TAMOE  SNOWMASS/Ly  Town Council Monday, June 17, 2024 4:00 PM 130 Kearns Road Town Council Chambers Snowmass Village, CO 81615  You can watch the meeting live online on our website at tosv.com.  Agenda  1. CALL TO ORDER 2. ROLL CALL  3. PROCLAMATIONS AND PRESENTATIONS  4. PUBLIC COMMENT  This section is set aside for the Town Council to LISTEN to comments by the public regarding items that do not otherwise appear on this agenda. Generally, the Town Council will not discuss the issue and will not take an official action under this section of  the agenda. (Five Minute Time Limit)  5. CONSENT AGENDA  These are items where all conditions or requirements have been agreed to or met prior to the time they come before the Council for final action. A Single Public Hearing will be opened for all items on the Consent. Agenda. These items will be approved by a single motion of the Council. The Mayor will ask if there is anyone present who has objection to such procedure as to certain items. Members of the Council may also ask that an item be removed from the consent section and fully discussed. All items not removed from the consent section will then be approved. A member of the Council may vote no on specific items without asking that they be removed from the consent section for full discussion. Any item that is removed from the consent agenda will be placed on the regular agenda.  5.A. Town Council Draft Agenda Overview 5A2 2024 Agenda Overview 5.B. Minutes for Approval 5B 06-03-24 TC Minutes DRAFT  5.C. Resolution approving changes to the Employee Handbook 5C Agenda Item Summary Employee Handbook Edits- - June 172024 5C1 Resolution No. 14, 2024 - Adopting Employee handbook  5C22024 TOSV Employee Handbook  1    6. PUBLIC HEARINGS - QUASIJUDICIAL HEARINGS  Public Hearings are the formal opportunity for the Town Council to LISTEN to the public regarding the issue at hand. For land use hearings the Council is required to act ina a quasi-judicial capacity. When acting as a quasi-judicial body, the Council is acting in much the same capacity as a judge would acti in a court of law. Under these circumstances, the judicial or quasi-judicial must limit its consideration to matters which are placed into evidence and are part of the public record. The Council must base their decision on the  law and the evidence presented at the hearing. 7. POLICYILEGISLATIVE PUBLIC HEARINGS 8. ADMINISTRATIVE REPORTS  8.A. Request to initiate an amendment to the Workforce Housing Master Plan 8AAgenda Item Summary - TC mtg 6-17-24 8A1_TCI Reso 13. 2024, Amdt req to WF Housing MP DRAFT 8A2_PC Reso 4 2024 Amdt to WF Housing MP_PC- - signed 8A3 Comprehensive Plan Update Proposal 8A5_Roaring Fork Fire District, 4-10-24 8A7_Public Comments T.Shumaker.5-524 8A_8Additional. Public Comment - Support Ltr  8A4 Housing Memo comments to CDD re Amending Housing Master Plan,4-1-24 BA6_Transportation comments re Amdt to WF Housing MP.4-25-2024  8A9 Additional Public Comment - Spence email 06-14-24 RE Workforce Housing on  Parking Lots.pdf  8A10G&H H Presentation - 240617 TC Presenatng04922pdt  8.B. Mall Transit Station Design Review  8B/ Agenda Item Summary - Mall Transit Center B1T2082/0SV/IoNA Council Submittal 8B 2_TOSV Transit Center Concept Estimate 8B3_2024 Incremental Improvements 8B 6_TOSV Transit Center 75% CDCES 8B7 7_2024 Mall Transit Design Criteria  8B4_TOSV Transit Station Incremental Improvements ROM  8B5_2022 Project  8B 8_PC Reso 2.2023.Transit Center Special Review.  8B 9 added - 06-17-24 Romero Email RE_ Transit Center Review W Council  today.pdf Reports and Updates 10. EXECUTIVE SESSION  9. TOWN COUNCIL REPORTS AND ACTIONS  10.AExecutive Session - Town Manager Review  10 Agenda Item Summary Template for Exec Session - Performance Reviews of  Town Manager  11. ADJOURNMENT  2    DRAFT 2024 Agenda Items  Regular Meetings begin at 4:00 p.m. unless otherwise noted Work Sessions begin at 4:00 p.m. and aim to end at 6:00 p.m.  The dates on which agenda items are listed are only al best approximation. Agenda items are added to this list as they arise. Agenda items may welll be moved to different meeting dates. Agendas are generally not finalized Ina addition to agenda items, this document also lists expected absences of Town Council members. In compliance with section 2-49 of the municipal code, once the consent agenda is approved, the absences noted will be considered to have received the prior approval necessary of the majority of the Council for members to  until the Thursday prior tot the meeting.  be absent from meetings.  Topic toi incorporate:  MJ signage regs/taxi rate should they be revised? Lighting Code Discussion- - May or June? Airport discussion & Update from Dan B Landfill discussion & Update from Pitkin Couty Food Pantry update after summer MondayJune 10 - Work Session November election topics Employee Handbook changes Monday. June 17 - Regular Meeting Mall Transit station design review Workforce Housing Master Plani from HOA Employee handbook on consent Exec Session - review  Monday. July 1- Regular Meeting (Shenk Virtual)  Election Reso auth to participate & IGA with Pitkin (or July 15th. - has to be delivered to Cty 100 days priort to  Election on 7/28/24) Draw site update Little Red Schoolhouse Update Lynn Britt Project review  Monday. July 8 - Work Session (Shenk Virtual)  Rep. Velasco visit  Snowmass Club Pre Sketch Meeting (joint with Planning Commission)  Monday. July 15 - Regular Meeting (Shenk Virtual) Owl / Brush Roundabout Update ORD Bs and Cs Update - Ord- - First Reading Airport Update from Dan Bartholomew Discussion regarding community survey  Black Hills Energy Franchise Agreement Ordinance first reading.  As Of: Thursday, June 13, 2024  3    DRAFT 2024 Agenda Items  Monday Aug 5- Regular Meeting  English in Action - update - Maja Decker ORD Bs and Cs Update Ord -2nd Reading B& Capplication & appointment procedure update  Election - Reso Re Ballot Language and/or 8/19/24 (Ballot Language has to be to Ctyl by9/6/24  Monday Aug 12 - Work Session  Monday Aug 19 - Regular Meeting EOTC-Thursday August 22 - Pitkin County Tuesday Sept 3- - Regular Meeting Review Leash Laws  Roaring Fork Safe Passages follow up request fort funding for Wildlife Corridor study?  Monday Sept 9 - Work Session Monday Sept 16 - Regular Meeting Monday Oct7- - Regular Meeting  Budget  Monday Oct 14 - Work Session Budget Monday Oct 21 - Regular Meeting POST Grant -1 15 reading? Budget  EOTC = Thursday October 24 - City of Aspen Wednesday Nov 6- Regular Meeting Budget Adoption B&CApplications Tuesday Nov 12-1 Work Session Monday Nov 18 - Regular Meeting B& CInterviews POST Grant- -4 2nd reading  GID Meeting Adopting the GID Budget  As Of: Thursday, June 13, 2024  4    DRAFT 2024 Agenda Items  New Council Members Oath of Office Monday Dec 2-F Regular Meeting Reso RE 2024 Meeting Dates Reso on Delinquent Solid' Waste /Trash  Monday Dec 9- Special Meeting GID Meeting - set Mill Levy Monday Dec 16- Regular Meeting  B& CResolution: appointing new Members  In2025 -1 Town Attorney and Town Clerk provide an Ordinance to Review Town Ordinances- Required every five years since 1994 Re-codification Adoption per the Town Charter. See Ord 19,  Series 2020 as example.  Topics for Work Sessions or Other Meetings Requested by Town Council Members Schedule Updates will all of the Town Boards to review priorities and current initiatives.  EAB FAB PTRAB POSTR Marketing SAAB Planning  Grants - Recent Awards; Review of Criteria; Purpose, etc.  As Of: Thursday, June 13, 2024  5    1  TAof  2 3 4 5 6 7 8 9 10 13  SNOWMASS)Ly  Town Council Town Council Meeting Minutes Monday, June 3, 2024 4:00 PM 130 Kearns Road Town Council Chambers Snowmass Village, CO, 81615  11 Mayor Madsen called to order the Regular Meeting of the Snowmass Village Town 14 Acomplete live recording of this meeting can be found at www. tosv.com under Town 15 Council Meetings. This meeting will be archived indefinitely, allowing you to view it at  12 Council on Monday June 3, 2024, at 4:00 pm.  16 anytime. 17 1) 18 19 4:00 pm 20 2) 21 24 26  CALLTOORDER  ROLLCALL  22 Council Members Present: Alyssa Shenk, Tom Fridstein, Britta GustalsonVirtualy,  23 Susan Marolt and Bill Madsen. 25 Council Members Absent: None.  27 Staff Present: Clint Kinney, Town Manager; Jeff Conklin, Town Attorney; Betsy Crum, 28 Housing Director; Jim Wahlstrom, Senior Planner; Dave Shinneman, Community 29 Development Director; Doug Goldfluss, IT Manager; Cam Luck, IT Support Specialist  30 and Megan Harris Boucher, Town Clerk.  31  6    32 Public Present: Leslie Desmond, John Kenney, Paul Taddune, Lucy Paterson, Cecily  33 DeAngelo and Julia Kintch.  34 3) 35 4) 36 5) 37 38 40 41 42 45 46 48 Hsg Unit.pdf 49 50  PROCLAMATIONS AND PRESENTATIONS  PUBLIC COMMENT CONSENT AGENDA  5.A) 2024 Town Council Agenda Overview  39 5A2024 Agenda Overview.pdf  5.B) Minutes for Approval  43 5B 05-13-24 TC Minutes - DRAFT.pdf / 44 5B 05-20-24 TC Minutes - DRAFT.pdf  5.C) Ordinance No. 09, 2024 - Amending the 2024 Budget - Second Reading 47 5C Ordinance 09, 2024 - 2nd Reading-Budget Revisions 2024 -Purchase Employee  5.D) Resolution No. 12, Series of 2024- Approving a contract to buy & sell real estate: 1412 51 5D Agenda Item Summary - RE Resolution to buy/sell 1412 Brush Creek Lane.pdf / 53 5D Attachment B - Reso 12, 2024 - Real Estate Contract - Purchase 1412 Brush Creek 56 Councimember Shenk sent some minor corrections to the minutes to Town Clerk 59 Councilmember Shenk asked for clarification regarding the locations of the signatures 60 on the contract. Conklin clarified and will get it corrected. Additional question regarding 61 the numerous sections crossed-out of the contract. Conklin clarified that Town does not 64 Councimember Shenk moved to approve the Consent Agenda including the second 65 reading of Ordinance No. 9, 2024. Councilmember Marolt seconded. Roll call vote was  Brush Creek Lane  52 5D Attachment A - Purchase Contract 1412 Brush Creek Lane.pdf  54 Lane.pdf 55 57 Boucher. 58  62 need all those extra sections.  63  66 taken. All Councilmembers in favor.  67 68  7    6) 69 7) 70 71  PUBLIC EARINGS-QUASIUDICIALHEARINGS POLICY/LEGISLATIVE PUBLICHEARINGS REPLACEMENT STANDARDS First Reading  7.A) Ordinance No. 10. 2024-1 regarding ACCESSORY EMPLOYEE UNIT  72 7AAgenda Item Summary - AEULUDC changes.pdf / 73 7A1TCOrd 10, 2024 AEU Code Amdts - draft.pdf  74 7A2 EXHIBIT 'A' PROPOSED REDLINED CODE CHANGES, 2024, MASTER draft 5- 76 7A3PC RESO NO. 32024 w EX'A AEU code changes, SIGNED.pdf  75 3-24.pdf 77  78 Senior Planner Jim Wahlstrom and Community Development Director Dave Shinneman 79 summarized the agenda item regarding the drafted Accessory Employee Unit 80 amendments. These amendoments include combining the Accessory Caretaker (ACU's) 81 and Accessory Employee Units (AEU's)code language, modifying the definitions, 82 modifying the use and location parameters for AEU placement on the property, setting 85 Council asked some clarifying questions within the definitions. Discussion included the 86 5-year review period, the concept of an owner building out the 1000 AEU and then 87 moving into it themselves and renting out the big house for income, compliance and  83 standards for AEU's, and clarifying the allowances for AEU's.  84  88 enforcement. 89 90 Public Comment- 91  92 Paul Taddune - Attorney for Snowmass HOA = Tuddune commented that they are not 93 aware of any properties within the 874 single family homes that have more than 1 unit 94 per home. He further commented that the HOA covenants do not allow for duplexes. 95 The Snowmass HOA wants to be more a part of this discussion. As a past city attorney, 96 he expressed that it will be very difficult to regulate and keep all in compliance. 98 John Kenney - Snowmass HOA Manager. Kenney commented that there seems to be 99 confusion on the number of units and emphasized the need for accurate information. 100 Kenney commented that prevention is more desirable than enforcement. He expressed 103 Both Tuddune and Kenney commented how difficult it would be to amend the 106 Council suggested continuing the discussion to a date certain. This would allow for 107 some additional meetings with stakeholders to discuss the options. 109 Councilmember Shenk moved to continue the Public Hearing to date certain of July 1,  97  101 concern that this is confusing for homeowners. 104 Snowmass HOA declaration and/or covenants.  102 105 108  110 2024. Councimember Marolt seconded. All in favor.  8    8) 111 112  ADMINISTRATIVE REPORTS  8.A) Roaring Fork Safe Passage Wildlife/Hwy 82 Project  113 8AAgenda Item Summary - Wildlife Crossing Study funding request.pdf 115 8A 2 Presentation - RFSP Snowmass Village Town Council Mtg 2024-06-03.pdf 116 8A3F RFSP Prioritization Methods & Results Report - Final.pdf 117 8A4 RFSP Prioritization Study Summary Reprt - FINAL-2.pdf 118 8A51 Mitigation Plan Airport to Woody Creek - Budget 02-20-24-2.pdf 120 Executive Director Roaring Fork Safe Passages Cecily DeAngelo and the owner of Eco 121 Solutions Julia Kintch presented materials from the packet summarizing the 122 organization, the concerns regarding wildlife crossings over main roads in the Roaring 123 Fork Valley, a completed prioritization study, and their goals of connecting the  114 8A 1 Mitigation Budget Memo.pdf  119  124 landscape for wildlife while also protecting motorist.  125  126 DeAngelo and Kintch requested Town of Snowmass Village to contribute 10K for stage 127 2, the Concept Development Plan. Pitkin County and City of Aspen have already funded 128 stage 1, the Mitigation Strategy Development. The fund request would be most helpful 131 Council expressed general support. Council asked staff about the process to allocate 132 funds when the Council decides to approve. Town Manager Kinney said an Ordinance 133 would be needed to amend the 2024 budget for a General Fund appropriation. 135 Council requested DeAngelo return in the fall with additional information from other 136 stakeholders for Council to consider further and determine what level of funding they will  129 before the end of the calendar year.  130  134  137 approve. 9) 138  TOWN COUNCIL REPORTS AND ACTIONS  139 Counciimember Shenk will attend the RFTA meeting. It will be both a regular meeting 140 and a retreat on June 13th. Shenk had the opportunity to present the SAAB scholarship 141 to a very deserving Aspen High School senior at the AHS Scholarship event this past 144 Mayor Madsen and Councimember Fridstein attended the Watershed Collaborative 145 where they discussed areal snow observations. 30-40% of our water is used for 146 irrigation. Pipe water is mostly recoverable - 90%. But irrigation water is lost. SMWS will 147 come out and evaluate your irrigation system to help with efficiency. 149 Councimember Fridstein toured the SMWS new housing facility. It is very nice. He 150 briefly described the Shoshone Water Rights Project and asked if TOSV would consider 151 contributing. They might come to TOSVi in future to ask for money in the 2025 budget. 152 He attended a CORE meeting where they discussed and gave updates on the following:  142 week. Aspen Times ran a nice article.  143  148  9    153 a project to sell Carbon Credits to offset the cost of electrifying homes; the Coal Basin 154 methane project has received a lot of federal funding in moving along; and they are 155 exploring a few buildings in Snowmass Village they have identified as potential 156 improvement projects. Fridstein commented on the Draw site and the significant costs in 157 the proposed project. He is worried about the large cost and asked staff to get some 158 rough estimates for Council soon. Staff clarified that we are approximately a month out 159 for those estimates and are getting civil and design development more completed. 161 Councilmember Gustafson has a NWCCOG and the EDD meeting on Thursday.  160  10) EXECUTIVESESSION 10.A) Executive Session  162 163 165 Manager.pdf 166 168 171 174 175 177 favor. 178 180 181 184 186 187 189  164 10 Agenda Item Summary RE Exec Session - Performance Review of Town 167 Mayor Madsen read the legal language for the Executive Session. 169 At6:31 pm Councimember Fridstein motioned to go into Executive Session.  170 Councimember Marolt seconded. All in favor.  172 At7:56 pm, Mayor Madsen moved to adjourn the Executive Session and reconvene the  173 Regular Meeting, Councimember Shenk seconded. All in favor.  11) ADJOURNMENT  176 Councilmember Shenk motioned to adjourn. Councimember Fridstein seconded. All in  179 Adjourned at 7:56 pm.  182 The Snowmass Village Town Council approved this set of meeting minutes at their  183 Regular Meeting on Monday, June 17, 2024.  185 Submitted By,  188 Megan Harris Boucher, Town Clerk  10    Town of Snowmass Village Agenda Item Summary  DATE OF MEETING: June 17, 2024 AGENDA ITEM: PRESENTED BY:  Request to approve Resolution RE the TOSV Employee Handbook  Talita Garcia, Human Resources Director Clint Kinney, Town Manager Jeff Conklin, Town Attorney BACKGROUND:  The TOSV Employee Handbook is an important management tool for employee relations. It sets policies, provides guidance, and delivers the necessary structure for the employees' professional relationship with the organization. The Handbook has been in place for decades and is a critical component of employee recruitment and on- going employee relations. Itis the cornerstone of our Human Resources efforts. We are continuing to work to update the handbook SO it meets the needs of the Int this round of changes/updates from the existing handbook, the proposed changes  organization and other regulatory requirements.  are:  Including an informational statement to employees informing them that the Town The Council passed the required Resolution to this effect last year, but at that time we did not include FAMLI information in our handbook. This handbook change describes the employees' rights and expectations if they decide to self- Personal Hours: Full-time year-round employees currently receive 24 hours each year for personal leave time. This proposed change will provide Full-Time Seasonal employees with 12 personal hours to be used during the season. The employee handbook identifies specific processes for investigating employee complaints. This proposed change will increase the time allowed for o Step one: from five calendar days to ten business days for the verbal Step one: from 7 calendar days to 21 business days for the response in  has opted out of FAMLI (Family and Medical Leave Insurance)  elect FAMLI.  investigations  discussion to take place.  writing after investigation is concluded  11    Step two: Appeal of written report: from 7 calendar days to 7 business Step two: answer to appeal in writing: from 7 calendar days to 7 business Step three: appeal to step two: from 7 calendar days to 7 business days  days days  FINANCIAL IMPACT:  As a service organization, obviously employee salaries and benefits are the Town's single largest expense. Every direct expense from this handbook is already accounted  for in the adopted 2024 Budget.  APPLICABILITY TO COUNCIL GOALS & OBJECTIVES:  The Town Council has identified recruiting and retaining high quality staff as a critical  component of the Village's success. COUNCIL OPTIONS:  1) Approve the revised handbook 2) Modify, then approve the revised handbook  STAFF RECOMMENDATION:  Itis the recommendation of Town Staff, that the Council approve the resolution to  update the Employee Handbook as presented.  ATTACHMENTS:  1. Resolution 14, Series of 2024 2. Employee Handbook.  12    TOWN OF SNOWMASS VILLAGE TOWN COUNCIL RESOLUTION NO. 14 SERIES OF 2024 HANDBOOK RECITALS  AI RESOLUTION REPEALING AND REPLACING THE TOWN'S EMPLOYEE  A. The Town of Snowmass Village, Colorado ("TOSV" or the "Town") is a home-rule municipality organized under Article XX of the Colorado Constitution and with the authority of the Town of Snowmass Village Home Rule Charter (the "Charter"). B. The Town maintains an Employee Handbook which contains a summary of the Town's employment policies, employee benefits, discipline procedures, and other .T The Town wishes to revise the Employee Handbook to reflect changes in the law, clarify benefit accruals, and otherwise update and improve the Employee D. The Town Council wishes to adopt the "TOSV Employee Handbook" enclosed as Exhibit Ai to replace the existing Employee Handbook, and believes iti is in the best NOW, THEREFORE, BE IT RESOLVED by the Town Council of the Town of 1. Recitals. The foregoing recitals are incorporated herein as findings of the Town 2. Employee Handbook. The Town Council hereby approves and adopts the Employee Handbook enclosed as Exhibit A and repeals the existing Employee 3. Ratification of Actions. All actions heretofore taken, not inconsistent with the provisions of this Resolution, by the Town Council and the officers, agents, and employees of the Town relating to the subject matter of this Resolution, are hereby 4. Severability. If any provision of this Resolution is found to be unconstitutional or unlawful, such finding shall only invalidate that part or portion found to violate the law. All other provisions shall be deemed severable and shall continue in full force  matters related to employment with the Town.  Handbook.  interests of the Town to do SO.  Snowmass Village, Colorado, that:  Council.  Handbook.  ratified, approved, and confirmed.  and effect.  13    Town of Snowmass Village, Colorado Resolution No. 14, 2024 Page 2of2  INTRODUCED, READ AND ADOPTED by the Town Council of the Town of Snowmass Village, Colorado on the 17th day June,2024 by a motion made by  Councimember favor and opposed.  seconded by Councimember  and by a vote of in  TOWN OF SNOWMASS VILLAGE  Bill Madsen, Mayor  ATTEST:  Megan Harris Boucher, Town Clerk APPROVED AS TO FORM:  Jeff Conklin, Town Attorney  14    TOSV EMPLOYEE HANDBOOK  Town of  Snowmass Village Revised 06/10/2024  15    Versf SNOWMASS Palige TABLE OF CONTENTS CHAPTER: 1- INTRODUCTION. TOWN MANAGER'S INTRODUCTION. TOWN OVERVIEW. TOWN ORG CHART. CHAPTER2- -E EMPLOYMENT.  6 6 8 10 11 11 12 13 13 15 15 17 17 18 24 26 29 29 31 31 33 34 34 36 37 39 39 Page2of61  POLICYI NO. 2.1- DISCLAIMER: AND AT-WILLI EMPLOYMENT. POLICY NO. 2.2 - EQUAL EMPLOYMENT OPPORTUNITY. POLICYNO. 2.3 - EQUAL PAY ACTE POLICY. POLICYNO.: 2.4- - EMPLOYMENT CLASSIFICATION DEFINITIONS. POLICYNO.: 2.5 - RECLASSIFICATION: CONVERSIONI POLICY..  POLICYI NO.: 2.6 -W/ORK: SCHEDULES, AND ALTERNATIVE W/ORK. ARRANGEMENTS. 12 POLICYNO.: 2.7- WORKPLACE ACCOMMODATIONI FORI NURSING MOTHERS.  CHAPTER3 3 - LEAVE. POLICYI NO. 3.1 - SICKL LEAVE. POLICYNO.: 3.2- - VACATION. POLICYI NO. 33- HOLIDAYS. POLICYI NO. 3.4- PERSONAL HOURS. POLICYI NO.3 35- - COMMUNITY: SERVICE LEAVE.. POLICY NO. 3.6-F FAMILY. ANDI MEDICAL LEAVE POLICY.. POLICYI NO. 3.7- SPECIAL LEAVES OF ABSENCE. POLICYI NO3 3.8- PAIDI PARENTAL LEAVE. CHAPTER. 4- COMPENSATION. POLICYI NO. 4.1- COMPENSATION ADMINISTRATION. POLICYI NO. 4.2- PAY DAYS & TIMEKEEPING. POLICY NO.4 43- OVERTIME AND COMPENSATORY TIME. POLICYI NO. 4.4 - TRAVEL & TRAINING. CHAPTERE 5 -BENEFITS. POLICYI NO. 5.1- SUMMARY. POLICYNO.! 5.2 - WORKER'S COMPENSATION. POLICYI NO. 5.3-F RECREATION, AND' WELLNESS BENEFIT.. CHAPTER 6-E EMPLOYEE CONDUCT: & PROBLEM SOLVING.  POLICYNO. 6.1-B ETHICS.  16    Versf SNOWMASS Jallaye  POLICY NO. 6.2 - GENERAL STANDARDS OF CONDUCT. POLICYNO.63- - DRUG AND ALCOHOL POLICY. POLICYI NO. 6.4 - SMOKING. POLICY NO. 6.5- NEPOTISM. POLICY NO. 6.6 - OPEN RECORDS/ CORA. POLICYI NO. 6.7- CONFIDENTIAL INFORMATION. POLICYI NO. 6.8 - PROPRIETARY PROPERTY. POLICYI NO. 6.9 - GIFTS ANDI FAVORS. POLICYNO. 6.10 - INTERNET, COMPUTER & EQUIPMENT USE. POLICYI NO. 6.11 - USE OF TOWN PROPERTY AND EQUIPMENT. POLICYI NO. 6.12 TOWN VEHICLE USAGE. POLICYI NO. 6.13 - PET POLICY.. POLICYI NO. 6.14 - WEAPONS. AND CONCEALED CARRY.. POLICYNO. 6.15- ANTI-VIOLENCE. POLICYI NO. 6.16- INHOUSE PROBLEM RESOLUTION POLICY.. POLICYNO. 6.17 - EMPLOYEE PROGRESSIVE DISCIPLINE POLICY. ACKNOWLEDGEMENT OF RECEIPT. ACKNOWLEDGEMENT OF RECEIPT.  41 42 44 44 44 45 45 45 46 52 52 53 53 54 54 57 60 61  Page3of61  17    Versf SNOWMASS Pillaye  Page 4 of61  18    Versf SNOWMASS: Pillaye  CHAPTER: 1- INTRODUCTION  TOWN MANAGER'S INTRODUCTION  Itisa a pleasure toy work withy you! Our Towni isaf fun, community-focused: andi family-friendly Village. As our community inevitably evolves, our mission is toe ensure wer remaina at thriving, charming, fun, resilient, safe and emotionally connected community. lencourage: yout to continually refamiliarize yourself with Town Council's Strategic Goals; for we try to aligne everything we dol here witht these goals. Wea are active, engaged public servants and stewards of the Snowmass community who provide world-class service toe each other, locals, and guests alike. Please do all that you cant to go above and beyondt tol helpa anyone who needs Throughout your career with the Town, there are af few things laskt thaty yous strive to do:  assistance.  Work together and help others. Askf for help wheny your needi it. Always operate withi integrity.  See something, say something. Youa are encouraged to speak up when you: see: someone who deserves praise, ory yous see as situation that needs tol be resolved; we wantt tol hear fromy you. Your supervisors andr my door are always open! Bei innovative andf forward-thinking. Please always bet thinking about what can! be donet to improve your job, department, and thel Town. Share youri ideas. Be a problem-solver. Bel honest, professional, and respectfuli iny your communications. Ar new hire's first couple of weeks arel like drinking from at firehose. Knowing that, thel best advicel give all new hiresi ist tol breathe deep. relax, workh hard, listen, and enjoy yourself. Wea are an OUTSTANDING group of people that are very willing tol help each other. Wea all live here to enjoy thes small-town atmosphere and beautiful surroundings. Just as importantly, we allH have a desiret to do really great work and provide outstanding service to our Ihope that your will gain enormous personal and professional growth att the Town. Your passion fors serving the community plays into all aspects of our lives- promotinga al lifestyle that promotes as sense of commitment tot the Snowmass community and ouri internal community ofe employees att the Town. lam luckyt to work withy youa and pleasel know my door is always open.  Ber respectful ofe everyone.  community.  Sincerely, GHb Town! Manager  Page5of61  19    ere SNOWMASS Paliye  TOWNOVERVIEW  About Snowmass Village, Colorado - Ar renowned winter playground and vibrant summer community) just 9 miles from Aspen, Snowmass consistently ranks as one oft the best winter: ski areas and summer mountain biking destinations int they world. Snowmass Ski Areai is consistently rankedi int the Topi 10 Ski Resortsi in Americal by Skil Magazine. Snowmass, along with ther rest oft the Roaring Fork Valley, ist thei first IMBA (International Mountain Biking Association) Gold-Level Ride Center" in Colorado, only the 5!h in United States, andi the 7th int the world. Snowmass offers guests incredible views of mountain vistas, inadditiont to: 2.8 million adjacent acres of wilderness, opent for activities and exploration. Snowmass is home to 30+ restaurants, 95 percent slopeside lodging, shopping, unique special events and music - all year round. Fori morei information: anda complete calendar of events and activities, please visit wwwgospowmasscom Our municipality consists of 10 departments that manage all day-to-day operations. The sales tax generated from our visitors (within the Roaring Fork Valley and beyond) is the main source of operating revenue fort the town! budget. With this ini mind, the Town strives to provide all visitors with the very best experience possible.  TOWN ORG CHART  bere SNOWMASS7Ly  Citizens  Town Council  Advisory Boards Muni ludge Attorney Manager  Page 60 of61  20    Versf SNOWMASS: Pillaye  CHAPTER 2 - EMPLOYMENT  POLICY NO. 2.1- DISCLAIMER AND AT-WILL EMPLOYMENT  IMPORTANT DISCLAIMER - READ CAREFULLY  THIS HANDBOOK IS DESIGNED TO ACQUAINT YOU WITHT THE TOWN OF SNOWMASS VILLAGE'S POLICIES, PROCEDURES, AND GUIDELINES, AND1 TO PROVIDE YOUWITH EMPLOYMENT INFORMATION. THE HANDBOOK ISI NOT ALL-INCLUSIVE BUTIS INTENDED TO PROVIDE YOUN WITH A SUMMARY OF SOME OF THET TOWN'S GUIDELINES. THIS EDITION REPLACES ALLI PREVIOUSLY ISSUED EDITIONS. ALLI EMPLOYEES OF THE TOWN: SERVE ON AN AT-WILL BASIS. THIS MEANS THAT EMPLOYEES HAVE THE RIGHT TO TERMINATE THEIR EMPLOYMENT AT/ ANYTIME, WITH ORY WITHOUT CAUSE. ANDY WITH OR WITHOUT ADVANCE NOTICE, AND THE ITI IS REQUESTED, HOWEVER, THAT EMPLOYEES WILL GIVE THE TOWN. ATI LEAST TWOY W/EEKS' ADVANCE NOTICE BEFORE THEY TERMINATE THEIR EMPLOYMENT THEL LANGUAGE USEDI IN THIS HANDBOOK, AND ANY VERBALSTATEMENIS MADE BY MANAGEMENT AREI NOT INTENDED TO CONSTITUTE, AC CONTRACT OF EMPLOYMENT, EITHERI EXPRESS ORI IMPLIED, NOR ARE SUCH STATEMENTS. A GUARANTEE OF NOI EMPLOYEE HANDBOOK CAN ANTICIPATE EVERY CIRCUMSTANCE OR QUESTION. AFTER READING THIS HANDBOOK, IF YOUHAVE QUESTIONS, PLEASE TALK' WITH THE NEED MAY ARISE TO CHANGE THE POLICIES, PROCEDURES, AND GUIDELINES DESCRIBED IN THE HANDBOOK EXCEPT FOR THE AT-WILL NATURE OF EMPLOYMENT, THE TOWN MANAGER RESERVES THE RIGHT TOA ALTER, AMEND, INTERPRET OR CANCEL ANYI PROVISION CONTAINED IN THISH HANDBOOK, AT ANY TIME, WITH OR WITHOUT PRIOR NOTICE TOTOWNOF: SNOW/MASS VILLAGE  TOWNI HAS THE SAME RIGHT. WITH THE TOWN.  EMPLOYMENT FOR/ AS SPECIFIED DURATION.  YOURI IMMEDIATE SUPERVISOR ORI HUMAN RESOURCES.  EMPLOYEES.  Page 7of61  21    Versf SNOWMASS Palaye  POLICY NO.2.2-EQUAL EMPLOYMENT OPPORTUNITY  Equal Employment Opportunity and Unlawful Harassment A. Disability and Religious Accommodation  The Towni is dedicated tot the principles of equal employment opportunity (EEO). The Towny will maker reasonable: accommodationts) for qualified individuals with known disabilities unless doing SO would result ina an undue hardship tot the Town or cause a direct threat tol health or safety. The Towny will make reasonable accommodations for employees whose work requirements interfere with ar religious belief, unless doing sO would result in unduel hardship ont the Town's business operations. Employees havet ther right to bet freei from discriminatory or unfair employment practices because of pregnancy, al health condition related to pregnancy, or the physical recovery from childbirth. Employees who are otherwise qualified for a position may request reasonable accommodation: related to pregnancy, a health condition related to pregnancy or thep physical recovery from childbirth. Ifa an employee requests an accommodation, the Town will engage ina at timely, good-faith, and interactive process with the employee to determine whether there isa an effective, reasonable accommodation that wille enable the employee top perform the essential functions of her position. Ar reasonable accommodation will be provided unless iti imposes an undue The Town may require that an employee provide ar note fromi the! health care provider detailing ther medical advisability of reasonable accommodation. Employees who have questions about this policy or who wisht tor request reasonable accommodation: underi this The Town will not deny employment opportunities or retaliate against an employee because of an employee's request for reasonable accommodation: related to pregnancy, al health condition related to pregnancy, or thep physical recovery from childbirth. An employee will not be required tot take leave or accept an accommodation: thati is unnecessary for the employee to perform the essential functions of thej job. The Towns strives tor maintain a work environment free of unlawful harassment. In doing sO, the Town prohibits unlawful harassment because of age 40 and over, race, sex, sexual orientation, color, religion, national origin, disability, military status, genetic information, gender expression, gender identity or any other status protected by applicable state or  B.I Pregnancy Accommodation  hardship ont the Town's business operations.  