HomeMy WebLinkAboutStudy Session Agenda Packet 1/12/2021MARANA TOWN COUNCIL
STUDY SESSION
NOTICE AND AGENDA
11555 W. Civic Center Drive, Marana, Arizona 85653
Council Chambers, January 12, 2021, at or after 6:00 PM
Ed Honea, Mayor
Jon Post, Vice Mayor
Patti Comerford, Council Member
Jackie Craig, Council Member
Herb Kai, Council Member
John Officer, Council Member
Roxanne Ziegler, Council Member
Pursuant to A.R.S. §38-431.02, notice is hereby given to the members of the Marana
Town Council and to the general public that the Town Council will hold a meeting open
to the public on January 12, 2021, at or after 6:00 PM located in the Council Chambers of
the Marana Municipal Complex, 11555 W. Civic Center Drive, Marana, Arizona.
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.
The Council Chambers are wheelchair and handicapped accessible. Persons with a
disability may request a reasonable accommodation, such as a sign language interpreter,
by contacting the Town Clerk at (520) 382-1999. Requests should be made as early as
possible to arrange the accommodation.
This Notice and Agenda posted no later than 24 hours prior to the meeting at the Marana
Municipal Complex, 11555 W. Civic Center Drive, the Marana Operations Center, 5100
W. Ina Road, and at www.maranaaz.gov under Agendas and Minutes.
CALL TO ORDER AND ROLL CALL
PLEDGE OF ALLEGIANCE/INVOCATION/MOMENT OF SILENCE
Marana Study Session Meeting 01/12/2021 Page 1 of 45
APPROVAL OF AGENDA
DISCUSSION/DIRECTION/POSSIBLE ACTION
D1 Resolution No. 2021-001: Relating to Personnel; approving and adopting
amendments to the Temporary Personnel Policy - Families First Coronavirus
Response Act (FFCRA) to voluntarily extend the leave benefits through March
31, 2021 (Curry C. Hale)
D2 Relating to Budget; presentation, discussion and direction regarding the
framework for development of the fiscal year 2021-2022 budget and its role in
the implementation of the Strategic Plan (Terry Rozema and Yiannis
Kalaitzidis)
EXECUTIVE SESSIONS
Pursuant to A.R.S. § 38-431.03, the Town Council may vote to go into executive
session, which will not be open to the public, to discuss certain matters.
E1 Executive Session pursuant to A.R.S. §38-431.03 (A), Council may ask for
discussion or consideration, or consultation with designated Town
representatives, or consultation for legal advice with the Town Attorney,
concerning any matter listed on this agenda for any of the reasons listed in
A.R.S. §38-431.03 (A).
FUTURE AGENDA ITEMS
Notwithstanding the Mayor’s discretion regarding the items to be placed on the
agenda, if three or more Council members request that an item be placed on the
agenda, it must be placed on the agenda for the second regular Town Council
meeting after the date of the request, pursuant to Marana Town Code Section
2-4-2(B).
ADJOURNMENT
Marana Study Session Meeting 01/12/2021 Page 2 of 45
Council-Study Session D1
Meeting Date:01/12/2021
To:Mayor and Council
Submitted For:Curry C. Hale, Human Resources Director
From:Libby Shelton, Deputy Town Attorney
Date:January 12, 2021
Strategic Plan Focus Area:
Not Applicable
Subject:Resolution No. 2021-001: Relating to Personnel; approving and adopting
amendments to the Temporary Personnel Policy - Families First
Coronavirus Response Act (FFCRA) to voluntarily extend the leave
benefits through March 31, 2021 (Curry C. Hale)
Discussion:
On March 17, 2020, the Council adopted Resolution No. 2020-029, approving a
temporary personnel policy regarding employee leave and telework during the
COVID-19 pandemic. The resolution authorized the Town Manager to implement
further revisions to the temporary policy, consistent with generally accepted principles
of good personnel administration and with general legal principles, as necessary in
response to the evolving nature of the emergency.
On March 18, 2020, the Families First Coronavirus Response Act (FFCRA) was signed
into law. The FFCRA provides leave under the Emergency Paid Sick Leave Act (EPSLA)
and the Emergency Family and Medical Leave Expansion Act (EFMLEA) to assist
employees during the Coronavirus Disease 2019 (COVID-19) global pandemic. This Act
was effective from April 1, 2020 through December 31, 2020. In response to the
requirements of the federal law, effective April 1, 2020, the Town Manager implemented
an Addendum to Temporary Personnel Policy Regarding Employee Leave and
Telecommuting, being the Temporary Personnel Policy - Families First Coronavirus
Response Act (FFCRA).
