County Board of Supervisors — Agenda Packet

Board of Supervisors Agenda June 2, 2026 5:00 PM Room 1400 - County Board Room Government Center - 1101 Carmichael Road, Hudson, Wisconsin Call to Order Invocation- Supervisor Jerry Van Someren Recognition of 250th Anniversary of the Declaration of Independence Pledge Allegiance to the Flag Roll Call Appointment of County Board Supervisor - District 4 1. Appointment of District 4 County Board Supervisor Public Comment Consent Agenda (Unless separation of an item is requested, all will be adopted in one motion.) 1. Minutes of Previous Meeting — May 5, 2026 2. Date of Next Meeting — July 7, 2026 at 5:00 p.m. 3. Rezonings a. Ordinance Amending the Comprehensive Zoning Ordinance Section 23, Township 29 North, Range 16 West, Town of Baldwin, 40.0 acres from AG-1 Agricultural to AG-2 Agricultural 4. Alterations of County Supervisory District Lines Due to Annexation 5. Appointments a. County Board Chair Appointments to the Ethics Inquiry Board b. County Administrator Appointment of Diana Delaney to the Partnership Team of the Lower St. Croix Management 6. Any Other Item Deemed Routine by the County Board Chair Presentations or Recognitions 1. St. Croix County Fair Report Page 1 of 111 County Administrator's Report 1. County Administrator's Report Business 1. Resolution Establishing 2027 Budget Priorities 2. Resolution Approving Law Enforcement Services Agreement between the St. Croix County Sheriff's Office and the Town of Warren 3. Resolution Amending Personnel Policies 4. Ordinance Amending Chapter 79 - All Terrain and Utility Terrain Vehicle Route - of the St. Croix County Code of Ordinances Request for Future Agenda Items Announcements Adjournment Reasonable efforts will be made to provide special accommodations for access to public meetings. To request a special accommodation, please contact the County Clerk’s Office at (715) 386-4600 at least two business days prior to the time of the meeting. For more information on St. Croix County's public meetings visit: sccwi.gov/meetings Page 2 of 111 Appointment of District 4 County Board Supervisor Cover Memo To: Board of Supervisors From: Ken Witt, County Administrator Christine Hines, County Clerk Date: June 2, 2026 Agenda Item: Appointment of District 4 County Board Supervisor Background Information: On April 21, 2026, Cathy Leaf, County Board Supervisor for District 4, submitted her resignation effective immediately. The Notice of Vacancy was posted on the St. Croix County website, published in the Hudson Star Observer, and emailed to the Village of North Hudson President and the Town of Hudson Chairperson as well as the Village of North Hudson Clerk/Administrator and the Town of Hudson Clerk. The deadline to submit letters of interest was May 15, 2026. Pursuant to the Rules of the Board of Supervisors: Article One, Section G.3. Absences, Vacancies and Removal. 3. Vacancies If a vacancy occurs on the County Board, the Board Chair shall seek candidates and recommendations for candidates in the district in which the vacancy exists by publishing a notice of the vacancy in a newspaper likely to inform residents in the district and by providing notice of the vacancy to the mayor of any city, the president of any village, the chair of any town, and the municipal clerk located in the district in which the vacancy exists. a. Upon the close of the application process, the County Clerk shall notify the County Board that application materials of the candidate(s) may be viewed in the County Clerk’s Office, and notify the County Board with any other information regarding the timeline for filling the vacancy. b. Pursuant to Wisconsin Statute § 59.10(3)(e), the Chair, with the approval of the County Board, shall appoint a person who is a qualified elector and resident of the supervisory district to fill the vacancy. The successor shall serve for the unexpired portion of the term to which the person is appointed. c. In the event the Board Chair does not forward a candidate to the County Board to fill the unexpired term within 70 days of a vacancy, the Board Chair shall explain to the County Board why no candidate has been brought to their attention for approval. County Board Chair Bob Feidler has recommended Daniel Schmit to fill the remaining term in District 4. Page 3 of 111 May 1, 2026 Bob Feidler – St. Croix County Board Chair Christine Hines – St Croix County Clerk Dear Chair Feidler and Clerk Hines, The purpose of my letter is to express my interest in serving as the St. Croix County Board Supervisor District 4. I have resided in the Village of North Hudson since 2014. I am a registered voter residing in the Village of North Hudson. Prior to living in the Village of North Hudson, I lived in Hammond Township for 30 years and prior to that I lived in Erin Prairie Township. I am a lifelong active citizen engaged in the working of school district, municipal, county, state and federal government. I understand the role of County Supervisor is to work cooperatively performing a legislative function setting policy. I will highlight my experience and qualifications briefly. If you would like personal references, I can provide those. Experience and Qualifications: Education – Graduate New Richmond High School and University of Wisconsin River Falls Career – Community Banking for thirty-six years in Baldwin, Hudson, Roberts, Woodville, and River Falls. Responsibilities included bank management, staff supervision, lending authority, and loan servicing. Leadership, cooperative communication, policy development and application, and sound decision making are all attributes I displayed in performing those positions. Career – U.S. Small Business Administration Lender Relations Specialist Minnesota District Office. This position allowed me to train lenders across the state of MN in SBA loan policy. Outreach events were planned and accomplished working with my fellow District Office team members however I was the subject matter expert on lending and performed these duties with excellent reviews. I performed this role for six years, retiring in 2025. Community Volunteer Experience – Baldwin Chamber of Commerce volunteer, Board Member and President. Baldwin Improvement Corporation Board Member and Treasurer (Economic Development). Baldwin Presbyterian Church Board Member and Deacon. Woodville Economic Development Corporation Board Member and Treasurer. River Falls Economic Development Corporation Board Member and Treasurer. I am available to answer any questions you may have after reviewing my application for District 4 County Supervisor. I have known Supervisor Jerry Van Someren for many years. I also know retired County Clerk Cindy Campbell, Supervisor Kerry Reis, and Cathy Leaf District 4 Supervisor who is moving from the District and has resigned. Thank you for your consideration. I look forward to hearing from you. Daniel G. Schmit (Dan) Hudson, WI 54016 Page 4 of 111 Board of Supervisors Minutes May 5, 2026 5:00 PM Room 1400 - County Board Room Government Center - 1101 Carmichael Road, Hudson, Wisconsin Call to Order The meeting was called to order at 5:00 pm. Invocation or Moment of Silence - Paul Diehn of Willow River Church Pledge Allegiance to the Flag Roll Call PRESENT: Jared Bell, Dani Erickson, Mitch Ruedebusch (Remote), Kerry Reis, Diana Delaney, Denise Shirley-Carter, Bob Feidler, Wayne Roen, Scott Counter, Daniel Hansen, Danielle McIntosh, Greg Tellijohn, Mark Carlson, Mike Barcalow, Bob Swanepoel, Jerry VanSomeren, John Betchkal ABSENT: Dan Fosterling Public Comment Bonnie Smith spoke regarding the solar project Ryan Lindus spoke regarding a variance issue Jane Scepurek spoke regarding the solar project Consent Agenda (Unless separation of an item is requested, all will be adopted in one motion.) Motion: Motion to Approve the Consent Agenda Result: Passed Moved by: Kerry Reis Seconded by: Scott Counter Ayes: Jared Bell, Dani Erickson, Mitch Ruedebusch, Kerry Reis, Diana Delaney, Denise Shirley-Carter, Bob Feidler, Wayne Roen, Scott Counter, Daniel Hansen, Danielle McIntosh, Greg Tellijohn, Mark Carlson, Mike Barcalow, Bob Swanepoel, Jerry VanSomeren, John Betchkal Nays: None Abstain: None Notes: 1. Minutes of Previous Meeting — March 3, 2026 2. Minutes of Previous Meeting — April 21, 2026, Organizational Meeting 3. Date of Next Meeting - June 2, 2026 4. Rezonings Page 5 of 111 5. Alterations of County Supervisory District Lines Due to Annexation 6. Appointments a. County Administrator Appointments 7. Any Other Item Deemed Routine by the County Board Chair Presentations or Recognitions County Administrator's Report 1. County Administrator's Report County Administrator Ken Witt provided a list of upcoming events for new supervisors. Business No business items. Request for Future Agenda Items Supervisor Erickson requested the consideration of a moratorium to be placed on new data centers be placed on a future agenda. Chair Feidler stated that would be referred to the Community Development Committee. Announcements Chair Feidler outlined his thoughts on future meeting dates. Adjournment Adjourned at 5:25 pm Page 6 of 111 Ordinance Amending the Comprehensive Zoning Ordinance Section 23, Township 29 North, Range 16 West, Town of Baldwin, 40.0 acres from AG-1 Agricultural to AG-2 Agricultural Cover Memo To: Community Development Committee From: Ken Witt, County Administrator Jason Kjeseth, Community Development Director Date: June 2, 2026 Agenda Item: Ordinance Amending the Comprehensive Zoning Ordinance Section 23, Township 29 North, Range 16 West, Town of Baldwin, 40.0 acres from AG-1 Agricultural to AG-2 Agricultural Background Information: Dale Jensen has applied to rezone 40 acres of land from the Ag-1 Agricultural Zoning District to the Ag-2 Agricultural Zoning District in Section 23 of the Town of Baldwin. The address of the property is 2541 90th Avenue, Woodville, WI. A Class II notice was published in the Star Observer on April 30, 2026 and May 7, 2026, establishing a public hearing on May 14, 2026 at 5:00 PM with the St. Croix County Community Development Committee (CDC) in the St. Croix County Government Center Board Room, 1101 Carmichael Road, Hudson, Wisconsin. In addition, property owners within 300 feet of the subject property were mailed a public hearing notice approximately 10-14 days prior to the hearing date. The staff report and rezoning application materials are included in the agenda packet. Page 7 of 111 Ordinance No. 968 (2026) ORDINANCE AMENDING THE COMPREHENSIVE ZONING ORDINANCE SECTION 23, TOWNSHIP 29 NORTH, RANGE 16 WEST, TOWN OF BALDWIN, 40.0 ACRES, FROM AG-1 AGRICULTURAL TO AG-2 AGRICULTURAL The County Board of Supervisors of the County of St. Croix does ordain as follows: 1 2 The St. Croix County Code of Ordinances, Land Use and Development, for the County of St. 3 Croix, Wisconsin, is hereby amended by rezoning the following property: 4 5 The NE ¼ of the NW ¼ of Section 23, Township 29 North, Range 16 West, Town of Baldwin, St. 6 Croix County, Wisconsin. 7 8 From Ag-1 Agricultural Zoning District to Ag-2 Agricultural Zoning District. 9 10 The official zoning map of the Town of Baldwin on file in the Community Development 11 Department shall be amended in accordance with this ordinance. 12 13 This ordinance shall be effective upon passage and publication as provided in Wis. Stat. § 59.14. 14 This ordinance shall not be codified. 15 Community Development Committee Recommended MOVER: Kerry Reis SECONDER: Dani Erickson AYES: Scott Counter, Diana Delaney, Dani Erickson, Kerry Reis, Bob Swanepoel EXCUSED: Dick Hesselink St. Croix County Board of Supervisors Action: This Ordinance was ENACTED by the St. Croix County Board of Supervisors on June 2, 2026. ___________________________________ ___________________________________ Bob Feidler, County Board Chair Christine Hines, County Clerk Page 8 of 111 REZONING STAFF REPORT DALE JENSEN TOWN OF BALDWIN PUBLIC HEARING DATE MAY 14, 2026 Page 9 of 111 SITE INFORMATION AND BACKGROUND • Property Owners: Dale Jensen • Applicant/Agent: ------ • Site Address: 2541 90th Avenue, Woodville, WI 54028 • Town: Baldwin • File: RZN-2026-0280 • Property Description: NE ¼ of the NW ¼ of Section 23, Township 29 North, Range 16 West, Town of Baldwin, St. Croix County , Wisconsin • Total Acres: 40 • Current Zoning: AG-1 Agricultural District • Requested Zoning: AG-2 Agricultural District • Attachments: Rezoning application Background • Current AG-1 zoning permits agricultural uses and a dwelling density of 1 unit per 40 acres (3-acre lot minimum for dwelling) • The requested AG-2 zoning permits agricultural uses and a dwelling density of 2 units per 40 acres (3-acre lot minimum for dwelling) • Owner desires to sell existing home on a three (3) acre lot and build a home on the remaining 37 acres, resulting in 2 dwellings on the 40-acre parcel • Pending approval of the rezoning, the applicant will need to submit a Certified Survey Map (CSM) application for Town and County approval to divide the property and create a second lot • Rezoning application made pursuant to 15.540 of St. Croix County Zoning Ordinance Page 10 of 111 LOCATION MAP – 2541 90th Avenue • 3 miles north of the Village of Woodville and Interstate 94 • Closest cross intersection: 90th Avenue and 250th Street Page 11 of 111 2541 90th Avenue • Subject property includes planted stands of pine trees on the north and east sides of property. Wetlands exist on SW corner of property • Current homestead located off 90th Avenue • Surrounding area consists of agricultural uses, including lands for cropping and livestock facility, and scattered homesteads Page 12 of 111 PROPOSED CERTIFIED SURVEY MAP (CSM) Page 13 of 111 GENERAL FEATURES OF THE PROPERTY – MAP 1 Based on the Official St. Croix County Zoning Map for the Town of Baldwin, the subject parcel is zoned AG-1 Agricultural (outlined in blue on the map below) and is bordered by properties zoned AG-1 Agricultural with some land to the west zoned AG-2. Page 14 of 111 COMPREHENSIVE PLAN CONSISTENCY Comprehensive Plans • Official zoning maps/ordinances enacted or amended (rezoning of lands) are required to be consistent with the local governmental unit’s Comprehensive Plan, per Wisconsin State Statute 66.1001 (3)(g). A Comprehensive Plan is a series of maps, goals and objectives that guides a jurisdiction’s future growth. Town of Baldwin Comprehensive Plan • The Town of Baldwin Future Land Use Map from the 2023 Town of Baldwin Comprehensive Plan designates the subject parcel (blue dot at point of blue arrow) as “Agricultural Farmland Preservation”. Page 15 of 111 TOWN OF BALDWIN AND ST. CROIX COUNTY COMPREHENSIVE PLAN LANGUAGE Town of Baldwin Comprehensive Plan Language Summary (p. 117 of Baldwin Plan): • The Agriculture Farmland Preservation Area is intended to protect productive farmland and ongoing agricultural operations, encourage continued investment in farming, and maintain the rural character of these areas. Lands within this designation should be used and managed in a way that allows them to qualify for certification as a Farmland Preservation Zoning District under §91.38 (AG-1 or AG-2 zoning districts under the St. Croix County Zoning Ordinance). These zoning districts support long-term agricultural use by limiting development density and reducing pressure for non-farm development. St. Croix County Comprehensive Plan (2024-2045) - Farmland Preservation Plan (FPP) The St. Croix County Comprehensive Plan FPP Map designates the subject parcel as “Farmland Preservation Plan” areas shown on following page • To qualify a parcel must meet specific LE (Land Evaluation) and SA (Site Assessment) scores (LESA scoring system): • Scoring was developed by the Soil Conservation Service of the U.S. Dept of Agriculture to identify productive agricultural lands and activities and offer tax incentives to keep property in long term agriculture • Scoring criteria includes soil characteristics, soil productivity, parcel size, and land use policy of local comprehensive plans • The FPP designation on the parcel supports AG-1 or AG-2 zoning – zoning districts certified by the State to promote long-term agriculture use and qualify for income tax credits Page 16 of 111 ST. CROIX COUNTY FARMLAND PRESERVATION PLAN MAP Page 17 of 111 NATURAL RESOURCE FEATURES – MAP 2 The southwest corner of the parcel is included within an Environmental Corridor designation and corresponds to a larger wetland and intermittent stream complex. Page 18 of 111 NATURAL RESOURCE FEATURES – MAP 3 There are no closed depressions, shoreland areas, or floodplain areas on the subject parcel. Page 19 of 111 NATURAL RESOURCE FEATURES – MAP 4 The subject site includes areas of productive farmland. There are minimal areas of steep slopes (categorized as 12- 20% and over 20%). Page 20 of 111 GOV’T AGENCY REVIEW AND TECHNICAL REVIEW FINDINGS GOVERNMENTAL AGENCY REVIEW: The Town of Baldwin Town Board recommended approval of the rezoning request at its meeting on December 4, 2025. TECHNICAL REVIEW FINDINGS: The proposed rezoning supports the following goals and objectives: 2024 Town of Baldwin Comprehensive Plan Land Use and Economic Development Chapters Goals & Objectives  Continue to use Agricultural zoning (AG-1 and AG-2) to promote agriculture as the economic base and major land use in the Town of Baldwin.  Allow for zoning changes for residential minor subdivisions in coordination with farmland preservation practices. St. Croix County Comprehensive Plan / Farmland Preservation Policy  The property is within an area eligible for Farmland Preservation Plan zoning (AG-1 and AG-2), consistent with the County’s Farmland Preservation Plan goals. St. Croix County Land and Water Resource Management Plan  The proposed rezoning does not conflict with the St. Croix County Land and Water Resource Management Plan. Land Use Ordinances Consistency  Development of the property shall comply with standards in Chapter 15 Zoning Ordinance. Page 21 of 111 FINDINGS AND STAFF RECOMMENDATION STAFF RECOMMENDATION: Staff recommends approval of the rezoning amendment from AG-1 Agricultural District to the AG-2 Agricultural District based on the following findings:  The Town of Baldwin and St. Croix County Comprehensive Plans include Future Land Use Map designations and Land Use designation descriptions that support the rezoning change to an AG-2 Agricultural zoning classification  The subject parcel is identified on the St. Croix County Farmland Preservation Plan (FPP) Map and policy supports the rezoning change to an AG-2 Agricultural zoning classification  The rezoning does not conflict with the St. Croix County Natural Resources Management Plan  The Town of Baldwin has formally recommended approval of the application Page 22 of 111 Sr Cn Acres to be Rezoned REZONING PPLICATION Fite #: ZoZl'02VD Office Use Only Revised 1/2026 V JAn c U tUto r=LE petition the St. Croix County Board of Supervisors to amend the zoning district as follows on the parcel described herein !o from Ao X'\ Ao#.A REQUEST 15.530 and $ 15.540 and Wisconsin State Statutcs $ 59.69(5), I hereby to Ex isting-loning D i strict Propo/ed Zoning D i strict APPLICANT INFORMATION Property Owner: Mailing Address: K ,4 ot4 fr v< Contractor/Agent: Mailing Address: (\)oo&u i ilq, ulr ,/ o?? Daytime Phone: b**-9647 Daytime Phone: (_) Cell: (_) 4 a,,rte- Cell: (_J E-mai Murr, OIficial email from St. Croix County regarding this pcrmit will come from 3@Lgg. All other email addresses are sc&ms. SITE INFORMATION SiteAddress: >S/l qo+h hU<.Wro0,ltl1e, hJ f 94oAP Property Location ,l4L Uq, N L,4 wn of Parcer #, boA - / o5( So _OAL{ br lb,u t^ Does a Farmland Preservation agreement exist on the site? Yes x No FEES Pleose reference current fee schedu[e. Application Fee: (payable to St. Croix County) $ I attest that tlre information contained in this application is true and correct to the best of my knowledge. Property Owner/Agent Signature: Date J6& OFFIGE USE ONLY Fee Received Fee Received tt Receipted By: $ l)p/'"o Receipt #: l\OSfeS 11 7 r5-3864680 cdd(g)sccwi.gov St. Croix County Government Center ll0l Carmichael Road, Hudson, WI 54016 wvryv.sccwl.aov Pursuant to St. Croix County Zoning Ordinance 2026-0280 Page 23 of 111 CHECKLIST FOR COMPLETE APPLICATION E 1 - Copy of application packet to include: EI, Aerial Photo (can be obtained from County website at www.sccwi.gov , in the search box We Land Information B Scaled map with exact boundaries of parcel to be rezoned. El Completed rezoning questionnaire (page 3 of the application). \EL Metes and Bounds description or boundary description (typically prepared by a registered land surveyor). E Application fee (non-refundable) payable to: St. Croix Countv. REZONING PROCEDURE The following process takes anywhere from 60 to 90 days to complete. Step 1, Meeting with Town: Prior to submitting a rezoning application with St. Croix County, the landowner or their agent must first meet with the Town in which the property is located to present the proposed rezoning and request a formal recommendation of approval from the Town Board. The applicant is responsible for ensuring that the rezoning request is placed on a town meeting agenda and that the Town completes its review and takes formal action. A Town recommendation ofapproval is required before any application may be submitted to St. Croix County. Ifthe Town fails to submit a recommendation, the public hearing shall occur without a Town recommendation. Step 2, St. Croix County Application Submittal and Review: Applications are due on the !1u&!ggy of the month. Applicants are encouraged to meet with County staff to review process, timing and ask any questions relating to the application. County staff will accept an application only ifthe applicant provides documentation ofTown approval. After a preliminary review, staffmay request additional information. Once complete, the application will proceed through the County's interdepartmental and interagency review. Step 3, Public Hearing: All rezoning applications require a public hearing before the St. Croix County Community Development Committee. A notice of the hearing is published in the officially designated newspaper of the County for 2 successive weeks prior to the scheduled hearing date. Notice of the hearing is also sent to all property owners within 300 feet ofthe subject rezoning property. Hearings are typically held on the 3d Thursday ofthe month following completion of the interdepartmental and interagency review. Step 4, County Board Action: After the Community Development Committee completes its review and makes a recommendation following the public hearing, that recommendation is forwarded to the County Board for consideration at its next regular meeting. If the County Board approves the request, the rezoning becomes effective upon publication in the officially designated newspaper ofthe County. Page 2 of 3 2026-0280 Page 24 of 111 REZONlNG QUESTIONAIRE All rezonings are to be consistent with County land use plans, County ordinances and other applicable local plans. Your application will be reviewed by staff and presented to the County Community Development Committee for consistency with the following ordinances and plans: St. Croix County Zoning Ordinance (Ch. l5), St. Croix County Land Division Ordinance (Ch. l3), St. Croix County Sanitary Ordinance (Ch. l2), St. Croix County Comprehensive Ptan, applicable Town Comprehensive Plan, St. Croix County Outdoor Recreation Plan and the St. Croix County Land and Water Natural Resources Management Plan. It is the applicant's responsibility to show that their proposed use is substantially consistent with these ordinances and plans. Each ordinance and plan is available for review by contacting the Community Development Department or on the County website at: www.sccwi.gov. To assist in determining how your proposed use relates to the aforementioned ordinances and plans, please answer the following questions on a separate sheet of paper and include them with your application materials. 