policy should contact the Human Resources Director.  C.EEOHarassment  local law.  Page 8of61  22    Versf SNOWMASS: Pallage  Unlawful harassment includes verbal or physical conduct that has the purpose or effect of substantially interfering with ani individual's work performance or creatingan intimidating, hostile, or offensive worke environment. Actions based ona ani individual's age (40 and over), race, sex, sexual orientation, color, religion, national origin, disability, military status, genetic information, or any other status protected by applicable. state or local law will not be tolerated. Prohibited behavior may include buti isr not limited tot the Written form such as cartoons, e-mails, posters, drawings, or photographs. Verbal conduct such as epithets, derogatory comments, slurs, orj jokes. Physical conduct sucha as assault or blocking ani individual's movements. This policy applies to all employees including managers, supervisors, co-workers, and non-employees sucha as customers, clients, vendors, consultants, etc. Because sexual harassment raises issues that aret to some extent unique in comparison to other types of harassment, the Town believes it warrants separate emphasis. The Town strongly opposes sexual harassment and inappropriate sexual conduct. Sexual harassment is defined as unwelcome sexual advances, requests for sexual favors, and Submission to such conduct isr made explicitly ori implicitly at term or condition of Submission to or rejection of such conduct is used as thel basis for decisions affecting Such conduct has the purpose ore effect of unreasonably interfering with an individual's work performance or creating ani intimidating, hostile, or offensive work AlLe employees are expected to always conduct themselves ina a professional: and businesslike manner. Conduct which may violate this policy includes, but is not limited to, Written form, such as cartoons, posters, calendars, notes, letters, e-mails. Verbal form, sucha as comments, jokes, foul or obscene language ofa a sexual nature, gossiping or questions about another's: sex life, or repeated unwanted requests for Physical gestures and other nonverbal behavior, such as unwelcome touching, grabbing, fondling, kissing, massaging, and! brushing up against another's body. Ify you! believe there! has been a violation oft thel EEO policy or harassment based ona protected class, including sexual harassment, please use thei following complaint  following:  D. Sexual Harassment  other verbal or physical conduct ofa as sexual nature, when:  employment. ani individual's employment. environment.  sexually implicit ore explicit communications whether in:  dates.  E.Complaint Procedure  Page 9of61  23    Versf SNOWMASS: Pallage  procedure. The Town expects employees tor make at timely complaint to enable the Town toi investigate and correct any behavior that may bei in violation of this policy. Report thei incident tot the Human Resources Director or Town! Manager. If youp prefer not to got to either oft these individuals with your complaint, your may report the incident to any Department Head. The Department Head willt then notify thel Human Resources Director or the Town Manager. Upon notification, an investigation will be undertaken promptly. Any complaint will bel kept as confidential as practicable. Corrective and/or disciplinary action will bet taken byt the appropriate Department Head or Town Manager The Town prohibits retaliation against an employee for filing a complaint underi this policy or for participating ina a complaint investigation. Ifa an employee perceives retaliation for making a complaint or participating ina an investigation, the employee should follow the complaint procedure outlined above andi the situation will bei investigated. Ift the Town determines that an employee's! behaviori is in violation of this policy, disciplinary action will bet taken, upt to and including termination of employment. Pursuant to Colorado's Equal Pay for Equal Work Act, the Town willr not discriminate between employees ont thel basis of sex, sexual orientation or ont thel basis of sex in combination with another protected status by paying an employee of one: sex ay wage rate less thant ther rate paid toa ane employee of a different sex for substantially similar work, except wheret the wage differential is based onas seniority system; a merit system; a system that measures earnings by quantity or quality of production; the geographic location where the worki is performed; education, training or experience tot thee extent that they are reasonably related toi the worki in question; ort traveli ift thet travel is ar regular and necessary condition of the work performed. An employee whol believes their compensation does not comply with this policy should make ar report toi their supervisor The Town will not seek the wage rate history of a prospective employee or require disclosure of wage rate as a condition of employment; rely ona ap prior wage rate to determine a wage rate; discriminate or retaliate against ap prospective employee for failing to disclose the employee's wage rate history; discharge or retaliate against an employee fora actions by an employee ina asserting the rights established by Colorado law against an employer; or discharge, discipline, discriminate against, or otherwise interfere with ane employee for inquiring about, disclosing, or discussing the employee's wage rate. Subject to some statutory exceptions, the Town will notify all employees of all promotional opportunities ati the: same time andp prior to making a promotion decision. A promotional opportunity" is a vacancy ina a new ore existing position that could be considered: ap promotioni for one or more employeels) int terms of compensation, benefits, status, duties, or access tot further advancement The notice of promotional opportunity  when determinedi tol be warranted, pursuant tot the investigation.  POLICYNO.: 2.3- EQUAL PAY ACT POLICY  or department head.  Page 10 of61  24    Versf SNOWMASS: Pallage  willi include thel hourly or salary compensation orar range ofH hourly or salary compensation for the positiona and a general description of all benefits and compensation  tol be offered tot thel hired applicant. Full-time Year-round Employee  POLICY NO.: 2.4- -E EMPLOYMENT CLASSIFIÇATION! DEFINITIONS  An at-will employee whoi is scheduled to work 40 hours per week on a year-round basis. Ifan employee does not work at least 40 hours per week, thee employeel is expected to use accrued bank hours to equal 40 hours per week. An at-will employee who is scheduled to work as al bus driver for a minimum of 35 hours per week on ay year-round basis. Ifal bus driver employee does not work at least 35 hours per week, the employee is expected to use accrued bank hours to equal ar minimum of An at-will employee who is regularly scheduled to work ar minimum of 805 hours up toa maximum of 1,040 hours for ane entire defined winter or summer: season. Full-time seasonal employees who work two seasons inay year may work upi to ar maximum of An at-will employee whoi is scheduled to work regular ori irregular shifts up toar maximum of1,508 hours per year ora ana at-will employee whoi iss scheduled to work approximately Employment Classification Definitions arei for the purpose of determining benefit eligibility anda are nott to be misconstrued tos sett the actual number of hours ane employee Only full-time year-round employees may work more than: 1,760 hours pery year. Full-time seasonal employees who work one: season and work as ap part-time employee Please contact the Payroll Manager or Human Resources to understand the effects ofa  35 hours per week. Full-time Seasonal Employee 1,760! hours per year. Part-Time Employee  30-32 hours per week, ona average, on a year-round basis may be assigned to work pursuant tol business needs. Seasons are defined by the employee's Department Head. may work up to a maximum of 1,508 hours per year. change ine employment: status on eligibility for benefits.  POLICYN NO.2.5-F RECLASSIFICATION CONVERSIONI POLICY  An employee who experiences) job reclassification: shall become eligible for all related benefits associated with the new Classification as of their effective datei int ther new Conversely, an employee becomesi ineligible forb benefits associated witht the previous  position and/ or classification.  Page 11 of61  25    Versf SNOWMASS: Palige  classification, ifs said benefits are not related tot the new employment classification, ont the Int thee event an employee isi reclassified. ast full-time year-round, the employee shall have credited tot their vacation bank 6.67 hours for each month of their employment upi toa POLICY NO.2.6 -W/ORK: SCHEDULES AND ALTERNATIVE WORK. ARRANGEMENTS Work: schedules for employees are established by the appropriate Department Head, based on the needs of the department and mayi include longer workweeks, different Employees may request an alternative work schedule by contacting their Department Head. Any alternative: schedule shall not be provided att thee expense of service tot the public and must not adversely affect the department's ability to provide coverage, AI Department Head may grant, deny orr retract any schedule related alternative work arrangement, at anyt time. Employees permitted to work remotely must adhere tot the Employees that are temporarily not ablet toi fulfill theirj job description andt the physical requirements oft theirj job description need to have approval from the Department Head and Human Resources Director to engage inl light duty. Ani interactive ADA process may bei initiate where the employee, the Town andt the employee's medical provider are in POLICYNO.2.7- WORKPLACE ACCOMMODATION FORI NURSING MOTHERS The Town accommodates nursing mothers with reasonable break time anda aj private location (other thanar restroom) in close proximity tot the work area for up tot two years after the child's birth. Please contact your Department Head or Human Resources with  termination date oft their former position and/ or Classification.  maximum of 40 hours.  hours, different workdays and could change at any time.  perform optimally as at team, or maintain service levels.  TOSVI Remotel Workspace Access.  communication: during the process.  questions.  Page 12 of61  26    Vevs SNOWMASS Paliye CHAPTER3-L LEAVE  Other than a qualified FMLA, no employee shall take time off in excess of 31 consecutive  calendar days, unless otherwise approved byt the Town Manager. To the extent accumulated, Sick! Leave may be used ifa an employee:  POLICYI NO.3 3.1-SICKLEAVE  1. Has a mental or physical illness, injury, or health condition that prevents them 2. Needs to get preventive medical care, ort to get ar medical diagnosis, care,or treatment, of any mental or physical illness, injury, or health condition; 3. Needs to care for at family member who has ar mental or physical illness, injury,or health condition, or who needs the: sort of carel listedi in category (2); 4. The employee ort thee employee's family member having beena a victim of domestic abuse, sexual assault, or criminal harassment, and needing leave for related medical attention, mental health care or other counseling, victim services Due toa a public health emergency, a public official having closede either (A)the employee's place of business or (B) thes school or place of care oft the employee's child, requiring the employee needing tob be absent from work to care for the Ani immediate family member is defined as employee's: spouse, significant other, parent, child or stepchild. Ins special circumstances, exceptions tot the definition of 'immediate family member" may be madel by the employee's Department Head. Full-time Year-round: and Full-Time Seasonal employees accrue eight (8) hours of sick leave per month. Full-time Year-round and Full-Time employees may use upt to: 1,560 hours of accrued sick leave ina a rolling calendar year. Part Time Employees accrue one hour of sick leave for every: 30 hours worked and may use upt to 481 hours of accrued: sick leavei inar rolling calendar year. If, ini the supervisor's opinion, ane employee ist toos sick ort too emotionally distraught to remain at work, the appropriate supervisor may dismiss thee employee fort the day utilizing All sick leave must be usedi ini increments ofa a quarter hour orr more: and must be: shown on the payroll time sheets tol be approved byt the appropriate supervisor.  from working;  (including legal services), or relocation; or  child.  the employee's: sick leave.  Page 130 of61  27    Tens s SNOWMASS: Paliye usedi in lieu of sick leave).  An employee cannot use: sickl leavei ift thee employee qualifies for and elects Long Term Disability (ie., after thes 90-calendar day elimination period, Long Term Disability must be The Town has the authority tor request al healthcare provider's verification for sick leave usage anda a healthcare provider's release for return to work oncet the employee has been Accrued but unused sick leave willr not be paid out upon termination of employment. Ifane employee is unable toy work duet to any event listed under sick leave, the employee shall notify their appropriate supervisor ass soon as possible but, ina any event, within the acceptable time frame specified by the Department Head, in order to noti interfere with Ifnotification is not given within thet time period specified by the Department Head, sick leave will not be granted tot thee employee for the day. Disciplinary action, upt to and including termination, may result should an employee neglect to notify one's supervisor Full-time Year-round employees who've been employed with the Town fora a full year and have note exceeded 20 hours of sick leave usage in said calendar year will be rewarded with 8H hours oft time off on. January: 1st of thet following year. The 8H hours of time off can neither be cashed out nor carried over tot thet following calendar yeara and usage requires pre- approval fromt the appropriate supervisor. Active employees may voluntarily donate. any accumulated: sick leave over 480 hours to the Town's Sick Leave Donation Bank. Donations may be made during the quarterly donation periods andr must ber made in one-hour increments. Oncer made, a donationof sick leave may not ber retracted. Employees that are leaving the Town of Snowmass Village are not allowed to donate their sick leavel balance tot the Sick Leavel Donation Eligible employees who may request hours from the Sick Leave Donation Bank are those who've exhausted all personal Leavet timet that has been accrued and/or isp permissible foru use as defined int the respective policies. The employee's request musti include appropriate medicalj justification: and documentation of the necessity for leave as well as the anticipated length of time the employee expects tol be: absent duet tot the condition.  absent for four workdays or missed four work shifts.  Notification  thes smooth and efficient functions of the department.  prior to thes start of one's shift. Health Day  Sickl Leave Donation Bank  Bank.  Page 14 of61  28    Vevs SNOWMASS: Jallaye separation ofe employment.  Once an employee receives donated leave, itr may be used only for thei injury/illness for whichi it was approved. Donated leave may not be used to extend an employee's date of Written requests for use of hours from the Sick Leave Donation Bank may be madet tot the Human Resources Director or the Town Manager. Itis upi tot the discretion oft the Town Manager to approve or deny this benefit and requests will bel handled on a case-by-case basis. No prior use oft this program shall set precedent for any other request. Full-time Year-round employees shall be entitled top paid vacation time. All use of vacationt timer must be pre-approved byt the appropriate supervisor andi ina accordance Vacation time begins accruing upon hire. Vacation accruals change tot the next level after thej full completion of the: 2nd year of service and the 5th year of service. Vacation time Full-time Year-round employees shall accrue vacation time as follows:  POUCYNO32-VACATION  witht the departments vacation request policy. may be usedt tot the extent accrued.  0-23.99 months (0-2 Years) of continuous employment-80 hours (accrues 6.67 hours 24-59.991 months (2-5) years) of continuous employment-120 hours (accrues 10 hours 60r months (5+ years) or more of continuous employment-160 hours (accrues 13:33 An employee stops accruing vacation timei ift they! have accrued unused vacation time equal tot the maximum accrual amounts below and will only begin accruing vacation time when the employee's accrued. amount is less thant the maximum accrual amounts. 0-23.99 months of continuous employment ar maximum of 160 hours 24 months or more of continuous employment- -ar maximum of 200 hours Ifa an employee terminates prior to the: 15!h of the month, the employee willr not receive that month's accrual. Terminated employees are entitled tor receive payf for their unused,  perr month) per month) hours per month)  non-forfeited vacationi time.  fml  Page 15of61  29    Versf SNOWMASS Paliye  POLCYNO33-HOLDAYS January 1st Third Monday of February Last Monday of May June: 19th First Monday of September November 11th Fourth Thursday of November December: 25!h  Town offices shall be closed on thet following designated holidays: Martinl Luther King Third Monday of January  New Year's Day President's Day Memorial Day Juneteenth Independence Day July 4th Labor Day Veteran's Day Thanksgiving Day Christmas  When al holiday falls on a Saturday, the preceding Friday will be observed, whena holiday falls on a Sunday, thet following Monday will be observed, unless designated For each observed holiday, Full-time Year-round, Full-time Seasonal and Part-time employees will receive Holiday Pay, equal tot their regularly scheduled hours, for that ALL Town employees, including part time employees, assigned to work an observed holiday (if different thant the Town designated holiday, but not both days) will receive Holiday Payi ina addition tol being compensated at one-and-a-half times fora actual hours Non-exempt employees have the choice tol be paid for actual hours worked ort to accrue Exempt employees willr receive compensatory time at one-and-a-half times for actual Refer to Policy No. 431 fort further clarification of overtime and compensatory time in  otherwise by the Town Manager. Holidays Not Worked day/shift. Holiday' Worked  worked, fora at total oft two-and-a-half times.  some or all the actual hours worked as compensatory time.  hours worked. relation tol Holidays.  Page 16 of61  30    Versf SNOWMASS; Pallaye  POLICYNO.34-PERSONALHOURS  Ful-time-ear-roundEmpleyeesshatacerueupteae beginingoreachesencalendaryeai-NeNewFul-fimeves-rounetemployeesshattacerue 24PersenatHoursattnetmeofhlingfortmeremainderofthatyear: Full-time Year-round Employees shallaccruet upt to 24 paid" "Personal Hours" at the beginning of each calendar year and Full-Time! Seasonal Employees: shalla accrue upt to12 paid "Personal Hours' ati the beginning of the season or upon start date. New Full-Time Year-round employees: shall accrue: 24 Personal! Hours ati the time of hiring fort the remainder of thaty year. Ati thel beginning of each calendary year. Full-time Year-round Employees shalla accrue ar number of hours to equal 24 paid Personal Hours (e.g..ifan Employee has 16 Personall Hours at the end of a year. an additional 8 hours will accrue at thel beginning of meyaunfmploysescamnat. accrue more than24 Personal Hours. These Personal Hoursmay be used witht the pre-approval oft the appropriate supervisor. An employee mayr not receive cash compensation for Personal Hours not used. Full-time seasonal employees are eligible forf full-time working hours throughout their seasonal employment. This eligibility continues until there isa a change int their Ifaf full-time seasonal employee transitions toaf full-time year-round position. the employee will become eligible for an additional 12 Personal Hours for that year ReSe-POFSay-eUSCVARIRepre-approvatofimeapprepate-supervser-AR omployeemsymetreeMPCNSACmpeRSNORSEPAReI-used. Atthe BegAPgOFeaencAemaaFyeauFOwREmpeyPESSAASSAataceneafumber Fourste-equal2epaidPersena-Hosleg-fantmpleyee-as46Persena-Hoursat the-endefayearan366HGna8OWESWAaseRueattme-begaingeftheyean Empleyees-camnotacervemerethan24Pesena-OUs-Thesehowsaremotcumulative: Full-time year-rounde employees are eligible to receive upt to eight (8) hours of paid leave per calendar year to volunteer with charitable, civic and non-profit organizations within Approval andt timing oft the leave must not adversely affect the employee's) job performance, be detrimental tot the Town's interests, or place the employee int the position of serving conflicting interests. Pre-approval and timing of Community Service  hours are not cumulative.  employment status or their employment is terminated.  OUCYNO3S-COMMUNTY SERVICE LEAVE  Snowmass Village or at Town-sponsored events. Leavei is required byt the Department Head.  Page 17of61  31    Versf SNOWMASS Pillaye  Community Service Leave must bei ini increments of no less than one houra and is not considered hours worked towards overtime calculations. Community Service Leavei is not carried over tot ther next calendar year andi ist forfeited ifr not usedi int the calendar year. Unused community service leave will not be converted to pay at time oft termination. Verification from the organization may be requested byt the employee's Department  Head at the completion oft the community: service.  POLICYI NO.3 3.6-FAMILY. ANDI MEDICAL LEAVE POLICY  Federal Family and Medical Leave (FMLAI Leave) Eligibility  The Town provides up toi 12 weeks of unpaid, job-protected leave to eligible employees if they have worked for the Towni for atl least 121 months and for 1,250 hours over the  previous 121 months.  Page 18 of61  32    Vevs s SNOWMASS: Pallage  Such leave may bet takeni fort thet following reasons:  Incapacity duet to pregnancy, prenatal medical care, or childbirth. To caret for the employee's child after birth, or placement for adoption or foster care. To care for the employee's spouse, son or daughter, or parent, whol has a serious Serious health condition that makes the employee unable to perform the employee's Eligible employees witha as spouse, son, daughter, or parent on active duty or called to active-duty status int the Armed Forces, National Guard, or Reserves may use their 12- week leave entitlement toa address certain qualifying exigencies. Qualifying exigencies may include attending certain military events, arranging for alternative childcare, addressing certain financial and legal arrangements, attending certain counseling sessions, and attending post-deployment reintegration briefings. Federal FMLA also includes a special leave entitlement that permits eligible employees tot take up to 26 weeks of leave to care for a covered: service member during as single 12- month period. A covered servicemember is: (1)a a current member oft the Armed Forces, including a member of the National Guard or Reserves, whoi is undergoing medical treatment, recuperation or therapy, is otherwise in outpatient status, ori is otherwise on thet temporary disabilityr retired list, for a serious injury ori illness"; or (2)a veteran who was discharged or released under conditions other than dishonorable at any time during the five-year period prior tot thef first date the eligible employee takes Federal FMLAI leave to caret for the covered veteran, and who is undergoing medical treatment, recuperation, or Thel FMLA definitions of "serious injury or illness" for current. servicemembers and veterans During Federal FMLAI leave, the Town maintains the employees health coverage under any group health plan on the same terms as ift the employee had continuedi to work. Employees must continue to pay their portion of any insurance premium, ifa applicable, Upon return from Federal FMLAI leave, most employees are restored tot their original or equivalent positions with equivalent pay, benefits, and other employment terms, with exceptions provided below int the Returning to Work" section oft this Employee Handbook. Certain highly compensated employees (key employees) may have limited  health condition. job.  Military Family Leave Entitlements  therapy fora a seriousi injury ori illness."  are distinct from the FMLA definition of "serious health condition."  Benefits and Protections while on leave.  reinstatement rights.  Page 19 of61  33    Versf SNOWMASS: Palige  Definition of Serious Health Condition  As serious health conditioni is ani illness, injury, impairment, or physical or mental condition that involves either an overnight stay in a medical caref facility, or continuing treatment by ah health care provider for a condition thate either prevents the employee from performing thef functions oft the employee's) job or prevents a qualified family member from Subject to certain conditions, the continuing treatment requirement may be met bya period ofi incapacity ofr more thant three consecutive full calendar days combined withat least two visits to a health care provider or one visit and a regimen of continuing treatment, ori incapacity duet to pregnancy, or incapacity due to a chronic condition. Other conditions may meet the definition ofc continuing treatment. The maximum time allowed for Federal FMLAI leavei is either 12 weeks or 480 hoursi int the 12-month period as defined by the Town, or 26 weeks as explained above. The: 12-month periodi is calculated backwards on ar rolling basis from each day of Federal FMLA leave An employee does not need to use this leave entitlement in one block. Leave can be takeni intermittently or onal reduced leave schedule when medically necessary. Employees must make reasonable efforts to schedule leave for planned medical treatment sO as not to unduly disrupt the Town's operations. Leave duet to qualifying Employees taking intermittent or reduced: schedule leave based on planned medical treatment and those taking intermittent or reduced schedule family leave with the Town's agreement may! be required tot temporarilyt transfer to another. job with equivalent pay Federal FMLA leave shall run concurrently with other leave toy which the employee is The Town requires employees to use accrued paid leave while taking Federal FMLA leave. Paid leave used at the: same time as Federak FMLAI leave must bet takeni in During Federal FMLAI leave, an employee will use Sick Leave first. The employee must then use Vacation, Personal Hours, and Compensatory Time, iny whatever order they prefer. After all leavel banks are exhausted, unpaid leave will apply through the An employee cannot use paid leave ift the employee qualifies for ande elects Long Term Disability (ie., after thes 90-calendar day elimination period, Long Term Disability must be  participating! in school or other daily activities.  Use ofl Leave  taken! byt the employee.  exigencies may also be taken on ani intermittent basis.  and benefits that better accommodates that type of leave.  entitled.  Substitution of Paid Leave for Unpaid Leave compliance with the Town's normal paid leave policies.  remainder of the FMLAI leave.  Page 20 of61  34    Versf SNOWMASS: Pallage used inl lieu of paid leave).  Ifa an employee's leave ofa absence does not constitute paid leave as defined int the Town's paid leave policies, the employee cannot use accrued paid leave, but cant take unpaid leave. FMLAI leave is without pay when paid leavel benefits are exhausted. Employees must provide 30 days advance notice oft the need tot take FMLAI leave when ther needi isf foreseeable. When 30 days' noticei is not possible, the employee must provide notice as soon as practicable and generally must comply with the department's Employees must provide sufficient information for the Town to determine ift the leave may qualify for FMLA protection andi the anticipated' timing and duration oft thel leave. Sufficient information mayi include that the employee is unable to perform job functions; the family member is unable to perform daily activities; ther needi for hospitalization or continuing treatment by al health care provider, or circumstances: supporting the needf for military family leave. Employees also must inform the Towni ift ther requested leavei ist fora Employees also may be required to provide a certification and periodic recertification supporting ther need for leave. The Town mayr require second and third medical opinions ati the Town's expense. Documentation confirming family relationship, adoption, or foster care may ber required. Ifr notification and appropriate certification. are not providedi ina timely manner, approval for leave may be denied. Continued absence after denial of leave may result in disciplinary actioni in accordance with the department attendance guideline. Employees on leave must contact thel Human Resources Director at least two The Town willi inform employees requesting leave whether they are eligible under FMLA. Ift they are, the notice wills specify any additional information required as well as the employees' rights and responsibilties. If they are not eligible, the Town will providea The Town willi inform employees if leave will be designated: as FMLA-protected: and the amount ofl leave counted against thee employee's leave entitlement. Ift the Town determines that the leave is not FMLA-protected, the Towny will notify thee employee. Ane employee cannot use paid leave ift the employee qualifies fora ande elects Long Term Disability (ie., after the 90-calendar day elimination period, Long Term Disability must be  Employee Responsibilities normal call-inp procedures.  