On August 18, 2020, the Council adopted Resolution 2020-089 approving and ratifying
the Temporary Personnel Policy - Families First Coronavirus Response Act (FFCRA).
Marana Study Session Meeting 01/12/2021 Page 3 of 45
The Temporary Personnel Policy approved by the Council expired on December 31,
2020, to mirror the expiration date set forth by the FFCRA. As of January 1, 2021,
covered employers may voluntarily provide emergency paid sick leave or emergency
paid FMLA Leave as was provided under FFCRA, but it is no longer mandated.
Town employees continue to be impacted by the COVID-19 pandemic, by being placed
on imposed leave due to illness or required quarantines, and due to school and childcare
closures. Due to the post-Thanksgiving spike in cases, the Town has seen an increase in
employee illness and exposures and many local school districts have returned to remote
learning. To bridge the gap between the Temporary FFCRA Personnel Policy's
expiration date of December 31, 2020 and the Council's first meeting in 2021, the Town
Manager implemented a revised Temporary Personnel Policy - Families First
Coronavirus Response Act (FFCRA) extending the benefits of FFCRA through January
12, 2021, tonight's meeting date.
The proposed revisions to the Temporary Personnel Policy - Families First Coronavirus
Response Act (FFCRA) will extend the leave benefits provided by FFCRA to Town
employees through March 31, 2021. Although no longer mandated by federal law to
offer this leave, staff recommends the proposed extension. Additionally, the proposed
revisions clarify that there will not be a new allocation of 80 hours of EPSLA leave in
2021 and that the EFMLEA time period is also extended through March 31, 2021.
Staff Recommendation:
Staff recommends approval and adoption of the amendments to the Temporary
Personnel Policy - Families First Coronavirus Response Act (FFCRA).
Suggested Motion:
I move to adopt Resolution No. 2021-001, approving and adopting amendments to the
Temporary Personnel Policy - Families First Coronavirus Response Act (FFCRA).
Attachments
Resolution 2021-001
Exhibit A - Temporary Policy
Extend FFRA Policy Presentation
Marana Study Session Meeting 01/12/2021 Page 4 of 45
Marana Resolution No. 20 21-001 -1 -
MARANA RESOLUTION NO. 2021-001
RELATING TO PERSONNE L; APPROVING AND ADOPTING AMENDMENTS TO
THE TEMPORARY PERSONNEL POLICY – FAMILIES FIRST CORONAVIRUS
RESPONSE ACT (FFCRA) TO VOLUNTARILY EXTE ND THE LEAVE BENEFIT S
THROUGH MARCH 31, 2021
WHEREAS Section 3-3-1 of the Marana Town Code provides that the Town Coun-
cil may adopt personnel rules, regulations and policies that follow the generally accepted
principles of good personnel administration which the Council may modify or change
from time to time; and
WHEREAS the Town Council adopted Personnel Policies and Procedures via
Town of Marana Ordinance 99.12 and Resolution 99 -38 on May 18, 1999, which have been
amended from time to time; and
WHEREAS the United States government declared a National Emergency related
to the COVID-19 pandemic on March 13, 2020; and
WHEREAS on March 17, 2020, the Town Council adopted Resolution No. 2020 -
029, approving a temporary personnel policy regarding employee leave and telework
during the COVID-19 pandemic, and authorizing the Town Manager to implement fur-
ther revisions to the temporary policy, consistent with generally ac cepted principles of
good personnel administration and with general legal principles, as necessary in re-
sponse to the evolving nature of the eme rgency; and
WHEREAS on March 18, 2020, the Families First Coronavirus Response Act
(FFCRA) was signed into law, which provides leave under the Emergency Paid Sick
Leave Act (EPSLA) and the Emergency Family and Medical Leave Expansion Act (EFM-
LEA) to assist employees during the Coronavirus Disease 2019 (COVID -19) global pan-
demic, and is effective from April 1, 2020 through December 31, 2020; and
WHEREAS effective April 1, 2020, in compliance with the federal law, the Town
Manager implemented an Addendum to Temporary Personnel Policy Regarding Em-
ployee Leave and Telecommuting, Temporary Personnel Policy - Families Firs t Corona-
virus Response Act (FFCRA); and
WHEREAS on August 18, 2020, the Town Council adopted Resolution 2020 -089
approving and ratifying the Temporary Personnel Policy –(FFCRA) with an expiration
date of December 31, 2020; and
Marana Study Session Meeting 01/12/2021 Page 5 of 45
Marana Resolution No. 20 21-001 -2 -
WHEREAS the COVID-19 pandemic continues to affect Town employees due to
illness, quarantines, and school and childcare closures; and
WHEREAS on December 18, 2020, the Town Manager amended the Temporary
Personnel Policy – FFCRA to extend the policy through January 12, 2021; and
WHEREAS the Mayor and Council find that approving and adopting amend-
ments to the Temporary Personnel Policy - Families First Coronavirus Response Act
(FFCRA) is in the best interests of the Town and its employees.