1) Explain why you wish to rezone this property Lc! d^l *u *e/l ^y horu<-sl-q, ? 3a-cfes 2) Will the proposed zoning change impact existing public infrastructure? Infrastructure may include but not limited to: roads, public utilities, power, or stormwater. No 3) Is the proposed zoning district compatible with the existing use ofthe property? Existing use can include natural features of the property like wetlands, surface water, ground wa , or othpr sensitive landscapes. .nl il c-otf;nrq- #oufes o Srl J hotrwJ fe 6e- afr I oq 1rr- q t+lne- 4) How is your proposed zoning compatible with the surrounding land uses? ?'fl{ T.: fP J!:^2+* x ; lt lta t cha h 1e_flte a-r@-. 5) Hoy is your proposed;oning consistent with the County and Town plans,listed above? " "[-o,'n',;'i"" fr;X''H;]*rb fi "] ;:ilI-Z;'"..us iElo nt dlt 4:h- l-"rn* lo,y 4z*1. f ta-n - 6) Ifproposing to rezone out ofthe Agriculture Zoning District, explain how your request does or does not comply with the following (Wisconsin State Statute $ 91.48): (a) That adequate public facilities to accommodate development either exist or will be provided within a reasonable time. (b) That the provision ofpublic facilities to accommodate development will not place an unreasonable burden on the ability of affected local units of govemment to provide them. (c) That the land proposed for rezoning is suitable for development and development will not result in undue water or air pollution, cause unreasonable soil erosion or have an unreasonably adverse effect on rare or ineplaceable natural areas. Nlre Page 3 ofj 2026-0280 Page 25 of 111 254L gOth AVENUE - 40 acres I rlr 3f:*- hrl- \ \,i II I tE L -,r{rr{i Ehn ( a rr. \ II t s,{ \. I #E tl,\l\r '1. 't II.?, I I \ -. rltr. I .l tIr rutrttrt\ sj\i\r.,..N ..1^lt I i- I 2026-0280 Page 26 of 111 _r 254L g0th AVENUE - 40 acres I \ \,' \tI r I €OMAI} lI Eb lfa1 ( II x r EI t I I I II I I F I ffi \\Lr^ :-. - .l \ t tIr\A \ \, l^-!. rI \\ I .lb \rt.a t $ a a \ t- 2026-0280 Page 27 of 111 Lega! Description: The NE% of the NW % of Section 23, Township 29 North, Range 15 West, Town of Baldwin, St. Croix County, Wisconsin 2026-0280 Page 28 of 111 CERTIFIED SURVEY MAP Located in the NE 1/4 of the N\,V 1/4 of Sec'tion 23, Township 29 North, Range 16 West, Town of Elaldwin, St. Croix County, Wsconsin. Bearings are based upon the St. Croix County Coordinate Slatem, NAD 1983, (1991) Adjustment. The north Iine of the NW 1/4 bears N87-4&5a r. Bearings are expressed in degrees-minutes-seconds and distances are expresed in decimalfeet. See County Surveyor's Ofiice for additional Section Data. \__ _/_- t aQnlerline_ North line of NW 1/4 urple$4E!g:- N87-4&52W 2661.18 90th Ave. -r - I -,s26.2s- - 1330.59 NW Corner 23-2*16 Found Survey nail Fence falls 2t west of line Fence falls 1 north of @rner Lot 1 Area lncluding Road Rigtrt of \lhy: 3.4716 Acres 151,224 Square Feet Area Fxcluding Road Rigttt of tlfay: 3.1865 Acres 138,803 Square Feet N8746-52W 1330.s9 - 375.11- . \s87-40-1 2E': j 1332.67 N 1/4 Coner ?.329-16 Set Mag nail 600 q oroc fo $N d (f) lU@rO I o$ooz o)g (o (f) 3o I(o NI ooo aEC(U Lot2 Area lnc-luding Road Right of VVay: 36.7800 Acres 1,692,138 Square Feet fuea Excluding Road Right of Vtlay: 36.0537 Acres 1,570,598 Square Feet lands Parcel Number 002-105s5G000 Legend Approximate wetland indicator per the \Msconsin DNR Surface Water Data . Mewer map and sholrn for : = reference only. lf' constructing near mapped wetlands, a wetland delineation may be required. O = Found 1" o.d. iron pipe 300 Scale: 1 lnch = 300 Feet gcoNs' * ( a4/o ?{ 0 O = Set 3/4" x 18" lron Rod weighing 1.50lbsflin. ft. + = Found St. Croix County Monument, as noted +=FenCe Notes: The Parcel(s) shown on this map are subject to State, County and Town laws, rules and regulations (i.e., wetlands, minimum lot size, access to parcels, etc.). Before purchasing or developing any parcel(s) contact the St. Croix County Community Development Department and the Torn for advice. o S UR{ t4 1240-?0% (a ri(Y) (o c! o (a (o C\l o (aoJ garage \ well 375.'l 1- $- eI(o (v) % ri(o E(a osf ulctrO dc{ I ooz @(o c.jo!+ 3oro I() CII o C) a N87-4&52W 375.11 Lot 2 \ \ \ \ \ \ ) : (o Ch crioN { =z o { tU z ooc: oo B \Unnamed 429.27 526.25 NE 1/4 - NWl/4 sEc. 23-T29N-R16W (o d6Nr { 3z o \f UJ z oo .C ol(E1 uJl lntermittent Stream - (r)'G) N87.4&52W .:. : 1330.63':49 I - I - Brandon W. King s-2632 Eau Galle W Brandon King Land Surveying, LLC N324 Co. Rd. D Eau Galle W 54737 Phone: 71 5-639-5243 Email: bklsllc@gmail.com PREPARED FOR: Dale Jeneen 2541 9oth Aw. Woodville W 54(}4 FTELD W9RK DATE: 12-23&2+Tx SHEET 1 OF 2 MAP DATE: 12.3U?025 SHEETS a \ 2026-0280 Page 29 of 111 CERTIFIED SURVEY MAP Located in the NE 1/4 of the NW 1/4 of Section 23, Township 29 North, Range 16 West, Town of Baldwin, St. Croix County, \A/isconsin. SU RVEYOR'S C ERTIFICATE l, Brandon W. King, Wsconsin Professional Land Surveyor, hereby certiry that I have sun/eyed, divided and mapped a parcel of land being located in the NE 1/4 ofthe NW 1/4 ofSec{ion 23, Township 29 North, Range 16 West, Town of Baldwin, St. Croix County, Wsc,onsin, described as tullows: Beginning at the north 1/4 com€rof said Section 23;thence N87-46-52W along the nofih ofthe NW 1/4, 1330.59 feet to the northwest comer ofsaid NE 1/4 ofthe NW 1/4;thenc€ S00-2&10W along the west line thereof, 1316.09 feet to the southwest comerthereof; thence S8740-12E, along the south line thereol 1332.67 ftet to the southeast comer thereot thence NOO-20-58E, along the east line thercof, 1318.74 feet to the poir of beginning. Subject to 90th Avenue right of way and subject to all other easements and restrictions of record. That I have made such survey, land division and map by the direction ofthe Dale Jensen, representative of said land, that such map is a conect representation ofthe e)derior boundaries ofthe land surveyed and the map made thereof and that I have fully complied with the St. Croix County Subdivision Ordinance, the Town of Baldwin Subdivision Ordinance and the provisions of Sec-tion 236.34 of the Vl,isconsin Statutes in sun/eying, dividing and mapping the same. w 12-30-2025 Brandon W. King S-2632 \Msconsin Professional Land Surveyor N324 County Road D Eau Galle W 54737 llllllt,, gCONST * * ( e a 4/ o o S U R.'I -\e lll APPROVED BY SAINT CROIX COUNry COMMUNITY DB/ELOPMENT DEPARTMENT frrr* W{ t/flmx stcttflune -f DATE Brandon W. King s-2632 Eau Galle WI Brandon King Land Surveying, LLC N324 Co. Rd. D Eau Galle \M 54737 Phone: 71 5-639-5243 Email: bklsllc@gmail.com SHEET 2 OF 2 SHEETS 2026-0280 Page 30 of 111 County Board Chair Appointments to the Ethics Inquiry Board Cover Memo To: Board of Supervisors From: Ken Witt, County Administrator Christine Hines, County Clerk Date: June 2, 2026 Agenda Item: County Board Chair Appointments to the Ethics Inquiry Board Background Information: Ethics Inquiry Board Appointments: Appointment of Bob Long (citizen) to a three-year term ending in 2029. Re-appointment of Sue Gherty (citizen/alternate) to a three-year term ending in 2029. The Ethics Board consists of three members and one alternate, one of whom shall be an attorney licensed to practice law in the State of Wisconsin, appointed by the St. Croix County Board of Supervisors Chairperson with the approval of the St. Croix County Board of Supervisors. The members of the Ethics Inquiry Board shall be residents of St. Croix County and shall not be St. Croix County Public Officials during the time of appointment, and shall serve staggered three-year terms expiring on the third Tuesday in April of the third year following their appointment except as otherwise provided in the implementation of this ordinance. Page 31 of 111 2026 Annual Report ST. CROIX COUNTY FAIR ASSOCIATION Mission Statement The Mission of the St. Croix County Fair Association is to promote Agriculture, Stock Raising, Dairying, Horticulture, Manufacturing, Education, Art, and all such activities that shall tend to develop the resources and promote the prosperity of St. Croix County. In a nutshell, our Mission Statement can be summed us as: To provide a positive and welcoming community event for people of all ages that supports agriculture by preserving our past, promoting the present, and educating for the future, while providing a place to display our talents, share our heritage, and connect with others. Summary of Responsibilities • The primary responsibility of the St. Croix County Fair Association is to provide educational events in which members of St. Croix County 4 -H, F.F.A., other youth clubs, and other people exhibit individual and group projects. While the fair is a five-day event, the process of conducting the Fair is a yearlong process that begins immediately after the current fair. • Additionally, it is the responsibility of the St. Croix County Fair Association to act as the coordinating body between the St. Croix County Board of Supervisors, St. Croix County Community Development Committee, Senior Citizens, 4H Leaders Council, and the Association for Home and Community Education (HCE) to carry out our Mission Statement. • Further, the lease agreement between St. Croix County Fair, Inc. and the County Administration places in the Fair Association control to manage, develop, maintain, and act as the rental agent for the St. Croix County Fairgrounds. This is accomplished through a n elected 15 member volunteer Board of Directors who as a whole, or divided into committees handle every aspect of planning and managing the St. Croix County Fair, and who manage all non-fair events that take place on the fairgrounds. The Board includes representatives from all the coordination bodies listed above. The Board oversees the development of enhancements and improvements to the fairgrounds, and is responsible for maintaining the grounds and buildings. • With a few exceptions, the responsibilities of the Fair Board in the process of conducting the Fair are volunteer positions. In the weeks before, during, and a few days after the Fair, individuals contribute anywhere from 30 to Page 32 of 111 200 hours. Outside of the Fair itself, all the activities of Fair business are coordinated from home offices where time to accomplish these tasks can amount to hundreds of volunteer hours. Program Summary The core program element of the Fair is the heart of all agricultural fairs in North America today. Our community comes together annually to celebrate and promote all the agricultural and domestic products of our county. The Fair provides industrial exhi bits, demonstrations, and competition for the advancement of livestock, horticulture and agriculture with special emphasis placed on educational activities such as 4-H, FFA, and similar youth development programs. It cultivates curiosity, learning, creati vity, and leadership skills in our youth who participate. For the adults of St. Croix County, the Fair provides a place to foster cultural and fine arts, serves as a place to display and share our heritage, and connect with others. This great community event affects people all over St. Croix County. Not only is the St. Croix County Fair a place for people to share their talents, meet and socialize, entertain and be entertained, but it allows everyone the opportunity to see, hear, touch, smell, and taste the richness and variety of what our county has to offer. The St. Croix County Fair is a FREE fair with no admission charge to all the exhibit buildings, barns, show arenas, and Croix Court entertainment. It offers a wide variety of enjoyment and activities from “Fair Food”, carnival games and rides, petting zoo , mud volleyball, kiddie tractor pull, professional and local entertainment, K-9 demonstrations, and of course all the youth animal exhibits and non-animal exhibits from youth and adults. Aerial View of the Fairgrounds Flag Raising-Opening Ceremony Area Welcome to Glenwood City Medllion Contest Winner Tallest Weed Contest Page 33 of 111 Wisconsin State Cheesy Beer Bread Dress a Calf Contest Contest Contest1st Place Winner Sponsored by the St. Croix Coutny Dairy Committee. St. Croix County: Greta Draxler St. Croix County 4H Dog Demo Mud Volleyball Rabbit Agolity Non- denomaination Church Service Living Memorial Award With the Memories and Deacon Gregg Miller from Hudson Congratualtions to Mike & Lisa Wieske Mini size Kids Demo Derby Crash Contest Extrodinaire! Tradinal Old Fashioned Horse Pull! FFA Tracror & Truck pull Page 34 of 111 Oxen Team Demo pair Littlle Britches.. the future of our Dairy Industry Sometimes. we just need a place to chill! And sometimes, you just need FAMILY! Goals / Objectives Achieved 2025… just to name a few: -- Partnership with Fair.com for integrating online ticket sales for the south end events. -- One of our main goals is to establish a reliable internet/wi-fi accessibility for our south end events. The plan was to implement a new service to accommodate appropriate connectivity to the south end of the fairgrounds which will allow us to implement ticketing services for online purchases to our Special events areas and expand those services in the future for other online purchase options related to the fair or fair management. *This was partially accomplished with a secondary designated network and new wi-fi access points, however it was determined there was not enough broadband speed to enable these new points to be viable for onsite ticketing requirement. -- Purchase and installation of four 10 x 27’ bleacher sets. Thanks to the donations from individuals, St. Croix County PRCA Rodeo and St. Croix County Fair, Inc, this the purchase was accomplished! Special thanks to the construction crew and certain individual who gave of their time and talents who worked tirelessly to have these in place and ready for the 2025 St. Croix County Fair.!! Page 35 of 111 -- Enhanced special events area with additional fencing and barriers for spectator safety and security. This was done exceptionally well and provided extra safety measure for both spectators and participant. -- New roof and remodel of existing restrooms on the main grounds near the judging arena. Bathroom roof was completed early this spring! Remodel, and goal of resurfacing the floors is on the back burner for now. -- -- Another goal would be to coordinate with the County Highway Department and the City of Glenwood City to do the necessary repairs to the blacktop roads that service the fairgrounds. Not done, only band-aids. -- Develop a communication plan to all locations on the fairgrounds (41 acres) by installing a suitable public address system that would link 90 -100% of all buildings and areas for broadcast of general announcements, but more critically for safety and emergen cy information. Not only would this be of benefit during the fair, but also should the site be used for any community or county, effective communication would be necessary. This project could be accomplished in phases; however, costs would only increase o ver time. $30-$40,000. Not yet! Other Accomplishments --Recognition to the David and Wendy Sander family for the Wisconsin Century Farm Award --Purchase of Livestock Pens: Contribution from Fair Board of $19K+. -- Build My Future SCVBA recognition as Top Talent Initiative! From Momentum West. Momentum West -- Install LED photocells on several more areas/building to save energy expenses Plus many more!!! Department Budget Status The 202 6 Fair Association anticipated operating budget worked out to $282,000. Generally speaking, 52% of our budget revenue is Fair related which is generated from grandstand events, parking revenue, commercial vendor space rental, food and beverage concessions , camping fees , sponsorships, carnival percentage, State aid, and administrative income such as interest and dividends . 21% comes from winter storage and non-fairgrounds rental fees. Though not an official department of the County, the Fair Association does falls under the Community Development Committee. Our budget request to the County typically accounts for about 27% of our total operating budget. Page 36 of 111 On the expense side of our budget, about 50% is directly fair related for such things as non-volunteer labor, equipment rental, concession products, Fair Board officers and superintendent’s stipends, judges, premiums not compensated by DATCP, tags, ribbons and trophies. It also includes entertainment, special event expenses, advertising, printing, and office supplies. Annual non -fair business operating expenses such as insurance, utilities, cost for services, fuel, general maintenance and supplies are 25%. That leaves only 25% for facility maintenance and capital improvements, which allow us to manage, devel op, maintain and improve the SCC fairgrounds. Grants Received 2025: $4000 Compeer Financial “Fund for Rural America” fairgrounds improvements, will be used toward laying a 91’ x 13’ apron on the north side of the multispecies building. We added an apron into the south side of the building as well to enhance ease of access and help with bio security. Additional grants from Friends of the St. Croix County Fairgrounds to help with compensation for the loan contributions and interest payments. Currently we are at @$82K left on our loan and anticipate with fundraising that will be paid of by the end of 2026. -- Promotion and education includes our current Fairest of the Fair and Fair Board presence at community events, posters, and schedule brochures, which are handed out at parades and other events. Advertising consists of media coverage through radio ads, along with inserts in several media publications, and continuation of our 2023 venture with a small-scale direct mail campaign to selected postal routes. Page 37 of 111 -- Fairest of the Fair: Our 2025-26 Fairest of the Fair, is Savannah Briese. 2025-2026 Fairest Court Savannah Briese Sixteen lovely Fairest’s joined us for the Junior Fairests: Taya Draxler & Annabeth Pointer Fairest of the Fair Reunion. Program was initiated in 1992. -- St. Croix Valley PRCA Rodeo is held the third weekend in August. 202 5 saw our 13th season of the Professional Rodeo held at the St. Croix County Fairgrounds. The attendance the last two years has been outstanding bringing in crowds of over 2000 each of the two nights of performance. Profits from the Rodeo are used to provide enhancements to the Rodeo experience and equipment as well as improvements to the fairgrounds. For example, in 2024-2025 $10,000 of Rodeo profits were contributed to the 2024 principal payment for Tiffany Creek Bathroom project (contributions of $110,000 to date) and $30,000 was donated for the purchase of new bleachers $72K project. Page 38 of 111 The Rodeo brings community involvement opportunities and is a showcase for the excellent appearance and maintenance of the grounds and facilities. Further, each year during our Rodeo the Miss Wisconsin and Miss Teen Wisconsin Rodeo Pageant is held with the winner announced at the Saturday night performance. The 2026 Miss Rodeo Wisconsin is Shannon Sachs. 