reasoni for which FMLA leave was previously taken or certified.  days before their first day of return. The Town's Responsibilities reason fort thei ineligibility.  used inl lieu of paid leave).  Page 21 of61  35    Versf SNOWMASS Pillaye  FAMLI - Colorado, Family and Medical Leave Insurance  Formatted: Font: Bold Formatted: Font: Bold Formatted: Font: Bold  By Resolution! No. 18, Series of 2022, thel Town has opted out oft the Colorado Family and Medical Leave Insurance (FAMLI) program. However, employees have the option to participate in the State's FAMLI program as ani individual. Asa Colorado worker, you have the right to opt int to Colorado FAMLLI benefits under the law. You can learn more about the Colorado FAMLL program by contacting the Division at CDLE FAMLLI info@state. cO.us or byy visiting thes website ath tps/lami.clndngo. Ifyouwisht too opt- intoFAMLL please contact the! HRI Director and Payroll andE Benefits Managerf forr morei information. Int the event that an employee opts int to Colorado FAMLL and self-elect Colorado FAMLL coverage.you must commit to participating int the program by filing wage data and submitting premium payments for  Formatted:: Justified, Indent: First line: 0.01", Widow/Orphan control, Pattern: Clear (Background1)  Page 22 of61  36    Versf SNOWMASS Pillage concurrently. Returning to Work  threeyears. Ifa andy when! leavei ist taken. Colorado FAMLI and Federall FMLAI leave arei intended tot bet taken Ift thel leavei is required duet tot thee employee's own: serious health condition, before returning toy work he ors she may ber required to submit certificationi issued by al health care provider stating thatt the employee has the ability to perform their regular job and explaining any restrictions on regular job duties. Employees with restrictions will be allowed to returnt to work onlyi ift the Employee can perform the essential jobi functions W/hen ready and released to return to work, the Town will reinstate the employee to his/her original position or as similar level position if sucha a position is available and providing circumstancesl have not changed so as SO make iti impossible or unreasonable to dos SO. Ifthe original or similar level position is not available, the Town may transfer the employee temporarily to a different position untilt the original or similar level position An employee on unpaid medical leave must contact his/her supervisor prior to the return date. Ifan employeet fails to report to work promptly at the end oft the leave, the Town will Nothing contained herein entitles the restored employee to any right, benefit or position of employment othert thant that which the employee would havel been entitled tol had the employee not taken the leave. This means that an employee on unpaid medical leave may be laid off or terminated during thel leave period for cause or business necessity or Use of FMLAI leave willr not resulti int the loss of any employment benefit that accrued prior tot the start of ane employee's leave. Vacation Time previously earned but unused and accrued: Sickl Leave at that timer may be usedi ift the employee sO desires. Contributions to retirement, accrual of Sickl Leave and' Vacation Leave will be continued onlyi ift the employee elects to use! Sickl Leave, Vacation, Personal Hours, or compensatory time, butr not during unpaid FMLA Leave. An employee whoi is on FMLA duringa designated holiday will not be paid that holiday unlessi iti is a day they are regularly FMLAr makesi it unlawful for the Towni toi interfere with, restrain, or deny thee exercise of any right provided under FMLA. FMLAI makes it unlawful for the Town to discharge or discriminate against any person for opposing any practice made unlawful by FMLA orf for Ane employee may file a complaint witht the U.S. Department of Labor or may bringa  with or without reasonable accommodation.  becomes available.  assume that the employee has resigned.  no reason, the same as any other employee.  scheduled to work. Unlawful. Acts  involvement in any proceeding under or relating tol FMLA.  Enforcement  Page 23 of61  37    Versf SNOWMASS: Pallage  private lawsuit against the Town. FMLA does nota affect anyf federal or state law prohibiting discrimination or supersede anys state or local law or collective bargaining agreement which provides greater family or medical leave rights. Concurrent FMLA and Workers Compensation Leave An on-the-job injuryr may constitute. as serious health condition under thel FMLA. An employee's FMLAI hour equivalent of upi to 12 weeks leave entitlement willr run concurrently with a worker's compensation absence when thei injury meets the criteria for aserious! health condition. Because employees ona a workers' compensation: absence receive payment of two thirds of their wages for the length of lost time, ina accordance with the workers' compensation laws, an employee may use accrued Leave time to supplement their lost time wages up to 100% during FMLAI leave. Ift the employeei is certified tor return to work in ar modified duty capacity, the employee may decline the offer of modified duty. In such a case, the employee may lose workers' compensation! benefits buti is entitled to remain on paid or unpaid leave until hour equivalent of upt to: 12-weeks of FMLA entitlement is exhausted. As of the date workers' compensation benefits cease, the employee will be required to use any paid leave. The Town has established the following leave policies for special situations:  POLICY NO.3 3.7- : SPECIAL LEAVES OF ABSENCE  A. Medical Leave of Absence with Pay  Ar medical leave of absence of upt to nine months in ar rolling calendar year, with pay froma accrued leave banks, may be granted by Town Manager for Full-Time Year-round, Full-time Seasonal and Part-time employees. Ins some instances, a non-medical Leave of Absence with Pay (such ast time off after FMLA leave is During ar medical leave of absence, an employee will use Sick Leave first. The employee must then use Vacation, Personal Hours, and Compensatory Time, in whatever order they prefer. After all leave banks are exhausted, unpaid leave will apply through the remainder oft the leave. Once unpaid, the Town's Time Off While an employee is onar medical leave of absence. and usinga accrued Leave time, the Town will continue the employee's health benefits, at thes samel level and under the same conditions, as a working employee. The Town will continue payroll Ane employee whoi is on medical leave of absence during a designated holidayi is AI Medical Leave of Absence with Pay runs concurrently with FMLA, if applicable.  exhausted to caret for a newborn) may also be granted.  without Pay policy will apply.  deductions to collect premiums, ifa applicable.  paid for the! holiday.  Page 24 of61  38    Versf SNOWMASS: Pllge B. Time Off without Pay  AL leave of absence without pay for morei than ten days may be granted only by Town Manager for Full-Time Year-round: and Full-time Seasonal Int thee event of an approved leave, vacation and sick leave shall not accrue, retirement benefit contributions shall cease (if applicable), and health, dental, long term disability, life and visioni insurancel benefits continuation: shall bes subject tot thet terms oft the Towns group contract and payment for those premiums will be at the expense of Ar request for leave without pay shall be made as fari ina advance. as possible and Full-time Year-round employees, Full-time Seasonal employees, and Part-time employees may bes granted upt toa a maximum of three days per calendar year of bereavement leave for family members oft thee employee; grandparents, aunts, uncles, parents, spouses, significant others, siblings, children, nieces and nephews. Ins special circumstances, exceptions tot the definition of" family members" may! be A dayi is equal tot ther number of hours int the employee's regularly scheduled: shift. Shoulds special circumstances exist, requests to exceed ther maximum oft three days per calendar year must be requested in writing and approved by the Town Manager. Ifapproved, additional days may be paid via other accrued leave banks. When ane employee is calledi int to work additional hours ina a work weeki in which the employee has utilized bereavement leave, the employee, at their discretion, may receive thel bereavement leave paya ats straight time ina addition tot the This leave isi not carried overt tot the next calendar year, is forfeited ifr not usedi int the calendar year andi is not paid out upon separation frome employment. The Town recognizes, jury duty as a civicr responsibility of all Town employees. When summonedi for jury duty, an employee will be granted leavet to perform his or her duty as aj juror. Ift the employee is excused fromj jury duty during his or her regular work hours, he or shei ise expected to report to work promptly. Fort thet first three days of jury duty, all employees receive regular pay fort the hours they werer regularly scheduled to work, so long as confirmation ofj juror service is Beginning thet fourth day ofj jury duty, employees shall remit tot the Town the renumeration received forj jury duty byt the State of Colorado. When remitted, the Town will compensate thee employee at their regular rate of pay for their  the employees.  will be approved ona ac case-by-case basis. Bereavement Leave  made by thee employee's Department Head.  physically worked hours. D. Jury Duty and Elections  provided tol Human Resources.  Page 25of61  39    Versf SNOWMASS: Jallaye  scheduled work hours while serving onaj jury for upi toi two weeks unless otherwise Employees are encouragedi to exerciset their voting rightsi in alle elections. Employees are encouragedi to vote before or after work, however, ane employee canr request to arrive late or leave work earlyt to votei ina anye election ift their schedule is sucht that they have less than two hours off duty to vote. Notice of leave must be provided atl least one day prior to voting. Employees who are victims of domestic abuse mayt taket time off under the Town's Sick Leave policy. Employees may also be eligible for additional domestic abuse leave of upt tot three (3) workings days in any twelve-month period. Ifapproved, this leave may be paid ift the employee chooses to use anya accrued Leave time.  authorized byt the Town Manager.  Domestic Abuse Leave  Please see Human Resources for additional information.  POLICY NO 3.8 - PAIDI PARENTAL LEAVE  Purpose  The Town of Snowmass Village will provide up to 6 weeks of paid parental leave tot full- time year-round employees and upi to3 31 weeks of! paid parental leave toi full time seasonal employees following theb birth of ane employee's child ort the placement ofa child witha an employee in connection witha adoption orf foster care. The purpose of paid parental leavei ist to enable the employee to caret for and bond with ar newborn ora a newly adopted orr newly placed child. This policy will run concurrently with Family and Medical Leave Act (FMLA)L leave, as applicable. This policy will bei ine effect for births, adoptions or  placements of foster children occurring on or after August 8, 2023. Eligible employees must meet thef following criteria: Have been employed with the Town fora at least 61 months. Have worked at least 1,040! hours during the 6 consecutive months immediately preceding the datet thel leave would begin. Be at full-time year-round ori full-time seasonal, regular employee. Ina addition, employees must meet one of thef following criteria:  Eligibility  Have given birtht to ac child.  Be as spouse or committed partner of a woman who has given birth to a child. Have adopted a child or been placed witha at foster child (in either case, the child must be: agei 17 or younger). The adoption of a news spouse's childi is excluded from  this policy.  Page 26 of61  40    Versf SNOWMASS: Palige  Amount, Time Frame and Duration of Paid Parental Leave  Eligible employees willr receive ar maximum of 6 weeks for full-time year-round employees and ar maximum of 3 weeks of paid parental leave tot full time seasonal employees of paid parental leave per birth, adoption or placement of a child/children. Thei fact that ar multiple birth, adoption or placement occurs (e.g.. the birth of twins or adoption of siblings) does not increase the 6-week total amount of paid parental leave granted for that event. In addition, ini no case will an employee receiver more than6 weeks of paid parental leavei ina a rolling 12-month period, regardless of whether more than one birth, adoption or foster care placement event occurs within that 12-month time Eachy week of paid parental leave is compensated at: 100 percent oft the employee's regular, straight-time weekly pay. Paid parental leave will be paid onal biweekly basis on Approved paid parental leave may be taken at any time during the: 12-month period immediately following the! birth, adoption or placement of a child witht the employee. Paid parental leave may not be used or extended beyond this 12-month time frame. Employees can take paid parental leavei in one continuous period of leave or intermittently and must use all paid parental leave during the12-month time frame indicated: above. Any unused paid parental leave will bei forfeited ati thee end oft the 12- Upon termination oft thei individual's employment at the Town, he or she will not be paid fora any unused paid parental leave for which he or she was eligible. Paid parental leavet taken under this policy will run concurrently" with leave under the FMLA; thus, any leave taken under this policy that falls under the definition of circumstances qualifying for leave due tot the birth or placement of a child duet to adoption or foster care, thel leave will be counted toward the: 12 weeks of available FMLA leave per a 12-month period. All other requirements and provisions under the FMLA will apply. In no case willt thet total amount of leave-whether paid or unpaid-grantedt to the employee under thel FMLA exceed: 12 weeks during the: 12-month FMLA period. Please refer tot the Family and Medical Leave Policy for further guidance ont the FMLA. After the paid parental leavei ise exhausted, thel balance of FMLAI leave (if applicable) will be compensatedi through employees accrued sick, vacation and personal time. Upon exhaustion of accrued sick, vacation and personal time, any remaining leave will be unpaid leave. Please refert tot the Family and Medical Leave Policy for further guidance on The Town will maintain all benefits for employees during the paid parental leave period just as ift they weret taking any other company Town paid leave such as paid vacation  frame.  regularly scheduled pay dates.  month timet frame.  Coordination with Other Policies  thel FMLA.  leave or paid sick leave.  Page 27of61  41    Tens s SNOWMASS: Pallage parental leave entitlement.  Ifac company holiday occurs while the employeei is on paid parental leave, such day will be charged tol holiday pay; however, such holiday pay will not extend thet total paid An employee whot takes paid parental leavet that does not qualify for FMLA leave will be afforded thes same level ofj job protection fort the period oft time that thee employee is on paid parental leave as ift thee employee were on FMLA-qualifying leave. The employee will provide his or her supervisor andt thel human resource department with notice oft ther request for leave at least 30 days prior tot the! proposed date of the leave (or ift thel leave was notf foreseeable, as soon as possible). The employee must complete ther necessary HRf forms and provide all documentation: as required byt the HR Asi is the case with all company Town policies, the organization Town! has the exclusive  Requests for Paid Parental Leave  department to substantiate the request. right toi interpret this policy. Claw back Provision  Thee employee agrees tot thet following claw back provision:  Repayment Obligation: Ift the employee voluntarily terminates their employment within 12 months after returning from parental leave, the employee shall be obligated to repay thet total amount of paid parental leave benefits they received Repayment Period: Ther repayment: shall ber made in equali installments, deducted from the employees. Int the event that thet total amount owed exceeds the employee's final paycheck, the employee shallr reimburse the employer within 30 Overpayment: Ift the employee is determined tol have been overpaid parental leave benefits, whether due to an administrative error or otherwise, thee employee agrees top promptly repay the excess amount tot the employer upon notification. Failuret to Return: Should the employee fail to return to work for ar minimum period ofimonth1 following the conclusion of the parental leave period, the employee shall be obligated to repay thet full amount of paid parental leavel benefits. Misrepresentation: Int the event that the employee is found to have provided false or misleading information regarding theire eligibility for parental leave or the intended duration oft their leave, the employee shall be required to repay thef full Thee employee acknowledges that this claw back provision is ani integral part oft the  from the employer. days of termination.  amount of paid parental leavel benefits received. agreement for paid parental leavel benefits.  Page 28 of61  42    Versf SNOWMASS: Pillaye  CHAPTER. 4- COMPENSATION  POLICYI NO. 4.1- COMPENSATION ADMINISTRATION  The Town strives fort fair, equitable and competitive compensation practices based upon AlL compensation: and Classification policy decisions must take into consideration the Town's overall economic condition andr must be pre-approved byt the Town Manager. Thel base rate of pay will be determined by the employee's applicable experience, qualifications, the pay range for the position, andi internal equity. The performance management process enables supervisors and employees tol have well-rounded, meaningful and continual conversations focusing on positive and Most employee performance review discussions take place in! May of eachy year. Seasonal employees receive annual performance reviews at thee end of the season in Ar meriti increase may be awarded to employees no more than once yearly andi is informed by the Town's overall economic conditions, budgeted wage pool, and the performance review rating suggested byt the supervisor and/or Department Head. All meriti increases shall be pre-approved byt the Town Manager before going into Employees that are at the maximum pay rate for their pay grade and are eligible for a The classification and pays scale plan provide af framework for grouping and compensating likep positions based on current market data andi the written duties and responsibilties of eachj job description. Any adjustments tot the pay scale plan shall be  ther market andi internal equity.  A. Base Rate of Pay  B. Performance Management  constructive feedback, as wella as performance goals.  Review Dates whichi they work. D.N Merit Pay Increase  effect.  meriti increase will receive al lump sum payment. E.C Classification: and Pay Scale Plan pre-approved byt the Town Manager.  Page 29 of61  43    Vevs SNOWMASS: Pllge F.N Marketplace Wage Adjustments  Marketplace wage adjustments for specific positions may ber reviewed during the budget preparation process or onan asi needed basis. Ifar marketplace wage adjustment is awarded, its shalli impact all employees holding such position(s) and become effective att thel beginning of the upcoming calendar year or as otherwise New position classifications and position reclassifications are tied tot the annual budget process and shall be pre-approved byt the Town Manager. The reclassification ofa aj job position to a new pay grade may occur when substantial and permanent increases or decreases inj job duties and responsibilities prompt the need to change thej job description. As ar result, af Promotion or Demotion may occur. Promotions that aret tied tot the annual budget process and promotions that occur due toav vacated position must be pre-approved by the Town Manager. Promotional increases may be granted to an employee who has movedi into a position with a higher pay grade and, in general, should bel between 5%- 10% oft the Int the case where ani increase of 10% will notr meet the minimum of the new pay grade, the new rate of pay will be at least the minimum oft the new pay grade. A demotion occurs when an employee, either voluntarily or involuntarily, isr moved intoa ar new positioni in al lower pays grade. When an employee is demoted, the rate of pay may be reduced and: shall not be above ther maximum rate of payf for the new When an employee! holds more than one position att the Town and transfers between positions, the rate of pays shall be adjusted accordingly and within the applicable pay Employees who arel hired for a defined season, receive a Successful or Exemplary performance rating for the applicable season and: successfully work thee entire season may! be eligible for an end-ofs season bonus. Full-time Seasonal Employees may be eligible for al bonus amount of $800. Part-time Employees hiredi for a defined season  communicated.  G.N New Position Classifications: and Reclassifications  H. Promotions  employee's existing rate of pay.  Demotions position.  J. Transferring Between Positions  grade for the position into which the employee is transferring.  K. Season-End Bonus  may be eligible for a bonus amount of $200.  Page 30 of61  44    Versf SNOWMASS: Pillage L. One-Time Payments  Upon prior approval by the Human Resources Director and Town Manager, ac one- time payment of a specified amount may be awarded to an employee for either meritorious service or special recognition, tol be determined on a case-by-case basis. Employees are paid on a bi-weekly basis on alternating Fridays. Electronic and paper timesheets shall be submitted on Monday by 5pmp prior tot the pay day, covering the Each pay period consists of two work weeks. The workweek is declared tol be as seven consecutive day period beginning on! Monday at: 12:00 a.m. and ending on thet following Timei is kept in quarter-hour increments with rounding tot the nearest quarter hour. For example, as start timef from 7:531 to 8:07 rounds to 8:00 and as start time from 8:08 to 8:22 Employees are responsible for reviewing their paychecks and informing Human Resources or the Payroll Manager of any errors, improper or missing deductions. ALL Town employees are categorized as either "exempt" or non-exempt in accordance Exempt employees are employees whose) job assignments meet specific tests established by the federal Fair Labor Standards Act (FLSA) and state law and whoa are exempt from minimum wage and/or overtime pay requirements. As exempt employees may ber required to workt time outside of andi in addition to normal business hours, exempt employees may average their working hours over an 80 hour pay period as a means of providing greater flexibility. Nevertheless, exempt employees are required to work nol less than 80 hours each pay period or must use authorized leave to Compensatory time may be accrued bye exempt employees who work time in excess of the required 80 hours worked ina a pay period. The purpose of recording compensatory time earned ist to record the actual hours itt takes fora ane exempt employee to complete Compensatory time accumulated may be used for time off att the discretion: and pre- approval oft thel Department Head or Town Manager, based ont the workload oft the  POLICYI NO.4.2- PAYI DAYS& TIMEKEEPING  previous two-week period. Sunday at 11:59 p.m. rounds to 8:15.  POUCYNO43-OVERTME AND COMPENSATORY TIME  with the Fair Labor Standards Act. Exempt Employees  make up the full 80 hoursi inap pay period.  theirj job duties andr responsibilties.  Page 31 of61  45    Versf SNOWMASS: Paliye  department. Thel Department Head or Town Manager may authorize use of upt toi 160 hours of compensatory timep per calendar year. Employees may carryover a maximum of 80! hours of compensatory timei intot ther next calendar year at the discretion and pre- Compensatory: time for exempt employees does not provide anyf financial compensation in additioni to established: salaries and! has nor monetary value upont termination. Sick leave, special leaves of absence and holiday pay do count towards hours worked when calculating compensatory time. Personal hours, community: service leave, compensatory time and vacation timet taken during a workweek do not count towards Non-exempt employees are employees whose. job positions do not meet FLSA or applicable state exemption tests and who are note exempt from minimum wage and/or overtime pay requirements. Nonexempt employees shall be paid time and one-half of their regular rate of pay for any work in excess of (1)4 40 hours per workweek, (2): 12 hours per workday, or (3)1 12 consecutive hours without regard tot thes starting and ending time of the workday (excluding duty free meal periods), whichever calculation results int the Ina accordance witht ther requirements of Section 207 (k) of the Fair Labor Standards Act, for sworn police officers, the work period is based on a 14-day schedule and overtime shall be paid to any sworn police officer who works more than 80 hours during a 14-day Accrual of overtime hours must be pre-approved byt the appropriate supervisor. Non-exempt employees are eligible to request to accrue compensatory time as opposed  approval of one's supervisor.  hours worked when calculating compensatory time.  Non-exempt Employees  greater payment of wages, except for Sworn Police Officers.  work period.  to earning overtime pay. Overtime hours shall be paid as: worked; or or  One and one-halfi times the regular rate of pay for each hour of overtime One and one-half hours compensatory time for each hour of overtime worked; Any combination of one-and-one-hal paya and compensatory time, providedit isr not divided into fractional hours of lesst thanh half-hour increments. Overtime pay and compensatory timei is calculated: solely based on! hours worked. Sick leave, holiday pay, personal hours, compensatory time, special leaves of absence, community: service leave and vacation time taken during a workweek do not count towards hours worked when calculating overtime and compensatory time.  Page 32 of61  46    Vevs SNOWMASS: Pillage  When ane employee is called int to work additional hours ina a workweek in which the employee has utilized sick leave pay, the employee, att their discretion, may receive the sick pay at straight timei ina addition tot thep physical hours worked. Use of compensatory time by an employee must be pre-approved byt the appropriate Accrued compensatory time may not exceed: 200 hours. Once an employee reaches 200 hours of accrued compensatory time, hours exceeding 200! hours will be paid out or may be directed intot the employee's. 457 deferred compensation plan, ife eligible. On December: 1st and April 1st of each) year, non-exempt employees may request cash reimbursement: for accrued, unused compensatory time. Employees may carry overa maximum of 80 hours of compensatory timei into the next calendar year at the discretion Ifan non-exempt employee's: status changes to exempt, any compensatory time must be  supervisor.  and approval of the! Department Heada and Town Manager. used or paid out prior tot the effective date oft the: status change. Any accrued, unused compensatory timei is paid out upontermination.  POLICYNO.4 4.4- TRAVEL &1 TRAINING  The Town's travel and training guidelines can be found within the! Purchasing Policy on the Daly Link. For specific questions about this policy, please contact thel Finance  Director.  Page 33 of61  47    Versf SNOWMASS Pllaye CHAPTER5- BENEFITS BENEFIT SUMMARIES  POLCYNOSI-SUMMAA  The Full-time Year-round, Full-time Seasonal and Part-Time Benefits Summaries can be found on Benefits Page ont the Town of Snowmass website. Alternatively, please visitt the Human Resources department to review plan documents for each oft these policies. Subject tot the provisions of the Town's insurance carriers or policies, eligible employees hired ont thet first day of the current month will have their insurance effective immediately. Ifhired on the second day or later oft the month, insurance will be effective on the first Full-time seasonal employees rehired within 91 months of leaving their previous position, will be reimbursed for any employee only COBRA premiums, Medicare or any other Full-time! Seasonal employees who've been rehired into the same position within nine months of being! laid-off from the Town may be reimbursed: fort their medical insurance premium; upt tot the COBRA amount fort the Town's' employee only' medical coverage. There will be no reimbursement ift there is no out-of-pocket costt tot the employee for that coverage and/or no proof of payment. Ifproof of payment is nots submitted within 30 days of one's rehire date, the employeel becomes ineligible for any reimbursement for The Town provides ar retirement plani for all Full-time Year-round employees. These plans beginy with thet first, full paycheck covering a period of two weeks of work. The Town offers a 457 deferred compensation plan and a 401(a) money purchase plan. In lieud of social security, the Town contributes the equivalent of 10% of the employee's salary tot the 401(a) plan, each pay period. Inl lieu of social security, employees are required to contribute: ar minimum of 5%1 tot the 457 plan, each pay period. Sworn police officers are required to contribute. ar minimum of 9% oft their salary tot the 401(a) plan, each pay period. The Town contributes thee equivalent of 11% oft the officer's gross salary to the 401(a) plani for sworn police officers, each pay period. Sworn police officers may also contribute towards the Town's 457 deferred compensation plan.  HEALTHINSURANCE day oft thef following month.  medical coverage premium paid during their absence.  the applicable off-season.  