NOTICE AND AGENDA OF REGULAR CALLED MEETING  MOUNT PLEASANT CITY COUNCIL Tuesday, December 17, 2024 at 6:00 P.M. 501 North Madison, Mount Pleasant, Texas  - City of  MP  MP  City of  MOUNT PLEASANT  MOUNT PLEASANT  PURSUANT TO CHAPTER 551.127, TEXAS GOVERNMENT CODE, ONE OR MORE COUNCIL MEMBERS MAY ATTEND THIS MEETING REMOTELY USING VIDEOCONFERENCING TECHNOLOGY. THE VIDEO AND AUDIO FEED OF THE VIDEOCONFERENCING EQUIPMENT CAN BE VIEWED AND HEARD BY THE PUBLIC Under the. Americans with Disabilities Act, an individual with a disability must have equal opportunity fore effective communication and participation in public meetings. Upon request, agencies must provide auxiliary aids and services, such as interpreters for the deafand hearing impaired, readers, large print or Braille documents. In determining the type of auxiliary aid or services, agencies must give primary consideration to the individual's request. Those requesting auxiliary aids or services should notify the contact person listed on the meeting several days before the meeting by mail, telephone, or RELAY Texas. TTY:7-1-1. The public may participate by joining YouTube: tps/www.youtube.com/ginectyotmoumpeasanteexall57streams 1.3 Consider Approval oft the November 19, 2024 meeting and the November 25, 2024 meeting Minutes.  ATTHE ADDRESS POSTED ABOVE. ASTHE LOCATION OF THE MEETING.  CALLTO ORDER REGULAR AGENDA 2. Public Comments:  The City Council welcomes citizen participation and comments at all Council meetings. Citizen comments are limited to two minutes out of respect for everyone's time. The Council is not permitted to respond to your comments. The Texas Open Meetings Act requires that topics sofdiseusoneibenation be posted on an agenda not less than 72 hours in advance of the Council meetings. Ifyour comments relate to a topic that is on the agenda, the Council will discuss the topic on the agenda at the time that the topic is discussed and deliberated.  3.3 Consider Awarding a Contract for IT Services.  4. Consider Resolution 2024-20 Adopting the 2025 Personnel Policy Manual  5. Consider Pay Request #7 to Schneider Electric for work on the Meter Replacement Project.  6. Consider Pay Request #2 from Wicker Construction, Inc. for work performed on the West Loop Wastewater 7. Consider Pay Request #19 from Heritage Construction LLC: for work performed at the Southside Wastewater 8. Consider and possible action on the Amended Development Agreement between the Mount Pleasant Economic Development Corporation and MPX Group LLC concerning the development of a manufacturing facility on  Collection Project. Treatment Plant.  land adjacent to the City, proposed to be annexed by the City.  9.3 City Manager's Report EXECUTIVE SESSION  Pursuant to the Open Meetings Act, Chapter 551, Texas Government Code, The City Council will recess into Deliberations about real property (Tex. Gov't Code 551.072) and Consultation with Attorney (Tex. Gov'tCode Consultation with Attorney (Tex. Gov't Code $551.071) and Personnel Matters (Tex. Gov't Code $551.074) related to the management, responsibilities, performance, and business operationsofthel MPEDC carried out through Consultation with Attorney (Tex. Gov't Code $551.071) and Personnel Matters (Tex. Gov'tCode $551.074)  executive session (closed meeting) to discuss the following:  Deliberations regarding Economic Development Negotiations(Tex Gov'tCode 551.087)  $551.071) concerning Economic Development Corporation Project(s). its Board of Directors, Executive Director and City Council. Discussion of status of recruitment for City Manager    Consultation with Attorney (Tex. Gov't Code $551.071) regarding pending or contemplated litigation; or a settlement offer; or on a matter in which in which the attorney has a duty to consult confidentially with the Consultation with Attorney (Tex. Gov'tCode $551.071) and Personnel Matters (Tex. Gov'tCode $551.074); Consultation with Attorney (Tex. Gov'tCode $551.071): and Personnel Matters (Tex. Gov't Code $551.074); In: accordance with Texas Government Code, Chapter 551, the City Council will reconvene into regular The City Council reserves the right to adjourn into executive. session at any time to discuss any of the matters listed on the agenda as authorized by the Texas Government Code $551.071, (Consultation with Attorney), $551.072, (Deliberations about Real Property), $551.074, (Personnel Matters), $551.076, (Deliberations about Security Devices),551.087, (economic development negotiations), or any other exception authorized by Chapter 551 ofthe Icertify the above notice of meeting is a true and correct copy ofs said notice and that same was posted on the bulletin board of City Hall of the City of Mount Pleasant, Texas, a place readily accessible to the general public at times, by 5:00pm on the 13th of December 2024 and remained sO posted for at least 72 hours preceding the scheduled of said  governmental body under the Texas Disciplinary Rules of Professional Conduct discuss the appointment and employment of Council Appointees. discuss possible Board and Commission Appointees. RECONVENE INTO THE REGULAR SESSION  session to consider action, if any, on matters discussed in executive session.  Texas Government Code. ADJOURN  meeting.  OndonuDunpt Candias Webster, City Secretary    AGENDA ITEM REPORT Meeting: City Council - Dec 17 2024 Staff Contact: Candias Department: Administration  MP  Webster, City Secretary  City of  MOUNT PLEASANT Subject:  Consider Approval of the November 19, 2024 meeting and the November  25, 2024 meeting Minutes.  Item Summary: Minutes. Financial Impact: N/A  This is a Typed copy of the minutes from the November 19, 2024, and November 25, 2024  Recommendation(s!:  motion to Approve the November 19, 2024 and November 25, 2024 minutes  Attachments: 2024.11.19 Reqular 2024.11.25 Special    STATE OFTEXAS COUNTY OFTITUS CITY OF MOUNT PLEASANT  The City Council of the City of Mount Pleasant, Texas, after notice posted in the manner, form and contents as required by law, met in Regular Session on November 19, 2024, at 6:00 PM. at the Council  Chambers located at 501 North Madison with the following members present:  Tracy Craig Carl Hinton Sherri Spruill Kelly Redfearn Jonathan Hageman Greg Nyhoff Lea Ream Candias Webster  Mayor Mayor Pro-Tem Council Member Council Member Council Member City Manager City Attorney  Absent:  Assistant City Manager/City Secretary  CONSIDER APPROVALOF NOVEMBERS. 2024, AND NOVEMBER 13, 2024 MINUTES. 2024, and November 13, 2024 Minutes. Upon a vote, the motion carried unanimously. MEMBERS OF THE PUBLIC WERE PROVIDED1 THE OPPORTUNITY TOCOMMENT  Motion was made by Council Member Hinton, Second by Council Member Hageman to Approve of November 5,  No action was taken by the Council.  CONSIDER ACCEPTING THE CANVASS RESULTS OF THE NOVEMBER 5. 2024 SPECIAL Motion was made by Council Member Hageman, Second by Council Member Redfearn to Accept the Canvass results  ELECTION.  oft the November 5, 2024, Special Election. Upon a vote, the motion carried unanimously. Debbie Corbell, Council Member Place 1 was sworn in by Municipal Judge Kay McNutt. Appointment and Swearing-in of Austin Alvis to replace Darrell Estes as Associate Municipal Judge. Austin Alvis was sworn in as Associate Municipal Judge by Municipal Judge Kay McNutt. CONSIDER RESOLUTION 2024-18 ADOPTING THE LONGEVITY PAY POLICY.  OATHO OF OFFICE FOR COUNCIL MEMBER PLACE1.  Motion was made by Council Member Hinton, Second by Council Member Corbell to Approve Resolution 2024-18 Adopting the Longevity Pay Policy at $5 per month per employee. Upon a vote, the motion carried 4 tol with Council Members Corbell, Redfearn, Hinton, and Hageman voting for and Council Member Spruill voting against.  Monthly Financial Report Ending October 31, 2024 Quarterly Investment Report Ending September 30, 2024  Finance Director Gillian Gatewood presented the Finance report ending October 31, 2024  Finance Director Gillian Gatewood presented the Quarterly Investment Report Ending September 30, 2024 Consider an Electronic Funds Transfer Policy for the City of Mount Pleasant, Texas.  Motion was made by Council Member Redfearn, Second by Council Member Hageman to Approve an Electronic Funds Transfer Policy for the City of Mount Pleasant, Texas. Upon a vote, motion was carried unanimously.    CONSIDER PAY REQUEST #18 FROM HERITAGE CONSTRUCTIONLLC FOR WORK PERFORMED Motion was made by Council Member Hageman, Second by Council Member Corbell to. Approve pay request #18 in the amount of $675,331.04 from Heritage Construction LLC for work performed at the Southside Wastewater CONSIDER PAY REQUEST #1 FOR WICKER CONSTRUCTION. INC. FOR WORK PERFORMED ON Motion was made by Council Member Corbell, Second by Council Member Hinton to Approve pay request #1 for Wicker Construction, Inc. in the amount of$170,762.50 for work performed on the West] Loop Wastewater Collection CONSIDER A REQUEST FROM MCKENZIE JOSECK, P.E., ON BEHALF OF MOUNT PLEASANT ECONOMIC! DEVBLOPMIENTCORPORATION. FOR APPROVAL OF A FINAL PLAT,BEING A 10.907- ACRE TRACTOFLAND, A PORTION OF MOUNT PLEASANT: BUSINESS PARK.SITUATED EASTOF Motion was made by Council Member Hinton, Second by Council Member Redfearn to Approve a request from McKenzie Joseck, P.E., on behalf of Mount Pleasant Economic Development Corporation, for approval ofa final plat, being a 10.907-acre tract of land, aj portion of Mount Pleasant Business Park, situated east of Old Cookeville  ATTHE SOUTHSIDE WASTEWATER TREATMENT PLANT. Treatment Plant. Upon a vote, motion was carried unanimously. THE WESTI LOOP WASTEWATER COLLECTION PROJECT.  Project. Upon a vote, motion was carried unanimously.  OLD COOKEVILLE ROAD AND NORTH OF E. 16TH STREET.FP-2024-06  Road and north ofE. 16th Street. FP-2024-06. Upon a vote, the motion carried unanimously.  MONTHLY DEPARTMENT REPORT EXECUTIVESESSION  Pursuant to the Open Meetings Act, Chapter 551, Texas Government Code, The City Council will recess into Deliberations regarding Economic Development Negotiations (Tex Gov't Code 551.087), Deliberations about real property (Tex. Gov'tCode 551.072) and Consultation with. Attorney (Tex. Gov't Code $551.071). Consultation with. Attorney (Tex. Gov't Code $551.071)and Personnel Matters (Tex. Gov't C Code $551.074) related tot the management, responsibilities, performance, and business operations of the MPEDC carried out through its Discussion of status of recruitment for City Manager-Consulation with Attorney (Tex. Gov't In accordance with Texas Government Code, Chapter 551, the City Council will reconvene into regular session CONSIDER AND POSSIBLE ACTION ONTHE AMENDED DEVELOPMENT AGREEMENT BETWEEN THE MOUNT PLEASANT ECONOMIC DEVELOPMENT CORPORATION AND MPX GROUP LLC CONCERNING THE DEVELOPMENT OF A MANUFACTURING FACILITYONI LAND ADJACENTTO Motion was made by Council Member Redfearn, Second by Council Member Hinton to table this item until the next  executive session (closed meeting) to discuss the following:  Board of Directors, Executive Director and City Council. Code $551.071) and Personnel Matters (Tex. Gov'tCode $551.074). RECONVENE INTOTHE REGULAR SESSION to consider action, if any, on matters discussed in executive session  THE CITY, PROPOSED TO BE ANNEXED BY THE CITY. meeting. Upon a vote, motion was carried unanimously.  ADJOURN: 8:45PM  TRACY CRAIG, SR, MAYOR  ATTEST:  CANDIAS WEBSTER, ASSISTANT CITY MANAGER/CITY SECRETARY    STATEOFTEXAS COUNTY OFTITUS CITY OF MOUNT PLEASANT  The City Council of the City of Mount Pleasant, Texas, after notice posted in the manner, form and contents as required by law, met in Special Session on November 25, 2024, at 5:30 PM. at the Council  Chambers located at 501 North Madison with the following members present:  Carl Hinton Sherri Spruill Kelly Redfearn Jonathan Hageman Greg Nyhoff Candias Webster Lea Ream Tracy Craig  Mayor Pro-Tem Council Member Council Member Council Member City Manager City Attorney Mayor  Assistant City Manager/City Secretary  Absent:  MEMBERS OF THE PUBLIC WERE PROVIDED THE OPPORTUNITY TO COMMENT  No action was taken by the Council.  RECONSIDER RESOLUTION 2024-18 ADOPTED BY THE COUNCIL ATTHE NOVEMBER 19, 2024, REGULAR CITY COUNCIL MEETING AND CONSIDER ADOPTING RESOLUTION 2024-19 ON Motion was made by Council Member Redfearn, Second by Council Member Hageman to Reconsider Resolution 2024-18 adopted by the Council at the November 19, 2024, Regular City Council Meeting. Upon a vote, the motion carried unanimously. A Motion was made by Council Member Hageman, Second by Council Member Redfearn to adopt Resolution 2024-19 Longevity Pay Policy at $10 per employee per month. Upon a vote, the motion carried  LONGEVITY PAY POLICY.  unanimously.  Consider Canceling the December: 3, 2024, Regular Meeting oft the City Council.. 2024, Regular Meeting of the City Council. Upon a vote, the motion carried unanimously.  Motion was made by Council Member Corbell, Second by Council Member Hageman to Cancel the December 3,  ADJOURN: 5:45 PM  CARL HINTON, MAYOR PRO-TEM  ATTEST:  CANDIAS WEBSTER, ASSISTANT CITY MANAGER/CITY SECRETARY    AGENDA ITEM REPORT Meeting: City Council - Dec 17 2024  Department:  MP  City of  MOUNT PLEASANT Subject:  Public Comments:  The City Council welcomes citizen participation and comments at all Council meetings. Citizen comments are limited to two minutes out of respect for everyone's time. The Council is not permitted to respond to your comments. The Texas Open Meetings Act requires that topics of discussion/deliberation be posted on an agenda not less than 72 hours in advance of the Council meetings. If your comments relate to a topic that is on the agenda, the Council will discuss the topic on the agenda at the  time that the topic is discussed and deliberated.    AGENDA ITEM REPORT Meeting: City Council - Dec 17 2024 Staff Contact: Department: Administration  MP  Greg Nyhoff, City Manager  City of  MOUNT PLEASANT Subject:  Consider Awarding a Contract for IT Services.  Item Summary:  On November 22, 2024, we ended our agreement with Datamax and started a bid process to hire a new firm to work for the City. We ran an ad in the newspaper on November 20 and 27, plus placed it online for contractors to apply via the web portal OpenGov Procurement. We received no bids in person but had 2 firms apply online. The IT committee has already met and  interviewed these two candidates and has unanimously selected Bryan IT.  Financial Impact: $237,600 per year for 2 years Recommendation's!:  IT Committee recommends selecting Bryan Information Technology as the IT Service provider for the City of Mount Pleasant and authorizing the CM to negotiate the contract, CA to review and CM to  execute the same for a 24: month period.  Attachments: BID view count  Moblie Tech Solutions - BID Proposal Bryan Information Technology - BID    MOBILE TECH SOLUTIONS  RFP Response City of Mount Pleasant  CONSULTING & OTHER PROFESSIONAL SERVICES FOR  PROFESSIONAL IT SERVICES  Mobile Tech Solutions 280 Private Road 5281 Lone Star, TX 75668 nttps:/moblletechsolutions.co Email: nunter@mobiletechsolutions.co    Mobile Tech Solutions is a managed services company that is seeking the contract for Professional IT Services for the City of Mount Pleasant. In accordance with the RPT guidelines, the following sections will address the questions proposed to us, the prospective contractor. Our hope is that our responses to these sections will provide the City of Mount Pleasant peace of mind regarding our abilities as an IT company, and how we are uniquely positioned to attend  to the complex needs that this city requires of their IT company.  TAB A-FIRM & PROJECT TEAM BACKGROUND  Mobile Tech Solutions is a local IT services company backed by over 22 years of experience and knowledge. Our company has been in business for 4 years. Our mission at MTS is to provide outstanding technical support and consulting services for our customers that make sense, and get the job done. We are a veteran-owned business, and that sense of duty and dedication, with a mission-oriented mindset, sets us apart from other companies when it comes to accomplishing projects and tasks. To Projects - Mobile Tech Solutions has been involved in similar projects, such as the one being proposed for the City of Mount Pleasant. First, we are the managed provider for a local house of worship. We provide RMM services, along with antivirus, and network Another project recently worked on with a client was finding an alternative for a primary internet connection for a water supply corporation. We replaced the main connection with a Starlink. As a result of this, it was determined that the office needed IT Services tor manage desktops. Recently we assisted in a complete upgrade of equipment, to Another project that Mobile Tech Solutions worked on was creating an email domain from scratch. MTS reserved the domain name, and after obtaining reservation, made all necessary hosting changes, and setup all Microsoft licensing and mailboxes. This included email security management through Microsoft. As a result of this, we were awarded the entire IT contract for this company, and now oversee all IT projects. The leader of our company is the Owner, Hunter Bonner, and he has over 22 years of experience working in IT. He is responsible for overseeing all contracts, ticket dispatches, alignment and assignment of internal resources to serve our customers. Regarding this specific project, Hunter Bonner was the onsite IT Administrator from 2014-2019 for the City of Mount Pleasant. Much of the existing infrastructure was either  sum it up, "we work until the problem is resolved."  management of enterprise level equipment.  include data transfer to the new machines.  implemented or maintained by him.    Overall experience with municipal government is 10 years. Five of those were with the City of Mount Pleasant, 4 with the City of Lone Star, 1.5 years with the City of Bogata. Certifications include CompTIA A+, previously CJIS certified however I do not currently have a sponsoring agency. Should this contract be awarded to MTS, we expect for the CJIS Compliance Officer for the Mount Pleasant Police Department to set up those credentials again for vendor certification. Owner possesses a Bachelor of Science in  Information Systems from the University of Texas at Arlington. Detailed resumes are separate and included at the end of this proposal. Total number of projects as of the time this proposal is being drafted, is nine. That includes one currently under negotiation. It must be pointed out that when previously providing support for the City of Mount Pleasant, the owner was also maintaining other projects with other organizations, and was able to address and manage the IT needs of Members of this project team will be Hunter Bonner, Owner, who has the most hands-on experience with the City of Mount Pleasant systems, different locations, and applications. Assisting from time to time will be Hunter Bonner II, who is experienced working with laptop and desktop technical issues. He is also experienced in upgrade and deployment rollouts which requires hands-on experience. His role will be in initial Home Office address is: 280 Private Rd 5281 Lone Star, TX 75668. This is the home  the city simultaneously.  support contact as well as project work as needed. address for all associates at this time.  TAB B PROJECT EXPERIENCE AND QUALIFICATIONS  3Projects are attached at the end of this proposal using the Attachment 1 template as As mentioned in the previous section, the owner, Hunter Bonner, has professional experience working with municipalities. Those include City ofl Lone Star, City of Bogata, and Titus County Freshwater Supply District. This is in addition to the experience he had in the past working as the IT Director for the City of Mount Pleasant. At each of these municipalities, they involved working with different physical locations and different  instructed.  departments.    TAB C METHODOLOGY AND TECHNICAL APPROACH  Mobile Tech Solutions plan to provide IT support for the city will use industry experience and knowledge, as well as a model of setting priorities of projects. First and foremost is an understanding that there are people behind each workstation, email account, etc and the ability to have a clear line of communication with city staff is the integral key to successful support. The scope of work for the city is extensive, and as someone who supported this city previously for 5 years, our knowledge of what the city needs puts us in a unique position. Iti is unique in that, on day one of service, we will be able to start providing support at a level that we know the city requires. This process starts by identifying phases that need to be completed. First phase will be a city-wide inventory of all workstations, servers, and network equipment. This will be accomplished through the deployment of our remote monitor and management module (RMM) throughout the entire network. This agent provides us with workstation names, type of device, as well as other keyi information that the IT Department needs. Included in this Part oft this phase is assessing what equipment is still supported by vendors like Microsoft, network hardware providers, and the like. This should take approximately 2 weeks to accomplish. Staff will be assigned to deploy RMM agents and to collect information. One of the ways to efficiently accomplish this project is by placing what is known as a "network probe" on both the City side and PD side Domain Controllers, and allowing that software to detect computers and install the agent. This is more efficient than going physically from workstation to Once data is collected, reports will be compiled on all assets in terms of number of workstations, which operating system is installed, whether or not devices are upgradeable, and what devices require full replacement. These progress reports will be shared in emailed reports, as well as having face to face conversations with city leadership. This step is necessary to coordinate a An example of efficiency and innovation happens to have occurred with the City of Mount Pleasant itself. The city wanted to have facade lighting on all buildings downtown, but the issue was how to get internet access there, when there were no city offices in that area. Research was performed, and a point to point wireless solution was implemented from city hall to the top of the courthouse. From there an omnidirectional antenna was implemented to broadcast a wireless signal to the entire downtown square, which allowed someone with a mobile app to Another example was the need to have a better system of in-car terminals for officers versus a traditional laptop, but that would also work to replace an aging electronic traffic citation system. Looking at the need for mobility and security, a tablet system was devised for the Mount  phase is network wide deployment of corporate antivirus on all devices.  workstation.  plan to financially accomplish this task.  update lighting schemes.    Pleasant Police Department, which had integrated with it the Brazos citation system. This tablet had the ability to capture VIN information for the officer, and eased ticket writing. Furthermore, there was a secure connection back to the RMS system in the PD, which allowed the officers to do much of the same functions they would do sitting at a desk, right from the front seat of the patrol vehicle. The deployment of this solution took a few weeks. As a backup in case of tablet malfunction, a device imaging system was implemented in order to reduce downtime in case of system issues. Recovery was down to less than 1 hour of downtime.  TAB D COST PROPOSAL  The following cost breakdown is based on our standard pricing. A1 total overall cost cannot be provided since the number of workstations, servers, network equipment, are unknown as of the  time of this RFP.  Monthly Workstation RMM with antivirus $50/workstation. Monthly Server RMM with antivirus $85/server (physical or virtual)  Monthly Network and Firewall Management - $500/month (includes all maintenance) Monthly Backup Services - Backups will be to the cloud. Estimated cost at this time would be $500-$1000 per month. A detailed audit of data to be backed up will yield a Monthly Microsoft Office Licensing and management - Price varies depending on type of license required. (Recommend that the City take back control of this on their own as has been the case in the past, versus an MSP like ourselves having it under our organization.) This would keep your costs lower by the city owning it, since you will be buying licenses directly from Microsoft without markup, and then having Mobile Tech Solutions manage it. Cost for managing Microsoft 365 would be included in the contract. Project Work $75 per hour. (All project work will be proposed by MTS and will only Project materials, computer parts, and other items needed to complete repairs, upgrades, or accomplish a project billed at 10% markup from retail price. As was the case int the past, MTS will work to first have the city purchase directly what they are needing, thereby saving the city and taxpayers money. This was a beneficial, efficient, Weekly Hourly Cost- - It is estimated based on previous experience with the city, that a total of no less than 32 hours/week is necessary to perform IT functions. This will be billed at a fixed cost of $75/hour billed in half hour increments. Should an unlimited hours contract be desired by the city, a fixed monthly rate will be proposed.  more accurate figure.  Travel $75/hour  commence with approval from the city.)  and effective strategy.    All non-standard services will be billed at a cost of $75/hour, billed in half hour  increments.  TAB E: ABILITY TO COMPLY WITH EXHIBIT A TERMS AND CONDITIONS  Signed and attached. Full compliance will be upheld.  TABF CERTIFICATION AND ACKNOWLEDGEMENT PAGE LITIGATION DISCLOSURE Mobile Tech Solutions has no areas or issues under this section. We disclose we have no judgements, claims for losses, negligence, etc. This includes all employees of Mobile Tech  Solutions.  TAB G ADDITIONAL REQUIREMENTS AND STANDARDS FOR CONSIDERATION  As the former acting IT Director for the City of Mount Pleasant, I have hands-on experience with all systems within the city's domain. For 5 years, the owner, Hunter Bonner, supported multiple locations such as Water Treatment, Wastewater, PD, City Hall, Library, etc. Each of these locations had a mixture of point to point fiber, wireless, cable internet. At two of these locations, Airport and New Water Treatment Plant, I worked on upgrading from an expensive and outdated ISDN line to the airport that was upgraded to fiber. For Water Treatment, replacing a nonfunctional wireless internet to  fiber optics.  The needs of the PD versus the needs of Fire, Water Billing, etc are unique. Police need in-car access to the RMS system, whereas the Fire Department needed access to the first responding software for responding to and logging fire calls. Other departments required stable internet connections for connectivity back to city file share servers.  Data Backup and Disaster Recovery Expertise - While supporting the city previously, ah hybrid backup system (backup local and then offload to cloud) was implemented by    Hunter Bonner. This was a cost effective system that allowed for virtual server spin up in the cloud in case of a failure of hardware. When it comes to disaster recovery approaches for a city, the disaster recovery plan requires routine testing. This would be performed by bringing down a critical system and putting into place the backup plan in order to ensure uninterrupted operations of the city. Another example of disaster recovery was dealing with multiple cases of accidental file deletion of important files. By having a robust disaster recovery system, we were able to have the ability to recover files in a myriad of ways. There was not a limitation on file and or server recovery.  Advanced Endpoint Security and Access Controls - Hard token multi factor authentication was implemented in the Mount Pleasant Police Department for in-car systems to authenticate back to the police domain. This was achieved by researching a vendor that met CJIS requirements and had the infrastructure to accomplish this task. Also, whenever possible, multi factor authentication was mandated on email accounts Endpoint hardening was further achieved through implementation of antivirus software with intrusion detection and ransomware detection. Endpoints were also secured by having diverse network connections such as an internal LAN/wireless versus guest wireless to protect from unauthorized access to internal file servers, etc.  through Microsoft Office through the use of authenticator apps.  Service Levels and Response Times - Critical issues will have a response time of 30 minutes, if not sooner. Mobile Tech Solutions will work until the issue is resolved. However, depending on the nature of the issue (hardware failure, zero day exploit, etc) a guarantee of 4 hours may not be possible due to specific circumstances. For example: Ifa server hard drive fails, it may take overnight for a new one to be delivered and Mobile Tech Solutions can and will provide 24/7 support. This will be achieved through remote monitoring agents, and if issue(s) persist and require on-site response, MTS will  integrated into the existing system.  respond with an onsite visit the same day.    Project No. 1  Project Owner:. Nevills Chapel Baptist Church  Project Name: IT Services  General Description of Project: Provide monthly IT services such as break  fix, network management, desktop support services..  Project Cost: Date Project Started: Project Manager:  Varied  08/2020 Hunter Bonner  Project Technical Lead (if different): Was original contract price met:  X Yes  No  IfNo, please explain:  Was original contract schedule met:  XYes  No  IfNo, please explain:    Reference contact information (listing names indicates approval to  contacting the named individuals as a reference):  Owner Name: Shawn Findley  Organization Name:_ Nevills Chapel Baptist Church  Owner Telephone Number: 903-563-1979  Owner Email:  shawn.findleyneviischapelorg  Project No. 2  Project Owner: Mobile Tech Solutions Project Name: IT Services - Roach Law Firm  General Description of Project: Provide IT services for the Roach Law firm  on a monthly basis.    Project Cost: 10/21/2024 Project Manager:  $500  Date Project Started:  Hunter Bonner  Project Technical Lead (if different): Was original contract price met:  X Yes  No  IfNo, please explain:  Was original contract schedule met:  X Yes  No  IfNo, please explain:  Reference contact information (listing names indicates approval to  contacting the named individuals as a reference):  Owner Name: Johnny Scott  Organization Name: Roach Law Firm  Owner Telephone Number: 903-746-4409  Owner Email:  scott@roachfim.com    Project No.3  Project Owner: Mobile Tech Solutions Project Name: Fiber Optics Upgrade  General Description of Project: Replace outdated and inadequate DSL  main internet connection with fiber optics.  Project Cost: Started: Project Manager:  $300 10/4/2024  Date Project  Hunter Bonner  Project Technical Lead (if different): Was original contract price met:  X Yes  No  IfNo, please explain:  Was original contract schedule met:  XYes  No    IfNo, please explain:  Reference contact information (listing names indicates approval to  contacting the named individuals as a reference):  Owner Name: Tammy Bennett  Organization Name: East Texas Forest Products Owner Telephone Number: 903-240-6199  Owner Email:  tamlynben@ao.com    HUNTER BONNER I. System Administrator  PROFILE  EDUCATION University of Texas at Arlington August 2001 - August 2006 Bachelor of Science in Information Systems WORK EXPERIENCE Mobile Tech Solutions - President/CEO July 2020- - Present  lams an IT Professional with a passion for making technology enhance our lives and achieving business goals. I have nearly 20 years of experience working on client computers, servers, Prior tor my careerin! I. Iservedi in the United States Marine Corps working on computerzed: fire control systems. Part of that service was "accomplsh ther mission." Thisi is howlopproach: all IT projects and issues. Accomplishing the mission, means resolving! IT problems. and devising effective IT solutions whenever therei is a need.  and networks.  Private MSP business servicing East Texas and other portions of the state. Performed wireless network! build outs, workstation management and asset tracking, backup, and disaster recovery solutions. Absolute Technology Solutions, Inc Technology Consultant Performed: System Administrator role for multiple clients, toi include two city governments, and two private businesses. Extensive work with law enforcement solutions, disaster recovery, andi network security  Consultant on IT projects of all sizes. November 2014- August 2024  CONTACT PHONE: 940-300-9972 WEBSITE: EMAIL:  management.  GSATI-T Technical Support Analyst July 2013-November 2014  Provided technical support and: system administration to multiple businesses in an MSP firm. Migrated an international costly, antiquated backup system, to a cloud solution, and then rolled  httoslhwww linkedin. comin/untarnonnar atepoeroudibatcon  company from a  that out to multiple client sites.    INTERESTS Faith Technology Reading History Travel Technology Blogging Writing  SKILLS  Virtualization Disaster Recovery Office365 Administration Azure Administration Microsoft Server all versions. Active Directory Domain Services Administration Backup. Administration and Implementation Network Administration and Security ITStrategy Asset Management Budgeting    CERTIFICATION AND ACKNOWLEDGEMENT  The undersigned, as an authorized agent of the Respondent, hereby certifies:  The Respondent isi in receipt of RFP addenda.  The Respondent certifies:  that () it does not Boycott Israel; and (ii) will not Boycott Israel during the term of the Contract. This section does nota applyi ifthe Companyi isas sole proprietor,ar non-profite entlyoragovemmentail entity; and only applies if: (i) the Companyl has ten (10) or more fulltime employees and (i) this Contract has avalue of $100,000.00 or more to be paid under the terms of this Contract pursuant to Texas that it does not do business with Iran, Sudan, or a foreign terrorist organization pursuant to Texas thati it does not boycott energy companies, and will not boycott energy companies during the termof the Agreement pursuant to Texas Government Code, Chapter. 2274, Section 2274.002. that it ( does not have a practice, policy, guidance or directive that discriminates against ai firearm entity or firearm trade association; and (ii) will not discriminate against a firearm entity or firearm trade association during the term of the Agreement pursuant to Texas Government Code, Chapter that it is not () owned or controlled by (a) individuals who are citizens of China, Iran, North Korea, Russia, oradesignated country;o or (b) ac company or other entity, includingagovemmenta.) entity, that is owned or controlled by citizens of or is directly controlled by the government of China, Iran, North Korea, Russia, or a designated country; or (i) headquartered in China, Iran, North Korea, Russia ora that the Proposal has been arrived at independently and submitted without collusion with any other Respondent, CITY staff or CITY contractor, and the contents of the Proposal have not been communicated by the Respondent or, tot the Respondent's best knowledge and belief, by any one of itse employees or agents to any person not an employee or agent of the Respondent, and will not be communicated to any person prior to CITY's final action on this RFP prior to contract award. Nothing in this paragraph shall be construed to prevent or preclude two or more companies or persons from that thec offers, terms and conditions oft the Proposal will remain valid and effective and may be relied upon by CITYforap period of ninety (90) days followingt thel Proposal closing date and time asi identified that it has provided disclosure of alll known claims for losses, damages, or indemnification, including anys settled, threatened, or ongoing litigation, as required in Submission Requirements.  Government Code, Chapter 2271, Section! 2271.002. Government Code, Chapter 2252, Section 2252.153.  2274, Section 2274.002.  designated country pursuant to Texas Government Code, Chapter 2274. thati iti is qualified to perform the work and services outlined in this RFP.  joining together tos submit al Proposal for the work.  in this RFP or addenda.  Signed By:  Title: President/Owner  Typed Name: Hunter Bonner Phone No.: 903-309-0731 Remit Address: 280 Private Road 5281 Federal Tax IDI No.: 26-2905276 Date: 12/01/2024  hPhhe  Company Name: Mobile Tech Solutions Email: nunter@mobletechsolutions.co  Lone Star City DUNS No.:  TX State  75668 Zip  PO. Box or Street  Pagelofi  ATTACHMENT1    ATTACHMENT "2"- EXCEPTIONS FORM  REQUESTF FORPROPOSAL: PROFESSONALITSERICES  Should your firm take exception to ANY of the terms and conditions in the Professional Services Agreement, or other contents provided in the Request for Proposal submit the following form with your RFP. If no exception(s) are taken, enter "NONE" for the first item. Make additional  copies oft this formi ifnecessary. Page Number:_ Paragraph Number:  Section Title: NONE  Exception Taken:  Page Number: Paragraph Number:_  Section Title:  Exception Taken:  Page Number: Paragraph Number:_  Section Title:  Exception Taken:  CityofMount) Pleasant RFPNo.01-2024  Page/25 version 1/10/2023    Non-Collusion Declaration webstwN.pAntcapen  Company: Bryan Information Technology, LLC (Bryan/)  Address: 601 Airport Road, Suite 130, Sulphur Springs, Texas 75482  ,Shawn Bryan, in my official capacity as Owner and CEO of Bryan Information Technology, LLC (hereafter referred to as' "Bryan IT"), hereby declare and affirm thet following on behalf 1. No Collusion: Bryan ITI has not directly ori indirectly entered into any agreement, understanding, or arrangement with any other company, business, ori individual to limit competition, fix prices, or restrict or alter the results of any contractual bidding 2. Independent: Submission: The proposal submitted by Bryan If for consideration has beeni independently prepared without any collusion, consultation, or communication: with any othervendor, contractor, ori individual planning to submita 3. No Disclosure of Intent: Bryan ITI has not disclosed to, nor received from, any competing company ori individual, information that mayi influence the proposal, 4. Fair Competition Commitment: Bryanl IT is committed tot fostering at faira and transparent competitive environment and complies with all relevant laws, regulations, and ethical standards regarding the bidding process.  ofthecompany:  process relatedi tot the submission oft this proposal.  separate proposal fort this project.  including pricing, strategies, or the content of submissions.  5.1 Truthful Representations: Alli information submitted by Bryan ITi int this proposal is truthful, accurate, and provided in good faith. Bryan! IT understands that providing false or misteadingintormation mayr resulti ini immediate disqualificationor  cancellation of awarded contracts.  