Executive Committee - Regular Meeting — Agenda Packet

Chippewa County Executive Committee Regular Meeting September 15, 2026 Chippewa County Courthouse, Room 302 4:30 PM District 7, Chair Jason Bergeron District 9, Vice-Chair Joel Seidlitz District 21 Kari Ives District 13 Joseph Roshell District 11 Karen Lotts Page 1 of 48 Chippewa County Executive Committee Regular Meeting September 15, 2026 Chippewa County Courthouse, Room 302 4:30 PM 1. Call to Order 2. Roll Call 3. Members of the Public Wishing to Be Heard (Comments will be limited to 5 minutes per speaker.) 4. Consent Agenda (Unless separation of an item is requested, all items will be adopted under one motion.) 1. Approve the Agenda 2. Approve the Minutes - September 1, 2026 3. Schedule Next Meeting Date - October 6, 2026 5. Reports 6. Business Items 1. Resolution to Disallow Claim of Cindy Bijold and Cynthia Storm - Deb Blevins 2. Human Resources Policy Manual – Revisions Related to Implementation of the One Big Beautiful Bill Act (OBBBA) - Andy Albarado/Leah Simington 7. Updates, Announcements, and Correspondence 1. County Board Chair Report 2. County Administrator Operation Report a. Preliminary Update on 2027 Budget – Andy Albarado b. Update on Courthouse Security and Implementation of Hybrid Option #4 – Andy Albarado 8. Agenda Items for Future Consideration 9. Adjourn Chippewa County shall attempt to provide reasonable special accommodations to the public for access to its public meetings, provided reasonable notice of special need is given. If special accommodations for a meeting are desired, contact the County Clerk’s Office at 715-726- 7980. Members of the Chippewa County Board of Supervisors who are not members of this committee are entitled to attend this meeting. It is possible that the attendance of one or more such nonmember Supervisors may create a quorum of some other county board committee, board or commission. Such a quorum is unintended and the nonmember Supervisors are not meeting for the purpose of exercising the responsibility, authority, power, or duties of any other committee, board or commission. Published: September 8, 2026 Page 2 of 48 Chippewa County Executive Committee Regular Meeting September 15, 2026 Chippewa County Courthouse, Room 302 4:30 PM Page 3 of 48 Chippewa County Executive Committee Regular Meeting September 1, 2026 Chippewa County Courthouse, Room 302 4:30 PM 1. Call to Order The Chair called the meeting to order at 04:00 PM 2. Roll Call Members Present: Jason Bergeron, Joel Seidlitz, Kari Ives, Joseph Roshell, Karen Lotts Members Absent: Others Present: Andy Albarado, Traci Bremness, Jessica McDonald, Leah Simington, Dave Staber, Pam Guthman, Dennis Bachman, Brian Tonnancour, Todd Pauls, Andy Bauer 3. Members of the Public Wishing to Be Heard (Comments will be limited to 5 minutes per speaker.) Dave Staber, Town of Lafayette Chair and EMS Ad Hoc Committee member, does not see any benefit for creating an EMS Coordinator position. They will not be a trained EMS provider. Those funds should be used towards something else. He recognized Guthman for doing a great job facilitating the meetings. In order to solve the EMS issue, we need to find a way to fund full time staff rather than relying on volunteers. Brian Tonnancour, Chippewa Falls Fire Chief, thanked the EMS Committee for their work. There are a lot of great data points and foundation to work on. The City of Chippewa Falls is looking at ways they can provide additional services rather than just working within the boundaries of Chippewa Falls. He agrees there needs to be more discussions before moving forward with the EMS Coordinator position to make sure we do it the right way. 4. Consent Agenda (Unless separation of an item is requested, all items will be adopted under one motion.) Motion: Approved Result: Passed (5 - 0) Mover: None Seconder: Joel Seidlitz Ayes: Jason Bergeron, Joel Seidlitz, Kari Ives, Joseph Roshell, Karen Lotts Nayes: None Absent: 1. Approve the Agenda 2. Approve the Minutes - August 18, 2026 3. Schedule Next Meeting Date - September 15, 2026 5. Reports 1. Finance Update - 2nd Quarter - Leah Simington Page 4 of 48 Simington reviewed the 2nd quarter financials through June 2026. This item was reviewed by the committee and will be forwarded to the County Board for review at the 09/08/2026 meeting. 6. Business Items 1. Resolution to Appoint Melissa Grill as Successor County Treasurer - Andy Albarado Albarado explained that Patty Schimmel’s last day is October 9, 2026. The resolution will authorize Melissa Grill to start as the County Treasurer on October 12, 2026. The recommendation is also to allow Melissa to start sooner on September 28, 2026 in a temporary position as Chief Deputy Treasurer to allow her to train with Schimmel prior to her departure. This item was reviewed by the committee and will be forwarded to the County Board for review at the 09/08/2026 meeting. Motion: Forwarded to the County Board Result: Passed (5 - 0) Mover: Joel Seidlitz Seconder: Joseph Roshell Ayes: Jason Bergeron, Joel Seidlitz, Kari Ives, Joseph Roshell, Karen Lotts Nayes: None Absent: 2. Resolution to Accept the Ad Hoc EMS Study Committee Final Report and Direct the County Administrator to Develop an Implementation Plan - Andy Albarado Albarado explained the Ad Hoc EMS Study Committee finished their review and presented their final report for consideration. One of the recommendations is for the County to create an EMS Coordinator position that would be funded with an EMS levy. See memo on file for more details. He clarified that accepting the report does not mean approving the recommendations. It directs the County Administrator to develop a plan on how to implement the recommendations and bring that back to the County Board for consideration. He does not think we should move quickly on creating the EMS Coordinator position. They need more time to research everything and also to let the municipalities and providers to digest the findings. Everyone needs to acknowledge that EMS services have changed and staffing them only with volunteers has become a challenge. It is not a statutory responsibility of counties to provide EMS services. It is a statutory responsibility of the towns and municipalities so the County will need to determine what level of involvement we should have. The committee agreed this issue is a priority and they want to keep it front and center. They would like Albarado to keep them informed on how the discussions are going and try to bring back a recommendation within six months. Guthman, Ad Hoc EMS Study Committee Chair, commented that a great deal of time has been invested in this analysis and a lot of data has been reviewed. A state expert was involved at the meetings. The report and recommendation is not to take over EMS at the county. One of the roles of the EMS Coordinator would be to help gather data and feedback from the providers and municipalities. Additional communication with EMS providers, EMTs, towns, and municipalities will be critical to finding a successful solution. She received a letter from Dr. Dixon, Medical Director, and he sees this as a steppingstone to finding a solution that could work for the county. This item was reviewed by the committee and will be forwarded to the County Board for review at the 09/08/2026 meeting. Motion: Forwarded to the County Board Result: Passed (5 - 0) Mover: Karen Lotts Page 5 of 48 Seconder: Kari Ives Ayes: Jason Bergeron, Joel Seidlitz, Kari Ives, Joseph Roshell, Karen Lotts Nayes: None Absent: 3. Human Resources Policy Manual – General Revisions This item was reviewed by the committee and will be forwarded to the County Board for review at the 09/08/2026 meeting. Motion: Forwarded to the County Board Result: Passed (5 - 0) Mover: Joseph Roshell Seconder: Kari Ives Ayes: Jason Bergeron, Joel Seidlitz, Kari Ives, Joseph Roshell, Karen Lotts Nayes: None Absent: 4. Human Resources Policy Manual – Revisions Related to Implementation of the One Big Beautiful Bill Act (OBBBA) Simington explained that currently in our policy holidays count towards overtime. The proposal is to change the policy so that holidays do not count towards overtime, which means employees need to actually work 40 hours before they get overtime. If the committee does not support that change then the other proposed changes are not needed. Motion: Motion to postpone this item until the 09/15/26 Executive Committee meeting so they have more time to understand the proposal and the issues associated with it. Result: (5 - 0) Mover: Joel Seidlitz Seconder: Karen Lotts Ayes: Jason Bergeron, Joel Seidlitz, Kari Ives, Joseph Roshell, Karen Lotts Nayes: None Absent: 7. Updates, Announcements, and Correspondence 1. County Board Chair Report 2. County Administrator Operation Report 8. Agenda Items for Future Consideration 9. Adjourn The meeting adjourned at: 05:57 PM Result: Passed (5 - 0) Mover: Joel Seidlitz Seconder: Joseph Roshell Ayes: Jason Bergeron, Joel Seidlitz, Kari Ives, Joseph Roshell, Karen Lotts Absent: Page 6 of 48 Statement of Explanation Resolution to Disallow Claim of Cindy Bijold and Cynthia Storm - Deb Blevins 1 Cindy Bijold and Cynthia Storm filed a formal notice of claim dated July 27, 2026, against 2 the County pursuant to Wisconsin Statute § 893.80. Ms. Bijold and Ms. Storm claim that their 3 2025 Winnebago EKKO camper trailer and vehicle were damaged from debris discharged from a 4 brush cutter operated by Land Conservation and Forest Management Department staff while 5 the trailer and vehicle were parked in the Hickory Ridge Trailhead parking lot. The incident 6 occurred on July 22, 2026, and the claim was received by Chippewa County Clerk’s office on July 7 27, 2026. The damage amount claimed is $11,675.57, per the estimate provided by Ms. Bijold 8 and Ms. Storm. 