SOCIAL SECURITY REPLACEMENT ANDI RETIREMENT PLAN  Page 34 of61  48    Versf SNOWMASS: Dllage POLICE PENSION EMPLOYEEI LOAN  Sworn police officers shall contribute 3% to the FPPAI Death and Disability Plan. Upon approval of the Finance Director and the Town Manager, ane employee may receive upi tot two employee loans per year for assistance inr meeting emergencyt financial situations. The amount may ber no greater thant the maximum of one-half of the employee's monthly gross salary. This loan shall be int thef form of ar non-interest-bearing loana and must be paid back tot the Town within ar maximum of six months. Ifan employee has an existing loan out, they may accelerate thep payment schedule, but cannot receive another loan prior tot the original loan being satisfiedi int full. The employee shall be required to sign a promissory note pledging assets or wages as collateral. Upon termination, thel loan must be paid offi ini full andi thel balance owing deducted fromi the Employees mayr receive upt tot two pay advances ina a calendar year for an estimated amount based on the employees' normal net paycheck amount, in order to meet an emergency financial situation. This request must be approved by the employee's Department Head. An employee may receive a pay advance for ane estimated. amount based on the employees' normal net paycheck amount priort to leaving onay vacation and the Town may deduct all or ap portion oft thep paya advance from their next paycheck. This The Town will pay fora an appropriate phone and/or call plan for employees that needa cell phone for Town business and receive pre-authorization! by thel Department Head. The request for a cell phone shalli includej justificationi for the plan needed. Incidental personal calls may be made from thep phone ift that use does not result in usage in excess Alternatively, the Town may paya a stipend toward personal cell phone plans that are used for conducting Town business. The monthly stipend amount will be determined by the Department Head ona a case-by-case basis andi may be reduced or revoked based on Cell phone abuse for personal use may resulti inl loss of the cell phone, call pland or  final paycheck. PAYA ADVANCE  request must be approved by thee employee's Department Head.  CELLPHONE  of the monthly contract amount.  an evaluation by the Department Head.  stipend.  Page 350 of61  49    Versf SNOWMASS Pillage CREDIT UNION  AlLe employees are eligible to participate int the Grand Junction Federal Credit Union. See Each year, all Town employees and members of one's household are entitled to three free counseling sessions per life event. Confidential counseling is provided to support mental health, work throughj jobi related or personal difficulties, assist with financial or legal problems, and address problems caused by alcohol and/or drug abuse. All employees who live outside of Snowmass Village/ Aspen receive free RFTAI bus passes to use thel bus system as a means of transportation for commuting to andi from work. These passes are tol be returned to your supervisor upont termination of employment. The Town also offers town shuttles. Please contact the Transportation department for more information on the use of and obtaining RFTAI bus passes. The Town Manager may elect to honort thel length of continuous, full-time employment for those transterring tot the Towni froma another local government entity. Therefore, such an employee's! length of continuous, full-time employment may, at the Town Manager's  the employee benefits guide for morei information. EMPLOYEE. ASSISTANCE PROGRAM  BUSI PASSES  INTERAGENCYTRANSFERS discretion, inform vacation accruals.  POLICY NO. 5.2 WORKER'S COMPENSATION  The Town provides Workers' Compensation Insurance as required by law. Thisi insurance is designed to provide protection for any employee suffering ani injury resulting from accidents, injuries or illnesses arising out of and int the course ofe employment. Injuries, no matter how minor, must bei immediately reported tot the supervisor iny writing as soona as possible after the occurrence: and in all cases, within 24 hours and at the latest within four working days after thei incident. Under Colorado law, an employee whof fails tor report an injuryinv writing mayl lose upi to one dayscompensation for each day'sf failure to report the Alcohol and Drug testing may be required ift the employee's own actions or omissions could possibly have caused the accident that ledt toi injury. Ifiti is determined that the injury resulted fromi the employee'si use of alcohol or controlled substances, workers' compensation benefits may be reduced by one-half ina accordance with Sections8-42- Employees should consult the Town's list of approved physicians prior to: seeking treatment for av work-related injury. Employees failing to treat with a physician listed on the panel may resulti int thel loss of medical benefits. Employees should contact their supervisor to arrange an appointment with a designated treating physician.  accident.  112.5. Colorado Revised Statutes.  Page 36 of61  50    Vevs SNOWMASS: Paliye  The treating physician mayr recommend that an injured employee return to work on limited duty. In such event, the Company may require the employee to return to work performing duties within ther medical restrictions eveni if suchy worki is different than the employee's regular job duties. An employee's refusal of limited duty may bet the basis for  discipline or discharge.  POLICYNO.53-1 RECREATION. AND' WELLNESS BENEFIT  The Town supports ande encourages the physical health, mental health and well-being of all employees as studies demonstrate that employee happiness and presenteeismare As such, Town employees having worked a minimum oft threer months for the Town at any point in time as well as a minimum of 192 Regular Hours fort the Town during the applicable calendar year shall be eligible for the annual recreation and wellness benefit. The amount of the annual recreation. and wellness benefit will be determined during the annual budget process andi is at taxable benefit tot the employee. Eligible employees will be reimbursed upt toi 100% of the annual benefit amount upon! proof of eligible receipts thata are incurred during the applicable calendar year. Ther minimum amount ane employee can request tol be reimbursed is $100 per pay period and qualifying expenses that are greater thani the yearly amount budgetedi for the recreation benefit can be split int two Ifa an eligible employee does not submit for reimbursement: for thet full amount of the annual benefit, the Town will give the employee at taxed cash bonus equivalent to 50% of ther remaining balance int the month of December oft the applicable calendar year, so long Ifa an eligible employee leaves the Town within the applicable calendar year and! has not submitted fort the full amount of the annual benefit, the employee may request a cash bonus equivalent of 50% of the remaining balance, which will be considered full use of Ast the Towni is an integral part of our resort community, the Aspen Skiing Company ski pass program is an exceptioni int that iti is provided in goodf faitha and in advance oft the applicable calendar year's benefit. Should the Town obtain an Aspen Skiing Company ski pass through the Aspen Chamber Resort Association for ane employee and: shouldt the employee leavet the Town prior to meeting the eligibility requirements, the employee will be required to return the ski pass tot the Town and will alsol be required to reimburse the Town fori the amount of the recreation benefit that was used towards this benefit. Any skip pass received from the Aspen Skiing Company for any Town employee asp part of ani interagency agreement will serve ast thec only recreation benefit for the applicable calendar year and the eligibility requirement of 192 hours may nota apply. Int the case  directly related tol health, well-being andf fitness.  years andi must be submitted twoy years inar row.  ast the eligible employeei is still an Active employee.  the benefit for the applicable year.  Page 37of61  51    Versf SNOWMASS: Pillage  where the employee elects nott tot take thep pass, the employee would then be eligible for the recreationandi wellness benefit according tot thet terms stated above. Thel Following Items Arel Examples of Appropriate Expenses: Ski passes; Fitness clubr memberships, yoga studio classes and meditation classes; Bikes, skis, snowboards and their accessories; Off road vehicles sucha as snowmobiles, dirt- bikes, ATV's andt their accessones/protective gear; Fishing gear and licenses; Golf equipment and passes; Exercise equipment sucha as treadmills, weights, etc; Sport equipment sucha as skates, tennis, touring skis, jogging/ bike stroller; kid carrier, etc.; Yoga equipment- mats, blocks, etc.; Boating equipment including water skis; Camping equipment and accessories; Hunting gear and licenses (excludingi firearms, weapons, bows and arrows and ammunition); Rafts, kayaks, canoes, stand upp paddleboards and accessories; Bowling fees, shoes and! bags; Mental health, counseuing, acupuncture, and massage. sessions; Meditation: apps andi fitness trackers. Sports gear and sportswear such as skij jackets, running shoes, gym shoes, clothing andi footwear that are worn for sports Thet following items are examples of nappropriate expenses that will not be Computer and computer games such as) Xbox; Televisions and stereo equipment; Items purchased for other family members; Accessories and parts for on road vehicles such as tires for SUV's, car stereos, etc.; Clothing: Household items such bathroom scales; Medical hard goods such as stethoscopes; Protein drinks; Tools; Coolers; boatst that can be used withar motor; Outdoor lawn games; Non-ATVI motorcycle helmets; Outdoor As this listi isr not all-encompassing. please contact Human Resources with questions.  or other physical activity. approved:  festival admissions.  Page 38 of61  52    Versf SNOWMASS: Pillaye  CHAPTER 6 - EMPLOYEE CONDUCT & PROBLEM SOLVING  POLICYI NO.61-ETHICS  High standards ofe ethical behavior and workplace conduct are expected bya all Town employees. They serve as the cornerstone oft the Town's reputation ini the community. Employees are expected to adhere tot the Town's detailed Ethics and Conflict of Interest Employees must conduct business without creating any conflict of interest. A conflict of interest can arise when an employee isi involved in an activity for personal gain, which conflicts with the Town's business interests. Employees cannot solicit or compete with the Town's products or services offered. Outside work cannot be performed on the Town'st time. Employees cannot use the Town's equipment, materials, resources, or "inside" information for non-Town related work. Employees should not solicit business or Employees andi their immediate family must be very cognizant of any significant investment or association with competitors or suppliers thatr mighti interfere with or appear to affect the Town'si interests. Employees must notify their Department Head, the Human Resources Director or Town Manager regarding questions or any possible As Town employees, our ability to serve citizens and attract and retain quality employees depends ont the Town's reputation int the community. Employee: actions maye enhance, maintain, or damage the: standing that wel have developed. Therefore, we expect all Staff to exercise thel highest standards ofe ethicsi ina all decisions that mayi impact the Town. No workplace ethics statement can possibly cover every circumstance that may arise. Use good common sense. Asky yourself if youy would like to reada about your behavior in the newspaper or see a: story abouti it ont the nightly news. Ift therei is any question about a course of action, iti is your responsibiuty to get clarification1 from your Department Head, The Town requires that employees protect all organizational. information and avoid outside activities or relationships, which do or could adversely influence their decisions or Other examples of conflict of interest could be holding financiali interesti inal local business, being self-employedi in an occupation which competes with the Town or ownership, partnership, or personal involvement in supplier companies or distribution  Policy below and chapter 2 oft the municipal code.  clients or perform outside work ont the Town's premises.  conflicts ofi interest.  Ethics and Conflict of Interest Policy  the Human Resources Director, or the Town Manager. Conflicts of Interests Must Be Avoided.  actions ont thej job.  outlets related to Town business.  Page 39 of61  53    Versf SNOWMASS: Pallage  Ife employees have any question about whether a situation isa a conflict ofi interest, employees: should discuss the matter with their Department Head or Human Resources. Ifitremains unresolved, refert the matter tot the Town Manager fora a final determination. Because of the multiple roles individuals playi in their daily lives -- especially in a small community like Snowmass Village people inherently possess many different interests and loyalties. At any given time, thesei interests may compete. Such conflicts: are a part of life, but conflicts ofi interest related toa an employee's position with the Town must be W/hen undertaking town business, Town employees, as stewards of the public trust, are required toy put the public'si interest before their own. Impropriety occurs when an employee, faced with a decision, puts! his or her personal or financial interest ahead oft the public interest. Whena a Towne employee, either directly ori indirectly, gains ar monetary benefit or other reward from ac decision or recommendation: made inl his or her public Towne employees cannot accept gifts of greater than $75 value from a partner or vendor. And, int terms of accepting food and! beverage from a vendor, ify you can consume iti inc one sitting (basically during a meal) then likelyi iti is fine; buti if: someone senty youe expensive Government is about protecting the common good, which may be defined as the common conditions that are important tot the welfare of everyone, police, parks, transit, housing, and other services. Ap public servant must always putt the common good ahead of any personal, financial, or political benefit they might receive from a decision about such matters. Conflicts ofi interest interfere with the basic ethical principle of fairness- treating everyone equitably. A public employee: should not take unfair advantage ofH his or her position byi influencing a matter that could benefit them at the expense of others. The Town is also committed to seeking fairness and competition: among vendors, stakeholders and contractors. Finally, conflicts ofi interest undermine trust. They make the public loset faithi int thei integrity of governmental decision-making processes. Many times, government employees honestly believe that they are not being unduly influenced byt their personal stake ina ani issue. They may feel, tot the contrary, that their interest int the matter gives them special insight intot the subject. But conflict ofi interest laws prevents such partiality. First, it's almost impossible fori individuals to determine whether they are being fair when their self-interest isi involved. Also, as the Institute for Local Self-Government: states: "Thel lawi is aimed at thep perception, as well as the reality, that a public official's and employee's personal interests mayi influence a decision." Even the appearance ofi impropriety undermines the public's faith that the process is fair.  What are conflicts ofi interest?  avoided when ata all possible.  capacity, that is very likely a conflict of interest.  food or drink, thati is not acceptable.  What do conflicts ofi interest have to do withe ethics?  What ethical dilemmas do conflicts ofi interest present?  Page 40 of61  54    Versf SNOWMASS: Paliye  Another common misconception about conflicts ofi interest ist thate employees are absolved oft their responsibility merely by being transparent: about theirs stake int the issue. Itisi insufficient for government officials to make conflicts public. They must take For the purposes oft this policy, "family" is defined as an employee's grandparent, aunt, uncle, parent, spouse, significant other, sibling, child, stepchild, niece or nephew. There may! bet times where we work with members of our family. If this occurs, we must ensure any transactions dor not leadt to a conflict ofi interest and we must make sure that our relationships do not appear to affect our business decisions. If youl believe you facea potential conflict oft this type, your must report thes situation to your Department Head, the Human Resources Director or the Town Manager immediately. This includes any  themselves out oft the decision-making process altogether.  Business with Family  situation including but not limited tot thei following:  Afamily member or someone withy whom youl have ar romantic relationship works for a customer, current vendor, or vendor seeking to dol business with the Town. You have a direct ori indirect reporting relationship with (or have the ability to influence employment decisions for)a ar member of your family or someone with Afamily member or someone withy whom your have a romantic relationship is an employee ofa a customer, contractor, current vendor or vendor seeking to do business witht the Town wheny youl have direct or indirect decision-making: authority Department Head and/or Town Manager approvali is required prior to conducting business with anyone that may have a real or perceivedi financial conflict ofi interest witha Towne employee. Similarly, ane employee must disclose to their Department Head or Town Manager if their family member has at financial relationship with a third partyt that does  whom youl have a romantic relationship.  ori influence with respect tot thel business relationship.  business with the Town.  POLICYI NO.62-GENERAL: STANDARDS OF CONDUCT  All employees are expected to maintainap professional demeanor and exhibit al high degree of personali integrity and ethical behavior. This includes displaying behaviort thati is courteous, polite, responsive and respectful to all others. Behavior that is commonly regardeda as impolite, rude, disrespectful, hostile, offensive or contrary tot the values of customer service andi teamwork, ina any way will not bei tolerated.  Page 41 of61  55    Versf SNOWMASS: Paliye conduct:  Employees are expectedi to adhere tot the following, additional general standards of  Work together and help others. Ask for help wheny your needi it. Operate withi integrity. resolved. Dor not gossip.  Sees something, say something. You are encouraged to speak up when) yous see someone who deserves praise and wheny you see as situation that needs tol be Bei innovative and forward-thinking. Think about what can be donet toi improve yourj job, department: and the Town. Share your ideas. Givep people the benefit oft the doubt. Assume positive intent. Seekt the truth. Speak positively ofy your co-workers, department andt the Town. Express concerns tot the appropriate supervisor inat timely manner. Propose solutions. Be ap problem-solver. Bel honest, professional and respectful iny your communications. Bej productive and effective. Be responsible stewards with tax-payer dollars.  POLICY NO. 6.3- DRUG AND ALCOHOL POLICY  The Town valuesi its employees andi is committed toy providing as safe and healthy work environment. As the abuse of alcohol, drugs, and controlled: substances impairs employeej judgment and, thereby, results ini increased safety risks, the Town strives fora Additionally, in accordance with the! Drug-Free Workplace. Act of 1988, the Town, asa possible federal grant recipient, is required to certify to grant agencies that the Town will ensure: a drug-free workplace. Failuret to comply with this requirement could result in suspension or termination of any or all federal grants within the Town. This requirement presents a necessity and an opportunity tot takei immediate action to eliminate drug Toe ensure: as safe and healthy work environment, the Town prohibits the use, sale, manufacture, distribution, dispensation, possession, use or being under thei influence ofa controlled: substance or drug paraphernalia during Townt time, on Town premises or worksites. This prohibition includes' Town owned vehicles, or personal vehicles being used for Town business or parked on Town property. The Town also prohibits the consumption of alcohol or being under thei influence of alcohol on Town workt time or Employees are: subject to searches and/or testing uponr reasonable suspicion that any of  drug free workplace.  abuse from the workplace.  during lunch or breaks.  Page 42 of61  56    Versf SNOWMASS Paliye  thet foregoing prohibitions have been violated. Employees who consume alcohol during lunch or breaks shall be considered off duty fort the remainder oft the day/shift. Any employeet foundi in violation oft the above-stated prohibitions and/or policies will be To clarify how the use of marijuana int the State of Colorado relates to employment att the Town, please note that Colorado lawp permits properly registered patients to use marijuana for medicinal purposes without fear of criminal prosecution, so long as they abide! byt the State's medical marijuana laws. Colorado also permits adults toj possess and user marijuana. However, marijuana remains a Schedulel Icontrolled substance under the Controlled Substances Act of 1970. As such, any use of marjuana--medical or otherwise-is against federal law. Moreover, Colorado's marijuana laws-medical: and othervwise--provide: employers with the right tol have ande enforce their drug policies with respect to marijuana. Therefore, ane employeey whot tests positive for marijuana is in violation oft the Town's drug and alcohol policy, eveni ift the employee is exempt from criminal prosecution under Colorado law. Ass such, ap positive drug test for marijuana constitutes a violation of the Town's drug and alcohol policy and may leadt tot termination Virtually any conduct involving illegal drugs or controlled substances, as defined by state or federal law, can result in disciplinary measures upi to and including termination. Excluded from prohibition are prescribed drugs and over-the-counter drugs when used int ther manner, combination and quantity intended, unless) job performancel is affected. An employee whor must use an over the counter or prescription drug that causes side effects which may adversely affect thee employee's ability to perform worki ina as safe and productive manner must notify his or her supervisor ofs such use ands side effects, priort to starting work. Thes supervisor, after proper inquiry, will decide ift thee employee can remain Employees shall notify their supervisor ofa any criminal drug statute conviction fora violation occurring int the workplace nol later thani five days after such conviction. The supervisor shalli immediately notify Human Resources after receiving notice of the above criminal drug statute conviction froma ane employee or otherwise receiving actual notice of such conviction. The granting agency oft the federal government must by notified within ten days after the Town receives notice of a criminal drug statute conviction froma an employee or otherwise receives actual notice of such conviction. Within 30 days of receiving suchr notice the employee shall be: subject to disciplinary action, upt to and Compliance with the above-stated policyi is a condition of employment for all employees of the Town. Inaddition to the above-stated policy, all Town employees who operate a commercial motor vehicle fort the Town anda are required tol hold a Commercial Driver's License (CDL) are also subject tot the Town's drug and alcohol testing policy  subject to disciplinary action, upt to andi including termination.  aty work and what workr restrictions, ifa any, are deemed necessary.  including termination.  implemented under federal law.  Page 430 of61  57    Versf SNOWMASS: Paliye Daly Link.  AlL employees can availt themselves to the Employee Assistance Program (EAP) for additional information on substance abuse. Treatment resources can bei found ont the Please contact Human Resources ify you! have any questions about this policy or wisht to discuss issues related toi the use of controlled. substances ort the abuse ofa alcohol. The Town's Substance Abuse Policy is required byt the Federal Transit Administration/ Federal Highway. Administration: and applies to all positions that require a CDL att the Itis our objective to provide as smoke-free environment at the Town. Smoking is prohibited within Town vehicles, all areas of each Town building, and 151 feet oft the main entrancei into each Town building. Employees may smoke in designated outdoor areas. This restriction always applies to alle employees and visitors, including non-business  Town.  POLICY NO.6.4 SMOKING  hours.  POLICYI NO.6.5- - NEPOTISM  To avoid possible conflicts ofi interest andi maintain impartial employment practices, relatives shall not worki ina a department in which one relative participates, either formally ori informally, in decisions tos supervise, hire, retain, promote, evaluate, ori influence the Relatives shall not worki ina a department iny which theya audit, verify, receive or are For the purposes oft thisp policy, ar relative is defined as anyt two people related by blood, adoption, marriage, or living arrangement, as spouse, parent, child, grandparent, grandchild, brother, sister, in-laws, step-relations or domestic partners. Relatives must treat one other as they would any other Town employee.  employment status ofa ar relative ina any other way. entrusted with monies received or handled by a relative.  POLICYNO.66-OPENI RECORDS/COLORADO OPEN RECORDS ACT (CORA) REQUESTS As ap public employer, the Town may be required toi furnish requested records tot the public. These records mayi include messages, texts and or emails sent using Town Typically, open record acts provide citizens witha as statutory right of inspection of government information to ensuret ther right toi free speech, as well ast the accountability of the government toi its people. In relation to employer issues, the open records act  equipment or Town email addresses.  Page 44 of61  58    Versf SNOWMASS: Pillage  attempts tol balance the rights of persons to know and the privacy rights of ani individual. When ane employee oft the Town receives an external request to inspect any Town documents, please contact The Town Clerk withs said request so that next steps may! be  determined.  POLICYNO.6.7- CONFIDENTIAL INFORMATION  Employees oft the Towni may have access to confidential information related tot the Town, co-workers, community members and guests. Confidential information includes, buti is not limited to, credit cards, social security numbers, banking information, personal Disclosure or misuse of confidential information is strictly prohibited, and sucha action will not bet tolerated. This non-disclosure prohibition applies both during and aftera an employee's employment. Any copying, reproducing, or distributing of confidential information ina any manner must be: authorizedl by the employee's: supervisor. Confidential information remains the property oft the Town and must be returned tot the  information, businessi information and similar subjects.  Town upon separation ora at any time upon demand.  POLICYI NO. 6.8- - PROPRIETARY PROPERTY  AlL photographs, video, sound and video recordings (including of one's voice), written content, or other works produced by an employee for the Town of Snowmass Village while working for or performing duties fort the Town are property of the Town. Furthermore, employees are not permitted tot take any documents or files (hard copies or digital files) upont termination ofe employment without the express permission oft the Employees who post on any Town: social media platforms musta adhere tot the Town's  Department Head or the Town Manager. Content Release Policy.  POLICYI NO. 6.9 GIFTS ANDE FAVORS  Town employees are: subject to Article XXIX oft the Colorado Constitution and article V of Chapter 2 of the Town Code, concerning ethicsi ing government. These provisions, andt the provisions of state law referenced int the Town Code, require that government employees carry outt their duties fort the benefit oft the people of Colorado and avoid conduct that is ora appears tol bei in violation of the public trust. In general, these provisions require that local government employees not use anyi information for personal gain, note engage in business dealings with persons they supervisor or inspect as public employees, and not perform actions as a public employee fort their own personal financial benefit.  Page 45of61  59    Vevs SNOWMASS: Paliye  Towne employees are prohibited from accepting gifts ort things of valuei ine excess of $75. In general, iti is permissible for employees to accept scholarships, honoraria, insurance proceeds, prizes, lottery winnings, inheritances, and/or special occasion gifts in excess of $75 so long as the acceptance of such gifts does not involve undue influence, coercion,  rigging, loss ofi impartiality, bribery, or al breach of thep public trust.  POLICY NO. 6.10- INTERNET, COMPUTER & EQUIPMENT USE  The Town provides manyt tools toi its employees and contractors to enhance their productivity andj jobs. Theset toolsi include computers, software, communicationt tools (email), access toi internal networks (intranet), access to external networks (internet), as well as telephone: systems, voice mail, fax, photocopiers, etc. The Town requires that these systems be usedi ina ar responsible way, ethically, andi in compliance with all legislation and othert town policies and contracts. Noncomplance could have: as severe, negative impact on the Town, its employees, andt the community. This policy does not attempt to anticipate every situation that maya arise and does not relieve anyone accessing thes system of their obligation to use common: sense and goodj judgment. Individuals are encouraged to use the Town's systems and resources toi further the goals and objectives oft the organization. Thet types ofa activities thata are encouraged include: Communicating: within the context of ani individual's: assigned responsibilties. Acquiring or sharing information necessary or related to the performance ofan Participating in educational or professional development activities. This policy is applicable to all employees and contractors of Town. The requirements defined int this policy are applicable to all data, systems, and: services owned and/or  individual's assigned responsibilties.  Scope  managed by the Town. Policy Acceptable Use of Assets  Assets include, but are not limited to, physical equipment, sucha as desktop computers, servers, printers, laptops, telephones, mobile devices, andi removable media (such as USB flash drives), as well as systems and services, such as the organizational network, software, applications, internet, voicemail, and more. Organizational. datai is also considered to be ana asset.. AlL devices and: systems are property of the Town and all use must bei ina accordance with policies, standards, and guidelines.  