Ideclare, under penalty of perjury, that thet foregoingi is true and correct tot the best of my  knowledge. Executed on: 11.14,24 Signature: Shawn RayBryan OwnerandCEQ  Dy  Technology, LLC (Bryan IT)  2    Bryan Information Technology, LLC  NNOVATE. INTEGRATE. ELEVATE.  Proposal 1: IT Services (Standard Business Hours) Bryan Information Technology, LLC 601 Airport Road, Suite 130 Sulphur Springs, Texas 75482 City ofl Mount Pleasant NN Madison Mount Pleasant, Texas 75455  Service Overview  Wej propose a comprehensive IT service package at a guaranteed fixed rate, encompassing all standard services currently provided, with additional guarantees for service during daily business hours (8 AM-5  PM).  Service Components 1. Standard Services:  Virus, spyware, and malware protection. Data backup management for disaster recovery. Regular technology partnership reviews. Technology vendor management.  24/7 technology monitoring with weekly and monthly reporting available. Remote employee support for existing technology (onsite as needed). Remote support for infrastructure as currently deployed (onsite as needed). Web-based employee training on standard applications and security best practices. Data Server Migration Services: Comprehensive support for role migrations of data  servers, including Windows and Linux-based servers.  2. Enhanced Security Services:  Reinforcement of employce-focused security policies as approved by the City Council. Implementation of multi-factor authentication (MFA) for secure Windows, Office 365, Hardening of Windows endpoints with additional security software.  and SonicWall VPN logins.    External email identification and tagging. Office-Based Employees: 155 Email-Only Employees: 74  3. Support Coverage:  Guaranteed Service Hours: Services are guaranteed between 8 AM-5PM, Monday  through Friday, without additional charges.  Financial Terms  Term Commitment: 24 months. Annual Rate: $184,500. Monthly Payment: $15,375.  Additional Benefits  Transparency: The fixed rate includes all standard services, ensuring no hidden fees for services Flexibility: Options to renew or adjust the contract based on performance reviews and evolving Service Level Agreements (SLAs): Guaranteed response and resolution times to ensure timely  provided during standard business hours.  needs.  and effective support.  Conclusion  Our first proposal guarantees a comprehensive IT service package that includes all services currently provided by your existing arrangement, ensuring seamless continuation and support. We affirm at fixed rate with no hidden fees, and a commitment to delivering exceptional service during standard business hours (8 AM-5PM, Monday through Friday). This package offers a predictable cost structure and reliable: service availability, meeting your needs without the concern of unexpected additional charges.  Best regards, Shawn Bryan, CEO  Bryan Information Technology, LLC  Bryan Information Technology, LLC    Bryan Information Technology, LLC  INNOVATE. INTEGRATE. ELEVATE.  Proposal 2: Premium IT Services with Network Equipment Coverage  Bryan Information Technology, LLC 601 Airport Road, Suite 130 Sulphur Springs, Texas 75482 City of Mount Pleasant NI Madison Mount Pleasant, Texas 75455  Service Overview  We propose an all-inclusive IT service package enhanced with additional premium features, ensuring comprehensive coverage and: support for your organization's needs. This package is designed asa turnkey solution to provide complete peace of mind through advanced security measures, 24/7 support, and robust network equipment coverage. Byi integrating these premium elements, we aim to not only meet but exceed your current IT: service expectations, ensuring optimal performance and reliability.  Service Components  Includes everything in Proposal 1, PLUS the following enhancements:  1. 24/7 Emergency Support:  Full around-the-clock emergency support fory your entire network (including law enforcement), ensuringi immediate response to any issues, anytime.  2. Network Equipment Coverage:  Coverage for upt to! 51 locations, including all network switches and firewalls. This  encompasses: Uninterruptible Power Supplies (UPSs) Hubs Standard Gigabit Switches (including POE: switches) Next-Generation Firewalls VPN'servers    We will upgrade or replace End-of-Life (EOL) orf failing equipment as necessary at no  additional cost for the service or hardware.  3. Scalability Support: Financial Terms  Full support for all additional employees added during the life of this agreement.  Term Commitment: 24 months. Annual Rate: $237,600. Monthly Payment: $19,800.  Additional Benefits  Turnkey! Solution: Complete peace of mind with comprehensive coverage for all IT services and No Additional Costs: Fixed rate ensures there are no unexpected expenses for primary network Maximum Uptime: Our guarantee ofr network reliability through immediate support and proactive  network-related equipment, including new and existing employees.  equipment upgrades or replacements.  maintenance.  Conclusion  Our premium proposal not only enhances our comprehensive IT service package with added features for optimal performance and reliability but also secures your financial planning with a predictable, fixed cost structure. This complete solution covers alll IT: service-related needs without any hidden fees, ensuring maximum uptime and eliminating financial uncertainties associated with additional costs or downtime. This package was designed for peace of mind in both technology management and  budgeting. Best regards, Shawn Bryan, CEO Bryan Information' Technology, LLC  Bryan Information Technology, LLC  NNOVATE    E Bryan IT 601 AIrporT ROaas Sunle 1C Suphusarngs x  About Us:  Bryan ITis at trusted provider of comprehensive IT services, serving a wide variety of clients throughout Texas. With over 15 years ofe experience, we specialize in network management, cybersecurity, desktop support, Microsoft and Linux based server support, email administration, IT consulting and much more. Our skilled team is committed to delivering reliable and secure technology solutions tailored to our clients' unique needs.  Leaders:  Shawn Bryan-F President and CEO Seth Bryan-Vice President CathyB Bryan-Treasurer TiffanyB Bryan-Executive Secretary  David aretd-Chelechnoleg, Officer (CTO)  Technicians and Specialists:  Matt Shetler- -Tier 2T Technician, Hardware Specialist David. Janakes -Tier: 2Technician, Cybersecurity Specialist Keisten Morris -Tier: 2Technician, Network Specialist Jonathan Holladay- - Tier1 1 Manager and Technician  Kalon Branch - Tier 11 Technician Nathan Bryan -7 Tier 1 Technician Josiah MeGmaw-TeriTechnieian  Other Staff:    Katie McGraw-Receptionist, Office Manager Sarah Maxtfield-Marketing, Media  Over 15 Years of Trusted IT Support Across Texas:  Bryan IT has been proudly supporting counties throughout Texas for over 15 years, providing reliable and secure. IT services to a wide range of clients. Our expertise extends across local governments, law enforcement departments, medical professionals, and small businesses. With a focus on tailored solutions that meet the unique needs of each client, our long-standing partnerships reflect the trust and quality we bring to every project. Our deep experience in the field ensures that critical operations remain efficient and secure.  Service Level Agreements (SLAs) Based on the Type of System Supported Our SLAS vary depending on the type of system supported, and we guarantee the  following:  Critical Issues (Network Down):  Initial response within 30 minutes, resolution within 4 hours. High Priority Issues (Major Operational Impact): Initial response within 1 hour, resolution within 8 hours. Medium Priority Issues (Non-Criticat): Initial response within 2 hours, resolution within 24 hours. Low Priority Issues (Minor Requests):  Initial response within 4 hours, resolution within 3 business days.  We also guarantee 99.9% network uptime, excluding scheduled maintenance and  events beyond our control.  Issue Management/hesolution Tracking System  We utilize a state-of-the-art, industry-leading ticketing system to manage all customer service requests and incident reports. From the moment an issue is reported, it is logged and tracked throughout the entire resolution process, ensuring every step is documented and monitored. This system allows us to prioritize issues based on urgency and allocate the necessary resources for promptresponses and effective problem-solving.    Our platform also enables detailed reporting, giving clients full visibility into the status and progress of their requests. Clients can access updates at any time, ensuringt transparent communication and peace of mind. Additionally, our system facilitates secure and fast remote connectivity between our office and client locations, allowing for swift diagnostics and issue resolution without the need for on-site intervention in most cases.  Types of Services Offered (Even if Not Included int the Proposal)  While the proposal focuses on specific services tailored for the City of Mount Pleasant, Bryan IT offers a wide range of additional services, including but not limited to:  Managed IT Services Cloud Backup Solutions Network: Security and Monitoring Compliance Audits (CJIS, HIPAA, etc.) Disaster Recovery Planning Hardware and Software Procurement Software Engineering Web Hosting and Maintenance E-Mail Management  Office 365 Licensing/lenant Management Data Server Management  Data Server Migration Services (Windows and Linux) Network Infrastructure Management Cybersecurity Pen Testing Services Technology Budgeting Assistance  CyDersecurity Services (Risk Assessments, Incident Response)  ITConsultancy    Extended IT Team Support  Software Languages and Expertise  At Bryan IT, we offer extensive expertise in awide range of programming languages and technologies, including C, C++, Objective-C,evaSerpt. Visual Basic, Xojo, Assembly, Node.js, HTML5, PHP, MySQL, and AWS. With team members possessing deep technical skills and professional certifications such as A+, Network+, MCP, MCDST, and MOS, we are well-equipped to lead the development of innovative platforms across Windows, Linux,  and ioS environments.  Leveraging Long-Standing Partnerships and Vendor Expertise for Superior IT Solutions With over 15years in business, Bryan IT has cultivated strong relationships with numerous companies throughout Northeast Texas. Our deep familiarity with software and hardware vendors allows us to provide prompt, cost-effective solutions for our clients. We frequently collaborate with trusted providers like People's Communication (ISP), Tyler Technologies, i3 Public Sector, Dell, Lenovo, Microsoft, Duo, BitDefender and others, ensuring greliable and affordable options tailored to your needs. These connections enable us to streamline  services and deliver exceptional value in every project.  Remaining Answers to Specific Questions  Doyou provide Microsoft 365 services and licensing for email and Office A: We are able to provide Microsoft 365 services and licensing directly orwe can helpy you facilitate a direct relationship with Microsoft for licensing.  Applications?  Can you provide on-site support when needed and will there be additional costs A: Yes, we provide on-site support as needed, and all such services are included in Proposal 2 at no additional cost during the term of our agreement. Any additional charges will only apply to services outside the scope of the agreement and must be  associated with that?    approved by, your administration in writing (or via email) beforehand. For example, if you request a website build, which is not part of the agreement, we would discuss  and agree on any additional charges prior to proceeding.  What would be extra?  A:L Licensing for general operations, such as MicrosoftWindows, Microsoft Office, and other software, would be your responsibility to purchase and provide. Our provision for software in Proposal 2 includes antivirus, licensing on specific firewall devices (forr replacements), inventoryandi ticket tracking, as well as remote  connectivityl between ouri team and yours.  Doyoul have a remote monitoring and management system available? A:) Yes, we utilizei industry-standard, secure, and data-encrypted remote monitoring and management software. This system allows us to establish a secure connection between our location and yours, ensuring that all remote activities are handled with Istherei is at time-based requirement for how quickly the issue is worked on and A: Yes, our SLA: specifies clear response and resolution times based on the issue's  the highest level of security and confidentiality.  resolved? priority:  Critical Issues (Network Down): Response within 30 minutes, resolution High Priority Issues (Major Operational Impact): Response within 1 hour, Medium Priorityl Issues (Non-Critical): Response within 2 hours, resolution Low Priority Issues: Response within 4 hours, resolution within 3 business  within 4 hours.  resolutionwithin 8 hours. within 24 hours. days.  Full details are included in our SLA.  Letters of Recommendation  Below are letters of recommendation from at few of our current customers who promptly responded" to our requestj just at few days ago. These letters highlight the quality of our services and the strong, ongestandngrelationahps we've built with these organizations.    Titus County Sheriff'sOffice 3045. Van Buren, Mount Pleasant, TX 75455 (903)572-6641 nstonecottustkus To Whom It May Concern,  Itiswith great pleasure that we, at the' Titus County Sheriff's Office and" Titus County, offer our highest recommendation: for Bryan Information' Technology (formerlyl known as Kaybro Technology). Over more than a decade of collaboration, Bryan ITI has consistently delivered exceptional service, reliability, and an unwavering commitment tos supporting our needs. From the very beginning ofc our partnership, Bryan IT'st team! has proven to bel highly responsive, knowledgeable, and efficient. Theyl have provided tailored solutions that have significantly enhanced our operations, ensuring that our technology infrastructure: runs smoothly and securely. Whether its routine maintenance, troubleshooting, or large-scale system upgrades, Bryan ITI has Their services! have also been instrumental in maintaining the level of security and efficiency In addition to their technical proficiency, Bryan IT excels in communication. Their team has always been proactive and clear in their interactions with the Titus County Sheriff's Office, keeping usi informed of all necessary updates, changes, and system requirements. This level of communication: has been especially valuable during state audits. Bryan ITis always prepared for andits performed by the State ofTexas, including those related to the Texas Law Enforcement Teleommunic-ations: System (TLETS). Their thorough preparation and knowledge of compliance requirements ensure that we meet all state standards with case and confidençe. Wea are particularly impressed by their dedication to understanding our unique requirements and delivering solutions that exceed our expectations. Thej professionalism, reliability, and adaptability ofthet team have made Bryan Information' Technology an invaluable partner for the Fora any organization seeking a dependable, innovativel IT service provider, we wholeheartedly recommend! Bryan Information Technology. Their exceptional servicel has made al lasting positive impact on our operations, and wel look forward to continuing this successful partnership.  been trusted at every step.  requiredi in al law enforcement environment.  Titus County Sheriff's Office.  nos Ehluipat John! Livingston Chief Deputy    AJMASON Camp County. Judge  126Church Street, Rm 303 Pittsburg, Texas 75686  903-856-3845 903-856-2309(ax)  10-21-2024  RECOMMENDATION OF BRYANIT To Whom It May Concern,  lam writing to sharet thee experience Camp County has hady with Bryan It for the last foury years regarding ITs services. In: 2020 Camp County contracted with Bryan I, formerly Kaybro, for I services including desktops support, network management, server management, cybersecurity: and backups solutions. Without exception, Bryan I has exceeded expectations ina all areas oft their services offered. Perhaps most unique to a county IT network versus other business or governmental entities, ist the criminal and court systemi information system. Thei information int the Criminal. Justicel Information System (CIS) is highly regulated byt the Texas Department of Public Safety. Bryan I possesses not onlyt the necessaryo credentiais butt the ability to managet this area oft the CIS information and audits for Camp County ensuring Desktop: support is criticalf for staff to conduct the daily tasks for business to operate efficiently. Fromt the simple "my printer won'tprint" toi interfacing with they various software systems utilized! by Camp County, Bryan! Iish highlyr responsive: anda always resolves anyi issues that ariset timely. Usually, literally within Cybersecurityi is criticali int today'sITe environment. Bryan IT maintains al high cybersecurity: posture safeguarding public records that aret ther responsibility oft the county. The redundant physical and dloud storage: services provided arel held safe and provide backupi int thee event ofa cyber-attack or other To puti itverys simply, Bryan! Ii ist the easy button. As statede earlier, without exception, our expectations andr needs have beene exceeded ine everyi instance. Int thei interest of brevity, this letter can only accommodate: af fraction oft the: situations that are mader nonevents because oft thec customer service and capability of Bryan! IT. Peace ofr mindi isv valuable and Bryan m provides valuei ine everya area. Ifican answer anyo question or share any of our experiences, please contact me at any time.  compliance with DPS requirements.  minutes.  disaster.  Best, AJI Mason County Judge    Franklin County Auditor  Marla White 200N. Kafnans. Mi. Kernon, TX75457 baslahd-alaae Tel (903)537-8333 Far (903)537-8335 The Home alE Beautiful Lake Cypress Springs  Cina1912  October 21,2024 Attn: Seth Bryan  RE: Bryan Information Technology, LLC  Dear Sir,  Franklin County Commissioner's Court first approved a contract with Bryan IT August 13, 2018, effective, January 1, 2019. Bryan IT's customer service, billing department, expert IT knowledge, and quick response time to any problem we have encountered has Since 2018, the Commissioners' Court has approved two additional Ifyou have any further questions, please don't hesitate to call me at  been exceptional.  three-year contracts with Bryan IT.  903-537-8333. Thanks, Vhalllk Marla White Franklin County Auditor    RED RIVER COUNTY AUDITOR  CAMILLEHINES 200NWalnutStreet Clarksville, TX75426 (903)427-2131  October 21, 2024  RE: Bryan information Technology, LLC  Dear City of Mt Pleasant,  Red River Countywould like to extend this letter of recommendation for Bryan Information Technologies, LLC. They have worked with ust for over four years and we have neverhada complaint. Each employee of Bryan Iiveryknowledgeabie, helpful and considerate. Red River County highlyrecommends Bryan Information Technologies, LLCfora all of your IT needs. They have improved Red River County greatly and we hold them in high regards.  Thank) you, - - Camillel Hines Red River County, Texas County Auditor, CIO,PO  Contact Us:    Bryan ITI Headquarters 601 Airport Road, Suite 130 Sulphur Springs, Texas 75482 Phone: 903.689.3180 Email: info@bryentcorp.com Website: www.Dpyantcotp.com  MEET THE LEADERS  The Visionaries Behind Bryan IT  Att the core of Bryan information" Technology, LLC, isaf family-driven ethos that champions innovation, excellence, andau uniquely warm and rapid responsive: approach tol m: solutions. Weicomet to our dynamic team ofk leaders united byav vision that seamiessly blends technological expertise with genuine. personale engagement. Ourk leadership. each bringinga distinct skilis set andas shared enthusiasmf for thet techi industry, is committedt to but truly empowered with: superior ITS solutions tailored with care. Experience the Bryan I difference, where rapid response, proactive problem-  swiftly addressing our cliants' needs while nurturing at friendly ands supportive environment This solving, andah heartfelt commitment toc customer service forge an unparalleled experience int the I industry.  that businesses arer not merely supported  Shawn Bryan  Seth Bryan  Tiffany Bryan  David Maxfield  Unified Vision: The Collective Force Behind Bryan IT  ALt thec core of Bryan information' Technology. LLC. isal leadership team united byac commitment tot technological innovation, operational excellence. andt the deliveryo of unparalleled customer service. Together, thist formidablet team embodies the spirit of Bryan ma place wherei innovationis constant, solutions are bespoke, and relationships are built ons genuine respect andt transparency. Under their collective leadership, Bryan IT stands as abeacon ofe excellencei int thel IT industry, committed to elevating thet technologicals capabilities of our Clients and drivingf forward withi integrity,  innovation, anda anu unwavering! focus ond customer satisfaction.    X  Shawn Bryan Founder. President andcEO  Shawn Bryan, thes strategic and visionary leader behind Bryan I, embarked on his mj journey in: 2001, starting in: an essential role ata ani internet company before quickly ascending toi a pivotal position at" "Net Data Corporation,'a key software vendor for county government in northeast Texas. Thise early experience laid the groundwork for his deep-seated understanding oft the specific needs oft the publics sector and the critical interplay between technology and legislative requirements. In2 2008, armed with this invaluable insight anda a drive toi innovate, Shawn founded Kaybro Technologies, which would evolve into Bryan m. His leadership has been characterized bya keen strategic vision for Shawn's competitive spirit is matched by his commitment to providing value-driven, bespoke solutions tot his clients. Understanding the importance off fiscal prudence ini running a business. he expertly tailors technology solutions tof fita client's unique needs without overextending or compromising on quality. His approacht to client relations is rooted inc openness and transparency, values that have defined Bryan m's ethos from thes start. Shawn believes int building relationships based on mutual respect. hard work, and integrity- principlest that Under Shawn's leadership, Bryan! IT has set news standards for excellence andi innovation in the I sector, establishing a reputation among clients for unparalleled service: andi ingenuity. His commitment to elevating the company's offeringst throughs strategic partnerships, personalized client solutions, andt transparent business practices has cemented Bryan IT's reputation as al leader in providing technology solutions that genuinely meet the evolving needs oft their clients. Shawn's leadership: style isa reflection oft his personal values: genuine respect, unwavering integrity, anda a commitment toe excellence. These principles not only inspire his team but also resonate with every client and partner associated with Bryan I, creating a legacy oft trust and excellence that stands as the foundation oft the company.  partnerships, where mutual benefit is the cornerstone ofe every collaboration.  guide hisi interactions with clients and partners alike.  Seth Bryan Vice President  Seth Bryan stands as the dynamic force att the! heart of Bryan m, embodying the spirit ofi innovation that has driven the company from itse early days as Kaybro Technologies. From ay young age, Seth demonstrated remarkable technical prowess, assembling his first computer by the tender age of10-at testament tot his innate talent and curiosityi int the reaim oft technology. Vet, what trulys sets Seth aparti isr not just bis exceptional technical: abitities but his equally impressive interpersonal: skills. Ina ani industry oftens stereotyped for its focusonhardware over warmth, Seth breaks the mold with his charismatic ande engaging personality, making him not onlyt the backbone ofour technicaloperations Shawn Bryan, inr recognizing! Seth's unparalleled dedication and skill, entrusts him with the company's most critical technical decisions and leadership. Thist trust underscores Seth's indispensable role in Bryan I.V where his commitment to perfection is evident ine every projectand interaction. Seth's approach tol leadership ist not just about maintaining the highest ofs standards but innovating. integrating and elevating Seth Bryan is more thana a technical wizard: hei isay visionary leadery whose unique biend oft technical expertise and personal warmth has been instrumentall inc defining Bryan IT'ss success. His dedication toe excellence and his abilityt toi inspire those around him have made him an irreplaceable pillar ofc our company, embodying the very essence of what makes Bryan IT stand out in the tech industry  but also the welcoming face of Bryan IT.  them, ensuring that Bryan IT not only meets bute exceeds expectations: ate everyt turn.    Tiffany Bryan Executive Secretary  -  Tiffany Bryan's journey with Bryan m. alongside her husband! Shawn, has been marked by a steadfast dedication tot osteringanensionment where organizational. prowess andr meticulous: attention to detail arer notr merely operational toois but the means through which every client Her role transcends traditional: administrative duties, embodying the Bryon ITe ethos of personal touch, transparency.: and efficiency. Tiffany's ability toi intertwine professional acumen with genuine warmth transforms standard business interactions intor meaningful connections., setting a new benchmark for service excellence within the IT industry. Her commitment ensures that Bryan I'sculture: and client relationships are nurtured with thes same care, respect, and integrity that definet the Bryanf family values. Under Tiffany's watchful eye, Bryan ITs administrative: strategies and client engagement processes have evolved to prioritize personalized, client-centric solutions, reflecting her belief int thei importance oft building lasting relationships grounded in mutual trust and clear communication. This approach has not only solidified Bryan IT's reputation for reliability and bespoke service but has also playeda a crucial role int the companyscontinued: growth and: success. Ine everyt facet of her work, Tiffany Bryan represents the heart of Bryan IT, championinga culture where technology meets humanity. and where every client and partner ist treated as part oft the extended Bryan IT family. Her influencel isat testament tot the power ofc combining professional excellences with a personal touch, making her an indispensable pillar of Bryan  and partner feels uniquely valued and respected.  IT's leadership team.  David Maxfield  CTO  -  David Maxfield brings tol his role as Chief Technology Officer (CTO) at Bryan information Technology, LLC,awealth ofe experience andat track record ofi innovation int thet technology: sector. His deepe expertise spans across crucial domains ofs software and firmware engineering. making David's professional) journey is marked by significant achievements, including impactful tenures at CTI 4G Wireline Systemsa as a Senior Software/Firmware Engineer and L3 Communications. ast Lead Desktop Technician. These roles underscored his adeptness atr navigating the complexities of technology development: and system integration, laying the groundwork for his leadership: at Bryan. An expert in! languages and technologies such as C,C, Objective-C, JavaScript, Visual Basic, Xojo. Assembly, Nodejs, HTMLS, PHP, MySQL and AWS, David's skill seti ist boths vasta and deep. This technical proficiency, combined with a suite of professional certifications including A+, Network*, MCP. MCDST, and MOS, equips him tol lead the development ofi innovative platforms across Windows, Linux, and ios environments AsCTO, David's vision extends beyond the present, steering Bryan IT towards future horizons of technology innovation. He is committed to harnessing his comprenensive understanding ofs software development tof foster: a culture ofe excellence: and innovation. David's leadership not only drives our technology strategy forward buta also ensures our solutions are aligned with the evolving needs of our clients.David's role at Bryan IT transcends traditional technology management. Hei isar mentor anda ay visionary, inspiring his team top pusht thet boundaries of what's possible. Under his guidance, Bryani IT isp poised to continue its trajectory of growth, defining new standards in the IT industrya and delivering  himap pivotal architect of Bryan istechnological strategy.  solutions that not only meet but exceed the expectations oft those wes serve.    12/10/24, 2:35PM  Vendor Analytics  Project View Count 468 Vendor Funnel  a Followers Downloaders Applicants No Bids Submissions  26 46 7 0 2  Vendors Submitted  Vendor  Followed Downloaded  Applied  No Bid  5039351101 no@poncuccessicon A&LQuality Consulting, LLC. alsa@anqually.com ACS Consultancy Services ONe bomansper@acinoaycon Agilify LLC o No Reviews Pouremendepinuscon Aligned Government Services 0 -ypmente Brains Technology Solutions Inc nr@brainsts.com Bright Technologies LC GwmaedhypnsaswA nmnepen@wpentsopon BuzzClan LLC 04.6 gov@buzzclan.com  Bryan IT  ---  1/4    12/10/24, 2:35PM  Vendor Analytics  California Creative Solutions Inc. ovgcrsgobalech.com Communications: Advantage, Inc. setangcomaanayent Compu-Vision Consulting Inc. O p@compuvs.com Consultadd Inc escas@ronsuladcom DevCare Solutions Ltd No Rev artnka@oevcare.com E-solutions o No Reviews msp-sales@e-solutionsinc.com Encode inc o No Reviews avithe)a.gudla@encodeinc.com Enterprise Solutions, Inc. 03 sled@enterprisesolutioninc.com Felkam Inc conractis@lelkam.com Global Solutions Group, Inc. Or no@gcoasogyoup.com GovGuide p@yourgovgude.com Inclusive Strategies, LLC syencusvetraleyesco Infojini, Inc. 04.5 stalebids@inioniconsuling.com Kuinua Tech LLC ONol Reviews edmin@kunuatechorg Larsen & Toubro Limited Inc. andrea.maldonado@/ntecc.com Lewiston o0sir2313@gmal.com Malor & Company Inc o No Revi  pspcaurmeniopengmesayssR2aurringvendoranayis  2/4    12/10124,2:35PM  VendorAnalytics  anyp@maorompenycom Mobile Tech Solutions unter@mobiletechsolutions.co Mosby Ink LLC mosb/@mosèynk.com NASSCOMM CONSULTING, LLC rp@nasscomm.com NextGen IT Advisors omngenguowsoscon North America Procurement Cour notfications@napc.me Practical Solutions, Inc ONo Re proposals@ps4D.com Quiet credit solutions Iic no@tneguegroaple.com Rapisource LLC a/@rapisource.com Resultant, LLC 05 aisler@resutant.com SONDA USA INC o No Reviews snanleyne/@sonda.com SXT pad@sxt.in Smart Sand LLC  No Reviews a@amos.codes Softsages LLC o No Reviews p@sofsages.com Solomons International ONoRe apay@momonirton Source Management o No Revie temamgemam@cetstcon Storcom o No Reviews aMnphtp-@-toromnet  -----  3/4    12/10/24,2:35PM  Vendor Analytics  T.S.I.-VA, LLC o No Reviews sipckno/m@isiva.com THWilson Bonds nwponds@outook.com TRIGYN TECHNOLOGIES, INC. solctatons@ingyn.om UBEOIT atumer@ubeo.com Velocity Partners Group ned@apextech.t Visual  suabdaeris@gmal.con WebHawkx lechnologies ONoF aiza.tanzeem@webhawkx.com  bidnet gbs@bidnet.com  eGrove Systems Corporation o snoevgegrovesys.com  psipoourementopengomypoemmems.sarss2aureingvendoranayis  4/4    AGENDA ITEM REPORT Meeting: City Council - Dec 17 2024 Department: Administration  MP  City of  MOUNT PLEASANT Subject:  Consider Resolution 2024-20 Adopting the 2025 Personnel Policy Manual  Item Summary:  The City'sl last approved. Personnel Policy Manual was adopted by the Council in 2007. There have been changes to state and federal regulations requiring adding and updating the language in the manual in order to comply with these changes. In addition, with the turnover in director positions, City Managers, and Councils over the past 18 years, practices have changed affecting the language of standard policies. This updated Personnel Policy Manual will provide the City's employees with direction and management with the guidance needed to manage their departments and staff. Once approved,  employees at all levels will receive a comprehensive orientation to the new Manual.  Financial Impact:  There are no anticipated costs associated with this policy.  Recommendationls!:  Approve Resolution 2024-20 adopting the City's 2025 Personnel Policy Manual.  Attachments:  Resolution 2024-20 2025 Personnel Policy Manual Policy Revisions from 2007 to Current MP Personnel Policy Manual - FINAL-12-12-24    RESOLUTION 2024-20  A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF MOUNT PLEASANT, TEXAS, APPROVING AND AUTHORIZING THE ADOPTION OF  THE CITY'SUPDATED PERSONNEL POLICY MANUAL.  WHEREAS, the current City Personnel Policy Manual was adopted in 2007, and complete review and revision oft the City Personnel Policy Manual; and  WHEREAS, changes in state and federal regulations have changed and been added requiring a WHEREAS, City management and legal counsel have provided review and contributed to the  updated Personnel Policy Manual;  NOW THEREFORE, BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF  MOUNTI PLEASANT, TEXAS, AS FOLLOWS:  SECTION 1. That the findings and provisions set out in the preamble to this resolution are SECTION 2. The 2025 Personnel Policy Manual applies to all City of Mt. Pleasant full- and part-time, temporary and seasonal employees. All City employees are responsible for complying SECTION 3. That this resolution shall be effective immediately from and after its date of  hereby in all things approved and adopted.  with terms and conditions of the 2025 Personnel Policy Manual.  passage.  PASSED AND APPROVED BY THE CITY COUNCIL OF THE CITY OF MOUNT PLEASANI,TEXAS, ON THIS 17th DAY OF DECEMBER 2024.  APPROVED:  TRACY CRAIG, MAYOR  ATTEST:  CANDIAS WEBSTER, CITY SECRETARY    Policy Revisions from 2007 to Current:  The entire policy manual has been revised, updated, reformatted and the document has been reviewed by legal counsel throughout the review process. The language reflects current state and federal regulations, statutes and laws. The manual also addresses in policy form, practices that have been in place but not addressed in the 2007 manual and provides more guidance for  employees and supervisors. Significant Changes: Removed from the 2007 Manual:  Chapter2-Aflimmative. Action (written in 1980s) - Federal regulations included in the 2025 Chapters 17 Safety Policies and Procedures and 18 Basic Rules and Regulations - Basic safety policies are addressed in the 2025 Manual in Section 5. However, a detailed Safety Manual and Program using standards recommended by the Texas Municipal League Chapter 20-Purchasing Policy - This is a separate document being reviewed and updated  Manual address current hiring policies and practices.  Intergovernmental Risk Pool are in draft to be rolled out early in 2005.  by the Finance Department. Additions to 2025 Manual:  Section 3 - Work Hours and Compensation - addresses attendance expectations, pay for being on Section 4 - Employee Benefits: added the additional benefits offer to employees such as Short- Term Disability, Long-Term Disability, Pre-65 Retiree Insurance Benefits, Mental Health Leave Section 5 - General Employees Policies: added the Prohibited Technology Policy Section 6 - Hiring and Separation: better defined difference between "rehire" and  call or stand-by, longevity pay, education incentive pay and service awards.  reinstatement" in a re-employment status. state/federal laws for easy reference.  Section 8 State and Federal Laws Applicable to All Employees: provides one place for the  Appendix - Provides most used forms referenced within the policy manual    MP  City of  MOUNT PLEASANT  Personnel Policy Manual  January 2025    TABLE OF CONTENTS  CITY MANAGER LETTER/INTRODUCTION.  Acknowledgment of Receipt.. Section 1: General Provisions.  2 .3 3 3 3 3  1.1 Authority and Administrative Responsibility 1.3 Departmental Policies and Procedures  1.2 Policy Violations. 1.4 Amendments.  Section 2: Employment Information and Requirements  2.1 AtWill Employment. 2.2 Position Types Regular Full-time (RFT) Regular Part-time (RPT) Introductory Period Employee. Temporar/Seasonal Employee. 2.3 Employee Classification. Non-Exempt Employee Exempt Employee. 2.4 Nepotism (Employment of Relatives). 2.5 Promotion or Transfer. 2.6 Demotion.. 2.7 Personnel Records  5 5 5 6  2.8 Outside Secondary Employment. Section 3 - Work Hours and Compensation  3.1 Work Schedules. 3.2 Work Week  8 8 8 8 9 9  3.3 Work Period (Public Safety shift employees) 3.4 Attendance and Punctuality Scheduling Appointments and Time Off. Becoming III While at Work.    Excessive Tardiness or Absenteeism. Abuse of Sick Leave No Call/No Show.. 3.5 Breaks and Meals  9 9 9 10 10 .10 10 .11 .11 .11 11 11 11 11 12 12 12 .13 13 13 14 14 14 15 15 .15 .15 .16 .16 .16 16 iii  3.6 Inclement Weather and Emergency Closing 3.7 Overtime and Compensatory Time Non-exempt Employees. Exempt Employees Fire Shift Employees. Police Shift Employees Compensatory Time. 3.8 Pay Structure 3.9 Salary.  3.10 Paydays and Direct Deposit. 3.11 Performance Evaluations 3.12 Step Up Pay. 3.13 On Call and Stand-By Pay.  On Call Pay Public Works, Utilities, and Parks Department  Stand By Pay. 3.14 Incentive Pay 3.15L Longevity Pay 3.16 Service Award Pay. 3.17 Holiday Gift Pay. 3.18 Cell Phone Allowance Section 4 - Employee Benefits  4.1 Sick Leave Sick Leave Accrual Sick Leave Carryover. Requesting Sick Leave Verification. Holidays within Sick Leave. Extended Leave of Absence    4.2 Vacation Leave Vacation Leave Accrual Vacation Leave Carryover. Requesting Vacation Leave 4.3 Holidays 4.4 Religious Holidays 4.5 Bereavement Leave. 4.6 Military Leave. 4.7 Quarantine Leave  16 16 .17 .17 17 18 18 19 19 .19 .19 .19 20 20 20 20 .20 .21 .21 .21 .21 .21 .21 .22 22 .23 .23 .23 .23 .24 .24 .25  Continuation of Compensation and Benefits Request for Reimbursement Return from Paid Quarantine Leave. 4.8 Administrative Leave. 4.9 Jury and Court Services Leave. 4.10 Voting Leave. 4.11 Employee Benefit Plans. Medical and Dental Insurance. Life Insurance Short-Term Disability Long-Term Disability Voluntary Insurance Social Security and Medicare. Retirement Plan. Pre-65 Retiree Insurance Benefits 4.12 Workers' Compensation. Reporting and Injury. Failure to Report lIness/Injury. After Regular Business Hours. Workers' Compensation Temporary Income Benefits Salary Continuation Income Benefits Forfeiture of TIBs and Salary Continuation Income Benefits Family Medical Leave and Workers' Compensation,  iv    Return to Work. Duration of Leave..  25 .25 .25 26 .26 .26 .26 26 27 27 28 28 .28 28 .29 29 .29 .29 30 .30 .30 30 .30 .31 .31 .31 .32 34 34 .34 35 35 V  Paid Line of Duty Injury and Illness Leave for First Responders.  4.13 Temporary Modified Duty. Duration of Modified Duty Assignment. Conditions of Modified Duty Termination of Restricted Duty. 4.14 Mental Health Leave Return from Mental Health Leave 4.15 Employee Assistance Program. Section 5- General Employees Policies  5.1 Workplace Conduct.. Workplace Harassment. Sexual Harassment. Management Responsibility 5.2 Workplace Violence Prevention.. Reporting Procedure. 