMC Council Chambers
1 /27/2010 Budget Public Varies -see • Public Budget Presentations conducted by staff; Various -see attached
- 3/3/2010 Presentations attached Council attendance o tional
2/9/2010 Council Special Session 6:00 p.m. • Presentation - i~' ~~} f f} Revenue Update and MMC Council Chambers
1;~, 2(}11 Preliminary Revenue Projections and
Revenue Options (Montague)
• Presentation - I~ ~,. 2{} 1 (Budget Building Blocks
(Town Manager)
• Action - -~Y 2011 Voluntary Salary
Management Options -Separation Incentive
Program & Sabbatical (HR)
3/9/2010 Council Special Session 6:00 p.m. • Action -Adoption of amended FY 2010/11 SIP MMC Council Chambers
to shorten election period.; extend separation to
FY 2010; effective immediately (HR)
• Action -Adoption of amended STP; extend to
6/30/2011; make benefits the same as SIP (HR)
• Action -Council concurrence with Town
Manager's recommended budget strategies and
bud et schedule
3/30/2010 Council Special Session 6:00 p.m. • Presentation - FY 2011 revenue projections MMC Council Chambers
• Presentation- FY 2011 fee ordinance chan es
4/13/2010 Council Special Session 6:00 pm. • Presentation- Town Manager's hY 2(} I 1 MMC Board Room
Balanced Bud et (O eratin) (Town Mana er)
5/11/2010 Council Special Session 6:00 p.m. • Presentation -Town Manager's 1~`~' `?U! I MMC Board Room
Recommended Budget (Ca ital
5/18/2010 Council Regular Session 7:00 p.m. • Action -First Reading 1'"~' '?(.} 11 Fee Ordinance Council Chambers
6/1/2010 Council Regular Session 7:00 p.m. • Action -Second Reading l~~~s' ?(}11 Fee Council Chambers
Ordinance
• Action -Tentative Ado tion ~ ~' ~~D 1 Bud et
6/15/2010 Council Regular Session 7:00 p.m. • Action -Final Ado tion 1~' '?€} (Budget Council Chambers
Special Council Meeting -March 9, 2010 -Page 28 of 28