Page 46 of61  60    Vevs SNOWMASS: Pillaye  The Town allows limited use oft ther network, systems, and devices for personal reasons (personal correspondences, online banking, etc.), but personal use must not be abused. Personal use is acceptable ifitis is limited tot thet following considerations: Itc does noth have a negative impact on overall employee productivity. Itc does not cause additional expense tot the Town. Ito does not compromise the Towni in any way. Ito does not disrupt the network performancel ina any way. Itc does not contradict any other Town policies.  Personal postings by an employee concerning the Town are not prohibited provided they comply with guidelines set forth! below ori int this handbook. Ify you publish or post regarding Town matters, yous should nevers state yourj jobt title and should includea a disclaimer making clear thep postingi is your owna and does not necessarily represent When) you use social media, use goodj judgment. We request that you! be respectful of the Town, Town staff, our community, our partners and affiliates, and others. Personal use ofs social media isi never permitted during working time by means of the Town's computers, mobile devices, or other ITI resources and communications. systems. Social media postings bya an employee on blogs or social networking sites are considered personal communications: and are not organization communications. Any official postings ona a blog ors social networking site on behalf oft the Town must be preapproved ands sent The Town assets and systems may not be used for illegal or unlawful purposes, including copyright infringement, obscenity, personal gain, libel, slander, fraud, defamation, plagiarism, intimidation, forgery, impersonation, illegal gambling, soliciting for pyramid schemes, and computer tampering (e.g. spreading computer viruses). Per the Town Purchasing Policy, users should nota access and/or purchase technology, devices, applications, or services that are not formally authorized: and approved byIT. (This circumvention of thel IT Department isl known as Shadow IT.) ITassets, such asl laptops andi mobile devices, are intended tol be used only by the people to whomt they have beeni issued, unless other arrangements for shared Users will always protect Town-managed IT assets, keeping them physically and logically secured and under the control oft the user, including but notl limited to: Ensuring the workstation isl locked screen/keyboard) whenever walking awayf fromi it. Keeping computers secure and reporting lost or stolen equipment tol IT immediately. The use of the Town's communication: and internet systems and: services (including email, messaging, voicemail, forums, social media, and more) is provided to enable  TOSV positions, strategies, or opinions.  by authorized" Town staff.  devices have been made.  Electronic Communication: and Internet Use  Page 47of61  61    Versf SNOWMASS Paliye requirements:  performance of regular job duties. The use is a privilege, not ar right, andt therefore must be used with respect, common sense, andi in accordance witht the following  Thee email systems and other messaging services used at the Town are owned by the Town and are therefore its property. This gives the Towni the right to monitor all email traffic passing through its email system. This monitoring mayi include, buti is not limited to, inadvertent reading by IT staff during the normal course of managing the email system, review byt the HR and legal team during the email discovery phase of litigation, and observation by management in cases of suspected abuse or employee inefficiency. Employees should be aware that emails may be considered public record and potentially subject to public The Town often delivers official communications via email. As ar result, employees of the Town are expected to check their email inat timely manner sot they are aware ofi important Town announcements. and updates, as well as for fulfilling duties andi role-oriented tasks. TOSV email messages should remain on TOSV email accounts. Users are prohibited fromi forwarding workr messages tot their 3. The Town communication platforms andi internet are nott tol be used for purposes that could be reasonably expected to strain storage or bandwidth. Individual use of resources shallr not interfere with others' use of Town emaila and: services. 4. Users are prohibited from using accounts that do not belong tot them anda are prohibited from using platforms toi impersonate others. Users are not tos givet the impression that they are representing or providing opinions onl behalf oft the Town, inany form ofr media, unless otherwise authorized. 6. Users shall not open message attachments or click on hyperlinks sent from unknown or unsigned sources through any platform (email, instant message, social media, etc.). Attachments/lnks are the primary source of malware and social engineering: and should bet treated with utmost caution. 7. Any allegations of misuse. should be promptly reported. Ify your receive an offensive ors suspicious email, do not forward, delete, or replyt tot the message. Instead, report ito directly tol IT or by using built int tools In Outlook. 8. Email users are responsible for mailbox management, including organization 9. Archival and backup copies of email messages may exist, despite end-user deletion, inc compliance with thet town's Records Retention Policy.  disclosure.  personal, off-network accounts.  and cleaning.  Page 48 of61  62    Versf SNOWMASS: Paliye  10. Email access will bet terminated when the employee ort third party terminates their association with the Town, unless other arrangements are made. The towni is under no obligation to store ori forward the contents of ani individual's email inbox/outbox 11. The Town assumes no liability for direct and/or indirect damages arising fromi the use oft thet town's email system and services. Users are: solely responsible for the content they disseminate. The Towni isr not responsible fora any third-party claim, demand, or damage arising out ofe employee's use of thet town's email systems or 12. Email users are expected tor remember that email sent from the Town's email accounts reflect on the Town. AlL communications. are: subject to open records requests and can be made public. Please comply with normal standards of professional. andp personal courtesy and conduct. 13. The Town may monitor any/all internet activity originating from Town-owned equipment or accounts ort taking place over TOSV networks. 14. Users are permitted to remotely access the corporate network while offsite. Users must use the approved VPN service(s). Users may be required to authenticate using multifactor: authentication (MFA). Only authorized users are permittedi to Maintainingt the confidentiality, integrity, and availability of organizational datai is paramount tot the security and: success oft the organization. The following requirements are defined to keep data secure: and handled appropriately: 1. All organizational datai is owned by the Town and, as such, all users are responsible fora appropriately respecting and protecting all dataa assets. :. Users must keep all data secure by taking sensible precautions and following requirements definedi int this policy, the Town's acceptable use policy and the data-nandung requirements defined int thel Data Classification Policy. This standard outlines the requirements for creating, using, storing, transmitting, archiving, and 3. Users may not view, copy, alter, or destroy data, software, documentation, or data communications belonging to The Town or another individual without authorized 4. Users will only access data provided tot them for dutiesi in connection withi their employment or engagement andi in accordance with their terms and conditions of employment or equivalent. Access to some applications andi information sources will be routinely recorded and/or monitored for this purpose. Extraction, manipulation, andi reporting of The Town's data must be donet for  after the term oft theire employment has ceased.  services.  accesst ther network through VPN.  Data Security  destroying data. permission.  official purposes only.  Page 49 of61  63    Versf SNOWMASS: Pillage any location, isp prohibited. Secure Workstations  6. Personal use of organizational data, including derived data, ina any format anda at All: sensitive materials, such asi information about an employee, a customer, ori intellectual property, shall be removed from a workspace and locked away when thei items are noti in use or an employee leaves his/her workstation. This will reduce the risk of security breaches int the workplace andi is part of standard basic privacy controls. Employees are required to ensure that all: sensitive information in hardcopy or electronic formi is securel int their work area at the end of the day and whent they a) Computer workstations must be locked (screen/keyboard) and password 2. Any sensitive information (e.g.. customer data) must be removed from the desk and lockedi ina a drawer whent the deski is unoccupied and at the end oft the workday. 3. Passwords should not be written down. Ifau user finds itr necessary to dos sO, written passwords must be: stored away and secure. Never leave written passwords in 4. File cabinets containing sensitive information must be kept closed and locked Keys/badges used for accesst to sensitive information must not be left at an 6. Printouts containing sensitive information should be immediately removed from 7. Upon disposal, sensitive documents should be: shredded. 8. Employees are notp permitted to install any software on any town owned devices without specific consent and approval fromi the IT department. Access tot the Town's systems and devices is controlled through individual accounts and passwords. Thef following requirements arei inp place to protect those passwords and Users may not share account or password information with another person. Accounts aret to be used only byt the assigned user of the account and only for authorized purposes. Attempting to obtain another user's account password is 2. AU user must contact thel Help! Deskt to obtain a password reset ift they! have reason tol believe any unauthorized person has learned their password. Users must take all necessary precautions toy prevent unauthorized access to the Town's services and 3. Users must not use corporate passwords for other services. In the event that other services are compromised, it could leave corporate accounts compromised. as  expect to be gone for an extended period.  secured whenever a workspace is unoccupied.  plain sight. when noti in use or when not attended. unattended desk. the printer.  Password Standards  access to sensitive data and systems:  strictly prohibited. data. well.  Page 50 of61  64    ergf SNOWMASS: Pillage  4. Password complexity will be enforced byl IT through system-enforced policies to a) Passwords will expire every: 360 days and users will be required to change them. Users are encouraged to reset their passwords prior to the expiry date c) Password complexity requirements enforce the use ofa a minimum of3 categories (Uppercase, lowercase, numbers, and special characters.) d) Upon 61 failed! login attempts, accounts will be locked for 30 minutes. Accounts canl be unlocked by contacting thel Help Desk.  ensure: strong passwords and proper password hygiene: tor minimize anyi interruption to network access. b) The previous 5F passwords cannot be reused.  Incident Response and Reporting  The Town has an incident response program for efficient remediation ofi information security incidents. Employees are expected to comply with thei following requirements Users must report any suspected: security incident tot the Help Desk, including but not limited tol lost/stolen equipment, suspected malware infection, compromised credentials, anda any other possible compromises oft the Town's systems and/or 2. Users must cooperate withi incident response processes, such as forfeiting their equipment tol Help Desk for investigation ifitis is potentially compromised. The Town takes a proactive approach to datas security by requiring security awareness During onboarding, all users will be required to undergo information security awareness andi training. Ifau user doesn't understand these practices, they are 2. Users must complete ongoing security awareness and training as scheduled by thel ITI Department. Employees will be kept upt to date on new improvements and IT will manage security policies, network, application, and data access centrally using whatever technology: solutions are deemed suitable. Any attempt to contravene or bypass security will be deemed ani intrusion attempt and will be subject to disciplinary action. Thei following restrictions and requirements: are enforced. att the Townt to establish and maintain the confidentiality, integrity, and availability of systems and data: Users mustr noti introduce malicious programs intot the network or as system (e.g. 2. Users must noti introduce or contribute tos security breaches or disruptions of  in order to ensure effective. and efficient incident remediation:  data.  Security Awareness and Training  training:  expected to reach out for follow-up training.  emerging threats. Security Unacceptable Uses  viruses, worms, Trojan horses, email bombs, etc.).  network communication.  Page 51 of61  65    Versf SNOWMASS; Pillaye  a) Security breaches include, but are not limited to, accessing data of which the employee isr not ani intended recipient or logging into as system or account that the employee is note expressly authorizedi to access, unless these actions are within the scope of regular duties. Fort the purposes of this section, "disruption" includes, but isi not limited to, network: sniffing, ping floods, packet spoofing, denial of service, and forged routing information for 3. Port scanning or security scanning is expressly prohibited unless prior authorization 4. Users mustr not execute anyf form of network monitoring that willi intercept data not intended fort the employee's host, unless this activityi is aj part oft the employee's Users mustr not circumvent user authentication or security of any! host, network, or 6. Users must noti introduce honeypots, honeynets, or similar technology on the 7. No servers (ie., running web or FTP: services from user workstations) or devices thata actively listen for network traffic are allowed tol be put ont the corporate network without prior written authorization by the Chief Information Officer. 8. Users mustr noti interfere with or deny service to any user (for example, denial of POLICYI NO. 6.11 - USE OF TOWN PROPERTY ANDI EQUIPMENT  malicious purposes. is granted in writing. normalj job/duty. account. corporate network.  service attack).  Itist the responsibility ofe every employee to check with their supervisor before using or permitting the use of Town-owned assets. Iti is not only unethical, but unlawful for an employee to use, or permit the unauthorized use of Town- owned vehicles, equipment, materials or propertyf for profit. The Town recognizes that a de minimis use of certain Town assets for personal convenience will occur andi is acceptable whent the use is occasional and doesn't have an adverse impact on the organization.  POLICY NO.6.12- - TOWN VEHICLE USAGE  Use of Town vehicles is limited to official Town business and designated employee carpools. Exceptions must be pre-approved by the Town Manager. Drivers must drive safely, follow any departmental Towny vehicle use policies, obey all traffic laws, possess a valid driver's license, and: strive tol be current in defensive driver training. Itist the responsibility of the Department Head to assure proper use of Town vehicles. Department Heads should contact the Fleet Superintendent at Public Works for details Employees are liable for payment toi the Town for any non-authorized use or damage to Town vehicles. Unauthorized use or damage may result in disciplinary action.  regarding vehicle maintenance.  Page 52 of61  66    Vevs SNOWMASS: Jallaye  The Town offers an employee carpooling program designed tor reduce the number of single occupancy vehicles in Snowmass Village. Short stops ont ther routet to and from work are acceptable ift they do noti inconvenience others int the carpool. Designated pick- up points should be at ac common meeting point ont the route, such as a park- and-ride lot. Morning and afternoon departure times are established, carpools leave within five minutes of the established time ifa ani individual does not arrive. Drivers can be rotated, but anyone driving must have a valid Colorado driver's license and! be eligible to drivea Town vehicle, which includes being current in defensive driving training. Driver responsibilities include keeping the vehicle clean, ing good working condition, and The Town reserves ther right to cancel the carpooling benefit toi individuals who dor not follow thes specifics oft this policy. Failure to comply witht thes specifics of this policy may  adequately fueled for the round-trip commute.  resulti in disciplinary action upt to andi including termination.  POLICYNO.613- PETI POLICY  The Towni isi responsible for assuring thel health and safety of all employees. In keeping witht this objective, the Town does not permit employees to bring their household pets to work on a regular basis. Pets may be brought to Town, on occasion, with pre-approval Pets that pose at threat ofi infection or cause allergic reactions in other employees, threaten, or distract employees, foul the workspace, or damage public property are not permitted at Town worksites or vehicles. Certified and trained service animals as defined by Colorado and Federal regulations, are exempt from this policy. An employee who requires thel help ofa a certified andi trained service animal (as defined byt the Code of Federal Regulations): will bep permitted to bring the service animal to the office.  from the Department Head.  POLICY NO. 6.14- WEAPONS AND CONCEALED CARRY  An employee whol has beeni issueda a permit to carry a concealed handgun pursuant to the provisions of Part: 2 of Article 12 of Title 18 Colorado Revised Statutes or a person who has beeni issued ofat temporary emergency permit to carry a concealed handgun pursuant to section: 18-12-209 Colorado Revised Statues may carry a concealed handgun on Town property andi in Town buildings, except int the Policel Department and Council Chambers while Court isi ins session, so long as the employeei isi in complance with concealed carry permit requirements and has been approved to do so byt the Town To seek approval, an employee must submit al letter of request to the Town Manager with ac copy oft the conceal carry license and proof of proper firearms training records, as required by State guidelines. The Town Manager will review the documents andi make a final determination! based ont the employee's current standing with the Town, as well as  Manager.  the mpleyeescompeteney,  Page 53 of61  67    Versf SNOWMASS: Paliye permitted.  Unlawful possession ofav weapon while on Town property or while working is not Employeesi in lawful possession of a weapon shall honori the requests of private business Conduct that threatens, intimidates, or coerces another employee, a customer, ora member oft the public, will not bet tolerated. Any violation of this policy will be: subject to  owners and private property while conducting Town business. disciplinary action upi toa andi including termination. Open carry is prohibited except int the case of sworn police officers.  POLICY NO. 6.15- ANTI-VIOLENCE  Employees must not engage ini intimidation, threats or hostile behaviors, physical abuse, emotional abuse, domestic abuse, bullying, vandalism, arson, sabotage, or any other act, whichi in Town managements opinion, isi nappropnate int the workplace. Ina addition, employees must refrain from making bizarre or offensive comments regarding violent events and/or behavior. Employees are expected to report anys such conduct immediately to their supervisor, Department Head, Human Resources or the Town Manager. Engagingi in any workplace violence may result in disciplinary action, up Employees should directly contact proper law enforcement authorities ift they believe therei is as serious threat tot the safety and health of themselves or others. The Town strives tor respond to complaints and resolve problems efficiently and effectively. The Town has adopted two methods for resolving complaints. Thet first methodi is ani informal 'open door policy." The second method is a written complaint The open-door policy applies to any complaint, problem, suggestion or question that employees may have regarding their employment. Employees are encouragedto discuss such matters with their immediate supervisor, Department Head, Human The complaint procedure applies to any complaint regarding the interpretation or application of any written policy, perceived unfair treatment or any working conditions at the Town. This procedure does not apply tot thel handling of complaints under Policy 2.2  toa and including termination.  POLICY NO.6 6.16- INI HOUSE PROBLEMI RESOLUTIONI POLICY  procedure." Open Door Policy  Resources ort the Town Manager, at any time. Written Complaint Procedure  (Equal Employment Opportunity: and Unlawful Harassment).  Page 54 of61  68    Versf SNOWMASS: Jallaye  Ift the employee's supervisor is alsot the Department Head, employees are tol begin the Step One: Promptly bringt the written complaint using thet formi incorporated below toi the attention oft thei immediate: supervisor. A verbal discussion should be held within fiveten ealendarbusiness days of thei incident, ori in at timely manner. Ifafter having apprised your supervisor verbally oft the complaint, the employee is dissatisfied with thes supervisor's response, thei first step is for employees to complete a complaint resolution form and present itt tot theiri immediate supervisor. A sample complaint resolution formi is included. Upon receipt of an employee's formal complaint, the supervisor willi investigate the matter, ifa appropriate, and willr respond in writing within 721 ealendarbusiness days. Step Two: Employees who are not satisfied witht the answer that they receive from their supervisor may present a complaint resolution form to the Department Head ort the Human Resources Director. This must be done within7 7 ealendarbusiness days after the date oft the written response byt the employee's immediate supervisor. Uponr receipt of an employee's complaint, the Department Head and/ or Human Resources Director will investigate the matter, if appropriate, and will answer the complaint iny writing within7 Step Three: Employees who are not satisfied with the decision of the Department Head or Human Resources Director may present their complaint to the Town Manager. This must be done within7 calendarbusiness days after the date of the written decision oft the Department Head or Human Resources Director. Uponr receipt of an employee's complaint, the Town Manager will schedule al hearing at which the employee will have the right tol be represented, present evidence and arguments and will be given an opportunity tor rebut any evidence or arguments. Priort tot thel hearing, employeels) will also be given notice of thei issues tol be decided. att thel hearing. Ifthe complaint involves discipline or discharge, employees will be notified oft the charges against them. After the conclusion oft thel hearing, the Town Manager will taket the necessary steps toi investigate NOTE: Any functions oft the Town Manager undert this procedure may be performed! by the Town Manager ort the Town Manager's designee. Any functions oft thel Human Resources Director may be performed byt the Human Resources Director ort the! Director's designee. Ifany of thea affected parties are unavailable, the response period may change.  complaint procedure at stepi two. The! procedure isa as follows:  Formatted: Lines spacing: Multiple 1.08i  ealendar business days.  the complaint and willi issue ay written and final decision.  Page 55of61  69    Versf SNOWMASS: Pillaye Name: Position:. Employee Signature:.  INI HOUSE COMPLAINT RESOLUTIONI FORMSAMPLE  Date:. Department:.  Summarize reasons for your complaint, including the written policies you! believe to have been violated, andi thea action requested. (Attach additional sheets ifr necessary.)  Date Received byl Immediate Supervisor: Date ofi informal discussion with Immediate Supervisor: Results of Discussion (attach additional sheets if necessary)  Date Received by! Department Head or HR:.  Date Written Response delivered tol Employee by Department Head or HR: W/ritten Response to Complaint (attach additional sheets if necessary)  Date Received by Town Manager:  Date Written Response delivered tol Employee by Town Manager: Town Manager's Final Decision (attach additional sheets ifr necessary)  Page 56 of61  70    ergf SNOWMASS Palige Purpose  POLICYNO.6.17- -E EMPLOYEE PROGRESSIVE DISCIPLINE POLICY  Town of Snowmass' Village's progressive discipline policy and procedures are designed to provide as structured corrective action process toi improve and prevent ar recurrence of Outlined below aret thes steps of the Town of Snowmass Village's progressive discipline policy and procedures. The Town of Snowmass Village reserves ther right to combine or skip steps depending ont thet facts of each situation and ther nature of the offense. Some of thet factors that will be considered are whether the offense is repeated despite coaching, counseling or training; the employee's workr record; thei impact the conduct and performancel issues have ont the organization; andi ift the offense violates other employees and community members' physical and emotional safety. Nothing int this policy provides any contractual rights regarding employee discipline or counseling, nor should anything int this policy ber read or construed as modifying or altering the mpomertatwAmatonne between the Town of Snowmass Village and  undesirable employee behavior and performance issues.  itse employees. Procedure  Step 1: Counseling and verbal warning  Stepi 1 creates an opportunity for thei immediate supervisor tol bring attention to the existing performance, conduct or attendance issue. The supervisor should discuss with the employee the nature of thep problem or the violation of company policies and procedures. The supervisor is expected to clearly describe expectations and steps the employee must take toi improve his or her performance or resolve the problem. Within five business days, thes supervisor will prepare written documentation of the verbal counseling. The employee will be asked to: sign this document to demonstrate his or her  understanding oft thei issues andt the corrective action.  Step 2: Written warning  The Step: 2 written warning involves more-formal documentation oft the performance, During Step: 2, the immediate supervisor and a division manager or director will meet with the employeet tor review any additional incidents ori information aboutt the performance, conduct ora attendance issues as well as any prior relevant corrective. action plans.  conduct ora attendance issues and consequences.  Page 57of61  71    Versf SNOWMASS: Pillage  Management will outline the consequences fori the employee of his or her continued Af formal performance improvement plan (PIP) requiringt the employee'si immediate and sustained corrective action will be issued within fiveb business days ofa Step: 21 meeting. They written warning may alsoi include as statement indicating that the employee may be subject to additional discipline, upi to andi including termination, ifi immediate and  failure to meet performance or conduct expectations.  sustained corrective action is not taken. Step. 3: Suspension and fina! written warning  Some performance, conduct or safety incidents are: sO problematic and harmful that the most effective action may bet the temporary removal oft the employee fromi the workplace. Wheni immediate actioni isi necessary to ensure the safety of the employee or others, thei immediate supervisor may: suspend the employee pending the results of an Suspensions that are recommended. as part of ther normal sequence of the progressive discipline policy and procedures are: subject to approval froma a next-level manager and Depending on thes seriousness of thei infraction, the employee may bes suspended without payi int full-day increments consistent with federal, state and local wage and! hour Nonexempt/hourly employees may not substitute or use an accrued paid vacation or sick day in lieu oft the unpaid suspension. In compliance witht thel Fair Labor Standards Act (FLSA), unpaid suspension of salaried/exempt employees isi reservedi for serious workplace. safety or conduct issues. HR will provide guidance to ensure thatt the discipline isa administered withoutj jeopardizing thel FLSA exemption status. Pay may be restored to the employee if an investigation oft the incident ori infraction  investigation. HR.  employment laws.  absolves the employee of wrongdoing.  Step. 4: Recommendation; for termination of employment  The last and most serious stepi int the progressive discipline process is a recommendation tot terminate employment. Generally, the Town of Snowmass Village willt tryt to exercise the progressive nature oft this policy byf first providing warnings, issuing ai final written warning or suspending the employee fromi the workplace before proceeding toa recommendationt tot terminate employment. However, the Town of Snowmass' Village reserves the right to combine and skip steps depending ont the circumstances of each situation and ther nature oft the offense. Furthermore, employees may! be terminated  Page 58 of61  72    Versf SNOWMASS: Paliye  without prior notice or disciplinary: action.  Management's recommendation tot terminate employment must be approved by human resources (HR) andt the division director or designate. Final approval may ber required  from the Town Manager. Appeals Process  Employees will have the opportunity to present information to dispute information management has usedt toi issue disciplinary action. The purpose of this process ist to provide insight into extenuating circumstances that may have contributed tot the employee's, performance or conduct issues while allowing fora ane equitable solution. Ift the employee does not present thisi information during any oft the step meetings, he or she will have five business days after each oft those meetings to present suchi information. Performance and Conduct Issues Not Subject tol Progressive Discipline Behavior thati isi illegal is nots subject to progressive discipline and may result ini immediate termination. Such behavior may! be reported tol local law enforcement authorities. Similarly, theft, substance abuse, intoxication, fighting and other acts of violence at work are also not: subject to progressive discipline and may be grounds fori immediate  termination. Documentation  Thee employee will be provided copies of all progressive discipline documentation, including all PIPS. The employee will be asked to: sign copies oft this documentation attesting tol his or her receipt and understanding of the corrective action outlined int these documents. Copies oft these documents will be placedi int the employee's official  personnel file.  