5.3 Firearms and Weapons. Weapons Banned Reporting Applicability Prohibitions  5.4 Substance Abuse and Testing  Prescription/Over-tne-Counter (OTC) Drug Use..  Employee Assistance Program (EAP) - Relating to Substance Abuse  Drug and Alcohol Tests. 5.5 Tobacco Free Workplace. 5.6 Appropriate Workplace Appearance Dress and Grooming 5.7 Employee Identification Badges. 5.8 Vehicle and Equipment Usage.    Maintenance of Current Licenses. Transport of Non-Employees  .35 .36 .36 37 .38 .38 38 38 .38 39 .39 39 .40 .40 40 40 41 41 .41 .42 .42 42 .42 .42 43 .43 .43 44 44 44 45 45  Accidents  5.9 Employee Safety and Risk Management Accident and Injury Reporting Accident and Injury Treatment 5.10 Cell Phone Usage. Personal Usage During Business Hours Prohibited While Driving. 5.11 Communication Acceptable Use. Prohibited Uses of Electronics User Responsibility Public Information User Privacy. Confidential Information Social Media.. 5.12 Prohibited Technology City-Owned or Leased Devices. Covered Application Exceptions. Personally Owned Devices 5.13 Training and Travel Authorization for Travel. Hotels/Motels. Meals Transportation.  Travel Expenses Not Reimbursable by the City 5.14 Arrest and Conviction While An Employee.  5.15 Conflict of Interest. 5.16 Gifts. 5.17 Solicitation..  5.18 Confidentiality of Information.  vi    Section 6 - Hiring and Separation  46 46 46 46 .46 46 47 47 47 47 47 .47 48 48 48 .48 .48 .48 .48 .48 49 49 50 50 50 50 .50 .51 .51 .51 51 .51  6.1 Hiring. 6.2 Hiring Freeze 6.3 Employment Separation. A. Non-Disciplinary Separation  Resignation Retirement. Layoffs. Re-employment. Reinstatement, Rehire.  B. Involuntary Separation. Job Abandonment Termination. 6.4 Separation Pay  Sick Leave Pay Upon Separation. Holiday Pay Upon Separation Vacation Leave Pay Upon Separation. Longevity Pay Upon Separation. Health Insurance After Separation 6.5 Return of City Property. 6.6 Exit Interview.  Section 7 - Disciplinary Action.. 7.1 Examples of Offenses 7.2 Disciplinary Procedures and Action Verbal Reprimand and Counseling. Written Reprimand. Performance Improvement Plan.. Administrative Leave (with or without pay)  Termination. 7.3 Grievances.  Grievance/Appeal Procedure  vii    Complaints of Discrimination.  .52 53 53 53 53 .54 54 .54 .54 .55 55 55 55 .56 .57 .58 .58 .58 .59 .59 .60 .60 61 61 62 62 63 64  Section 8: State and Federal Laws Applicable to All Employees. : 8.2 Consolidated Omnibus Budget Reconciliation Act (COBRA).  8.1 Break Time for Nursing Mothers 8.3 Equal Employment Opportunity Designation of EEO Coordinator Designation of ADA Coordinator. Requesting Reasonable Accommodations: Complaint Procedure 8.5 Fair Credit Reporting Act.. 8.6 Fair Labor Standards Act (FLSA). 8.7 Family Medical Leave Act. Service Member Family FMLA Leave Coverage and Eligibility. Intermittent or Reduced Leave. Use of Paid Leave.. Notification Requirements Medical and Military Certification. Effect on Benefits. Job Protection.  8.4 Americans With Disabilities Act (ADA) & Amendment Act (ADAAA).  Unlawful Actions and Enforcement of FMLA Rights  8.8 Health Insurance Portability and Accountability Act (HIPPA).  8.9 Whistleblower Protection Act 8.10 Drug Free Workplace Act.. 8.11 Immigration Law Compliance.  8.12 Paid Line of Duty Injury and IlIness Leave for First Responders.  Appendix.  viii    PAGE LEFT BLANK FOR CITY MANAGER LETTER/INTRODUCTION    Acknowledgment of Receipt  have received my copy of the City of Mount Pleasant Employee Personnel Policy Manual. lunderstand and agree that it is my responsibility to read, familiarize myself, and lunderstand and agree that nothing ini the Personnel Policy Manual creates, or is intended to create, a promise of or representation of continued employment, and that my employment at the City of Mount Pleasant is employment at-will. Employment may be  abide by the policies contained in the manual.  terminated at the will of either the City of Mount Pleasant or me.  Employee Signature  Date  2    Section 1: General Provisions  1.1 Authority and Administrative Responsibility  The personnel policies apply to and govern all employees oft the City. Members oft the City Council are not considered employees and are not covered under these policies and procedures. Any violation of any section of this policy manual may be subject to disciplinary action up to and  1.2 Policy Violations including termination of employment.  1.3 Departmental Policies and Procedures  In the interest of efficient operations and effective communication, departments may adopt specific written work policies and procedures specific to the operations of their department, after review by the Human Resources Director and approved by the City Manager. Department policies and procedures must comply with City-wide policies and be provided to departmental employees. The City Manager may change or amend these rules within statutory and charter limitations to the extent necessary to more effectively and efficiently promote the interest of the City.  1.4 Amendments  3    Section 2: Employment Information and  Requirements  City of Mount Pleasant employees are classified according to job classification, exemption status pursuant to the Fair Labor Standards Act (FLSA), the number of regularly scheduled work hours  per week, and the duration of the position for which they are employed.  2.1 At Will Employment  Employment with the City is at-will, meaning that employment may be terminated at any time, with or without notice, for any reason or no reason, by either the City or the employee. A written Offer of Employment letter may be provided to the potential employee providing the position title, hourly wage or salary, benefits, supervisor name and title, and proposed start date of employment. No verbal statements or promises made by anyone at the time of hire or thereafter contrary to this  policy are binding on the City in any manner.  Reference: TEX. LAB. CODE ANN. $21.051. Texas Labor Code $21.055  2.2 Position Types  Regular Full-time (RFT)  Regular Full-time employees are scheduled to work a full workweek (30 to 40 hours per week) or work period on a regular basis and have successfully completed an introductory period with the City. (Police and Fire personnel are subject to alternative work schedules.) Regular Part-time employees are scheduled to work less than a full workweek schedule or work period, but at least nineteen (19) hours per work week, on a regular basis and  Regular Part-time (RPT)  have successfully completed an introductory period with the City.  Introductory Period Employee  Employees who are newly hired, reemployed, promoted, or laterally transferred will serve a minimum of a six (6) month introductory period. This policy applies to full-time or part- At the end of this period, the supervisor shall complete a written evaluation documenting the employee's job performance with a recommendation determining continued employment or other action. Ift there is any concern regarding the employee's performance or behavior, this should be communicated in writing to the employee before the end of the  time employees. (Police and Fire - refer to departmental policies).  introductory period.  TemporarySeasonal Employee  Temporaty/seasona. employees' annual employment is six (6) months or less and for which the period of employment begins each calendar year in approximately the same time of the year, such as summer or winter, even if they are expected to work thirty (30)  or more hours per work week.  4    2.3 Employee Classification Non-Exempt Employee  An non-exempt employee occupies a position that is eligible for overtime pay and/or compensatory time under the provisions of the Fair Labor Standards Act.  Exempt Employee  An exempt employee occupies a position that is exempt from overtime pay and/or  compensatory time requirements of the Fair Labor Standards Act.  2.4 Nepotism (Employment of Relatives)  No person related within the second degree of affinity (marriage) or within the third degree of consanguinity (blood) to a City Councimember, the Mayor, the City Manager, or a department director may be appointed to any office, position, or other services of the City. This prohibition shall not apply, however, to any person who shall have been continuously employed by the City for a period of two (2) years prior to the election of the Mayor or Councilman or appointment of Relatives of all other employees (or members of the same household) within the second degree of marriage or within the third degree by blood may be employed by the City, as long as there is no direct supervisory relationship. The City Manager shall determine any conflicts of interest or Supervisors are prohibited from having a romantic relationship with subordinates. In the event persons who are already employed in the same department become married or cohabitate, continued employment shall not be approved if either spouse or person cohabitating is a supervisor over the other, or if the continued employment of both employees could create operational or management problems in that department. City employees will be required to notify Human Resources in the event they marry or cohabitate with a person of the same department. Ifat transfer to another department is required under City policy, and if no transfer is available,  the City Manager sO related to him.  exceptions.  one of the affected employees will be required to resign from employment.  Appendix A: Nepotism Chart 2.5 Promotion or Transfer  Promotions are position changes to a salary grade with a higher maximum salary. Qualified employees may apply for promotion to vacant positions when positions are advertised or posted. A lateral transfer is the assignment of an employee from one position to another position in the same salary range. Qualified employees may apply for transfers to vacant positions when the Employees accepting a promotion or transfer will be considered in an introductory period. An introductory period employee is not eligible for promotions or lateral transfers during an introductory period. Exceptions may be granted by the City Manager, when such a promotion or lateral transfer is in the best interest of the City. Reference Section 2.2 for details.  positions are advertised or posted.  5    2.6 Demotion and/or pay.  A demotion is a voluntary or involuntary reduction in an employee's) job title, salary classification, Supervisors and/or department directors may initiate an involuntary demotion of an employee to al lower grade classification due to recurring performance issues or specific position requirements that have not been met. Moving to a lower classification will cause the employee to receive a reduction inj pay. A written justification explaining the reason for the involuntary demotion must be  approved by the department director and the Human Resources Director.  2.7 Personnel Records  Employment records of all employees are maintained in individual employee folders electronically by the Human Resources Department. The files are City property and will contain documentation regarding aspects of the employee's service. Employees who are interested in inspecting their personnel file should contact the Human Resources Department. As long as there is sufficient notice, employees will not be denied inspection of their personnel file without legal justification. In order to maintain a current personnel folder on each employee, managers and supervisors shall submit to the Human Resources Department: a notification/copy of all action relating to employees under their supervision (e.g., commendations, reprimands, performance reviews, Inc order to ensure that employee records are maintained with current information, all employees are required to notify the Human Resources Department whenever there is a change in address, telephone number, or name. In addition, employees shall notify the Human Resources  Personnel Action Forms [PAFs), etc.).  Department whenever there are changes in: 1. individual to notify in case of emergency; 3. contact information (phone number, address, email);  2. marital status; 4. number of dependents; or 5. beneficiary designation. Appendix B: Personnel Action Form 2.8 Outside Secondary Employment  The City may approve outside employment, including sell-employment, sO long as it does not interfere with the value and performance of an employee's duties with the City and it does not create a conflict of interest or an appearance of a conflict of interest. Employment with the City Employees must notify and receive approval from their department director and the City Manager prior to securing outside employment. The department director or City Manager must be informed in writing of the outside employment, including the nature, location, and duties involved, by completing the Outside Employment Disclosure Form. This form must be completed within seven (7) days of hire, ori immediately, if outside employment occurs any time after employment.  will be a priority and take precedence over outside employment requirements.  6    Outside employment will not be approved if it conflicts with the employee's work hours for the City. The department director or City Manager may withdraw approval for outside employment if The eight (8) hours immediately prior to the beginning of City duty must be free of outside employment unless approved by the immediate department Director and City Manager, to allow Ane employee will not be covered by the City's workers' compensation insurance while working for another employer or while self-employed. This includes employees who volunteer to work in a similar capacity as their paid job duties with the City of Mount Pleasant, such as a volunteer Under no circumstances shall an employee on FMLA leave, sick leave, injury leave, or an unpaid leave of absence, engage in outside or sell-employment, as defined in this policy, unless expressly authorized in writing by the department director and the Human Resources Director. Mount Pleasant Police Department allows sworn personnel to engage in approved secondary employment opportunities within the gudelines/restnctions outlined ini the department policy and procedures. Fire Department shift personnel are not restricted from secondary, jobs on their days The City Manager and department directors are not permitted to seek or obtain outside employment that would directly interfere with or cause a conflict ofi interest with their employment  disruption to the employee's performance or the City's interest occurs.  employee adequate resting time prior to reporting for their City employment.  firefighter, EMT, paramedic, or security officer.  off.  with the City.  Appendix C: Outside Employment Disclosure Form  7    Section 3- Works Hours and Compensation  3.1 Work Schedules  Due to the nature of business provided by the City, work schedules vary. Regular full-time employees, with the exception of some Firefighters and Police Officers, have a regular work week of thirty (30) to forty (40) hours. Regular part-time employees work less than a full workweek schedule or work period, but at least nineteen (19) hours per work week. Seasonal and temporary employees work a varied schedule for a determined time period. The schedule is determined by Normal work hours in the various work units shall be set by the supervisor, with the approval of the department director. Consideration shall be given to shift requirements; seasonal conditions, special service needs, and other activities necessary to provide a continuity of public service. Occasionally, it may become necessary to deviate from the normal work hours due to changing work requirements. It is the responsibility of supervisors to prescribe work hours in such cases. Department directors may decide if flexible hours are appropriate for their department.  department directors based on the position and public service need.  3.2 Work Week  The workweek normally begins at 12:01 a.m. on Thursday and continues through midnight the following Wednesday, except for Firefighters. Generally, non-exempt City employees will work five (5), eight (8) hour days per week for a total of forty (40) hours per week, except where other arrangements have been specifically authorized by the appropriate department director and/or City Manager. Work hours may vary from department to department. Therefore, each department director shall have the responsibility for assigning work shifts necessary to insure adequate public services. Departments that do not operate during regular business hours shall be determined by  the department directors, with the City Manager's approval. 3.3 Work Period (Public Safety shift employees) on a rotation schedule over a twenty-eight (28) day period.  Firefighter shift employees are scheduled forty-eight (48) hours on and ninety-six (96) hours off, Patrol officers work twelve (12) hour shifts with days on/off rotating over a fourteen (14) day  period.  3.4 Attendance and Punctuality  Employees are required to be at their workstations in accordance with the established working hours for their respective departments. Supervisors are responsible for maintaining attendance and tardiness records on their employees. For pay and recordkeeping documentation, non- exempt employees shall document work time to reflect any absences during the work week in which the absences occur. It is the employee's responsibility to confirm their time records and to Employees who expect to be tardy or absent from duty for any reason shall notify their direct supervisor. Employees on extended absences are expected to keep their supervisor informed  verify the accuracy of all time recorded.  daily of their status, unless otherwise arranged or as required by law.  8    An employee who is absent from duty due to illness or injury may be required, at the discretion of the supervisor or Human Resources Department, to present a doctor's statement verifying that  the employee was ill or injured.  Scheduling Appointments and Time Off  Employees are expected to schedule appointments and other time off in advance in compliance of the written departmental procedure SO that there will be minimal disruption to the work areas. An employee who has failed to notify their supervisor of an absence  may be considered for voluntary termination. Becoming III While at Work  Except in emergency situations, employees who become ill, suffer an injury, or who have another reason for leaving during working hours shall request permission from their  immediate supervisor before leaving work. Excessive Tardiness or Absenteeism  Employees are required to be at work at the established starting time. Employees with excessive unscheduled time off or excessive tardiness should be counseled or disciplined by the supervisor. Excessive tardiness or absenteeism is grounds for disciplinary action.  Abuse of Sick Leave No Call/No Show  Abuse of sick leave may result ini immediate disciplinary action.  An employee who fails to show upi for scheduled work assignments without notice to their direct supervisor will be considered a' NoCall/NoShow." To the extent the employee fails to notify their direct supervisor of an absence for two (2) consecutive workdays, the employee will be considered to have voluntarily resigned without notice as of the close of  the second day. 3.5 Breaks and Meals  The time that the City requires or permits non-exempt employees to be on duty is considered hours worked. Only actual hours worked will be considered for the purpose of determining overtime for non-exempt employees. All paid leave, including, but not limited to, compensatory time, vacation, sick time, jury duty and bereavement leave will not be considered hours worked. Supervisors shall determine meal breaks; a thirty (30) minute or one (1) hour unpaid meal break shall be provided to all employees. However, work schedules and other job-related functions may necessitate variations in the scheduling and the duration of the meal break. Full-time employees are expected to take a meal break every workday. Meal periods must be at least thirty (30) minutes in duration, the employee must be completely relieved of all duties, and the employee Paid breaks may be granted as time permits and should be limited to 15 minutes, once in the first half of the work shift and once in the second half. Employees shall not combine two breaks into one, nor are they allowed to combine a work break with a meal break. Additionally, paid breaks  must be free to leave their duty post.  9    shall not be eliminated to permit employees to start late or leave early on a regular basis. Police  and Fire personnel should refer to their department policies. 3.6 Inclement Weather and Emergency Closing  The City Manager may determine that the City should close due to emergency or severe weather conditions. An emergency closing will be considered when the health, safety, and welfare of the public or City employees may be at risk or conditions do not allow the conduct of normal City operations. Under some circumstances, the City may remain open but with limited emergency  support staff only.  Emergency support staff include:  1. All uniformed Police and Fire personnel; 2. Designated Public Works employees; and  3. Any other employee notified on an ad hoc basis that due to the nature of the emergency, condition, or circumstances, they are expected to report to work or remain at work. Emergency support staff shall be paid for actual hours worked at one and a half (1.5) times the rate of pay for non-exempt employees when the City Manager determines that the City should Personnel who are unable to report to work when directed or when normal City operations commence, may use vacation, compensatory or unpaid leave for those hours absent. Overtime pay will be calculated at one and a half times the employee's regular rate of pay.  close.  3.7 Overtime and Compensatory Time  Non-exempt Employees  Itis the City's policy to compensate non-exempt employees for overtime in the form of payment, at the discretion of the department director. Non-exempt employees are compensated at one (1) and one-half (1.5) times their regular hourly rate for all hours Only hours actually worked in excess of forty (40) hours during any one week are eligible for overtime pay. All paid leave, including, but not limited to, vacation, sick time, jury duty and bereavement leave will not be considered hours worked. The need to work overtime  worked, in excess of forty (40) hours during any one workweek.  must be authorized and approved in advance by the supervisor.  Exempt Employees  Exempt employees are not eligible for overtime pay. The basic compensation of exempt employees is based on the amount of time necessary to complete the assigned functions and is not based upon a set number of hours per work week. Time worked in excess of forty (40) hours per work week is not eligible for compensation during the course of employment or upon termination. Exempt employees do not track work hours. Exempt employees will receive overtime when deployed as part of a State response such as the All Hazard Incident Management Team (AHIMIT) or Texas Intrastate Fire Mutual  Aid System (TIFMAS) for which the State will reimburse the City.  10    Portal-to-Portal Pay Personnel will be paid portal-to-portal pay anytime they are deployed as part of a State response such as AHMIT, TIFMAS, etc. for which the State  will reimburse the City. Fire Shift Employees  The work period for which the City calculates overtime hours for Fire Department shift firefighters will be not less than seven and not more than twenty-eight consecutive days. Eligible employees will receive overtime pay for any hours worked in excess of 212 hours  int the twenty-eight (28) day period. Police Shift Employees  The work period for which the City calculates overtime hours for the Police Department shift officers is after working eighty (80) hours during a fourteen (14) day time period. Police Officers have the option of selecting overtime pay or compensatory time and may  accrue up to forty (40) hours (maximum) of compensatory time.  Compensatory Time  Compensatory time is unavailable to all employees with the exception of Police Officers. Police Officers may accrue up to forty (40) hours of compensatory time. Compensatory time leave will be given within a reasonable amount of time, depending on staffing levels, so long as it is approved by the supervisor in advance. Accrued balances or compensatory Police Officers shall be compensated for such overtime by receiving compensatory time at a rate of one and one-half (1 %2) the number of overtime hours worked. If an employee is promoted to an exempt position, then accrued compensatory time will be paid out at the  time at the termination of employment must be paid to the employee.  rate of pay for the position held before the promotion.  3.8 Pay Structure  The City's classified pay plan structure is based on a combination of the relative rankings of each job and the compensation surveyllabor market analyses. Pay is grouped into common pay ranges  for jobs that have similar evaluation points.  3.9 Salary  Employees under the adopted pay plan structure enter the system at the minimum salary (or base pay). Employees may be hired at a salary level higher than the minimum salary only with the prior  approval of the City Manager.  3.10 Paydays and Direct Deposit  City of Mount Pleasant employees do not receive physical paychecks. New employees must sign up for direct deposit. Pay is deposited twenty-six (26) times a year, on a bi-weekly basis, every other Friday. Any questions or mistakes regarding paychecks must immediately be brought to the  attention of the supervisor or Human Resources Director in writing.  3.11 Performance Evaluations  The job performance of each employee shall be reviewed and evaluated by the employee's supervisor. The purpose of the review and evaluation is to help employees and supervisors  11    determine whether employees are performing at a satisfactory level, to identify areas of achievement and needed improvement, to establish performance objectives, and to provide management a decision-making tool regarding employee training needs and work assignments. Performance reviews are to be conducted annually. Performance reviews must be provided to the Human Resources Department upon their completion. Employees who do not meet a satisfactory job review (below proficiency rating) will be reevaluated quarterly until job performance is found to be satisfactory. Employees not receiving a satisfactory evaluation should be placed on a written performance improvement plan. Evaluations will also be conducted on new employees, or newly promoted employees, before the end of an introductory period.  3.12 Step Up Pay  Step Up Pay is to compensate an employee for assuming, on a temporary basis, the duties ofa higher-level supervisory position when that position requires the necessity of immediate decision making that cannot be deferred to another supervisor. Examples of temporary basis are, but not all inclusive of, extended FMLA leave, vacancies, extended vacation, injury leave, and military 1. First level supervisor positional (i.e., manager, supervisor, foreman) coverage must be fulfilled for a minimum of fourteen (14) workdays. Compensation adjustments will be retroactive to the start date of the temporary job assignment. A department director may elect to grant additional compensation, not to exceed five percent (5%) of the current hourly pay rate, to an employee for work performed on a temporary basis in an acting 2. Second tier and higher supervisory level positional coverage must be fulfilled for fourteen (14) workdays. Compensation adjustments will be retroactive to the start date of the temporary job assignment. The City Manager at his discretion, based on responsibilities, 3. Step Up Pay may only be approved for official supervisory ranks and the employee must  leave.  capacity.  will approve second tier compensation. significantly fulfill the role of that rank. 3.13 On Call and Stand-By Pay  On Call Pay Public Works, Utilities, and Parks Department  After regularly scheduled working hours, on-call employees in Public Works, Utilities, and Parks Departments are free to pursue personal activities, but must respond to a public service call back within one hour. Employees designated as on-call must be fit, both mentally and physically, to provide on-call services needed within the period required. Employees who are on-call must comply with the Substance Abuse and Testing policy. An employee is considered officially scheduled and designated as on-call only when approved by the supervisor in accordance with procedures established by the department and only for a specific period of time. Employees who are on-call are required to carry a cell phone at all times. A weekly stipend of one-hundred dollars ($100) per week will be provided to an on-call employee. When the on-call person is physically called back to work after their shift has ended, they will be paid for four hours, or the actual time worked, whichever is greater. Should the on-call person reach their regular forty (40) hours per  12    week, any additional hours within the pay week will be paid 1.5 times their normal hourly rate per hour. (Police and Fire shift personnel should refer to their department policies.)  Stand By Pay  Non-exempt employees that respond to a call will be compensated as follows. When non-exempt employees are physically called back to work after their shift has ended, they will be paid for four working hours or the actual time worked, whichever is greater. Compensation will be calculated  from portal to portal (i.e., home to work; work to home).  3.14 Incentive Pay  Full-time employees may be eligible to receive additional compensation for obtaining certifications, licenses, and education credentials for those designated by the department director as beneficial to their current position. Departments may not include certifications, licenses, or other educational programs for any employee if said certification, license, or educational degree program is a requirement oft the position held by that employee. Incentive pay amounts are subject toa annual budget considerations and are approved with the annual budget. Incentive pay may be changed or eliminated at any time. The City Manager and department directors are not eligible Employees who use bilingual skills (Spanish) in the course of performing their job duties may be eligible for additional compensation. The Incentive will be paid to employees whose position, as approved by the department director and Human Resources, requires a demonstrated knowledge and ability to communicate in Spanish where a specific need has been consistently identified. Although the Incentive is approved based on the employee's assigned job duties for their department, they must also be available to interpret or translate for other departments when needed, including at public or after-hour events. In such instances, the assistance to other departments cannot interfere with the employee's performance oft their duties for their department and a non-exempt employee may be entitled to overtime if it causes work outside of assigned hours. Human Resources will coordinate or implement an employee's bilingual test prior to An eligible employee shall only be paid for the highest level of certification held; not cumulative. Employees will be eligible to receive incentive pay for up to three certifications and the City will Itis the responsibility of the employee to notify his or her department of the current certification level and submit a copy of the certificate by the certifying agency. The department director will need to complete a Personnel Action Form and send it to the Human Resources Department.  for incentive or education pay.  approval.  cover the cost of three certification exams.  Details are outlined in the Incentive Pay Guidelines. Appendix D: Incentive Pay Guidelines 3.15 Longevity Pay  Allr regular full-time employees are eligible to begin receiving longevity pay when they have completed one (1) full year of employment. The Council will approve the accrual rate above the four dollars ($4) per year mandated by the state statute each fiscal year, upon approving the budget. The accrual rate will be applied per month for each full month of uninterrupted service,  13    not to exceed twenty-five (25) years. Payment will be paid in a lump sum during the month of November of each year. Applicable taxes and withholdings will apply. (Reference: Texas Local  Government Code; Title 5, Chapter 141; 141.032) 3.16 Service Award Pay  All regular full-time employees will receive a monetary service award for each five (5) years of service with the City, not to exceed twenty-five (25) years. These employees are recognized at the City's Annual Christmas Party. These awards are paid to employees after they reach each five (5) year tenure mark and provided to employees by direct deposit. The pay will be grossed up to account for the necessary taxes and TMRS deduction. These awards are not considered to be entitlements and funding for the awards are approved with the annual budget.  3.17 Holiday Gift Pay  All regular full-time and part-time employees will receive a net amount of $100.00, which will be grossed up to account for necessary taxes and TMRS deduction and will be direct deposited  into the employee's bank account. 3.18 Cell Phone Allowance  An employee may be given a cell phone allowance if the employee's position requires a considerable amount of time out of the office and it is important to the City that the employee can be accessible or the employee position requires that the employee be accessible outside of The employee must complete a Cell Phone Allowance Authorization form through the Human Resources Department and provide the wireless phone number to the City. The employee is responsible for the needed wireless equipment and the related cell plan service. The service must remain active while receiving the allowance. The allowance is not an entitlement and can be  business hours.  changed or withdrawn at any time.  Appendix E: Cell Phone Allowance Authorization Form  14    Section 4-1 Employee Benefits  4.1 Sick Leave  Regular full-time employees are eligible to earn sick leave. New employees are eligible to take sick leave after they have completed their first thirty (30) days of employment. Sick leave may be  granted for the following purposes:  1. Employee's personal injury or illness.  2. Necessary personal appointments for medical, dental, or vision examinations or 3. Exposure to a contagious disease which would jeopardize the health of others. 4. Iliness or injury of an immediate family member requiring the care of the employee or for the medical appointments for immediate family members. Immediate family members are defined as the employee'sspouse, child, sibling, or parent as defined by the Family and Medical Leave Act (FMLA) and/or as any family member residing in the employee's primary residence. If an employee needs to care for a family member for a serious health condition, the employee shall request leave  treatment.  under the FMLA. Appendix F: FML Request Form Sick Leave Accrual  Employees will be eligible for sick leave benefits either as time off with pay or as terminal pay in cases of separation from City employment (refer to section 6.4 for Separation Pay). Sick leave benefits will accrue biweekly with the date of employment. Each regular full-  time employee will accrue sick leave as follows:  Employee Classification Regular Full-Time Fire 24-hour Shift leave may be approved. Sick Leave Carryover  Number of Days/Shifts 12 days 6shifts  Hours Per Year 96 hours 144 hours  In the event that an employee does not have any accrued sick leave, accrued vacation  The maximum number of hours that may be accumulated and carried over to the following calendar year by regular full-time employees is 720 hours or ninety (90) days. For Fire 48- hour shift employees, a maximum of 22.5 shifts of unused sick leave may be carried over to the next calendar year. Employees may not carry over more than the maximum hours allowable for their tenure except by permission of the City Manager. Employees requesting too carry over more than the maximum hours allowable must submit their request to the Human Resources Department in writing with a copy of the request to their supervisor and Employees being transferred, promoted, or demoted shall retain accrued sick leave. Sick  department director.  leave is not transferable between employees.  15    Requesting Sick Leave  To receive compensation while absent on sick leave, employees shall notify their immediate supervisor prior to the start of their shift unless an emergency situation precludes such notice. The Human Resources Department will maintain official leave Employees who become ill or have a personal injury during the period of their vacation may request, in writing, that their vacation temporarily be terminated and their time charged to sick leave. Verification by a healthcare provider oft the illness or injury must be  records.  submitted along with the written request.  Verification  Employees may be required to submit a signed statement from a physician to verify their need to use sick leave and/or to release the employee to return to work. Employees who misrepresent their need to use sick leave or misuse or abuse the benefit will be subject to appropriate disciplinary action. An employee returning from a sick leave absence for his/her own illness/injury in excess of three (3) consecutive workdays can be required to submit a return-to-work release from the employee's doctor indicating release to full duty. A. department director may request, with the support of the Human Resources Department, satisfactory proof of illness/injury and/or a return-to-work release if the employee is on a performance improvement plan, or has an excessive number of unscheduled absences, or if the supervisor or director suspects fraud or misuse of sick Ifal holiday falls during an employee's absence due to illness or personal injury, the time will be considered holiday leave and the employee will not be charged for a sick day. Ifa an employee's absence exceeds five working days or an employee who works a forty- eight (48) hour shift is off three consecutive shifts, supervisors should report the absence to the Human Resources Department as the leave benefit may fall under the Family Medical Leave Act (FMLA) and/or if the employee will need a medical release to return to  leave.  Holidays within Sick Leave  Extended Leave of Absence  work. 4.2 Vacation Leave  Regular full-time employees are eligible to earn vacation leave. New employees are eligible to take vacation leave after they have completed their first thirty (30) days of employment.  Vacation Leave Accrual  Employees will be eligible for vacation leave benefits either as time off with pay or as separation pay in cases of separation from City employment (refer to section 6.4 for separation pay). Vacation leave benefits will accrue biweekly with the date of employment.  