9 10 Upon review of the claim by the County’s liability insurance company, Wisconsin 11 Municipal Mutual Insurance Company (WMMIC), it is WMMIC’s recommendation that the 12 County formally disallow the claim. Passage of this resolution will formally disallow this claim 13 pursuant to Wisconsin Statute §893.80. Page 7 of 48 Resolution No. Resolution to Disallow Claim of Cindy Bijold and Cynthia Storm - Deb Blevins 14 WHEREAS, Cindy Bijold and Cynthia Storm filed a Notice of Claim on July 27, 2026, with 15 the Chippewa County Clerk's Office; and 16 17 WHEREAS, the Notice of Claim states that Ms. Bijold and Ms. Storm are claiming property 18 damage in the amount of $11,675.57 to their 2025 Winnebago EKKO Camper trailer and vehicle 19 from debris discharged from a brush cutter operated by Land Conservation and Forest 20 Management Department staff while the trailer and vehicle were parked in the Hickory Ridge 21 Trailhead parking lot; and 22 23 WHEREAS, upon review of the claim by the County’s liability insurance company, 24 Wisconsin Mutual Municipal Insurance Company (WMMIC), it is WMMIC’s recommendation 25 that the claim be disallowed; 26 27 NOW, THEREFORE BE IT RESOLVED, that the Chippewa County Board of Supervisors does 28 hereby disallow the claim of Ms. Bijold and Ms. Storm, and no action on this claim may be 29 brought against Chippewa County or any of its officers, officials, agents or employees after six 30 (6) months from the date of service of this notice, pursuant to Wis. Stat. § 893.80; and 31 32 BE IT FURTHER RESOLVED, that a copy of this resolution be forwarded to the claimants by 33 certified mail, return receipt requested, as Notice of Disallowance. 34 35 Forwarded to the County Board by the Executive Committee. 36 37 Financial Impact 38 There is no fiscal impact to Chippewa County by passage of this resolution. 39 40 Signatures 41 Approved as to Form: 42 County Administrator Finance Director Corporation Counsel 43 Page 8 of 48 Page 9 of 48 Page 10 of 48 Page 11 of 48 Page 12 of 48 Page 13 of 48 Page 14 of 48 Deborah Blevins 711 N Bridge Street Chippewa Falls, Wisconsin 54729 September 2, 2026 RE: Claimant: Cindy Bijold and Storm Our Claim No.: GLCC00004891 Our Insured: Chippewa County Date of Loss: 07/22/2026 Dear Deborah Blevins , We have received the above - referenced claim on 07/27/2026 . After a thorough examination of the information regarding LCFM clearing brush and small trees with rented equipment. Apparently, debris (rocks) were kicked up and damaged vehicle and travel trailer parked nearby ; it has been determined that Chippewa County has no liability for this claim. There is n o evidence establishing that County operations caused damage to claimant's trailer. While the video provided appears to show a damage trailer, the video does not demonstrate that the mower struck the trailer or that it caused the alleged damage . Please issue formal disallowance and provide a copy of this disallowance to WMMIC. This claim will be closed on the date of receipt of the disallowance. A copy of this letter has been placed in the claim file for reference. If you should have any further questions, please contact me. Sincerely, Pa Vang Liability Claim Representative Wisconsin Municipal Mutual Insurance Company (608) 729 - 5682 pvang@wmmic.com Page 15 of 48 9/8/2026 1 2026 HR Policy Manual RevisionsRelated to the One Big Beautiful Bill ActLeah Simington, Finance DirectorExecutive Committee, Tuesday, September 15, 2026County Board, Tuesday, October 6, 2026 One Big Beautiful Bill Act (OBBBA) •The "One Big Beautiful Bill Act," temporarily allows eligible employees to take a deduction for a portion of FLSA qualified overtime compensation when they file their federal income taxes for tax years 2025 through 2028.•Overtime rate is at time and one half (1.5). •FLSA qualified overtime equals only the .5 premium portion paid for physical hours worked over 40 in a single workweek under federal FLSA.•Example - If you make $20/hour, your overtime rate is $30. Only $10 is tax deductible.•This is an income tax deduction. It is not an exemption from payroll taxes, meaning they will still be taxed through payroll. Employees may receive the tax benefit when they file their annual tax return. 1 2 Page 16 of 48 9/8/2026 2 One Big Beautiful Bill Act (OBBBA) cont.Tax Benefit and FLSA OvertimeTAX BENEFIT•Only the .5 of the 1.5 overtime rate is tax deductible •Tax deduction applies to non-exempt hourly employees only•Amount is to be reported on W-2’s starting in 2026•Limited to $12,500 filing Single or $25,000 filing JointFLSA OVERTIME•FLSA overtime equals hoursworkedover 40 hours a week for general employees.•Overtime for FLSA defined Public Safety employees equals hoursworkedover 86 hours in a pay period. •Example, jail and patrol employees working 12-hour shifts•Compensatory time qualifies as FLSA overtime Change to Holiday Hours Should holiday hours count towards time worked?•Currently, Chippewa County policy allows holiday hours to be included as worked time.•Proposed changes would be to NOTallow holiday hours to be included as worked time for the purpose of calculating overtime and compensatory time.•This change has been discussed with Department Heads on several occasions•This change is standard practice in most organizations.•This change would result in a reduction of overtime pay for a small number of non-exempt employees and a loss in compensatory time accrual for exempt employees. 3 4 Page 17 of 48 9/8/2026 3 Change to Holiday Hours How will this impact employees?•The examples below are based on data from actual hours worked between November 2024 –October 2025 for all non-exempt hourly employees, excluding Highway and Patrol•Total of 51 employees (excluding Highway and Patrol) received overtime during holiday weeks•23 general employees (11 telecom), 28 jail employees•Total of 3,991.50 overtime hours during holiday weeks•1,293.50 for general employees (1,164 telecom), 1,984.50 for jail employees•Some of these overtime hours will remain as some telecom and jail employees are still working over 40 hours in a week. Change to Holiday HoursHow will this impact the Jail?•Jail employees currently receive overtime after 84 hours in a pay period. •With the proposed change to holiday hours not counting towards hours worked, the Jail would also switch to a 40-hour week.•Jail employees would like this change•Jail employees would then be on the same schedule as Telecom and receive 8 hours of overtime per pay period due to the 12-hour shifts 5 6 Page 18 of 48 9/8/2026 4 Change to Additional Compensation Premium Pay vs. Qualified Overtime•Currently, when an employee is called in to work outside their normal shift, they receive overtime pay. This is not always FLSA ‘qualified’ overtime.•This generally impacts the Facilities & Parks employees and Highway employees.•The existing language was moved from the Overtime policy to the Additional Compensation policy under a new sub section (d) called Premium Pay•This will now be referred to as Premium Pay (rate will be time and one half)•Example, if an employee is called in after hours or on a weekend and they have used PTO, Compensatory time or Holiday pay during the week, they will receive Premium Pay equal to time and one half for those hours worked due to being called in. •There is no financial impact with this change. Change to Exempt Pay PeriodHow will this impact Exempt Employees?•Currently, exempt (salaried) employees receive compensatory time for hours worked (including Holiday hours) over 40 hours in one week•Example holiday week, exempt employee works 35 hours and receives 8 hours of holiday pay, they will currently receive 3 hours of compensatory time (35 + 8 = 43 total hours)•If holiday hours no longer count towards hours worked, exempt employees would no longer receive compensatory time unless, they physically work over 40 hours during the holiday weeks. •Example holiday week, exempt employee works 35 hours and receives 8 hours of holiday pay, they will not receive the 3 hours of compensatory time as they did above. 7 8 Page 19 of 48 9/8/2026 5 Change to Exempt Pay Period, cont.How will this impact Exempt Employees?•With the proposed change to holiday hours not counting towards hours worked, exempt employees would move from a 40-hour work week, to an 80-hour work period. Impact•This will allow more flexibility for exempt staff.•With this change, exempt employees will use less compensatory time, but they will also accrue less compensatory time•Example holiday week, if exempt employee works 35 hours and receives 8 hours of holiday pay in week 1 (total 43 hours), then in week 2 they could work 37 hours for a pay period total of 80 hours.•Employees still need to request approval for the time off as they do today•No compensatory time would be accrued or lost. Change to Exempt pay period, Cont.How will this impact Exempt Employees?Additional Examples•Holiday in week 2, if exempt employee works 40 hours in week 1, and in week 2 they work 35 hours and receive 8 hours of holiday pay for a pay period total of 83 hours, the employee will record 3 hours of unpaid time.•There will be 3 hours of lost compensatory time•Holiday week 2, if exempt employee works 45 hours in week 1, and in week 2 they work 37 hours and receive 8 hours of holiday pay for a pay period total of 90 hours, the employee will record 2 hours of compensatory time as they worked 82 hours.