Page 59 of61  73    ACKNOWLEDGEMENT OF RECEIPT OFFICEC COPY  IHAVE RECEIVED A COPY OF THE TOWN OF SNOWMASS VILLAGE EMPLOYEE HANDBOOK DATED JANUARY1, 2023. IUNDERSTAND THAT THE HANDBOOK, INCLUDING ANY COLORADO SPECIFIC: SUPPLEMENT, PROVIDES A SUMMARY OF THE TOW/N'S GUIDELINES ANDI ITS EXPECTATIONS REGARDING MY CONDUCT. I UNDERSTAND! IAMTO BECOME FAMILIAR WITHITS CONTENTS. IUNDERSTAND THAT, EXCEPT AS MAY BE REQUIRED BY: STATE LAW, THAT MY EMPLOYMENT WITHTHE TOWNI IS AT-WILL. THIS MEANS THATI NEITHERINOR THE TOWN IS COMMITTED TO ANI EMPLOYMENT RELATIONSHIP FOR A SPECIFIC PERIOD OF TIME AND THE EMPLOYMENT RELATIONSHIP MAYE BE TERMINATEDI BYI ME OR THE THE LANGUAGE USED IN THIS HANDBOOK, AND ANY VERBAL STATEMENTS OF MANAGEMENT AREI NOTI INTENDED1 TO CONSTITUTE/ A CONTRACT OFE EMPLOYMENT, EITHER EXPRESS ORI IMPLIED, OR ARE THEY A GUARANTEE OF EMPLOYMENT FOR IUNDERSTAND THAT THE CONTENTS OF THISI HANDBOOK. ARE: SUMMARY GUIDELINES FORI EMPLOYEES AND THEREFORE NOT ALLI INCLUSIVE. THIS HANDBOOK: SUPERSEDES. ALLI PREVIOUSLYI ISSUEDI EDITIONS. NO ORAL STATEMENTS ORF REPRESENTATIONS CAN CHANGE THE PROVISIONS OF THE HANDBOOK OR ANY SUPPLEMENT, EXCEPT FOR THE. AT-WILL NATURE OF THE TOWN RESERVES THE RIGHT TO REVISE, DELETE OR ADD TO ANY OR ALL OF THE GUIDELINES MENTIONED, ALONG WITHA ANY OTHERI PROCEDURES, PRACTICES, BENEFITS OR OTHER PROGRAMS OF THE TOW/N. THESE CHANGES MAY OCCURA AT  TOWN ATA ANY TIME, FOR ANY REASON.  ANY SPECIFIC DURATION.  EMPLOYMENT.  ANY TIME, WITH OR WITHOUT NOTICE.  IHAVE READ, ANDI UNDERSTAND THE ABOVE STATEMENTS.  Employee Signature Print Name  Date  74    Versf SNOWMASS Paliye  ACKNOWLEDGEMENT OF RECEIPT EMPLOYEE COPY  IHAVE RECEIVED. A COPY OF THE TOW/N OF SNOWMASS VILLAGE EMPLOYEE HANDBOOK DATED. JANUARY1, 2023. IUNDERSTAND THATT THEH HANDBOOK, INCLUDING ANY COLORADO SPECIFIC: SUPPLEMENT, PROVIDES A SUMMARY OF THE TOWN'S GUIDELINES ANDI ITS EXPECTATIONS REGARDING MY CONDUCT. I UNDERSTAND! IAMTO BECOME FAMILIAR' WITHI ITS CONTENTS. IUNDERSTAND THAT, EXCEPT AS MAY BE REQUIRED BY STATE LAW, THAT MY EMPLOYMENT WITHTHE TOWNI IS AT-WILL. THISI MEANS THATI NEITHERINOR THE TOWNI IS COMMITTED TO, ANE EMPLOYMENT RELATIONSHIP FOR. A SPECIFIC PERIOD OF TIME AND THE EMPLOYMENTI RELATIONSHIP MAY BE TERMINATED! BY ME OR THE THE LANGUAGE USED IN THIS HANDBOOK. AND. ANY VERBAL: STATEMENTSOF MANAGEMENT ARE NOTI INTENDED TO CONSTITUTE, A CONTRACT OF EMPLOYMENT, EITHERI EXPRESS ORI IMPLIED, OR ARE THEY A GUARANTEE OF EMPLOYMENT FOR TUNDERSTAND THAT THE CONTENTS OF THIS HANDBOOK. ARE SUMMARY GUIDELINES FORI EMPLOYEES AND THEREFORE NOT ALLI INCLUSIVE. THIS HANDBOOK SUPERSEDES, ALL PREVIOUSLYI ISSUEDI EDITIONS. NO ORAL STATEMENTS ORI REPRESENTATIONS CAN CHANGE THE PROVISIONS OF THE HANDBOOK OR/ ANY SUPPLEMENT, EXCEPT FOR THE. AT-WILL NATURE OF THE TOWN RESERVES THE RIGHT TOI REVISE, DELETE ORA ADD TO. ANY OR ALL OF THE GUIDELINES MENTIONED, ALONG WITHA ANY OTHERI PROCEDURES, PRACTICES, BENEFITS OR OTHER PROGRAMS OF THETOWN. THESE CHANGES MAY OCCUR. AT  TOWN. ATANY TIME, FOR ANY REASON.  ANY SPECIFIC DURATION.  EMPLOYMENT.  ANY TIME, WITH OR' WITHOUT NOTICE.  IHAVE READ AND UNDERSTAND THE ABOVE: STATEMENTS.  Employee Signature Print Name  Date  Page 61 of61  75    Town of Snowmass Village Agenda Item Summary  DATE OF MEETING: June 17,2024 AGENDAITEM:  Resolution No. 13, Series of 2024: Request to initiate an amendment to the Workforce  Housing Master Plan PRESENTED BY:  Jim Wahlstrom, AICP, Senior Planner and  Dave Shinneman, AICP, Community Development Director  BACKGROUND:  Ar request dated March 12, 2024, has been submitted by legal counsel representing the Laurelwood Condominium Association, among other association complexes that have joined, to request the Town initiate an amendment to the Workforce Housing Master Plan to remove the Upper Numbered Lots from consideration regarding a potential site to construct employee housing. The request and other reference material may be found htpsy/porta.lasericheriche.comPoralbosseASP76E10306érepo-r.b27e3at The Planning Commission reviewed the requested amendment at its meetings on May 15 and June 5, 2024. The Planning Commission recommended no changes to the Workforce Housing Master Plan and found that it continues to serve as an important long-range planning document for the Town. Attached is the recommending Resolution No. 4, Series of 2024 which addressed issues or concerns expressed by the public that  on the Town's website here:  could be evaluated during a formal land use application review.  FINANCIAL IMPACT:  By removing the Upper Numbered Lots from the long-range Workforce Housing Master Plan for possible redevelopment, it could unfavorably affect the economic sustainability for the village in the long run. Workforce housing and an adequate number of employees to serve various service and economic functions are critical to the operation  of a full-service ski resort community.  76    APPLICABILITY TO COUNCIL GOALS & OBJECTIVES:  The Housing Plan review and adoption occurred around summer/fall of 2021. Pursuant to amended Goal E, "Expand Housing Choice, Affordability & Redevelopment, in the Comprehensive Plan, Policy E.1 states: "Provide More Employee Housing." The Comprehensive Plan Policy retains the included 'Next Steps' which remain unchanged during the Comprehensive Plan's Periodic Review and amendment process in 2021/22. While the first Next Step included commissioning a professional study to inform housing policy,' the subsequently adopted Housing Plan by Town Council Resolution 34, 2021, fulfilled this policy objective oft the Comprenensive Plan. The Housing Plan may be found online here: htps/www.tosv.ccom1546/Housing-Master-Plan  COUNCIL OPTIONS:  The assessment of the Upper Numbered Parking Lots for possible workforce housing development is described in detail within the Housing Plan. The Upper Numbered Lots were identified as one of the 5 identified sites as highly developable" for housing. However, the Plan acknowledges the Upper Lots as one of the more controversial sites The Town is the sole owner of the Upper Numbered public parking lots. As owner, the Town enjoys constitutional property rights for making plans for their land, as does any other owner, prior to submitting a proposed development application for evaluation. The Housing Plan is a long-range planning document and does not grant approval to any of the identified areas for development. Any project from the Plan would be required to go through the development review process required by the Municipal Code. For example, the Draw site has been in review by the Town Council and Planning Commission for over a year and will be under review for at least another year before any final entitlements. A similar development review process (owner review by the Town Council) and then required development review by the Planning Commission and Town Council would be required for any one of the projects identified in the Plan, and Letters are attached from the Housing and Transportation Departments as well as the fire district on the current Workforce Housing Master Plan and provides background on  int this Master Housing Plan.  the Plan does not grant approval to these projects.  the Plan.  STAFF RECOMMENDATION:  Staff recommends the Town Council deny the request to initiate an amendment to the Workforce Housing Master Plan to remove the proposed housing on the numbered lots. As there is no adopted codified procedure outlining a process or a required public hearing for this type of request, staff recommends the Town Council approve the Resolution 13, Series 2024 (attached) as a means to document a decision denying the  request to amend the Workforce housing Master Plan.  77    ATTACHMENTS:  1. Town Council Resolution No. 13, Series of 2024 2. Planning Commission Resolution No. 4, Series of 2024 3. Reference letter of request for an amendment from the applicant 4. Housing Memo on the request 5. Roaring Fork Fire District memo on the request 6. Transportation Comments on the request 7. Other public comments  78    1 2 3 4  TOWN OF SNOWMASS VILLAGE TOWN COUNCIL RESOLUTION NO. 13 SERIES OF 2024  5 ARESOLUTION REGARDING A CONDOMINIUM. ASSOCIATION'S REQUEST TO AMEND' THE TOWN'S  6 ADOPTED WORKFORCE HOUSING MASTER PLAN.  7  WHEREAS, in response to the Town's adopted Comprehensive Plan goals, policies, and next steps,  8 the Workforce Housing Master Plan was adopted by the Town Council vial Resolution No. 34, Series of 2021, 9 on October 4, 202 after a review and recommendation to approve by the Planning Commission; and 11 Housing Master Plan with a petition of other comments dated March 12, 2024 received on or around March 12 21, 2024, to remove the "Upper Numbered Lots" from the five sites called out in the Workforce Housing  10  WHEREAS, the Laurelwood Condominium Association submitted a request to amend the Workforce  13 Master Plan as "highly developable."  14  WHEREAS, the Planning Commission reviewed the request on May 15th and June 5th, 2024, and  15 acted up Resolution No. 4, Series of 2024, with a recommendation to deny the request to amend the 16 Workforce Housing Master Plan along with recommendations for review of a possible future land use  17 application. 18 19 follows:  NOW THEREFORE BE IT RESOLVED, by the Town Council of the Town of Snowmass Village, as  20 Section One. Findings. The Town Council finds as follows:  21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40  1. Goal E, "Expand Housing Choice Affordability, and Redevelopment, Policy E.2, "Provide More Employee Housing," and the fourth Next Step in the 2018 Comprehensive Plan as well as the Amendment by Ordinance No. 1, Series of 2022, continue to state, "Review and update the Town's Employee Housing Program. Commission a professional study to inform housing policy. As its primary housing goal, provide housing for 70 percent of full-time, year-round employees (60 percent of total employees)." These goals, policies, and next steps remain appropriate and acceptable. 2. Inresponse tot the Town's adopted Comprenensive Plan goals, policies, and next steps, the' Workforce Housing Master Plan was presented before the Planning Commission on. July 21 and August 18, 2021 and was moved and recommended for approval on August 18, 2021. Subsequently, the Town Council adopted the Workforce Housing Master Plan via Resolution No. 34, Series of 2021, on October 4, 2021, around the time the Town's Amendment process to the 2018 Comprenensive Plan was under review. The Workforce Housing Master Plan remains acceptable and relevant as a long-range planning document and it should not be amended per the Laurelwood Condominium Association request. However, this action would not preclude other amendments proposed in the future. 3. The Town's adopted Workforce Housing Master Plan is a long-range planning document and does not grant approval to any of the identified areas for development. Any project from the Plan would be required to go through the development review process required by the Municipal Code.  79    Reso 24-13 TC Page2of2 41 42 43 44 45 46 47 48 49 50 51  4. Proposed future developments are required to follow a codified review process involving procedures, submission requirements, demonstration of compliance with review standards, and public hearings pursuant to the adopted Town Municipal Code, which would involve a rigorous evaluation by the Town's Planning Commission and Town Council. At this time, no proposed development application has been submitted for the "Upper Numbered Lots" for processing, review, and consideration. 5. The Town Council finds that while it concurs with the applicants that there are many development concerns and questions tol be reviewed prior to approval for any development on the upper numbered lots, it would be premature to remove an option to develop employee housing from the Workforce Housing Master Plan prior to a submittal and subsequent review of a development proposal.  52 Section Two: Action. The Town Council finds that the adopted Workforce Housing Master Plan as written 53 fulfills the goals, policies, and next steps within the adopted Comprenensive Plan, as amended, and needs 56 Section Three: Considerations. The Town Council agrees with the Planning Commission recommendation 57 toa address the following suggestions or concerns should any plan come forward to develop on the upper lots 58 with employee. /workforce housing or for any other employee/worklorce housing project within the Town:  54 no modification.  55  59 60 61 62 63 64 65 66 67 70 71 72 73 74 75 76 77 ATTEST: 78 79 81 83 84  Any development plan proposing employee /workforce housing on the upper numbered lots should address the adequacy of parking, infrastructure needs, communty/negpnbonod character, traffic/ transportation service access / congestion, safety / evacuation and fire protection concerns, view planes / massing, construction impacts I plan thereof, and prior Town or Snowmass Resort Association agreements, and the required compliance with any relative and affected submission requirements, review standards, and procedures in the adopted TOSVmunicipal code for the required  type of land use application received.  68 INTRODUCED, READ, APPROVED, on June 17, 2024, upon a motion by Council Member  69 the second of Council Members  and upon a vote of in favor and against.  TOWN OF SNOWMASS VILLAGE  Town Council Bill Madsen, Mayor  80 Megan Harris Boucher, Town Clerk 82 APPROVED ASTO FORM: 85 Jeff Conklin, Town Attorney  80    1 2 3 4  TOWN OF SNOWMASS VILLAGE PLANNING COMMISSION RESOLUTION NO. 4 SERIES OF 2024  5 A RESOLUTION RECOMMENDING DENIAL OF THE LAURELWOOD CONDOMINIUM ASSOCIATION'S 6 REQUEST TO AMEND THE TOWN'S ADOPTED WORKFORCE HOUSING MASTER PLAN.  7  WHEREAS, in response to the Town's adopted Comprehensive Plan goals, policies, and next steps,  8 the Workforce Housing Master Plan was adopted by the Town Council via Resolution No. 34, Series of 2021, 9 on October 4, 202 after a review and recommendation to approve by the Planning Commission; and 11 Housing Master Plan dated March 12, 2024 received on or around March 21, 2024, to remove the "Upper 12 Numbered Lots" from the five sites called outi in the Workforce Housing Master Plan as "highly developable."  10  WHEREAS, the Laurelwood Condominium Association submitted a request to amend the Workforce  13 and 14 15  WHEREAS, the Planning Commission reviewed the request on May 15th and June 5th, 2024. NOW THEREFORE BE IT RESOLVED, by the Planning Commission of the Town of Snowmass  16 Village, as follows:  17 Section One. General Findings. The Planning Commission generally finds as follows:  18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40  1. Goal E, "Expand Housing Choice Affordability, and Redevelopment, Policy E.2, "Provide More Employee Housing," and the fourth Next Step in the 2018 Comprehensive Plan as well as the Amendment by Ordinance No. 1, Series of 2022, continue to state, "Review and update the Town's Employee Housing Program. Commission a professional study to inform housing policy. As its primary housing goal, provide housing for 70 percent of full-time, year-round employees (60 percent oft total employees)."  These goals, policies, and next steps remain appropriate and acceptable. 2. Inresponse tot the Town's adopted Comprehensive Plan goals, policies, and next steps, the Workforce Housing Master Planv was presented before the Planning Commission on. July 21 and August 18, 2021 and was moved and recommended for approval on August 18, 2021. Subsequently, the Town Council adopted the Workforce Housing Master Plan via Resolution No. 34, Series of 2021, on October 4, 2021, around the time the Town's Amendment process to the 2018 Comprehensive Plan was under review. The Workforce Housing Master Plan remains acceptable and relevant as a long-range planning document, and it should not be amended per the Laurelwood Condominium Association's request. However, this action would not preclude other amendments proposed in the future. 3. The Town's adopted Workforce Housing Master Plan is a long-range planning document and does not grant approval to any of the identified areas for development. Any project from the Plan would be required to go through the development review process required by the Municipal Code. 4. Proposed future developments are required to follow a codified review process involving procedures, submission requirements, demonstration of compliance with review standards, and public hearings pursuant to the adopted Town Municipal Code, which would involve a rigorous evaluation by the    Reso 24-4 PC Page2of2 41 42 43 44 45 46 47 48 49  Town's Planning Commission and Town Council. At this time, no proposed development application has been submitted for the "Upper Numbered Lots" for processing, review, and consideration. 5. The Planning Commission finds that while it concurs with the applicants that there are many development concerns and questions to be reviewed prior to approval for any development on the upper numbered lots, it would be premature to remove an option to develop employee housing from the Workforce Housing Master Plan prior to a submittal and subsequent review of a development  proposal.  50 Section Two: Action. The Planning Commission finds that the adopted Workforce Housing Master Plan as 51 written fulfills the goals, policies, and next steps within the adopted Comprehensive Plan, as amended, and 54 Section Three: Recommendations. The Planning Commission recommends addressing the following 55 suggestions and concerns should any plan come forward to develop on the upper lots with employee I 56 workforce housing or for any other employee/worklorce housing project within the Town:  52 needs no modification.  53  57 58 59 60 61 62 63 64 65 68 69 70 71 72 73 74 75 ATTEST: 76 77 Aehpér  Any development plan proposing employee /workforce housing on the upper numbered lots should address the adequacy of parking, infrastructure needs, community /r neighborhood character, traffic/ transportation service access / congestion, safety / evacuation and fire protection concerns, view planes I massing, construction impacts I plan thereof, and prior Town or Snowmass Resort Association agreements, and the required compliance with any relative and affected submission requirements, review standards, and procedures int the adopted TOSVI municipal codei fort the required  type of land use application received.  66 INTRODUCED, READ, APPROVED, on June 5, 2024, upon a motion by Commissioner Denis, the second 67 ofCommissioner Clausen, and upon a vote of6inf favor and 0 against. (Commission Member Faurer absent).  TOWN OF SNOWMASS VILLAGE PLANNING COMMISSION rianMarsh ANE Brian Marshack, Chairperson  78 Ashleigh Huff, Planning Commission Secretary  Signature:  Email: bmarshack@gmail.com    Glenwood Springs Office 9100 Grand Avenue, Suite 201 Glenwood: Springs, Colorado 81601 Telephone (970)9 947-1936 Facsimile (970)947-1937  GARFIELD &  P.C.  HECHT, ATTORNEYSATLAW Since 1975 www. garfieldhecht.com March 12, 2024  Haley Carmer Andrew Atkins  hcarmer@garfieldhecht.com sn@griehelicon  VIA E-mail 130 Kearns Rd. Box 5010  Town of Snowmass Village Planning Commission clo David Shinneman, StaffLiaison Snowmass Village, CO81615 Email: shimneman@tosv.com  RE: Recommendation to Amend the Town of Snowmass Village Comprehensive Plan Pursuant to Sections 2-274(3) and 16A-1-50 of the Town of Snowmass  Municipal Code  Dear Commission Members:  We represent the Laurelwood Condominium Association ("Laurelwood"). In 2021, the Town of Snowmass Village ("Town"): adopted the Workforce Housing Master Plan (the Housing Master Plan")! as a1 new component ofits Comprehensive Plan. Thel Housing Master Plan identifies five sites within the Town that, according to the Housing Master Plan, are "highly developable" for housing and "represent the most promising possibilities for achieving the Town's affordable housing goals." One ofthe five sites called out in thel Housing Master Plani ist the "Upper Numbered Lots." The Upper Numbered Lots site comprises Lots 10-12 of the numbered parking lots at the top oft the Snowmass Mall. For the reasons described in this letter, Laurelwood, with support from the owners' associations of the Timberline, Sonnenblick, Interlude, and Aspenwood Condominiums (together, the "Associations"), requests that the Town amend its Comprehensive Plan by abandoning and excluding the Upper Numbered Lots site as aj potential workforce housing  location.  Due to negative impacts on the community and the Town's prior commitments regarding the Upper Numbered Lots, the Associations believe the Town should not pursue this site. Section 16A-1-50 ofthe" Town of Snowmass Municipal Code ("Code") states, "[the Comprehensive Plan is intended to be a comprehensive statement of the Town's current growth and development and overall land use philosophy which, by its very nature, is a dynamic statement that can and should be updated and amended over the years in response to changing community needs." The Housing Town of Snowmass Village, Workforce Housing Master Plan, August 2021, available at] itpsy/www.losy.com  DocumentCenter/View/40782021-10-15-TOSV-MASTER-HOUSINGEPLAN/bidds,  2969408.1  83    Town of Snowmass Village Planning Commission  March 12, 2024 Pagel 12  Master Plan also acknowledges that the suitability and need for development should be evaluated on an ongoing basis and that if new opportunities arise or needs or circumstances change, "the Housing Master Plan can change in response." Abandoning and excluding the Upper Numbered lots is appropriate in light of the community needs detailed below. In addition to the reasons presented below, please consider the extensive comments that 221 owners of units in the  Associations provided in the enclosed petition.  1.I Developing the Upper Numbered Lots Would Have Significant Adverse Effects on The Associations dispute the "Total Aggregate Suitability Rating" given to the Upper Numbered Lots in the Housing Master Plan. This rating underweights the site's detrimental  the Community.  Community Impact score and is not warranted given the following factors:  The proposal provides inadequate parking to accommodate the additional beds. The Upper Numbered Lots provide much-needed parking to guests in several hundred condominium units and hotel rooms and to the employees providing services to those properties. As the Housing Master Plan identifies, any proposed development must maintain the existing 320 parking spaces. However, thel Housing Master Plan suggests adding only 69 spaces for 130 bedrooms, less than what is required under the well-established and enforced Municipal Code development requirements. This additional demand would far overextend the Buildingaparking: structure to accommodate the 320 existing spaces and provide 89 spaces for new workforce housing units would require a considerable investment and put tremendous financial strain on the Town. Given the rapidly escalating costs oft the ongoing Draw Site project, which appear toi now exceed $80: million, or some twenty percent higher than stated in the Housing Master Plan, the Associations question whether the Town could develop this location at a reasonable cost. Indeed, the Housing Master Plan estimates the Upper Numbered Lots site development cost (in 2020 or 2021 dollars) to be $73,546,809, the highest ofall sites analyzed in the Housing Master Plan. Given the Draw Site project's increasing cost, the actual cost of an Upper Numbered Lots development likely would As the Housing Master Plan identifies, construction in this location would impact viewplanes and add undesirable structural massing to the Upper Village area. Increased traffic on Carriage Way would impact the quality oflife of visitors and residents, Construction in this location would create several years of environmental and community  capacity oft these lots and surrounding areas.  exceed $100: million.  reduce property values in the Upper Village. disturbance while construction progresses.  2 Workforce Housing Master Plan, page 41.  2969408.1  84    Town of Snowmass Village Planning Commission  March 12, 2024 Pagel 13  2. Development of the Upper Numbered Lots is Inconsistent with the Town's The development of the Upper Parking Lots site also is inconsistent with the Town's obligations to maintain existing parking in the Upper Village area. Furthermore, any development would: require honoring the Town's obligation to seek the consent ofthe surrounding properties. The 1967 General Declaration for West Village? established what would become the Snowmass Resort Association ("SRA") to govern and manage the land subject to the General Declaration. The General Declaration imposed covenants on the West Village area (including the Upper Numbered Lots site), obligated SRA to maintain parking areas, and provided property owners and their guests a right of access to and use of the parking areas. On December 4, 1978, SRA agreed to transfer parking lots 1-13 to the Town subject to "restrictions appearing ofrecord, or by contract.. 24 Per that agreement, the Town also agreed that the land it received from SRA would continue tol be used as it had been in the past, including for parking lots, and that the parking lots would not be closed or changed in character "unless mutually agreed upon." SRA fulfilled its end ofthe bargain and conveyed the Village Parking Lots, including lots 10-12, to the Town in 1979, explicitly subject to "the terms and conditions of any Declarations... applicable to the  Obligations to Surrounding Properties.  land...." 25  On January 20, 2006, the Town and the successor to SRA, Snowmass Village Resort Association, entered into a Group Sales Agreement that addressed, among other things, the availability of parking. This agreement obligated the Town to provide "permanent access" to parking to properties adjacent to the Village Parking Lots.6 Additionally, the Town agreed "to notify all adjacent property owners ofa any proposed development on said lots which would change their current use," and in the event a majority of adjacent owners opposed the proposed development, to require the vote of 134 or super majority (but in no event unanimous) vote, whicheveri is greater, ofthe thenseatedTown Council."These documents provide the Associations and their owners a right to the continued availability of parking adjacent to their properties, and the Town cannot change the use of parking lots or the number, access, and proximity ofthe] parking  int the Upper Numbered Lots without owner consent.  Owners at] Laurelwood and the other complexes adjacent tot the Upper Numbered Lots have come to: rely on the parking available to them in those lots. Thus, we are confident that ai majority  ofowners would oppose any change in use oft the Upper Numbered Lots.  3 General Declaration for West Village, June 1, 1967, recorded with the Pitkin County Clerk and Recorder at Recep. Warranty Deed, December 13, 1979, recorded with thel Pitkin County Clerk and Recorder atl Recep. No. 220410. Snowmass Resort. Association - Town of Snowmass Village, Group Sales Agreement, January 20, 2006, recorded as Exhibit A to Snowmass Resort Association, Memorandum of Agreement, May 29, 2013, recorded with thel Pitkin  No. 127530. 4Seel Enclosure 21 tot this letter.  County Clerk and Recorder atl Recep. No. 599916.  2969408.1  85    Town of Snowmass Village Planning Commission  March 12, 2024 Pagel 14  3. Conclusion  The Associations urge the Planning Commission to recommend to Town Council an amendment ofthe Housing Master Plan that removes the Upper Numbered Lots site as aj possible workforce housing site and to explicitly state that the Upper Numbered Lots should be excluded from future workforce housing development. The Upper Numbered Lots ranked first in construction cost and last in priority and desirability of development in the Housing Master Plan (see pages 10 and 52), and the issues discussed in this letter further underscore the reasons why the site should not be developed. Thus, removing the Upper Numbered Lots from the Housing Master Plan will not eliminate a realistically viable opportunity for the Town. The Town should continue development of the Draw site project and other locations that can be developed at lower  cost with lesser impacts to the surrounding community.  As evidenced by the enclosed petition of their homeowners, the Associations are unified int their opposition to development oft the Upper Numbered Lots site. They appreciate the Town's consideration of its grave impact to the area if built out. The Associations would welcome an opportunity to discuss this proposal with the Planning Commission at a one of its upcoming meetings. Please feel free to contact us with any questions and to advise us oft the date and time of  any discussions or hearings on this matter.  Best,  GARFIELD & HECHT, P.C. Andrew Atkins  Haley Carmer  Enclosures  1. General Declaration for West Village 3. Warranty Deed, December 13, 1979 4. Group Sales Agreement, January 20, 2006 5. Association Owners Petition Comments  2. SRA-Town of Snowmass Village Agreement, December 4, 1978  6. Association Owners Petition E-Signatures (Provided Digitally)  CC (via email): Jeff Conklin Betsy Crum  2969408.1  86    INTEROFFICE MEMORANDUM  TO: FROM: DATE:  JIMI WAHLSTRON, SENIOR PLANNER BETSY CRUM, HOUSING DIRECTOR  SUBJECT: REQUESTED AMENDMENT TO WORKFORCE HOUSING MASTER PLAN  APRIL 1, 2024  lam writing to comment on the request to amend the Town's Workforce Housing Master Plan that will be going before the Planning Commission on May 15th. The Laurelwood Condominium Association, with support from other slopeside associations, has requested that the Upper Numbered Lots = lots 10-12-1 be excluded from consideration in the Plan fori future housing By way of background, the Housing Master Plan took a rigorous approach toi identifying and evaluating sites for inclusion in the Plan. We cast a wide net, and all town-owned parcels were considered. We started with 69 sites, then further narrowed them down to 21. Each was then put through a rigorous assessment that considered physiology, utility and service proximity, vehicular and transportation access, buildable area and density potential, ecological constraints, and community impact. The numbered parking lots were found to have the most promising Lots 10, 11, and 12 were selected over the lower lots since they are furthest away from the core and vehicle traffic and are used somewhat less intensely than are the lower-numbered lots. The location is close to the Mall and its services, on existing transportation lines, well-served by utilities, and are already graded. The lots currently provide 320 spaces that are used by The arguments made by the Laurelwood Condominium Association assume that the analysis of the site in the Master Plan would go forward into a development proposal. It is important to emphasize that the Housing Master Plan is just that = a plan. Iti is not intended to be a proposed project or anything akin to a sketch plan, but rather a series of recommendations for ways in which the Town of Snowmass Village can approach its workforce housing goals. The consultant evaluated development potential for each site, but this evaluation should in no way be considered at final, or even an initial, development proposal. Further, I want to emphasize that any multifamily development considered for this site would seek to preserve the existing 320 units for the community, with new parking added for the housing residents. loffer the following in response to the points made ini the amendment request:  development.  