Each regular full-time employee will accrue vacation leave as follows:  16    Years of Continuous Service 11 through 2 years 31 through 10 years 11 years and above  Number of Days 10 days 15 days 20 days  Hours Per Year 80 hours 120 hours 160 hours Hours Per Year 288 hours 348 hours 408 hours  Each full-time firefighter will accrue vacation as follows*:  Years of Continuous Service 1t through 2 years 31 through 10 years 11 years and above eight (48) hour shifts Vacation Leave Carryover  Number of Shifts 12 shifts 14.5 shifts 17 shifts  *Holidays established int this section are included in vacation for firefighters that work forty-  The maximum number of hours that may be accumulated and carried over to the following calendar year by regular full-time employees with less than ten (10) years of service is 240 hours (360 hours for shift firefighters). For regular full-time employees with more than ten (10) years of service, a maximum of 320 hours (480 hours for shift firefighters) of unused vacation may be carried over to the next calendar year. Employees may not carry over more than the maximum hours allowable fori their tenure except by permission of the City Manager. Employees requesting to carry over more than the maximum hours allowable must submit their request to the Human Resources Department in writing with acopy of the request to their supervisor and department director, for the City Manager's Employees being transferred, promoted, or demoted shall retain accrued vacation leave.  final approval.  Vacation leave is not transferable between employees.  Requesting Vacation Leave  All employees are encouraged to take annual leave. All leave requests must be approved in advance by the department director, or their designee, by completing a Time Off Official holidays occurring during a vacation period shall not count as part of the vacation Should an employee become ill or injured during their scheduled vacation period, the employee may request to have the vacation time remaining on their vacation changed to sick leave. The employee must submit a doctor's or health care provider's verification of the illness or injury to their department director and to Human Resources for review and  Request Form.  leave for that employee.  approval.  Appendix G: Time Off Request Form  4.3 Holidays  The City of Mount Pleasant observes the following holidays for regular full-time employees:  17    New Year's Day Martin Luther King Day Presidents' Day Good Friday Memorial Day Juneteenth Independence Day (July 4t) Labor Day Columbus Day Veterans Day  Thanksgiving Day & Friday after Thanksgiving Christmas Eve & Christmas Day  Holidays falling on a weekend will be taken on the closest regular workday: Friday if on Saturday and Monday ifon Sunday. Holidays are not considered as time worked when considering overtime calculations for employees who do NOT work the holiday. Holidays not worked will be paid at Holidays established in this section are included in vacation for firefighters that work forty-eight Regular non-exempt full-time employees shall receive holiday pay equivalent to a standard eight (8) hour or maximum of twelve (12) hour workday. Regular non-exempt employees required to work on holidays will be paid a holiday premium pay at one and a half (1.5) times base pay for the hours worked up to a maximum of twelve (12) hours in addition to being paid for the holiday. Non-administrative Police Department employees required to work a holiday will receive the same holiday pay compensation for working the actual holiday, not the City designated holiday. Holidays falling during an employee's scheduled vacation are considered holiday leave and the An employee who is on Family Medical Leave, Workers' Compensation, or Military Leave will be paid for the holiday only if the employee would otherwise have been eligible for holiday pay.  regular time.  (48) hour shifts in Section 4.2.  employee is not charged vacation time for that day.  4.4 Religious Holidays  Employees requesting time off with notice to observe religious holidays not officially observed by the City will be allowed to do sO using by scheduling vacation time, compensatory time, or leave  without pay.  4.5 Bereavement Leave  Bereavement leave with pay may be granted by a department director to an employee, who has completed one (1) year of service, for absence from duty because of the death in the employee's immediate or extended family (husband, wife, son, daughter, mother, father, brother, sister, grandparent, grandchild, mother-in-law, father-in-law, brother-in-law, sister-in-law, daughter-in-  18    law, son-in-law, grandparent-in-law, grandchild, aunt, uncle, niece, nephew). Employees may be requested to provide a copy of the obituary or pamphlet provided at the services. No more than forty-eight (48) hours may be used for bereavement leave within a calendar year. Ifan employee's forty-eight (48) hours have been utilized, the employee must use accrued vacation time, compensatory time, or leave without pay. Bereavement leave with pay for Fire Department personnel assigned to work a forty-eight (48) hour shift may be granted for a period An employee's sick leave may be used for a second death, within the same calendar year, of an immediate or extended family as herein defined, up to an additional forty (40) hours.  not exceeding seventy-two (72) hours for absence from duty.  4.6 Military Leave  A full-time (40 hour per week) employee who is called to active duty or authorized training is entitled to a leave of absence of fifteen (15). workdays in a federal fiscal year (October 1 - September 30) without loss of pay or benefits. The fifteen (15) days do not have to be consecutive. Ifal holiday occurs while an employee is on military leave, the employee receives holiday pay and the holiday pay is not counted against the fifteen (15) workdays. Unused leave carries over toi the next federal fiscal year, but the total amount must not exceed forty-five (45) workdays. After exhausting the fifteen (15) workdays, the employee may use applicable accrued paid leave or be placed on a leave without pay status, in which the City would follow. appropriate state and  federal laws.  4.7 Quarantine Leave  All eligible employees (full-time firefighters and police officers) required by the City to quarantine or isolate due to a possible or known exposure to a communicable disease while on duty will be entitled to Paid Quarantine Leave. The quarantine or isolation under this policy must be ordered  by the department director, City Manager, or the City's Health Authority. Continuation of Compensation and Benefits  The City will not reduce the employee's compensation, sick leave balance, vacation leave balance, or any other paid leave balance in connection with paid quarantine leave taken in accordance with this policy. The employee's leave accrual, retirement benefits, and health benefits shall continue through the duration of paid quarantine leave. First responders shall be entitled to reimbursement for reasonable costs related to the quarantine, including lodging, medical, and transportation costs. First responders seeking reimbursement for these costs shall provide documentation supporting any request for Following use of paid quarantine leave, the City may require the employee to submit a release to return-to-work from the employee's physician, depending on current regulations  Request for Reimbursement  reimbursement.  Return from Paid Quarantine Leave of the City's Health Authority.  Reference: Texas Local Government Code 180.009  19    4.8 Administrative Leave  Employees may be granted or placed on an administrative leave of absence with, or without, pay forj justifiable reasons. All administrative leave requests must have the approval oft the employee's  department director, the Human Resources Director, and the City Manager.  4.9 Jury and Court Services Leave  Any full-time employee who is summoned to serve on a jury or appear as a witness on behalf of the City shall be permitted to be absent from work with pay for the time actually required by such Regular full-time and regular part-time employees who are summoned for jury duty must provide their supervisor with a copy of the jury duty summons and keep the supervisor informed of the Employees serving on jury duty continue to receive their salaries. Any money paid to employees for jury duty may be retained by the employees. It is expected that employees will work their normal working hours during any time that they are not required to serve as jurors. Time off for jury duty is not included in hours worked for the purpose of computing overtime unless the jury This provision does not apply to court appearances in a personal matter of the individual (divorce, liability suit, etc.) either as a defendant, plaintiff, or witness. A summons or subpoena to appear as a witness in a criminal matter, or like circumstance, in which the employee is not party to the Police Department employees will refer to MPPD policy for additional guidelines regarding court  duty or appearance.  jury duty status.  duty was due to a summons to appear as a witness on behalf of the City.  litigation, may also be considered to fall under these provisions.  appearances and compensation. 4.10 Voting Leave  As required by law, the City is required to provide all employees with paid time off to vote if the employee does not have time outside their scheduled work hours in which to vote while polls are open. Employees shall be granted sufficient absence with pay, when necessary, to vote in an  official election.  4.11 Employee Benefit Plans  Eligible employees may participate in group health insurance and any employee welfare benefit plan(s). The specific terms and conditions are subject to change with or without prior notice.  Medical and Dental Insurance  All regular full-time employees are covered by medical and dental insurance upon completion of thirty (30) days of employment. Insurance coverage begins on the first of the month following completion oft thirty (30) days. This insurance provides for payment of hospitalization, major medical expenses, and dental expenses up to limits of policy for illness and accidental injuries off the job. The employee costs for participation in benefits coverage programs are paid through payroll deductions from employees' wages. Detailed benefits information is provided to employees as they become eligible for benefits, and  20    the Human Resources Department can provide additional information. Coverage for other  family members is available by payroll deductions.  Life Insurance  The City provides group life insurance coverage for all regular full-time employees after being employed for thirty (30) days. Insurance coverage begins on the first of the month following completion of thirty (30) days; the cost of providing this insurance to employees is paid by the City. Additional coverage is available toi the employee at their costs. Benefits coverage programs are paid through payroll deductions from employees' wages. Detailed benefits information is provided to employees as they become eligible for benefits, and  the Human Resources Department can provide additional information.  Short-Term Disability  A voluntary short-term disability (STD) benefit is offered on a post-tax basis and paid by the employee. Employees who are unable to perform the duties of their own job due to an accident or illness, may be approved for STD benefits based on their medical condition, their physician's directive, and approved by insurance company.  Long-Term Disability  The employee costs for participation in benefits coverage programs are paid by the City. Detailed benefits information is provided to employees as they become eligible for long- term disability benefits, and the Human Resources Department can provide additional  information. Voluntary Insurance contribute to these plans. Social Security and Medicare (FICA) and in accordance with federal law.  Other programs available through payroll deduction include supplemental life, deferred compensation, short-term disability, and vision. The City does not sponsor, endorse, or  All employees of the City are covered under the Federal Insurance Contributions Aid  Retirement Plan  The City offers a retirement plan through the Texas Municipal Retirement System. Participation in this system is required for all regular full-time employees and part-time employees who work a minimum of 1,000 hours per year. Enrollment into this system shall The City's TMRS plan requires a contribution (made by means of bi-weekly payroll deductions) equal to seven percent of the salary of each full-time City employee. The Retirement benefits are computed on an actuarial basis and vary with age, length of service, amount of salary or wages and type of annuity selected by the retiring employee.  be administered by Human Resources at the time of hire.  City matches employee contributions on a 2:1 ratio.  The plan provides for retirement on the following basis:  21    1. Completion of twenty (20) years of service, regardless of age; or upon attaining 2. Vesting is defined as retirement rights after the completion of five (5) years of 3. There are provisions for a disability retirement under TMRS with no minimum length of service or age required, and the cause of the disability can either be duty  age sixty (60) and provided the employee is vested.  service.  related or non-duty related..  For detailed information about TMRS benefits, including benefit estimates, may be  obtained at www.tmrs.com or by calling TMRS at (800) 924-8677.  Pre-65 Retiree Insurance Benefits at the age of sixty-five (65):  Any employee who meets the following criteria is eligible for Pre-65 Retiree Insurance and may remain on the City's group health insurance plan until they are eligible for Medicare 1. Employed with the City for twenty (20) continuous or cumulative years, and 2. Age sixty (60), but has not yet reached the age of sixty-five (65), and 3. Covered under the City's health care plan (medical, dental and/or vision) at the 4. Eligible to retire under the provisions of the Texas Municipal Retirement System 5. Initiates their retirement with TMRS upon their termination of employment with the The City and the employee will continue to pay their portion of the Employee Only Premium. Coverage will terminate at the time the retiring employee becomes Medicare eligible or if the retiring employee engages in alternate employment with eligibility for Ifthe retiring employee wishes to continue to cover their dependents they have enrolled int the plan at the time of retirement, the employee will pay the full premium for dependent coverage. Dependent coverage will end att the time the retiring employee reaches the age of sixty-five (65) or the retiring employee becomes eligible under another employer's Employees who retire with the City but engage in employment elsewhere and are eligible for healthcare benefits with that employer are not eligible to participate in the City's Pre-  time of their retirement, and (TMRS), and City.  healthcare coverage.  healthcare plan.  65 Retiree Insurance program. 4.12 Workers' Compensation  All regular, temporary, seasonal, or part-time city employees who are injured in the course and scope of their employment while on duty with the City are afforded the protections guaranteed by The City will investigate all work-related accidents or incidents that result in or could potentially have resulted in injury, illness, or property damage. Human Resources is responsible for  the workers' compensation laws of the State of Texas.  administering the City's Worker's Compensation program.  22    Reporting and Injury  Employees who are injured on the job should immediately notify their supervisor or department director. The supervisor or department director will notify the Human Resources Department as soon as possible, but not later than the next business day. An Accdeninuyinccen: Investigation Report should be completed not later than the next business day after the injury. If the employee is unable to complete the Report due to the injury or fails to complete the report, the supervisor must complete it on the employee's behalf. The completed Report must be forwarded to the Human Resources Department immediately in order that the workers' compensation insurance provider is notified. All injuries that occur on the job must be reported, no matter how minor. If the employee sustains an acute injury or death, the department director and the Human Resources Director must be contacted immediately, or as soon as practicable, after emergency  personnel are called to the scene. Failure to Report Iliness/Injury  Failure to timely submit a report may result in the claim being denied and/or salary continuation benefits being denied. Any injury reported thirty (30) or more days after the date of the incident will be denied by the insurance carrier unless extreme circumstances can be proven. Failure to properly report an injury within thirty (30) days may also relieve  the City and the City's insurance carrier of liability. After Regular Business Hours  An employee that is injured outside of regular business hours should go to the nearest facility that accepts workers' compensation. Contact should be made with the department director and Human Resources Director immediately if an employee is seriously injured. Eligibility for workers' compensation temporary income benefits (TIBs) payments does not begin until the eighth (8th) calendar day of absence due to on-the-job injury. The first seven (7) calendar days will be paid as regular wages from the employee's sick leave bank, or if the employee does not have a sick bank balance, then time may come from their vacation leave bank. If the employee does not have any accrued sick or vacation, then the first seven (7) calendar days will be unpaid leave. If the absence lasts for eight (8) calendar days or more, the employee is compensated through TMLIRP. Once an employee is off work eight (8) calendar days, including partial days, weekends and holidays, the employee becomes eligible for temporary income benefits as required by the TWCA. TIBs are approximately 70% of an employee's pre-injury average wage during the previous thirteen (13) weeks. This includes any overtime and/or other specialty Ift the employee suffers an illness or injury such that it is immediately evident, they will not be able to return to work for an extended period of time (eight (8) days or more), then the City's insurance carrier will be notified and TIBs may be immediately available.  Workers' Compensation Temporary Income Benefits  pay the employee received during this thirteen (13) week period.  23    TIBS end when:  A health care provider determines that no further healing or recovery from the employee's injury can be expected (maximum medical improvement), The employee is able to earn the average income, as reported by the City, the employee received prior to the injury/illness each week (average weekly wage), or The employee reaches the end of the above stated TIBs benefits period, which is 104 weeks after the employee's eighth day of work-related disability.  Salary Continuation Income Benefits  For an employee to receive salary continuation income benefits:  1. The employee must seek care through a TMLIRP approved provider (PSWCA) as 2. The injury must not have been caused by the employee's failure to comply with the City's Safety policies or was otherwise negligent in the care of the performance of  described above, and their duties.  Ift the employee is eligible for salary continuation, the employee will receive their full regular pay from the City, and report to TMLIRP that TIBs payments are satisfied in this manner. This salary continuation pay will continue up to 180 days or until the employee is released to a modified/light duty status or to back to full duty. Vacation and sick leave will continue toa accrue, insurance premiums will continue to be deducted, and TMRS contributions will If the employee is not able to return to regular duty or is unable to work temporary modified/light duty after the 180 days, then the salary continuation benefits may be discontinued. In that event, the employee will continue to receive the TIBs from TMLIRP. However, benefit accruals, deductions, and payments for insurance may be disrupted. Any extension of the salary continuation income benefits must be approved by the City Manager and will consider the improvement of the employee's injury and the expected  still be made.  return to full duty.  Forfeiture of TIBs and Salary Continuation Income Benefits  An injured employee shall forfeit all rights to TIBS, salary continuation income benefits, and may be subject to disciplinary action under any oft the following circumstances:  1. Engages in any other work for pay while receiving TIBS.  2. Refuses to submit TIBS check.  3. Engages in activities not authorized by the attending physician or fails /r refuses to comply with the attending physicians' instructions or advice regarding the injured 4. Fails to report any income (other than workers' compensation benefits they may 5. Fails to act in a manner conducive to recovery after illness or injury. 6. Refuses to perform work authorized by the attending physician. 7. Repeatedly fails to keep medical appointments.  condition.  ber receiving) to the insurance carrier.  24    8. Refuses to accept or perform a different job which is within the employee's physical  capacity to perform, as specified byt the attending physician; or  9. Falsifies any part of the report of injury claim. Family Medical Leave and Workers' Compensation  Family Medical Leave (FMLA). and workers' compensation leave will run concurrently, provided that the employee is eligible for FMLA, the reason for the absence is due to a qualifying serious illness or injury, and the City properly notifies the employee in writing that the leave will be counted as FMLA leave. See Section 81 for details. All employees must return to work after approval of either the employees' attending physician or an independent physician paid by the City. Failure to return to work when directed will be deemed a voluntary resignation by the employee, unless otherwise At the time of final release or settlement of a workers' compensation claim, the City will review with the medical provider and evaluate the employee's physical condition to determine whether he or she can perform the essential functions of the job previously The maximum duration of injury leave for employees is six (6) months (180 calendar days) unless an extension is expressly authorized by the City Manager. Extensions by the City Once the employee has been given a complete doctor's release, the employee may be reinstated in their former position, if it is still available. However, if the position has been filled, the employee may apply for an open position as long as the employee meets the Paid Line of Duty Injury and Illness Leave for First Responders In addition to the City's current Workers' Compensation policy, public safety employees will have the following additional benefits as part oft the policy in accordance with Chapter 177A of Texas Local Government Code and Section 8.12 of this policy. 1. Ai firefighter or police officer with an illness or injury related to the employee's line of duty is eligible for paid leave. The leave is with full pay for a period commensurate with the nature of the line of duty illness or injury. If necessary, the 2. Ifable, firefighters, police officers, or emergency medical services personnel may return to light duty while recovering from a temporary disability. If medically necessary, the light duty assignment may continue for at least one year from the  Return to Work  provided by law or by these policies.  held.  Duration of Leave  Manager may be authorized in no more than three-month intervals.  position's minimum requirements.  City shall continue the leave for at least one year.  injury.  After recovery, public safety personnel can be reinstated at the same rank and with the same seniority, provided they can perform the essential functions of the position with or  without reasonable accommodation.  Relerences/Citations  ntips/www.d.lexasowwcacldocumentsact86pdf  25    thsoslesasgowempbyenghsnn 4.13 Temporary Modified Duty  Ar regular or part-time employee with an illness, injury, or medical condition that prevents the employee from performing the full duties of their job classification may be eligible for temporary modified duty. Temporary modified duty assignments are not guaranteed. The department director in consultation with the Human Resources Department will verify whether there is a Ar modified duty assignment shall not be permanently created to accommodate an ill or injured employee. However, when special needs exist requiring staff time, such temporary or modified  modified duty assignment available within the employee's restrictions. duty assignments may be considered for the ill or injured employee.  Duration of Modified Duty Assignment  All modified duty positions are temporary in nature, subject to the availability of productive work assignments, and shall not exceed twelve (12) weeks in length from the date of initial assignment. Exceptions for public safety personnel can be made in accordance with the An employee may request in writing an additional twelve (12) weeks of modified/light duty when the employee's medical provider indicates the employee's illness, injury, or medical condition requires additional recovery time. The City Manager may approve twelve (12) weeks of additional restricted duty when there is a documented medical need and meaningful restricted duty work available for the employee to perform. An employee is not eligible for more than twenty-four (24) weeks of restricted duty in any twelve (12) month  State of Texas laws see: section 4.12.  period.  Conditions of Modified Duty  An employee working in a modified duty assignment is subject to all city policies and regulations and is subject to corrective action by the employee's supervisor. Those on temporary or modified duty may have their duty shift hours adjusted to normal business The employee must present to the Human Resources Department and the employee's supervisor monthly progress reports, or after each doctor's visit, whichever is more  hours at the discretion of the department director.  frequent with the expected date to return to work full duty.  Termination of Restricted Duty time and for any reason. 4.14 Mental Health Leave  The City may terminate or amend an employee's modified duty work assignment at any  A police officer, telecommunicator, or fire-fighter employed with the City of Mount Pleasant may take mental health leave if the officer, telecommunicator, or firefighter has been directly involved in the response or investigation of a traumatic event, as defined by the Texas Government Code  614, Subchapter A-1 Mental Health Leave.  26    A police officer, telecommunicator, or fire-fighter may request up to forty-eight (48) hours of paid leave, per traumatic event, under this policy following a traumatic event. During mental health leave, the police officer, telecommunicator, or fire-fighter will not face a reduction in salary or other compensation and benefits, including leave accrual. Paid mental health leave requests will be approved at the discretion of the department director in consultation with the Human Resources  Department.  Return from Mental Health Leave  Following use of mental health leave, a police officer, telecommunicator, or fire-fighter shall return promptly to duty on their next scheduled shift. Employees seeking mental health leave in addition to the department approved forty-eight (48) hours must submit documentation supporting the request toi the Human Resources Department. If more than forty-eight (48) hours of Mental Health Leave is needed, documentation from the treating mental health provider or counselor must be submitted to the Human Resources Department. Priort to returning to work, the appropriate return-to-work documentation from the mental health provider must be submitted to the department director and Human Resources. Additionally, the City may require a psychological examination by a mental health professional of the City's choosing, to determine fitness for duty and as otherwise  permitted by applicable laws. 4.15 Employee Assistance Program  The Employee Assistance Program (EAP) offers confidential, short-term counseling from licensed professional counselors to all employees and their immediate family members for a full range of personal issues and achieving a healthy work/life balance across the life span. The EAP  offers:  An in-house team of Master's level EAP professionals who are available 24/7/365 to  provide individual assessments.  Customer service from a team dedicated to ongoing training and education in employee assistance matters; and Access to subject matter experts in the field of EAP service delivery.  An employee can be referred to the EAP in three ways: Self-Referral, Informal Supervisory  Referral, or a Formal Supervisory Referral. Employees are provided:  Three calls per year (per household) with in-house Master's level EAP professionals, who will provide the caller with community resources. Telephone support is available in more than 120 languages. Online submission forms available for EAP service requests.  Additional community resources or possible counseling options come at the expense  oft the employee.  The EAP services are provided by Mutual of Omaha and employees may contact them directly  at: mutialdomahaconveap  1-800-316-2796  27    Section 5- General Employees Policies  5.1 Workplace Conduct  The City of Mount Pleasant expects employees to conduct themselves in a professional. manner ata allt times and understand that their behavior may project negatively ont the City while conducting business on behalf of the City, wearing a uniform or apparel displaying the City's logo, traveling  on a City-sponsored trip or identifying themselves as employed by the City.  Workplace Harassment  The City of Mount Pleasant is committed to maintaining a work environment free from unlawful discrimination and harassment for all employees. This policy includes, but is not limited to, harassment on the basis of race, national origin, religion, color, sex (including sexual orientation, gender identity, or pregnancy), age, disability, genetic information, or  any other characteristic protected by law.  Definition  Harassment is defined as unwelcome conduct that has the intent or effect of unreasonably interfering with an individual's or group's work performance or that creates an intimidating, hostile, or offensive work environment or where enduring Any employee who feels harassed under this policy should file a complaint in writing to their supervisor, department director, or with the Human Resources Director. Employees will not be required to follow any "chain of command" designation when reporting harassment, but may contact a supervisor oft their own choosing, including the City Manager. Retaliation against employees who bring harassment charges or assist in investigations of charges is prohibited. See  the conduct becomes a condition of continued employment.  Complaints  Section 8.9. Sexual Harassment  The City of Mount Pleasant is committed to maintaining a work environment free from sexual harassment for all employees. Business decisions regarding employment, transfers, promotions, terminations, or any other conditions of employment based on an employee's submission to conduct of a sexual nature will not be tolerated.  Definition  Sexual harassment is defined as unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature when: 1. Submission to such conduct is made a term or condition of employment, whether expressed in explicit ori implicit terms. 2. Submission to or rejection of such conduct by the recipient is used as the basis of employment decisions affecting the recipient; or 3. Such conduct has the purpose or effect of:  a. unreasonably interfering with an employee's job performance; or b. creating an intimidating, hostile, or offensive work environment.  28    Sexual harassment undermines employment relationships by creating an Retaliating or discriminating against an employee for complaining about sexual  intimidating, hostile, or offensive work environment. harassment is prohibited. See Section 8.9.  All complaints of sexual harassment should be confidential.  Management Responsibility  Inf fulfilling their obligation to maintain as safe and productive work environment, supervisors are expected to immediately report all reported and suspected occurrences of harassment, including sexual harassment, to the Human Resources Director sO those concerns may be investigated and disciplinary action can be taken, if necessary. City management and supervisory employees are required to communicate to employees that all forms of harassment are expressly prohibited and that City management will conduct a prompt and thorough investigation, in as confidential manner as possible, of all  reported and suspected occurrences of workplace harassment.  5.2 Workplace Violence  The City of Mount Pleasant has a zero-tolerance policy with respect to workplace violence. The City will not tolerate the threat of violence by any of its employees, customers, the general public, and/or anyone who conducts business with the City, even if intended as non-threatening. It is the intent of the City to provide a workplace free from intimidation, threats, or violent acts of any nature. Workplace violence includes, but is not limited to verbal abuse, harassment, threats, physical attack, or popenydmega.lsavolwon of this policy to engage in anyactofworkplace  violence.  Prevention  The City strives for a safe work environment and works to prevent workplace violence. Prevention efforts include but are not limited to: informing employees of this policy, instructing employees regarding the dangers of workplace violence, providing a process to report incidents or threats without fear of reprisal; and posting a notice to employees of the contact information for reporting instances of workplace violence or suspicious activity  to the Texas Department of Public Safety pursuant to HB 915.  Reporting Procedure  Each incident of violent behavior, whether committed by another employee or an external individual such as a customer, vendor, or citizen, must be reported immediately by the employee to their supervisor and to the Human Resources Department. The Human Resources Director must be notified of any and all incidents of workplace violence. In addition, all employees are responsible for reporting any threats which they have witnessed, received, or have been informed about that another person has witnessed or Retaliating or discriminating against an employee who brings a workplace accusation or complaint, or assists in investigations of accusations or complaints, is prohibited.  received.  29    5.3 Firearms and Weapons  Employees who are not actively serving as a licensed peace officer, or a firefighter covered by Texas House Bill 1069, are prohibited from the open carry or possession of any firearm while on The City reserves the right to conduct a search of any employee's personal items, an employee's work area or any City vehicle in possession or control of any employee, to determine whether or not a weapon is present. Such a search includes, but is not limited to, a visual inspection, a physical search, and/or the use of a metal detector. Failure to comply with such a request to conduct a search as outlined herein may result in disciplinary action. All searches will be conducted by a Mount Pleasant Police Department supervisor and the employee's supervisor,  duty, pursuant to Texas Government Code $411.203.  department director, or Human Resources Director.  Weapons Banned  For the purposes of this policy weapons are defined as any device or object capable of  causing serious bodily injury or death to another person.  Reporting  Any employee who witnesses the possession or concealment of a weapon or who witnesses a verbal or physical assault involving another employee should report the action  or actions to their immediate supervisor or department director.  5.4 Substance Abuse and Testing  The City maintains a firm commitment to provide a safe work environment that is free from the effects of alcohol or controlled substances as well as the abuse of legal/prescription drugs.  Applicability  Employees may be tested if there is a reasonable suspicion that they are using, possessing, or are under the influence of alcohol, controlled substances or otherwise violating this policy, ori ifthey were involved in av workplace accident. Reasonable suspicion exists when there are objective observable signs and symptoms of job impairment, threat to safety, or adverse changes in mood, perception, or judgment that gives a supervisor or other member of management reason to suspect that the employee is using, possessing, or is under the influence of alcohol or controlled substances. Employees who work in safety-sensitive positions may be subject to random testing, even without reasonable Employees are required to notify the City of any alcohol or drug related arrest and/or criminal convictions (including a plea of nolo contendere) or deferred adjudication, no later Employees whose physicians prescribe controlled substances for continued usage which may affect their ability to perform their job function, should report this treatment to their  suspicion.  than five days after the arrest or conviction.  immediate supervisor for duty status evaluation.  30    Prohibitions  1. The City will not hire applicants who are under the influence of drugs and/or alcohol, who fail to pass a required drug and/or alcohol test, or who refuse to 2. Employees shall not use, have in their body or on their person any alcohol, illegal drugs, intoxicants, inhalants, or any other prohibited substances when they report to work or while on duty. Employees shall not be under the influence of or have the odor on their breath or clothing of prohibited substances when they report to work or while on duty. Employees shall not have prohibited substances in City vehicles or on City premises. Exceptions to these prohibitions may occur with prior, specific authorization, when the otherwise prohibited act is required in the performance of 3. Employees shall not use or possess prescription drugs except as directed by their physician. Employees shall not use prescription drugs or over-the-counter medications in a manner inconsistent with recommended dosages and/or warning 4. Employees shall not use, possess, provide, dispense, distribute to other persons, or unlawfully manufacture or sell any alcohol, unauthorized prescription or illegal drugs, intoxicants, or other prohibited substances while on duty, on-call, on standby, on meal or break periods, on City premises, operating a City vehicle, or 5. Employees shall not refuse to submit to a drug and/or alcohol test when requested, required, or ordered to submit by a person having the authority to do SO under this or any other City policy, Standard Operating Procedures, or General Order. 