NOW, THEREFORE, BE IT RESOLVED BY THE MAYO R AND COUNCIL OF
THE TOWN OF MARANA, ARIZONA, THAT:
SECTION 1. The Temporary Personnel Policy - Families First Coronavirus Re-
sponse Act (FFCRA) is hereby amended as set forth in Exhibit A attached to and incor-
porated by this reference in this resolution, with deletions shown with strikeouts and
additions shown with double underlining..
SECTION 2. The Town’s manager and staff are hereby directed and authorized
to undertake all other and further tasks required or beneficial to carry out the terms , ob-
ligations, and objectives of the aforementioned temporary policy. The Town Manager is
specifically authorized to implement further revisions to the temporary policy, consistent
with generally accepted principles of good personnel administration and with general
legal principles, as necessary in response to the evolving nature of the emergency.
PASSED AND ADOPTED BY THE MAYOR AND COUNCIL OF THE TOWN OF
MARANA, ARIZONA, this 12th day of January, 2021.
Mayor Ed Honea
ATTEST:
Cherry L. Lawson, Town Clerk
APPROVED AS TO FORM:
Jane Fairall, Town Attorney
Marana Study Session Meeting 01/12/2021 Page 6 of 45
Exhibit A to Marana Resolution No. 2021-001
00069731.DOC /10 -1 -
Addendum to Temporary Personnel Policy Regarding
Employee Leave and Tele work
TEMPORARY PERSONNEL POLICY
FAMILIES FIRST CORONAVIRUS RESPONSE ACT
EFFECTIVE 4/1/20 – 3/31/211/12/21
Section 1 Policy
A.In accordance with the Families First Coronavirus Response Act (FFCRA), the Town of
Marana provides leave under the Emergency Paid Sick Leave Act (EPSLA) and the
Emergency Family and Medical Leave Expansion Act (EFMLEA) to assist employees
during the Coronavirus Disease 2019 (COVID -19) global pandemic.
B.This polic y is effective from April 1, 2020 through March 31January 12, 2021.
C.The provisions of this policy are not intended to conflict with or supersede federal law,
nor should they be interpreted or construed to do so. If any provision of this policy
conflicts with federal law, federal law shall control.
D.If the FFCRA is not extended beyond December 31, 2020, the terms of this policy will
govern through January 12, 2021.
Section 2 Definitions
In this policy, the following terms shall have the following meanings:
A.Child care provider: A provider who receives compensation for providing child care
services on a regular basis.
1.Child care provider includes a center-based child care provider, a group home
child care provider, a family child care provider , or other provider of child care
services for compensation that is licensed, regulated or registered under state
law and satisfies the state and local requirements.
2.The eligible child care provider need not be compensated or licensed if he or she
is a family member or friend, such as a neighbor, who regularly cares for the
employee’s child.
B.Emergency Paid Sick Leave: Paid leave under the Emergency Paid Sick Leave Act
(EPSLA).
C.Emergency responder:
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Exhibit A to Marana Resolution No. 2021-001
00069731.DOC /10 -2 -
1.All commissioned Marana Police Department (MPD) law enforcement officers .
2.All personnel in the MPD Communications Division.
D.Expanded Family and Medical Leave: Leave under the Emergency Family and Medical
Leave Expansion Act (EFMLEA).
E.Place of care: A physical location in which care is provided for the employe e's child while
the employee works. The physical location does not have to be solely dedicated to such
care. Examples include day care facilities, preschools, before and after school care
programs, schools, homes, summer camps, summer enrichment programs, and respite
care programs .
F.School: An elementary or secondary school.
1.“Elementary school” means a nonprofit institutional day or residential school,
including a public elementary charter school that provides elementary education,
as determined under state law.
2.“Secondary school” means a nonprofit institutional day or residential school,
including a public secondary charter school that provides secondary education,
as determined under state law, except that the term does not include any
education beyond grade 12.
G.Son or daughter: A biological, adopted, or foster child, a stepchild, a legal ward, or a
child of a person standing in loco parentis , who is under 18 years of age, or who is 18
years of age or older but is incapable of self-care because of a mental or physical
disability.
Section 3 [reserved]
Section 4 Emergency Paid Sick Leave Act (EPSLA)
A.Eligibility
1.All Town of Marana employees are eligible for Emergency Paid Sick Leave, with
some exceptions for emergency responders.