2026 St. Croix Valley PRCA Royalty 2026 Miss Rodeo Wisconsin Queen Ave Scharpen, Princess Kennedy Bexell Shannon Sachs -- Tractor Caravan: The 13th annual Fair kick-off tradition will be held this year on the Saturday before the fair. In the past there have been as many as 60 tractors with about 125 people enjoyed a 26-mile ride throughout the county that offered high visibility and great promotion for the Fair. -- Exhibits and Exhibitors: Exhibits and exhibitors 2025 Department Exhibitors Entries Premiums Paid (State funding 10K+ OP) Page 39 of 111 Youth 539 5085 Open Class 171 4049 Senior Citizens 27 72 Totals 737 9206 $12,127 -- New for 2026: Outrageous Oatmeal Cookie Patriotic Container Contest Creation Contest Purchase of surplus supply bleachers, barricades and traffic barrels. Tribute to the Troops with the Diva’s, Jerry Frasier with Comedy Magic and Hypno FX. Bringing back the Memories, the incredible dynamic ”Old Boys” vocal duo, for their 38th year at the St. Croix County Fair, as well as the Whitesidewalls, 10th return visit, and the newly popular Good Neighbor Ukelele Group for the second year! --Read & Win. Returning for the second year, our partnership with county libraries to encourage reading and be rewarded by coming to the fair to receive an ice cream treat. The county K9 program will benefit as well! Page 40 of 111 -- St. Croix County Government Employee picnic is held on Thursday evening of the fair. Attendance has been steadily increasing each year. County Employees will be able to enjoy Free Admission to the Fair (via County vouchers), along with free admission to Croix Court Entertainment (participate in a fun “Squeels and Wheels” Photo booth and show of their vocal talents with Karaoke!) along with everything the fair has to offer including delicious Fair Food, Entertainment from Pickles the Clown and our world famous “The Bubbler!” -- Some new entertainment (free as always) including Ace Justice the 7’ strolling robot, the Ear Doctors Barbershop Quartet and the Good Neighbor Ukelele group ! -- Winter Storage- A valuable source of revenue from which rental fees from Dairy Barn # 1 are put into a building fund account that can be used for fairgrounds buildings as needed. Goals and Objectives for Current Year – 2026 Just to name a few: --Partnership with Fairs.com to develop and maintain a new web site for stcroixcofair.com -- Install LED photocells on severa l existing units and more building to save energy expenses. -- Work with County Highway Department (at Glenwood facility) to facilitate new “garage door’ between shop area and bathroom entry. --Create portable bridges for access into “Croix Court” during inclement weather. -- Install guardrails to mitigate runoff into Tiffany Creek -- Introduce “Little Shepherds Sheep show. -- Gravel to fill low spots on grounds for better parking area surfaces. -- Another goal would be to coordinate with the County Highway Department and the City of Glenwood City to do the necessary repairs to the blacktop roads that service the fairgrounds. Page 41 of 111 -- Resurface the floors in the bathrooms on the main grounds -- Develop a communication plan to all locations on the fairgrounds (41 acres) by installing a suitable public address system that would link 90-100% of all buildings and areas for broadcast of general announcements, but more critically for safety and emergency information. Not only would this be of benefit during the fair, but also should the site be used for any community or county, effective communication would be necessary. This project could be accomplished in phases; however, costs would only increase over time. $30-$40,000. -- Look to the future for a long range new facility addition. On behalf of the entire Fair Board, we would like to convey a very special thank you to the entire County Board and to the Supervisor representatives on the Fair Board, Bob Swanepoel and Lisa Lind, both of whom have been a genuine asset to our board. We welcome back Bob Swanepoel and our new representative John Betchkal. Thank you all for your continued support! Submitted by: Gail Maier President, St. Croix County Fair, Inc. Page 42 of 111 See you at the Fair! Page 43 of 111 County Administrator's Financial Report April 2026 FY25 FY25 FY26 FY26 Percent Total Thru April Budget YTD Balance Remaining REVENUES Administrative Revenues 110: General 0000: Default 2,760,777 -2,430,684 0 -2,936,990 2,936,990 315,356,861,31 2,270,460.00% 110: General 1010: Unallocated 0 - 0 - - - 110: General 1110: County Board & Committees/Commissions 155,935 51,978 192,946 64,315 128,631 66.67% 110: General 1320: Corporation Counsel 961,625 320,147 1,370,623 341,207 1,029,416 75.11% 110: General 1410: Administrator 519,478 173,166 536,781 178,835 357,946 66.68% 110: General 1420: County Clerk 424,863 139,765 452,135 144,295 307,840 68.09% 110: General 1430: Human Resources 621,340 207,113 658,967 219,656 439,311 66.67% 110: General 1440: Elections 85,647 19,683 109,500 28,500 81,000 73.97% 110: General 1450: Information Technology 2,826,077 903,149 2,895,192 923,284 1,971,907 68.11% 110: General 1510: Finance 675,808 224,037 726,195 239,836 486,360 66.97% 110: General 1520: County Treasurer 619,704 210,180 475,046 240,617 234,429 49.35% 110: General 1610: Facilities 2,450,283 765,368 2,271,706 764,047 1,507,659 66.37% 110: General 5110: Library 1,869,030 623,010 2,059,189 686,396 1,372,793 66.67% 295: Dog License All Cost Centers 21,408 13,725 20,000 9,718 10,282 51.41% Debt Service Funds All Cost Centers 11,572,757 3,889,424 11,335,121 3,678,374 7,656,747 67.55% Internal Service Funds All Cost Centers 15,548,344 4,386,435 15,415,000 4,459,253 10,955,747 71.07% Subtotal Administrative Revenues 41,113,074 9,496,497 38,518,400 9,041,342 29,477,058 76.53% Community Development Revenues 110: General 1710: Register of Deeds 646,229 133,869 593,784 203,742 390,042 65.69% 110: General 3600: Sanitation 79,220 18,384 77,661 18,384 59,277 76.33% 110: General 5400: Recreation Facilities 80,000 26,667 80,000 26,667 53,333 66.67% 110: General 5620: UW Extension 70,132 24,551 117,627 40,785 76,842 65.33% 110: General 6400: Zoning Dept 2,414,906 762,933 2,274,315 764,799 1,509,515 66.37% 110: General 6700: Economic Development Corp 115,500 38,500 115,500 38,500 77,000 66.67% 120: Parks All Cost Centers 1,193,331 254,437 1,012,461 383,080 629,381 62.16% 125: Recycling All Cost Centers 205,543 2,316 204,801 1,149 203,652 99.44% 130: Land and Water Conservation All Cost Centers 927,132 141,632 818,677 188,660 630,016 76.96% 250: Land Records Retained Fees All Cost Centers 153,356 37,372 135,000 47,864 87,136 64.55% 270: Pesticide Training All Cost Centers 325 325 0 - - - Subtotal Community Development Revenues 5,885,675 1,440,986 5,429,826 1,713,630 3,716,196 68.44% Health and Human Services Revenues 225: Health and Human Services 4110: Public Health 2,404,265 553,779 2,101,014 465,453 1,635,561 77.85% 225: Health and Human Services 4310: Behavioral Health 6,375,135 1,655,602 6,047,054 1,419,348 4,627,706 76.53% 225: Health and Human Services 4320: CCS 4,601,285 387,177 5,593,794 409,053 5,184,741 92.69% Print Date May 22, 2026 Page 44 of 111 County Administrator's Financial Report April 2026 FY25 FY25 FY26 FY26 Percent Total Thru April Budget YTD Balance Remaining 225: Health and Human Services 4410: Economic Support 1,475,122 80,798 1,308,944 64,093 1,244,851 95.10% 225: Health and Human Services 4510: Children Services 8,145,580 2,316,981 8,872,145 2,566,509 6,305,636 71.07% 225: Health and Human Services 4610: Aging & Disability Resource Center 2,835,648 543,773 2,861,231 763,601 2,097,630 73.31% 225: Health and Human Services 4920: Health & Human Services Administration 2,095,947 508,038 2,039,531 455,741 1,583,790 77.65% 610: Health Center Campus 4210: Skilled Nursing Facility 7,335,129 2,428,812 8,787,386 2,397,493 6,389,892 72.72% 610: Health Center Campus 4230: Kitty Rhoades (Dementia) 541,545 236,502 1,629,889 149,313 1,480,576 90.84% 610: Health Center Campus 4240: Orchard View 2,219,057 731,115 2,492,609 755,865 1,736,744 69.68% 110: General 4710: Veterans Services 365,352 110,757 366,907 133,702 233,205 63.56% Subtotal HHS Revenues 38,394,065 9,553,335 42,100,504 9,580,171 32,520,333 77.24% Transportation Revenues 650: Highway All Cost Centers 23,117,845 6,607,359 23,274,441 6,583,058 16,691,383 71.72% Subtotal Transportation Revenues 23,117,845 6,607,359 23,274,441 6,583,058 16,691,383 71.72% Public Protection Revenues 110: General 1210: Circuit Court 1,053,449 349,845 1,176,332 389,886 786,446 66.86% 110: General 1220: Clerk of Courts 2,630,219 774,993 2,541,666 905,209 1,636,458 64.39% 110: General 1240: Medical Examiner 515,975 162,407 507,471 172,833 334,638 65.94% 110: General 1250: Justice Services 1,043,222 309,823 1,047,156 295,581 751,575 71.77% 110: General 1310: District Attorney 1,565,793 437,098 1,675,414 467,660 1,207,754 72.09% 110: General 1330: Child Support 932,662 222,505 996,265 259,144 737,122 73.99% 110: General 2110: Law Enforcement 11,261,807 3,653,380 11,303,391 3,729,111 7,574,280 67.01% 110: General 2700: Correction and Detention 5,481,102 1,754,358 5,378,988 1,756,817 3,622,171 67.34% 110: General 2510: Emergency Management 437,651 43,474 220,175 43,619 176,556 80.19% 110: General 2600: Emergency Communication 2,660,791 879,004 2,755,371 929,497 1,825,874 66.27% 280: Jail Improvement All Cost Centers 67,021 17,325 0 18,748 -18,748 - 285: K-9 All Cost Centers 48,343 3,361 0 2,755 -2,755 - 286: Drug Task Force All Cost Centers 33,311 13,493 0 23,097 -23,097 - 287: County Drug Fund All Cost Centers 46,402 18,332 0 - - - 290: Stop Drug All Cost Centers 0 - 0 - - - Subtotal Public Protection Revenues 27,777,748 8,639,398 27,602,229 8,993,957 18,608,272 67.42% Total Revenues 136,288,408 35,737,575 136,925,400 35,912,159 101,013,242 73.77% EXPENSES Administrative Expenses 110: General 1010: Unallocated 4,000,000 - 0 - - - 110: General 1110: County Board & Committees/Commissions 121,063 53,578 192,946 62,087 130,859 67.82% Print Date May 22, 2026 Page 45 of 111 County Administrator's Financial Report April 2026 FY25 FY25 FY26 FY26 Percent Total Thru April Budget YTD Balance Remaining 110: General 1320: Corporation Counsel 960,595 271,322 1,370,623 310,046 1,060,577 77.38% 110: General 1410: Administrator 477,947 145,629 536,781 154,998 381,782 71.12% 110: General 1420: County Clerk 391,298 119,729 452,135 124,168 327,966 72.54% 110: General 1430: Human Resources 606,138 206,370 658,967 237,036 421,930 64.03% 110: General 1440: Elections 55,464 53,360 109,500 52,732 56,768 51.84% 110: General 1450: Information Technology 2,771,056 1,242,639 2,895,192 1,280,356 1,614,836 55.78% 110: General 1510: Finance 669,645 186,077 726,195 170,895 555,300 76.47% 110: General 1520: County Treasurer 469,555 141,999 475,046 165,416 309,629 65.18% 110: General 1610: Facilities 2,368,140 722,267 2,271,706 749,824 1,521,882 66.99% 110: General 5110: Library 1,843,915 1,843,915 2,059,189 2,059,189 0 0.00% 295: Dog License All Cost Centers 18,898 14,432 20,000 13,903 6,097 30.49% Debt Service Funds All Cost Centers 10,947,407 9,003,339 11,335,121 9,117,638 2,217,483 19.56% Internal Service Funds All Cost Centers 14,982,978 4,582,630 15,415,000 4,009,404 11,405,596 73.99% Subtotal Administrative Expenses 40,684,098 18,587,287 38,518,400 18,507,693 20,010,707 51.95% Community Development Expenses 110: General 1710: Register of Deeds 572,924 167,500 593,784 170,207 423,578 71.34% 110: General 3600: Sanitation 70,093 168 77,661 - 77,661 100.00% 110: General 5200: Park Properties 36 - 0 - - - 110: General 5400: Recreation Facilities 80,000 - 80,000 80,000 0 0.00% 110: General 5620: UW Extension 142,859 1,505 117,627 1,234 116,393 98.95% 110: General 6100: Resources Land & Water Conservation 15,726 15,677 0 8,012 -8,012 - 110: General 6400: Zoning Dept 2,157,942 686,510 2,274,315 613,994 1,660,321 73.00% 110: General 6700: Economic Development Corp 116,322 58,060 115,500 57,750 57,750 50.00% 120: Parks All Cost Centers 1,252,625 267,209 1,012,461 214,061 798,400 78.86% 125: Recycling All Cost Centers 203,961 24,103 204,801 26,074 178,727 87.27% 130: Land and Water Conservation All Cost Centers 888,607 174,892 818,677 242,418 576,259 70.39% 250: Land Records Retained Fees All Cost Centers 134,707 71,056 135,000 64,177 70,823 52.46% 270: Pesticide Training All Cost Centers 150 100 0 - - - Subtotal Community Development Expenses 5,635,953 1,466,780 5,429,826 1,477,926 3,951,900 72.78% Health and Human Services Expenses 225: Health and Human Services 4110: Public Health 1,963,491 520,103 2,101,014 586,953 1,514,061 72.06% 225: Health and Human Services 4310: Behavioral Health 7,038,297 1,993,588 6,047,054 1,905,155 4,141,899 68.49% 225: Health and Human Services 4320: CCS 4,827,693 1,304,724 5,593,794 1,337,154 4,256,640 76.10% 225: Health and Human Services 4410: Economic Support 1,195,164 346,051 1,308,944 366,450 942,493 72.00% 225: Health and Human Services 4510: Children Services 8,147,799 2,399,780 8,872,145 2,138,600 6,733,545 75.90% 225: Health and Human Services 4610: Aging & Disability Resource Center 2,769,446 749,122 2,861,231 765,326 2,095,905 73.25% Print Date May 22, 2026 Page 46 of 111 County Administrator's Financial Report April 2026 FY25 FY25 FY26 FY26 Percent Total Thru April Budget YTD Balance Remaining 225: Health and Human Services 4920: Health & Human Services Administration 2,096,987 555,850 2,039,531 628,122 1,411,410 69.20% 610: Health Center Campus 4210: Skilled Nursing Facility 7,217,389 2,163,386 8,787,386 2,095,298 6,692,087 76.16% 610: Health Center Campus 4230: Kitty Rhoades (Dementia) 775,016 418,090 1,629,889 236,326 1,393,563 85.50% 610: Health Center Campus 4240: Orchard View 2,426,920 908,442 2,492,609 598,917 1,893,692 75.97% 110: General 4710: Veterans Services 349,784 98,695 366,907 100,392 266,516 72.64% Subtotal HHS Expenses 38,807,985 11,457,831 42,100,504 10,758,693 31,341,811 74.45% Transportation Expenses 650: Highway All Cost Centers 22,544,466 4,711,227 23,274,441 4,786,171 18,488,270 79.44% Subtotal Transportation Expenses 22,544,466 4,711,227 23,274,441 4,786,171 18,488,270 79.44% Public Protection Expenses 110: General 1210: Circuit Court 1,037,121 311,120 1,176,332 313,954 862,377 73.31% 110: General 1220: Clerk of Courts 2,547,347 661,770 2,541,666 667,589 1,874,078 73.73% 110: General 1240: Medical Examiner 452,661 187,901 507,471 85,379 422,092 83.18% 110: General 1250: Justice Services 861,690 250,266 1,047,156 226,418 820,737 78.38% 110: General 1310: District Attorney 1,428,863 380,428 1,675,414 431,742 1,243,671 74.23% 110: General 1330: Child Support 942,481 261,787 996,265 275,858 720,407 72.31% 110: General 2110: Law Enforcement 11,065,030 3,158,516 11,303,391 3,297,056 8,006,335 70.83% 110: General 2700: Correction and Detention 4,955,819 1,332,624 5,378,988 1,477,694 3,901,295 72.53% 110: General 2510: Emergency Management 488,969 72,738 220,175 65,180 154,995 70.40% 110: General 2600: Emergency Communication 2,566,086 869,050 2,755,371 966,403 1,788,968 64.93% 280: Jail Improvement All Cost Centers 46,816 3,000 0 60,956 -60,956 - 285: K-9 All Cost Centers 52,580 7,220 0 4,582 -4,582 - 286: Drug Task Force All Cost Centers 30,215 8,628 0 22,506 -22,506 - 287: County Drug Fund All Cost Centers 61,551 18,383 0 2,235 -2,235 - 290: Stop Drug All Cost Centers 14 - 0 - - - Subtotal Public Protection Expenses 26,537,241 7,523,430 27,602,229 7,897,552 19,704,677 71.39% Total Expenses 134,209,743 43,746,555 136,925,400 43,428,035 93,497,366 68.28% Report Total 2,078,665 -8,008,980 0 -7,515,876 - - Print Date May 22, 2026 Page 47 of 111 County Wide Cash & Investments Wells Fargo Balance $3,000,694.10 LGIP - State Investment Pool 16,709,978.62 Investments with Advisor 64,882,864.43 Bond Investment 4,232,807.64 TOTAL 88,826,344.79 2026 / 2025 2025 / 2024 2024 / 2023 Vehicle Registration Fees 41170 2026 2025 2024 2023 Variance Variance Variance Annual Budget 1,695,000.00 1,750,000.00 875,000.00 865,000.00 (55,000.00) 875,000.00 10,000.00 Budget per Month 141,250.00 145,833.33 72,916.67 72,083.33 (4,583.33) 72,916.67 833.33 January registrations (rec'd in February) 133,411.21 135,921.40 87,557.88 63,709.13 (2,510.19) 48,363.52 23,848.75 February registrations (rec'd in March) 133,985.55 127,742.01 118,878.62 62,764.89 6,243.54 8,863.39 56,113.73 March registrations (rec'd in April) 166,187.00 159,990.63 137,072.00 81,873.51 6,196.37 22,918.63 55,198.49 April registrations (rec'd in May) 153,301.87 154,860.00 75,579.00 (1,558.13) 79,281.00 May registrations (rec'd in June) 169,280.00 155,872.75 82,375.50 13,407.25 73,497.25 June registrations (rec'd in July) 162,334.00 152,334.50 81,374.13 9,999.50 70,960.37 July registrations (rec'd in August) 162,647.00 143,486.25 79,360.88 19,160.75 64,125.37 August registrations (rec'd in September) 137,754.00 170,786.00 79,445.12 (33,032.00) 91,340.88 September registrations (rec'd in October) 174,073.25 162,758.51 69,739.00 11,314.74 93,019.51 October registrations (rec'd in November) 154,295.50 153,435.96 70,785.00 859.54 82,650.96 November registrations (rec'd in December) 118,007.00 118,398.00 66,472.90 (391.00) 51,925.10 December registrations (rec'd in January) 129,166.74 129,439.88 62,012.10 (273.14) 67,427.78 Totals 433,583.76 1,784,513.40 1,684,880.35 875,491.16 9,929.72 99,633.05 809,389.19 Average Month 144,527.92 148,709.45 140,406.70 72,957.60 2026 / 2025 2025 / 2024 2024 / 2023 Sales Tax Progress 41220 2026 2025 2024 2023 Variance Variance Variance Annual Budget 13,797,187.00 12,537,000.00 11,600,000.00 10,500,000.00 1,260,187.00 937,000.00 1,100,000.00 Budget per Month 1,149,765.58 1,044,750.00 966,666.67 875,000.00 105,015.58 78,083.33 91,666.67 January (rec'd in March) 954,386.87 810,022.86 800,671.86 783,190.93 144,364.01 9,351.00 17,480.93 February (rec'd in April) 956,817.08 785,796.25 581,576.20 723,882.01 171,020.83 204,220.05 (142,305.81) March (rec'd in May) 1,176,506.73 1,260,438.65 935,748.93 (83,931.92) 324,689.72 April (rec'd in June) 855,706.78 912,048.26 1,251,098.80 (56,341.48) (339,050.54) May (rec'd in July) 1,551,604.61 949,715.53 1,038,445.70 601,889.08 (88,730.17) June (rec'd in August) 1,231,677.54 1,274,785.88 1,364,100.14 (43,108.34) (89,314.26) July (rec'd in September) 1,054,431.19 1,033,141.16 1,120,065.36 21,290.03 (86,924.20) August (rec'd in October) 1,474,520.00 1,121,069.13 908,168.26 353,450.87 212,900.87 September (rec'd in November) 856,532.63 1,277,272.72 1,294,012.64 (420,740.09) (16,739.92) October (rec'd in December) 1,162,147.44 960,406.06 1,011,113.57 201,741.38 (50,707.51) November (rec'd in January) 1,084,486.56 1,349,867.36 691,494.45 (265,380.80) 658,372.91 December (rec'd in February) 1,146,727.61 1,006,555.96 1,511,369.72 140,171.65 (504,813.76) Totals 1,911,203.95 13,190,160.20 12,527,548.77 12,632,690.51 315,384.84 662,611.43 (105,141.74) Average Month 955,601.98 1,099,180.02 1,043,962.40 1,052,724.21 ADMINISTRATION COMMITTEE MONTHLY REPORT As of April 30, 2026 Page 48 of 111 2026 St. Croix County Capital Improvement Plan Project Status Report Dated: April 30, 2026 Year Prior Prior Years 2026 2026 Remaining Revenues: Budgets Actual Budget YTD Balance Property/Asset Sales 150,000 8,525 Grants/Other Govts 1,778,744 Bonds & Interest - 65,552 Total Revenues 1,928,744 74,077 Expenses: General Public Buildings 7140 10001 2026 Building Remodeling/Furniture/Plumbing 200,000 9,578 190,422 7320 10004 2026 Fleet Vehicle Replacement 260,000 93,576 166,424 7140 10005 2026 Equipment/Electrical Equipment 65,000 53,277 11,723 7140 10006 2026 HVAC Replacement 125,000 71,885 53,115 7140 10007 2026 Safety and Security 45,000 44,064 936 7140 10106 2022 Government Center Expansion79,743,000 80,060,553 198,028 (515,582) 7140 10110 2026 GC South Parking Lot 150,000 2,714 147,286 Information Technology 7150 10002 2026 IT Recurring Projects 150,000 91,755 58,245 Health & Human Services 7160 10003 2026 replacement vehicles for ADRC 55,000 55,000 Public Protection 7210 10000 2026 Squad Cars 550,000 399,589 150,411 7210 10135 2026 Squad Car Tablet Replacement 129,000 128,855 145 Highway 7310 10115 2025 Hudson Highway Facility Replacement7,400,000 1,963,951 2,696,168 2,739,881 Emergency Services 7260 10102 2025 Network Switches Microwave Radio Infrastructure273,000 256,835 closed 7260 10142 2026 DC Battery power replacement 60,000 60,000 Medical Examiner 7120 10080 2026 Stryker Power Pro XT Stretcher 16,000 12,789 Closed Parks 7620 10075 2026 HWY 35 bike Loop Trail - Phase II 27,799 2,236,000 34,455 2,173,746 7620 10035 2026 Parks Equipment 35,000 18,569 16,431 7620 10098 2026 Park Entrance Kiosks 50,000 50,000 7620 10099 2024 Glen Hills campground flush station920,000 948,558 (28,558) 7620 10088 2025 GHP Whipering Oaks restroom building200,000 22,146 177,854 Closed 7620 10125 2026 Eckert Blufflands Park Development 500,000 500,000 Total Expenses88,536,000 83,279,843 4,626,000 4,033,156 5,829,626 January 1, 2026 Fund Balance 10,677,372 Plus 2026 Revenues 74,077 Minus 2026 Expenses 4,033,156 Current Ending Fund Balance 6,718,293 Reserved for Approved Projects 5,829,626 Unreserved Fund Balance 888,667 Page 49 of 111 Resolution Establishing 2027 Budget Priorities Cover Memo To: Administration Committee From: Ken Witt, County Administrator Date: June 2, 2026 Agenda Item: Resolution Establishing 2027 Budget Priorities Background Information: The attached Resolution Establishing 2027 Budget Priorities was created based on the feedback provided by the County Board Supervisors during the Committtee of the Whole meeting held on May 5, 2026. Page 50 of 111 Resolution No. 15 (2026) RESOLUTION ESTABLISHING 2027 BUDGET PRIORITIES 1 WHEREAS, St. Croix County continues to experience growth, increasing demands for 2 services and requires responsible fiscal planning; and 3 4 WHEREAS, Department Heads provided background information on projected 2027 5 expenses at the May Committee of the Whole meeting, and the County Board of Supervisors 6 discussed budget requests to establish priorities; and 7 8 WHEREAS, revenue limitations by the State necessitate careful prioritization of 9 expenditures within available funding; and 10 11 WHEREAS, the St. Croix County Board annually establishes budget priority guidelines 12 for the County Administrator to consider when preparing a budget recommendation. 