•There will be 8 hours of lost compensatory time•Non-holiday pay period, if exempt employee works 45 hours in week 1, then in week 2 they could work 35 hours for a pay period total of 80 hours. Or vise versa•Employees still need to request approval for the time off as they do today 9 10 Page 20 of 48 9/8/2026 6 Questions, Comments, or Concerns 11 Page 21 of 48 Summary of Proposed HR Policy Manual Revisions – One Big Beautiful Bill Act (OBBBA) Page 1 of 1 Department of Administration August 6, 2026 TO: County Board RE: HR Policy Manual Revisions – Related to Implementation of the One Big Beautiful Bill Act (OBBBA) In 2025, new overtime laws went into place as part of the new One Big Beautiful Bill Act (OBBBA). Specifically, there is a new federal tax deduction effective from 2025 to 2028 that allows eligible employees to exclude qualified overtime compensation from their taxable income. The key word is “qualified overtime”. Chippewa County (along with many other organizations and Counties) pay employees overtime rates for work that is above and beyond and not “qualified overtime” under FLSA. The Finance and HR Divisions have been working together to address this new law and assist us with proper year-end reporting for employees to use when they complete their annual income taxes. Many of the proposed policy changes are a result of this law. We will also be updating several procedures regarding payroll processing along with updating pay codes in 2026 prior to approval of the HR Policy Manual revisions. Below is a summary of all of the proposed recommendations: Holidays • No longer consider holiday pay as time worked for the purpose of overtime or compensatory time calculations. This change will allow us to utilize the automation in our payroll software and reporting to comply with the new overtime law. This is also a standard practice in most organizations when processing holiday and overtime pay. This change will result in a reduction in overtime pay for a small number of non-exempt employees who might work more than 24 or 32 hours in a holiday work week. PTO • Update the PTO Conversion section, upon employee termination, to require lower PTO balances to go to the 401(a) qualified deferred compensation plan. Overtime • Overtime language was added to clarify that overtime is calculated lawfully when there is a shift differential or other related pay requiring recalculation. This will result in a slight increase in pay for employees who receive shift differential and overtime. • Several exceptions to the overtime policy have been moved to the “Additional Compensation” section of the policy and redefined as premium pay and not overtime pay. This recommendation, if approved, will require a new pay code in our payroll software and assist with proper reporting of “qualified overtime”. This results in no financial change for employees. Additional Compensation • The recommendation is to remove the Facilities & Parks and Highway overtime sections and move them to premium pay. This policy change will allow for proper reporting of “qualified overtime”. This results in no financial change for employees. Payroll and Timekeeping • The recommendation is to update the corrections section of this policy to allow corrections, regardless of when it is submitted to the Department Head and Finance Division. Page 22 of 48 Chippewa County Department of Administration Human Resources Division   Human Resources Policy Manual   County Board Action/History  Adopted by the County Board 11/13/2012 and effective 1/1/2013  Revised and amended by the County Board on the following dates:  05/14/2013; 08/13/2013; 12/10/2013; 03/11/2014; 05/12/2014; 12/09/2014; 12/08/2015; 03/14/2017; 04/11/2017; 03/13/2018; 11/06/2018;  12/11/2018; 01/08/2019; 07/09/2019; 09/10/2019; 10/08/2019; 11/11/2019; 11/10/2020; 09/13/2022; 11/08/2022; 12/13/2022; 09/12/2023;  06/11/2024; 01/14/2025; 09/09/2025; 11/11/2025      ** PROPOSED REVISIONS **  These policy revisions are related the One Big Beautiful Bill Act (OBBBA)   and need to be adopted before 01/01/2027    3.  Holidays – (if the CB does not approve this, then the other policy changes are not needed)  4.  Paid Time Off  18.  Overtime and Compensatory Time (exceptions moved to new premium pay  and comp changed from 40 to 80 hours)  19.  Additional Compensation (premium pay)  26.  Payroll and Timekeeping     Page 23 of 48 Human Resources Policy Manual  Page 2 of 19  Adopted: 11/13/2012    * GO BACK TO TOP OF DOCUMENT *  Amended: 11/12/2025  CHAPTER 2 – TIME AT WORK AND TIME AWAY FROM WORK 3. Holidays   a.  Purpose      To identify observed employee holidays and to establish a consistent procedure for scheduling  and payment.      b.  Eligibility        All regular full‐time or part‐time employees are eligible to receive compensation for the paid holiday  benefit. In order to receive holiday pay, employees shall work the full scheduled day before and the  full scheduled day after each observed holiday unless the employee substitutes PTO (scheduled or  unscheduled). Part‐time employees shall be compensated on a prorated basis. Employees receiving  Workers’ Compensation benefits are not eligible for compensation for holidays that fall during their  period of disability.  Employees on any type of unpaid leave of absence on the observed holiday are  not eligible for compensation for the holiday.    All limited term (annual or seasonal) status employees (LTEs) are eligible to receive compensation  for the paid holiday benefit only if they actually work the day of the holiday or observed holiday.      c.  Holidays Observed         The following holidays shall be paid holiday for eligible employees:      New Year’s Day   Labor Day    Spring Holiday (Friday before Easter)  Thanksgiving Day    Memorial Day  Day after Thanksgiving    Independence Day  December 24th    Day after Independence Day  December 25th         d.  Compensation      Holiday pay is calculated at the straight time hourly rate of pay of the employee on that day.   Holiday pay is not considered time worked for the purposes of overtime or compensatory time  calculation.      1.  Full‐time employees shall be compensated for eight (8) hours of holiday pay on the  observed holidays regardless of the scheduled shift (4‐, 5‐, 6‐, 7‐, 8‐, 9‐, 10‐, 11‐, or 12‐ hour day).        2.  Part‐time employees shall receive four (4) hours of holiday pay on the observed holidays.      3.  LTEs shall receive holiday pay for the exact hours worked on the day of the holiday or  observed holiday in addition to their actual hours worked.  If the employee does not  work on the day of the holiday or observed holiday, they are not eligible for holiday pay.      e.  Work on Holiday        In cases where a full‐time or part‐time employee is required to work on a holiday due to  unforeseeable circumstances, or required to work on a holiday as part of their normal work  schedule, the employee shall receive holiday pay for the holiday in addition to the actual hours  worked.   Page 24 of 48 Human Resources Policy Manual  Page 3 of 19  Adopted: 11/13/2012    * GO BACK TO TOP OF DOCUMENT *  Amended: 11/12/2025       Holiday pay is considered time worked for the purposes of overtime.      f.  Holidays During Leave         Holidays falling within any unpaid period of absence for any reason shall be without pay.     For employees on paid FMLA over an observed holiday, the holiday shall be counted as FMLA  leave.      Employees are permitted to use scheduled or unscheduled PTO during an approved FMLA or  County medical leave before and after the Holiday to be eligible for Holiday pay, even if the  employee doesn’t have enough PTO or Compensatory time for the entire leave period.      g.  Holidays Falling on a Weekend      Whenever any of the observed holidays falls on a Saturday, the preceding Friday shall be  observed as the holiday, and when falling on a Sunday, the succeeding Monday shall be observed  as the holiday. When December 24th falls on Friday and December 25th on Saturday, the  preceding Thursday and Friday shall be observed as the holidays. When December 24th falls on  Sunday and December 25th on Monday, the succeeding Monday and Tuesday shall be observed  as the holiday.      h.  Holidays Falling on a Scheduled Day That is Not 8 Hours for a Full‐Time Employee     Whenever an observed holiday falls on a day that an employee is scheduled to work more than  eight (8) hours, the employee shall be paid for eight (8) hours of holiday pay.  The employee shall  use PTO, Compensatory time or work a flexible schedule to make up the additional hours within  the same work week.      Whenever an observed holiday falls on a day that an employee is scheduled to work less than  eight (8) hours, the employee shall flex their schedule during the week to work less hours on  other days, so not to earn overtime or compensatory time without Department Head approval.      Flexible schedules during the week of a holiday shall be established and approved by the  Department Head to best meet the needs of the department for efficient operations, to reduce  overtime or compensatory time and to remain open during established business hours.    i.  Sheriff’s Department Dispatcher and  Jailer Exceptions      Due to the nature of the scheduling within the Sheriff’s Department, the dispatchers and jailers  who are eligible for holidays and required to work on an observed holiday shall receive the  holiday pay for that day in addition to hours worked.     j.  Exceptions      Due to the nature of work required from the Highway Department and Facilities & Parks Division  for unforeseen emergency circumstances, in cases when a regular status full time non‐exempt  employee of the Highway Department or Facilities & Parks Division is required to work on an  observed holiday, the non‐exempt employee shall receive premiumovertime pay at a rate of time  and one‐half for those actual hours worked by the non‐exempt employee in addition to receiving  holiday pay for the holiday.  Overtime hHours worked on an observed holiday are considered  Page 25 of 48 Human Resources Policy Manual  Page 4 of 19  Adopted: 11/13/2012    * GO BACK TO TOP OF DOCUMENT *  Amended: 11/12/2025  premium overtime pay and shall not be calculated in the regular rate of pay for the purposes of  calculating FLSA overtime (29 C.F.R §778.201).        Premium pay is additional pay that is not required under the Fair Labor Standards Act (FLSA).    (Section 3 amended by the County Board 05/14/13; 12/10/13; 12/09/14; 12/08/15, 03/13/18; 11/6/18; 09/13/2022; 12/13/2022)    4. Paid Time Off (PTO)     a.  Purpose      The purpose of the Paid Time Off (PTO) plan is to provide regular full time and regular part‐time  employees a flexible means to carefully plan their time away from work and maximize time spent  on the job. It is the County’s belief that employees empowered to control their time at work and  away  from  work  do  so  responsibly.  PTO  can  be  utilized  for  any  purpose,  subject  to  necessary  request  and  approval  procedures  consistent  with  County  policies  and  written  departmental  procedures.      b.  