2.Emergency responder eligibility
a.Emergency responders are eligible for Emergency Paid Sick Leave for
the reasons listed in Section 4(C)(1) through (4).
b.Emergency responders’ eligibility for Emergency Paid Sick Leave for the
reasons listed in Section 4(C)(5) and (6) will be det ermined on a
case-by-case basis taking into consideration the Department’s
operational needs. If emergency responders are granted leave for either
of these reasons, the Town Manager or Department Head may revoke
the leave at any time based on changing oper ational needs .
B.Emergency Paid Sick Leave Entitlement
1.Eligible full-time employees are entitled to 80 hours of Emergency Paid Sick
Leave for the period of April 1, 2020 through March 31, 2021calendar year 2020
and for that portion of calendar year 2021 that this policy remains in effect.
Employees will not receive a new allocation of 80 hours for calendar year 2021.
2.Eligible part-time employees are entitled to a number of hours equal to the
number of hours that such employee works, on average, over a 2 -week period
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Exhibit A to Marana Resolution No. 2021-001
00069731.DOC /10 -3 -
for the period of April 1, 2020 through March 31, 2021 calendar year 2020 and for
that portion of calendar year 2021 that this policy remains in effect . Employees
will not receive a new allocation of hours for calendar year 2021.
C.Qualifying Reasons for Emergency Paid Sick Leave. Employees shall be permitted to
use Emergency Paid Sick Leave when the employee is unable to work or telework for
any of the following reasons:
1.The employee is subject to a federal, state, or local quarantine due to concer ns
related to COVID-19 or is subject to any order from the federal, state or local
government requiring the employee not to leave the employee’s residence.
2.The employee has been advised by a health care provider to self -quarantine due
to concerns related to COVID-19.
3.The employee is experiencing symptoms of COVID -19 and seeking a medical
diagnosis .
4.The employee is caring for an individual who is subject to an order as described
in subparagraph 1 of this paragraph or for an individual who has been advised as
described in subparagraph 2 of this paragraph.
5.The employee is caring for their son or daughter if the school or place of care of
the son or daughter has been closed, or the child care provider of the son or
daughter is unavailable due to COVID -19 precautions.
6.The employee is experiencing any other substantially similar condition as
specified by the United States Secretary of Health and Human Services.
D.Compensation
1.For qualifying reasons listed in Section 4(C)(1) through (3), Emergency Paid Sick
Leave is c ompensated at the same hourly rate and with the same benefits,
including health care benefits, as the employee normally earns during hours
worked. Payment shall not exceed $511 per day and $5,110 in the aggregate.
2.For qualifying reasons listed in Section 4(C)(4) through (6), Emergency Paid Sick
Leave is compensated at 2/3 the amount described in subparagraph 1 of this
paragraph.
a.Payment shall not exceed $200 per day and $2,000 in the aggregate.
b.An eligible employee may use any accrued vacation, MTO, sick, or
compensatory leave for the remaining 1/3 of the employee’s regular rate
of pay to receive full pay while on Emergency Paid Sick Leave.
3.Part-time employees shall receive the pro-rated equivalent of this pay based on
typical work schedule.
Section 5 Emergency Family and Medical Leave Expansion Act (EFMLEA)
A.Eligibility
1.All Town of Marana employees who have been employed by the Town for at
least 30 calendar days are eligible for Expanded Family and Medical Leave, with
some exceptions for emergency responders .
2.Emergency responders’ eligibility for Expanded Family and Medical Leave will be
determined on a case-by-case basis taking into consideration the Department’s
Marana Study Session Meeting 01/12/2021 Page 9 of 45
Exhibit A to Marana Resolution No. 2021-001
00069731.DOC /10 -4 -
operational needs. If emergency responders are granted Expanded Family and
Medical Leave, the Town Manager or Department Head may revoke the leave at
any time based on changing operational needs .
B.Expanded Family and Medical Leave Entitlement
1.Eligible employees are entitled to up to 12 weeks of Expanded Family and
Medical Leave.
2.The employee must take the 12 weeks of Expanded Family and Medical Leave
between April 1, 2020 and March 31January 12, 2021.
3.Any Expanded Family and Medical Leave taken by an employee will count
towards the employee’s 12-week FMLA leave entitlement as set forth in Section
4-7-4 of the Town of Marana’s Personnel Policies and Procedures.
C.Qualifying Reason for Expanded Family and Medical Leave . The employee is unable to
work or telework due to a need to care for his or her son or daughter whose school or
place of c are has been closed, or whose c hild care provider is unavailable, for reasons
related to COVID -19. An eligible employee has need to take Expanded Family and
Medical Leave for the purposes of this paragraph only if no suitable person is available
to care for his or her son or daughter during the period of such leave.