13 14 NOW, THEREFORE, BE IT RESOLVED that the St. Croix County Board of 15 Supervisors hereby establishes the following budget priority guidelines for the County 16 Administrator when preparing the 2027 budget based on final revenue sources available: 17 18 1) Employee Compensation: Provide a compensation increase for employees to ensure fair and 19 competitive wages, supporting workforce retention and recruitment. At a minimum, there 20 will be a COLA increase with the goal of providing a Step increase or higher. 21 22 2) Health Insurance: Budget for a 2.5% to 3.5% increase in health insurance costs while 23 considering plan adjustments and fund balance strategies to mitigate impacts on employees. 24 25 3) Union Contract: Cover compensation increases covered by the union contract. 26 27 4) Position Requests: Evaluate and prioritize essential position requests based on 28 organizational goals and service needs. Initial list of requests include: 29 a) HHS BH Co-Responder 30 b) HHS Economic Support position 31 c) Medical Examiner additional .5 FTE 32 d) Deputy Treasurer position 33 e) District Attorney Legal Assistant 34 f) HHS Public Health increased FTEs 35 g) HHS ADRC position 36 37 5) Operational Expenses: Cover required increases in operational expenses where offsetting 38 costs are not possible. Page 51 of 111 39 BE IT FURTHER RESOLVED that the County Administrator will submit a balanced 40 budget that funds as many of the outlined priorities as possible within the constraints of available 41 revenues. Administration Committee Recommended MOVER: Bob Feidler SECONDER: Scott Counter AYES: Mike Barcalow, Scott Counter, Bob Feidler, Kerry Reis, Wayne Roen EXCUSED: None St. Croix County Board of Supervisors Action: This Resolution was ADOPTED by the St. Croix County Board of Supervisors on June 2, 2026: ___________________________________ ___________________________________ Bob Feidler, County Board Chair Christine Hines, County Clerk Page 52 of 111 Bucket Exercise for Priority Budgeting 22.1M 1.3M each Red Chips = $100,000 Blue/Green/Yellow = $50,000 Priority Score Cost Projected funding 4,200,000 19.0% Employee Compensation 750,000 $ 247,059 4,100,000 18.6% Health Insurance 480,000 $ 241,176 3,550,000 16.1% Union Contract Wages 250,000 $ 208,824 2,250,000 10.2% HHS BH Co-Responder 100,000 $ 132,353 1,650,000 7.5% HHS Economic Support 1.0 FTE 60,000 $ 97,059 1,550,000 7.0% Medical Examiner .5 FTE 50,000 $ 91,176 1,350,000 6.1% Deputy Treasurer 1.0 FTE 90,000 $ 79,412 1,250,000 5.7% DA Legal Assistant 1.0 FTE 90,000 $ 73,529 1,100,000 5.0% HHS Public Health 1.0 FTE 40,000 $ 64,706 950,000 4.3% HHS ADRC 1.0 FTE 60,000 $ 55,882 21,950,000 Page 53 of 111 Resolution Approving Law Enforcement Services Agreement between the St. Croix County Sheriff's Office and the Town of Warren Cover Memo To: Public Protection and Judiciary Committee From: Ken Witt, County Administrator Scott Knudson, St. Croix County Sheriff Date: June 2, 2026 Agenda Item: Resolution Approving Law Enforcement Services Agreement between the St. Croix County Sheriff's Office and the Town of Warren Background Information: The Town of Warren wishes to contract with the St. Croix County Sheriff's Office to provide law enforcement services within their jurisdiction. Pursuant to Wis. Stat. § 66.0301, municipalities can enter intergovernmental agreements for this purpose. The unsigned agreement is attached. Attachment 1 details the list of Town of Warren ordinances that the Sheriff's Office will enforce. Attachment 2 sets for the hourly rate for the deputies to provide the services, which increased by $2.00/hour each year. Page 54 of 111 Resolution No. 14 (2026) RESOLUTION APPROVING LAW ENFORCEMENT SERVICES AGREEMENT BETWEEN THE ST. CROIX COUNTY SHERIFF’S OFFICE AND THE TOWN OF WARREN 1 WHEREAS, Wis. Stat. § 66.0301 authorizes intergovernmental agreements between 2 municipalities; and 3 4 WHEREAS, Wis. Stat. § 66.0301(1)(a) defines “municipality” to include towns and 5 counties; and 6 7 WHEREAS, the St. Croix County Sheriff’s Office and the Town of Warren desire to 8 enter into an agreement whereby the Sheriff would provide law enforcement services to the 9 Town in addition to services normally provided to the Town, and the Town will compensate the 10 County for the additional services; and 11 12 WHEREAS, the St. Croix County Board of Supervisors is required to approve such an 13 agreement; and 14 15 WHEREAS, a copy of the agreement is attached to this Resolution. 16 17 NOW, THEREFORE, BE IT RESOLVED by the St. Croix County Board of 18 Supervisors that the attached agreement between the St. Croix County Sheriff’s Office, St. Croix 19 County, and the Town of Warren for law enforcement services to be provided in all parts of the 20 Town is hereby approved. Public Protection and Judiciary Committee Recommended MOVER: John Betchkal SECONDER: Mark Carlson AYES: John Betchkal, Mark Carlson, Mitch Ruedebusch EXCUSED: Dan Fosterling St. Croix County Board of Supervisors Action: This Resolution was ADOPTED by the St. Croix County Board of Supervisors on June 2, 2026: ___________________________________ ___________________________________ Bob Feidler, County Board Chair Christine Hines, County Clerk Page 55 of 111 Page 1 of 7 LAW ENFORCEMENT SERVICES AGREEMENT BETWEEN ST. CROIX COUNTY AND TOWN OF WARREN This agreement is made and entered into by and between the St. Croix County Sheriff (hereinafter "SHERIFF"), St. Croix County (hereinafter "COUNTY"), and the Town of Warren (hereinafter "TOWN"). RECITALS WHEREAS, the COUNTY, whose address is St. Croix County Government Center, 1101 Carmichael Road, Hudson, WI 54016, is authorized by Wisconsin Statute § 66.0301(2) to contract with a town to furnish services; and WHEREAS the SHERIFF, whose address is St. Croix County Government Center, 1101 Carmichael Road, Hudson, WI 54016, is duly elected to keep and preserve the peace in the COUNTY and manages and directs the operations of the St. Croix County Sheriff's Office in providing law enforcement services with the boundaries of the COUNTY; and WHEREAS, the TOWN, whose address is 720, 112 th ST, Roberts, Wisconsin 54023, desires to receive law enforcement services for the TOWN, in addition to those services normally and regularly provided by the SHERIFF; and WHEREAS the SHERIFF is willing to provide additional law enforcement services to the TOWN; and WHEREAS, the COUNTY has authorized such an arrangement, provided its cost are adequately reimbursed by the TOWN, in Resolution No.____________ THEREFORE, in consideration of the above, the SHERIFF, COUNTY, and TOWN agree as follows. AGREEMENT 1. TERM. The term of this agreement shall commence on June 2, 2026, and shall end as of December 31, 2029, unless sooner agreed to in writing by the TOWN and the SHERIFF, the TOWN and the COUNTY, or the TOWN and the SHERIFF and the COUNTY. 2. AUTOMATIC RENEWAL. This agreement shall be automatically renewed for successive single calendar year terms, under the same conditions and provisions as set forth herein, unless one of the parties notifies the other parties in writing a least 60 days prior to the expiration date of their intention not to renew. Notwithstanding the forgoing, if a different person is elected SHERIFF, that person may terminate this agreement at any time. Page 56 of 111 Page 2 of 7 3. SHERIFF TO PROVIDE TOWN WITH LAW ENFORCEMENT SERVICES. The SHERIFF shall assign a deputy to the TOWN and provide the assigned deputy with a vehicle and all the necessary equipment to provide law enforcement services to the TOWN during the coverage periods, set out in par. 7 below. The SHERIFF may assign different deputies to different coverage periods or during a single coverage period. If the coverage period is a full shift, the SHERIFF may assign a specific deputy to provide law enforcement services to the TOWN. During patrol periods the deputy shall provide contiguous patrol within the boundaries of the TOWN, subject to authorized breaks and situations which require the deputy to respond to a mutual aid request or County emergency. The assigned deputy, while on assigned duty and not otherwise occupied, shall be a first responder to all incidents in the TOWN directed through the St. Croix County Dispatch Center. 4. SHERIFF TO RETAIN SUPERVISORY CONTROL. The SHERIFF, or designee, shall have supervisory control over the assigned deputy. The SHERIFF, or designee, shall retain the authority to make decisions as to the way services shall be rendered. Consistent with the SHERIFF'S authority to exercise good law enforcement practices, every effort will be made to respond to the TOWN'S needs and desires. 5. ENFORCE TOWN ORDINANCES. The assigned deputy shall enforce all agreed upon TOWN ordinances for which the TOWN empowers him or her. (The agreed upon ordinances are attached to this agreement as ATTACHMENT 1 and may be changed from time to time.) The assigned deputy shall attend all required court appearances on all citations. The TOWN attorney shall handle the prosecution of those matters in court. Overtime hours worked by the assigned deputy shall be reimbursed by the TOWN in accordance with paragraph 6 below. It is further agreed that fines or forfeitures for State charges shall be paid to the County and fines or forfeitures for TOWN ordinance violations will be paid to the TOWN in accordance with State Law. 6. COMPENSATION TO COUNTY FOR SERVICES RENDERED. The SHERIFF and the TOWN shall negotiate the amount to be paid for law enforcement services. The TOWN shall pay the COUNTY for the services provided by the SHERIFF. ATTACHMENT 2 sets forth the compensation agreement of the parties and shall be amended when needed to address changes to compensation for services rendered pursuant to this agreement. 7. COVERAGE PERIODS. Coverage periods for services shall be established between the SHERIFF and the TOWN. 8. USE OF TOWN HALL. The TOWN shall make the TOWN HALL office available to the assigned deputy for access to a telephone and a fax machine, if specified by the SHERIFF. Page 57 of 111 Page 3 of 7 9. TOWN LIAISON. The TOWN shall designate a person to act as a liaison between the TOWN and the SHERIFF relative to the assigned deputy's duties and performance, and special assignments which the TOWN desires. The liaison will deal directly with the SHERIFF or designee. 10. INDEMNIFICATION. The TOWN shall defend, hold harmless and indemnify the COUNTY and the SHERIFF, and the officers, agents, and employees of each, for any claim brought against them based on the negligence or improper act of the TOWN or any officer, agent or employee of the TOWN arising from or related to this agreement, other than the assigned deputy. It is expressly understood that the TOWN will not defend, hold harmless or indemnify the COUNTY or the SHERIFF for the alleged negligence or improper conduct, or both, of any COUNTY employee, including the assigned deputy. The COUNTY shall indemnify and hold harmless the TOWN, its officers, employees, and agents for any claim brought against them based on the negligence or improper act of the COUNTY or any COUNTY officer, employee or agent arising from or related to this agreement. It is expressly understood that the COUNTY will not indemnify or hold harmless the TOWN for claims arising out of the actions of TOWN officers, employees, or agents. 11. AGREEMENT NOT ASSIGNABLE. This agreement is for personal services and is not assignable without the expressed written consent of the other parties, which consent may be withheld in the sole discretion of any party. 12. AGREEMENT TERMINABLE FOR INSUFFICIENT FUNDS. If, during the term of this agreement, the governing body of either the COUNTY or the TOWN shall fail to appropriate sufficient funds to carry out this agreement, this agreement shall be automatically terminated as of the date funds are no longer available, provided written notice is given to the other parties as soon as is practicable. This paragraph shall not relieve the TOWN of its responsibility to pay for services furnished to the TOWN prior to the date of termination. 13. DUTY OF GOOD FAITH. The parties shall commence, carry on and complete their respective obligations under this agreement in good faith and in a sound, economical and efficient manner, in accordance with this agreement and all applicable laws. In carrying out this agreement, each party agrees to cooperate with the various departments, agencies, employees, and officers of the other parties. 14. PERSONNEL. The SHERIFF, the COUNTY, and the TOWN each agree to provide all personnel necessary to carry out this agreement. Such personnel shall not be deemed employees of the other party (except that SHERIFF'S deputies and other Sheriff’s office employees of the COUNTY) nor shall they or any of them have or be deemed to have any direct contractual relationship with any other party. Page 58 of 111 Page 4 of 7 15. NOTICES. Notices, invoices, and payments required by this agreement shall be deemed delivered as of the date of the postmark if deposited in a United States mailbox, sufficient first-class postage attached, addressed to a party's address as set forth above. It shall be the duty of a party changing its address to notify the other parties in writing as soon as practicable. As an alternative, notices, invoices and/or payments may also be sent by email to the following email addresses: • TOWN - office@townofwarrensccwi.gov • SHERIFF - Lt. Charles Coleman charles.coleman@sccwi.gov or Captain Justin Johnson justin.johnson@sccwi.gov 16. NO WAIVER BY MAKING PAYMENT OR ACCEPTING SERVICE. In no event shall making any payment or accepting any services required by this agreement constitute or be construed as a waiver of any breach of this agreement or a waiver of any default of any other party. The making of such payment or acceptance of such service by one party while any breach or default exists shall in no way impair or prejudice the right of the party harmed to recover damages or obtain any other legal remedy as a result of such breach or default. 17. EQUAL OPPORTUNITY STATEMENT. During the term of this agreement, with regard to any employment decisions relating to this agreement, all parties agree not to discriminate on the basis of age, race, sex, or sexual orientation; creed or religion; color; handicap or disability; marital, citizenship, or veteran status; membership in the National Guard, state defense force or reserves; national origin or ancestry; arrest or conviction record; or any other classification or characteristic protected by law. This listing of prohibited bases for discrimination shall not be construed to amend in any fashion state of federal law setting forth additional bases and exceptions shall be permitted only to the extent allowable by state or federal law. 18. NO THIRD-PARTY BENEFICIARIES. This agreement is intended to be an agreement solely between the parties hereto and for their benefit only. No part of this agreement shall be construed to add to, supplement, amend, abridge, or repeal existing duties, rights, benefits, or privileges of any third party or parties, including but not limited to employees of any party. 19. ENTIRE AGREEMENT. The entire agreement of the parties is contained herein and supersedes any and all oral agreements and negotiations between the parties relating to the subject matter hereof. The parties expressly agree that this agreement shall not be amended in any fashion except in writing executed by all parties. 20. EXECUTION IN COUNTERPARTS. The parties may evidence their agreement to the foregoing upon one or several counterparts of this instrument, which together shall constitute a single instrument. Page 59 of 111 Page 5 of 7 St. Croix County Sheriff Date signed: __________________ by: ____________________________________________ Scott Knudson, St. Croix County Sheriff Town of Warren Date signed: __________________ by: ____________________________________________ Geno Hanson, Town of Warren Chairperson St. Croix County Date signed: __________________ by: ___________________________________________ Ken Witt, County Administrator Page 60 of 111 Page 6 of 7 ATTACHMENT 1 TOWN OF WARREN ORDINANCES ENFORCED BY THE ST. CROIX COUNTY SHERIFF The following list of Town of Warren ordinances will be enforced by the St. Croix County Sheriff’s Office pursuant to this agreement: • Title 10 - Motor Vehicles and Traffic 10-1-10 Operators to Obey Traffic Control Devices 10-1-12 Speed Limits 10-1-13 Stop Sign Locations 10-1-50 Penalties Page 61 of 111 Page 7 of 7 ATTACHMENT 2 COMPENSATION TO COUNTY FOR SERVICES RENDERED BY SHERIFF The TOWN agrees to pay the COUNTY the following compensation for services provided by the SHERIFF pursuant to this agreement: • 2026 - $92.00 per hour • 2027 - $94.00 per hour • 2028 - $96.00 per hour The SHERIFF shall provide an invoice to the TOWN on a monthly basis detailing the total hours of services provided to the TOWN and the amount due for the month. Page 62 of 111 Resolution Amending Personnel Policies Cover Memo To: Administration Committee From: Ken Witt, County Administrator Audrie Haycraft, Human Resources Director Date: June 2, 2026 Agenda Item: Resolution Amending Personnel Policies Background Information: Overtime and Compensatory Time Policy • Added a minimum compensatory time balance required for the annual payout. • Updated the timing of the annual payout. • Added language to allow employees the ability to use compensatory time during the final payroll of the year. Breastfeeding Support Policy Reason for Update The policy is being revised to ensure compliance with the federal Providing Urgent Maternal Protections (PUMP) for Nursing Mothers Act, enacted in 2022, which amended the Fair Labor Standards Act (FLSA). The current policy predates this amendment. Summary of Proposed Changes 1. Updated Legal References o Adds reference to the FLSA as amended by the PUMP Act. o Clarifies statutory authority for required break time and private space. 2. Clarified Break Time Requirements o Confirms employees may take reasonable break time for up to one year following the birth of a child (or longer if required by law). o Clarifies compensation for break time will follow applicable wage and hour laws. 3. Expanded Lactation Space Language o Specifies that lactation space must: ▪ Not be a bathroom ▪ Be shielded from view ▪ Be free from intrusion ▪ Be functional for expressing milk (Aligns with updated federal requirements.) 4. Terminology Updates o Replaces gender-specific terms with inclusive language (e.g., “nursing employee”). o Clarifies responsibilities and coordination procedures. 5. Added Non-Retaliation Provision o Explicitly prohibits discrimination or retaliation for exercising rights under applicable law. Page 63 of 111 Overall Impact These changes align the policy with federal law updates and clarify existing County practices. No operational changes are anticipated; revisions are primarily compliance and clarification in nature. Reasonable Accommodation Policy – Proposed Changes Reason for Update The policy is being revised to incorporate compliance with the federal Pregnant Workers Fairness Act (PWFA), effective June 27, 2023. The existing policy addressed ADA accommodations only and did not reflect the expanded pregnancy accommodation requirements under federal law. Summary of Proposed Changes 1. Added PWFA Compliance Language o Incorporates reference to the Pregnant Workers Fairness Act. o Expands policy scope to include pregnancy, childbirth, and related medical conditions. 2. New Definitions o Adds definition of “Known Limitation” under PWFA. o Clarifies distinction between ADA “disability” and pregnancy-related limitations that may not rise to the level of a disability. 