Calculation      Employees earn PTO for each pay period based upon the number of hours that an employee is paid  during the pay period, up to 80 hours. The payroll hours are tied to a multiplier, based upon years  of service, and a new accrual amount is added to an employee’s balance each pay period. The  following are the multipliers to be used:    Multiplier  Level  Years of Continuous Service  Hour for Hour  Multiplier Used  Per Pay Period  Multiplier   (Full Time  Employee)  Approximate  Annual  Accrual  Level 1  Less than 5  .0886  7.09  184  Level 2  5‐less than 10  .0983  7.86  204  Level 3  10‐less than 15  .1079  8.63  224  Level 4  15‐less than 20  .1271  10.17  264   Level 5  20 and greater  .1464  11.71  304    Movement to Higher Multiplier    When the employee’s length of service reaches the next higher rate of accrual, accrual at the  new rate shall begin on the first day of the pay period that the employee’s Full Time or Part Time  anniversary date is within.      c.  Accrual Limits (Maximum and Minimum)      An employee’s total accrued PTO shall not exceed four hundred eighty (480) hours at any given  time for full time and three hundred‐sixty (360) hours for part‐time. Upon reaching the maximum  hours, the employee shall no longer continue to accrue hours until PTO hours are used; except as  otherwise provided in this policy, employees may not have a negative PTO balance.      Employees are not authorized to carry a negative PTO balance (except as provided below under  Newly Hired Employees). There is no minimum requirement per policy, however PTO shall be  used for both planned time off (typically a vacation) and unplanned time off (sick time or other  emergencies).  So it is recommended to maintain a healthy minimum PTO balance for unplanned  events.        Page 26 of 48 Human Resources Policy Manual  Page 5 of 19  Adopted: 11/13/2012    * GO BACK TO TOP OF DOCUMENT *  Amended: 11/12/2025    d.  Timeframe for Available Use      Employees may request to use PTO only in a pay period following the pay period in which the  PTO was accrued.      e.  Newly‐Hired Employees      PTO is earned on a pay period basis and can only be used in a pay period following the pay period  in which the PTO was accrued. Consequently, newly‐hired employees may submit a request to  the Human Resources Division that their PTO bank be authorized to carry a negative balance  within the first seven (7) pay periods from the newly‐hired employee’s date of hire for  emergency situations or pre‐approved absences only.  Requests for authorization of a negative  PTO balance shall be made in writing to the Human Resources Division by the Department Head  or designee.  The Human Resources Division shall consult with the Department Head and render  a determination.  The determination of the Human Resources Director or designee shall be final  and binding.  Any authorized negative balance shall not exceed forty (40.0) hours.  Authorized  negative balances shall be restored through accrual to a positive balance before any further PTO  may be taken by the employee. Employees who separate employment and have a negative PTO  bank balance at the time of separation shall have their final paycheck adjusted from regular  hours worked to restore the PTO bank to a zero (0) balance.      f.  PTO Service Credit at Hire      The Department Head may submit a request to the Human Resources Director that a prospective  applicant be granted a one‐time beginning balance credit of PTO or be given credit for length of  service for employment experience that is directly related to the position. The request shall be in  writing before the applicant is hired and shall be based on the Department Head’s assessment of  the candidate’s qualifications beyond the minimum requirements, recruitment considerations, or  service accrual provided by the previous employer. No additional length of service credit shall be  granted after initial appointment with the County. The Human Resources Director shall make all  determinations for length of service credit, and the determination of the Human Resources  Director shall be final and binding.        g.  Rate of Pay for PTO Bank Hours      PTO hours shall be paid at regular straight time pay for the workday the PTO is taken.  Shift  differentials are excluded from the rate of pay.        h.  PTO Departmental Scheduling Procedures      Each department shall establish written procedures to ensure that paid time off requests are  processed in a fair and equitable manner, with first consideration to be given to the efficient  operation of the department. All procedures shall include the following components: notice  requirements for scheduled vs. unscheduled absences, process for requesting PTO, reminder that  the employee is responsible for monitoring PTO and Compensatory Time balances, hours that the  department shall be staffed and open to the public, how the department shall handle employees  reporting to work sick and compensatory time or flex time requirements if relevant. All  departments shall file a copy of their updated written time off procedures with the Human  Resources Division.       i.  PTO Scheduling Authority    The department head or designee has final authority in authorizing accrued and available PTO.       Page 27 of 48 Human Resources Policy Manual  Page 6 of 19  Adopted: 11/13/2012    * GO BACK TO TOP OF DOCUMENT *  Amended: 11/12/2025    j.  Scheduled Absences      PTO shall be requested by the employee as far in advance as reasonably possible and shall be  approved in advance by the Department Head or designee.  Individual departments shall define  advanced notice for Scheduled Absences and list the definition in the departments PTO  scheduling procedure.  Employees shall follow written departmental procedures for requesting  PTO.  Requests for PTO may be denied based on the needs and workload of the department or if  other employees are already scheduled for time off.         k.  Unscheduled Absences      Employee PTO usage for unscheduled, unforeseen circumstances shall be made according to  written departmental procedures. The employee may be requested to provide a physician’s  verification statement for absences spanning more than three (3) consecutive work days.      l.  Coordination with FMLA      The County reserves the right to require substitution of paid leave, subject to applicable state  and federal law. Therefore, an employee shall use PTO for any federal FMLA qualifying leave  including, but not limited to, intermittent leaves.        m.  Coordination with Workers’ Compensation   The employee may use accrued PTO to compensate for time lost that is not reimbursed by  workers’ compensation.         n.  Unpaid Time      With the exception of qualified Wisconsin and Federal FMLA leave, an employee may not take  unpaid leave until such time that the employee’s PTO bank has been exhausted. At no time shall  an employee be authorized to carry a negative PTO balance (except as provided above under  Newly Hired Employees). In the event an employee has an insufficient PTO balance to cover an  absence for any reason, the employee shall immediately revert to unpaid time. In the event an  employee is reverted to unpaid time without prior authorization by the Department Head and  the Human Resources Director, the employee may be subject to disciplinary action.      Employees on unpaid status, for any reason other than as outline in Chapter 2, under Leave‐ Military, shall not accrue PTO on the unpaid time.        1.  Unpaid Time for Exempt Employees    Unpaid time or partial‐day deductions for exempt employees are permitted in the case of  a public employee who is in a position that earns PTO or Compensatory Time and is  absent for a partial day or full day due to personal reasons, illness or injury under the  following circumstances:        a).   PTO or Compensatory Time has not been requested or has been denied;        b).   Accrued PTO or Compensatory Time is exhausted; or    c).   The employee is qualified under Wisconsin FMLA leave and specifically chooses  to take time off unpaid.  Page 28 of 48 Human Resources Policy Manual  Page 7 of 19  Adopted: 11/13/2012    * GO BACK TO TOP OF DOCUMENT *  Amended: 11/12/2025    The employee will not accrue PTO on the unpaid time. This policy is established pursuant  to principles of public accountability and complies with the requirements of 29 C.F.R.  541.710      o.  Part‐Time Employee Utilization of PTO      The number of hours that a part‐time employee may record when taking a “day off” from work is  what they would normally have been scheduled to work.  Part‐time employees may only take  PTO on days that they would have normally been scheduled to work.      p.  Increments of Time     Employees shall use PTO in increments of fifteen (15) minutes. Nonexempt employees shall  record PTO to bring their total hours paid for the week to 40 hours unless the employee is on a  qualified Wisconsin and Federal FMLA leave and chooses unpaid time. Exempt employees shall  record PTO to bring the total hours paid for the biweekly work period to 80 hours unless the  employee is on a qualified Wisconsin and Federal FMLA leave and chooses unpaid time.      q.  Presenteeism      PTO is designed to provide for effective planning of work hours and time away from work and  encourages employees to maximize time spent on the job. If an employee has any communicable  disease, the employee shall report it to his or her Department Head or designee.  The  Department Head or designee may require a return‐to‐work form from the employee’s physician.   The Department Head or designee has the right to send an employee home if the employee is  unfit or unable to perform the functions of his/her position or if the Department Head or  designee determines the ill employee poses a threat to the health or safety of customers or other  employees in the department.  The employee shall use PTO or compensatory time, if available to  the employee, for their remaining work day.       r.  Restrictions      1.  An employee shall not be paid for time at work and receive PTO pay for the same time.      2.  An employee may not donate PTO to a third party.      3.  An employee may not use PTO beyond the employee’s last day actually worked.      s.  Department Transfers    PTO balances shall transfer with the employee when an employee transfers from one  department to another.       t.  Optional Annual PTO Payout    Full time employees that have 150 hours of PTO on the books as of the first paycheck in  November each year, shall have the option to elect 24 hours of PTO paid out on the second  paycheck in November that year at the employee’s regular rate of pay or waive a payout.      