6. An employee who commits a drug or alcohol-related offense is subject to  submit to a required drug and/or alcohol test.  the employee's official duties.  statements.  while in City uniform.  disciplinary action, up to and including termination. Prescription/Over-the-Counter (OTC) Drug Use  Any employee who is using prescription or OTC medication, and who exhibits symptoms that limit the employee's ability to perform job duties effectively and safely, must report The City reserves the right to have the employee's physician or a physician of its choice make an individualized assessment of the employee's use of the medication to determine ift the medication at the prescribed dosage produces or will produce adverse or hazardous effects for that employee and may restrict the employee's work activities accordingly. Employee Assistance Program (EAP) - Relating to Substance Abuse Employees are encouraged to voluntarily seek assistance in dealing with alcohol, OTC or prescription medication, and/or drug abuse problems. Employees participating in the EAP will be expected to meet existing job standards, expectations, and work rules. EAP services are not a substitute for, nor do they preclude or alter, normal disciplinary action  this treatment to the employee's supervisor prior to beginning work.  procedures. Refer to Section 4.15.  31    Employees who seek controlled substance or alcohol abuse assistance and rehabilitation and cannot report for work: while undergoing such rehabilitation may request sick leave, vacation leave int the amount accrued, or other approved leave. All sick leave and vacation leave shall be exhausted prior to granting the use of approved leave without pay. Refer to Employees who are involved in rehabilitation and are able to report to work may do sO only after the employee tests negative for a drug test administered by a City-approved laboratory and can provide a release to return to work from an appropriate substance abuse treatment facility or confirmation of continued and on-going participation in a  FMLA-S Section 8.7.  recognized substance abuse assistance program. Drug and Alcohol Tests A. Post-Offer Employment Testing  1. As a conditional offer of employment, every prospective employee shall sign a Consent and Release Form and shall undergo a pre-employment drug screening. 2. Prospective employees who fail to pass a post-offer drug test or who in any way refuse to submit to a post-offer drug test, shall not be allowed to report to work and  are considered ineligible for employment. B.F Reassignment and Transfer Testing  Employees who are reassigned or transferred from a non-CDL position to a CDL position, or from a non-safety sensitive position to a safety sensitive position shall submit to a drug test. Forp purposes oft this policy, asafety-sensitive position shall be defined as any position where the employee operates a vehicle and/or other mobile equipment on behalf of the  City, or as otherwise designated by the City. C.Post-Accident and Post-Injury Testing  1. Any employee who, while on duty, is injured, contributes to the injury of another person, while operating a city-owned motor vehicle or equipment, or contributes to the damage of property shall be required to submit to a drug and/or alcohol test as 2. Employees who are potentially subject to a post-accident or injury drug or alcohol test must remain readily available for said test or shall be deemed to have refused 3. An employee who is seriously injured and cannot provide a specimen for either alcohol or drug testing at the time of the accident shall, as soon as is practical, provide the necessary authorization to allow the City to obtain hospital reports and other documents that would indicate whether there were any drugs or alcohol in 4. The results of an alcohol or drug test conducted by federal, state, or local officials having independent authority to order such a test shall be considered to meet the requirements oft this section, provided the results are supplied to the City.  soon as is possible. tos submit.  their system at the time of the accident.  32    D.Reasonable Suspicion Testing  1. An employee shall be tested for alcohol and/or drug use if there is a reasonable suspicion that the employee is in possession, has present ini their body, ori is under 2. Written documentation of the observations leading to a request for a drug and/or alcohol test shall be prepared by the supervisor, department director, or Human 3. The decision to require an employee to submit to a drug and/or alcohol test will be made by at least two management officials, preferably the department director and the Human Resources Director or their designees. In no case shall a reasonable suspicion test be performed without first notifying the Human Resources 4. An employee who is required to submit to a reasonable suspicion drug andlor alcohol test may be placed on administrative leave with pay until such time as the results of the drug and/or alcohol tests are received. At such time that the test  the influence of drugs and/or alcohol.  Resources Director.  Department or City Manager.  results are received, the employees' status will be re-evaluated. 1. The positions subject to random drug and/or alcohol testing are:  E.R Random Testing  a. any employee who is required to have a Commercial Drivers' License  (CDL) as part of their job description or job duties; and  b. safety-sensitive positions.  2. The City of Mount Pleasant will contract out the administration and record keeping functions of the testing, and a third-party administrator will generate the random numbers and days that the testing will take place. Supervisors or their designee of the employees who have been randomly selected for testing, designee shall: a. notify the employee selected for testing in such a manner as to ensure that no opportunity exists to further ingest any substances that may in any way b. promptly take the employee selected to the designated collection site. 3. An employee who is selected to undergo a random alcohol test, but is absent due tov vacation, illness, or other legitimate reason, shall not be subject to testing unless 4. An employee who has submitted to a random drug and/or alcohol test will be allowed to return to their normal work duties immediately, unless other factors exist 5. If an on-duty driver refuses to submit to the Federal Highway Administration alcohol and controlled substance testing that are outlined in this policy statement ore engages in conduct that clearly obstructs the testing process, the driver willl have refused to submit to a Federal Highway Administration required test. A driver refusing to submit to a required test will be placed on leave immediately without pay for a period of seventy-two (72) hours and will be subject to disciplinary action  jeopardize the validity of the test; and  selected during the next random testing period.  to determine otherwise.  up to and including termination.  33    F.Confidentiality  All employee information relating to drug and alcohol testing will be protected by the City as confidential unless otherwise required by law or authorized in writing by the employee. There may be some instances where overriding public health or safety concerns may  require the release of information otherwise considered confidential. G. Heightened Requirements for CDL-Required Positions  In addition to City Policy, every employee whose job requires a Commercial Driver's License, or that is otherwise classified as safety-sensitive per Federal Transit Administration (FTA) regulations is covered by each requirement and prohibition in this policy. In addition, any such covered employee or applicant is also subject to testing under the FTA regulations, and other requirements contained in the City's policies and  procedures.  5.5 Tobacco Free Workplace  The City maintains a smoke-free and tobacco-free workplace, including the use of smokeless and electronic products, to provide a safe and healthy workplace and to promote the health and well- 1. Prohibited products include, but are not limited to cigarettes, cigars, pipes, e-cigarettes, 2. All City of Mount Pleasant buildings, facilities, and vehicles are considered smoke-free 4. City employees share in the responsibility for adhering to this policy and bringing it to the  being of employees.  vapor e-cigs, snuff, chewing tobacco and any other forms of tobacco.  and tobacco-free environments.  3. Smoking is permitted only in designated outside areas.  attention of persons visiting or utilizing City buildings and facilities.  5.6 Appropriate Workplace Appearance  Dress and Grooming  City employees represent the City when on duty and/or when in a City uniform. The City adheres to business casual dress in the workplace year-round and employees are expected to dress in a manner that is neat, clean, and appropriate for a business environment and their specific jobs. Department directors shall determine which dress standard is applicable in order to maintain acceptable dress and appearance. Employees may be held to different standards, depending upon the work assignment. Employees who are issued uniforms shall be responsible for maintaining their uniforms in a neat and orderly manner. While in uniform or wearing the City logo, employees must conduct themselves in a manner that represents pride in the City of Mount Pleasant and  the citizens they serve.  A supervisor is responsible for evaluating the dress and appearance of employees under their  supervision.  34    5.7 Employee Identification Badges  In an effort to assist the public in identifying City employees carrying out their City work duties and responsibilities, and to promote workplace security, all full-time, part-time, temporary, and seasonal employees shall wear a City-issued identification badge at all times during working hours, except for Police or Fire Department employees who shall wear their identification badges inaccordance with the written policies oft their department. Contractors and visitors are not eligible Supervisors are responsible for the enforcement of wearing ID Badges for all employees within their team. Supervisors are responsible for contractors and visitors and must ensure they are issued a visitors' badge and for the return of the badge when they leave the premises. The Human Resources Department will ensure that new employees receive an employee identification badge upon hire by scheduling a time with the Police Department to have the employee's photo taken and badge created, on or about the first day of their employment, and will ensure that as part of the employee termination procedure, identification badges will be  for an ID Badge and should be issued a visitor's badge.  collected prior to the issuance of a final paycheck.  Any of the following shall be considered a violation of this policy:  1. Borrowing or lending an ID Badge to anyone, including another employee 3. Failure to properly display ID Badge while at work or at any work site Each violation that occurs shall be referred to the employee's department director and/or Human Resources, and may result in disciplinary action, up to and including termination.  2. Defacing or altering an ID Badge  5.8 Vehicle and Equipment Usage  This policy shall apply to all employees utilizing a City-owned, rented, or leased vehicle and to all employees utilizing personal vehicles while furthering the interest of the City of Mount Pleasant. City of Mount Pleasant vehicles and equipment shall be used for official purposes only. Personal and social uses of any nature are prohibited unless an exception is approved in writing by the City Manager, with a copy placed in the employee's file. Each employee shall be held responsible for the proper use, care and operation of a vehicle or piece of equipment assigned.  Definitions:  Workday vehicles are available for staff use during the employees' normal working hours. Take Home vehicles are assigned to an individual and are utilized by said individual on a twenty- four (24) hour basis. These "take home" vehicles are issued on a limited basis and are assigned by the City Manager as to essential positions deemed necessary for the assignment.  Maintenance of Current Licenses  1. Any employee subject to this policy will maintain a current, valid, and appropriate license at all times. Under no circumstances shall an Occupational Driver's License or similar license be deemed appropriate. Employees in this category must comply with all applicable State traffic laws, including the use of seatbelts. Any employee who operates  35    a City-owned, rented, or leased commercial motor vehicle, must maintain a current and a. Employees who drive commercial vehicles must also notify the City and their state's motor vehicle licensing agency within thirty (30) days of a conviction for any traffic violation (except parking violations) even if the violation did not occur while operating a commercial vehicle. Employees must notify their supervisor and b. Employees who do not operate a Commercial Motor Vehicle, but drive a City owned, rented, or leased vehicle, must maintain a current and valid Texas  valid Texas Commercial Driver's License.  Human Resources Department.  Department of Public Safety Driver's License.  2. Employees who drive a vehicle on behalf of the City, to further the business of the City, and/or receive. mileage reimbursement or vehicle allowance or stipend, must maintain a 3. Any employee who has their license suspended, revoked, canceled, or whose license expires without renewal, or who is issued an Occupational Driver's License or similar license, shall immediately cease operation of any vehicle and notify their supervisor by the end of the next working day. It shall be the sole responsibility of the employee to report any change in driving status. Failure to report such information by the end of the next a. Any supervisor who is notified by an employee of an incident above shall immediately remove the employee from any duties that require the operation ofa vehicle and notify their supervisor and the Human Resources Department. b. Any employee who no longer has a current, valid, and appropriate license and whose essential job duties involve the operation of a vehicle, shall be removed from driving status, and may be reassigned at the discretion of the department  current and valid Texas Department of Public Safety Driver's License.  working day shall result in disciplinary action.  director.  C. An employee who is not re-assigned will be terminated.  Transport of Non-Employees  4. Employees may not transport persons who are not employees of the City in City vehicles  at any time with the following exceptions:  a. When the City Manager or department director specifically instructs the operator ofa City vehicle to transport an individual not employed by the City in connection b. In the course of ordinary or emergency public safety operations involving authorized use of the City equipment by recognized volunteers and employees of Police and Fire Department Ride-Along Program - rider must sign a liability waiver d. Other exceptions may be approved by the City Manager, on a case-by-case basis. The City Manager's approval must be in writing, with a copy placed in the  with City business; the City.  form and be vetted by a supervisor.  employee's file.  Accidents  5. An employee involved in an incident that causes damage to a city vehicle shall, as soon as feasible, report the incident to a supervisor. If the damage is possibly a criminal act,  the incident will also immediately be reported to local law enforcement.  36    6. An employee involved in a traffic accident, no matter how minor, will contact the local law enforcement authority and request a CRASH report be taken on behalf of the City. The employee shall also notify their supervisor as soon as feasible of the circumstances of the crash. Supervisors who are notified of a traffic accident involving an employee should respond to the scene of the accident and obtain information necessary to notify the department director of the circumstances of the crash. The supervisor should notify the  department director of the crash as soon as feasible. 5.9 Employee Safety and Risk Management  The City is interested in all employees' safety and well-being and has developed safety rules and regulations. Every employee is required to comply with all safety rules and to exercise caution in all work activities. Employees must refer to the department procedures for general safety rules, All employees are required as a condition of employment to exercise due care in the course of their work. To prevent or minimize injuries to themselves and their co-workers, and to protect and  practices, and procedures, including accident'incident reporting.  conserve City equipment, each employee shall:  Obey all safety rules and follow published work instructions.  Report to immediate supervisor and Co-workers all unsafe conditions or unsafe/defective  equipment.  Keep work areas clean and orderly at all times. Wear appropriate safety equipment.  Report all accidents immediately to the immediate supervisor; and Operate only machines or equipment that he/she has been authorized to operate.  Each supervisor and department director will be responsible for the safety and well-being of the workers in his or her department as well as the repair and maintenance of facilities and equipment in his or her area of responsibility. The principal duties of supervisors and department directors  are as follows:  Enforce all safety regulations in effect and make employees aware that violations of safety Make sure all injuries are reported promptly and treated properly, and all accidents are Provide employees with complete safety instructions regarding their duties prior to the Conduct regular safety checks, including a careful examination of all new and relocated Properly maintain equipment and issue instructions for the elimination of safety hazards. Continuously inspect for unsafe practices and conditions and promptly undertake any Develop and administer an effective program of good housekeeping and maintain high standards of personal and operational cleanliness throughout all operations. Provide safety equipment and protective devices for each job. Give full support to all safety procedures, activities, and programs.  rules will not be tolerated.  reported even if an injury is not apparent. employees actually starting work. equipment before it is placed in operation.  necessary corrective actions.  37    Accident and Injury Reporting  All accidents and injuries, however slight or inconsequential, must immediately be reported to the appropriate supervisor, department director, or the Human Resources Director. Employees are required to immediately report to their immediate supervisor all accidents resulting in personal injury and/or damage to the city equipment, city vehicles, or any other property. Failure to report any accident or injury within 24 hours of its occurrence may lead to disciplinary action. Supervisors must report all accidents resulting inp personal injury and/or damage to the city equipment, city vehicles, or any other property Employees who violate safety standards, who cause or exacerbate hazardous or dangerous situations or who fail to report may be subject to disciplinary action. Ifan employee sees something that the employee perceives is an unsafe act or an unsafe condition, the employee should immediately report it to a supervisor and/or to the Human  to their respective department director and to Human Resources.  Resources Department. Accident and Injury Treatment  Employees injured during the course of their employment should seek medical attention if necessary. For serious, life-threatening injuries, or for after-hours treatment, employees may seek medical attention at an emergency room. During business hours and for non-  life-threatening injuries, employees should seek treatment at either:  HealthCARE Express  Mon-Fri 8am-8pm / Sat-Sun 8am-4pm 1004 S. Jefferson Ave, Mount Pleasant LOMC (Longview Occupational Medicine Clinic)  901-717-3418 Mon-Fri 8am-5pm 903-757-0577 5.10 Cell Phone Usage  3202 N. Fourth St. #100, Longview  The use of wireless phones should not interfere with job duties or performance. Employees who use a wireless phone to violate City policy may be subject to disciplinary action.  Personal Usage During Business Hours  The use of personal cell phones should be limited during normal business hours. The City understands that business of a personal nature may be necessary during City business  hours but requests that such interruptions are logged as breaks.  Prohibited While Driving  The use of cell phones and/or other electronic devices while driving can cause distraction to the driver and can result in accidents and injury. To maintain safety for City employees and others on the road, the use of cell phones or other electronic devices while driving a  City vehicle is prohibited unless using a hands-free device.  38    5.11 Communication  The City provides computer and communication systems for use by City employees in the performance of their job duties such as networks, internet access, email, telephones, digital cameras, voicemail, scanners, radios, etc. These communication devices are referred to collectively in this policy as "electronic communications systems" or "systems." These electronic communications systems are designed to support and enhance the communication, research, and information capabilities of City employees and to encourage work-related communication and This policy governs user behavior pertaining to access and usage of the City's electronic communications systems. The City's electronic communications systems access must be used in a professional, responsible, efficient, ethical, and legal manner. City communication may be  sharing of information resources within the City.  considered a public record. Acceptable Use  1. Acceptable uses of the City's electronic communication systems are limited to those activities that support conducting City business in line with the employee's job responsibilities. The City prohibits connection to sites or forwarding of information that contain materials that may be offensive to others including, but not limited to, sites or information containing sexually explicit material, unless it is required as part of one's work 2. Employees must understand that use of any City-provided, publicly accessible computer network such as the Internet and email is a privilege. Minimal personal use of the Internet or email and other electronic communications systems is allowed under this policy. The City is not responsible for personal communications sent on its electronic communications 3. The City reserves the right to monitor employee internet usage at any time.  assignment.  systems.  Prohibited Uses of Electronics other coworkers or third parties.  1. Using profanity, obscenity, or other languages which may be offensive or harassing to 2. Accessing, displaying, downloading, or distributing sexually explicit material. 3. Accessing, displaying, downloading, or distributing profane, obscene, harassing, offensive 4. Copying or downloading commercial software in violation of copyright law. 5. Using the systems for financial gain or for any commercial activity unrelated to City 6. Using the systems in such a manner as to create a security breach of the City network. 7. Looking for or applying for work or business opportunities other than for internal City 8. Accessing any site, or creating or forwarding messages with derogatory, inflammatory, or otherwise unwelcome remarks or content regarding race, religion, color, sex, national 9. Transmitting or sharing information regarding a coworker's health status without the  or unprofessional messages or content.  business. postings.  origin, age, disability, physical attributes, or sexual orientations.  coworker's permission.  39    10. Expressing opinions or personal views that could be misconstrued as being those of the 11. Expressing opinions or personal views regarding management of the City or other political 12. Using the electronic communication systems for any illegal purpose or in any way that  City. views.  violates City policy or is contrary to the City's best interest.  13. Playing games or gambling. User Responsibility  All employees that are issued access to City provided electronic communications systems The City provides and maintains these systems to assist in the conduct of City business. All transmissions created, sent, received, retrieved, or accessed are considered property of the Employees may only use software approved or provided by the City. To prevent computer viruses, there will be no unauthorized downloading of any software. See Prohibited The City reserves the right to change policies as they relate to computer use at any time and as may be required by changing circumstances. Violations of the policy and its guidelines may  and accounts are responsible at all times for their proper use.  City of Mount Pleasant and public information.  Technology Policy.  result in disciplinary action. Public Information  Employees shall assume that any data or electronic information is subject to release in accordance with the Public Information Act of the State of Texas. Electronic records are official records of the City and may be subject to release. Employees are warned that storing City information on personal devices may result in disclosure of personal information should the device become subject to a Freedom of Information Act or Open Records Act requests,  ors subpoena. User Privacy  Users of any City information system shall not have any expectation of privacy in any message, file, image, or data created, sent, retrieved, or received through their use of City electronics. All user activity on City systems is subject to monitoring, logging, auditing,  review, dissemination, and archiving by the City.  Confidential Information  Employees shall comply with all laws, regulations, and City policies and procedures prohibiting or limiting the disclosure of confidential information, including but not limited to City client personal information, financial or tax information, and City employee personal information. Confidential information transmitted from the City shall be sent securely only to those recipients who are authorized to receive such confidential information. Passwords for all electronic devices and applications should be treated as confidential information. No employee is to give their password to another person, including IT staff, administrators, superiors, coworkers, friends, and family, under any circumstances.  40    The City maintains the right to seek legal action against anyone who misuses confidential Any user must immediately report to their department director, who will immediately report to the City Manager and the IT Department, any loss or theft of any City device or any  information in a manner that violates law.  device containing City information.  Social Media city policy.  An employee's 's use of social media, both on and off duty, shall not interfere with or conflict with the employee's duties or job performance, reflect negatively on the city or violate any Employees using city-owned electronic devices will not be allowed to download and access any social media application that has been defined as a security risk by the State of Texas. The identified applications are prohibited from being installed or used on any device owned or leased by the governmental entity and require the removal of covered Employees will not be able to download prohibited applications onto their personal devices  applications from those devices.  using the City's internet. See Prohibited Technology Policy.  5.12 Prohibited Technology City-Owned or Leased Devices  Except where approved exceptions apply, the use or installation (download) of covered applications is prohibited on all City-owned or -leased devices, including cell phones, tablets, The City will identify, track, and manage all City-owned or -leased devices including mobile phones, tablets, laptops, desktop computers, or any other internet-capable devices to:  desktop and laptop computers, and other internet-capable devices.  a. Prohibit the installation of a covered application. b. Prohibit the use of a covered application.  Remove a covered application from a City-owned or -leased device that was on the d. Remove an application from a City-owned or -leased device if the Governor issues a The City will manage all City-owned or leased mobile devices by implementing the security a. Restrict access to "app stores" or unauthorized software repositories to prevent the b. Maintain the ability to remotely wipe non-compliant or compromised mobile devices. Maintain the ability to remotely uninstall unauthorized software from mobile devices.  device prior to the passage of S.B. 1893 (88th Leg, R.S.). proclamation identifying it as a covered application.  measures listed below:  installation of unauthorized applications.  41    Covered Application Exceptions  The City may permit exceptions authorizing the installation and use of a covered application on City-owned or -leased devices consistent with the authority provided by Government Code Chapter 620. Government Code Section 620.004 only allows the City to install and use a covered  application on an applicable device to the extent necessary for: (2) Developing or implementing information security measures.  (1) Providing law enforcement; or Personally Owned Devices City's network'nternet.  Employees, elected officials, contractors, paid or unpaid interns, and other users will be prohibited from the use or installation (download) of covered applications by way of using or accessing the  Appendix H: Prohibited Technology Acknowledgement Form  5.13 Training and Travel  City employees who travel on City business, including professional developmenu/training are responsible for assuring that expenditures are prudent and necessary and are required to exercise good judgment and discretion when making travel arrangements. Budgeted funds must  be available.  Authorization for Travel or City Manager.  All overnight travel must be approved in advance by the supervisor, department director, Proper completion of the Travel Expense Report is required. This includes attaching: 2. Transportation bills (airfare, rental car contract, tolls, parking)  1. Conference registration forms  3. An itemized receipt from the hotel showing a zero balance, with all charges itemized separately by day. Receipts for gas purchased during the trip. These b. Vehicle number (if City-owned): or "rental car" written on the receipt 4. For employees approved to take a personal vehicle, a calculation of the mileage  receipts must include: a. Signature of employee C. Location and date of purchase from City facility to travel destination. 5. The City Manager must approve out-of-state travel.  Hotels/Motels  Discretion should be used when choosing overnight accommodations. Employees may stay at the hotel where the conference is held and should make every attempt to secure the lowest possible rate. Upgrade charges for luxury suites, club access, etc. will not be  paid with City funds.  42    Meals  Meal expenses (including tips) incurred as part of travel for work/training are paid per the Meals included, as part of a paid registration fee will not be reimbursed again as part of the meal allowance. Meals for the travel day will be paid based on the following guidelines  Federal Per Diem Rate based on the travel destination.  when departing/returning for overnight travel:  First Day of trip if leaving after 10:00 am Last Day of Trip if returning after 4:00 pm  Reference: tps/www.gS2.9oVrave/par-pokper-dlem-rates  Transportation travel.  Employees will calculate the least expensive mode of transportation when planning their  City-Owned Vehicle available. Car Rental  Employees shall use a City-owned/eased vehicle for travel, unless one is not  Rentals should be the lowest cost vehicle that meets the needs of the traveling employee. Employees will pay for any upgrade based on preference instead of  need. Air Travel  Airfare should be the lowest cost available and should be booked in advance to  ensure the lowest rate. The City will not pay for: First class or business class fares Fees for more than one bag Overweight baggage fees  Use of Personal Vehicle  Personal vehicle mileage will be reimbursed at the current rate set by the IRS.  Travel Expenses Not Reimbursable by the City  1. Laundry and dry cleaning acquaintances  2. Expenses for family members, friends, or any other non-business 3. Other expenses not related to the performance of the travel assignment This listing is not all-inclusive. Discretion remains with the City Manager to approve travel expenses for unusual circumstances. IRS guidelines must be addressed if  issues outside this policy are considered for approval.  Appendix : Travel Request and Advancement Form  43    5.14 Arrest and Conviction While An Employee  Employees must notify their immediate supervisor, department director, and Human Resources Department, in writing, of any criminal acts or felonies, and any alcohol or drug-related arrest and/or convictions (including a plea of nolo contendere) or deferred adjudication, for a violation occurring off duty and/or in the workplace no later than twenty-four (24) hours after the arrest  and/or conviction. 5.15 Conflict of Interest governing conflicts of interest. No employee of the City may:  This section is intended to supplement, but not replace, any applicable state and federal laws  Have any financial or other interest, directly or indirectly, in any proposed or existing Use City equipment, authority, or influence in any manner fori their personal gain, financial oro otherwise (exception secondary work as regulated by Police Department policy); Have any financial interest, directly or indirectly, in the sale of any land, materials, supplies Have discussions or participate in decisions of City Council, any City department, or board, commission, or instrumentality, if the employee has any personal economic interest or is employed, directly or indirectly, by the person or entity that is the subject of the discussion Accept other employment or engage. in outside activities incompatible with the performance of duties and responsibilities as a City employee or that might impair Accept remuneration or provide services for compensation, directly or indirectly, to a person or organization requesting an approval, investigation, or determination from the Questions regarding the prohibitions imposed by this policy shall be referred to the Human  contract, purchase, work, sale or service to, for, with or by the City;  ors services to the City;  or decision;  independent judgment in the performance of duties to the City; or  City.  Resources Director. 5.16 Gifts  An employee may not receive any income or other material gain from anyone outside the City for services provided by the employee in the performance of their job. Individual City employees are prohibited from accepting any gift, gratuity, favor, benefit, or anything else of value from any person, organization, or other entity who has done business, is doing business, seeks to do  business with the City or is regulated by the City.  Under this policy, an employee is allowed to accept the following: an award presented in recognition of public service; an occasional meal where public business is discussed; t-shirts, caps and other similar promotional material;  any gift which would have been offered or given to the employee even if the employee  were not a City employee;  44    any item under $25 in value per occasion, not to exceed $50.00 in a year.  Routine food coupons, frequent flier awards, discounts and other promotional items awarded to employees while conducting City business may be accepted by employees and will not be considered a violation of this policy. If the item is non-routine, or of more than minimal value, the employee must check with their department director to see if the item should be returned or turned City employees are allowed to accept nominal gifts where the gratuity can be shared by a Any questions regarding the prohibitions imposed by this policy, or in connection with a specific  over to the City.  significant number of City employees.  situation, should be directed to the Human Resources Director.  5.17 Solicitation  Solicitation, for purposes of this policy, is defined as the sale of any product or service, the collection or pledging of funds or signatures for any purpose, requests for any manner of support oro opposition to an organization or activity, or the posting of information related toi these activities. Employees may not engage in solicitation during working time, which includes the working time Similarly, employees may not distribute literature during their working time or at any time in work areas. For purposes of this rule, working time does not include lunch periods or other break times. Solicitations for support of charities may be conducted when approved in advance by the Human  of the employee who is soliciting and the employee who is being solicited.  Resources Director.  5.18 Confidentiality of Information  The City of Mt. Pleasant, it's officials and employees are obligated to protect the confidentiality of business information that is vital to the interest and success of the City, and to comply with state and federal laws and regulations that govern the City organization, its employees, and its citizens, and to avoid unnecessary disclosure of non-confidential internal information about the City, its Employees are expected to use discretion and judgement when dealing with information and are to refrain from passing along information, gossip, rumors, or anything else that may constitute an invasion of a person's privacy or beach of confidence. An employee who engages in this type of  employees, its customers, and its vendors.  behavior will be disciplined, up to and including termination. Appendix. J: Confidentiality of Information Acknowledgement Form  45    Section 6-1 Hiring and Separation  6.1 Hiring  The City hires employees based on their knowledge, skills and abilities, experience, and other qualifications as they relate to the duties and responsibilities of a position without regard to race, national origin, religion, color, sex, age, disability, genetic information, or any other characteristic The Human Resources Department maintains the procedures for recruitment, application management, screening processes, and employment offers. Promotional positions may follow the same or similar process, including screening processes and an introductory period.  protected by law.  6.2 Hiring Freeze  When financial circumstances warrant, the City may initiate a hiring freeze. During a hiring freeze, no external hires will be made for a period of time without authorization of the City Manager. Although vacancies will not be advertised toi the public, they may be advertised internally.  