D.Compensation
1.The first two weeks (or 80 hours ) of Expanded Family and Medical Leave is
unpaid leave. An eligible employee may elect to substitute Emergency Paid Sick
Leave or any accrued vacation, MTO, sic k, or compensatory leave for unpaid
leave.
2.The subsequent ten weeks (or 400 hours ) of Expanded Family and Medical
Leave shall be paid at 2/3 of an employee’s regular rate of pay.
a.The 2/3 pay described in this paragraph shall not exceed $200/day and
$10,000 in the aggregate.
b.An eligible employee may use any accrued vacation, MTO, sick, or
compensatory leave for the remaining 1/3 of the employee’s regular rate
of pay to receive full pay during Expanded Family and Medical Leave.
3.Part-time employees shall rec eive the pro-rated equivalent of this pay based on
their typical work schedule.
E.Return to Work. Employees returning from Expanded Family and Medical Leave are
subject to the return to work provisions set forth in the Town of Marana’s Personnel
Policies and Procedures Section 4-7-18.
Section 6 Intermittent Leave
A.A Department Head may allow an employee to take up to the entire entitlement of
Emergency Paid Sick Leave or Expanded Family and Medical Leave intermittently to
care for the employee's son or daughter whose school or place of care is closed, or
whose child care provider is unavailable, because of reasons related to COVID -19. If
approved, the employee may take the intermittent leave in any increment of time agreed
to by the Department Head and the employee.
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Exhibit A to Marana Resolution No. 2021-001
00069731.DOC /10 -5 -
B.If a Department Head approves intermittent leave in accordance with this Section, the
Department Head may revoke the approval at any time based on changing operational
needs.
C.An employee may not take Emergency Paid Sick Leave intermittently if the leave is
taken for any of the reasons specified in Section 4(C)(1) through (4) or (6). Once the
employee begins taking Emergency Paid Sick Leave for one or more of those reasons,
the employee must use the permitted days of leave consecutively until the employee no
longer has a qualifying reason to take Emergency Paid Sick Leave.
Marana Study Session Meeting 01/12/2021 Page 11 of 45
Exhibit A to Marana Resolution No. 2021-001
00069731.DOC /10 -6 -
REVISION HISTORY
DESCRIPTION OF CHANGE DATE
OR
REV
Original Release
Revision
4/1/2020
6/30/2020
REV Revision 8/5/2020
(Ratified by
Council
8/18/2020
Resolution No.
2020-089)
REV Revision 12/18/20
REV Revision (Approved by
Council
1/12/2021
Resolution No.
2021-XXX)
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Exhibit A to Marana Resolution No. 2021-001
00069731.DOC /10 -7 -
Caution: A copy of this Policy is an uncontrolled document. It is your responsibility to ensure you
are using the current version. The electronic version is the only acceptable and controlled
Policy.
Marana Study Session Meeting 01/12/2021 Page 13 of 45
Extend Families First Coronavirus Response Act (FFCRA)
Leave Benefits
Marana Study Session Meeting 01/12/2021 Page 14 of 45
Background
•March 13, 2020 -the United States government declared a
National Emergency related to the COVID-19 pandemic
•March 17, 2020 -Council adopted Resolution No. 2020-029,
approving a temporary personnel policy regarding employee
leave and telework during the COVID-19 pandemic
•Resolution authorized the Town Manager to implement further
revisions to the temporary policy as necessary in response to
the evolving nature of the emergency
Marana Study Session Meeting 01/12/2021 Page 15 of 45
Background
•March 18, 2020 -the Families First Coronavirus Response Act
(FFCRA) was signed into law
•Provides protected leave under the Emergency Paid Sick Leave
Act (EPSLA) and the Emergency Family and Medical Leave
Expansion Act (EFMLEA) to assist employees during the
Coronavirus pandemic
•Effective April 1, 2020 through December 31, 2020
Marana Study Session Meeting 01/12/2021 Page 16 of 45
Background
•April 1, 2020 -To wn Manager implemented an Addendum to
Temporary Personnel Policy Regarding Employee Leave and
Telecommuting, Temporary Personnel Policy -Families First
Coronavirus Response Act (FFCRA)
Marana Study Session Meeting 01/12/2021 Page 17 of 45
Background
•August 18, 2020 –The Council adopted Resolution 2020-089
approving and ratifying the Temporary Personnel Policy -
Families First Coronavirus Response Act (FFCRA)
•The Temporary Personnel Policy approved by the Council
expired on December 31, 2020 to mirror the expiration date set
by the FFCRA
Marana Study Session Meeting 01/12/2021 Page 18 of 45
Background
•January 1, 2021 –Employers may voluntarily provide
emergency paid sick leave or emergency paid FML as provided
under FFCRA, but it is no longer required
•Town employees continue to be impacted by COVID-19, due to
illness or required quarantines, and due to school and childcare
closures.