Part time employees that have 75 hours of PTO on the book as of the first paycheck in November  each year, shall have the option to elect 12 hours of PTO paid out on the second paycheck in  November that year at the employee’s regular rate of pay or waive a payout.  Page 29 of 48 Human Resources Policy Manual  Page 8 of 19  Adopted: 11/13/2012    * GO BACK TO TOP OF DOCUMENT *  Amended: 11/12/2025    Payout is optional at the election of the employee and the Human Resources Division shall collect  employee election and authorization to payout PTO annually by October 15.  If the employee  does not authorize to pay out PTO by October 15, no payout shall occur.      u.  PTO as a Reward or  Prize    The County Administrator may approve providing PTO as a reward or prize to a PTO eligible  employee.  Offering PTO as a prize or a reward is a creative way to acknowledge or reward  employees for taking an action they normally may not take, without an incentive.      The amount of the  PTO reward shall be determined by the County Administrator and shall be no  more than twenty (24) hours total per year and a maximum of eight (8) hours per employee per  year. Upon approval, the Human Resources Director shall communicate the reward details and  amount to the employee(s) via email to ensure employee(s) are aware of the PTO reward and/or  why they earned it or how to earn it.      The Human Resources Division shall notify the Finance Division of the final reward amount and  date to be added to the employee’s accrual total. A letter or form shall be placed in the  employee’s personnel file detailing the date, hours of PTO received and reason for the PTO  reward or prize.  PTO as a reward is not transferable to a third party.      v.  Separation      1.  Definitions        a).  A Qualified Separation is defined as follows:        1.  resignation or retirement from employment with Chippewa County with  advanced written notice as defined in Chapter 3, Separation of  Employment Section.         2.  permanent layoff from employment       3.  discharge from employment when the employee has 3 or more years of  continuous years of service with the County based on most recent date  of hire unless the employee is discharged for misconduct.  Misconduct is  defined as intentional and substantial disregard of or intentional and  unreasonable interference with the employer’s interests.        4.  County employee who becomes an elected official for the County.      b).  Discharge: Discharge is defined as dismissal from employment for involuntary  reasons.       2.  PTO Conversion      The accumulated PTO of those employees leaving Chippewa County employment due to  a qualified separation shall be converted into the County’s Conversion Plan, (herein  referred to as the “Plan”).  The conversion of PTO is mandatory upon a qualified  separation and all separating employees with unused PTO on the date of their separation  shall participate in the Plan.  The employee shall have all PTO converted to a dollar value  Page 30 of 48 Human Resources Policy Manual  Page 9 of 19  Adopted: 11/13/2012    * GO BACK TO TOP OF DOCUMENT *  Amended: 11/12/2025  calculated by taking the number of total PTO hours multiplied by the regular straight  time hourly rate of pay at the time of separation (hereinafter “Benefit”).        Within thirty (30) days of receiving written notice of an employee’s qualified  separationAs part of the benefit exit meeting completed with an employee on or around  their last day worked, the County shall elect the form in which the separating employee  shall receive the Benefit. If the employee’s Benefit is less than $1,000, it shall be  converted to the 401(a) qualified deferred compensation plan.  If the employee’s Benefit  is $1,000 or more tThe Benefit paid to the separating employee (as selected by the  County in its sole discretion) shall be limited to one of the following forms:      a).  The County shall make a contribution to a Medical Expense Trust for the benefit  of the separating employee to be applied toward health insurance premiums and  un‐reimbursed medical expenses specified under IRS Code Section 213.  This  benefit shall continue until fully exhausted by the separating employee or their  qualified dependent beneficiaries, or.      b).  The County shall make a contribution to a 401(a) qualified deferred  compensation plan (as selected by the County in its sole discretion) in the  amount of the Benefit, which shall be paid to the separating employee according  to the terms of the selected plan.      1.  An employee whose separation is non‐qualified shall not be eligible for the PTO  payout.      2.  An employee who is discharged with less than 3 years of continuous service with  the County based on most recent date of hire shall not be eligible for the PTO  payout.      3.  An employee may not use PTO beyond his/her last day actually worked.      w.  Death      Upon the death of an employee, the County shall pay to the estate of the deceased employee all  accumulated and unused PTO for which the deceased employee may have otherwise been  eligible to use at the time of his/her death.      x.  Elected Officials      Elected Officials are not eligible for PTO.  Elected officials who were county employees  immediately prior to their election shall mandatorily convert their PTO as described in the PTO  conversion upon taking Office.      (Section 4 amended by the County Board 12/10/13; 12/08/15; 03/13/18; 11/9/18; 11/12/19; 09/13/2022; 01/14/2025)    CHAPTER 3 – WAGES AND OTHER FORMS OF COMPENSATION   18. Overtime and Compensatory Time     a.  Purpose     Page 31 of 48 Human Resources Policy Manual  Page 10 of 19  Adopted: 11/13/2012    * GO BACK TO TOP OF DOCUMENT *  Amended: 11/12/2025    To provide a consistent system for distributing overtime in compliance with the overtime‐pay  provisions of the Fair Labor Standards Act (FLSA).      b.  Definitions      Each position is designated as either “Non‐exempt” or “Exempt” from the federal Fair Labor  Standards Act and state wage and hour laws. Employees should contact the Human Resources  Division if they are unsure of their position’s designation.      1.  Non‐Exempt positions that are paid on an hourly basis  and are entitled to overtime pay  for hours worked in excess of 40 hours per week, excluding premium overtime pay (29  C.F.R. §778.201).      2.  Exempt positions that are generally paid on a salary basis and are excluded from specific  provisions of federal and state wage and hour laws and are not eligible for overtime pay.    c.  Overtime      Non‐exempt employees may receive pay for overtime hours. This shall be paid at time and one  half the hourly rate of pay for any hours worked in excess of 40 hours per workweek. Overtime  pay will be calculated in accordance with FLSA rules governing the regular rate of pay, including  applicable differentials or incentives as required by law.      1.  Facilities and Parks Division Exception      Non‐exempt Facilities and Parks employees shall receive overtime at a rate of time and  one‐half their regular hourly rate for all hours worked for winter maintenance between  the hours of 6:00 p.m. – 6:00 a.m., unless normally scheduled, and for hours worked for  winter maintenance on Saturdays and Sundays.         Non‐exempt Facilities and Parks employees shall receive overtime pay at time and one‐ half their regular hourly rate for time worked outside of their normal work schedule/shift  for emergency situations.  A minimum of two (2) hours shall be paid except for those  hours that are part of the normal work schedule/shift.  Management shall have the  discretion to determine the workday thereafter.  Emergency situation examples include  weather‐related damage, facility damage, and flooding, but excludes snow/ice removal  and construction projects.      Overtime hours worked under this section is considered premium overtime pay and shall  not be calculated in the regular rate of pay for the purposes of calculating FLSA overtime  (29 C.F.R §778.203 and §778.204 or as amended).        2.  Sheriff’s Department Management Exception       Sheriff’s Department Management who are exempt may be paid overtime at their  straight hourly rate for hours in excess of forty (40) in any one (1) workweek for special  events in which all operating costs, salaries, and fringes are billed back to the event  organizer for reimbursement.  Such events do not include normal duties and  responsibilities of the job (i.e. reporting to the scene of an accident after normal work  hours).  Events covered include large assembly events and music events.      3.   Sheriff’s Department Exception  Page 32 of 48 Human Resources Policy Manual  Page 11 of 19  Adopted: 11/13/2012    * GO BACK TO TOP OF DOCUMENT *  Amended: 11/12/2025    Chippewa County has established an alternate work period for Jailers, Jail Sergeants and  Patrol Sergeants working 12 hour shifts.  If the Jailer, Jail Sergeant or Patrol Sergeant is  assigned the alternate work period, the following exception applies.  As allowed under  Section 7(k) of the Fair Labor Standards Act (FLSA), the alternate work periods for Jailers,  Jail Sergeants and Patrol Sergeants rotates on a 14‐day work period basis.  The work  period for Jailers, Jail Sergeants and Patrol Sergeants shall consist of fourteen (14)  consecutive calendar days starting at 12:00 a.m. on Sunday and ending at 11:59 p.m. on  Saturday 14 days later. The overtime threshold within this work period for Chippewa  County shall be 84.0 hours for purposes of hours worked.   Calculation of overtime  and/or compensatory time shall be based on hours of work in excess of 846.0 hours per  14‐day work period for the purposes of this Policy.  In instances when a Jailer, Jail  Sergeant or Patrol Sergeant uses PTO or Compensatory Time during one week of the 14‐ day work period, the employee shall earn OT after the scheduled hours for that week (36  hours or 48 hours) only in the week in which the PTO or Compensatory Time were not  used, as long as there are no unpaid normally schedule hours during the 14‐day work  period.      