6.3 Employment Separation  The City of Mount Pleasant is an at-will employer. The City or the employee may terminate the This policy provides good-standing separation procedures for resignations, retirements, incapacity, layoffs, and military service. A Personnel Action Form must be completed upon an employee's separation. The justification portion of the form must include the reason for separation, whether the employee is recommended for rehire with documentation, and state whether all City property has been returned, including equipment, uniforms, and/or keys. The effective date of a separation or termination is the last day of actual work, plus leave time used, if the department director has approved the use of leave time before or at the time employee gave  employment relationship at any time and for any reason. A. Non-Disciplinary Separation  notice. The use of leave time is not permitted upon termination.  Resignation  Employees may resign from City service in good standing by submitting their written resignation to their supervisor and Human Resources Department, if possible, with two (2) weeks' notice. The City Manager, on the recommendation of the department director, may waive any portion of the notice period. The written notice shall include, but is not limited  to, the following: a. Date of letter. b. Last date of employment. C. Reason for resignation. d. Forwarding address. e. Signature of the employee.  46    Retirement  Eligible employees may retire from City service in accordance with applicable programs. The employee must submit a written notice of retirement, preferably 30 days prior to the  last day of employment and coordinate retirement with TMRS.  Layoffs not limited to:  Layoffs may occur as a result of business necessity. Business necessity includes, but is  Ad discontinuation of or reduction in demand for service. Elimination of a job function or class function. Ad change in the level or source(s) of funding. Necessary economic or staffing efficiency. Privatization or outsourcing of services. Requirements of State and/or Federal laws.  Technological developments that reduce staffing requirements.  Re-employment  Former employees who left the City in good standing may be considered for re- employment. Former employees who were dismissed for disciplinary reasons may not be  considered for re-employment. Reinstatement  Only those employees who were away from the City for no more than 180 calendar days (6 months) and who had at least one (1) year of continuous service prior to leaving the City may be eligible for reinstatement. A reinstated former employee will be reinstated with their original date of hire and seniority. Vacation and Sick leave time will begin to accrue based upon the return date of hire. Balances that were paid out when the employee originally left will not be reinstated. Longevity pay accruals will be reinstated based upon the employee's original date of hire. However, if the employee was paid partial longevity pay at the time they separated employment with the City, that amount will be deducted from any accruals that will be paid at the end of the calendar year when all employees receive longevity pay. All previously held benefits will be reinstated according to the terms of the actual benefit plan documents in effect at the time of reinstatement. Health and welfare benefits will be reinstated and benefit coverage will begin on the employee's first  day of reinstatement. Rehire  Employees who have been away from the City for more than 180 calendar days are eligible only for rehire. Rehired employees will be treated as new employees, with a new date of hire and no seniority reflected from their prior employment with the City. These employees are subject to all pre-employment assessment and screenings as required by  the City.  B. Involuntary Separation  This policy provides separation procedures for job abandonment and termination. A Personnel  Action Form must be completed upon an employee's separation.  47    Job Abandonment  An employee who has neither reported to work nor called a supervisor to explain their absence after two consecutive workdays is considered to have abandoned the job and resigned without notice and therefore will be terminated. An employee who abandons their  jobi is ineligible for rehire. Termination  Approval from the department director and the Human Resources Directors is required to terminate an employee. Should the supervisor wish to recommend termination, the supervisor must confer with the department director before initiating action to terminate the employee's employment. In addition, the supervisor and/or department director must confer with the Human Resources Director prior to initiating the discharge action. This conference shall be used to assure that all parties adhere to accepted personnel  management procedures. Appendix: Personnel: Action Form 6.4 Separation Pay  Employees will receive their final paycheck on the pay day following separation of employment. Final pay will be deducted to reflect the value of lost or damaged City-issued equipment, wage overpayments, and any outstanding funds owed by the employee to the City per the Wage  Deduction Form.  Sick Leave Pay Upon Separation  Sick leave is not paid out upon separation. However, if the employee has ten (10) years of consecutive service with the City, the employee will be eligible for one-half of accumulated sick leave at the time of separation. Sick leave pay is not to exceed 360 hours for regular employees and 5401 for Fire personnel working forty-eight (48)! hour shifts. An employee who separates from the City will be paid for a holiday if it falls before their  Holiday Pay Upon Separation final day of employment.  Vacation Leave Pay Upon Separation  In the event an employee terminates employment with the City, any unused vacation will  be paid to the employee. Longevity Pay Upon Separation Health Insurance After Separation  Longevity pay that is due to an employee will be paid at the time of termination.  COBRA (Consolidated Omnibus Budget Reconciliation Act) is continuation of coverage legislation, which allows employees to continue group medical coverage after their  employment ends, for up to eighteen months. See Section 8.  48    The Human Resources Department will report terminated employees to the third-party administrator for COBRA. Under COBRA, terminated employees and dependents will pay the full cost of the coverage at the City's group rates plus an administration fee.  6.5 Return of City Property  Upon termination, all employees are required to return all city property, including uniforms, equipment, purchasing card, and technology-related items. The cost of repairing or replacing any City supplies, materials, equipment, money, or other property that may damaged (other than normal wear and tear), lost, failed to return, or taken without appropriate authorization from the City during employment, may be deducted from employee's final separation pay.  6.6 Exit Interview  Upon termination, all employees are requested to complete an exit interview. The purpose of an exit interview is to obtain feedback from the employee regarding working conditions, supervision, and suggestions to improve employment with the City. The Human Resources Department will  be responsible for conducting an exit interview for employees.  Appendix K: Wage Deduction Form  49    Section 7-1 Disciplinary Action  Although the City of Mount Pleasant is an at-will employer, an attempt to correct problems or improve job performance by applying a consistent approach of training, counseling, and warning procedures will be utilized by all supervisors. Any corrective action, training or counseling should be fully documented. Certain acts of misconduct may require more direct disciplinary action. Descriptions provided under each header are for the purpose of example. Behavior may violate one or more categories. Offenses that may constitute grounds for disciplinary action include, but  7.1 Examples of Offenses shall not be limited to the following:  Violation of any policy in the Personnel Policy Manual Violation of any policies or procedures adopted by departments Unsatisfactory attendance or tardiness Unsatisfactory performance Neglect of duty Insubordination Violation of safety rules Dishonesty Disturbance  Misuse of city equipment or services Misuse of public property or funds  7.2 Disciplinary Procedures and Action  The City reserves the right to discipline using whatever method is appropriate for the infraction. However, it is recommended that the following actions occur in the designated order. Any cases of disciplinary action that affect an employee's pay must be approved by the department director  and Human Resources Director prior to the action being taken.  Verbal Reprimand and Counseling  The verbal reprimand and counseling session should be conducted in private by the employee's supervisor and should consist of a discussion of the specific offense and the expected results with timelines to address performance. Counseling should be administered at the time the misconduct is observed, reported, and confirmed.  Written Reprimand  The written reprimand should be accompanied by a verbal discussion held in private, and, like the verbal reprimand and counseling, should consist of a discussion of the specific concern and the expected improvement. The supervisor and the employee must sign the written reprimand. The signature does not necessarily imply agreement, it only confirms receipt. The employee may write a rebuttal to the written reprimand. The rebuttal may be given to the supervisor for forwarding to the Human Resources Department or it may be  forwarded toi the Human Resources Department by the employee.  50    Performance Improvement Plan  A supervisor, with assistance from the Human Resources Department, can develop a Performance Improvement Plan (PIP). The PIP gives an employee with performance deficiencies the opportunity to succeed. A PIP targets specific job-related goals or areas of behavioral improvement necessary for the employee to be successful. A PIP is a tool that may be used at any point in the training, counseling, or disciplinary process.  Administrative Leave (with or without pay) justifiable reasons. See Section 4.8.  Employees may be placed on an administrative leave of absence with, or without, pay for  Termination  Certain acts of misconduct justify the immediate termination/dismissal of an employee and termination may be the first step if the situation warrants it. Department directors must Ina any case, approval from the department director and the Human Resources Director is required tot terminate an employee. Should the supervisor wish to recommend termination, the supervisor must confer with the department director before initiating action to terminate the employee's employment. In addition, the supervisor and/or department director must confer with the Human Resources Director prior to initiating the discharge action. This conference shall be used to assure that all parties adhere to all legal and accepted  discuss such acts of misconduct with the Human Resources Director.  personnel management procedures.  7.3 Grievances  A grievance is a disagreement over a specific formal disciplinary action taken: reprimand, suspension, involuntary demotion, termination, and/or all other unresolved complaints, such as general counseling sessions, harassment from supervisors or co-workers, wages, hours of work, conditions of work, performance evaluations or other general complaints, which are in writing. The City encourages an open environment in which any problem, complaint, grievance, suggestion, or question is resolved in a timely and equitable manner. Employees are allowed to present grievances without fear of retribution (See Section 8.9). The filing of a grievance will not affect the City's ability to pursue disciplinary or termination actions. An employee failing an. Supervisors shall respond to an employee's concerns and assist them in solving their problems. The City encourages employees to go up the chain of command to resolve issues. However, if  introductory period will have no right to appeal a termination.  that is not possible, employees may contact Human Resources for assistance.  GrievancelAppeal Procedure The grievancelappeals process will be utilized: personnel actions appeals, inconsistent and/or unlawful treatment,  51    interpretation and/or application of written City or departmental policies,  procedures, or  practices including claims of retaliation.  Step 1: If an employee alleges a grievance, then the employee should first attempt to affect a settlement of the matter with the immediate supervisor through prompt and thorough discussion. If this joint effort fails to resolve the problem, the employee must put their complaint in writing and present it to the department director within two business Step 2: The department director will notify the employee in writing of their decision within five days of receiving the appeal. A copy of the grievance and decision will be provided to Human Resources to be placed in the employee file. The employee may accept or appeal the decision of the department head to the City Manager within three business days oft the Step 3: The City Manager shall make a final decision on the grievance within ten business days of receipt of the grievance. This decision is final and will exhaust any and all of the administrative processes relating to the employee's original grievance filed.  days.  department director's decision.  Complaints of Discrimination  Any employee who feels that they have been discriminated against on the basis of: race, national origin, religion, color, sex, age, disability, genetic information, or any other characteristic protected by law, must contact their immediate supervisor, or any supervisor, department director, or Human Resources, to make a complaint. Failure to promptly report discrimination or harassment may impair the City's ability to investigate Supervisors are responsible for immediately informing their department director of any employee complaints of discrimination or harassment they receive. The Workplace  and address prohibited conduct.  Harassment policy will then be followed. (Refer to Section 5.1.)  52    Section 8: State and Federal Laws Applicable to All  Employees  8.1 Break Time for Nursing Mothers  For up to one year after the child's birth, any employee who is breastfeeding her child will be provided reasonable break times to express breast milk for her baby. Employees will be provided with a private place, other than a bathroom, which is shielded from view and free from intrusion from co-workers and the public to express breast milk. The room can be a designated space for lactation. If this is not practical or possible, a vacant office, conference room, or other small area can be used SO long as it is not accessible or visible to the public or other employees while the All employees who breastfeed their child and who need to express milk during the working day shall collaborate with their supervisor and the Human Resources Department to determine how best to accommodate the needs of the employee while still accomplishing the performance of her Breaks of more than 15 minutes in length shall be unpaid, and the employee should indicate this break period on her time record. Employees may substitute accrued vacation and/or compensatory leave for the unpaid time. Should the employee perform any work while expressing The City shall not suspend or terminate the employment of, or otherwise discriminate against, an employee because the employee has asserted her right to express breast milk in the workplace. For more information on the related federal policy: AtPS/Mww.dOgoVwnenursingmotnery 8.2 Consolidated Omnibus Budget Reconcilation Act (COBRA) The Consolidated Omnibus Budget Reconciliation Act (COBRA) gives workers and their families who lose their health benefits the right to choose to continue group health benefits provided by their group health plan for limited periods of time under certain circumstances such as voluntary ori involuntary jobl loss, reduction in the hours worked, transition between jobs, death, divorce, and other life events. Qualified individuals will be required to pay the entire premium for coverage, up to 102 percent of the cost of the plan. Employees who are discharged for gross misconduct are Separated employees will be notified by the City's COBRA Administrator via regular USPS mail concerning the application, cost, and deadlines associated with continuing health coverage. For more information on the related federal policy: tPS/wwwo.govgener/opchealre  nursing employee is using the room to express milk.  job.  breast milk, the time shall be compensated.  not eligible for this benefit.  plans/cobra  8.3 Equal Employment Opportunity  The City is an Equal Opportunity Employer. The City employs individuals on the basis of qualifications, merit, and business need without regard to race, national origin, religion, color, sex, age, disability, genetic information, or any other characteristic protected by law, or other factors as prohibited by law. Employees who engage in unlawful discrimination or harassment will be subject to disciplinary action, up to and including termination. Department directors, managers,  53    and supervisory personnel are responsible for implementing this policy within their areas, of responsibility. Supervisory personnel who receive a report involving potential discrimination must  make immediate contact with the Human Resources Director.  Designation of EEO Coordinator  The Human Resources Directori is designated as the City's EEO Cordinatorwthnautronty and responsibility to develop and implement strategies to ensure the achievement of this policy's intent. This policy shall be uniformly applied by all levels of management in every  department, division, and work unit of the City. For more information on the related federal law:  tps/www.dol.govslescogovliesolop/egscomplance/postersppd/eeopost.pdr 8.4 Americans With Disabilities Act (ADA) & Amendment Act (ADAAA) To ensure compliance with the Americans with Disabilities Act (ADA) and Americans with Disabilities Act as Amended (ADAAA), the City offers equal employment opportunities to qualified individuals and prohibits discrimination against qualified individuals on the basis of disability. To the extent possible, the City will accommodate individuals with disabilities in the application,  hiring, and employment process.  Designation of ADA Coordinator  The Human Resources Director is designated as the City's ADA Coordinator with authority and responsibility to develop and implement strategies to ensure the achievement of this policy's intent. This policy shall be uniformly applied by all levels of management in every  department, division, and work unit of the City. Requesting Reasonable Accommodations  The City will provide reasonable accommodation. to the known physical or mental impairments of an otherwise qualified individual with a disability if such. reasonable accommodation will enable thei individual to perform the essential functions oft the position. The City's obligation under this policy is limited to providing reasonable accommodations Any employee seeking a reasonable accommodation for a disability that affects the employee's ability to perform the essential functions of the position shall make a written application on a form provided by the Human Resources Department and send it to the attention of the Human Resources Director. The City requests sufficient notice, when When an individual seeks accommodation, the City may request written documentation from any relevant professional who has knowledge of the employee's condition describing the impairment; the nature, severity and duration of the impairment; the activities that the impairment limits; and the extent to which the impairment limits the employee's ability to perform certain activities. If the City requests documentation, and the individual seeking accommodation does not provide the documentation or it is incomplete, the City may require that the individual go to a health professional of the City's choice.  that will not result in undue hardship to the City.  possible, to give time to arrange the accommodation.  54    Complaint Procedure  Any employee who feels he or she has been discriminated against within their conditions of employment because of a protected classification or disability shall file a written EEO complaint forms are available in the Human Resources Department. If for any reason the employee does not feel comfortable reporting the discrimination to the Human Resources Director, he or she may file a complaint with the City Manager. The Human Resources Department will fully investigate the complaint. An employee who complains  complaint immediately with the Human Resources Director.  under this policy will not be retaliated against for making the complaint.  For more information on the related federal policy:  DS/MYeROCpAERE nttps/adata.org/ear-about-ada 8.5 Fair Credit Reporting Act  Fair Credit Reporting Act (FCRA) requires employers utilizing consumer reports for employment Notify applicants, in writing, that a consumer report may be obtained. A written authorization oft the applicant or employee is required prior to requesting the report. Before rejecting an applicant or taking other adverse action, provide the applicant or employee a notice that includes a copy of the consumer report relied upon in making the After an adverse action is taken, notify the applicant or employee that the adverse action  purposes to:  decision and notice of their rights under the Act. ist taken based on the consumer report.  For more information on the related federal policy: cre-may2023-506pdr  8.6 Fair Labor Standards Act (FLSA)  The City complies with the Fair Labor Standards Act (FLSA). The FLSA establishes minimum wage, overtime, record keeping and child labor standards and applies to allf full-time and part-time employees. The FLSA provides the option for compensatory time in lieu of overtime compensation  for non-exempt employees.  For more information on the related federal policy: 8.7 Family Medical Leave Act  tps/Mww.do.govisteslestopufesADatel Reference Guide FLSA.pdf Employees who have completed one year of service and have worked 1,250 hours in the past 12 months are eligible for family and medical leave in accordance with the Family and Medical Leave FMLA provides eligible employees up to twelve work weeks of unpaid leave a year and requires group health benefits tol be maintained during the leave as if employees continued toy work instead oft taking leave. Employees are also entitled to return to their same or an equivalent job at the end  Act of 1993 (FMLA).  of their FMLA leave.  55    The FMLA also provides certain military family leave entitlements. Eligible employees may take FMLA leave for specified reasons related to certain military deployments of their family members. Additionally, they may take up to twenty-six (26) weeks of FMLA leave in a single twelve (12) month period to care for a covered service member with a serious injury or illness. Ina accordance with the FMLA, the City will grant job-protected unpaid family and medical leave to eligible employees for up to twelve (12) weeks per twelve (12) month period for any one or more 1. In order to care for a child following the child's birth, adoption, or placement in foster care with the employee, leave must be taken within the twelve (12) month period following the 2. In order to care for an immediate family member (spouse, child, or parent) of the employee, if such immediate family member has a serious health condition. 3. The employee's own serious health condition that makes the employee unable to perform 4. The employee must attend a qualifying exigency arising out of the fact that the employee's spouse, child, or parent is on covered active duty or has been notified of an impending  of the following reasons:  child's birth or placement with the employee.  the functions of his/her position; or  call or order to covered active duty in the Armed Forces. Service Member Family FMLA Leave  Eligible employees who are the spouse, child, parent, or next of kin of a covered Service Member are entitled to up toi fourteen (14)weeks of additional leave during a single twelve (12) Month Service Member Period (for a total of twenty-six (26) weeks if combined with other FMLAI leave), to care for such covered Service Member who incurred a serious injury or illness in the line of active duty in the Armed Forces. Available leave not taken during the twelve (12) Month Service Member Period, which begins on the first day of leave is taken, will be forfeited. No more than twenty-six (26) weeks of leave may be taken in a single twelve (12) Month Service Member Period, and no additional extended leaves may  be taken in other years for the same injury or illness.  FMLA Definitions  A. "12 Month Period" means a rolling 12-month period measured backward from the B. "12 Month Service Member Period" means a single 12-month period measured forward from the first day Service Member Family Leave is taken. C. "Child" means a child either under eighteen (18) years of age, or older than eighteen who is incapable of self-care because of a disability, for whom the employee has actual day-to-day responsibility for care, including a biological, adopted, foster or stepchild. For purposes of a child on active duty or call to active- duty contingency leave, or for Service Member Family Leave, the child may be of D. "Parent" means a biological parent of an employee or an individual who stood in place of a parent to an employee when the employee was a child. E. "Next of Kin" means the nearest blood relative of a Covered Service Member.  date leave is taken.  anyage.  56    F." "Covered Active Duty" means: 1)in the case of a member of a regular component of the Armed Forces, duty during the deployment with the Armed Forces to a foreign country; and 2) in the case of a member of a reserve component of the Armed Forces, duty during the deployment with the Armed Forces to a foreign country where they may become involved in military actions, operations, or hostilities against an enemy of the United States or against an opposing military G. "Covered Service Member" means: 1)a member of the Armed Forces (including a member of the National Guard or Reserves) who is undergoing recuperation for a serious injury or illness; or, 2) a veteran who is undergoing recuperation for a serious injury or illness and who was a member of the Armed Forces (including a member of the National Guard or Reserves) at any time during the preceding H. "Veteran" means a person who served in the active military, naval, or air service, and who was discharged or released under conditions that were not dishonorable. "Serious Injury or Iliness" means an injury or illness that was incurred by a member or veteran of the Armed Forces in the line of duty while on active duty (or existed before the beginning of the member's active duty and was aggravated by service in the line of duty) and, in the case of a member, renders the member medically unfit to perform their duties, or in the case of a veteran, manifested itself before or J. "Qualifying Exigency" includes: 1) notification of a call to covered active duty seven or fewer days from date of deployment; 2) military events and related activities, including post-deployment activities (e.g. official ceremonies, support programs, counseling, etc. related to covered active duty or a call to such); 3) attending to childcare and school activities; 4) attending to financial and legal matters; 5) to spend up to 15 days with a military member who is on short-term, temporary rest and recuperation leave during the period of deployment; and, 6) any additional activities related to the call to covered active duty otherwise agreed to by the K. "Serious Health Condition" means an illness, injury, impairment, or a physical or mental condition that involves: 1) inpatient care (overnight stay); 2) incapacity requiring absence from work for more than three consecutive calendar days and that involves continuing treatment (two or more visits within thirty (30) days) by a healthcare provider; 3) continuing treatment by a health care provider for a chronic orl long-term health condition that is incurable or which, ifleft untreated, would likely result in a period of incapacity of more than three calendar days; or 4) prenatal  force.  period of five years.  after becoming a veteran.  employer and employee.  care by a healthcare provider.  Coverage and Eligibility  To be eligible for family/medical leave an employee must have worked for the City for at least twelve (12) months total and have worked at least 1250 hours over the previous 12-  month period.  57    Intermittent or Reduced Leave  An employee may take leave intermittently (a few days or a few hours at a time) or on a reduced leave schedule. The employee may be required to transfer temporarily to a position with equivalent pay and benefits that better accommodate recurring periods of leave. An employee may not take intermittent leave following the birth or placement ofa  child except at the discretion of the City.  Use of Paid Leave  An employee may choose to use eligible accrued paid leave while ont family/medica. leave. When an employee has used all of his/her accrued paid leave, the employee may request an additional period of unpaid leave sot that the total paid and unpaid leave provided equals twelve (12) weeks (or twenty-six (26) weeks if combined with Service Member Family  Leave time).  Notification Requirements Employee Notice Requirement  A. An employee must give thirty (30) days' notice in the event of foreseeable leave. A Request for Leave under the Family and Medical Leave Act (FMLA) form should be completed by the employee and returned to the Human Resources Department. In unexpected or unforeseeable situations, an employee should provide as much notice as is practicable, followed by the completed form. The notice must indicate: (1) the employee is unable to perform the functions of the job or that a covered family member is unable to participate in regular daily activities; (2) the anticipated duration of the absence; and (3) whether the employee intends to visit a health care provider or is B. Ifa an employee fails to give thirty (30) days" notice of foreseeable leave with no reasonable excuse, leave may be denied until 30 days after the employee provides C. When planning medical treatment, an employee must make a reasonable effort to schedule the leave so as not to unduly disrupt the City's operations. D. In the event ofl leave to attend to a qualifying exigency, the employee shall provide as much notice as is reasonable and practical under the circumstances.  receiving continuing treatment.  notice.  Employer Notice Requirements  A. Notice of Eligibility Rights: Within five (5) days after the employee requests leave or after the City learns the leave may be for an FMLA qualifying reason, the City will provide written notice stating whether the employee is eligible for FMLA leave, and if B. Notice of Designation of Leave: Within five days after the employee requests or the City learns oft the need for FMLAI leave, the Human Resources Department will provide a written notice stating whether leave is available, how much leave has been designated as FMLA leave, and how much leave remains. For a leave of unspecified duration, the City will update the notification every 30 days as to how much leave was designated FMLA and how much leave remains. If any part of the requested leave is  not eligible, at least one reason why.  58    not designated as FMLA leave, the City will provide written notice of and reason for  denial.  Medical and Military Certification  A. Certification of Serious Health Condition: For leaves taken because of the employee's or a covered family member's serious health condition, the employee, upon request, must submit a completed Certification of Health Care Provider for Employee's/Family Member Serious Health Condition form and return the certification to the Human Resources Department. Medical certification must be provided by the employee within fifteen (15) days once requested. Ift the employee fails to provide adequate certification within this time period, then the City will inform the employee, in writing, what additional information is necessary and will allow the employee at least seven (7) days to correct the certification. The City may delay leave until such certification is produced. In the case of a medical emergency, the employee must submit certification as soon as reasonably B. City May Require Second Opinion: The City may require a second or third opinion (at its own expense), periodic reports on status and intent to return to work, and a C. Certification Related to Covered Active Duty or Call to Covered Active Duty: The employee requesting leave related to a family member's covered active duty or call to covered active duty shall provide supporting documentation of such status D. Certification for Extended Service Member Family Leave: Employees requesting extended Service Member Family Leave must provide documentation oft the injury, recovery or need for care, such as an official Armed Forces communication, showing that the injury or illness was incurred on active duty and, in the case of a member, renders the member medically unfit to perform military duties, or in the case of a veteran that the veteran was a member of the Armed Forces within the . Confidentiality of Medical Records: Documentation related to the employee's or family member's medical condition will be held in strict confidence and maintained  possible.  fitness-for-duty report to return to work.  issued by the applicable Armed Services branch.  preceding five years.  int the employee's medical records file.  Effect on Benefits  A. An employee granted a leave under this policy will continue to be covered under the City's group health insurance plan with the same conditions as ift the employee B. Employee contributions will be required either through payroll deduction or by direct payment to the City. The employee will be advised in writing as tot the amount and method of payment. Employee contribution amounts are subject to any C.Ifa an employee's contribution is more than thirty (30) days late, the City may  had been continuously employed during the leave period.  change in rates that occurs while the employee is on leave. terminate the employee's insurance coverage.  59    D. Ifthe City pays the employee contributions missed by the employee while on leave, the employee will be required to reimburse the City (on a payroll deduction schedule) upon return from leave. The employee will be required to sign a written statement at the beginning of the leave period authorizing the payroll deduction for E.Ift the employee fails to return from unpaid leave for reasons other than: (1) the continuation of a serious health condition of the employee or a covered family member or (2) circumstances beyond the employee's control (certification required within thirty (30) days of failure to return for either reason), the City may seek reimbursement from the employee for the portion of the premiums paid by the City on behalf of that employee (employer contribution) during the period of leave, as F. An employee is entitled to their seniority and benefit accrual during the 12 weeks G. After thirty (30) days of unpaid leave, the employee must pay all benefit premiums H. In case of the birth or placement of a child, the employee must update their health  delinquent payments.  well as any costs paid on behalf of the employee by the City.  of FMLA.  no later than the tenth day of each month. insurance within thirty (30) days of the life event. - Employees will receive Holiday pay while on FMLA.  Job Protection  A. Ifthe employee returns to work within twelve (12) weeks following a family/medical leave (or twenty-six (26) weeks if combined with Service Member Family Leave), the employee will be reinstated to his/her former position or an equivalent position B. The employee's restoration rights are the same as they would have been had the employee not been on leave. If the position would have been eliminated or the employee would have been terminated but for the leave, the employee does not C.Ifthe employee fails to return to work by the previously agreed upon date, in absence of further communication, the employee will be considered to have  int terms of pay, benefits, status, and authority.  have the right to reinstatement upon return from leave.  abandoned the job.  Unlawful Actions and Enforcement of FMLA Rights  Itis unlawful for the City to interfere with, restrain, or deny the exercise of FMLA rights, or to discharge or discriminate against anyone for opposing such unlawful practices or for participating in proceedings relating to FMLA. An employee may file a complaint with the U.S. Department of Labor's Wage and Hour Division or may bring a private lawsuit against  an employer for violating their rights under the FMLA.  For more information on the related federal policy: htps/www.dol.govlwhdfmlafmmla-fags.htm#1  60    8.8 Health Insurance Portability and Accountability Act (HIPPA) The Health Insurance Portability and Accountability Act (HIPAA) requires the City to ensure that all medical information regarding an employee is maintained in a confidential manner; and protects health insurance coverage for employees and their families when they change or lose their jobs. In compliance with this Act, the City maintains all medical information confidential files; and provides employees with notices regarding their rights to continued coverage and ensures Iti is the policy of the City to limit the use or disclosure of protected health information (1) only as permitted or required by the Privacy Rule, as described in the Notice of Privacy Practices; or (2) This policy applies only to those administrative functions by the City associated with health, dental, vision, prescription drug, and flexible spending account benefits provided by the City of Mount Pleasant. This policy does not apply to the responsibilities of the carriers that provide the City's health, dental, vision, prescription drug, and health reimbursement benefit plans to comply with the Privacy Rule. Further, this policy does not apply to individually identifiable health information that is maintained by the City in its role as employer. For example, this policy does not apply to information learned during pre-employment or drug testing, in processing workers' compensation, or in complying with the Family Medical Leave Act. As such, the City is considered a "hybrid entity" under the provisions of the Privacy Rule, and this policy shall apply only to the The City will maintain reasonable and appropriate administrative, technical, and physical safeguards to ensure the privacy of protected health information. These safeguards prevent the intentional or unintentional use or disclosure of protected health information and limit incidental Neither HIPAA nor this policy protect individually identifiable health care information required for life insurance, disability insurance, workers' compensation, or employment records kept by the Reference: nttps/www.hns.govhpaa/orprolessonalsprvacylews-requatoons/ndex.ntm The City complies with the Texas Local Government Code, Section 554.002, whereby the City may not suspend or terminate the employment of, or take other adverse personnel action against ap public employee, who in good faith, reports a violation of the law by the employing governmental entity or another public employee to an appropriate law enforcement authority. In this section, a report is made to an appropriate law enforcement authority if the authority is part of a state or local governmental entity or the federal government that the employee in good faith believes is authorized to investigate or prosecute a violation of criminal law. For more information on the related federal/state policy: nttps/www.whistleblowers.gov  the City health insurance providers comply with this Act.  as authorized in writing by the individual who is the subject of the information.  