Marana Study Session Meeting 01/12/2021 Page 19 of 45
Background
•To bridge the gap between FFCRA expiration date of December
31, 2020 the first Council meeting in 2021, The Town Manager
implemented a revised Temporary Personnel Policy extending
the benefits of FFCRA through tonight’s meeting date
•The proposed revisions to the Temporary Personnel Policy –
FFCRA will extend the leave benefits provided to Town
employees through March 31, 2021.
Marana Study Session Meeting 01/12/2021 Page 20 of 45
Emergency Paid Sick Leave
•Benefit
Up to 80 hours of emergency paid sick leave when employee is unable to
work or telework for any of the qualifying reasons
•Qualifying Reasons for Emergency Paid Sick Leave
The employee is subject to a quarantine due to concerns related to COVID-
19 or is subject to any order from the government requiring the employee
not to leave the employee’s residence.
The employee has been advised by a health care provider to self-
quarantine due to concerns related to COVID-19.
The employee is experiencing symptoms of COVID-19 and seeking a
medical diagnosis.
Marana Study Session Meeting 01/12/2021 Page 21 of 45
Emergency Paid Sick Leave
Qualifying Reasons for Emergency Paid Sick Leave (Cont’d)
The employee is caring for an individual who is subject to an order as
described in the previous slide or for an individual who has been advised as
described in the previous slide.
The employee is caring for their son or daughter if the school or place of
care of the son or daughter has been closed, or the child care provider of
the son or daughter is unavailable due to COVID-19 precautions.
The employee is experiencing any other substantially similar condition as
specified by the United States Secretary of Health and Human Services
(HHS).
Marana Study Session Meeting 01/12/2021 Page 22 of 45
Emergency Paid Sick Leave (EPSL)
Benefit
For qualifying reasons related to employee’s own condition,
emergency paid sick leave is compensated at the same hourly rate
as the employee normally earns during hours worked
For qualifying reasons related to caring for another, childcare
issues, or other similar circumstance as determined by HHS,
emergency paid sick leave is compensated at 2/3 employee’s
normal pay
Marana Study Session Meeting 01/12/2021 Page 23 of 45
Emergency Family and Medical Leave
Benefit
All Town employees who have been employed at least 30 calendar
days are eligible for up to 12 weeks of emergency Family and Medical
Leave until March 31, 2021
Leave counts toward normal FMLA benefit of 12 weeks
Qualifying Reasons for Emergency Family and Medical Leave
The employee is unable to work or telework due to a need to care for their
child whose school or place of care has been closed, or whose child care
provider is unavailable due to COVID -19
Marana Study Session Meeting 01/12/2021 Page 24 of 45
Decision Points
Allow Families First Coronavirus Response Act (FFCRA) benefits
to be extended to eligible employees through March 31, 2021,
without the allocation of 80 additional hours for the
emergency paid sick leave, and extend the emergency family
medical leave through March 31, 2021
Marana Study Session Meeting 01/12/2021 Page 25 of 45
Families First Coronavirus Response Act (FFCRA)
Feedback and Questions
Marana Study Session Meeting 01/12/2021 Page 26 of 45
Council-Study Session D2
Meeting Date:01/12/2021
To:Mayor and Council
From:Yiannis Kalaitzidis, Finance Director
Date:January 12, 2021
Strategic Plan Focus Area:
Commerce, Community, Heritage, Recreation, Progress & Innovation
Strategic Plan Focus Area Additional Info:
Financial sustainability, quality public service, strategic partnerships and local resource
investment are overriding principles of the Strategic Plan.
Subject:Relating to Budget; presentation, discussion and direction regarding the
framework for development of the fiscal year 2021-2022 budget and its role in
the implementation of the Strategic Plan (Terry Rozema and Yiannis
Kalaitzidis)
Discussion:
This item brings forward the framework for development of the fiscal year 2021-2022
budget as a tool for implementation of the Town's Strategic Plan. The Marana Strategic
Plan is the Council's policy document for the future vision of the community. The
initiatives and goals included within the Strategic Plan drive services and programs in
future years which will be included in the annual budget documents.
Current economic assessments show the economy performing better than anticipated
overall, and in many cases better that last year, with some exceptions. Staff will
continue to monitor the markets and follow developments at both state and federal
levels to assess the true potential impact to our economy. We will continue to maintain a
thoughtful investment strategy that continues to place resources in areas that maintain
or enhance core services.
In addition, tonight’s presentation will provide a status overview of certain elements of
the Strategic Plan and a preliminary outlook into major revenue sources. We will
discuss key issues going into the fiscal year 2021-2022 budget, as well as any
additional issues the Council wishes to discuss.