3. Pregnancy Accommodation Section o Adds dedicated section outlining: ▪ Employer obligation to provide reasonable accommodations for pregnancy-related limitations. ▪ Requirement to engage in the interactive process. ▪ Prohibition on requiring leave if another accommodation is available. ▪ Prohibition on denying employment opportunities due to accommodation needs. 4. Medical Documentation Clarification o Specifies circumstances when documentation may not be required, consistent with federal guidance. 5. Expanded Examples of Reasonable Accommodations o Adds examples commonly associated with pregnancy accommodations (e.g., additional breaks, seating, light duty, lifting restrictions). 6. Non-Retaliation Provision o Adds explicit protection against retaliation for requesting or participating in the accommodation process. Overall Impact The revisions expand the County’s accommodation framework to include pregnancy-related limitations as required by federal law. The County already engages in interactive accommodation practices; these updates formalize compliance and reduce legal exposure. Employee Conduct and Work Rules Policy – Proposed Changes Reason for Update The policy is being revised to align attendance expectations with updated language in the County’s Paid Time Off (PTO) and Leave Time Sick Bank (LTSB) policies. Summary of Proposed Changes 1. Updated Attendance Notification Requirements a. Clarifies expectations for foreseeable absences, requiring employees to notify their supervisor as soon Page 64 of 111 as the need is known and in accordance with departmental procedures. b. Establishes defined notice requirements for unforeseeable absences: i. At least one (1) hour prior to the start of the shift for nonessential/interruptible services ii. At least two (2) hours prior for essential/uninterruptible services c. Adds guidance for situations where advance notice is not possible, requiring employees to notify their supervisor as soon as possible. Overall Impact These changes align the attendance section with updated PTO and LTSB policies and provide clearer, more consistent expectations for employee notification of absences and tardiness. No substantive operational changes are anticipated. Drug Free Workplace Policy Proposed Updates Reason for Update The policy is being revised to clarify return-to-work and follow-up testing procedures, align with DOT requirements, and provide greater flexibility in administration of discipline and employee assistance provisions. Summary of Proposed Changes 1. Post-Accident Testing (CDL) Clarification o Clarifies that the County may require post-accident testing based on the information available at the time, even if later information changes. 2. Post -Accident Testing (Non-CDL) Clarification o Clarifies and defines timeline for testing requirements. 3. Revised Return-to-Work and Follow-Up Testing Structure o Replaces the prior fixed follow-up testing requirements (e.g., minimum number of tests over defined timeframes) with a more flexible, program-based approach. o Adds distinction between DOT-regulated and non-DOT employees, with DOT employees required to follow federal FMCSA return-to-duty processes. o Allows the County to determine follow-up testing requirements for non-DOT employees based on circumstances. o Adds language clarifying that continued employment is not guaranteed following a policy violation. o Introduces provisions allowing temporary assignment to non-safety-sensitive duties, when available. o Clarifies that failure to comply with return-to-work requirements may result in discipline up to and including termination. o Adds language assigning responsibility for evaluation, treatment, and follow-up testing costs to the employee (unless otherwise required). o Replaced the fixed requirement of six (6) follow-up tests within twelve (12) months with a discretionary, case-by-case approach in consultation with a substance abuse professional. 4. Disciplinary Action Language Revision o Updates language to clarify that employees may be placed on administrative leave pending investigation, rather than requiring automatic placement. o Adds reference to positive test results as a basis for disciplinary action. Overall Impact These changes primarily clarify and modernize the policy by replacing prescriptive requirements with a more flexible, compliance-based approach. The revisions enhance alignment with federal regulations, improve administrative discretion, and refine existing language without altering the overall intent of maintaining a drug-free workplace. Page 65 of 111 Paid Time Off (PTO) and Long-Term Sick Bank (LTSB) Policy – Proposed Changes 1. Structural, Organizational, and General Language Improvements • The revised policy has been reorganized for clarity and usability, including: o Clear section groupings (e.g., Use of PTO and LTSB, Requesting Leave, FMLA Coordination). o Separation of topics such as accrual, usage, and documentation. o Grammar, formatting, and consistency improved o Ambiguous or informal phrasing replaced with clear, policy-driven language o Reduced redundancy and improved readability • Redundant or scattered provisions in the prior version were consolidated into logical sections. 2. Expanded and Formalized FMLA Coordination • New standalone section detailing FMLA coordination requirements, including: o Requirement to notify HR when absences exceed three consecutive days. o Clarification that absences may qualify for FMLA regardless of duration depending on circumstances. o Explicit statement that: ▪ FMLA policy governs when applicable ▪ Medical certification under FMLA supersedes discretionary documentation • Prior policy referenced FMLA generally but lacked procedural clarity. 3. Documentation and Return-to-Work Clarifications • Documentation expectations are now: o More structured and tied to FMLA requirements. o Clearly distinguished between discretionary documentation and required certification. 4. Collective Bargaining Language Added • New section explicitly states: o Collective bargaining agreements control in case of conflict o Language clarifying the PTO Cash Payout Option is not available to bargaining unit employees, per the bargaining agreement 5. Separation and PTO Payout Updates • PTO Payout and LTSB section now: o References the County Separation from Employment Policy Page 66 of 111 Resolution No. 16 (2026) RESOLUTION AMENDING PERSONNEL POLICIES 1 WHEREAS, on September 2, 2014, St. Croix County adopted the current version of the 2 St. Croix County Personnel Policies and Procedures Handbook; and 3 4 WHEREAS, the handbook was further amended between 2015 through 2026; and 5 6 WHEREAS, the Staff Advisory Committee and Department Heads have been provided 7 copies of the updated policies for review; and 8 9 WHEREAS, on May 12, 2026, the Administration Committee has reviewed the 10 amendments and recommends approval to the St. Croix County Board of Supervisors. 11 12 NOW, THEREFORE, BE IT RESOLVED by the St. Croix County Board of 13 Supervisors that the St. Croix County Personnel Policies and Procedures Handbook is hereby 14 created or amended as follows: 15 16 Overtime and Compensatory Time Policy 17 Breastfeeding Support Policy 18 Reasonable Accommodation Policy 19 Employee Conduct and Work Rules Policy 20 Drug Free Workplace Policy 21 Paid Time Off and Long-Term Sick Bank Policy Administration Committee Recommended MOVER: Wayne Roen SECONDER: Mike Barcalow AYES: Mike Barcalow, Scott Counter, Bob Feidler, Kerry Reis, Wayne Roen EXCUSED: None St. Croix County Board of Supervisors Action: This Resolution was ADOPTED by the St. Croix County Board of Supervisors on June 2, 2026: ___________________________________ ___________________________________ Bob Feidler, County Board Chair Christine Hines, County Clerk Page 67 of 111 Overtime and Compensatory Time Policy – Human Resources Policies and Procedures 1 Overtime and Compensatory Time Policy Updated: July 2022June 2026 St. Croix County provides overtime and compensatory time to eligible employees in accordance with the Fair Labor Standards Act (FLSA) guidelines. Purpose To maintain compliance with the Department of Labor’s FLSA laws. Definitions • Fair Labor Standards Act (FLSA): Federal legislation which sets guidelines for minimum wage, overtime calculation, and recordkeeping. The FLSA is administered by the Wage and Hour Division of the United States Department of Labor. • Non-Exempt Vs. Exempt: o Exempt employees are exempt from receiving overtime pay per standards set by the U.S. Department of Labor and are oftentimes referred to as salaried workers. •o Non-Exempt employees must be paid for all hours worked and must be paid overtime for hours worked surpassing 40 in a week according to standards set by the U.S. Department of Labor and are oftentimes referred to as hourly workers. Overtime Overtime for Non-Exempt Employees The FLSA requires that employers provide overtime payments to all non-exempt employees at time and one-half for all hours worked in excess of forty (40) in one week. For calculation purposes, the County designates each week as Sunday through Saturday. Overtime is not based on the accrual of daily hours, but rather on the accrual of weekly hours. Overtime is determined only after forty (40) work hours. Work is defined as paid time; this includes all time off with pay unless otherwise stated in the specific time off policy. Page 68 of 111 Overtime and Compensatory Time Policy – Human Resources Policies and Procedures 2 Overtime is paid via direct deposit. Should an issue arise with an employee’s overtime payments the employee and/or manager should review the matter with the Human Resources or Finance Departments. Unionized employees should consult their contracts for specific provisions of overtime. Overtime for Exempt Employees Exempt employees are not entitled to receive overtime pay. Under certain circumstances the County may approve to designateof designating an exempt position as a non-exempt position. This approval would qualify employees working in said position to receive overtime as outlined in this chapter. • Example: Registered Nurses and Registered Dieticians. Requests for exemption status review should be submitted to the Human Resources Department for approval. In a County “state of emergency” declared by the Governor of Wisconsin, and/or President of the United States and/or County Board Chair, exempt employees may receive payment at their regular hourly rate for hours worked in excess of forty (40) hours in a week. Only work performed in direct relation to the state of emergency may be included for payment. Benefited time off shall not be included in the calculation of “hours worked.” Health Care Campus Overtime Exceptions The FLSA allows for special provisions in the operation of a nursing home. The “eight and eighty” rule indicates that overtime is to be paid for all hours worked in excess of eight (8) in one (1) day or in excess of eighty (80) in a two-week (2), fourteen (14) day period of time. The two-week (2) period runs from Sunday through Saturday for fourteen (14) days. This provision permits the scheduling of staff on a broader schedule, more conducive to direct care. • Example: six (6) days on, three (3) days off; or seven (7) days on, four (4) days off. The County retains the option to follow the eight (8) and eighty (80) exception or standard FLSA based on the financial analysis of staffing patterns. Compensatory Time Compensatory Time for Non-Exempt Employees Non-exempt employees may request to receive compensatory time in lieu of an overtime payout. Requests to receive compensatory time must be approved by the employee’s Department Head, or designee. Page 69 of 111 Overtime and Compensatory Time Policy – Human Resources Policies and Procedures 3 The maximum amount of compensatory time that an employee may accrue is sixty (60) hours. Hours accrued in excess of this amount will be paid as overtime. Accumulated compensatory time of balances over one (1) hour is paid out on an annual basis in December (The payout will occur on the same payroll that includes the week of Thanksgiving).on the last payroll of the year. The ability for Nnon-exempt employees can use comp time during the final payroll of the year, but the ability to use or accrue compensatory time will be suspended temporarily beginning the first day of the last payroll period following Thanksgiving through December 31st. Any time worked over 40 hours per week during this timeframe will be paid out as overtime on the employee’s regular bi-weekly paycheck. Employees can start using and accruing compensatory time beginning on 01/01 of each calendar year. Compensatory Time for Exempt Employees Except under extreme circumstances, as determined between the employee and the employee’s manager and approved by the Department Head and County Administrator, exempt employees are not eligible to receive compensatory time. If compensatory time is approved, it is paid as regular time, not overtime. Page 70 of 111 Breastfeeding Support Policy – Human Resources Policies and Procedures 1 Breastfeeding Support Policy Updated: August 2022June 2026 St. Croix County provides a supportive work environment enabling breastfeeding employees to express breast milk during work hours in accordance with the Fair Labor Standards Act (FLSA) and the Breastfeeding Friendly Worksite initiative. , as amended by the Providing Urgent Maternal Protections (PUMP) for Nursing Mothers Act, and other applicable laws. Additional accommodations may be evaluated, upon request, on a case-by-case basis in partnership with Human Resources and the employee’s manager. Purpose To provide nursing mothers employees adequate break time, private space, time and support needed to express milk for their nursing child. Definitions • Fair Labor Standards Act (FLSA): A federal law enforced by the U.S. Department of Labor which setsestablishing basic minimum wage and overtime pay standards. The Break Time for Nursing Mothers Provision is in section 7 of the act.Section 7 of the FSLA, as amended by the PUMP Act, requires employers to provide reasonable break time and private space for expressing breast milk • Breastfeeding Friendly Worksite Initiative: A program of guidance and resources for local businesses to provide comprehensive breastfeeding support for employees. • PUMP Act: A federal law expanding protections and enforcement mechanisms for employees who need to express breast milk in the workplace. • Nursing MotherEmployee: An employee woman who is feeding her baby with their own breast milk.expressing breast milk for their nursing child. Break Periods Employees may take reasonable break time to express breast milk for up to one year following the birth of a child, or longer if required by applicable law. Employees may express breastmilk during work hours as frequently as needed. Whenever possible, nursing mothers employees should use their normal break and mealtimes meal periods to express milk. If additional or extended breaks are necessary, nursing mothers should discuss Page 71 of 111 Breastfeeding Support Policy – Human Resources Policies and Procedures 2 scheduling options with their supervisor.employees should work with their supervisor to arrange an appropriate schedule. Reasonable break time will be provided in accordance with applicable law. While supervisors may work with employees to coordinate break timing based on operational needs, employees will not be denied necessary break time to express breast milk.Reasonable extensions of an employee’s break time shall be granted to accommodate breastfeeding.Compensation during break periods will be provided in accordance with applicable wage and hour laws. Lactation (Nursing) Rooms The County will provide a place, other than a bathroom, that is: • Shielded from view, • Free from intrusion by coworkers and the public, and • Functional for expressing breast milk. Several St. Croix County locations offer designated space for nursing mothersnursing rooms: • Hudson, Government Center • New Richmond, Services Center • New Richmond, Health Care Campus The exact location of nursing rooms can be found on the County’s intranet site. If a department location does not have a designated room for nursing mothersemployees, accommodations will still be made. Upon request, Human Resources will work with the department or location to identify an appropriate temporary or permanent space that meets legal requirements. determine options that would accommodate FLSA standards. Education and Support Prenatal and postpartum breastfeeding support resources and informational material are available at each of the breastfeeding locations, on the County’s intranet and internet sites, and in the Human Resources Department. Employee Responsibilities Communication with Supervisors Page 72 of 111 Breastfeeding Support Policy – Human Resources Policies and Procedures 3 Employees who wish to express milk during the work period shall keep supervisors informed of their needs so that appropriate accommodations can be made to satisfy the needs of both the employee and the companyemployer. Use of Lactation (Nursing) Rooms Most of the County’s lactation (nursing) rooms do not require a reservation and are available on a first- come, first- served basis. The exception to this is the lactation room(s) at the Government Center. Employees must reserve Government Center lactation room(s) before use. However, the Government Center lactation (nursing) rooms require reservations through your employee Outlook calendar. Reservations can be made using the Outlook Calendar associated with the employee’s email. Priority will be given to employees who havewith scheduled a reservations. When more than one breastfeeding nursing employee needs to use a lactation room at a designated tirequires use of a space at the same timeme, employees should contact coordinate with their supervisor to discuss milk expression times and locations that are most convenient or best meet their needsestablish reasonable scheduling. Breast Pump and Milk Expression Equipment Cleaning Employees may use County building or break room sinks with running water for cleaning their breast pump and milk expression equipment. Many lactation (nursing) rooms are equipped with their own sink for cleaning purposes. Drinking fountains are not acceptable to use for purposes of cleaning breast pumps or other milk expression equipment. Maintenance of Lactation (Nursing) Rooms and Milk Expression Areas Employees are responsible for cleaning and tidying the lactation (nursing) rooms after each use. While these spaces may also be periodically cleaned by the building’s cleaning service or custodial staff, employees are expected to leave the area clean and ready for the next user.Breastfeeding employees are responsible for keeping lactation rooms and milk expression areas clean. Milk Storage Page 73 of 111 Breastfeeding Support Policy – Human Resources Policies and Procedures 4 Each employee isEmployees are responsible for the proper storage of her expressed milk. Employees can store milk in personal storage coolers or in break room refrigerators. All expressed milk should be labeled with the employee’s name and date collected so it is not inadvertently confused with another employee’s milk. Freshly expressed mMilk left in break room refrigerators for greater than four (4) days may be considered expired and discarded. Non-Retaliation St. Croix County prohibits discrimination or retaliation against any employee for requesting or taking break time to express breast milk or for exercising rights under applicable law. Page 74 of 111 Reasonable Accommodation Policy – Human Resources Policies and Procedures 1 Reasonable Accommodation Policy Updated: July 2021June 2026 In compliance with the Americans with Disabilities Act (ADA), the Pregnant Workers Fairness Act (PWFA), and other applicable federal and state laws, St. Croix County will provide reasonable accommodation to otherwise qualified individuals where appropriate to allow the individual to perform the essential functions of the job, unless doing so would create an undue hardship to the County. Purpose To uphold St. Croix County’s commitment in providing equal employment opportunities to all qualified individuals, with or without reasonable accommodation, and to ensure compliance with federal and state accommodation laws. Definitions • Americans With Disabilities Act (ADA): A federal act law prohibiting discrimination against people qualified individuals with disabilities in several areas. Title I of the ADA prohibits private employers, state and local governments, employment agencies and labor unions from discriminating against qualified individuals with disabilities in job application procedures, hiring, firingdischarge, advancement, compensation, job training, and other terms, conditions, and privileges of employment. • Pregnant Workers Fairness Act (PWFA): A federal law requiring employers to provide reasonable accommodations for known limitations related to pregnancy, childbirth, or related medical conditions, absent undue hardship. • Disability (ADA): An individual with a disability is a person who: o Has a physical or mental impairment that substantially limits one or more major life activities;. o Has a record of such an impairment; or. o Is regarded as having such an impairment. • Known Limitation (PWFA): A physical or mental condition related to, affected by, or arising out of pregnancy, childbirth, or related medical conditions that the employee or applicant has communicated to the employer, whether or not the condition meets the definition of a disability under the ADA. Page 75 of 111 Reasonable Accommodation Policy – Human Resources Policies and Procedures 2 • Reasonable Accommodation: Adjustments or modifications provided by an employer to enable people qualified individuals to perform the essential functions of a position or with disabilities to enjoy equal employment opportunities. • Interactive Process: A timely, good-faith dialogue discussion between the employer and employee or job applicant about their disability and accommodation request. It is through the interactive process that a determination is made as to which reasonable accommodation may be implemented.to determine an appropriate reasonable accommodation. • Undue Hardship: An action requiring significant difficulty or expense when considered in light of factors such as an employer’s size, financial resources, and the nature and structure of its operation. Examples of Reasonable Accommodation The following examples may be considered reasonable accommodations. This list is not exhaustive: • Restructuring and adapting testing materials, work materials, and offices. • Making existing facilities used by employees readily accessible to and usable by persons with disabilities. • Job restructuring or modification of marginal job duties. • Temporary reassignment to a vacant position. • Acquiring Acquisition or modifying modification of equipment or devices. • , Aadjusting, or modifying examinations, training materials, or policies, and providing qualified readers or interpreters. • Additional, longer, or more flexible breaks. • Allowing sitting or standing as needed. • Light duty or temporary lifting restrictions. • Providing lLeave of aAbsence or modifying work schedules. o Note: If leave time is provided as a reasonable accommodation, such leave may run concurrently with leave under the federal Family and Medical Leave Act, Wisconsin FMLA, and/or any other applicable leave where permitted by state and federal law. Pregnancy and Related Conditions (PWFA) St. Croix County will provide reasonable accommodations for known limitations related to pregnancy, childbirth, or related medical conditions, unless doing so would impose an undue hardship. Page 76 of 111 Reasonable Accommodation Policy – Human Resources Policies and Procedures 3 Employees or applicants are not required to demonstrate that a pregnancy-related condition rises to the level of a disability under the ADA in order to receive accommodation under the PWFA. The County will not: • Require an employee to take leave if another reasonable accommodation can be provided that would allow the employee to continue working. • Require an employee to accept an accommodation other than a reasonable accommodation arrived at through the interactive process. • Deny employment opportunities based on the need to provide reasonable accommodation. • Retaliate against an individual for requesting or using a reasonable accommodation. Medical Documentation The County may request reasonable documentation when appropriate and consistent with law. However, documentation will not be required when: • The limitation and need for accommodation are obvious; • The accommodation requested is a common and predictable pregnancy-related accommodation (e.g., additional restroom breaks, seating, lifting restrictions); or • Documentation is not otherwise permitted by law. Accommodation Request Process • Should an employee require an accommodation to perform the essential functions of their position they shall notify their immediate supervisor to initiate the interactive process.An employee or applicant requesting accommodation should notify their immediate supervisor or Human Resources. • The supervisor shall notify Human Resources promptly to initiate the interactive process. • Through the interactive process, the employee, supervisor, Department Head, and Human Resources s will work in conjunction with their immediate supervisor, Department Head, and Human Resources to will determine which reasonable accommodations will be implemented for the employee.an appropriate reasonable accommodation. • St. Croix County is not required to implement the specific accommodation that is requested by an employee and may provide if another effective reasonable accommodation is available. alternative accommodations, to the extent any reasonable accommodation can be made without imposing undue hardship to the County. Page 77 of 111 Reasonable Accommodation Policy – Human Resources Policies and Procedures 4 • Accommodations may be reviewed and reassessed periodicallyat any time. • Human Resources will maintain documentation of accommodation requests and the interactive process consistent with applicable law. Non-Retaliation • St. Croix County prohibits retaliation against any individual for requesting, assisting with, or participating in the accommodation process under the ADA, PWFA, or any other applicable law. Page 78 of 111 Employee Conduct and Work Rules Policy – Human Resources Policies and Procedures 1 Employee Conduct and Work Rules Policy Updated: October 2025 It is St. Croix County’s policy that employees maintain a working environment that encourages mutual respect, promotes civil and congenial relationships among employees, and is free from all forms of harassment, discrimination, and violence. Any employee conduct that interferes with the effective operation of the County’s business is strictly prohibited. St. Croix County expects employees, and others who are engaged to provide services, to follow these rules of conduct while on company premises, attending company functions, or otherwise performing work-related activity. Union contracts and departmental work rules and policies also outline expectations of employee conduct and job performance. Additionally, St. Croix County complies with all applicable federal, state, and local laws and regulations concerning employer/employee rights and obligations. Purpose The purpose of the Employee Conduct and Work Rules Policy is to ensure orderly operations and maintain a positive, respectful, and productive work environment. St. Croix County expects all employees to conduct themselves in accordance with commonly accepted standards of behavior, to protect the interests and safety of all employees, and to uphold the County’s mission and values. Definitions • Work Rules: A set of explicit or understood regulations or principles governing conduct within the County. These rules protect the rights of employees and support the County’s objectives orderly processes. Workplace Conduct Standards Employees are expected to conduct themselves in a manner that is consistent with reasonable and commonly accepted standards of behavior. While it is impossible to list every type of behavior that may be deemed a serious infraction subject to corrective or disciplinary action, the following sections outline examples of behavior that would be considered infractions and not in alignment with County expectations. Page 79 of 111 Employee Conduct and Work Rules Policy – Human Resources Policies and Procedures 2 This list is not intended to be exhaustive: Respectful Behavior & Professionalism Employees are expected to foster an environment of mutual respect, collaboration, and civility. Prohibited behaviors include: • Boisterous or disruptive activity in the workplace or actions that adversely and substantially affect morale, production, or efficiency, such as: o Refusal or failure to cooperate, collaborate, or participate in good-faith efforts to resolve conflicts, team assignments, or departmental initiatives. o Loitering, lingering without purpose, or engaging in behavior that distracts or disturbs others. o Persistent negativity, interpersonal conflicts, or a hostile or uncooperative attitude. o Use of profane, obscene, or abusive language. o Rude, disrespectful, disruptive conduct. o Fighting, provoking others, or inciting disturbances that threaten physical safety or substantially disrupt workplace operations. o Spreading or promoting gossip, rumors, or making disparaging remarks about others. o Excessive or public criticism that undermines professional relationships or workplace morale. • Bullying, harassment, discrimination, or retaliation (as defined in related County policies). • Publicly disclosing others’ private information when not authorized to do so, including: o Unauthorized sharing of confidential information or making audio or video recordings of others without proper consent, except where legally protected or permitted under County policy. This rule does not restrict rights protected under the National Labor Relations Act or other applicable laws. • Gambling while on duty or on County property. • Immoral or otherwise improper conduct which adversely and substantially affects others or brings the County into disrepute. • Conduct not in alignment with the organization’s stated mission and/or values, such as respect, integrity, collaboration, and service. Integrity and Confidentiality • Fraud, falsification, or misrepresentation in securing employment, completing records, or submitting claims for pay, benefits, or reimbursement. Page 80 of 111 Employee Conduct and Work Rules Policy – Human Resources Policies and Procedures 3 • Theft, embezzlement, sabotage or unauthorized use, access, damage, or removal of County or employee property. • Engaging in conduct that compromises trust, accountability, or compliance with laws and policies, including being charged with or convicted of a crime which is directly related to the job which the person was hired to perform. Use of County Property & Communication Systems • Improper or unauthorized use of County facilities, equipment, keys, IDs or communication systems. • Unauthorized use of County addresses, mail systems, or communication channels for personal or private purposes. • Making unauthorized public statements, postings, or representations on behalf of the County. Attendance & Work Hours • Failure to report to assigned work or adhere to established hours, shift requirements, or work location directives. • Excessive or repeated absenteeism or tardiness. • Failure to give proper notice, as defined by applicable departmental policy, when unable to report for work or when reporting late. o For foreseeable absences or late arrivals (e.g., appointments, known schedule conflicts, or anticipated delays), employees are expected to notify their supervisor or designated contact as soon as the need is known and in accordance with departmental procedures. o For unforeseeable absences or late arrivals (e.g., illness, injury, or emergency situations): ▪ For positions supporting nonessential or interruptible services, employees must notify their supervisor or designated contact at least one (1) hour before the start of the workday or shift. ▪ For positions supporting essential or uninterruptible services (e.g., Emergency Support Services, Direct Patient Care), employees must notify their supervisor or designated contact at least two (2) hours prior to the start of the workday or shift. •▪ If circumstances prevent advance notice within these timeframes, employees must notify their supervisor or designated contact as soon as possible. In the absence of a department-specific policy, proper notice means notifying your immediate supervisor or Page 81 of 111 Employee Conduct and Work Rules Policy – Human Resources Policies and Procedures 4 designated contact person as soon as possible, and no later than the start of your shift, unless prevented by an emergency. • Leaving the worksite without authorization during scheduled, paid work hours. • Abuse of leave or using leave or misrepresentation of leave purposes. • Job abandonment (3+ consecutive unauthorized absences may be considered voluntary resignation). Performance Standards • Disobedience, insubordination, negligence, or refusal to follow lawful assignments, directions, or instructions. • Dishonesty or failure to provide accurate and complete information when required. • Failure to complete assignments in a timely or competent manner. • Persistent poor performance or disregard of corrective action. • Unauthorized personal activity while on duty, including outside work for pay or excessive personal use of County communication channels. • Failure to obtain and maintain required licenses, education, or certifications. • Sleeping on the job. Safety & Security • Failure to comply with County safety rules, regulations, or operating procedures. • Possession or use of dangerous, unauthorized, or illegal materials, including weapons and controlled substances. • Physical abuse, threats, or conduct causing mental harm to others. • Failure to report or cooperate in investigations of accidents, injuries, or unsafe conditions. Manager/Supervisor Conduct Standards Supervisors and managers are held to additional expectations to ensure fairness and model professionalism. Examples of prohibited behaviors include: • Favoritism, preferential treatment, or personal bias in decision-making. • Abuse of authority, including assigning work or making decisions in retaliation for protected activity. • Failure to ensure fair and consistent application of policies, assignments, and discipline. • Failure to model professional, respectful, and ethical conduct. Page 82 of 111 Employee Conduct and Work Rules Policy – Human Resources Policies and Procedures 5 Unlawful Orders No supervisor shall knowingly issue any directive, instruction, or order that violates any federal or state law, local ordinance, County policy, collective bargaining agreement, or departmental rule. Supervisors are expected to exercise sound judgment, seek clarification when unsure, and ensure all directives align with legal and organizational standards. Compliance with an unlawful order is never a defense to an unlawful action; therefore, no employee is required to follow any order that is in violation of federal or state law, or county ordinance. Employees who believe they have received an unlawful order shall promptly bring the matter to the attention of the Supervisor, the person issuing the order, or the Department Head. Right to Search The County reserves the right to search unlocked and/or publicly used County property at any time without consent. The County may request a search of personal property at the worksite or locked County property assigned to an individual if there is reasonable suspicion that evidence of illegal or prohibited activities resides therein. Off-Duty Conduct Employees are expected to display appropriate behavior off duty when it affects the County’s reputation or business interests. Examples of prohibited behaviors include: • Off-duty conduct that harms the County’s business interest, reputation, or public trust. • Outside employment or activities that create a conflict of interest. • Criminal activity that disqualifies an employee from performing their role. Enforcement & Discipline Violations of this policy may result in corrective or disciplinary action, up to and including termination, and in accordance with the County’s Corrective and Disciplinary Action policy. Page 83 of 111 Drug-Free Workplace Policy – Human Resources Policies and Procedures 1 Drug-Free Workplace Policy Updated: April 2025June 2026 St. Croix County prohibits the unlawful manufacture, distribution, dispensing, possession, or use of a controlled substance in the workplace, on work grounds, or within a County vehicle. This not only includes time spent in a personal vehicle while on work time or at a location other than the workplace, but also on work time for a conference, convention, seminar, or other authorized County activity. Furthermore, the County strictly prohibits the use of alcohol and/or controlled substances by its employees and volunteers who are performing or ready to perform job functions. Purpose To maintain a drug-free environment for employees and the general public. Definitions • Commercial Driver’s License (CDL): A driver’s license that is required to operate specific large, heavy, or placarded hazardous material vehicles in commerce. • Safety-Sensitive Positions: Positions that are more inclined to require ongoing or random drug testing due to the nature of the work performed. Employees should confer with their Department Head and/or Supervisor to determine if they are employed in a safety-sensitive position. o Examples (although not limited to): Highway Operators, and any other positions requiring a CDL. • Probable Cause: (1) Suspicion based on a specific personal observation by a supervisor or another regarding appearance, behavior, job performance, speech, or breath/odor of an employee; and/or (2) Receipt of information about an employee’s suspected drug use from a reliable source. Employer Notice Employees have an absolute obligation to notify the County of any criminal drug statute conviction for a violation occurring in the workplace no later than five (5) days after such a conviction. The County has thirty (30) days to respond to such notice from the employee. Page 84 of 111 Drug-Free Workplace Policy – Human Resources Policies and Procedures 2 Under penalty of federal law and County personnel policy, an employee with a CDL who is called out to work, whether a regular shift or an overtime shift, has an absolute obligation to inform the employee’s supervisor if the employee has had any alcoholic beverages, the effects of which may remain in the employee’s system, or if the employee has taken drugs which may be an impairment to the employee’s ability to operate equipment and perform the employee’s job. Disclosure of this information will be reviewed on a case-by-case basis to determine if disciplinary action is appropriate and warranted. Drug and Alcohol Testing Specific departments may require initial and ongoing or random drug testing of their employees. These requirements may be in response to federal, state, or County mandates to assure that employees in safety- sensitive positions remain drug-free. Should an employee refuse to take a required test, the employee will be immediately removed from their work assignment. Furthermore, refusal to submit a drug and/or alcohol test is considered to be a positive test and actions will be taken that are commensurate with the positive test. A positive drug or alcohol test with results of .02 percent or above finds the employee in violation of St. Croix County’s Drug-Free Workplace Policy. Drug and alcohol testing may be conducted in the following situations: • Pre-Placement: Prior to the first time a candidate works for the County, they are screened for alcohol and controlled substances. A positive result will disqualify the employee from further consideration for the vacancy or the eligibility list. • Job Transfer: Prior to the first time an employee performs safety-sensitive assignments as part of a job transfer or promotion, the employee will be tested. A positive result will disqualify the employee from further consideration for the position and may result in disciplinary action. • Probable Cause (Reasonable Suspicion): In a situation where an employee is either acting in an impaired manner and/or the Department Head or Supervisor has probable cause to believing the employee is using, in possession of, or under the influence of alcohol or drugs, the supervisor should first seek a corroborating opinion from another supervisor or employee prior to immediately removing the employee from the job. o If there is an immediate concern of danger, the supervisor removes the employee without corroboration. Page 85 of 111 Drug-Free Workplace Policy – Human Resources Policies and Procedures 3 o Once an employee has been removed from the job, the supervisor contacts the Human Resources Department. If contact cannot be made at that time, the supervisor proceeds to the next step of the procedure, and the employee is transported to the collection site for immediate drug and/or alcohol testing no later than two (2) hours after the Department Head (or Supervisor) observed the behavior. The Department Head (or Supervisor) waits at the collection site until the test has been completed. o If test results are available immediately and the employee receives a positive test, the employee is not permitted to drive the employee’s vehicle home or back to work. The employee must make alternative transportation arrangements to leave the collection site. o The employee is not to report to work and is placed on unpaid leave. This is a special administrative leave that supersedes the Paid Time Off Policy. o Once the test is completed and the employee is sent home, the supervisor submits a written report to the Human Resources Department outlining in detail, the event and the observed behavior that led the supervisor to the belief that the employee was under the influence of alcohol and/or drugs. This report must be completed within twenty-four (24) hours of testing. o The drug testing results are sent directly to the Human Resources Department. Then, the results are shared with the employee’s Supervisor and/or