health care components previously described.  use and disclosure of protected health information.  City in its capacity as an employer.  8.9 Whistleblower Protection Act  61    8.10 Drug Free Workplace Act  The City of Mount Pleasant shall comply with the Drug-Free Workplace Act of 1988 to ensure that its workplace is drug-free. Any employee found in violation of this policy shall be disciplined, and such discipline may include, but is not limited to, dismissal or the successful completion of a drug Under the Drug-Free Workplace Act, employees must, as a condition of employment, do the 1. Abide by the terms of the City's Substance Abuse and Testing Policy (See Section 5.4); 2. Notify the Department Director of any criminal drug statute conviction (or a plea of no contest) for a violation occurring at the workplace no later than five (5) days after such 3. Conviction Notification: A Department Director, upon receiving notification of an employee's conviction (or plea of no contest), must notify the Human Resources Director or his/her representative immediately. The Human Resources Director or representative must ensure that the appropriate federal funding agency is notified of the conviction (or plea ofr no contest) within ten (10) days after the City was notified oft the conviction (or plea of no contest). Failure to do sO couldj jeopardize the City's receipt of federal monies. 4. Disciplinary Action: The Drug-Free Workplace Act requires the City to take appropriate disciplinary action within thirty (30) days after receiving notice of an employee's conviction for a violation (or plea of no contest) of a criminal drug statute at the workplace. As a part of the disciplinary action, and as a condition of continued employment or re- employment, the employee may be required to successfully complete a drug-abuse assistance or similar program. Disciplinary action may also include dismissal from The action taken will be considered on a case-by-case basis, and such decisions will include the advice and counsel of the Human Resources Department and Legal 5. Suspicious Activities: Supervisors who suspect that an employee engages in an illegal drug-related activity should notify the Department Head and consult with the Human Resources Director or his/her representative to determine a course of action. 6. Supervisory Responsibility: All supervisory personnel should familiarize themselves with the City's Employee Assistance Program (See Section 4.15).  rehabilitation program. following:  and  conviction.  employment.  Consultant.  8.11 Immigration Law Compliance  Ina accordance with immigration laws, the City must verify the employee' 's identity, on a Form (I-9 Form) provided by the Department of Homeland Security, U.S. Citizenship and Immigration Services (USCIS) and that anyone hired, recruited, or referred for employment is authorized to The employee's portion of Form I-9 must be completed at the time of hiring, and the City must complete the eligibility verification section requiring the examination of certain employment documents described below, within three (3) business days oft the employee's hire date. The City  work in the United States.  62    may accept a receipt for the application for a replacement document if the original document has been lost, stolen, or damaged and the individual is unable to provide the document necessary for verification within the required time. The individual must present the required documents within ninety (90) days of hire. A receipt for an application for initial work authorization or an extension  of an expiring work authorization is not acceptable.  References:  nttps/www.congress.gov1O4cpthpt828CRPF-104nrpt828.pd ntps/en.wipedaorewk/mmigration. and Nationality Act  8.12 Paid Line of Duty Injury and llIness Leave for First Responders Texas H.B.471 and Chapter 177A of Texas Local Government Code, which is currently in effect, creates a mandatory paid leave scheme for certain city employees who suffer an illness  ori injury while on duty. (See Section 4.12.)  Reference: itpswww.tm.org/902/August-11-2023-Number-32  63    Appendix  A-N Nepotism Relationship Chart B-F Personnel Action Form C-Outside Employment Disclosure Form D-Ir Incentive Pay Guidelines E-Cell Phone Allowance Authorization Form F-Family Medical Leave Request Form G-Time Off Request Form H-F Prohibited Technology Acknowledgement Form I-T Travel Request and Advancement Form J-C Confidentiality of Information Acknowleagement K-Wage Deduction Acknowledgement Form  64    AGENDA ITEM REPORT Meeting: City Council - Dec 17 2024 Staff Contact: Anthony Rasor, Utilities Director  MP  City of  Department: Utilities  MOUNT PLEASANT Subject:  Consider Pay Request #7 to Schneider Electric for work on the Meter  Replacement Project.  Item Summary:  Pay Request #7 is in the amount of $334,343.58. Between October 24,2024 to November 19,2024 Schneider Electric changed out 405 34- inch meters, 70 - 1-inch meters, 44 - 2-inch meters. Total meters replaced to date is 5,391. Service lines are being evaluated to meet the  Lead & Copper Rule. Financial Impact:  Original Construction 2,856,630.00 Billing to date $2,188,577.85 Remaining Contract Cost $668,052.15 The total amount of this pay request is 334,343.58  Recommendationls!:  Motion to approve pay request #7 in the amount of $334,343.58 to Schneider Electric.  Attachments:  MP Contractor Pay Request 7 Invoice 7 Meter Summary Invoice 7 Map  Mt Pleasant PayApp7 Nov24 PC23P0040 Signed    CONTRACTOR PAY REQUEST  MP  MOUNT PLEASANT, TX  PROJECT: CONTRACTOR: CONTACT:  City of Mount Pleasant Water Meters/PC23P0040 Schneider Electric Buildings Americas, Inc. P.O. Box 841868 Dallas, Texas 75284-1868 Keith Kaiser 832-603-0859 keith.kaiser@se.com  PREVIOUS PAYMENTS Date 7-Mar-24 $ 320,969.85 7-Jun-24 $ 129,450.49 6-Aug-24 $ 215,103.70 3-Sep-24 $ 381,100.07 1-Oct-24 $ 329,793.65 5-Nov-24 $ 477,816.52 7 8 9 10 11 12 13 14 15  Invoice 2 3 4 5 6 7 8 9 10 11 12 13 14 15  Amount  INVOICE NO.: PAYMENT PERIOD: SCHEDULE:  October 24, 2024 to November 19, 2024  PAYMENT: SUBMITTED: December 3, 2024  Effective Start Date (NTP): Substantial Completion Days Allowed: Deadline: Days Remaining: %5 Scheduled used: Final Completion Days Allowed: Deadline: Days Remaining: %Scheduled used: Change Order No. 1 (date): Current Contract Amount: Total Value ofV Work to Date: Less Retainage: Liquidated Damages: 0 Days @$0/Day Less Previous Payments: Balance Due this Invoice: Percentage of Contract Paid to Date:  02/09/24 450 05/04/25 152 66% 480 06/03/25 182 62% Schedule No Change  Total $ 1,854,234.28  PAYMENT SUMMARY: Original Contract Amount:  2,856,630.00 2,856,630.00 2,303,766.16 115,188.31 1,854,234.28 334,343.58 76.6%  5%  REQUEST FOR PAYMENT: Contractor: KeithKaiser Recommendedi for Payment by City ofN Mt. Pleasant  11/21/2024 Date  Date        HV  mw  60  -  } C 0  o  & -  &  60  8 d  88 00 > o  00  00 8 e  - -  BNRe    Invoice7 October 24- November 19  Sizes  3/4"  1"  2" 287 203 44  3" 4" 6" 8" 10" 7 18 21 1 2 3 11 10 0 0 2 10 6 0 0  Total 6029 5391 537  Actual Total 5149 544 Completed 4684 480 Total Meters Completedl In 405 Pay Period Meters Installated by! Invoice Mobilization 507  %Complete 91.0% 88.2% 70.7% 42.9% 61.1% 47.6% 0.0% 0.0% 89.4%  70  Invoice1 Invoice:2 2 Invoice 3 Invoice 4 Invoice! 5 Invoice 6 Invoice 7 Invoice 8 Invoice 9 Invoice 10  782 1347 1193 1025 537    Mount Pleasant Meter Installation Map 11/19/2024  Beit Meshobeb Texas  Harts Bluff  Mount Pleasant Independent District  Sports Complex  Twin Lakes Resort Toprated  CoxCo  Holiday InnExpress SuitesMount.  Lowe's Home a Improvement V Hampton! Suites Mount-Pleast  nes Shop  Shel  MtF Pleasant  First Baptist.Church  irport-Xs70 *  The Home Depot  Landfill  Mid. America Flight Museum 0  Republic Services  fitus CountyFresh m Supply District#1  Coppergate Ranch &Country Club 9 Lake Country . Carpet Care  271    AGENDA ITEM REPORT Meeting: City Council - Dec 17 2024 Staff Contact: Anthony Rasor, Utilities Director  MP  City of  Department: Utilities  MOUNT PLEASANT Subject:  Consider Pay Request #2 from Wicker Construction, Inc. for work performed on the West Loop Wastewater Collection Project.  Item Summary:  Pay Request #2 is in the amount of $296,160.60. This pay request is for 25% Mobilization, 25% traffic control, 25% storm water pollution and clearing 15 acres of right of way this month.  Financial Impact:  Original Construction: $9,816,351.10 Payments Previously Authorized: $170,762.50 The amount oft this pay request is: $296,160.60  Recommendations:  Recommend a motion to approve pay request #2 in the amount of $296,160.60.  Attachments: MP162 PE No. 2    PROGRESS ESTIMATE KSA ENGINEERS, INC. 140E.TYLERST., SUITE6 600 LONGVIEW,TX7 75601  Notice top Proceed Date: Contract Time: %Complete (Time) %Complete ($). ProjectN No: PREVIOUS PAYMENTS AUTHORIZED #1 170,762.50 #2 #3 #4. #5 #6 #9 Total Payments Previously Authorized:  September 3, 2024 580 Days 15.69% 3.80% MP.162 #10 #11 #12 #13 #14. #15 #16 #17 #18  Estimate No.: Date: Project: Period: Contractor: Address: Amounto ofc Contracta as Awarded: Change Orders: #1S #2S. #3S. #4$ #5S Total Change Orders: TotalA Adjusted Contract:: Item! No. BASE BID  2 December 3, 2024 West Loopy Wastewater Collection! Improvements From: 10/26/2024. To: 11/25/2024 Wicker Construction, Inc. POB Box6 6765, Shreveport, LA71136 $9,816,351.10 #6S #7$ #8S #9$ #10S  $0.00 $9,816,351.10  $170,762.50 Valuec of ($) $3,750.00 $500.00 $0.00 $0.00 $0.00 $0.00 $0.00 $0.00 $0.00 $0.00 $0.00 $0.00 $0.00 $0.00 $0.00 $0.00 $0.00 $0.00 $0.00 $0.00 $0.00 $0.00 $0.00 $0.00 $0.00 $0.00 $0.00 $0.00 $0.00 $0.00 $0.00 $0.00 $0.00  Quantity Previous Current Quantity Meas. Estimate Quantity Quantity  Unitof Original Month's Month's CompletedT To Unit Price Completed Work  Description  Date 0.25 0.25 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00  ($) 0.50 $485,000.00 $242,500.00 $15,000.00 $2,000.00 $2,500.00 $1,500.00 $17,500.00 $5,000.00 $5,000.00 $0.65 $111.00 $69.00 $85.00 $64.00 $62.00 $182.00 $79.00 $85.00 $98.00 $103.00 $108.00 $143.00 $260.00 $115.00 $410.00 $145.00 $210.00 $628.00 $240.00 $255.00 $720.00 $310.00 $1,145.00 $8,750.00 $620.00  1.01 Mobilization, Insurance, andE Bonding 1.02 Barricades, Signs, andl Traffic Handling 1.03 Storm Water Pollution Prevention 1.04 Care of Water During Construction 1.05 TemporaryE Bypass Pumping 1.06 Gravitys Sewer Line and Manhole Testing 1.07 Force Main Testing 1.08 Excavation Safety 1.09 Trenchs Safety. 1.10 6-in SDR: 21 PVC Force Main 1.11 6-ins SDR: 21R Restrained! Joint PVCF ForceN Main 1.13 8-ins SDR: 21 PVCF Force Maini Bore Cut) Cut)  LS 1 LS 1 LS 1 LS 1 LS 1 LS 1 LS 1 LS 1 LE 41,954 LF 51 LF 43 LF 9,730 LF 8,636  0.25 0.25 0.00 0.25 0.00 0.25 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00  1.12 6-ins SDR: 26 Restrained Joint PVCS Sanitary Sewer Line LF 68 1.14 8-ins SDR 21R Restrained. Joint PVCS Sanitary Sewer Line LF 1,044 1.15 8-ins SDR: 21R Restrained. Joint PVCS Sanitary Sewer by Wet LF 260 1.17 12-ins SDR: 26F Restrained. Joint PVCS Sanitary Sewer Line LF 1,455 1.18 18-inP PS 115F PVCS Sanitary Sewer Line (OFT tos 8FT Open LF 12,316 1.19 18-inF PS1 115 PVCS Sanitary Sewer Line (8FTto1 12FT Open LF 7,040 1.20 18-inP PS 115F PVCS Sanitary Sewer Line (>12FT Open Cut) LF 3,410 1.21 18-inPS1 115F Restrained. Joint PVCSanitary Sewer Line LF 1,601 1.22 12-in SteelE Encasement! by Dry Bore 1.23 16-ins SteelE Encasement! by Open Cut. 1.24 16-ins Steel Encasementt by Dry Bore 1.25 16-ins Steel Encasement! by Open Cutv with Pipe Supports LF 240 1.26 24-in SteelE Encasementt by Open Cut 1.27 24-in Steel Encasement! by Dry Bore 1.28 24-ins Steel Encasement! by Open Cutv with Pipe Supports LF 460 1.29 30-ins Steel Encasement! by Open Cut: 1.30 30-ins Steel Encasement! by Dry Bore 1.31 30-ins SteelE Encasement! by Open Cutv with Pipe Supports LF 1.32 30-ins Steel Encasement! by Dry Bore atR Railroad Crossing LF 120 1.33 48-ins Sanitarys Sewer Manhole (OFTt to 8FT Deep) 1.34 Extral Depthf for Manholes  1,16 12-in SDR: 26F PVCS Sanitary Sewer Line  LF 106 LF 341 LF 544 LF 100 LF 774 LF 320 LF 1,067 80 EA 88 VF 225  Pagelof2  Aksanergatewa/Proo)ects.MP162400 Construction/04 Contractor Payment ApplicationPE: 2MP162F PE2.xism    Quantity Previous Current Quantity Meas. Estimate Quantity Quantity  Value of ($) $0.00 $0.00 $0.00 $0.00 $0.00 $0.00 $0.00 $0.00 $0.00 $0.00 $0.00 $0.00 $0.00 $0.00 $0.00 $0.00 $0.00 $0.00 $0.00 $0.00 $0.00 $0.00 $0.00 $0.00 $0.00 $0.00 $0.00 $0.00 $0.00 $0.00  Unitof Original Month's Month's CompletedTo Unit Price CompletedWork  Item No.  Description  Date ($) 0.00 $12,128.00 0.00 $7,039.00 0.00 $3,150.00 0.00 $2,520.00 0.00 $895.00 0.00 $2,593.00 0.00 $3,365.00 0.00 $1,689.00 0.00 $17.00 0.00 $950.00 0.00 $85.00 0.00 $100.00 0.00 $45.00 0.00 $140.00 0.00 $240.00 0.00 $12,500.00 0.00 $294,000.00 0.00 $290,000.00 0.00 $50.00 0.00 $48.00 0.00 $283,000.00 0.00 $3.00 0.00 $1.00 0.00 $5.00 0.00 $20,650.00 0.00 $850.00 28.00 $4,500.00 $126,000.00 0.00 $5,000.00 0.00 $540,000.00 0.00 $200,000.00 0.00 $17.00  1.35 60-in Sanitary Sewer Manhole 1.36 Drop Piping for Manholes 1.37 Combination Air Valve 1.38 8-in Plugy Valve 1.39 Cut, Plug, andA Abandon Existing Sewer Line 1.40 Connect to Existing Sewer Line 1.41 Long Side Sewer Service 1.42 Short Side Sewer Service 1.43 Remove and Replace Barbed) Wire Fence 1.44 Install Access Gate 1.45 Open Cuta and Repair Asphalt 1.46 Open Cuta and Repair Concrete 1.47 Open Cuta and Repair Gravel 1.48 24-in RCP Culvert 1.49 Type RF Rock Rip Rap 1.50 Demolish Existing! Lift Station andA Appurtenances 1.51 FM: 1271 Lift Stationa and/ Appurtenances 1.52 FM2 271 Lifts Stationa and/ Appurtenances 1.53 6-ft Talll Intruder Resistant Chain Link Fence 1.54 AIl Weather Access 1.55 Electrical Improvements 1.56 Filter Fabric Fence 1.57 Foundation! Materialf for Unstable Trench 1.58 Erosion Control Matting 1.59 Temporary Creek Crossing 1.60 Seed and Fertilize 1.61 Clearing Grubbing 1.62 Special Provisions forl Landowners 1.63 Miscellaneous Allowance  EA 6 EA 10 EA 4: EA 4 EA 10 EA 5 EA 7 EA 4 LF 610 E 13 SY 262 SY 132 SY 186 LF 66 CY 132 EA 3 LS 1 LS 1 LF 264 SY 620 LS 1 LF 15,000 CY 7,770 SY 500 EA 1 AC 37 AC 37 LS 1 AL 1 1  0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 13.00 15.00. 0.00 0.00 0.00 0.00  1.64 Railroad Flagman, Observation, and Survey Allowance AL 1.65 Remove and Dispose ofE Existing Sanitary Sewer Line LF 922  In accordance with the Contract Documents, based ond on-sitec observations andt thec data comprising thec above application, the Engineer represents tot the Owner that to the best ofthe Engineer's knowledge, information and belief, the Work (excluding trench: safety) has, progressedo asi indicated, the quality oft the Work isi inc accordance with the Contract Documents, and the Contractori is entitledt to payment oft the AMOUNTE PAYABLE. The Contractor is solely responsible fort trench safety and ass such, the Engineer makes no representation that this  payi item hasb been performedi inan manner consistent with the Contract Documents.  KSAE ENGINEERS, INC. Buc. lihisk 12/4/2024 CITYOFN MOUNT PLEASANT  Total Amount to Date Material on Hand Less 5%F Retainage Net Total Less Previous Payments Amount Payable to Contractor This Estimate  $372,750.00 $118,748.00 $491,498.00 $24,574.90 $466,923.10 $170,762.50 $296,160.60  By Date Approved: By: Date  Page2of2  kanergatewaPoets  ConsrnuctionpAContrater: PaymentA APISHeNyE2PAPIa    AGENDA ITEM REPORT Meeting: City Council - Dec 17 2024 Staff Contact: Anthony Rasor, Utilities Director  MP  City of  Department: Utilities  MOUNT PLEASANT Subject:  Consider Pay Request #19 from Heritage Construction LLC for work performed at the Southside Wastewater Treatment Plant.  Item Summary: electrical wiring. Financial Impact: Amount Payable: $587,310.33 Original Construction: $40,549,300.00 Total Adjusted Contract: $41,012,657.85 Completed Contract Cost to Date: $27,366,034.80 Percentage time complete: 74.67% Percent money: 56.19% Recommendations:  Pay Request #19 isi in the amount of $587,310.33. This payment is for work performed at the WWTP including but not limited to installation of diffusers, blowers, piping, valves excavation oft the effluent lift station and  Recommend a motion to approve Pay Request #19 in the amount of $587,310.33.  Attachments: MP160 PE No. 19 #19-Pic1 #19-Pic2 #19-Pic3 #19-Pic4 #19-Pic5 #19-Pic6  MP160 PE No. 19 MOH w Invoice    PROGRESS ESTIMATE KSAI ENGINEERS, INC. 140E.1 TYLERST., SUITE 600 LONGVIEW, TX7 75601  Notice to Proceed Date: Contract Time:: %Complete (Time) %Complete ($) Project No: PREVIOUS PAYMENTS AUTHORIZED #1thru#9 14,783,654.04 #10 1,283,935.08 #11 1,100,742.51 #12 2,050,106.13 #13 2,417,335.80 #14 1,637,803.11 #15 1,185,105.12 #16 1,073,216.20 #17 1,158,805.77 Total Payments Previously Authorized:  May 15, 2023 750 Days 74.67% 56.19% MP.160 #18 #19 #20 #21 #22 #23 #24 #25 #26  Estimate No.: Date: Project: Period: Contractor: Address: Amount ofContract as Awarded: Change Orders: #1S 463,357.85 #2$ #3$ #4$. #5S Total Change Orders: Total Adjusted Contract: Item No. SCHEDULE1 1.0- BASE BID 1.01 Mobilization, Insurance, andE Bonds 1.02 Stormwater Pollution Prevention 1.03 Headworks Facility 1.03A Excavation, Embedment, &E Backfill 1.03B Concrete 1.03C Pipe & Valves 1.03D Major Equipment 1.04 Aeration System 1.04A Excavation, Embedment, &E Backfill 1.04B DrilledF Piers 1.04C Concrete 1.04D Pipe & Valves 1.04E Major Equipment 1.05 Final Clarifiers1,384 1.05A Excavation, Embedment, & Backfill 1.05B Drilled Piers 1.05C Concrete 1.05D Pipe &V Valves 1.05E Major Equipment 1.06 RAS/WAS Pump Station 1.07 Tertiary Filter Improvements 1.08 Disinfection: System 1.08A Excavation, Embedment, & Backfill 1.08B Concrete 1.08C Pipe, Valves, & Appurtenances 1.08D Major Equipment 1.09 Effluent Lifts Station 1.09A Excavation, Embedment, &E Backfill 1.09B Concrete 1.09C Pumps, Pipe, & Valves 1.10 Outfall Pipeline 1.11 Sludge Dewatering Building 1.12 Yard Pipinga andF Plant Drain! Lifts Station 1.12A Yard Piping 1.12B Plant Drain Lifts Station: Excavation, Embedment & LS Backfill 1.12C Plant Drain Lift Station: Concrete 1.12D Plant Drain Lifts Station: Major Equipment  19 November 25, 2024 Southside) WWTP Improvements From: 10/26/2024 To: 11/25/2024 Heritage Constructors, Inc. 3737Lamar Ave., Suite 700, Paris, TX75460 $40,549,3 300.00 #6$ #7$. #8S. #9$ #10$  675,331.04  $463,357.85 $41,012,657.85  $27,366,034.80 Value of ($) $12,750.00  Quantity Previous Current Meas. Estimate Quantity Quantity  Quantity Date 0.85  Unit of Original Month's Month's CompletedTO Unit Price Completed Work  Description  ($) 1.00 $1,900,000.00 $1,900,000.00 $15,000.00 0.98 $290,000.00 $284,200.00 0.98 $250,000.00 $245,000.00 0.98 $750,000.00 $735,000.00 0.10 $1,400,000.00 $140,000.00 0.99 $900,000.00 $891,000.00 1.00 $600,000.00 $600,000.00 1.00 $1,100,000.00 $1,100,000.00 0.96 $900,000.00 $864,000.00 0.90 $1,200,000.00 $1,080,000.00 1.00 $515,000.00 $515,000.00 1.00 $375,000.00 $375,000.00 1.00 $1,000,000.00 $1,000,000.00 1.00 $750,000.00 $750,000.00 0.70 $1,200,000.00 $840,000.00 0.85 $703,000.00 $597,550.00 0.15 $530,600.00 0.35 $368,000.00 $128,800.00 0.00 $1,100,000.00 0.00 $100,000.00 0.00 $600,000.00 0.50 $271,000.00 $135,500.00 0.10 $600,000.00 0.05 $200,000.00 1.00 $6,207,000.00 $6,207,000.00 0.10 $773,000.00 0.70 $853,472.00 $597,430.40 1.00 $100,000.00 $100,000.00 1.00 $200,000.00 $200,000.00 0.00 $200,000.00  LS 1 LS 1 LS 1 LS 1 LS 1 LS 1 LS 1 LS 1 LS LS LS 1 1  1.00 0.85 0.98 0.98 0.95 0.03 0.08 0,02 0.99 1.00 1.00 0.93 0.03 0.60 0.30 1.00 1.00 1.00 0.98 0.02 0.70 0.70 0.15 0.05 0.10 0.35 0.00 0.00 0.00 0.30 0.20 0.00 0.10 0.00 0.05 1.00 0.10 0.65 0.05 1.00 1.00 0.00  LS 1 LS 1 LS 1 LS 1 LS 1 LS 1 LS 1 LS LS LS 1 LS 1 1 LS 1 LS  $79,590.00 $0.00 $0.00 $0.00 $60,000.00 $10,000.00 $77,300.00  $0.00  Pagelof2  ContrnactonpaContracor Payment ApplicationlPE 191MP160PEI No.: 19.xlsm    Quantity Previous Current Meas. Estimate Quantity Quantity  Quantity Date  Value of ($)  Unito of Original Month's Month's CompletedTo Unit Price Completed Work  Item No. 1.13 Sitework 1.13A Demolition & Disposal 1.13B Trucking & Stockpiling 1.13C Fence & Gate 1.13D Miscellaneous Metals 1.13E Pavement 1.14 SCADA and Power Systems Study Allowance 1.15 Electrical and Controls 1.15A Temporary Power & Dewatering 1.15B MCC Improvements 1.15C Generator &A ATS 1.15D Above Ground Wiring & Conduits 1.15E Below Grade & Ductbanks 1.15F Lighting 1.15G Devices, Panels, Flow Meters &F FireA Alarm 1.16 Trench and Excavation Safety 1.17 Miscellaneous Allowance 1.18 Tertiary Filter Allowance 1.19 Care of Water During Construction SCHEDULE 2.0- BID ALTERNATES 2.01 Clarifier No. 2F Rehabilitation 2.02 Bar Screens No. 1 and No.2 2.03 Dewatering Press No.2 FIELD WORK ORDER No.1 Valves FIELD WORK ORDER No.2 Booster FIELD WORK ORDERI No.3 electrical conduits FIELD WORK ORDER No.4  Description  ($) 0.95 $129,000.00 $122,550.00 0.95 $685,000.00 $650,750.00 0.00 $75,000.00 0.25 $340,000.00 0.00 $400,000.00 0.05 $200,000.00 1.00 $440,000.00 $440,000.00 0.05 $1,850,000.00 0.05 $1,350,000.00 0.18 $1,500,000.00 $270,000.00 0.35 $1,800,000.00 $630,000.00 0.00 $500,000.00 0.02 $1,000,000.00 0.90 $5,500.00 0.00 *6 $173,904.41 0.00 $1,362,333.00 0.80 $1,142,095.00 $913,676.00 0.05 $345,300.00 0.00 $476,000.00 0.00 $498,000.00 1.00 0.00 1.00  LS 1 LS LS LS 1 LS 1 AL 1 LS 1 LS 1 LS 1 LS 1 LS 1 LS 1 LS 1 LS AL 1 AL 1 LS LS 1 LS 1 LS 1 LS 1  0.90 0.05 0.90 0.05 0.00 0.20 0.05 0.00 0.05 0.97 0.03 0.05 0.05 0.15 0.03 0.25 0.10 0.00 0.02 0.90 0.00 0.00 0.73 0.07 0.05 0.00 0.00 1.00 0.00 1.00 1.00  $0.00 $85,000.00 $0.00 $10,000.00 $92,500.00 $67,500.00 $0.00 $20,000.00 $4,950.00 $0.00 $0.00 $17,265.00 $0.00 $0.00 $5,424.41 $0.00 $10,607.47  *W01.1 Temporary Electric Conduit Reroute for Sludge "W02.1 Dewatering Press Modifications toA Adda aCircuit and LS "wo3.1 Blower Buildinga a Adjustment: toa avoid existing "W04.1 Remove and replace existings screw pumps with new LS screw pumps, bypass pumping, gearbox modification for new pumps, commissioning and "Wo5.1 Add approximately 1,0001 LFor new fiber and upsize LS "W06.1 Add Screw Pump Rehabilitation (Evoqua) Additonal LS CO1.1 Refurbishment ofl Two (2) Existing 60-in Diameter LS  $5,424.41 $5,117.00 $10,607.47  LS 1 1 1 1  1.00 $119,890.00 $119,890.00  startup FIELD WORK ORDERI No.5 fiber conduits FIELD WORK ORDERI No.6 6 Change Order No.1  0.00 1.00 0.00 0.10  1.00 $11,638.00 0.00 $173,418.71  $11,638.00 $0.00  Cost, Contractor's fee, and Bond Internalift Screw Pumps (Evoqua)  0.10 $463,357.85 $46,335.79  *Per FWO No.: 1;*PerF FWO No. 2; *Per FWO No. 3;"*PerF FWOI No.4 4;"5 PerF FWO No. 5;"6 Per FWO No.6 representation that this pay item has been performedi ina manner consistent with the Contract Documents.  APer Change Order No.1  Inc accordance with the Contract Documents, based on on-site observations and the data comprising the above application, the Engineer represents tot the Owner that to the best of the Engineer's knowledge, information and belief, the Work (excluding trench: safety) has progressed asi indicated, the quality of the Work isin accordance with the Contract Documents, and the Contractor is entitled top payment oft the AMOUNTA PAYABLE. The Contractor is solely responsible, for trench safety and ass such, the Engineer makes no  KSAE ENGINEERS, INC., by Sh 12/04/2024 CITY OFI MOUNTE PLEASANT  Total Amount to Date Material on Hand Less! 5% Retainage Net Total Less Previous Payments  $23,043,207.07 $6,381,366.75 $29,424,573.82 $1,471,228.69 $27,953,345.13 $27,366,034.80 $587,310.33  By Date Approved: By Date Page2of2  Amount Payable to Contractor This Estimate  AamgPM-PPPRawnwpCominvatemps Contractor Payment ApplicationPE 19)MP160PE No. 19.xism    MATERIALS ON HAND KSAE ENGINEERS, INC. 140E.TYLERST., SUITE 600 LONGVIEW, TX 75601  Estimate No.: Date: Project: Item  19 November 25,2 2024 Southside WWTPI Improvements Description  Amount Date  Balance onk Hand ($)  Originall Invoice Installedto Amount $32,021.98 $32,021.98 $22,663.20 $22,663.20 $22,663.20 $22,663.20 $120,411.64 $120,411.64 $134,649.06 $134,649.06 $94,922.84 $94,922.84 $445,280.00 $27,840.40 $27,840.40 $168,991.20 $168,991.20 $168,578.20 $168,578.20 $279,007.00 $279,007.00 $178,772.50 $178,772.50 $211,264.20 $211,264.20 $38,471.16 $38,471.16 $377,626.72 $377,626.72 $192,361.83 $192,361.83 $180,422.20 $180,422.20 $36,752.80 $36,752.80 $81,553.95 $81,553.95 $20,870.30 $20,870.30 $34,018.00 $34,018.00 $240,060.00 $180,060.00 $120,960.00 $120,960.00 $48,634.00 $10,634.00 $13,026.00 $13,026.00 $76,175.68 $76,175.68 $157,814.00 $57,814.00 $152,205.05 $62,205.05 $21,000.00 $21,000.00 $1,175,247.68 $579,500.00 $30,500.00 $30,500.00 $139,443.00 $50,443.00 $38,086.00 $38,086.00 $176,506.00 $35,506.00 $58,401.00 $58,401.00 $65,484.72 $65,484.72 $20,623.12 $20,623.12 $90,324.08 $90,324.08 $75,671.68 $75,671.68 $70,901.42 $70,901.42 $86,583.00 $86,583.00 $161,560.00 $40,560.00 $179,236.00 $179,236.00 $537,916.00 $55,000.00 $781,850.00 $155,000.00 $139,500.00  Receivedt thisP Period  Hartman Specialty (July Invoice.7 727389) Hartman Specialty (July Invoice7 730302) Hartman Specialty (July Invoice 730339) Thompson Pipe Group (Invoice 99011990) Thompson Pipe Group (Invoice 99012022) Thompson Pipe Group (Invoice 99012046) Hartwell (Invoice2 23-095)A August Hartmann (Invoice 734366)A August Hayes( Invoices 1019-3 365,364,363,362) 10. Hayes (Invoices 1019357.359360361) 11. Hayes( (Invoice 1016161)August 12. Hayes (Invoices 1018-58:585.1019018) 13. Hayes (Invoices 1019366.367.86.87458) 14. Thompson (Invoice 99012124)5 September 15. Thompson (Invoices 99012188, 12195, 12210, 12225)5 September 16. Thompson (Invoices 99012227, 12245) September 17. Hayes( (Wicker)s September 18. Hartman (Invoices? 735835, 735282) September 19. Hayes (Invoices 1022951, 1020930) September 20. GEO Solutions (October Invoice) 21. Huber (October Invoice) 22. Hayes( (Octoberi Invoices 1028925, 927, 929) 23. Hayes( (October Invoices 1028934, 937) 24. H&K Electric (Octl Invoices 1014320, 58512171.001) 25. Pumps Solutions (Octoberi Invoice 101112) 26. Hartman (Nov. Invoices 74559745560,45607 27. Hayes Pipe (Nov. Invoices 1034105, 1034460, 1032242, 1032203) 28. HayesP Pipe (Nov. Invoices 103303, 1031047, 1031060) 29. Pump Solutions (Nov. Invoice 2023-11138) 30. Aqua Aerobics (Dec. Invoice 1040175) 31. Saveco (Dec. Invoice WEC221194) 32. Saveco (Dec. Invoice WE221194-SU) 33. Hayes (Dec. Invoice 1037627) 34. Hayes (Dec. Invoice1 1038881) 35. Hayes (Jan. Invoice: 1040085) 36. Hayes (Jan. Invoice 1039532, 1039533) 37. Hartman (lan. Invoice 0547055.9079.30190 38. Hartman (lan. Invoice 751113) 39. Hartman (Febl Invoice 15,83753415357 40. Hartman (Febl Invoice7 74.9574734064.754067 41. Hartman (Febl Invoice 54364754365754716 42. Hayes Pipe (Febl Invoice 10A540410454061D47592) 43. Seguin (Febl Invoice 2301102,2301103) 44. Walker (Febl Invoice 025524) 45. Newman Regency (Mar Invoice 2260B18166) 46. Evoqua (Apr Invoice 906415912) 47. EDIA (Apri Invoice 304498)  $0.00 $0.00 $0.00 $0.00 $0.00 $0.00 $445,280.00 $0.00 $0.00 $0.00 $0.00 $0.00 $0.00 $0.00 $0.00 $0.00 $0.00 $0.00 $0.00 $0.00 $0.00 $60,000.00 $0.00 $38,000.00 $0.00 $0.00 $100,000.00 $90,000.00 $0.00 $1,175,247.68 $579,500.00 $0.00 $89,000.00 $0.00 $141,000.00 $0.00 $0.00 $0.00 $0.00 $0.00 $0.00 $0.00 $121,000.00 $0.00 $482,916.00 $781,850.00 $15,500.00  Materials on Hand  Page 1 of2  12/3/2024    Amount Balance onH Hand Date  Original Invoice Installedto Amount $399,807.00 $299,807.00 $171,538.00 $11,538.00 $187,085.32 $187,085.32 $173,250.00 $173,250.00 $117,000.00 $17,000.00 $61,029.00 $61,029.00 $47,000.00 $37,000.00 $18,000.63 $18,000.63 $5,771.00 $5,771.00 $7,200.00 $7,200.00 $566,351.28 $345,042.00 $293,285.70 $91,315.53 $49,864.72 $12,710.30 $50,674.73 $50,674.73 $23,290.00 $23,290.00 $125,000.00 $39,573.00 $48,293.04 $101,470.70 $81,220.00 $164,472.10 $10,902.00 $10,902.00 $315,200.00 $79,258.10 $9,185.15 $9,185.15 $9,964.00 $9,964.00 $22,800.00 $17,800.00  Item  Description  Receivedt this Period  (S) $100,000.00 $160,000.00 $o.00 $0.00 $100,000.00 $0.00 $10,000.00 $0.00 $0.00 $0.00 $566,351.28 $51,756.30 $91,315.53 $49,864.72 $12,710.30 $0.00 $0.00 $125,000.00 $39,573.00 $48,293.04 $101,470.70 $81,220.00 $164,472.10 $0.00 $315,200.00 $79,258.10 $0.00 $0.00 $5,000.00 $160,588.00 $6,381,366.75  48. Pumps Solutions (Aprl Invoice 2024-0332) 49. SequinF Fabricators (Apri Invoice 2301104) 50. Aqua Aerobics (Mayl Invoice 1041946)) 51. Walker (Mayl Invoice 025650) 52. Pumps Soulutions (Mayl Invoicez 20240414) 53. HayesF Pipe (Mayl Invoices 1055460, 1055902, 1053952, 1056394) 54. Seguin( (May Invoice 2301105) 55. Hartmann (Mayl Invoices 761841,7 763623) 56. Hartman (Junl Invoice 766290 57. Municipal Valve & Equip (Junl Invoice 30777) 58. H&K Electric (Juni Invoice $9292708.001) 59. Inovair (Jull Invoice 373781) 60. CED- H&K (Augl Inv. 1014288,10143091014320,13276.60) 61. Crawford-H&K (Augl Inv. AZCA2IPAC9.9.02.129.3.07 62. Elliott- H&K (Augi Inv. 30-98792-01) 63. Hartmen (Aug Inv. 775274,774504) 64. Hayes Pipe (Aug Inv. 1072177, 1072898, 1076853) 65. Huber (Augl Inv. 1110007747) 66. Lindsey- H&K (Aug Inv. 157819) 67. WES- H&K (Aug Inv.5 512171.001,8528638.0 68. WES- H&K (Aug Inv. 69. Alliance (Sept. Inv. 001549, 001512) 70. Global (Sept. Inv. 45997-1,4 45997-3,4 45997-2) 71. Municipal Valve (Sept. Inv. 31399) 72. Nixon-H&K (Sept. Inv. $23-6906-1) 73. WES-H&K (Sept. Inv. 58528638.035) 74. Hartmen (Octl Inv. 782458) 75. Hayes (Oct Inv. 1083672) 76. Municipal Valve (Octl Inv. 31746) 77. Veolial (Nov Inv:2 24004808 RI05000)  $160,588.00  Materials on Hand  Page 2 of2  12/3/2024    Page 1/1  OVEOLIA  INVOICE  Ship To SOUTHSIDE WWTP 2561 C.R.4540 MOUNTI PLEASANT1 TX75455 United States  HERITAGE GENERAL CONTRACTORS 77LAMARAVE-700 REYNOLDS@HC1I980.COM PARIS TX 75460 United States  Project No: 5000223020 Project Description: MOUNT-PLEASANTIX Invoice) No: 24004808 RI 05000 Invoice Date: 2024/10/18 Period to: 2024/10/18 Due Date: 2024/11/17 Customer Order Number: 198.VE0.101 Description of Work  Customer Reference: 1373480 Customer Contact: Customer Number: Customer Fax: Customer Email:  Total Completed Invoice Line Amount  Previous Invoice Current Invoice Line Amount  Scheduled Work 160,588.00 8,452.00 169,040.00  %A Age 160,588.00 100.00 0 0.00 160,588.00 95.00 Total Invoice. Amount GST Amount PST Amount HST Amount Total Due Currency Payment Due  Line. Amount 160,588.00 0 160,588.00 160,588.00 0 0 0 160,588.00 USD 2024/11/17 RI 102693785 1000012471  95%1 upon delivery 2 5%1 upon start-up TOTALS  0 0 0  WIRE INFORMATION 003 400.7522.03051 400-752-2 ROYCCAT2  ROYAL BANK OF CANADA 3131 COTE-VERTU, MONTREAL, QC Bank Transit Account # IBAN SWIFT  REMIT PAYMENTTO  BOITE. POSTALE 11331 SUCCURSALE CENTRE-VILLE MONTREAL QCH3C5HI payments.  GST/HST. Registration PSTI Registration  Interest in the maximum amount permitted under provincial law, or 2% per month (24% per year) whichever is less, will be charged on late  Veolia Water Technologies Canadal Inc. ISOS 9001:2015 4105 Sartelon Saint-Laurent, Québec. Canada H4S2 2B3 Phone: (514)3 334-7230 Fax(514,334-5070 RNeN vwtcmnada revalbleavealacom                        4    AGENDA ITEM REPORT Meeting: City Council - Dec 17 2024 Department: City Manager/ EDC  Staff Contact:  Nathan  MP  Greg Nyhoff/  Tafoya, City Managerl EDC  City of  MOUNT PLEASANT Subject:  Consider and possible action on the Amended Development Agreement between the Mount Pleasant Economic Development Corporation and MPX Group LLC concerning the development of a manufacturing facility on land adjacent to the City, proposed to be annexed by the City.  Item Summary:  The Mt Pleasant Industrial Development Corporation referred to as the Mount Pleasant EDC (MPEDC) Board approved a Performance Agreement with MPX Group, LLC. Local Government Code requires the City Council of the City ofMount Pleasant, Texas, to approve all programs and expenditures of the MPEDC. The agreement includes the Affirmative Covenant oft the MPEDC to reimburse the Developer for an amount not to exceed $1,000,000 for qualified mpovememivcapendinures ofat leasts20,000,000. The Term: Condition Precedent states that the Developer is required to annex the property into the City The developer's Affirmative Covenants include items such as minimum investment, job creation City Staffa and Attorney have reviewed the agreement and made non-substantive changes to the original Attached is the original agreement by MPEDC and the amended agreement by City Attorney and Staff.  ofMount Pleasant no later than January 1,2027 requirements, and facility operations timelines.  agreement.  Financial Impact: N/A  Recommendation(s!: submitted.  MPEDC requests the City Council Approve either the original MPEDC agreement or the Amended Agreement Staff Recommends that the City Council Approve the Amended Performance Agreement  Attachments:  Mount Pleasant EDC-F Performance Agreement - MPX Group LLC -Original DOCS1-#3431643164-V2-Mount Pleasant EDC - Performance Agreement MPX Group LLC - FINAL to City- jlm rev clean 1118242    PERFORMANCE AGREEMENT  This PERFORMANCE AGREEMENT by and between CITY OF MOUNT PLEASANT, TEXAS INDUSTRIAL DEVELOPMENT CORPORATION, a Texas non- profit corporation (hereinafter referred to as "MPEDC"), and MPX GROUP, LLC, a Texas limited liability company (hereinafter referred to as the Developer"), is made and executed on the  following recitals, terms and conditions.  WHEREAS, MPEDCisa Type A economic development corporation operating pursuant to Chapter 504 ofthe Texas Local Government Code, as amended (also referred to as the "Act"), and the Texas Non-Profit Corporation Act, as codified ini the Texas Business Organizations Code,  as amended; and  WHEREAS, Section 501.101 of the Texas Local Government Code, in pertinent part, defines the term "project" to mean "land, buildings, equipment, facilities, expenditures, targeted infrastructure, and improvements that are: (1) for the creation or retention of primary jobs; and (2) found by the board of directors to be required or suitable for the development, retention, or expansion of: (A) manufacturing and industrial facilities; (B) research and development facilities; (C)military facilities, including closed or realigned military bases;. : . (F) recycling facilities; (I) distribution centers; (J) small warehouse facilities capable of serving as decentralized storage and distribution centers; (K) primary job training facilities for use by institutions of higher  education; or (L) regional or national corporate headquarters facilities"; and  WHEREAS, Section 501.103 of the Texas Local Government Code, in pertinent part, defines the term "project" to mean "expenditures that are found by the board of directors to be required or suitable for infrastructure necessary to promote or develop new or expanded business enterprises, limited to: (1) streets and roads, rail spurs, water and sewer utilities, electric utilities, or gas utilities, drainage, site improvements, and related improvements; (2) telecommunications  and Internet improvements ; and  WHEREAS, Section 501.158 of the Texas Local Government Code prohibits the provision ofa direct incentive unless MPEDC enters into an Agreement with Developer providing at a minimum a schedule of additional payroll or jobs to be created or retained by MPEDC's investment; as schedule of capital investments to be made as consideration for any direct incentives provided by MPEDC to Developer; and a provision specifying the terms and conditions upon which repayment must be made should Developer fail to meet the agreed to performance  requirements specified in this Agreement; and  WHEREAS, the MPEDC's Board of Directors have determined the financial assistance to be provided to the Developer for the Qualified Expenditures to be made to the Property is consistent with and meets the definition of "project" as that term is defined in Sections 501.101 and 501.103 of the Texas Local Government Code; and the definition of "cost" as that term is  defined by Section 501.152 of the Texas Local Government Code; and  WHEREAS, Developer agrees and understands that Section 501.073(a) of the Texas    Local Government Code requires the City Council of the City of Mount Pleasant, Texas, to approve all programs and expenditures of MPEDC, and accordingly this Agreement is not effective until City Council has approved this project at a City Council meeting called and held for  that purpose.  NOW, THEREFORE, for and in consideration of the agreements contained herein, and other good and valuable consideration, the receipt and sufficiency of which are hereby  acknowledged, MPEDC and Developer agree as follows:  SECTIONI 1.  FINDINGS INCORPORATED.  The foregoing recitals are hereby incorporated into the body of this Agreement and shall be considered part oft the mutual covenants, consideration and promises that bind the parties.  SECTION2.  TERM; CONDITION PRECEDENT.  (a) This Agreement shall be effective as of the Effective Date, and shall continue thereafter until December 31, 2029, unless terminated sooner under the provisions hereof. (b) Developer covenants and agrees to annex the Property into the city limits of the City of Mount Pleasant, Texas, by January 1, 2027. In the event the Property is not annexed into city limits ofthe City ofl Mount Pleasant, Texas, by January 1, 2027, this Agreement shall  terminate automatically without further notice of either party.  SECTION3.  DEFINITIONS.  The following words shall have the following meanings when used in this Agreement. (a) Act. The word "Act" means Chapters 501 to 505 of the Texas Local Government Code, (b) Agreement. The word "Agreement" means this Performance Agreement, together with all exhibits and schedules attached to this Performance Agreement from time to time, ifany. (c) Developer. The word "Developer" means MPX Group, LLC, a Texas limited liability company, its successors and assigns, whose address for the purposes of this Agreement is 2305 County Road 3210, Mount Pleasant, Texas 75455. The term "Developer" also  as amended.  includes a subsidiary ofMPX Group, LLC.  (d) Effective Date. The words "Effective Date" mean the date of the latter to execute this (e) Event of Default. The words "Event of Default" mean and include any of the Events of  Agreement by and between the Developer and MPEDC.  