Marana Study Session Meeting 01/12/2021 Page 27 of 45
Staff Recommendation:
Presentation only.
Suggested Motion:
Council's pleasure.
Attachments
FY2021-2022 Budget Development Presentation
Marana Study Session Meeting 01/12/2021 Page 28 of 45
FISCAL YEAR
2021-2022:
BUDGET PLANNING
January 12, 2021
Marana Study Session Meeting 01/12/2021 Page 29 of 45
BUDGET BRIEFING
Strategic Plan, Vision & Focus Areas
Current Year Accomplishments
General Fund FY2022 Preliminary Outlook
Council Discussion Items
ITEMS FOR DISCUSSION
2Marana Study Session Meeting 01/12/2021 Page 30 of 45
BUDGET BRIEFING
VISION:
Committed to providing exceptional public service, a climate
for economic sustainability and a welcoming environment that
makes Marana a 5 Star Service organization.
OVERRIDING PRINCIPLES:
Financial Sustainability
Quality Public Service
Strategic Partnerships
Local Resource Investment
STRATEGIC PLAN
3Marana Study Session Meeting 01/12/2021 Page 31 of 45
BUDGET BRIEFING
ACCOMPLISHMENTS &INITIATIVES
Selected Accomplishments:
Parks and Recreation Master Plan
Airport LOMR and land rezone
Water treatment campus
construction
Adonis Road Extension project
construction
COVID19 work transition and
budgeting
Marana subdivision recreational
area requirements update &
Subdivision Recreational Area
Design Manual Adoption
Upcoming Initiatives:
2040 General Plan Implementation
Parks & Recreation Master Plan
Approval and Implementation
Land Development Code Update
Critical Infrastructure Funding
Federal Control Tower Program
Pinal Airpark Annexation
RTANext project coordination
Maintain structurally balanced
budget in wake of COVID19
Update Town of Marana Strategic
Plan 4Marana Study Session Meeting 01/12/2021 Page 32 of 45
BUDGET BRIEFING
Yiannis Kalaitzidis
Finance Director
BUDGET OUTLOOK
5Marana Study Session Meeting 01/12/2021 Page 33 of 45
BUDGET BRIEFING
Key Forecasting Assumptions:
Cautious projection of slow revenue growth
Sales Tax: Modest increases to consumer spending and business growth
Reduction in Hotel & Lodging
Intergovernmental: Population growth of 2,270 or 4.6% (July 2019 to July 2020)
License, Permits, & Fees: 850 new home permits and continued commercial
activity
Inflation Rate: 1.2% (YoY November 2020)
FY2022 PRELIMINARY OUTLOOK
Marana Study Session Meeting 01/12/2021 Page 34 of 45
BUDGET BRIEFING
Sales Taxes
High improvements in key areas (Year-Over-Year):
Retail: 17.1%
Utilities: 20.8%
Construction: 58.4%
Restaurants: 16.2%
All Others: 21.1%
FY2022 PRELIMINARY OUTLOOK
2021 Budget 2022 Prelim Budget $ Change % Change
24,389,464 29,511,356 5,121,892 21.0%
$0.0
$0.5
$1.0
$1.5
$2.0
$2.5
$3.0
$3.5
$4.0
$4.5
$5.0
Utilities Construction Restaurant &
Bar
All OtherMillionsHistoric Collections by Major Tax Category
FY2020 FY21 Estimated FY21 Budget FY22 Projected
$0
$2
$4
$6
$8
$10
$12
$14
$16
$18
RetailMillions
7Marana Study Session Meeting 01/12/2021 Page 35 of 45
BUDGET BRIEFING
Shared Revenues
Improvements in revenues & Census population counts:
Shared Sales Tax: 18.1%
Shared Income Tax: -10%
Auto Lieu Tax: 15.2%
Will change based on March estimates by ADOR and US Census count
FY2022 PRELIMINARY OUTLOOK
2021 Budget 2022 Prelim Budget $ Change % Change
13,435,743 14,034,329 598,586 4.5%
6.9%
10.2%
-1.6%
7.8%
1.6%
4.6%4.4%
-4%
-2%
0%
2%
4%
6%
8%
10%
12%
2018 2019 2020 2021 2022 2023 2024
Arizona Revenue Growth
* Data provided by JLBC Budget Update 10/08/2020
Actuals '18-‘20 Forecast '21-'24
8Marana Study Session Meeting 01/12/2021 Page 36 of 45
BUDGET BRIEFING
FY2022 PRELIMINARY OUTLOOK
Licenses, Permits & Fees
Single Family Residential (SFR)
permits:
SFR’s –FY2021
Budgeted: 617
Thru Dec. 31st: 457
SFR’s –FY2022
Prelim. Budget: 850