development potential when compared to other sites.  residents, guests, employees and/or Gold/Senior Pass holders.  The Plan has Inadequate Parking - The Master Plan suggests that this might be a site where a reduction in parking for housing residents could be considered due to its proximity to public transit and community services. The specific reduction, however, cannot be determined without considering site engineering and architectural design. The Association's statement that' additional demand would far overextend the capacity of these lots and surrounding areas" cannot be determined at this stage. The Financial Impact is too Great - the Association's request argues that the cost of developing the site would place "a tremendous financial strain on the Town." Again, iti is far too early int the development process to evaluate this. The cost estimates in the Plan  87    were done on a per-square foot price to provide a method for an' "order of magnitude" evaluation, and eventual development costs cannot be determined until initial site engineering and design takes place. Moreover, we have developed financial models that place no additional financial demand on the Town, using existing revenue sources and maximizing state and federal housing resources. The proximity of utilities and the relatively level sites could make this a more affordable option than others in the Plan. The Proposal would affect Viewplanes and create Undesirable" Massing -1 the proposed massing mirrors that of the homes across upper Carriage Way the development would be no more or less desirable than those. We would evaluate the view planes as part of the early design approval process to minimize the impact on down valley views. Increased' Traffic - adding additional parking spaces to accommodate the new residents would add some traffic - again, the magnitude cannot currently be determined but would have to be evaluated as part of the entitlement process. Part of the reason we considered al lower parking ratio at this site was to mitigate the impact of increased Construction disruption = all proposed developments need to submit a Construction Management Plani for approval. This plan will address concerns about the environment, Owners' Reliance on Lot availability - once again, there will not be any reduction in the number of spaces available to the people who currently use them. This would remain consistent with the agreements made with the adjacent properties that the parking lots Ihave also heard two other objections voiced: that the site is "not appropriate" for year-round workforce housing residents, and that such development would reduce the value of the existing Every site selected has pros and cons, and arguments can be made to look elsewhere. The request opposes this site, but arguments made can apply to every other site int the Master Plan. The need to house our workforce remains acute and growing, and all sites are potentially The argument that affordable housing decreases property values is as old as the idea of building homes for our workforce. There is simply no evidence to support this belief. Numerous studies have been conducted over the decades to examine the impacts of affordable housing on property values in a wide variety of circumstances. These studies have found that affordable housing does not depress neighboring property values and may even raise them in some cases.  traffic.  the neighbors and the traffic patterns.  have continue availability.  properties. Iwould like to address each of these in turn.  appropriate" to meet that need.  Please let me know if youl have any questions.  2  88    From: John Mele MereroamgoMeorp" ROARING FORK FIRE DISTRICT  Sent: Wednesday, April 10, 20247:34AM  To:. Jim Wahlstrom Wanstromelow.omo, Clint Kinney Ckinney@tosv.com); Greg LeBlanc geDanc@tosv.com); Jeff Conklin remountanswimcom, Betsy Crum pcrum@tosv.com); Anne Martens AMartensetosv.com>; Sam Guarino sguannoetosv.com>; Brian Olson BOlson@tosv.com>; Dave Heivly dhelly@tosv.com); Marianne Rakowski MRakOWSKI@tOsv.com>,tneiseneisen@tosv.com; Andy Worline AWorineetosv.como; Brandon Hawksley phawsieyetosv.com>, Jim Pidcock jpidcock@roaringforkfire.org; Cc: Dave Shinneman Shmnemanetov.omo, Brian McNellis tmcrelsetoyvcom>saa Nester Subject: RE: Requested Amendment to Town's adopted Workforce Housing Master Plan  Chris Lehrman Chisleigm-nc.com; khamby@swsd.org snesteretosy.com); Ashleigh Huff <Ahuff@tosv.com>  Jim,  Concerning the proposed amendment toi the Town's Workforce Housing Master Plani that was adopted by Town Council Resolution No. 34, 2021 on October 4, 2021 Roaring Fork Fire Rescue Authority! has the following comment: As the primary emergency response agency for the Town of Snowmass Village we see no reason to remove any of the proposed workforce housing sites from the plan before they are fully considered and evaluated in a more We realize the proposed housing site for the upper numbered lots, or any oft the other proposed sites for that matter, may never come to fruition. However, removing any of thei identified sites ini the Master Plan from consideration at this time is premature. Employee housing sites that appear challenging today may appear much more attractive with considerate designing, newer efficient building materials, and the ever growing need to house The Roaring Fork Fire Rescue Authority has always struggled toi find appropriate housing near the core village for quick response from all of our personnel in the case of al large emergency. We believe the Town of Snowmass Village should keep every potential employee housing option int the Master Plan available for future consideration.  appropriate timeframe fort the Village.  more of our employees.  Sincerely, John Mele Deputy Chief/Fire Marshal Roaring Fork Fire Rescue. Authority  89    TGAILOL  SNOWMASS Pallage  TRANSPORTATION DEPARTMENT MEMO  To: Jim Wahlstrom From: Sam Guarino CC: Dave Shinneman Date: 4/25/2024  Re: REQUESTED AMENDMENT TO WORKFORCE HOUSING MASTER PLAN  Find below Transportation Department comments as it relates to parking and traffic in the request Amend the Town of Snowmass Village (Town) Comprehensive Plan (Comprehensive Plan), particularly the Workforce Housing Master Plan.  The intent of the Housing Master Plan is that the 320 current parking spaces will be preserved for their current use. Additional parking needs will be accommodated by the development however, until a design is complete and a parking management plan is created it is difficult to determine precisely how many spaces will be added. However, the intent of any parking management This site was partially chosen for its access to places of employment and to transit services. It is within short walking distance to the Snowmass Mall, regional and local transit hubs, and along a Village Shuttle route. All of these things will greatly reduce the need for personal automobiles, and thus reduce traffic and parking need. Reducing traffic, increasing access to jobs and transit, and reducing greenhouse gas emissions are all firmly in line with the Town's There are numerous studies and examples of reducing available parking's effect on the amount of traffic and the number of personal automobiles. A reduction in available parking should lead to a reduction in vehicles, traffic, and greenhouse gas emissions, again both in line with the Town's Comprehensive Plan and Besides parking needs being offset by proximity to transit and places of employment, this development can further offset the need for personal vehicles  plan would be to not impact current use.  Comprehensive Plan and Sustainability Plan.  Sustainability Plan.  by the inclusion of car share.  Town of Snowmass Village/P.O. Box 5010, Snowmass Village, Colorado 81615 970.923.2543 www.tosv.com  e-mail: transport@tosv.com  90    VAMoE  SNOWMASS Tillage  The parking lots 10-12 are currently permitted in the winter for employee use as well as for residents and gold/senior pass holders. The addition of employee housing bedrooms on these lots should, ini theory, house many of the employees who are using the existing parking spaces, as well as eliminate their need to drive up and down Upper Carriage Way to get to and from work. This should result in a new workforce housing development helping to offset the number of vehicles currently parked in lots 10-12 by providing newly constructed parking  facilities for those same vehicles.  Itis the opinion of the Transportation Department that workforce housing development on lots 10-12 should not significantly impact the parking demand on the upper numbered lots. Future design and parking management plans would address how best to accommodate parking needs without changing the use of the existing 320 parking spaces. Furthermore, the planned development should create an overall reduction in personal vehicles, vehicle miles traveled, traffic, and greenhouse gas emissions within Snowmass Village by proximity to transit and jobs, limiting parking availability, and  providing car share.  Town of Snowmass Villagel IP.O. Box 5010, Snowmass Village, Colorado 81615 970.923.2543 www.tosv.com  e-mail: transport@tosv.com  91    From: Thomas A Shumaker. Jr <tasala@mac.com> Sent: Sunday, May 5, 20244:37PM Mountain Planning mkeeling@aspensnowmas.com> Subject: Employee Housing (5.41 MB download)  To: Snowmass Town Council councl@tosvy.com>; Dave Shinneman shmemanetosvcom>? Mak Keeling, VP  Cc: Clint Kinney Cknney@tosy.com>; Mel Blumenthal ustmelecarninsne  Dave, Please forward to planningcommission. Thx, Jay S.  Dear Council,  The Hillside Lot behind the Center will need considerable site preparation beyond the purchase price. I'm surei it'si not lost on at least some of you that $12 million dollars would go a longwayt toward The fundamental advantage of the Numbered Lots, beyond the, generous size, approachable location, and town ownership, is the manageable construction on those broad, level, areas. What other site tucks living units into the town footprint as easily, or as well? (An artful, comfortable, plan will appeal The fundamental advantage of the Hillside Lot is its sunny location sO neart to what could become: a happy new Town Center with many more rich and varied offerings. (Please see below) The Hillside Loti is the most elegant site for luxury condominium living ini the entire Village, or Roaring Fork valley, or  site preparation on the numbered lots.  tor neighbors!)  the entire state!  Magnificent, sun drenched, hillside.  DISINENE rr  ye  Luxury hillside units could become an instant $$$ sensation.  92    Consider: Aview of the entire ski resortfrom your balcony!  Photot taken. from! here  A new bridge for direct door to door service from grocery to Base Village condominiums, and the ski lifts, via electric jitneys.  ture bridge  Connectivity: Base' Village and ski lifts would be bridged to al happier, richer, Town Center.  (Neither gondola, nor shuttles cant travel directly door to door.)  93    200.0' ata about 8.33% existingr road andp parking lots  finish grade 8400' parking! lotf fing grade 8383' Ajax Supply-lumber: and hardware-larger facility. Shuttle lane and Sundancel loading dock Arrival-open space Alpine Bank  Post Office  Pedestrian Way (firel lane) Cars are parked! beneath. New Clark's market w! delif facing sunny patio Proposed road easement (now) Jitney path and Bridge toE Base Village (future) Lunch carts, tables, connection to Assay Hilla ands skill lifts  SITE PLAN - SUGGESTION (as originally presented 3/11/20)  New theme fori the Center.  Consider: Smooth traffic flow, safe intersections, sunny plazas, open stalls for local vendors, weather proof and secure loading docks, a separate lane for shuttle drop off, easy Alpine Bank  access, arrival space at a new bridge, no cars, ..happy children.  Happy Children Respectfully Submitted, Jay Shumaker, Architect (retired)  5/5/2024  94    DocuSign Envelope ID: E198C1A,2184EB,A3A091D952D39588  June 12, 2024  VIA E-mail 130 Kearns Rd. Box 5010  Town of Snowmass Village Town Council clo David Shinneman, Planning Commission StaffLiaison  Snowmass Village, CO81615 Email: shinneman@tosv.com  RE: Recommendation to Amend the Town of Snowmass Village Comprehensive Plan Pursuant to Sections 2-274(3) and 16A-1-50 of the Town of Snowmass  Municipal Code  Dear Mr. Shinneman:  On behalf of the Boards of Directors for the Timberline, Sonnenblick, Interlude, Top of the Village, and Aspenwood Condominiums, we write to document and confirm that our Property Owners' Associations join, sponsor, support, and are collaborating with the Laurelwood Condominium Association regarding Laurelwood's request that the Town of Snowmass Village Housing Master Plan be amended to remove the "Upper Numbered Lots" from the Plan for the myriad reasons expressed to date. We ask that you kindly include this letter in the packet for the Town Council's consideration oft the Planning Commission's recommendation on the matter.  Thank you and please do not hesitate to contact us directly with any questions regarding  our support for the recommendation.  Sincerely, DocuSignedby: Jim Royton OOAGF69672406 Jim Royston Association Docusignedby: kirk Hullisown Kirk Hullison Association  DocuSignedby: James brakand James Brabangse Association -DocuSignedby: Hiram Chanplin Hiram Champlin Association -Docusignedby: lay bopgess Lacy Boggess Association  President, Timberline Condominium  President, Top of the Village Condominium  President, Sonnenblick Condominium  President, Aspenwood Condominium  President, Interlude Condominium    From: ave@snowspence.com daveespowspencecom,  Sent: Friday, June 14, 20243:29PM  To: Bill Madsen bmaden@tosvu.com>: Alyssa Shenk ashenk@tosv.com>; Tom Fridstein tridsten@tosv.com>; Britta Gustafson gusabonetowcom,susn Marolt Cc: Clint Kinney cknneyetosv.com>; Betsy Crum BCrum@tosv.com>  smarolt@tosvy.com>  Subject: Workforce Housing on Parking Lots Dear Town Council Members,  Itried to send you a letter about the Workforce Housing on Lots 10, 11, and 12 through the Town website this morning but Ifear it went to never-never land and you have not gotten it. Iwill start over now but apologize for the delay. Iwas on the Board of Governors of the Snowmass Village Resort Association when the 2006 Agreement was signed and offer that the future of the Lots was a key concern. The requirement that a majority of the condominium owners must approve any future changes to the parking lots was a comfort, but the added provision that % of the Town Council could override it was a great  concern.  As GM of the Top of the Village for DRM at that timelalso had the Laurelwood, Interlude, Aspenwood and Sonnenblick managers report to me at TOV. I worked with all the Boards and Owners, many of whom still own and Ic consider them as friends to this day. Consequently, as their former elected representative on the Board of Governors, I am compelled to speak up today. The site is the parking for 347 condos plus the Viewline and Wildwood hotels and provides a critical amenity for them. The site sketch in Lucy Peterson's excellent Aspen Times article on Jan 30, 2024, shows 6 four story buildings with parking on the lower levels, 78 employee units on the middle levels and luxury condominiums on the upper levels. In my experience, the amount of parking is  96    barely adequate without the expansion.  Without readily accessible parking, the experience of those staying in the 347 condos, guests and owners alike, is greatly diminished and occupancy will suffer. These 6 HOA's, including Timberline, have long been the lifeblood and a  significant economic driver of the village.  The SVRA Board of Governors was very concerned in 2006 that the wishes of the condo owners that use the parking lots be accommodated ifa any changes were to be considered. To date, I understand that the Boards of all 6 HOA's have voted to ask that the Parking Lot site be deleted from the Town Master Plan as desirable for workforce housing, as well as 87% of the condo owners  who signed a petition asking that the site be deleted.  Speaking with my BOG hat on, Iwould say that at this point in time the site should be deleted from the desirable site list as it clearly is not acceptable to the condo owners as required. Thank you for your consideration.  Sincerely, Dave Spence Snowmass Village  97    connect DESIGN one  SNOWMASS HOUSING MASTER PLAN    Ifa approved, the Town could be prepared to initiate schematic other essential community services, housing is part of the core unit style andi mix, timing, and the fluctuating labor design work on the Town Hall Draw site by the end of 2021. infrastructure of the town as important and as integral to our materials costs int the Roaring Fork Valley.  daily functioning as the shuttle, the local roads, and our parks The design team developed conservative "order ap portfolio of options for residents through a combination of magnitude" estimates for each site based on the  and trails systems. The Housing staff have been able to create below-market financing, public subsidy, and cost-effective  Financial Considerations and Recommendations  point-in-time" assumptions: Building and Site Costs = $420/sf Surface Parking = $10,000/space Structured Parking = $60,000/space Soft Cost Fees = 16.5% of Hard Costs Land costs = $0 (Town-owned sites) Financing Recommendations Because workforce housing costs more to build than renters and home-buyers can afford to pay, all oft the Town's workforce housing stock has been developed througha combination of mortgage/debt financing and local subsidy. Ini the years before the real estate market exploded, and construction and labor costs increased exponentially, municipals bonds combined with contributed land and publicly-funded infrastructure were sufficient for the developments to "pencil out". In more recent years, those two funding sources have been supplemented with municipal cash subsidy, such as the $5.8 million contributed to making the cost of the Coffey Place homes (completed in 2021)  Itmust be said at the outset that any plan to build 185 units of building methods. This approach should be supplemented high-quality, affordable workforce housing is bold. It will take by seeking available state and federal grant and tax credit alot of consistent effort, planning, hard work, and dollars. The programs that are consistent with the Snowmass Village's cost of construction in the high country is very steep, currently community goals, and by actively engaging partners who averaging over $400/square foot without including the cost of share interest in creating housing options.  land. While there are ways to reduce costs using modular and other emerging construction options, there will always be a Site sizable gap between what it costs on a per-unit basis to build and maintain housing, and the rents or mortgages that most Town Hall Draw)  Total Development Cost $62,377,361) $7,264,824 $25,649,108 $52,001,328 $73,546,809) $220,839,430  of the workforce can pay.  PublicWorks Carriage Way/Lot1 Dalylane/Snowmass Inn Upper Lots Totals)  Contrarily, the cost of not building is even higher. As real estate costs outstrip wages at an ever-increasing. rate, Snowmass Village's workforce is getting pushed farther and farther down Valley. This, ini turn, places an enormous burden on the valley's transportation and road systems. Traffic congestion impacts our environment and the livability of our region, which can have long-term negative impacts on our sustainability as a desirable mountain community. Increasingly, businesses are unable to pay workers enough to  Construction Cost Assumptions  entice them here or convince them to make the hour or longer Any estimate of potential costs associated with the  commute each way to their jobs.  development of these! 5 sites is speculative and can only be more affordable. made at the highest level. Development costs will depend on  Snowmass Village has, almost since its inception, seen the many factors, including site conditions, type of construction, An ambitious housing program can and should also seek  value of creating a vibrant workforce housing program. Like  tol bring in other proven sources of funding. The federal  TOSVI MASTERI HOUSING PLAN  99    PAe  E  Sol -  8700 8730  Lor 1  Soa  Soiis  Carriage Way  Site Context Map  Early Site Sketches  connect one DESIGN  site context &sketches UPPER LOTS  August 17,2020 TOSV Housing Master Plan] Pg4    Lot 13  Program Summary: TOTAL UNITS: (26) one bedroom (26) two bedroom (26) three bedroom  78  TOTAL PARKING SPACES: 389 NET GAIN: 69  (89) on grade (300) below grade  (320) existing skier parking  Lot 9  Southwest View  Carfiage  Way  Carriage  Way  West View  Northwest View  connect one DESIGN  architecturalmassings UPPER LOTS  August 17,2020 TOSVI Housing Master Plan] Pg5        Six Willows Condominium owners lost units in Snowmass  RA ROARINGR FORKT TRANSPORTATIONA AUTHORTY  Schedules & Maps V Fa structure fire  Wednesday  News FOLLOWNI Mar6,2024 Lucy FOLLOW)  Ay  PDF SCHEDVIELOWMICAD  ASPEN/BRUSH CREEK PARK & RIDETO/FROM SNOWMASS VILLAGE ROUTE MAP  Gas leak causes evacuations in Snowmass Base Village area  News BIHDIOAR.20N Maddie' TheA Vincent Times  AfE e  Viceroy Snowmass'  Limelight  Snowmass MountainChalet Viewline Resort Snowmass  Omapbos    Upper Lots  The Upper Parking Lots site proposes to utilize the existing parking lots 10, 11 and 12 for development of affordable workforce housing over the existing spaces and tiered to enable excellent down-slope views and near slope-side living. This design incorporates significant housing development without losing existing skier parking and could be replicated in lower lots if desired. Lot 13 was not considered due to the limitations of its size and the fact that it already includes worker housing in a stand-alone building. Opportunities  Parcel# 273302400851 Public LU: Zoning SPA-1  oE10  Development of the Upper Parking Lots present many opportunities, including existing infrastructure, access to village services and amenities, public transportation service, terrific views and essentially a ski-in/ski-out location. Although Lots 10, 11, and 12 oft the Upper Parking Lot grouping were chosen for further site design and massing studies, these lots serve as a prototype for what can be done on any oft the parking lots, en masse or individually. This also lends itself to al long-term phasing approach, developing each lot as needed to meet the affordable housing market needs at the time. and of Carriage Way. Lower level parking areas could be screened from the downhill side with perforated screens or vegetation to soften the uphill view plane.  8700  Lelli  Koi  The proposed plan  fits well into current of sites the slope the  61s  Site Context Map  o 50  38  TOSV MASTER HOUSING PLAN  104    p0e  poes well- provide services ot the local area.  LEGEND    PRELIMINARY SITE MAP  horse ranch  aspen village  18 town park  21  snowmass club  19  pit-colandfill  13 14 12 11 10 154  sinclairr meadows  200  KEY: Daly Lanel Infill  Krabloonik Kennels  Town Hall Point OwlCreek ROW  Krabloonik Parkinglot DaylameRedwelpment Upper Woodbridge Divide TrailP ParkingLot Creekside Infill Upper ParkingLots Lower ParkingLots  Lower Mountain View Rodeo Place Extension Upper Mountain View Hidden Valley  base village  Carriage Way&Lot1 Mountain View Draw PublicV Works! Housing Dalyl Lane BusT Terminal Town HallDraw  Wildcat Ranch  3 106  TOSVI MASTER HOUSING PLAN    Town of Snowmass Village Agenda Item Summary  DATE OF MEETING: June 17,2024 AGENDAITEM: PRESENTED BY: Sam Guarino, Transportation Director Clint Kinney, Town Manager BACKGROUND:  Discussion and Consideration oft the Mall Transit Center Project  The 2022 Mall Transit Center Project was withdrawn for consideration in April of2023. In June 2023, the Town Council directed stafft to develop a proposal for a simple and cost-effective solution(s) at both the RFTA Depot and Daly Lane Village Shuttle Depot. These incremental alternative solutions were tol have lower construction impact and lower cost than the proposed Council reviewed a proposed incremental improvements on February 5, 2024. After a March 11t,2024, discussion on revised design criteria staff returned on April 1st, 2024, to discuss next steps. Council directed staff to develop al basic feasibility study on a novel two level transit Staff engaged SEH to develop this feasibility study. The resultant design, located in the space currently occupied by the RFTA depot and Lot 6, has RFTA with 41 bays and 1 layover location on the upper level and Village Shuttle with 61 bays and 2 layover locations on the lower level. RFTA would need to shift to using Brush Creek Road for arrivals and departures from the Mall, rather than their current use of Carriage Way for Downhill departures. This would require the operational change of Stonebridge passengers being connected to RFTA by the Village Shuttle Lot 5 would become timed parking and a pedestrian bridge could connect this parking lot without requiring users to cross Carriage Way. The current design would necessitate the loss of approximately 54 parking spaces currently located in Lot 6. The Town could consider either creating additional parking spaces near the Mall or accepting this net loss ofs spaces. Staffi is looking for direction on the next step for a Mall Transit Center Project. There are several  2022 Project.  center design.  either at the Mall or Base Village.  options available for continuation of this project including:  107    Direct Staff to continue pursuing the incremental improvement option at the Mall. This would keep the Village Shuttle and RFTA depots separated but would allow for guaranteed improvements in the short term. The Town currently has enough funding budgeted for this project and could likely begin construction within the next year. Furthermore, many oft the incremental improvements would lend themselves to ai more Direct Stafft to move forward with a larger-scale transit project at the end oft the Mall at this time. The most recent design does reduce the size of the platform in comparison to the 2022 project, however: it would require either the loss of parking or the construction ofadditional parking facilities near the Mall and would result in the grade separation of the RFTA and Village Shuttle services. Construction duration and cost is similar for either project. Either project (2022 or 2024) would require securing significant additional funding at this stage, although restarting the 2022 project could retain the use of$13.5 million in federal funding with expires in the Fall of2 2025. With requirement ofr new public outreach, design, environmental processes and securing funding for the 2024  comprehensive project in the longer term.  project in would be ai much longer timeline to completion.  FINANCIAL IMPACT:  Financial impacts would vary greatly depending on council direction.  Moving forward with the incremental improvements would require additional design funding to be budgeted. Construction costs are estimated at $2,766,749 for RFTA depot The 2022 project cost estimate was $36,040,444 in 2023 dollars including a 2% inflation escalator for the 28-month construction window and $37,330,553 with the same escalator for a 40-month window. Construction documents were: nearly completed, minimal additional design funding would be needed to restart this project. The 2024 project cost estimate is $40,552,738 for the 28-month construction window and $44,021,135 for a 40-month window. This project is very early in the design process. For reference, design ofthe 2022 project cost approximately $1 million.  improvements and $1,202,206 for Daly Lane improvements  COUNCIL OPTIONS:  1. Direct staff to move: forward with design oft the incremental transit improvements at the 2. Direct staff to move forward with design ofal larger combined transit center project at the 3. Direct staff to end examination ofany transit improvement project at the mall for the time  mall. mall. being.  108    STAFF RECOMMENDATION:  Itist the recommendation ofTown Staff, that the Council, by motion,  Direct staff to continue the design oft the incremental transit improvements at the RFTA Mall The RFTA Mall Transit Depot is long overdue fori improvements and the incremental approach would provide the town the ability to expand capacity and improve rider experience in a timely manner within the current budget, while still allowing for further improvements at a future time. The Village Shuttle /Daly Lane Depot needs more study. Its future redesign should have further coordination with the potential redevelopment oft the adjacent building(s) on the Mall.  Transit Depot.  ATTACHMENTS:  1. 2024-06-121 Town Council Submittal 2. TOSV Transit Center Concept Estimate 3. 2024 Incremental Improvements 6. TOSV Transit Center 75% CD CES 7. 2024 Mall Transit Design Criteria 8. PC Reso 2, 2023, Transit Center Special Review  4. TOSV Transit Station Incremental Improvements ROM  5. 