Department Head. The Department Head (or Supervisor) shall discuss the results with the employee and determine the appropriate course of action. • Random Drug/Alcohol Testing: Random alcohol and drug testing may be conducted before, during, or immediately after an employee’s job performance when the employee holds a safety-sensitive position. o The minimum annual percentage rate for random alcohol testing is at the licensing level or by state/federal authorities. Employees are randomly selected for testing from a pool of employees that are subject to this testing. The testing dates and times are unannounced and are with an unpredictable frequency throughout the year. Because the testing is done through a random program, each employee has an equal chance of being tested each time selections are made. • Post-Accident Testing (CDL): For the purposes of this policy, post-accident refers to any on-duty accident involving a commercial motor vehicle that meets one or more of the following criteria: o Results in a fatality, regardless of whether the driver receives a citation. o Results in bodily injury requiring immediate medical treatment away from the scene and the driver receives a citation. o Requires the vehicle to be towed from the scene due to disabling damage and the driver receives a citation. Page 86 of 111 Drug-Free Workplace Policy – Human Resources Policies and Procedures 4 Following a post-accident as defined above, all covered employees must submit to alcohol (breath or blood) testing and controlled substance (urinalysis) testing as soon as practicable after the accident. Alcohol testing must be conducted within two (2) hours of the accident, and controlled substance testing must be completed within thirty-two (32) hours of the accident. An employee who is subject to post-accident alcohol and controlled substance testing must remain readily available for such testing or the employee is deemed to have refused to submit to testing. In addition, the County may require post-accident alcohol and/or controlled substance testing when the information reasonably available at the time of the accident indicates that the criteria for such testing may have been met. Determinations will be based on the best information available at the time and will be documented accordingly. If subsequent information differs from what was initially reported, such information will not invalidate a testing decision made in good faith. All testing conducted under this section will comply with applicable federal and state regulations. • Post-Accident Testing (Non-CDL): After Following an accident where an employee is either acting in an impaired manner and/or the Department Head or Supervisor has probable cause to believe the employee is using, in possession of, or under the influence of alcohol or drugs, the supervisor shall test the employee for alcohol and drugs. Following a post-accident event, alcohol testing should be conducted as soon as practicable, ideally within two (2) hours, and drug testing should be conducted as soon as practicable, but no later than thirty-two (32) hours following the incident. Delays in testing must be documented, including the reasons why testing could not be completed within the recommended timeframes. If the accident involves a motor vehicle, the alcohol test is administered within two (2) hours following the accident and the drug test is administered within thirty-two (32) hours of the accident. An employee who is subject to post-accident testing must remain readily available for such testing or the employee is deemed to have refused to submit to testing. • Return-to-Work/Follow-up: If the County determines that an employee will be allowed to continue employment following a violation of this policy, the employee may be required to participate in a return-to-work and/or follow-up testing processprogram as outlined below. Nothing in this section guarantees continued employment or limits the County’s ability to impose discipline, up to and including termination of employment. o DOT Return-to-Duty Program For employees subject to the Department of Transportation (DOT) regulations, the employee must comply with all applicabletion Federal Motor Carrier Safety Administration (FMCSA) return-to-duty and follow-up testing requirements, including evaluation by a Substance Abuse Professional (SAP), Page 87 of 111 Drug-Free Workplace Policy – Human Resources Policies and Procedures 5 successful completion of any recommended evaluation and/or treatment, a negative return-to-duty test, and participation in follow-up testing as prescribed by the SAP in accordance with 49 CFR Part 40 and Part 382. o Non-DOT Return-to-Duty Program For employees not subject to DOT regulations, the County may require participation in a return-to- work and/or follow-up testing process as determined appropriate based on the circumstances. The nature, frequency, and duration of follow-up testing will be determined at the County’s discretion, which may include consultation with a substance abuse professional or other qualified provider. Employees are responsible for any costs associated with required evaluations, including Substance Abuse Professional (SAP) services, treatment, and follow-up testing, unless otherwise required by law or collective bargaining agreement. At the County’s discretion, an employee may be permitted to perform non-safety-sensitive work, if available, while completing required return-to-work conditions. • Failure to comply with return-to-work or follow-up requirements may result in disciplinary action, up to and including termination of employment. This test shall be used to maintain abstinence and prevent relapse by employees during and after drug/alcohol treatment. The County assures that before an employee returns to duty after engaging in conduct that is prohibited in this policy, the employee undergoes a return-to-work alcohol and/or drug test indicating negative results. o Following a determination that an employee is in need of assistance in resolving problems associated with the use or misuse of alcohol/drugs, the employee may be subject to unannounced follow-up testing in consultation with a substance abuse professional. o Consequently, the employee is given at least six (6) random tests during the next twelve (12) months, with the possibility of follow-up testing up to sixty (60) months. Employees should consult applicable departmental policies regarding additional drug-testing guidance. Treatment and Assistance Employees experiencing substance use or contributing mental health concerns should are encouraged to use the County’s Employee Assistance Program for initial and/or ongoing assessment and treatment. An employee may Page 88 of 111 Drug-Free Workplace Policy – Human Resources Policies and Procedures 6 self-refer or request a referral from the employee’s supervisor or Human Resources. Information regarding the Employee Assistance Program is located on the County intranet site within the employee benefits information. Disciplinary Action • Disciplinary action is taken against employees who are intoxicated or use alcoholic beverages, narcotics, drugs, or other controlled substances while on duty or on County property so as to interfere with the person’s work conduct, efficiency of performance, relationship with other employees or the public, or create a safety hazard, or who test positive for alcohol or controlled substances as a result of testing conducted in accordance with this policy. • The use of prescription drugs while on duty and in accordance with the directives of a physician is not subject to discipline. • In addition, aAn employee who refuses to take the drug and/or alcohol test(s), refuses to sign the proper testing forms, or refuses to fully cooperate with testing process’s provisions and procedures is considered to be in violation of this policy. • An employee who is alleged to have violated this policy shall be immediately placed on administrative leave, pending an investigation to determine whether or not discipline, up to and including discharge, will be imposed. • If the determination is made that the employee will be allowed to return to work, specific conditions may be placed upon the terms regarding returning to work. Page 89 of 111 Paid Time Off and Long-Term Sick Bank Policy – Human Resources Policies and Procedures 1 Paid Time Off and Long-Term Sick Bank Policy Updated: October 2022June 2026 The County offers a leave package consisting of Paid Time Off (PTO) and a Long-Term Sick Leave Bank (LTSB). Purpose To provide for effective planning of work hours and time away from work. Definitions • Paid Time Off (PTO): An account that combines traditional sick leave and vacation time into a singular package. • Long-Term Sick Bank (LTSB): A bank of hours to which the employee has either voluntarily contributed their PTO or had their PTO hours in excess of the maximum rolled into annually. The employee may use LTSB hours may be used whenanytime a single occurrence illness or /injury results in more than three (3) days of missed work. the loss of more than three days’ time. • Full-Time Employment Status: Full-Time employees should haveEmployee’s assigned an FTE of 0.75 or greater. • Part-Time Employment Status: Part-Time employees should have Employee’s assigned an FTE between 0.5 – 0.74.of less than 0.75. • PTO Eligibility: Employees assigned an FTE of 0.50 or greater are eligible to accrue PTO under this policy unless otherwise provided. Employees assigned an FTE of less than 0.50 are not eligible for PTO. MultiplierPTO Accrual (Multiplier) The total number of PTO hours earned each pay period is based on the number of regular hours paid to the employee that same during that pay period. Payroll hours are tied to a multiplier that is based upon years of service. (noted below).** Page 90 of 111 Paid Time Off and Long-Term Sick Bank Policy – Human Resources Policies and Procedures 2 Table 1 – **Note: Employees in non-represented status prior to May 1, 1995, shall increaseaccrue according to the “grandfathered” multiplier rate. UsageUse of PTO and LTSB General Rules • PTO hours are for the personal use of the employee only unless hours are donated per the PTO Donation Program. • An employee may not be paid for time at work and receive PTO pay simultaneously.PTO may not be used for the same hours an employee is working or otherwise being paid for work. • PTO may not be used in the same pay period in which it was earned. • Illness and LTSB Use • LTSB hours may be used for any qualifying reason per the Family Medical Leave Act. • LTSB hours may be used for any qualifying reason per the Family Medical Leave Act. • An employee may not be paid for time at work and receive PTO pay simultaneously. • PTO may not be used in the same pay period in which it was earned. • For absences ofWhen missing work due to an illness/injury totaling three (3) consecutive workdays or less due to illness or injury, PTO mustshould be used. for the missed time. • LTSB hours may be used beginning on the fourth (4th) consecutive missed workday due to the same illness or injury. Years of Service Multiplier Used Grandfather Rate 0-4 .0885 .08846 5-9 .1077 .11923 10-14 .1173 .12500 15-19 .1269 .13077 20+ .1384 .14230 Page 91 of 111 Paid Time Off and Long-Term Sick Bank Policy – Human Resources Policies and Procedures 3 • At the employee’s option, LTSB may be applied retroactively to cover the initial three (3) missed workdays. After the third day the employee may begin deducting time from their LTSB account. The employee may choose to update their timesheet so that all days reflect LTSB time (including days 1-3). • Employees are responsible for accurately reporting PTO and/or LTSB usage on their timesheet in accordance with County procedures. • LTSB hours may be used for any qualifying reason per the Family Medical Leave Act. Increment Requirements • PTO may be taken in increments of not less than one-quarter (1/4) hour. Department Heads or Supervisors may require PTO to be used in larger increments. Employees should review any applicable departmental rules to determine specific restrictions. Requesting PTO/LTSB, Approval, and Documentation Supervisor Approval All PTO/LTSB requests are dependent on the employee’s Supervisor or Department Head’s approval. This approval is subject to applicable leave laws, including the Family and Medical Leave Act (FMLA). Call-In Requirements Employees requesting PTO due to unforeseeable absences or late arrivals must report the need at least one (1) hour before the start of the workday or shift. Employees designated as providing uninterruptible services (e.g., Emergency Support Services, Direct Patient Care) must report the need at least two (2) hours prior to the start of the workday or shift. If circumstances prevent advance notice within these timeframes, employees must notify their supervisor or designated contact as soon as possible. Exceptions apply in cases of emergency or when the need to leave mid- shift develops during work hours. Advance Notice If an employee is aware in advance of a need for time off, they must notify their supervisor as far in advance as possible and provide: • Anticipated dates of the time away from work; and Page 92 of 111 Paid Time Off and Long-Term Sick Bank Policy – Human Resources Policies and Procedures 4 • Duration of the time away from work. Documentation When utilizing the LTSB hours, the employee may be asked to submit documentation from a physician to verify illness or injury. The County reserves the right to have a second medical opinion at its own expense. FMLA Coordination Employees should review the Family Medical Leave Act (FMLA) Policy. If an employee is expected to be absent for more than three (3) consecutive workdays due to injury or illness, the employee must notify Human Resources. Employees may be required to apply for FMLA when an absence qualifies under applicable law. Absences may qualify for FMLA regardless of duration, depending on the circumstances. When an absence qualifies under FMLA, the provisions of the FMLA policy, including eligibility, notice, certification, approval, and administration requirements, will govern. PTO and LTSB will run concurrently with FMLA leave as applicable. Medical certification and documentation requirements under the FMLA policy will supersede discretionary documentation practices under this policy. Return-to-Work Certification Employees who miss forty (40) hours or more of work due to their own injury or illness must provide a physician’s statement to return to work. For absences covered by FMLA, return-to-work certifications will be administered in accordance with the FMLA policy. The County reserves the right to have a second medical opinion at its own expense. Exhaustion of Paid Leave Employees requesting unpaid leave must have exhausted all paid leave options, including PTO, LTSB, and compensatory time. available before the request will be considered. This includes LTSB (when applicable), PTO account, and any compensatory time. Exceptions will be madeapply for employees on approved Wisconsin FMLA and/or receiving Short-Term Disability or Income Continuation Insurance benefitspayments. Accumulation Limits Page 93 of 111 Paid Time Off and Long-Term Sick Bank Policy – Human Resources Policies and Procedures 5 • PTO: PTO cannot exceedMaximum accrual limit of 320 hours for a full-time employee and 240 hours for a part-time employee. All PTO hours that are in excess of the permitted maximumsExcess hours will be transferred to the employees’ long-term sick bank at least annuallyonce per year or uponat separation. • LTSB: There is no cap on the Long-Term Sick Bank accruals.No maximum accrual limit. • PTO hours may be taken in increments not less than one-quarter (1/4) hour; although some Department Heads or Supervisors may stipulate that PTO be used in increments substantially greater. Employees should review any applicable departmental rules to determine specific restrictions. • Law Enforcement Employees subject to the WPPA Union Contract should also refer to contract language regarding usage of PTO, LTSB, and compensatory time. Multiplier The total number of PTO hours earned each pay period is based on the number of regular hours paid to the employee that same pay period. Payroll hours are tied to a multiplier that is based upon years of service (noted below).** Table 1 – ** Employees in non-represented status prior to May 1, 1995, shall increase according to the “grandfathered” multiplier rate. Approval and Documentation All PTO/LTSB requests are dependent on the employee’s Supervisor or Department Head’s approval. Years of Service Multiplier Used Grandfather Rate 0-4 .0885 .08846 5-9 .1077 .11923 10-14 .1173 .12500 15-19 .1269 .13077 20+ .1384 .14230 Page 94 of 111 Paid Time Off and Long-Term Sick Bank Policy – Human Resources Policies and Procedures 6 If an employee is requesting PTO for an illness or injury, the employee must report the need at least one (1) hour before the start of the workday or shift (except in cases of emergency or development of the illness during work hours). Employees designated as providing uninterruptible services (Emergency Support Services, Direct Patient Care, etc.) should report an illness or injury at least two (2) hours prior to the start of the workday or shift (except in cases of emergency or development of the illness during work hours). When PTO/LTSB is taken due to illness without prior approval, the Supervisor or Department Head may request for physician’s documentation to be provided. If an employee is aware in advance that illness or injury will result in time away from work, it is the employee’s responsibility to notify their supervisor as far in advance as possible. Notice should include: • Anticipated dates of the time away from work. • Duration of the time away from work. Employee should also review the Family Medical Leave Act (FMLA) Policy as FMLA and PTO/LTSB often are used concurrently when leave is taken due to illness or injury. An employee on medical leave for forty (40) hours or more due to their own condition, shall be required to present a physician’s statement to return to work. The County reserves the right to have a second medical opinion at its own expense. Accumulation Limits • PTO: PTO cannot exceed 320 hours for a full-time employee and 240 hours for a part-time employee. All PTO hours that are in excess of the permitted maximums will be transferred to the employees’ long- term sick bank at least once per year or at separation. • LTSB: There is no cap on the Long-Term Sick Bank accruals. Annual Options An annual election period will be offered each year, during the last ten (10) business days of December. During this period,, in which time an employees will have the opportunity to make the following annual elections: PTO Cash Payout Option and, PTO Donation Option. Page 95 of 111 Paid Time Off and Long-Term Sick Bank Policy – Human Resources Policies and Procedures 7 PTO Cash Payout Option Eligibility The PTO Cash Payout Option is available to employees eligible to accrue PTO under this policy, with the exception of represented (bargaining unit) employees, unless expressly provided for in an applicable collective bargaining agreement. Participation Requirements • Full-time: minimum of 120 hours banked as of December 31st in the year the election is made. • Part-time: minimum of 60 hours banked as of December 31st in the year the election is made. PTO Cash Payout Option: Election Amount o Full-time: employees may elect to cash-out up to forty-eight (48) PTO hours. o Part-time: employees may elect to cash-out up to twenty-four (24) PTO hours. To be eligible for the PTO Cash Payout Option, full=time employees must have a minimum of 120 hours in their PTO bank as of December 31st in the year the election is made, and part-time employees must have a minimum of 60 hours in their PTO bank. Additional Terms • Employees can makeThe PTO Cash Payout is an irrevocable election to cash-out PTO hours that are scheduled to accrue in the next calendar year. • An employee may not elect to cash-out PTO hours previously accrued during the current year or any prior year. at the time of the employee’s election. • Due to IRS regulations, this cash-out benefit option requires an annual election each year. Elections will not carry over from one calendar year to the next calendar year. • If an employee’s PTO accrual rate changes, and there are insufficient hours accrued during the plan year to cover the total election amount, thean employee will receive only the balance of the elected PTO cash-out that is available at the time of the cash-out. • The PTO Cash-OutPayment will be issued via a separate direct deposit. PTO Donation Option Page 96 of 111 Paid Time Off and Long-Term Sick Bank Policy – Human Resources Policies and Procedures 8 Eligibility The PTO Donation Option is available to employees eligible to accrue PTO under this policy. Participation Requirements To participate in the PTO Donation Option: • An employee must be employed for one full calendar year as of the election date. • A minimum of forty (40) hours (after donation) must beremain in the employee’s PTO bank as of December 31st in the year that the donation is made (after