4.  Highway Department Exception    Non‐exempt Highway employees shall receive overtime at a rate of time and one‐half  their regular hourly rate for hours worked outside of their normal work day/shift.  All  hours worked in excess of, or outside of, the normal work day/shift shall be approved by  the Highway Commissioner or designee.  A minimum of two (2) hours shall be paid if an  employee is called into work, except for those hours that are part of the normal work  day/shift that precede or immediately follow the shift.    Overtime hours worked under this section is considered premium overtime pay and shall  not be calculated in the regular rate of pay for the purposes of calculating FLSA overtime  (29 C.F.R §778.203 and §778.204 or as amended).        d.  Compensatory Time       1.  Exempt        It is understood that Department Heads, Managers, and other exempt positions (as  classified by your job description) are paid a salary for their overall responsibility and  accountability and may work in excess of the normal work week in order to complete  necessary job tasks. At the discretion of the Department Head, (and County  Administrator in cases of Department Heads) exempt employees who work in excess of  840 hours in a workweek biweekly pay period (not including Holiday pay) may qualify for  compensatory time. Compensatory time shall be earned prior to use, is earned at straight  time (hour for hour), and shall be tracked accordingly on the timesheet. Compensatory  time balances for exempt non‐management positions in the Criminal Justice Services,  Public Health and Human Services Departments shall not exceed 40.0 hours. All other  exempt employees shall not exceed 80.0 hours.           2.  Non‐Exempt       Non‐exempt employees may receive overtime in the form of compensatory time (earned  at time and one half) or paid time at one and one‐half times their rate of pay for hours  worked in excess of 40 in a workweek (excludes hours paid, such as workers’  Page 33 of 48 Human Resources Policy Manual  Page 12 of 19  Adopted: 11/13/2012    * GO BACK TO TOP OF DOCUMENT *  Amended: 11/12/2025  compensation, PTO, jury duty and/or compensatory time taken) at the employer’s  discretion. “Non‐exempt” status is determined by the employer on a job‐by‐job basis.  Compensatory time shall be tracked on the timesheet. Compensatory time balances shall  not exceed 40.0 hours for all non‐exempt positions (80.0 hours for non‐exempt  management positions). Once the maximum accrual amount has been met, employees  shall be paid for any time worked in excess of 40 in a work week at a rate of time and  one‐half.      a).  Section 7(O) of the FLSA allows public sector employers to provide certain non‐ exempt employees with an option of whether to receive cash overtime or  compensatory time earned at time and one‐half. Department heads shall  determine employee eligibility for earning compensatory time.       b).  Non‐exempt highway employees are not eligible for compensatory time and shall  receive overtime in the form of pay only.       3.  Increments of Time    Employees shall use Compensatory Time in increments of fifteen (15) minutes.    e.  Compensatory Time Payout        All accrued and unused compensatory time shall be paid out for the following reasons:       1.  If an employee changes positions that results in an exempt or non‐exempt status change;  or      2.  If an employee transfers to another department; or      3.  If an employee becomes an elected official  for the County; or       4.  If a non‐exempt employee transfers to a new non‐exempt position and there is also a pay  change, the employee’s Compensatory Time shall be paid out at the time of transfer at  the rate of pay prior to the transfer; or      5.  When  an employee separates employment from Chippewa County.  A separation is  defined as follows:       a).  resignation or retirement from employment with Chippewa County      b).  permanent layoff from employment      c).  discharge from employment with Chippewa County      Compensatory time payout due to a change in position that results in an exempt or non‐exempt  status change, transfer to another department, or when an employee becomes an elected official  shall be added to the payroll on the last day worked in  the former position, paid at the regular  rate of pay, to be paid in cash via the employee paycheck.  The compensatory time paid shall not  be considered time worked.        Compensatory time payout due to separation of employment shall be paid in accordance with  Chippewa County’s Separation from Employment Policy.    Page 34 of 48 Human Resources Policy Manual  Page 13 of 19  Adopted: 11/13/2012    * GO BACK TO TOP OF DOCUMENT *  Amended: 11/12/2025  f.  Approval        All overtime/compensatory time earned shall be approved in advance by the Department Head.  If advanced approval is not obtained, the employee is not authorized to work the overtime. The  Department Head has the sole right to approve or deny overtime and compensatory time  requests.  Failure to obtain prior approval may result in disciplinary action, up to and including  discharge.       Requests to trade shifts cannot result in creating overtime/compensatory time for either party.      g.   Compensatory Time Off      Use of compensatory time shall be requested by the employee as far in advance as reasonably  possible, and shall be approved in advance by the Department Head. Employees shall follow  written departmental procedures for requesting to take compensatory time.  Requests to use  compensatory time may be denied based on the needs and workload of the department or if  other employees are already scheduled for time off.  The Department Head has full authority to  approve or deny said request.    h.  Department Scheduling Procedures       Each department shall establish written procedures to ensure that compensatory time off  requests are processed in a fair and equitable manner, with first consideration to be given to the  efficient operation of the department.  All departments shall file a copy of their updated written  time off procedures with the Human Resources Division.        i.  Accrual      Employees are not able to earn compensatory time or paid overtime (earned at straight time or  time and one half) as a result of the use of paid leaves.  No paid leave time shall be counted as  hours worked for overtime purposes, including PTO, workers’ compensation, jury duty, and  compensatory time taken.    j.  Non‐Exempt Employee Annual Payout of Compensatory Time      Non‐exempt employees shall be paid‐out, at straight time, any unused Compensatory Time  earned each calendar year on the last paycheck of the year it was earned.  All non‐exempt  employees shall start every new year with a zero balance in their Compensatory Time accrual  bank.      k.   Safe Harbor      It is the policy of Chippewa County to comply with the salary basis requirements of the FLSA.  Therefore, improper deductions from the salaries of exempt employees are prohibited. If it is felt  that an improper deduction has been made to your salary, you should immediately report this to  the Human Resources Director. Reports of improper deductions shall be promptly investigated  and reimbursements provided if it is determined improper deductions occurred.         29 C.F.R 541.710 outlines the principles of public accountability in which public agencies and  elected officials are held to a higher level of responsibility under the public trust which demands  effective and efficient use of public funds in order to serve the public interest including the view  that public employees should not be paid for time they do not work excluding the use of paid  time as outlined in Chippewa County policy.     Page 35 of 48 Human Resources Policy Manual  Page 14 of 19  Adopted: 11/13/2012    * GO BACK TO TOP OF DOCUMENT *  Amended: 11/12/2025  (Section 18 amended by the County Board 05/14/13; 12/09/14; 12/08/15, 03/13/18, 11/6/18; 11/10/2020; 09/13/2022; 11/08/2022)    19. Additional Compensation   a.  Sheriff’s Department ‐ Field Training      1.  Purpose      To provide an incentive to dispatch employees working 24/7 operations for providing an  extensive hands‐on training program for new hires into dispatcher and jailer positions.       2.  Compensation      Dispatchers and Jailers assigned to and designated as Field Training Officers shall receive an  additional 50 cents ($.50) per hour for  each hour worked training new hires.        b.  Sheriff’s Department – Shift Differential       1.  Purpose        To provide extra compensation to nonexempt employees who are scheduled on a regular,  rotating or sporadic basis to work during evening or night shifts.       2.  Compensation    Nonexempt employees who work between the hours of 6:00 p.m. and 6:00 a.m. shall  receive an additional dollar ($1.00) per  hour for those hours worked. It shall only be paid  when recording regular or overtime hours and no other pay codes.     c.  Clerk of Courts – Jury Bailiffs      1.  Purpose      To provide compensation to Jury Bailiffs scheduled for a jury trial when the trial is cancelled  due to settlement, rescheduling or other reasons as determined by the County.        2.  Compensation      Except as provided in sub‐section 3 below, in the event a Jury Bailiff is scheduled to work  for  a jury trial that is canceled prior to the Jury Bailiff reporting to work, the Jury Bailiff  shall be paid two (2) hours at his or her regular rate of pay. In the event a Jury Bailiff is  scheduled and reports to work for a jury trial that is canceled subsequent to the Jury  Bailiff reporting to work but before the Jury Bailiff has worked two (2) hours, the Jury  Bailiff shall be paid two (2) hours at his or her regular rate of pay.  In the event a jury trial  is canceled after the Jury Bailiff has worked at least two (2) hours, the Jury Bailiff shall be  paid for those hours worked.    3.  Waiver    An employee may voluntarily elect to waive the Clerk of Courts‐Jury Bailiffs additional  compensation provided in sub‐section 2 above.  