Default set forth below in the section entitled "Events of] Default."  Page 2 of12  Performance. Agreement MPEDC-BTX Group. LLC 9/23/2024 3:22:20PM    (f) Full-Time Equivalent Employment Positions. The words "Full-Time Equivalent Employment Position" or "Full-Time Equivalent Employment Positions" mean and include a job requiring a minimum of Two Thousand Eighty (2,080) hours of work averaged over a twelve (12) month period, earning a minimum of $18.00 per hour, with such hours also to include any vacation and sick leave, with full benefits. g) MPEDC. The term "MPEDC" means the City of Mount Pleasant, Texas Industrial Development Corporation, a Texas non-profit corporation, its successors and assigns, whose corporate address for the purposes ofthis Agreement is 501 North Madison, Mount  Pleasant, Texas 75455.  (h) Property. The word "Property" means the approximately 566,310 square feet or 13.00- acre tract or tracts of] land in the Lewis H. Bradley Survey, Abstract No. 21, City ofMount Pleasant, Titus, Texas, as generally described and/or depicted in Exhibit A of this Agreement, which is attached hereto and incorporated herein for all purposes.  (i) Qualified Expenditures. The words "Qualified Expenditures" mean those expenditures consisting of construction of a minimum 100,000 square foot manufacturing facility located on the Property, as depicted in Exhibit B of this Agreement, which is attached hereto and is incorporated herein for all purposes, and those expenses which otherwise meet the definition of"project" as that term is defined by Sections 501.101 and 501.103 of the Act, and the definition of"cost" as that term is defined by Section 501.152 oft the Act. The words "Qualified Expenditures" excludes the costs associated with the acquisition of Term. The word "Term" means the term of this Agreement as specified in Section 2 of  the Property. this Agreement.  1)  SECTION 4.  AFFIRMATIVE COVENANTS OF DEVELOPER.  Developer covenants and agrees with MPEDC that, while this Agreement is in effect, it  shall comply with the following terms and conditions:  (a) Qualified Expenditures. Developer covenants and agrees to submit to the MPEDC paid invoices, paid receipts, or other paid documentation in a form acceptable to the MPEDC for the Qualified Expenditures made to the Property in a minimum amount of Twenty  Million and No/100 Dollars $20,000,000.00) by December 31, 2025.  (b) Commence Operations of Manufacturing Facility. Developer covenants and agrees by December 31, 2025, and during the Term of this Agreement, to keep open during normal operating hours the minimum of 100,000 square feet of manufacturing space located on  the Property.  Page 3 of12  Performance. Agreement MPEDC- BTX Group, LLC 9/23/2024. 3:22:20PM    (c) Operate Manufacturing Facility. Developer covenants and agrees by December 31, 2025, and during the Term ofthis Agreement to keep open during normal operating hours the minimum 100,000 square feet of manufacturing space located on the Property. (d) Job Creation and Retention. Developer covenants and agrees by December 31, 2025 to employ and maintain a minimum offifty (50) Full-Time Equivalent Employment Positions working at the Property. Developer covenants and agrees by December 31, 2026 and for the remainder ofthe Term ofthis Agreement to employ and maintain a minimum ofninety- five (95) Full-Time Equivalent Employment Positions working at the Property. Developer covenants and agrees beginning on February 1, 2026, and during the Term of this Agreement, Developer shall deliver tol MPEDC a quarterly compliance verification signed byad duly authorizedi representative ofDeveloper that shall certify the number ofFull-Time Equivalent Employment Positions, and shall disclose and certify the average wage for all Full-Time Equivalent Employment Positions (the "Quarterly Compliance Verification"). The Developer covenants and agrees beginning on February 1, 2026, and quarterly thereafter during the Term ofthis Agreement, there will be a total ofsixteen (16) Quarterly Compliance Verifications due and submitted to the MPEDC covering the Full-Time Equivalent Employment Positions created and maintained during the Term of this Agreement. All Quarterly Compliance Verifications shall include quarterly IRS 941  returns, or Texas Workforce Commission Employer Quarterly Reports.  (e) Performance Conditions. Developer agrees to make, execute and deliver to MPEDC such other promissory notes, instruments, documents and other agreements as MPEDC or its Performance. Developer agrees to perform and comply with all terms, conditions, and provisions set forthi in this Agreement and in all other instruments and agreements between  attorneys may reasonably request to evidence this Agreement.  Developer and MPEDC.  SECTION 5.  AFFIRMATIVE COVENANTS OF MPEDC.  MPEDC covenants and agrees with the Developer that, while this Agreement is in effect,  itshall comply with the following terms and conditions:  (a) Reimbursement for Qualified Expenditures. MPEDC covenants and agrees to submit reimbursement for Qualified Expenditures made by the Developer pursuant to Section 4(a) ofthis Agreement, in the aggregate amount not to exceed One. Million and No/1001 Dollars $1,000,000.00) within sixty (60) days of receipt of documentation by Developer to MPEDC ofthe Qualified Expenditures made to the Property consistent with Section 4(a) ofthis Agreement. Developer covenants and agrees not to submit for reimbursement for amounts less than Two Hundred Thousand and No/100 Dollars ($200,000.00)  increments.  (b) Performance. MPEDC agrees to perform and comply with all terms, conditions, and  Page 4of12  Performance. Agreement MPEDC-BTX Group, LLC 9232024322:20PM    provisions set forth in this Agreement and in all other instruments and agreements between  Developer and MPEDC.  SECTION 6.  CESSATION OF ADVANCES.  IfMPEDC has made any commitment to make any reimbursement to Developer, whether under this Agreement or under any other agreement, MPEDC shall have no obligation to advance or disburse any financial assistance if: (i). Developer becomes insolvent, files a petition in bankruptcy or similar proceedings, or is adjudged bankrupt; or (ii) an Event ofDefault occurs.  SECTION 7.  EVENTS OF DEFAULT.  Each oft the following shall constitute an Event ofDefault under this Agreement: (a) General Event of Default. Failure ofDeveloper or MPEDC to comply with or to perform any other term, obligation, covenant or condition contained in this Agreement, or failure of Developer or MPEDC to comply with or to perform any other term, obligation, covenant or condition contained in any other agreement by and between Developer and MPEDC is an  Event ofDefault.  (b) False Statements. Any warranty, representation, or statement made or furnished to MPEDC by or on behalfofDeveloper under this Agreement that is false or misleading in any material respect, either now or at the time made or furnished is an Event ofDefault. (c) Insolvency. Developer's insolvency, appointment of receiver for any part of Developer's property, any assignment for the benefit of creditors of Developer, any type of creditor workout for Developer, or the commencement of any proceeding under any bankruptcy or  insolvency laws by or against Developer is an Event ofDefault.  (d) Other Defaults. Failure of Developer to comply with or to perform any other term, obligation, covenant or condition contained in this Agreement, or failure ofI Developer to comply with or to perform any other term, obligation, covenant or condition contained in  any other agreement between MPEDC and Developer.  SECTION 8.  EFFECT OF AN EVENT OF DEFAULT.  In the event of default under Section 7 oft this Agreement, the non-defaulting party shall give written notice to the other party of fany default, and the defaulting party shall have thirty (30) days to cure said default. Should said default remain uncured as of the last day of the applicable cure period, and the non-defaulting party is not otherwise in default, the non-defaulting party shall have the right to immediately terminate this Agreement, enforce specific performance as appropriate, or maintain a cause of action for damages caused by the event(s) of default. In the event, Developer defaults and is unable or unwilling to cure said default within the prescribed time period, the amounts provided by MPEDC to Developer pursuant to Section 5(a) ofthis Agreement  Page 5 of12  Performance. Agreement MPEDC- - BTX Group, LLC 9/23/2024. 3:22:20PM    shall become immediately due and payable by Developer to MPEDC.  SECTION9.  INDEMNIFICATION.  TOTHE EXTENT ALLOWED BYI LAW, EACH PARTY AGREES TO RELEASE, DEFEND, INDEMNIFY, AND HOLD HARMLESS THE OTHER (AND ITS OFFICERS, AGENTS, AND EMPLOYEES) FROM AND AGAINST ALL CLAIMS OR CAUSES OF ACTION FOR INJURIES (INCLUDING DEATH), PROPERTY DAMAGES (INCLUDING LOSS OF USE), AND ANY OTHER LOSSES, DEMAND, SUITS, JUDGMENTS AND COSTS, INCLUDING REASONABLE ATTORNEYS' FEES AND EXPENSES, IN ANY WAY ARISING OUT OF, RELATED TO OR RESULTING FROM ITSI PERFORMANCE UNDER THIS AGREEMENT,OR CAUSED. BYITSI NEGLIGENT ACTS OR OMISSIONS (OR THOSE OF ITS RESPECTIVE OFFICERS, AGENTS, EMPLOYEES, OR ANY OTHER THIRD PARTIES FOR WHOM IT IS LEGALLY RESPONSIBLE) IN CONNECTION WITH PERFORMING THIS AGREEMENT.  SECTION 10.  MISCELLANEOUS PROVISIONS.  The following miscellaneous provisions are aj part oft this Agreement:  (a) Amendments. This Agreement constitutes the entire understanding and agreement of the parties as to the matters set forth in this Agreement. No alteration ofor amendment to this Agreement shall be effective unless given in writing and signed by the party or parties  sought to be charged or bound by the alteration or amendment.  (b) Applicable Law and Venue. This Agreement shall be governed by and construed in accordance with the laws of the State ofTexas, and all obligations of the parties created hereunder arej performable in Titus County, Texas. Venue for any action arising under this  Agreement shall lie in the state district courts ofTitus County, Texas.  (c) Assignment. This Agreement may not be assigned without the express written consent of (d) Binding Obligation. This Agreement shall become a binding obligation on the signatories upon execution by all signatories hereto. Developer warrants and represents that the individual or individuals executing this Agreement on behalf of Developer has full authority to execute this Agreement and bind Developer to the same. MPEDC warrants and represents that the individual executing this Agreement on its behalfhas full authority  the other party.  to execute this Agreement and bind it to the same.  (e) Caption Headings. Caption headings in this Agreement are for convenience purposes only and are not to be used to interpret or define the provisions oft the Agreement. Counterparts. This Agreement may be executed in one or more counterparts, each of  (f)  Page 6of12  Performance. Agreement MPEDC- BTX Group, LLC 9/23/2024. 3:22:20PM    which shall be deemed an original and all of which shall constitute one and the same  document.  (g) Notices. Any notice or other communication required or permitted by this Agreement (hereinafter referred to as the "Notice") is effective when in writing and (i) personally delivered either by facsimile (with electronic information and a mailed copy to follow) or by hand or (ii) three (3) days after notice is deposited with the U.S. Postal Service, postage prepaid, certified with return receipt requested, and addressed as follows:  ifto the MPEDC:  City ofMount Pleasant, Texas Industrial Development Corporation 501 North Madison Mount Pleasant, Texas 75455 Attn: Nathan Tafoya, Executive Director Telephone: (903) )717-7241 MPX Group, LLC 2305 County Road 3210 Mount Pleasant, Texas 75455 Attn: Ricky Baker Telephone: (903)563-1994  ifto Developer:  (h) Severability. Ifac court of competent jurisdiction finds any provision ofthis Agreement to bei invalid or unenforceable as to any person or circumstance, such finding shall not render that provision invalid or unenforceable as to any other persons or circumstances. If feasible, any such offending provision shall be deemed to be modified to be within the limits of enforceability or validity; however, if the offending provision cannot be SO modified, it shall be stricken and all other provisions ofthis. Agreement in all otherr respects  shall remain valid and enforceable.  (i) Time is of the Essence. Time is of the essence in the performance oft this Agreement.  G)  Undocumented Workers. Developer certifies that the Developer does not and will not knowingly employ an undocumented worker: in accordance with Chapter 2264 ofthe Texas Government Code, as amended. If during the Term of this Agreement, Developer is convicted of a violation under 8 U.S.C. $ 1324a(f), Developer shall repay the amount of the public subsidy provided under this Agreement plus interest, at the rate of eight percent (8%), not later than the 120th day after the date MPEDCnotifies Developer ofthe violation.  [The Remainder of this Page Intentionally Left Blank]  Page 7d of12  Performance. Agreement MPEDC - BTX Group, LLC 9/23/2024. 3:22:20PM    Page 8 of12  Performance: Agreement MPEDC- BTX Group, LLC 92520243:22-20PM    DEVELOPER ACKNOWLEDGES HAVING READ ALL THE PROVISIONS OF THIS PERFORMANCE AGREEMENT, AND DEVELOPER AGREES TO ITS TERMS. THIS PERFORMANCE AGREEMENT IS EFFECTIVE AS OF THE EFFECTIVE DATE AS  DEFINED HEREIN.  MPEDC:  CITY OF MOUNT PLEASANT, TEXAS INDUSTRIAL DEVELOPMENT CORPORATION, aTexas non-profit corporation  By: Date Signed:  Erman Hensel, President  DEVELOPER: MPX GROUP,LLC, aTexas limited liability company,  By: Name: Title: Date Signed:  Page 9of12  Performance. Agreement MPEDC- BTX Group, LLC 9/23/2024 3:22:20PM    ExhibitA  [Description and or Depiction of Property]  Page 10of12  Performance. Agreement MPEDC- BTX Group, LLC 9/23/2024 3:22:20PM    20'966 M.SZ,00.ZON SESIE M6r3E.1ON-G330  MIBONm0330  ZcSS SSSS 1.95.6Z.Z05-SV3A 1S70205-4330  Page 11 of12  Performance. Agreement MPEDC- -BTX Group, LLC 9/23/2024. 3:22:20PM    Exhibit B [Qualified Expenditures)  Page 12of12  Performance. Agreement MPEDC-BTX Group, LLC 9/23/2024. 3:22:20PM                                -        POINT OF BEGINNING  399.9  3Y-LINE        AGENDA ITEM REPORT Meeting: City Council - Dec 17 2024 Staff Contact: Greg Nyhoff, City Manager Department: Administration  MP  City of  MOUNT PLEASANT Subject:  City Manager's Report  Item Summary:  This is a monthly report from all departments and updates from Greg  Financial Impact: N/A  Recommendationts!: no motion needed Attachments: Airport November 2025 Animal Control November 2024 Code, Building, and Planning November 2024 Fire November 2024 Library November 2024 Police November 2024 Public Works November 2024 Utilities November 2024    AIRPORT MONTHLY REPORT  Nov-24 Total Year Ago 1522 1018 96 90 182 136  This Month Year Ago 826 550 60 58 90 68  Item/Activity  This month 786 528 76 38 60 84  Total YTD 1592 1,042 144 74 120 212  AIRPORT OPERATIONS Fixed Wing Reciprocating Single Fixed Wing Reciprocating Twin Fixed Wing Turboprop Fixed Wing. Jet Helicopter  BASED AIRCRAFT  141  130  SALES  Total Fuel Sale (Gals)  19,035 6,645 12,390  35,695 13,055 22,640  18,456 5,331 13,125 $109,611.32 $94,638.96 $959.74 $42.62 $13,970.00  33,156 10,371 22,785 $202,883.60 $171,362.58 $1,925.13 $110.89 $29,485.00  100LL Fuel Sold (Gals)! Jet Fuel Sold (Gals) Total Fuel Sale(S) Aviation Oil wlot tax(S)! Misc Sales wlot tax(S) Rental/Lease Income (S)!  Revenue  $100,920.61 $192,460.73 $86,925.40 $163,602.54 $361.63 $1,006.06 $31.18 $13,570.00 $27,790.00  $62.12 COMMENTS  Accounting  Sales Tax Collected (S) Cash Sales Including Tax (S)  $32.41 $420.00 $420.00 $100.00  Deposits (S) Cash on Hand (S)  PRINTDATE: 2-Dec-24    CITY OF MT. PLEASANT ANIMAL CONTROL CALENDAR MONTHLY REPORT 2024  November Change -23% -100% -67% 14% 0%  2024% 2023 1 3% -22 -31% 13 13% 125 79% 2024% +or- YTD From 2023 -82 -16% -17 -3% -13 -2% 64 79% -20 -11% -3% 2024% +or- YTD From 2023 -98 -44% 49 13% 710 -100 -14% 147 18% -10 -38% -1% 15 3% 32 63%  20241 This 95 0 1 8 0 Month 38 50 52 8 9 157 Month 11 42 50 2 164 53 3 $2,535 $1,513  Monthto 2024Total 2023 This 2023 Total #YTD Change  AC Officer Activity Calls for Service. Animal Bite Reports Warnings Issued Citations Issued Complaints filed with Court  Month Prior Month Month %  YTD 1157 40 50 111 284 %ofall 19% 30% 36% 7% 7% 100% YTD 127 441 610 968 16 2162 535 83  Month YTD +or- YTD From  123 3 3 7 0  68 3 2 10 0  1034 123 12%  39 72 98 159  Animals Delivered to 2024 This Prior Month 2024 Total Impounds for 2023 This 2023 Total #YTD Change  Shelter  YTD all 2024 Year Month YTD  Animal Control Mount Pleasant Public Titus County Public Pittsburg Public Gilmer Public Total Delivery Activity  37 44 64 19 8 172  418 649 782 145 160 2154 Month to Change 22% 17% 34% -22% -33% 5% 20% N/A N/A  33 52 63 12 15  500 666 795 81 180 175 2222 -68 Month YTD 15 30 38 81 1 44 0  Animal Disposition From Shelter 20247 This Prior Month Month % 2024Total 2023 This 2023 Total #YTD Change  Animals Reclaimed by Owner Animals Adopted Animals given to Rescue Org's 59 Animals Euthanized Animal Died Natural Causes Total Animals Released Animals Chipped Adoption without Fee Adoption Fees Received  9 36 44 64 3 156 44 6  225 392 821 26 165 2174 -12 520 51  $22,893 $1,622 $22,760 $133 1%    PLANNING & ZONING MONTHLY REPORT NOVEMBER 2024-2025  Minor Plats Site Plans Final Plat  Total Total Filing Fee Total Filing Fee Total Total Filing Fee Total Total Total Total Total  Replat Zoning  RP-2024-15 Jean/Claudia Blalock Country Club Estates lot20 $ 250.00  $ 120.00 $ 370.00 11/06/24 $ 250.00 $ 250.00 11/18/24  1 1  Z-2024-09 Steven Capps  271 and Deer Park Ln  Variances & Appeals Street Closure Preliminary Pre-plat Grand Total TOTAL YEAR TO DATE pbous  2 6  $ 620.00 $2,230.00  Development Services    REPLAT APPLICATION CITY OF MOUNT PLEASANT 500 N MADISON MOUNT PLEASANT, TX: 75455 903-575-4149  City of  MOUNT PLEASANT  BUSINESS OWNER (LEGAL ENTITY): City: Wt. Plensant  dba  Official Address to send all City correspondence: 3013 I Fareway Lone, M Pleasany,TR55  State: TY  Zip:_15455  Applicant/Agent Name: Jean Blalock  Mailing Address: 3013 Farcwy Laue City:W WMoosant State: TX Zip: 15455 Telephone: 903-513-0195 Cell: 903-513-0199 Email: cHaloakeahs.ow  PROPERTY OWNER (PLEASE PRINT): Jean L. Dlalock  Signature: *  Mailing Address: 3013 Farewgy Lane City: MVleasant State: Tx Zip: 75455 Telephone: 903- 573-0198 Cell: 903-573-0198 Email: ohlalack670 yahoocGw  PROPERTY DESCRIPTION  Street Address of Property (ori intersection): *Provide: Metes and Bounds Description onl Plat*  farewy Lone  LEGAL DESCRIPTION: Cousny Chb Soats Lotao  PRESENT USE OF PROPERTY (CIRCLE ONE)  Vacant Land Multi- Family Dwelling  Vacant Building Industrial  Single Family Dwelling Other:  Commercial  ACKNOWLEDGEMENTS  Notarized Signature: Applicant, Owner, or Authorized Agent: (Notary Certificate Must be Attached to Application)  Office use Only:  Hihe  pal-b-a4 CYA 14ol  Case #: Rpag-s Fee: $250.00 + $120.00 Filing Fee Date Submitted: 1-6a4  Accepted by: Ropsa Tgae Current Zoning:    DATE OF APPLICATION: REZONE FILING FEE: $250.00 DATE PAID: 1-18au RECEIPT NUMBER: 130131  M  1-1804  City of  MOUNT PLEASANT  Z aoa4-09  APPLICATIONTO REZONE  Planning & Zoning Commission City of Mount Pleasant Mount Pleasant, Texas 75455 Ladies and Gentlemen: Pleasant as: Lot: Located  lhereby make application to rezone the property described on the Tax Roll of the City of Mount Addition: Deen PackEstdes Phase23,4,5 (SeCATTM)  Block:  Said property is owned by: Capps Propchest The property is presently zoned as:_ Future Reyeloprent Request zoning to be changed to: SEar Phasey-s Applicant name: Caosh Stevonapps  Saentapr-hlnt  at: Coracaflhes a7anc DeerPaklan  AYsase  Applicant mailing address: alosidyuaall RzES  Applicant phone number: 403-5163-5430  AUTHORIZATION BY OWNER TO APPLICANT  STATE OF TEXAS COUNTY OF TEXAS  BEFORE ME, the undersigned authority, on this date personally appeared S7EVEN MCAppr  known to me to be the person whose name is subscribed hereto and Steven ALOHE Pre am a resident of  upon his oath deposed and stated:  C70 property andl  name is County, TEAs  lam the owner of the above described  TNA  hereby certify that I have given my permission to the City of Mount Pleasant to make the above  Application to Rezone and change the zoning of said property.  A loaa Log  Signature  SUBSCRIBED AND SWORN TO before me on this the 1Bfaayof Mov,  2084  byudih L mason  JUDITH LMASON Notary IDA #134990759 My Commission Expires July 15, 2028  Cuddi ds NothryPublic, State of Texas    CITY OFI MOUNT PLEASANT NOVEMBER 2024-2025  BUILDING/PLANNING DEVELOPMENT MONTHLY REPORT  ITEM--ACTIVITY *PERMITS *  THIS MONTH TOTAL YTD THIS MO YR AGO TOTAL YR AGO  New Residential New Commercial New Multi Family New Town Homes New Duplex Other Permits Certificates of Occupancy Licenses Non Profit Special Event Permits Special Event Permits TOTAL PERMITS/LICENSES  0 2 0 0 0 44 4 3 3 0 56 0.00 0.00 0.00 0.00  2 3 0 0 2 109 13 4 5 0 138 0.00 0.00 0.00 0.00  1 3 0 0 0 54 6 1 1 0 66 0.00 6,030,000.00  3 0 0 0 108 12 3 5 0 132 0.00 6,030,000.00 0.00 0.00 0.00] 6,030,000.00  *VALUE*  Residential Value Commercial Value Multi Family Town Homes Duplex  17,650,000.00 19,393,646.00  TOTAL VALUE INSPECTIONS *  17,650,000.00 19,393,646.00  6,030,000.00  Residential Bldg Commercial Bldg Other Inspections Grease Traps Re-inspections  97 54 40 26 0 217  260 116 94 46 0 516  90 61 39 50 0 240 1,215.00 $ 26,768.25 $ 26,768.25  202 108 89 94 0 493 1,215.00  TOTAL INSPECTIONS *REVENUE*  New Residential Bldg New Commercial Bldg New Multi Family New Town Homes New Duplex Other Permits Re-Inspections Re-Instate permit Certificates of Occupancy Licenses & Exams Special Event Permits  $ $ $ $ $ $ $  $ 3,234.50 $ $ $ $ 1,298.00 $ $ $  $ 67,130.50 $ 75,465.06 $  $ $ $ $ $  $ $ $ $ $ 300.00 $ 50.00 $ $  $ 15,921.91 $ 22,769.02 $ $ 200.00 $ 650.00 $ $ 150.00 $ 200.00 $ $ 83,402.41 $ 103,616.58 $  8,397.83 $ 17,289.13  600.00 125.00  TOTAL REVENUE  36,731.08 $ 45,997.38  Building  A    PERMITS ISSUED MONTHLYI REPORT NOVEMBER 2024-2025 Name  Type New Res. Total Residential Add-on Remodel 24-0715  Permit! # 0 24-0706 24-0731 24-0745 4 24-0721 2  Address  Fees Due Date Paid  Valuation  Brigido Barbos Gabriel Flores Ari Ojendis Maria Escobar Misael Balderas  1904A Alvis 702 Hickory $165.00 108 Margaret $108.00 909 NE Edwards $75.00 2208 W Ferguson  $135.00  11/04/24 11/07/24 11/13/24 11/20/24  Total New Comm. Total Commercial Add-on Remodel 24-0737 Total Multi-Family Total Accessory Building Total Sign  $483.00  11/12/24 > 150,000.00  24-0728 Jackson Construction 130 Tankersley $65,845.25 11/14/24 $17,500,000.00  $65,845.25 $50.00 $50.00 $2,013.25 $50.00 $50.00 $100.00  $17,650,000.00  Jahaziel Rosales  612 Choctaw  11/15/24 $  300.00 300.00  1 1 24-0749 2 24-0712 24-0716 24-0726 24-0734 24-0752 24-0756 24-0759 7 24-0723 24-0730 24-0736 24-0755 4 24-0707 24-0709 24-0718 24-0720 24-0727 24-0735 24-0738  $  Add On/ / Remodel 24-0743 Billy Odom Roofing  500W1 17th $2,013.25 906E9th 1912E1st  11/19/24 $ 280,000.00  $ 280,000.00  24-0724 Mt. Pleasant Habitat  11/12/24 11/22/24 11/06/24 11/12/24 11/12/24 11/14/24 11/25/24 11/25/24 11/27/24 11/12/24 11/13/24 11/24/24 11/26/24  Carmen Saldivar Legacy 43 LLC B&ES Signs AGolden Estate Bakers Signs Donnie Duncan Sign Masters Yuridia Ponce CD Electrical Crawford Electric Sirio Solar Blackstone Electric  1401S SJ Jefferson $35.00 44 Tankersley $225.00 407 Hickory 2055 WI Burton $75.00 1203 WI Ferguson $75.00 2045 Burton 511W1st 1003 Rikkity 807 W 16th 1105) W9th 1004) W Pecan  $35.00 $75.00 $35.00 $555.00 $75.00 $75.00 $75.00 $75.00 $300.00  Total Electrical Total Plumbing  Brad Hulse Brad Hulse Brad Hulse Brad Hulse Brad Hulse Brad Hulse Lochridge Priest  202 MacKinnon $75.00 billed 11/4/24  3800 Sneads 1401 SLide 609 Baker 901 W9 9th 514 Brookwood $75.00 billed 11/14/24 812SJefferson $50.00  $75.00 billed 11/5/24 $75.00 billed 11/12/24 $75.00 billed 11/12/24 $75.00 billed 11/13/24  11/18/24 $  150.00]    24-0742 24-0744 24-0750 24-0757 11 0 1 0 24-0708 24-0746 24-0753 4 24-0663 24-0719 24-0731 24-0748 5 24-0729 24-0733 24-0751 4 24-0703 24-0704 24-0714 24-0760 4 0 0 SC4372981 SC9044819 SC2212647 3  Brad Hulse C& CSlab! Leaks J&JPlumbing Brad Hulse  416E16th 1904SJefferson $413.86 402E4th  $6,000.00 11/20/24 (6incf fire line) $75.00 billed 11/22/24 $7,063.86  11/25/24 $ 26,100.00  102 Tankersley $75.00 billed 11/26/24  Total Demo Total Fence Total Misc. Total CO Total Concrete  26,250.00  24-0725 Habitat for Humanity  906E9th  $50.00 $50.00  11/12/24  Legacy Athletics 10th Planet MP Raw Iron Gym AEP Brittany Wildt Ari Ojendis Juan Gaona Calixto Reyes Donovan Garcia Castula Rameriz Adams Aire Adams Aire Rodney Rinehart A&EAir  208 Alexander $50.00 412 NJefferson $50.00 1203 W Ferguson $50.00  11/04/24 11/05/24 11/20/24 11/25/24  24-0710 Saucedo Oil Field Serv 101 NMiller  $50.00 $200.00  205 Alexander $3,957.75 11/01/24 $ 650,000.00  24-0713 Cruz Construction  1502 Mulberry $192.75 409W1st 108 Margaret 107 W Pecan 410EA Arizona 601 SLide 3012 Fareway 814N NJ Johnson $50.00  11/06/24 $ 10,000.00 11/14/24 $ 15,000.00 11/13/24 11/22/24 11/13/24 11/14/24 11/19/24 11/25/24  $262.75 $50.00 $50.00 $4,513.25 $50.00 $50.00 $50.00 $200.00  Total Roof  675,000.00  24-0739 Double MI Roofing  Total Mechanical  13075Jefferson $75.00 billed 11/01/24 1309 SJ Jefferson $75.00 billed 11/01/24 404 NJ Jefferson $293.55 1223 Hubbard $150.00  11/12/24 $ 17,200.00 11/27/24  Total Irrigation Total Pool/ /Spa Total Licenses Total  $593.55  $ 17,200.00  B&E ESigns Baker Signs Sign Masters  Seagoville TX Conroe TX Tyler TX.  $50.00 $50.00 $50.00 $150.00  11/12/24 11/11/24 11/25/25  Special Event 24-0717  Christmas Parade 1800NJ Jefferson $0.00  24-0722 Lady of Guadalupe 1800 NJ Jefferson $0.00    24-0747 3 56  MLKI March  1104Searcy  $0.00 $0.00 $83,402.41  Total Total  $18,548,750.00    City of Mount Pleasant's Month of November, 2024 Completed Cases 8 17 1 12 8 2 4 0 52  Code Compliance Activity Report  Notification Letter  Case Starts 9 18 2 7 9 0 1 2 48  Total Cases 9 31 2 18 16 2 5 2 85  Total Inspections 16 65 3 49 28 3 11 4 179  Food Service Routine Food Service Inspections Junk Vehicles Inoperable Vehicles Open Storage Open Storage Property Maintenance Property Maintenance Trash & Rubbish Trash & Rubbish Weeds & Grass Growth Over Curb Weeds & Grass Zoning Zoning Totals  0 20 3 11 11 0 1 4 50  MYGOV.US  City ofN Mount Pleasant Code Compliance Activity Reportl Printed 12/02/2024  Page 1of1    City of Mount Pleasant's 10/01/24 to 11/01/24 Completed Cases 0 6 6 1 1 3 6 0 27 1 85 1 137  Code Compliance Activity Report  Notification! Letter 0 0 22 2 1 2  Case Starts 0 3 17 1 1 1 2 0 6 2 61 0 94  Total Cases 0 6 10 1 2 3 7 0 29 1 98 1 158  Total Inspections 2 26 58 2 1 4 37  Food Service Food Service Complaint Routine Food Service Inspections Junk Vehicles Inoperable Vehicles Miscellaneous Blind Corner No Posted Address Open Storage Open Storage Property Maintenance Property Maintenance Sign Regulations Sign Regulations-Business Trash & Rubbish Trash & Rubbish Weeds & Grass Growth Over Curb Weeds & Grass Zoning Zoning Totals  0 12 2 65 0 110  80 4 242 1 458  MYGOV.US  Cityo of Mount Pleasant! Code Compliance Activity Report] Printed 12/02/2024  Pageiof1    PLEASAN  Mount Pleasant Fire Department  Monthly Report November 2024  TEXAS Incident Type Fires 100-Fire, other 111-Builidng Fire 112-Fire in structure other than building 113-Cooking fire, confined to container 114- Chimney or flute fire, contained to chimney 118-Trash or rubbish fire, contained 121-Fire in mobile home 122-Fire in motor home, camper, rec vehicle 130-Mobile property fire, other 131-Passenger vehicle fire 132-Road freight or transport vehicle fire 134-Water vehicle fire 135-Aircraft Fire 137-Camper or RV fire 138-Offr road/heavy equipment fire 140-Natural vegetation fire, other 141-Forest, woods, or wildland fire 143 -Grass fire 150-Outside rubbish fire, other 151-Outsid rubbish, trash or waste fire 152-Garbage dump or landfill fire 154-Dumpster fire 160-Special outside fire, other 161-Outside Storage Fire 162-Outside equipment fire 163-Outside gas or vapor combustion explosion  Reported Month 24-25  Reported Month 23-24  YTD 24-25 1 4 1 1  YTD23-24  3 1 1  3  5 2  2  1  1 2 1  2  5  1 16 1  1  3  7  1 1    PLEASANT  Mount Pleasant Fire Department  Monthly Report November 2024  TEXAS Incident Type 170- Cultivated vegetation/crop fire 173-Cultivated trees/nursery fire OverPressure Rupture, Explosion, Overheat (NO 220-Overpressure rupture, other 251-Excessiveheat, scorch burns with no ignition Rescue & EMS 300-Rescue, EMS incident, other 311-Vehicle accident, patient care only 321-EMS 1st Responder call 323-Motor Vehicle/pedestrian accident 324-MVA-noi injuries 331-Lock-in 340-Search for lost person, other 341-Search for person on land 342-Search for person in water 350-Extrication, rescue, other 351-Extrication of victim from bidg./structure 352-Extrication of victim from vehicle 353-Removal of victim from stalled elevator 356-High-Angle Rescue 357-Extrication of victim(s) from machinery 360- Water & Ice Related Rescue 361-Swimming / Rec Water Rescue 363-Swift water rescue  Reported Month 24-25  Reported Month 23-24  YTD 24-25  YTD23-24  FIRE)  23 9  44 17  17 12  33 16  3  5  3  4    PLEASANT  Mount Pleasant Fire Department  Monthly Report November 2024  TEXAS Incident Type 365-Water Craft rescue 372-Trapped by power lines Hazardous Condition (NO FIRE) 400-Hazardous condition, other 411-Gasline or other flammable liquid spill 412-Gas leak 413-Oil or other combustible liquid spill 423-Refrigeration leak 424-Carbon monoxide incident 440-Electrical wiring problem, other 441-Heat from short circuit (wiring). Defective/worn 442-Overheated motor 443-Breakdown of light ballast 444-Power line down 445-Arcing, shorted electrical equipment 460Acidentpotential accident, other 461-Bldg/Structure weakened or collapse 462-Aircraft standby Service Calls 500-Service call, other 511-Lockout 521-Water evacuation 522-Water ors steam leak 531-Smoke or odor removal 542-Animal rescue 550-Public: service assistance, other 551-Assist police 552-Police matter 553-Public Service  Reported Month 24-25  Reported Month 23-24  YTD 24-25  YTD23-24  1 2 4  1 1  1 6  1 10  1  1  1 2  1  3  1 1  1 2  1  1    PLEASANY  Mount Pleasant Fire Department  Monthly Report November 2024  TEXAS Incident Type 554-Assist Invalid 561-Unauthorized burning 571-Cover assignment, standby, move up Good Intent Calls 600-Good intent call, other 611-Dispatched & cancelled enroutel 622-No incident found at address 631-Authorized controlled burn 641-Vicinity alarm (incident in other 650-Steam, other gas mistaken for 651-Smoke scare, odor of smoke 652-Steam or vapor thought to be 671-HAZMAT release investigation 672-Biol hazard investigation, none found False Alarms 700-False alarm or false call, other 710-Malicious false alarm 711-Municipal alarm system, malicious false alarm 721- Bomb Scare No Bomb 730-False alarm, or false call, other 731-Sprinkler activation due to malfunction 733-Smoke detector malfunction 735-Alarm system malfunction 736-CO detector malfunction 740-Unintentional transmission of alarm, other  Reported Month 24-25 2  Reported Month 23-24 1 2  YTD 24-25 4 2 10 3 6  YTD 23-24 1 12  4  5 2  24 4  2  location) smoke smoke  1  2  9  15  7 1  23 1  1 1 1  1 4  1  2    PLEASANT  Mount Pleasant Fire Department  Monthly Report November 2024  TEXAS Incident Type 741-Sprinkler activation, unintentional 743-Smoke detector activation, unintentional 744-Dector activation, unintentional 745-Alarm System activation, unintentional 746-CO detector activation, no CO Severe Weather & Natural Disaster 800-Severe weather or natural disaster, other 814- Lightning strike (no fire) Special Incidents 911-Citizen complaint TOTALS  Reported Month 24-25  Reported Month 23-24  YTD 24-25  YTD 23-24  2 2  3 2  1 1  2 1  1 70  5 161  1 75  5 170    Fiscal Year 2024-25  City of Mt. Pleasant Monthly Report  November 2024  ITEMIACTIVITY  THIS MONTH TOTAL YTD THIS MONTH TOTAL  YEAR AGO YEAR AGO 4,933 1,325 1,772 139 84 24 22 587 20 839 13 8 229 189 40 30,515 16 6 0 4 18,680 $857.75 $132.50 $120.00 $382.25 $30.00 $116.00 $77.00 320 36 5 2 100 15 2,805 230 nla 2,801 37  CIRCULATION OF MATERIALS Adult Books Youth Books Espanol Books Audio Books = Adult Audio Books = Juvenile Magazines Videos & DVDs Uncataloged Items Ebooks  5,152 1,092 2,301 191 128 21 12 682 13 659 10 43 166 135 31 31,770 34 10 0 2 19,465 $1,327.75 $238.25 $200.00 $539.50 $12.00 $137.75 $200.25 355 6 17 5 787 13 3,225 375 n/a 2,581 33  10,076 2,290 4,253 354 242 48 37 1,382 32 1,355 18 65 380 319 61 31,770 63 15 1 5 19,465 $3,258.20 $535.25 $300.00 $1,528.00 $44.00 $408.75 $442.20 806 28 44 12 1,244 57 6,816 717 nla 5,230 65.25  10,849 2,866 4,129 305 200 51 32 1,467 61 1,698 26 14 466 398 68 30,515 49 21 1 6 18,680 $2,170.25 $443.25 $300.00 $1,016.00 $63.00 $581.00 $149.25 884 47 14 4 223 28 6,570 597 n/a 5,923 65  Interlibrary Loan Requests (Patrons) Interlibrary Loan Requests (Libraries) COLLECTION DEVELOPMENT Books Added to Collection AV Added to Collection Total Number of Items in Collection MEMBERSHIP Library Membership-County Library enbesnp-Ouro-coumy TexShare Membership-County TexShare enbernp-Outo-Couny Total Number of Registered Borrowers FEES COLLECTED Fines Collected for Month Out-of-County Membership Fee Copies /Misc. /Forms /Coin copier Interlibrary Loan Fees Collected for Month Contributions / Memorials / Summer Programs Book Replacement & Damage Fees LIBRARY SERVICES Computer Users-Sessions TexShare Database Users Programs Offered-Children's Programs Offered- --Adult Program Attendance-Chidren Program Altendance-Adults Patrons Entering Library Patrons Entering Museum Facebook Visits Volunteer Hours Lupe Herrera, Director Mount Pleasant Public Library  MISC.  Library Website Visits itpurchnawcpuadcom,    MOUNT PLEASANT POLICE DEPARTMENT  MONTHLY REPORT  2024 Month to Month % Change 0% 0% -50% -50% 0% 0% 0% 0% 100% -100% -29% -50% 100% -67% 0% -15% -40% 200% -100% -75% -24% -100% -100% 0% 0% -30%  2024% Change YTD From 2023 -67% -100% -20% -20% 0% 50% 100% 0% 0% 100% -41% -84% -56% 140% -100% -36% -33% 12% -55% -44% -4% 84% 11% 100% 1300% -21%  2023 Year 2023 2023/2024 Ago This Total Prior# YTD Month YTD 0 0 1 1 0 0 0 0 0 0 16 5 0 0 0 11 13 2 0 11 18 1 1 0 0 49  2024 This Prior Month Month 0 0 1 1 0 1 0 1 0 15 1 1 2 0 11 3 2 0 1 13 0 0 0 0 33  2024 Total YTD 1 0 8 8 0 6 2 0 2 2 115 5 4 12 0 94 51 19 5 27 164 35 21 1 13 380  NIBRS NOVEMBER CRIMINAL HOMICIDE MANSLAUGHTERI BY NEGLIGENCE FORCIBLE RAPE RAPE BY FORCE ATTEMPTS TO COMMIT ROBBERY FIREARM KNIFE OR CUTTING INSRT. 0 OTHER DANGEROUS WEAPON STRONG ARM FIREARM  or- -2 -1 -2 -2 0 2 1 0 0 1 -81 -27 -5 7 -4 -52 -25 2 -6 -21 -6 16 2 1 13 -98  0 0 2 2 0 1 0 0 0 1 21 2 0 6 0 13 5 0 1 4 17 1 1 0 0 47  3 1 10 10 0 4 1 0 2 1 196 32 9 5 4 146 76 17 11 48 170 19 19 0 0 478  ASSAULT KNIFE OR CUTTING INSRT. OTHER DANGEROUS WEAPON HANDS, FIST, FEET-AGGI INJ OTHER ASSAULT NOT AGG BURGLARY RESIDENTIAL NON RESIDENTIAL VEHICLE THEFT (NOT VEHICLE) MOTOR VEHICLE THEFT AUTO TRUCKS AND BUSES OTHER VEHICLES Total NIBRS    MOUNT PLEASANT POLICE DEPARTMENT  MONTHLY REPORT  2024  2024 This Prior Month to 2024 2023 Year 2023 2023/2024: # 2024% Month Month Month % Total YTD Ago This Total Prior YTD  TRAFFIC  YTD Change From 2023 -8% 22% -8% 200% -20% -10%  Change 2% -25% -2% -100% 10% 50%  Month YTD 269 304 55 0 21 17  or- -273 986 -41 2 -31 -11  CITATIONS ISSUED WARNINGS ISSUED TOTAL ACCIDENTS FATAL ACCIDENTS INJURY ACCIDENTS DWI CASES  218 370 45 0 11 12  213 494 46 1 10 8  3084 5483 488 3 122 94  3357 4497 529 1 153 105  2024 This Prior Month to 2024 2023 Year 2023 2023/2024# # 2024% Month Month Month % Total YTD Ago This Total Prior YTD  911 CENTER  YTD Change From 2023 -15% -22%  Change -3% -27%  Month YTD 7  or- -2661 -21  911 CALLS RECEIVED FAMILYVIOLENCE  1384 8  1429 11  15508 1316 18169  74  95  *TOTAL ACCIDENT NUMBERS ARE: SUBJECT TO CHANGE    MONTHLY REPORT PUBLIC WORKS DIVISION CITY OF MOUNT PLEASANT  Fiscal Year 2024-2025 STREET DEPARTMENT Work Orders Received Work Orders Completed Patching Materials Used (Tons) Hours Mowing Hours Sweeping (320hrs.)Edging Crack Seal (4001 hrs.) Grass Spaying  Month November 2024  THIS MONTH 17 17 19 0 160 0 0  TOTAL YTD 29 29 50 10 320 0 0  MONTH YEARAGO 12 11 60 0 240 0 0  TOTAL YEAR AGO 24 22 120 12 480 0 0  PARKS DEPARTMENT SOLID WASTE DIVISION This Month 65424CY.26.179961 Tons Total YTD 136.682 C.Y. 50.998.61 Tons  This Month Year Ago 111.934 C.Y. 39.447.07Tons Total Year Ago 251.678 C.Y.79.936.88 Tons  Daue SAillbe  Garrett Houston, Director ofPublic Works    City of Mount Pleasant Utility Department  Fiscal Year: 2024-2025  Month: November 2024  Wastewater Treatment Division Average Flow Tested Maximum Flow Treated Comments: Water Treatment Division 300 Lakewood Location:  This Month 1.885MGD 2.969MGD This Month 4.839MGD 6.162MGD 1.191 MGD 2.38MGD AC/FT YTD 4300.563 acre feet 2800 acre feet Oacre feet  This Month Year Ago 1.894 MGD 3.247MGD This Month Year Ago  Average Flow Treated Maximum Flow Treated 510 CR: 2300 Location: Average Flow Treated Maximum Flow Treated Calendar Year Raw Water Usage Lake Bob Sandlin - Allotment 7,000 AC/FT Lake Cypress Springs = Allotment 3,598 AC/FT Lake Tankersley- - Allotment 3,000AC/FT  5.144MGD 6.589MGD 1.317MGD 2.96MCD  AC/FT YTD Year Ago  4153.235 acre feet 2800 acre feet 0a acre feet  Comments: Utility Maintenance Division Work Orders Water Sewer  This Month 16 17 33  This Month Year Ago  18 17 35  Work Orders Completed  Rasor, Utilities Director  hh  Anthony    AGENDA ITEM REPORT Meeting: City Council - Dec 17 2024  MP  Department:  City of  MOUNT PLEASANT Subject:  EXECUTIVE SESSION  Item Summary: following:  Pursuant to the Open Meetings Act, Chapter 551, Texas Government Code, The City Council will recess into executive session (closed meeting) to discuss the Deliberations regarding Economic Development Negotiations(Tex Gov'tCode 551.087) Deliberations about real property (Tex. Gov't Code 551.072) and Consultation with Attorney (Tex. Gov'tCode $551.071) concerning Economic Development Corporation Project(s). Consultation with Attorney (Tex. Gov't Code $551.071) and Personnel Matters (Tex. Gov't Code $551.074) related to the management, responsibilities, performance, and business operations of the MPEDC carried out through its Board of Directors, Executive Director and City Council. Consultation with Attorney (Tex. Gov'tCode $551.071) and Personnel Matters (Tex. Gov't Code Consultation with Attorney (Tex. Gov't Code $551.071) regarding pending or contemplated litigation; or a settlement offer; or on a matter in which in which the attorney has a duty to consult confidentially with the governmental body under the Texas Disciplinary Rules of Professional Conduct Consultation with Attorney (Tex. Gov't Code $551.071) and Personnel Matters (Tex. Gov't Code Consultation with Attorney (Tex. Gov'tCode $551.071) and Personnel Matters (Tex. Gov't Code  $551.074) Discussion of status ofr recruitment for City Manager  $551.074); discuss the appointment and employment ofCouncil Appointees. $551.074); discuss possible Board and Commission Appointees.