donation). • An employee may donate a maximum of forty (40) hours per calendar year between direct employee donations and any donation made to the County Donated PTO Bank. • To be eligible to donate the employee must be employed for one full calendar year. Administrative Rules • PTO Donation Option: Employees can make anThe PTO Donation is an irrevocable election to transfer hours from their an employees Personal PTO bank to the County’s Donated PTO Bank. • Donated PTO hours are not reimbursable to the donating employee. • Donated PTO hours have no cash value to the donating employee. • The transfer of donated hours will be processed at the beginning of the next calendar year, in a payroll designated by the Finance Department. o An employee may donate a maximum of 40 hours each year between direct employee donations and any donation made to the County Donated PTO Bank. o A minimum of 40 hours (after donation) must be in the employee’s PTO bank as of December 31st in the year that the donation is made. o To be eligible to donate the employee must be employed for one full calendar year. Collective Bargaining Agreements Employees covered by a collective bargaining agreement should refer to the contract language regarding use of PTO, LTSB, and compensatory time. In the event of a conflict, the collective bargaining agreement shall control. Termination in Good Standingof Employment PTO Payout Upon Separation Page 97 of 111 Paid Time Off and Long-Term Sick Bank Policy – Human Resources Policies and Procedures 9 Employees who separate from employment with the County will be eligible for payout of accrued PTO, subject to the following: • PTO payout will be made in accordance with the County’s Separation from Employment Policy. • Employees separating during an initial introductory period are not eligible for PTO payout. • Payment will be made on the employee’s final paycheck. • PTO may not be used to an extend an employee’s separation date beyond the employee’s last day worked. • PTO payout will not exceed: o 320 hours for full-time employees o 240 hours for part-time employees Full-time employees will be paid up to 320 hours of PTO on their final check containing regular hours worked. Part-time employees will be paid up to 240 hours of PTO on their final check containing regular hours worked. Long-Term Sick BankTSB There is no pay-out of theLTSB has no cash value and is not payable upon separation for any reason other than long-term sick bank account unless termination is a retirement or an active employee death as defined in this policy, and the employee started employmentwas hired prior to October 5, 2022. • Retirement: When an employee (hired before 10/5/22) retires from the County, the employee’s LTSB accrued time hours will beis converted into a cash-equivalent to be deposited into a Retirement Health Savings Account (RHSA). For purposes of eligibility for this payout, “retirement” and related conditions shall be determined in accordance with the County’s Separation from Employment Policy, including any required notice and good standing requirements. o The money may be used to pay for qualified medical expenses as defined under Section 213 (d) of the Internal Revenue Code on a tax-free basis. Deposit made to the account shall be tax free to the employee. The RHSA will allow employees at retirement to self-direct their funds into a variety of investment vehicles. o Withdrawals from the account shall be limited to qualified medical expenses only. o Accounts will be 100% vested at time of deposit. o Upon the retired employee’s death, the account balance can be used by a surviving spouse or eligible dependent. Page 98 of 111 Paid Time Off and Long-Term Sick Bank Policy – Human Resources Policies and Procedures 10 • Active Employee Death: If an employee (hired before 10/5/22) dies while in active employment status with the County, the employee’s spouse may be eligible for the “retirement” health savings account option as outlined directly above if: o The deceased employee meets the retirement criteria as defined in the 1997 Wisconsin Act 58, Wisconsin Retirement System. o The deceased employee must be age 55 or older (age 50 for protective service) and have a spouse. Introductory Period Employees that terminate from the County while serving an initial introductory period are not eligible for the PTO payout. Non-Eligible Employees and Elected Officials Non-Eligible Employees Employees assigned to an FTE less than .5 are not eligible for PTO. If a regular County employee changes to an FTE status of less than .5, any accumulated PTO is paid out prior to the job change and LTSB hours are forfeited. Elected Officials Elected Officials are not eligible for PTO. If a regular County employee becomes an Elected Official in the County: • , aAny accumulated PTO is paid to the employee prior to the job change. • The employee’s LTSB account isbalance will be “frozen” upon assuming elected office. That is, any earned time the employee has accrued into the LTSB is placed into holding at the number of hours and the rate of pay in effect prior to the date the employee takes office. The balance will be preserved at the number of hours and rate of pay in effect at that time. If the employee returns to a regular County position immediately following after serving as an elected serviceofficial, the LTSB balance will beis reinstated,stored and the employee begins a new accrual into the PTO account.will resume PTO accrual under this policy. If the employee retires (as defined under the Wisconsin Retirement System Pension Plan Benefits Policy) immediately after leaving thefollowing elected serviceposition, the employee converts the “frozen” LTSB is Page 99 of 111 Paid Time Off and Long-Term Sick Bank Policy – Human Resources Policies and Procedures 11 converted based on the frozen rate and paid out as outlined in this policy. Any conversion to cash or health insurance premiums would be at the frozen rate of pay. Page 100 of 111 Ordinance Amending Chapter 79 - All Terrain and Utility Terrain Vehicle Route - of the St. Croix County Code of Ordinances Cover Memo To: From: Ken Witt, County Administrator Robbie Krejci, Highway Commissioner Date: June 2, 2026 Agenda Item: Ordinance Amending Chapter 79 - All Terrain and Utility Terrain Vehicle Route - of the St. Croix County Code of Ordinances Background Information: St. Croix County policy allows local governmental entities to annually submit applications to designate ATV/UTV routes on County Trunk Highways. In 2026, the Town of Glenwood and Rush River submitted applications for the following routes: - CTH X from Dunn County Line to City of Glenwood City Limits (145th Avenue); and - CTH Y from 4th Avenue to 18th Avenue. The Highway Department has reviewed these applications and recommended approval, which are attached. The Department also coordinated with the St. Croix County Sheriff’s Office, which concurs with the Highway Department’s recommendations. In addition, the City of Glenwood City adopted Ordinance No. 2025-09 at its meeting held on December 15, 2025. The City ordinance amends Chapter 352, Article II of the City Code regarding the operation of all-terrain vehicles to read as follows: A. Public Property. The City of Glenwood City allows for the operation of all-terrain vehicles upon all City roadways with a posted speed limit of 35 miles per hour or less, and additionally that portion of Highway 170 from 7th Street to 320th Street. Based on the City of Glenwood City adoption of Ordinance No. 2025-09, Wis. Stat. §§ 233.33(4)(d)3.b. and (11)(am)3 requires the County to also enact an ordinance for the ATV/UTV route over the State Highway to be approved. Therefore, the route below is added to Section 79.06 for approval as follows: - STH 170 from 7th Street to 320th Street, distance of 0.07 miles. Page 101 of 111 Ordinance No. 967 (2026) ORDINANCE AMENDING CHAPTER 79 – ALL-TERRAIN AND UTILITY TERRAIN VEHICLE ROUTE – OF THE ST. CROIX COUNTY CODE OF ORDINANCES 1 The County Board of Supervisors of the County of St. Croix does ordain as follows: 2 3 SECTION 1: Section 79.06 of the St. Croix County Code of Ordinances is amended to read as 4 follows: 5 6 79.06 APPROVED ATV/UTV ROUTES 7 8 The following routes are approved for ATV/UTV operation on St. Croix County Trunk and/or 9 State Trunk Highways: 10 11 (A) CTH S, from 280th Street to 290th Street in the Town of Glenwood, a distance of 12 1.0 mile. 13 14 (B) CTH C, from 90 th Street to 93rd Street in the Town of Star Prairie, a distance of 15 0.02 miles 16 17 (C) CTH H, from 100 th Street to 100th Street in the Town of Star Prairie, a distance 18 of 0.01 miles. 19 20 (D) CTH I, from 50 th Street to 60th Street, in the Town of Somerset, a distance of 1.0 21 mile. 22 23 (E) CTH NN, from 50 th Avenue to 60 th Avenue in the Town of Cady, a distance of 24 1.0 mile. 25 26 (F) CTH CC, from 210th Avenue to Goose Lake Road in the Town of Star Prairie, 27 a distance of 0.81 miles. 28 29 (G) CTH K, from 170th Street (west) to 170th Street (east) in the Town of Erin Prairie 30 and the Town of Stanton, a distance of 0.5 miles. 31 32 (H) CTH M, from Huntington Drive to Polk County Line in the Town of Star Prairie, 33 a distance of 0.54 miles. 34 35 (I) CTH J, from 170th Street to the Village of Hammond Limits, a distance of 0.26 36 miles. 37 38 (J) CTH Y, from 30th Avenue to CTH N, a distance of 1.0 mile. 39 40 (K) CTH D, from 160th Avenue (west) to 160th Avenue (east), a distance of 0.5 miles. 41 42 (L) CTH JJ, from Evergreen Drive to Oak Drive, a distance of 2.7 miles. Page 102 of 111 Ordinance No. 967 (2026) ORDINANCE AMENDING CHAPTER 79 – ALL-TERRAIN AND UTILITY TERRAIN VEHICLE ROUTE – OF THE ST. CROIX COUNTY CODE OF ORDINANCES 43 (M) CTH X, from Dunn County Line to City of Glenwood City Limits, a distance of 3.0 44 miles. 45 46 (N) CTH Y, from 4 th Avenue to 18th Avenue, a distance of 1.38 miles. 47 48 (O) STH 170 from 7 th Street to 320th Street, distance of 0.07 miles. 49 50 SECTION 2: This ordinance shall be effective upon passage and publication as provided in Wis. 51 Stat. § 59.14. 52 53 SECTION 3: This ordinance shall not be codified. Transportation Committee Recommended MOVER: Daniel Hansen SECONDER: Bob Swanepoel AYES: Jared Bell, Daniel Hansen, Bob Swanepoel, Jerry Van Someren EXCUSED: Dan Fosterling St. Croix County Board of Supervisors Action: This Ordinance was ENACTED by the St. Croix County Board of Supervisors on June 2, 2026: ___________________________________ ___________________________________ Bob Feidler, County Board Chair Christine Hines, County Clerk Page 103 of 111 Highway Department Highway Facility 300 Oak Ridge Parkway | Baldwin, WI 54002 Telephone: 715-245-4200 | Fax: 715-245-4199 www.sccwi.gov The St. Croix County Highway Department will be closed July 4, 2019 We will open at 7:00 am, Friday, July 5, 2019 with limited staff available Please call 715-293-3820 for assistance ATV Route Designation Application for the Public Roadways Municipality ___________________________ Date of Application ___________ Contact Name ____________________________ Phone _________________ Street Address ____________________________________________________ City/State/Zip _____________________________________________________ Email ___________________________________________________________ NEW APPLICATIONS ALL APPLICATIONS Route on County Trunk ________________ Length of Route _________Miles Starting __________________________________________________________ Ending ___________________________________________________________ Route Justification Are there any restrictions recommended by the jurisdiction? (i.e. speed limit, hours of operations, open/close dates) ________________________________________ ________________________ Applicant Signature (Municipality) Date Page 104 of 111 FOR ST. CROIX COUNTY HIGHWAY PERSONNEL USE ONLY NEW APPLICATIONS Truck Route ________________ ADT _________________ Crash Rate ________________ Functional Classification _________________________________________________________ Environmental Constraints ________________________________________________________ Additional Information ___________________________________________________________ Comments/restrictions applying to this application: SIGNAGE MUST MEET ALL APPLICABLE MUTCD STANDARDS; STATUTES 23.33(8) (e) AND NR64.12 (7) Number of Signs Needed ________________________________________________________ Purchase $ ____________ Installation $ ____________ Annual Maintenance $ ___________ Total $ _______________________________________________________________________ Reviewed with Applicant on ____________________ by ________________________________ Were there any incidents in the prior year? Yes No Count _________________________ Were there any significant complaints? Yes No Count _________________________ Comments: Highway/Street Department Approved Denied by _____________________ Comments: Law Enforcement Approved Denied by _____________________ Comments: Highway Committee Approved Denied Date ___________________ Comments: County Board Approved Denied Date ___________________ Comments: Page 105 of 111 Page 106 of 111 Page 107 of 111 FOR ST. CROIX COUNTY HIGHWAY PERSONNEL USE ONLY NEW APPLICATIONS Truck Route ________________ ADT _________________ Crash Rate ________________ )XQFWLRQDO&ODVVLÀFDWLRQBBBBBBBBBBBBBBBBBBBBBBBBBBBBBBBBBBBBBBBBBBBBBBBBBBBBBBBBB Environmental Constraints ________________________________________________________ Additional Information ___________________________________________________________ Comments/restrictions applying to this application: SIGNAGE MUST MEET ALL APPLICABLE MUTCD STANDARDS; STATUTES 23.33(8) (e) AND NR64.12 (7) Number of Signs Needed ________________________________________________________ Purchase $ ____________ Installation $ ____________ Annual Maintenance $ ___________ Total $ _______________________________________________________________________ Reviewed with Applicant on ____________________ by ________________________________ Were there any incidents in the prior year? Yes No Count _________________________ :HUHWKHUHDQ\VLJQLÀFDQWFRPSODLQWV" <HV 1R &RXQWBBBBBBBBBBB BBBBBBBBBBBBBB Comments: Highway/Street Department Approved Denied by _____________________ Comments: Law Enforcement Approved Denied by _____________________ Comments: Highway Committee Approved Denied Date ___________________ Comments: County Board Approved Denied Date ___________________ Comments: No 173 See Crash note Local Road None None This section of CTH is a low volume county trunk highway. The proposed section has had 4 crashes in the previous 5 years. The crashes seem to be unrelated and a number involved single car highway departures. The crashes included one with a probable injury. Total crashes included 1 car -deer incident. No ATV/UTV incidents were reported in this section. Posted Highway Speed - 55 MPH Robbie Krejci ✔ ✔ ✔ Page 108 of 111 Page 109 of 111 Page 110 of 111 April 30, 2026 85TH ST 70TH AVE HANLEYRD 95TH ST IVY GREEN E BOUNDARY RD 2ND ST S PIONEER RD ASPEN DR DAYUSE DR 214TH AVE REED ST 192ND AVE 129TH ST PRAIRIE RD EDGEWOOD DR 62NDST QUAIL RUN STAGELINE RD 121ST AVE NMAINST 141ST AVE 280TH ST BRAVEDR 129TH ST 122ND ST PINERIDGE TER 146TH AVE 11TH AVE FOXWAY 174TH ST 187TH AVE MAIN ST LA GRANDEUR RD PUP CIR MARJORIE ST 1ST ST CHARLOTTE ST WILSON ST S 2ND ST 3RDST LOKHORST ST 224TH ST 3RDST 126TH STMAIN ST LIBERTYRD 167TH ST RED BRICK RD PINEVIEW TRL 220TH AVE 100TH AVE 93RD ST DEPOT ST MAPLE ST BRADY LN WILSON ST 13TH STS WEST ST VALLEY CT OAK ST YOUNG RD 6TH AVE 92ND ST MAIN ST 157TH AVE 233RD ST 153RD ST E 2NDST TOWER ST 3RDST W 5TH ST 155TH AVE 10THSTN 230TH ST OMAHA CT 144TH ST SURREY RIDGE TRL 9 6TH ST HIGHLANDERTRL MAPLEST W 218TH AVE 131ST AVE 84TH AVE 7TH ST DAWES PL WILLOW RIDGE I 99TH ST 109TH AVE 147TH AVE 116TH ST LABARGERD ANDERSEN SCOUT CAMP TRL 130TH ST 215TH ST W RICHMOND WAY 153RDAVE WISCONSIN DR STENE DR 184THAVE LAURELAVE 126TH ST 224TH AVE 87TH ST TIMM RD 222ND ST VALLEY VIEW DR 4TH AVE 95TH ST CUDDCIR CROSBY DR 57THAVE 115TH AVE JEWELL ST 60TH AVE 66TH AVE TULIP LN 198TH AVE E 6TH ST 24TH ST OMAHA RD 7TH ST 164TH ST S CARMICHAEL RD 5TH AVE PARK ST W 20TH AVE FRASER LN 114THAVE 119TH AVE 74TH AVE 47TH AVE 114TH ST 127TH ST 140TH AVE SOUTH ST W OTTER WAY 217TH AVE JACOBS LN BAKER RD 112TH ST CHERRY HILL LN 72ND AVE MOUNDVIEW RD 25THST DOVE LN 160TH ST 134TH AVEOLDEW 72ND AVE BAER DR 217TH ST COURT ST 191ST ST ALTON LN TANNEYLN 97TH AVE 80TH AVE 64TH ST 57THST PETER LN BEACH DR W 6TH ST TROUT BROOKRD W 8TH ST NELSON FARM RD 60TH AVE 150TH AVE GALAHAD RD N 171ST ST WINTER ST N 257TH ST 5TH AVE TOWNS VALLEYRD WERTRD OLD HIGHWAY 35 S 178THST 145TH AVE 106TH ST 78TH AVE 320THST ROSS RD 156TH ST DAKOTAAVE STAR LN 138THAVE 154TH AVE OLDCEMETERYRD 62ND ST VINE ST 221ST AVE 85TH ST 235TH ST DUNN-ST CROIX RD 70TH AVE 59TH AVE 135TH AVE 68TH ST GLENNA DR 96TH AVE GREEN MILL LN WALSH RD 100TH ST 110TH ST 89TH AVE 191ST AVE DELONG RD TRIBUTE PKWY 148TH AVE JOHNSON ST RIVERSIDE DR N 236TH AVE 45TH AVE 292ND ST 220TH AVE 56TH AVECRESTCRV CEDAR ST 216THAVE LARSEN LN 128TH AVE 167TH ST 70TH AVE 300TH ST 108TH ST 109TH ST 135TH ST 86TH AVE 252ND ST BRAKKE DR 140TH AVE 53RD ST HILLARY FARMRD HILLTOP RDG PAQUIN DR HEISER ST PAPERJACK DR 62NDST 203RD ST 76TH ST 180TH AVE NORD LN 32ND AVE 250TH ST PRAIRIELN RIVERVIEWACRES RD ORIOLE LN 225TH ST 66TH AVE 23RDST 162ND AVE 30TH AVE 8TH AVE 85TH AVE HUPPERT ST 154TH ST LEGACYPKWY VALLEYVIEW TRL 164THAVE 85TH AVE 15TH ST 120TH ST 177TH ST 166TH AVE TWIN SPRINGS RD 193RD ST PERCH LAKE RD 86TH AVE 190TH ST BENOY DR RIVER VIEW LN COVERD YOST DR 81ST ST BASS LAKE RD 72ND AVE 246TH ST 295TH ST ROHL RD 33RD AVE 230TH AVE 117TH AVE 47THST ONEIL RD 72ND AVE 135TH AVE COULEE TRL 112TH ST AHRENS RD BADLANDS RD 250TH ST 170TH AVE WILSONCREEK RD 180TH AVE 235TH AVE 178TH AVE 205THAVE STAGS LEAP LN 295TH ST 15TH AVE 72ND ST 20THST SOUTH FORK CIR 115TH ST STEEPLE DR 55TH AVE 76TH ST 197TH ST 93RDST 18TH AVE 257TH ST SCOTTRD 96TH AVE MITCHELL RD 100TH AVE 107TH ST 240TH ST 205TH ST GLENMONT RD AWATUKEE TRL 175TH AVE CARDINAL DR EAST COVE RD 220TH AVE 200TH AVE CHINNOCK LN 203RD ST 122ND ST 155TH AVE S IL WACO R D 76TH AVE SALISHAN DR 192ND ST QUARRYRD 108THAVE 50THST 270THST 42ND ST 107TH AVE 210TH AVE 110TH ST 55TH AVE 175TH AVE 210TH ST PINETREE RD 45TH ST DRY RUN RD OLD E E 32ND AVE PECAN LN 240TH ST 290TH ST RIVER RDN WINDING TRAIL RD APPLE RIVER LN 100THST 105TH ST BRIANA LN 158TH AVE 22ND AVE 250TH ST POLK SAINT CROIX RD 330TH ST SADIE'SLN 50THST 145TH AVE FAIRHOME RD LINDSAYRD GILBERT RD 260TH ST 255TH ST 60TH ST 207TH AVE 195TH ST 20TH AVE LUCA LN 80TH AVE RICE LAKERD SHERWOOD FOREST RD RUSTIC RD4 210TH AVE 103RD ST 145TH AVE PHEASANT TRL 54TH ST EAST OAKS TRL 142ND ST 112THST WATERS EDGE DR LIBERTY RDN 100TH ST 45THST 23RD AVE ROLLING HILLSTRL 211TH AVE 60TH AVE 170TH ST 207TH AVE 40TH AVE 217TH AVE 104TH ST 239TH AVE 220TH AVE 54TH ST 96TH AVE 110TH ST 222ND AVE 84TH ST 8TH AVE 270TH ST 169TH AVE 205TH AVE RIVER RD EMERSON VALLEY DR DUGANRD SOUTH GLOVER RD KRIESEL FARM RD 8 9TH S T 172ND AVE FRONT ST S 165TH ST LAGOON DR 190TH ST 70TH ST 320TH ST 60TH ST SANDY CREEKRD 215THST 63RD ST 50THST 104TH ST 155TH AVE 192ND AVE 83RD ST 290TH ST 174TH AVE 40THST 12TH AVE 40TH ST RALEIGHRD 200TH ST 40TH AVE BRUMMEL RD 42NDST SCHOMMERDR 150TH ST 120TH AVE 160TH ST 307TH ST 200TH ST 90TH AVE RIDGE RUN CARLSON LN 62NDST 295TH ST 45TH AVE 99THST HALO DR 220TH ST RIVER DR OLD MILL RD 235TH ST CHAPMANDR 180TH AVE PONDEROSA DR 160TH AVE 110TH AVE 53RD AVE 162ND AVE 50TH AVE 78THST 90TH ST 60THST 310TH ST 60TH AVE 232ND AVE 200TH AVE 325TH ST 30TH AVE 27THST HIGHLAND DR 160TH AVE 185THST 170TH AVE 120TH AVE 190TH ST 100TH AVE 180TH ST SKYLINEDR 150TH AVE 170TH AVE 95TH ST 53RD AVE 170TH AVE 160TH AVE TIMBER RD PACKER DR 320TH ST 70TH AVE §¨¦94 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ST 320TH ST 100TH ST 180TH AVE 110TH AVE 80TH AVE 140TH AVE PIERCE SAINT CROIX RD KINNEYRD 220TH ST 310THST 115TH AVE 187TH ST 310TH ST 222ND ST 150TH AVE 245TH ST 10TH AVE 170TH ST 230TH ST 90TH AVE 165TH ST TOWN HALL RD 145TH ST TOWER RD 30TH AVE 25TH AVE 310TH ST 280TH ST 205TH AVE 150TH ST 170TH ST 235TH ST 107TH AVE 110TH ST 235TH AVE230TH AVE 42ND AVE 165TH AVE 250TH ST 20TH AVE 25TH AVE 150TH ST150TH ST 280THST PIERCE SAINT CROIX RD 310TH ST 240TH ST 222ND AVE 260TH ST 320TH ST290TH ST 220THST 60TH AVE 240TH ST 20TH AVE 235TH ST 190TH ST 50TH AVE 157TH AVE 280TH ST170TH ST 170TH ST 190TH ST 130TH AVE 110TH ST 170TH AVE 260TH ST 260TH ST 27TH AVE 260TH ST 290TH ST 270TH ST 85THST 160TH AVE 265TH ST 200TH AVE 220TH ST POLK SAINT CROIX RD 210TH AVE OAK DR 230TH AVE 210TH AVE ROSELN 107THST RUSTIC RD4 100TH ST SWEDISHMISSIONRD 10TH AVE E QUARRY RD 160THST 165TH AVE 165TH ST 185TH ST 190TH ST 162ND ST 18TH AVE 37THST 195TH AVE BOSTON RD 208THAVE GLOVER RD 110THST 10TH AVE W RIFLE RANGE RD 140TH AVE MAPLE CT GAVIN PASSJACK AVE GAVIN PASSGAVIN PASS EDNA DR HOPKINS DR CRANE HILL TRL HUDSON NEW RICHMOND BALDWIN ROBERTS STAR PRAIRIE SPRING VALLEY SOMERSET RIVER FALLS WILSON GLENWOOD CITY HAMMOND WOODVILLE DEER PARK Legend Approved County Trunk Highway ATV/UTV Route Proposed County Trunk Highway ATV/UTV Route 0 2 41 Miles ST. CROIX COUNTY TRUNK HIGHWAY ATV/UTV APPROVED & PROPOSED ROUTES . Page 111 of 111