If an employee elects to waive the  additional compensation, the employee shall provide written documentation of the  Page 36 of 48 Human Resources Policy Manual  Page 15 of 19  Adopted: 11/13/2012    * GO BACK TO TOP OF DOCUMENT *  Amended: 11/12/2025  waiver to the Human Resources Division to be placed in the employee’s personnel file.  A  voluntary election to waive additional compensation may be withdrawn by the employee  by providing a written notice of the change to the Human Resources Division to be placed  in the employee’s personnel file.        d.  Premium Pay    1.  Facilities & Parks Division      When non‐exempt Facilities & Parks Division employees have not worked 40 hours in a  week and are called in, they shall receive premium pay equal to a rate of time and one‐ half their regular hourly rate for all hours worked for winter maintenance between the  hours of 6:00 p.m. – 6:00 a.m., unless normally scheduled, and for hours worked for  winter maintenance on Saturdays and Sundays.         When non‐exempt Facilities &Parks Division employees have not worked 40 hours in a  week and are called in, they shall receive premium pay at time and one‐half their regular  hourly rate for time worked outside of their normal work schedule/shift for emergency  situations.  A minimum of two (2) hours shall be paid except for those hours that are part  of the normal work schedule/shift.  Management shall have the discretion to determine  the workday thereafter.  Emergency situation examples include weather‐related damage,  facility damage, and flooding, but excludes snow/ice removal and construction projects.      Hours worked under this section are considered premium pay and shall not be calculated  in the regular rate of pay for the purposes of calculating FLSA overtime (29 C.F.R  §778.203 and §778.204 or as amended).        Premium pay is additional pay that is not required under the Fair Labor Standards Act  (FLSA).       2.  Sheriff’s Department Management    Sheriff’s Department Management who are exempt may be paid at their straight hourly  rate for hours in excess of eighty (80) in a pay period for special events in which all  operating costs, salaries, and fringes are billed back to the event organizer for  reimbursement.  Such events do not include normal duties and responsibilities of the job  (i.e. reporting to the scene of an accident after normal work hours).  Events covered  include large assembly events and music events.    3.  Highway Department    When non‐exempt Highway employees have not worked 40 hours in a week, they shall  receive premium pay at a rate of time and one‐half their regular hourly rate for hours  worked outside of their normal workday/shift.  All hours worked in excess of, or outside  of, the normal workday/shift shall be approved by the Highway Commissioner or  designee.  A minimum of two (2) hours of premium pay shall be paid if an employee is  called into work, except for those hours that are part of the normal workday/shift that  precede or immediately follow the shift.    Hours worked under this section are considered premium pay and shall not be calculated  in the regular rate of pay for the purposes of calculating FLSA overtime (29 C.F.R  §778.203 and §778.204 or as amended).    Page 37 of 48 Human Resources Policy Manual  Page 16 of 19  Adopted: 11/13/2012    * GO BACK TO TOP OF DOCUMENT *  Amended: 11/12/2025    Premium pay is additional pay that is not required under the Fair Labor Standards Act  (FLSA).    (Section 19 revised and approved by the County Board 08/13/13, 05/12/14, 11/6/18; 09/13/2022; 09/12/2023; 01/14/2025)  26. Payroll and Timekeeping   a.  Purpose       To provide standardization of time and provide each department the information needed to  accurately record and submit their timesheets in accordance with applicable State and Federal  guidelines. Accurately reporting time worked is the responsibility of each employee.    b.  Workweek      The workweek covers seven consecutive days for the purpose of compliance with the Fair Labor  Standards Act, and shall consist of seven (7) consecutive calendar days starting at 12:00 a.m. on  Sunday and ending at 11:59 p.m. on the following Saturday of each calendar week for all  departments.      c.  Pay Periods       A pay period shall be the two (2) consecutive workweeks, on the conclusion of which payroll is  completed.    d.  Pay Schedule      Paychecks are generally directly deposited biweekly on Fridays. See payroll schedule on the  Employee Portal for any variances due to the Federal Reserve holiday schedule.      e.  General Information      1.  Time Worked      Time worked includes time that an employee is required and authorized to do work and  should be recorded to the nearest quarter of an hour. The following provisions count as  time worked:      a).  Work Away From Premises or at Home. Employees shall receive advanced  approval from their Department Head for any work performed outside the  County workplace. Employees approved for work outside the County workplace  shall document and submit their hours, including but not limited to any and all  time spent accessing work‐related emails and other programs and files,  according to the payroll policies.       b).  Break Periods. Authorized break periods of 15 minutes or less are counted as  time worked.      c).  Travel/Training Time. Travel and training time is to be considered and included in  actual time worked in accordance with the Travel Time Policy and the  Training/Development Policy.    Page 38 of 48 Human Resources Policy Manual  Page 17 of 19  Adopted: 11/13/2012    * GO BACK TO TOP OF DOCUMENT *  Amended: 11/12/2025    d).  Holidays.  Observed Holidays as defined in the Holiday Policy are to be  considered time worked.       2.  Time Not Worked      The following provisions do not count as time worked:      a).  Paid Leave.  PTO, other substituted leaves of absence, workers’ compensation,  jury duty, and Compensatory Time taken are not counted as time worked and  should be recorded to the nearest 15 minutes.      b).  Meal Periods. Uninterrupted time off for lunch or dinner of at least 30 minutes is  not counted as time worked and shall be unpaid.    f.  Payroll Reporting Procedures      In accordance with Wisconsin and Federal Labor Standards, all employees shall accurately record  the following on a daily basis:       1.  Time beginning/ending work each day;      2.  Time beginning/ending of each meal period;      3.  Absence from work with appropriate pay codes; AND      4.  Total number of hours per day and week.       It is the employee’s responsibility to sign his/her timesheet to verify accuracy and provide to  his/her manager. The manager shall review and sign the timesheet and submit to payroll for  processing. In the event of an error in reporting time, the employee should immediately report  the problem to their Department Head and Finance Division.    g.  Responsibilities      1.  Employee Responsibilities       All employees, when completing their timesheets, shall adhere to the following  procedures:      a).  Record correct pay codes and benefit codes on a daily basis.       b).  Maintain an honest and accurate daily record of hours worked and the correct time  codes recorded on the time sheet. All absences from work schedules should be  appropriately recorded and coded. Entries should be made daily.       c).  Entries for absences from work shall be used in fifteen (15) minute increments.     Hours worked shall be used in fifteen (15) minute increments.      d).  Obtain prior approval for any overtime or compensatory time earned in the pay  period.       e).  Clearly mark approved overtime and compensatory time on your timesheets.      f).  Sign and submit the completed time sheet to the Department Head in the time  period required for approval.     Page 39 of 48 Human Resources Policy Manual  Page 18 of 19  Adopted: 11/13/2012    * GO BACK TO TOP OF DOCUMENT *  Amended: 11/12/2025  h.  Department Head/Manager Responsibilities       Each Department Head is responsible for the following procedures:      1.  Ensuring that employees reporting to him/her have the correct codes.       2.  Ensuring employees are accurately recording their payroll on a daily basis.      3.  Ensuring that all employees maintain accurate timesheets.       4.  Providing clear and timely approval for  overtime or compensatory time.       5.  Approval and submission of payroll by the dates specified in this policy.    i.  Payroll Submission Deadlines      Department payrolls shall be submitted electronically on the Monday following the end of the  pay period. Departments shall be required to follow all payroll submission procedures provided  by the Finance Division.        Employees failing to submit timesheets timely will not be guaranteed receipt of their payroll  check on the established  payroll date as the County does not process separate payroll checks as a  result of untimely timesheet submission. It is the responsibility of each department to establish  written departmental procedures to allow ample time for management review prior to the  submission deadline and to make arrangements if scheduled to be off work and as a result shall  miss the established deadline.       j.  Corrections      If a payroll error occurs, it is the employee’s responsibility to immediately notify his/her  Department Head and the Finance Division. Corrections shall be submitted to the Finance  Division for adjustment as soon as reasonably possible, without delay.  on the next payroll within  fourteen (14) calendar days from the pay date.  Exceptions to the fourteen (14) calendar day  requirement would occur if the error was due to the Department of Administration error or when  the correction is required by law or regulation.    k.  Penalties      Altering, falsifying the time record, tampering with time records, recording time on another  employee’s time record (authorized personnel excluded) or any other infraction of this policy  may result in disciplinary action, up to and including discharge.    l.  Deductions      It is the Employer’s policy to comply with applicable wage and hour laws and regulations. If you  have any questions or concerns about your status or you believe that any deduction has been  made from your pay that is inconsistent with your status, you should immediately raise the  matter with the Human Resources Division who can assist you in understanding the information  that is required in order to investigate the matter. Chippewa County is committed to  investigating and resolving all complaints as promptly, but also as accurately, as possible.  