2022 Project  109    TOWN OF SNOWMASS VILLAGE  SNOWMASS MALL TRANSIT CENTER  TOwN COUNCIL ALTERNATIVE DESIGN   E  JUNE17,2024  SEH  Snowmass Malll Transit Center- Town Council Alternative Design 1 110    UPPER LEVEL  BRUSHCREEK  Bus Operations (2)40' RFTALOADING/ UNLOADING (2)45'F RFTA LOADING/ UNLOADING (1)40' STAGING Transit Station DRIVERE BREAK GUEST SERVICES ELMNATIONOFS4EATG LOT 6PARKING: SPACES  DRIVERE BREAK  LOT5 65EXISTNGF PARKING  LOT4  SHEITER/WAITING  77EXISTINGPARKING PUBLICI RESTROOMS  OPENTOBELOW  GUESTS SERVICES  PEDESTRIANVBRIDGE TOPOFROOF-8622 ELEVATOR/STAIRS  ELEVAIORS RESTROOMIS  I +8610"  STAIRS- -LOWERIVL  SHELTER/WAITNG GRAND STAIRS  NEW4 4-WAY RECOMMENDED  LOWER CARRIAGE WAY  SEH  Snowmass Malll Transit Center- Town CouncilA Alternativel Design 2 111    LOWER LEVEL  Bus Operations (1)40' TOSVLOADING/ UNLOADING 230TOSVLOADING/ UNLOADING (2)30' STAGING Transit Station DRIVERE BREAK TRANSPORTATIONOFFICE ELMNATIONOFS4EATG LOT 6PARKINGSPACES  +8586  DRIVERB BREAK  LOT5 65EXISTNGF PARKING  LOT4  77EXISTINGPARKING PUBLICI RESTROOMS  TRANSPORTATION OFFICE  MECH/ELEC ELEVATORS RESTROOMS o  ELEVATOR/STAIRS  STAIRS-U UPPERIVL  NEW4 4-WAY RECOMMENDED  LOWER CARRIAGE WAY  GRANDS STAIRS  EXISTINGB GARAGE  SEH  Snowmass Malll Transit Center- Towno CouncilA Alternativel Design 3 112    EXISTING  ADLR  CONDITIONS OVERLAY  LOT6 54EXISTINGPARKNG  LOT5 65EXISTINGF PARKING  LOT4 77EXISTNGPARKING  LOWER CARRIAGEV WAY  SEH  Snowmass! MallT Transit Center- Town Council Alternativel Design 4 113    PREVIOUS DESIGN  RBCE  OVERLAY  DWERCARRAGEWAY  0  SEH  Snowmass MallT Transit Center- Town CouncilA Alternative Design 5 114    BIRD'SEYEI FROM WEST  ET  SEH  Snowmass Mall Transit Center- Town Council Alternativel Design 6 115    VIEW FROM DALY LANE  SEH  Snowmass! MallT Transit Center- Town CouncilA Alternativel Design 7 116    Town of Snowmass Transit Center Rev2  Rough Order Of Magnitude  June11,2024  CUMMING  GROUP  CUMMING GROUPI Denver  cumming-group.com Phone: 303-771-0396  88 Inverness Circle East, Building G, Suite 101 . Englewood . Colorado . 80112  117    Town of Snowmass Transit Center Rev2 Snowmass' Village, CO Rough Order Of Magnitude  Project#24-00135.00  06/11/24  SUMMARY  Element Carriage Way Escalation tol MOC, 05/16/26 Total Estimated Construction Cost  Area 72,916 9.03% 72,916 11,995 9.03% 11,995  Cost/SF $495.11  Total $36,101,215 $3,258,367 $39,359,583 $1,094,380 $98,775 $1,193,155  $539.79 $91.24  Dalyl Lane  Escalation tol MOC, 05/16/26 Total Estimated Construction Cost  $99.47  Prepared by Cumming Group  Page 4 of28118    Town of Snowmass Transit Center Rev2 Snowmass' Village, CO Rough Order Of Magnitude  Project#24-00135.00  06/11/24  SUMMARY  Element Carriage Way Escalation tol MOC, 11/29/26 Total Estimated Construction Cost  Area 72,916 11.76% 72,916 11,995 11.76% 11,995  Cost/SF $524.30  Total $38,229,695 $4,496,236 $42,725,932 $1,158,903 $136,300 $1,295,203  $585.96 $96.62  Dalyl Lane  Escalation tol MOC, 11/29/26 Total Estimated Construction Cost  $107.98  Prepared by Cumming Group  Page 4 of28119    RFTA TRANSIT CONCEPT PLAN (3) Independent 401 foot Bus Bays (2) Additional Staging Bays,if necessary. Bay 4 Ifinu use, Bay 3 will not be able tol leave. Bay 4can pull into Bayl after their departure. Bay2 cans still operatei independently. Bay 5 Ifin use, Bay3 3 will not be ablei tol leave. Bay5 50 can pull into Bay 2or Bay1 laftert their departure. New Public Restroom Extension ofe existing canopy cover Saw- toothl bus bays to allow for additional queuing space New retaining walli tor restrict access to/from Lower Carriage Way New Grand Stair access to Daly Lane Improved Entryt tol Incline due to more accessible access tol Mall from Transit Station  RALE  STANR.  MRY  TOSVT Transit Stationl Improvements  Concept    TOSV TRANSIT PHASE1F PLAN Renovation ofe existing elevator with directa access from transita area New elevator with directa access from transit areai for access to! Mall  TOSVT Transit Stationl Improvements  Concept    TOSV TRANSIT PHASE 2 PLAN (4)1 Independent 301 foot Bus Bays (2)7 Tandem: 301 foot Unloading Bus Bays Added queuing space with saw- tooth bays Potential areai fori future multi-story commercial space and/or housing over newt transit bays Bay 4-Ifinu use, Bay 3can not be accessed. Bay 4 can pull intol Bay 1, 2&3. (1) Additional Staging Bayo or Delivery Vehicle drop-offa along island- Bus can only access main transit bays by usingt turnaround andi if Bays 3&4a are empty. Added queuing space with saw- tooth bays  TOSVT Transit Stationl Improvements  Concept    Town of Snowmass Transit Station Rev1  Rough Order Of Magnitude  February2,2024  CUMMING  GROUP  CUMMING GROUPI Denver  cumming-group.com Phone: 303-771-0396  88 Inverness Circle East, Building G, Suite 101 . Englewood . Colorado . 80112  123    Town of Snowmass Transit Station Rev1 Snowmass' Village, CO Rough Order Of Magnitude  Project#24-00135.00  02/02/24  SUMMARY  Element  Area  Cost/SF $151.12 $100.23  Total $2,766,749 $1,202,206  Carriage Way Dalyl Lane  18;308 11,995  Total Estimated Construction Cost  30,303  $130.98  $3,968,955  Prepared by Cumming Group  Page 4 of2€124    TOWN OF SNOWMASS LLAGE  SNOWMASS MALL TRANSIT CENTER  UPDATED PLANNING COMMISSION SUBMITTAL  WMA TRANSITCENTER  y SEH 125  FEBRUARY15.2023  Snowmass MallT Transit Center- Planning Commission 1    RRIAGE  24"Turf Buffer  Curb Adjacent Steppers  LANDSCAPE ARCHITECTURE IHM FS ECOLOGICAL PLANNING +URBANDESIGN  126  Snowmass Malll Transit Center- -Planning Commission: Submittal 2    y SEH  NOTES  TIN  OVERALL PLAN -PARKING  A101    VIEW FROM LOWER  CARRIAGE WAY  A. CDOT standard 3-rail guardrail similar to Wood Road Downhill bus stop B. Stone veneer & cap with lightingf fixture similar to Woodi Road Bridge andl Base Village C. Horizontal plankingy with wood texture andi natural color, similar tol Town Hall  SEH 128  Snowmass MallT Transit Center- Planning Commission 10    VIEW FROM DALY LANE  SEH 129  Snowmass Malll Transit Center- Planning Commission 13    VIEW OF GARAGE  ENTRANCE  A. Stone veneer, similar to Town Hall and other areas within Town. B. Stained board form concrete with buff/natural color  NOWMA TOWW  SEH 130  Snowmass Malll Transit Center- Planning Commission 12    VIEW OF GRAND  TOW  STAIRCASE A. Red board and batten siding, similar to Town Park Station and Town Hall B. Horizontal plankingy with wood texture and natural color, similar tol Town Hall C. Stone veneer, similar to Town Hall and other areas within Town.  SNOAMASENAL TRANSIT TCENTER  SEH 131  Snowmass Malll Transit Center- Planning Commission 15    PLATFORM VIEW FROM MAIN  CROSSING  A. Red board and batten siding, similar to Town Park Station and Town Hall B. Horizontal plankingy with wood texture and natural color, similar tol Town Hall C. Natural wood composite soffit similar to Town Hall  TRANSIT CENTER @RESTROOMS * SLOPES&LIFTS * SHOPS, FOOD8 & DRINK  SEH 132  Mall Transit Center- Planning Commission 17    APPROACH FROM GENE  TAYLOR SPORTS  L10 RFA  SEH 133  Snowmass Malll Transit Center- Planning Commission: 19    PLATFORM VIEW FROM MALL  STAIRWAY  SEH 134  Snowmass MallT Transit Center -Planning Commission 20    VIEW FROM LOT5 5  PARKING  SEH 135  Snowmass Malll Transit Center- Planning Commission: Submittal 8    TOSV Transit Center - Phasing and Logistics Plan  R.A.NELSON BUILDING MOUNTAIN COMMUNITIES CONSTRUCTION PHASE 1  BOARtE  TOSV will work diligently to retain as much access as possible around construction operations. RFTA &1 TOSV to use normal operational routes on new Brush Creek, Carriage & Daly roadways Close lot 6to construction activities for the duration oft the project. -Cut flat bench for new Brush Creek roadway. Start install of caissons and counterforts. Installs soil nail wall ass shown to allow the earthwork to continue on Brush Creek and Pkg structure. -Cut foundation tol bottom off footings & install utilities shown as shown. Installation of deep utilities asi indicated. Construct new parking lot5 5.  8604  BOF 590 TOS +18 359  LOT7 BASINEPARANETDRBMANE  EXISTING TRANSITS STATION 8607  LOT6 54EXISTIGPARKNG  LOT5 8573 65EXISTINGF PARKING  LOT4 77EXISTINGPARKNG  Site Logistics Map Legend - Access Gates II Site Fencing Site Trailer Roll-off Dumpster Portable Toilets Import Fill Location Export Cut Location E Export Cut Slope 1to 1 Potable Waterline Install Storm Sewer Install ITTTTTT Shoring Wall Install SEH  ICARRIAGEWAY  8610  SNOWMASSA May  Preliminary 136    TOSV Transit Center - Phasing and Logistics Plan  R.A.NELSON BUILDING MOUNTAIN COMMUNITIES CONSTRUCTION PHASE 1.5  RDARLE  -TOSV will work diligently tor retain as much access as possible around construction operations. Openr newl Lot 51 tot the public. Continue deep foundation construction operations onr new Carriage Way. Installation of deep utilities at Daly, Campground and Existing Carriage Way. Work will be completed using road plates andt traffic control allowing traffic to flow while worki is completed. Import structural fillt to New Carriage Way LOT4 -RAI Nelson yard will move tol lot7 andl limited worker parking.  8604  S BOF 8590  CONTRACTOR PARKING  LOT7 RKINGTOREMAIN  EXISTING TRANSITS STATION 8607  LOT6 154EXISTNGPARKNG  77EXISTINGPARKNG  Site Logistics Map Legend - Access Gates usnn Site Fencing Site Trailer Roll-off Dumpster Portable Toilets Deep Utilities Install Export Cut Location Potable Waterline Install Storm Sewer Install IT Shoring Wall Install Sewer Line Install Dewatering System n Traffic Barrier SEH  ICARRIAGE WAY  8610  SNOWMASS? Pllye  Preliminary 137    TOSVTransit Center - Phasing and Logistics Plan  R.A.NELSON BUILDING MOUNTAIN COMMUNITIES CONSTRUCTION PHASE 5  EBORE  TOSV will work diligently to retain asr much access asp possible around construction operations. -RFTA Operations to use new Carriage Way road with temporary drop off point as shown. Construct shoring walls ande export material from Construct new transit centers structural concrete foundation ands super-structure. Construct upper deck including structural slab and topings slab. -Stripe andi installl lighting tol lower level in preparation for early opening. Site Logistics Map Legend N Access Gates I Site Fencing Site Trailer Roll-off Dumpster Portable Toilets Roadway and Hardscapes Export Cut Location Potable Waterline Install Storm Sewer Install ITTTTTE Shoring Wall Install Sewer Line Install Dewatering System Traffic Barrier Indicates One-way Traffic Flow  site.  CONTRACTOR PARKING  LOI7 EXISTINGF GPARKINGT TOREMAN  LOT4 77EXISTINGPARKNG  SEH  ESIGN OSNOWMASSMI  Preliminary. 138    TOSVTransit Center - Phasing and Logistics Plan  R.A.NELSON BUILDING MOUNTAIN COMMUNITIES  ES  CONSTRUCTION PHASE 8 -Permanently open connection tor mall -Project Closeout  SEH  ESIGN  Preliminaryss    R.A.NELSON BUILDING MOUNTAIN COMMUNITIES  January 17, 2023  TOSV Transit Center 12/02/2022 75% CD Drawings Cost Estimate Summary  DESCRIPTION DIV02 Sitework DIV03 Concrete DIV04 Masonry DIV05 Metals DIV07 Building Envelope DIV08 Doors and Windows DIV09 Finishes DIV10 Specialties DIV11 Equipment DIV12 Casework DIV13 Solar PV System DIV14 Elevators DVI15 Mechanical DIV16 Electrical  TOTAL $7,329,794 $9,516,059 $637,625 $407,005 $1,440,243 $1,194,525 $129,900 $257,689 $39,084 $318,140 $31,550 Excluded $260,000 $3,968,239 $1,049,174 $380,050 $26,959,077 $2,326,078 TBD $150,000 $29,435,155 See Below $29,435,155 See Below $1,471,758 $30,906,913 $108,174 $1,390,811 $32,405,898 $212,023 $32,617,921 $489,269 $1,630,896 $652,358 TBD $150,000 $400,000 $100,000 $36,040,444 ($291,429) ($286,706) ($250,969)  DIV06 Woods, General Labor/ Weather Conditions  Subcontractor Bonds Excavator & Concrete  SUBTOTAL 28MO General Conditions Buy America ROMI Davis Bacon' Wages SUBTOTAL Project Insurance Policy SUBTOTAL Design & Owner Contingency 5.00% Construction Contingency SUBTOTAL 0.35% Preconstruction Services 4.50% G.C. Construction Fee SUBTOTAL  GCI Performance & Payment Bond ESTIMATED CONSTRUCTION COST Based on. June 2023 Construction Start Date OTHER OWNER COSTS 1.50% OCIP Allowance 5.00% Owner & Design Contingency 2.00% Escalation Contingency Buy America ROMI Davis Bacon Wages Gas/Electica/Communication/Water & Sewer Fees FF&E and Permanent Signage ESTIMATED PROJECT COST  ALTERNATES  ALT01 Eliminate: 24" Geofoam Fill Under New Brush Creek Rd & Use: 3/4" Screened Rock Fill ALT02 Reduce Concrete Road Pavement Back to 9" thk inl lieu of 131 1/2"t thk ALTO3 Reduce Boiler Plant Back to 10,000 MBH inl lieu of 20,000 MBH  140    R.A.NELSON BUILDING MOUNTAIN COMMUNITIES  January 17, 2023  TOSV Transit Center 12/02/2022 75% CD Drawings Cost Estimate Summary  Build Brush Creek Rd Connection Before Starting Structure  DESCRIPTION DIVO2 Sitework DIV03 Concrete DIV04 Masonry DIV05 Metals DIV07 Building Envelope DIV08 Doors and Windows DIV09 Finishes DIV10 Specialties DIV11 Equipment DIV12 Casework DIV13 Solar PV: System DIV14 Elevators DVI15 Mechanical DIV16 Electrical  TOTAL $7,449,794 $9,516,059 $637,625 $407,005 $1,794,423 $1,194,525 $129,900 $257,689 $39,084 $358,940 $31,550 Excluded $260,000 $3,968,239 $1,049,174 $380,050 $27,474,057 $2,884,614 TBD $150,000 $30,508,671 See Below $30,508,671 See Below $1,525,434 $32,034,105 $112,119 $1,441,535 $33,587,759 $219,203 $33,806,961 $507,104 $1,690,348 $676,139 TBD $150,000 $400,000 $100,000 $37,330,553  DIV06 Woods/ / General Labor/ /Weather Conditions  Subcontractor Bonds Excavator & Concrete  SUBTOTAL 40MO General Conditions Buy America ROMI Davis Bacon Wages SUBTOTAL Project Insurance Policy SUBTOTAL Design & Owner Contingency 5.00% Construction Contingency SUBTOTAL 0.35% Preconstruction Services 4.50% G.C. Construction Fee SUBTOTAL  GC Performance & Payment Bond ESTIMATED CONSTRUCTION COST Based on. June 2023 Construction Start Date OTHER OWNER COSTS 1.50% OCIP Allowance 5.00% Owner & Design Contingency 2.00% Escalation Contingency Buy America ROMI Davis Bacon Wages GasfElectica/Communication/Water & Sewer Fees FF&E and Permanent Signage ESTIMATED PROJECT COST  141    Mall Transit Depot Design Criteria  Transit Operations  4independent RFTAI bays 1 RFTA staging bay. 6independent TOSV bays 2TOSVs staging bays. Exterior loading/untoading (counterclockwise movement). Separation from car/lodging traffic. Improve connections between TOSV and RFTA services. Driver break area Consider Transit operations office space (not essential) Snows storage  Safe turning movementslpealywtnoun snowmelt) (nol backing up necessary)-  Consider non-RFTA: and' TOSVE bus use and possible expansion of service (Large events, Improve safetylaccess from timed parking and skier pick-up/drop-off. currently inl lot6. Limit pedestrian and vehicle conflicts as much as possible. Pedestrians have priority over  school bus pick-up/drop-off, etc.) (consider ar newl location?) Improve ADA access tot the mall. cars and buses.  Pedestrians  Regrade mall tot the same level ast thet transit plaza. Provide snow melted walkways. Provide space for bikeshare facilities and bike access to ther mall Provide public facilities including restrooms and a guest services space. Ensure that the arrival experience for both local and regional services is as welcoming, Improve wayfinding! both between thel bus services and the attractions along the mall.  Arrival Experience  comfortable, and seamless as possible.  Ensure adequate setbacks/andscaping around thei facility. Provide an open, welcoming, and visually appealing experience.  Parking  Ensure no net loss of parking if possible Improve kiss & ride and timed parkinga access  Structure/Roadway  Hold close to existing ridgelines andr minimize retainingwalls. Ensure landscaping with local vegetation is maximized. Materials used should match local aesthetics.  Ensure turning movements around structure ares safe/adequate for buses and large delivery Dor note extend a newo carriage way anyf further thani isi necessaryt to meet other design criteria Ensure that the project is consistent with the Town's Comprehensive Plan's frameworkof  vehicles.  (attempt to align with Dalyl Lane). "Just Big Enough". Construction  Avoid any shutdowns on Carriage Way, Daly! Lane, or to the end oft the mall Keep construction duration and disturbance as short as possible.  142    Mall Transit Depot Design Criteria  Take construction schedule into account as early as possible. Align construction withr redevelopment oft the Mall. Avoid disruption to existing transit services tot the extent possible.  Financial  Keep program as close as possible tot the 2022 project in an effort to keep FTA1 funding for Continue to explore grant funding opportunities. (Will be difficult tos secure prior to Secure early and ongoing supporti from the mall business community: as well as the  that project.  significant completion of design). community at large. Expand passenger waiting areas. Minimize snow melting tot the extent possible.  Other Considerations  143    TOWN OF SNOWMASS VILLAGE PLANNING COMMISSION RESOLUTION NO.2 SERIES OF 2023  A RESOLUTION BY THE SNOWMASS VILLAGE PLANNING COMMISSION RECOMMENDINDINGDENIAL OF THESPECIAL REVEWAPPLICATION FOR THE WEST VILLAGE TRANSIT CENTER LOCATED AT THE TERMINOUS OF THE  SNOWMASS MALL ON NUMBERED LOTS 5AND6  WHEREAS, in accordance with the Town of Snowmass Village (hereafter Town') Land Use and Development Code (LUDC), the Specially Planned Area ('SPA') zone was established for developments that existed prior to formal incorporation of the Town, including the public Numbered Lots" in the West Village (parking Lots 1 through 13) consisting of approximately 11.95 acres and including all associated right-ofway corridors as seen attached hereto as Exhibit A; and WHEREAS, the Town's Planning Commission considered an application submitted by the Town (applicantowner) on February 24, 2022 and subsequently approved a recommendation tot the Town Counciltoamendt the Town'sOficlalZone District Map pursuant to Section16A-5-220 of the LUDC to rezone the Numbered Lots from SPA-1 to Public, which was adopted pursuantto Ordinance No. 1 series of 2023, which would allow the consideration of Major Community Facilities (.e.  Transit Center) as a Special Review use; and  WHEREAS, the Town of Snowmass Village concurrently: submitted a Special Review application on February24, 2022 for a new: andi improved Transit Center on Numbered Lots 5 and6 nerealerSubecPatcel, including a combined arrival and loading platform for RFTA buses and Town Shuttles, a covered parking garage, restrooms, dispatcha andslalfacltes,andpandparialealgnmento: Carriage Way; and WHEREAS, pursuant to the LUDC Section 16A-5-50, the Community DevelopmentDepartmentdeemed the application complete for review on March 7,  2022; and  WHEREAS, a modified application was distributed to referral departments and agencies on October 14, 2022 and written comments were provided to the Community Development Department for consideration by staff and the Planning  Commission;and  WHEREAS, the Planning Commission reviewed the Special Review applicatlonatpublicemtingsheldon November 30",December 7th, December14" of 2022 and January 4th, February 15th, and March 1st of 2023 to consider the proposal and recommendations from Town staff and referral agencies.    23-2 PC Reso Page 2of4  NOW, THEREFORE,BEIT RESOLVED,by thel PlanningCommisions ofthe  Town of Snowmass Village, as follows:  Section One: General Findings. The Planning Commission generally finds: 1) Submission: The. Applicanthas submitted the Special Review application in accordance with the provisions set forth in the LUDC. Supplemental information and matenaiswereprowded during the review process to comply with application submission requirements and to respond to Town Staff, 2) Content: The application contained the Minimum Contents as required by theLUDCSection 16A-5-40,Submissiooleppicaton,andincludedwiten and graphic materials of sufficient detail such that the application was 3) PublicProcess: The PlanningCommission heldatotal ofsixpublic-metings tor review the application to formulate recommendationsto Town Councilin accordancewith the responsibilities: and procedures prescribed in the LUDC Section 16A-5-230(C)(4), 'Action by decision-making body.' The Town Councilwill hold a Public Hearing to review the project and consider the 4) Code Requirements: Subject to therecommencdations in Section Three oft this Resolution, itwas found thel land use application does not meet the Review Standards established in the following Section 16A-5-230(e) of the LUDC: a) Consistent with the Comprehensive Plan: The proposed use shall be consistent with the intent of the Town of Snowmass Village b) Compliance ewith the standards oft thel DevelopmentCode: The proposed use shall comply with all other applicable standards of this Development 1. Zone district standards. The purpose of the: zone district in which it isl located, the dimensional limitations ofthat zone district anda any standards applicableto theparticularuse, all as specifiedin/ Article 2. Development evaluation standards. The applicable standards specified in Article IV, Development Evaluation Standards. c) Compatible. The proposed use shall be appropriate to its proposed location and be compatiblewith the character of surrounding landusesi in the area and shall not adversely affect the future development of the  referral agency concerns.  deemed complete for referral and review.  application.  Comprehensive Plan.  Code, including, butnot limited to:  III, Zone Districts.    23-2 PC Reso Page 3of4  surrounding area.  d) Adequacy of access. Access to the site shall be adequate for the proposed use, considering the width of adjacent streets, their grades, intersection safety, visibilityand entrance into the area to be developed. When appropriate, public transportation, or other public or private transportation services, and appropriate pedestrian facilities, shall be e) Design minimized adverse impact. The design and operation of the proposed use shall minimize adverse impacts and shall not create a nuisance, considering such impacts as traffic congestion or traffic hazards, service delivery, parking and loading, trash removal, odors, f) Design minimizes environmental impact. The proposed use shall minimize environmental impacts and shall not cause significant deterioration of water and air resources, wildlife habitat, scenic g) Facilities. There shall be adequate publicfacilities available to serve the proposed use, or the applicant shall propose necessary improvements toa address service deficiencies the use would cause. In particular, the applicant shall demonstrate adequate water supply and sewage disposal service is available for the proposed use, including sufficient water pressure and proximity toi fire hydrants to provide for fireprotection  made available to serve the use.  noise, glare and vibration.  resources and othernatural resources.  needs.  h) Parking. Sufficientoff-street parking shall be provided.  Section Two: Action. Pursuant to the findings stated in Section One of this Resolution, the Planning Commission recommends denial to the Town Council regarding the Transit Center Special Review application by Ordinance. This recommendation is based upon the Specific Findings in Section Three below. Section Three: Specific Findings. The Planning Commission further finds: 1. The project size is inconsistentwith the Towns Comprehensive Plan framework of"Just Big Enough"and other aspects of the character of 2. The Planning Commission has concerns with the lack of pedestrian safety with the central platform and that the design requires pedestrians must  development.  cross in front of buses.    23-2 PC Reso Page 4of4  3. The Planning Commission has concerns with the negative impact of the 4. The Planning Commission has concerns with the negative visual impact ton the surrounding area. The project is too big in scale and mass. 5. The parking garage is notav welcoming arrival to Snowmass Village for 6. The project should be done in conjunction with the redevelopment of the 7. The Planning Commission has concerns with the pedestrian safety on the  construction (time/duration) on the town and the mall.  guests.  mall in order to improve compatibility.  public roads around the garage and the lack of adequate  setbackslandscaping in these areas.  8. The Planning Commission has concerns with the parking arrangementin the garage and concerns for access and maneuverability in and around the garage which makes for unsafe driving and pedestrian experience. SectionFour: Severability. Ifany provisiono ofthisResolutionorapplicationhereoi toa any person or Semwa-awaaaNinasawreNe provision or application of this Resolution which can be given effect without the Invalidprovisionorap.iaton.andibhisend.mepowisonsalthisResoluionare  severable.  INTRODUCED, ,READ, AND DENIED by thel Planning Commission oft the of the Town of Snowmass Village on March 1, 2023, upon a motion by Commission Member Gustafson, the second of Commission Member Faurer, and a vote of 6i in  favor and 1 against.  TOWN OF SNOWMASS VILLAGE PLANNING COMMISSION Brian Marshack, Chair  BMh  ATTEST: Krginia Baker  Virginia Baker, Planning Commission Secretary    Attachment B draft reso BMc revised 3-24  Final Audit Report Created: By: Status: Transaction ID:  2023-03-27  2023-03-27 Sara Nester snester@tosv.com) Signed  CBICHBCAABAAVRUEumFMMVDSChr5EgUpN  Attachment B draft reso BMc revised 3-24" History  Document created by Sara Nester snester@tosv.com)  2023-03-27- 4:23:55F PMGMT 2023-03-27- 4:24:42 PM GMT 2023-03-27-42543 PM GMT  Document emailed to' Virginia Baker vDaker@tosv.com) for signature  Email viewed by Virginia Baker vbaker@tosv.com) Document e-signed by' Virginia Baker Vbaker@tosv.com) Signature Date: 2023-03-27- 4:25:56 PM GMT Time Source: server  Document emailed to Brian Marshack Cmarshack@gmal.com, for signature  2023-03-27- 4:25:57 PM GMT 2023-03-27- 5:05:30 PM GMT  Email viewed by Brian Marshack bmarshack@gmal.com, Document e-signed by Brian Marshack Cmarshack@gmal.com, Signature Date: 2023-03-27- 5:10:05 PM GMT- Time Source: server  Agreement completed. 2023-03-27- 5:10:05 PM GMT  Names ande email addresses aree entered intot theA Acrobat Sign service by Acrobat Signu users and are unverified unless otherwise noted.  Poweredby Adobe  VOWMASSXA Acrobat Sign    From: To: Cc: Subject: Date:  Dwayne Romero Clint Kinney Megan Boucher RE: Transit Center Review w/Councilt today Monday, June 17, 20243:31:24PM  Manyt thanks Clint, appreciate thel help. D From: Clint Kinney Ckinneyetosy.com> Sent: Monday, June 17, 20243:13PM To: Dwayne Romero dromero@romeromero-group.com> Cc: Megan Boucher MBoucher@tosy.com> Subject: RE: Transit Center Review w/Council today  Dwayne: clint  Igot thisi info toi the Town Clerk. The packet went out last Thursday, but we will havei it ont the  Council dais andi in the minutes.  From: Dwayne Romero <dromero@romeromero-group.com> Sent: Monday, June 17, 20241:20PM  To: Bill Madsen Madsenetosy.com> Susan Marolt smarolt@tosv.com>; Alyssa Shenk ashenketosy.com>; Britta Gustafson Dguatabsonetosucom>: Tom Fridstein Cc: Clint Kinney Ckinney@tosv.com>; Sam Guarino sguarino@tosy.com>: Lisa Price <iprice@romero-group.com>; Shawn Gleason <sgleason@romero-group.com>; Natalie Morning snmorningeromeromero-group.com>; Jim Gustafson PioDacnictso, Gyles Thornely eomecostsencan, Scott McHale scott@rgrouparchitects.com>  trdstenetosvy.com>  Subject: Transit Center Review w/Council today  Mayor and Council,  We wanted to provide comment on the Council's upcoming review of the Transit Center  redevelopment plans most recently organized by staff.  We continue tol believe that pursuing a combined, more modestly designed new Transit Center for RFTA and SMV Shuttle services is byt fart the best and most strategic path to take at this time. Uponreviewing the Town'si most recent (2018) Comprehensive Plan, we can easily see that this approach achieves several of the mosti important priorities andi initiatives identified in  the Plan. Towit, developing a combined Transit Center Station achieves-  Enhanced safety, convenience, mobility, and overall transit ridership for both our guests and our local population, Plan pages 8,9, and 22, 26,33,36, and 37 Additional affordable housing opportunities for employees in Snowmass Village  149    (at no additional cost to TOSV), Plan pages 22, 26,31,40-44 Thet thoughtful and careful start of redevelopment of the Mall area, bringing mixed use vitality and improved commercial and public spaces at' West Village, in keeping with the "Just Big Enough" philosophy sO important to TOSV, Plan  pages 22,26,31-35  Importantly, the Plan was organized tol by led by several Guiding Principals and Strategic Goals. The Plan was written withi intention, purpose, and broad participation. Pursuinga combined, right-sized, safe transit center is the best wayi forward to achieving our community goals. Yes, it will take time and capital, buti iti is by fart the most strategic and mosti important routet for our community. We strongly encourage the Councili to stay withi it, tol keept the press Looking forward to today's discussion. Clint-we would appreciate iti if staff wouldi include  oni for real progress.  this letter with Today's packet. Thanks.  Best,  Dwayne Romero Chief Executive Officer  Romero Group Real Estate Management  R3  350 Market Street, Suite 304 I PO Box 4100  Basalt, CO 81621-4100 Main Ofc: 970-273-3100 Cell: 970-618-8880  Email: dromero@romeromero-group.com  NOTICE: This e-mail message and all attachments transmitted with it may contain legally privileged and confidential information intended solely for the use oft the addressee. Ifthe reader ofthis message is not the intended recipient, you are hereby notified that any reading, dissemination, distribution, copying, or other use ofthis message or its attachments is strictly prohibited. Ify youl have received this message in error, please notify the sender immediately  and delete this message and all copies and backups thereof. Thank you.  150    Town of Snowmass Village Agenda Item Summary  DATE OF MEETING: June 17,2024 AGENDAITEM: Executive Session PRESENTED BY:  Jeff Conklin, Town Attorney BACKGROUND:  The Town Council has reason to convene in Executive Session. To convene in executive session, the Colorado Open Meetings Law requires that the Town announce the topics for discussion with specific statutory citation and to the identify the particular matter(s) to be discussed in as much detail as possible without compromising the purpose for which the executive session is authorized. Ar motion to enter executive session for the announced purposes must be passed by 2/3 of the quorum voting in the  affirmative for said motion. FINANCIAL IMPACT:  N/A  APPLICABILITYTO COUNCIL GOALS & OBJECTIVES:  N/A  COUNCIL OPTIONS:  Convene in Executive Session Choose not to convene in Executive Session  STAFF RECOMMENDATION:  151    Town Council will now meet in Executive Session pursuant to C.R.S. 24-6-402(4) and Snowmass Village Municipal Code Section 2-45(c) for the following purpose:  a) To discuss personnel matters, except ift the employee who is the subject of the session has requested an open meeting, pursuant to C.R.S. 24-6- 402(4)(f)() and Snowmass Village Municipal Code Section 2-45(c)(6), more specifically related to: Performance Review of the Town Manager  Provided, there is an affirmative vote of two-thirds of the quorum present at this meeting to hold an Executive Session and for the purposes of considering items (a) above. Provided that no adoption of any proposed policy, position, resolution, regulation, or  formal action shall occur at this Executive Session.  ATTACHMENTS: N/A  152