2021 Budget 2022 Prelim Budget $ Change % Change
4,427,112 5,346,126 919,014 20.8%
559
687
794 802 855
457
617
0
100
200
300
400
500
600
700
800
900
2016 2017 2018 2019 2020 2021 2021Budget
SFR Building Permits By Fiscal Year
9Marana Study Session Meeting 01/12/2021 Page 37 of 45
BUDGET BRIEFING
FY2022 PRELIMINARY GENERAL FUND SUMMARY
Revenues
FY2021 Adopted
Budget
FY2022 Prelim
Budget
FY2022
$ Change
FY2022
% Change
Sales tax revenues $ 24,389,464 $ 29,511,356 $ 5,121,892 21.0%
Shared revenue 13,435,743 14,034,329 598,586 4.5%
Licenses, fees & permits 4,427,112 5,346,126 919,014 20.8%
Other 2,384,071 2,000,000 (384,071)-16.1%
Total Revenue 44,636,390 50,891,811 6,255,421 14.0%
Summary
FY2021 Adopted
Budget
FY2022 Prelim
Budget
FY2022 $
Change
FY2022 %
Change
Ongoing 42,996,866 47,368,733 4,371,867 10.2%
One-time 1,639,524 3,523,078 1,883,554 114.9%
Total Revenue $ 44,636,390 $ 50,891,811 $ 6,255,421 14.0%
Note 1: Sales tax revenue projections for FY2021 could change significantly based upon additional data received from ADOR. Additionally, by development agreement,
45% of monies collected from the Marana Center will be reimbursed back to the developer for public infrastructure.
Note 2: Intergovernmental/shared revenue projections may change. Final budget will be based upon ADOR projections & US Census population estimates (~May 2021).
10Marana Study Session Meeting 01/12/2021 Page 38 of 45
BUDGET BRIEFING
Preliminary new ongoing revenue $ 4,371,867
Preliminary Fiscal Impacts:
Health insurance (10%)421,199
Workman's comp (5%)25,256
Team Performance Pay Increase (3%)882,000
Total impacts before other costs 1,328,455
Preliminary revenue available for other costs $ 3,043,412
GENERAL FUND: PRELIMINARY FISCAL IMPACTS
No major anticipated changes to ASRS or PSPRS retirement contributions at this time 11Marana Study Session Meeting 01/12/2021 Page 39 of 45
BUDGET BRIEFING
GENERAL FUND: FUND BALANCES
•FY2021 Estimated Fund Balance: $47.5M
•One-time resources which can provide: Liquidity, Flexibility, Capacity,
among others
25.0 29.6
36.6
46.1 47.5
$0$5$10$15$20$25$30$35$40$45$50
2016-17 2017-18 2018-19 2019-20 2020-21
EstimatedMillionsGeneral Fund Reserve Balances by Fiscal Year
Fund Balance 25% Reserve
12Marana Study Session Meeting 01/12/2021 Page 40 of 45
BUDGET BRIEFING
Departments will submit pre-pandemic limited growth budgets
(ongoing non-personnel)
Increased ongoing budgets only when supported by:
Increased program revenue
Federal, State or other mandate
One-time supplemental requests will be considered
Reallocation of existing budget capacity within budget line
items
FY2022 –BASELINE BUDGETS
13Marana Study Session Meeting 01/12/2021 Page 41 of 45
BUDGET BRIEFING
FY2022 BUDGET PROCESS KEY DATES
Dates:Stage in Budget
Process Description
January 12, 2021 Planning Preliminary budget outlook & Council
goals/objectives
January 29,2021 Preparing Base department budgets and preliminary
carryover requests due to Finance
March 1 –12, 2021 Preparing Department budget presentations
April 27, 2021 Reviewing Manager’s Recommended Budget
May 18, 2021 Approving Presentation & adoption of Tentative Budget &
Comprehensive Fee Schedule
June 15, 2021 Approving Adoption of Final Budget
14Marana Study Session Meeting 01/12/2021 Page 42 of 45
BUDGET BRIEFING
Terry Rozema
Interim Town Manager
PREPARING FOR FY2022
COUNCIL DISCUSSION
15Marana Study Session Meeting 01/12/2021 Page 43 of 45
BUDGET BRIEFING
Community Needs
Council strategic initiatives
Key opportunities
Other areas or items to consider
COUNCIL DISCUSSION ITEMS
16Marana Study Session Meeting 01/12/2021 Page 44 of 45
DISCUSSION
17Marana Study Session Meeting 01/12/2021 Page 45 of 45