Consistent with the U.S. Department of Labor’s policy, any complaint shall be resolved within a  reasonable time given all the facts and circumstances. If an investigation reveals that you were  Page 40 of 48 Human Resources Policy Manual  Page 19 of 19  Adopted: 11/13/2012    * GO BACK TO TOP OF DOCUMENT *  Amended: 11/12/2025  subjected to an improper deduction from pay, you shall be reimbursed and the County shall take  whatever action it deems necessary to ensure compliance in the future.    (Section 26 amended by the County Board 05/14/13 and 03/11/14; 12/09/14, 03/13/18, 11/6/18; 09/13/2022)  Page 41 of 48 711 N. Bridge Street, Room 106 aalbarado@chippewacountywi.gov Ph: (715) 726-4597 Chippewa Falls, WI 54729 Fx: (715) 726-4599 Department of Administration Andy Albarado, County Administrator September 9, 2026 TO: Executive Committee FR: Andy Albarado RE: County Administrator 2027 Proposed Budget Update At the May County Board meeting, you received a presentation explaining the overall budget process. Throughout the summer, policy committees have been working on reviewing department -level budgets. In recent weeks, our Finance Director, Leah Simington, and I have met one-on-one with each Department Head to better understand their operations and to identify potential savings and efficiencies. This memo is intended to give you a brief overview of key elements involved in building the budget, ahead of my formal recommendation to the Executive Committee on October 6, 2026. Adopting the annual budget is among the most significant policy responsibilities you have as County Board Supervisors. Items such as resolutions for the Capital Improvement Program (CIP), tax levy allocations for salary adjustments, and health insurance are treated as preliminary placeholders during the budget-building process. These items do not become final until the full budget is approved in November. NET NEW CONSTRUCTION The net new construction percentage increase has been received. This percentage is multiplied by our net levy from the previous year. (Net levy is when you take the total levy and subtract the levy exempt items such as libraries and bridge aid then add personal property aid.) The result is a dollar amount which our levy is allowed to increase for the new year. This year Chippewa County is the 12 th highest net new construction rate in the state due to economic growth. Year Net New Construction Percentage 2022 for 2023 2.06% 2023 for 2024 2.47% 2024 for 2025 2.34% 2025 for 2026 1.92% 2026 for 2027 1.77% TAX LEVY This is the combination of all department budgets line item 411100 “General Property Taxes”. Remember this total will include some items which are not included in the net levy such as libraries, etc. The total proposed levy for the 2027 budget will be included with my final recommendation. Year County Levy Increase from Previous Year % Increase 2022 for 2023 $20,941,066 $302,355 1.46% 2023 for 2024 $21,110,729 $169,663 .81% 2024 for 2025 $21,713,416 $602,687 2.85% 2025 for 2026 $22,330,263 $616,847 2.84% 2026 for 2027 $22,819,056 $488,793 2.19% Page 42 of 48 711 N. Bridge Street, Room 106 aalbarado@chippewacountywi.gov Ph: (715) 726-4597 Chippewa Falls, WI 54729 Fx: (715) 726-4599 Page 2 EQUALIZED VALUE FROM WISCONSIN DEPARTMENT OF REVENUE (APPORTIONMENT REPORT-TID OUT) We have received the final equalized valuation from Wisconsin Department of Revenue for this year’s tax rate calculation. The equalized value is critical in the computation of the tax rate. The valuation has seen an increase of 9.23% from 2025. It is noteworthy that the valuation increase is attributable to approximately 7% in economic change and 2% of actual new construction. Year Equalized Valuation Change % Change 2022 for 2023 $7,699,372,900 $1,037,004,600 15.57% 2023 for 2024 $8,806,721,900 $1,107,349,000 14.38% 2024 for 2025 $9,536,158,100 $729,436,200 8.28% 2025 for 2026 $10,526,745,400 $990,587,300 10.39% 2026 for 2027 $11,498,278,200 $971,532,800 9.23% STATE SHARED REVENUE In 2024 a change in State Shared Revenue created a Supplemental payment in addition to the Legacy County Aid and Utility Aid. The new Supplemental Payment is expected to have a modest increase every year based on sales tax collections by the State. The projected increase for 2027 is 2.1%. Based on latest information received from the Wisconsin Counties Association and the Legislative Fiscal Bureau, we are anticipating an increase of 2.1% (or approximately $72,924) which is included in my preliminary tax levy, tax rate and maximum allowable levy above. However, the Wisconsin Department of Revenue will not release the final number until late September 202 6. Year County Aid Utility Aid Supplemental County Aid Total Shared Revenue Increase % Change 2023 $1,241,629 $1,305,501 - $2,547,130 ($26,650.13) -1% 2024 $1,241,564 $1,380,730 $741,795 $3,364,088 $816,958.48 32% 2025 $1,270,028 $1,329,494 $758,856 $3,358,378 ($5,711) -.1% 2026 $1,313,209 $1,374,697 $784,657 $3,472,563 $114,185 3.4% 2027 (est.) $1,340,786 $1,403,565 $801,135 $3,545,487 $72,924 2.1% TAX RATE The tax rate is a tax per dollar of assessed value of property. The rate is expressed in “mills”. The tax rate is calculated by taking (tax Levy ÷ equalized value x 1,000 = tax rate). Our tax rate has been going down each year even though the levy amount has increased due to the increased equalized value. Year Tax Rate 2022 for 2023 $2.72 2023 for 2024 $2.40 2024 for 2025 $2.28 2025 for 2026 $2.12 2026 for 2027 $1.98 est Page 43 of 48 711 N. Bridge Street, Room 106 aalbarado@chippewacountywi.gov Ph: (715) 726-4597 Chippewa Falls, WI 54729 Fx: (715) 726-4599 Page 3 MAXIMUM ALLOWABLE LEVY BY STATE (LEVY LIMITS) All counties within Wisconsin have been under levy limits for several years. These levy limits only allow counties to increase their net levy from the previous year by net new construction and the annual debt payments. That is why I find it critical to keep the annual debt payments even or a slight increase from the previous year. If our annual debt payments decrease from the previous year, that would mean that we need to reduce levy and that will directly affect our employees. Year Allowable Levy Allowable Tax Rate Approved Levy Approved Tax Rate Amount Available to Levy Limit 2022 for 2023 $21,022,125 $2.73 $20,941,066 $2.72 $81,059 2023 for 2024 $21,361,600 $2.43 $21,110,729 $2.40 $250,871 2024 for 2025 $21,996,660 $2.31 $21,713,416 $2.28 $283,244 2025 for 2026 $22,528,672 $2.14 $22,330,263 $2.12 $198,409 2026 for 2027 $23,095,543 $2.01 TBD TBD $276,487 SUMMARY OF NEW/REMOVED POSITIONS The table below shows the new positions that the County Board approved for incorporation into the FY2 7 budgets. All new positions listed below are currently included in the County Administrator FY2 7 Proposed Budget. Summary of New/Eliminated Positions Recommended by the County Administrator Description Department Budget Process or Mid-Year County Board Meeting Comments Social Worker – APS (Part-Time) DHS-MWR 2027 Budget Res. 29-26 08/11/2026 New position in the Mental Wellness & Recovery Division to assist with Adult Protective Services. Position is funded 100% with tax levy. Environmental Health Specialist (Part-Time) Public Health 2027 Budget Res. 28-26 08/11/2026 Eliminate an LTE position and convert it to Part-time (1,044 hrs). No levy funding. Funding will come from water lab fees, TN fees and FSRL fees. COUNTY ADMINISTRATOR PROPOSED BUDGET PRESENTED TO EXECUTIVE COMMITTEE Just a reminder that my recommended budget will be presented at the October 6 th Executive Committee meeting at 4:30 p.m. in Room 302. Anyone is welcome to attend. NOVEMBER BUDGET HEARING AND REGULAR COUNTY BOARD MEETINGS The budget hearing is scheduled for November 5, 2026 at 6:00 p.m. in Room 302. During this public hearing, community members will have the opportunity to share comments on the budget I have recommended to you. Once the hearing concludes, I will present the budget in the same form that was shared with the Ex ecutive Committee. At this meeting, you will be asked to make a motion to approve a balanced budget for 202 7. Please keep in mind that if you wish to make changes to the recommended budget, it must remain balanced. In other words, any added expense must be matched with a corresponding revenue source. (A balanced budget means that total expenses equal total revenues, including the property tax levy.) If you have any questions or concerns you may contact me at any time. Andy Albarado County Administrator Page 44 of 48 711 N. Bridge Street, Room 106 aalbarado@chippewacountywi.gov Ph: (715) 726-4597 Chippewa Falls, WI 54729 Fx: (715) 726-4599 Department of Administration Andy Albarado, County Administrator September 9, 2026 TO: Executive Committee County Board of Supervisors FR: Andy Albarado RE: Courthouse Security – Implementation of Hybrid Option #4 is Complete On June 11, 2024, the County Board voted "to move forward with Hybrid Option #4 as recommended by the Executive Committee and former County Board. This recommendation includes reducing the use of some entrances, without implementing a single point of entry." This memo is to inform you that this project is complete. A summary of the items that were implemented are included below. Security Enhancements – Completed Since June 2024 • Security upgrades, physical barriers, and cameras have been integrated into the LCFM and Register in Probate Department remodel projects. Both projects are now complete. • Resolution 16-24 was approved to create a new Jailer II position. We hired a second Courthouse Security Officer (Megan Olson) and established a security office on the first floor. This has greatly improved the monitoring capabilities for the Courthouse. Our other Courthouse Security Officer (Mark Hollister) continues to have an office on second floor located by the courtrooms. As a reminder, both officers report to Lt. Darrin Williams, Investigations Division. • We installed fob access on numerous doors throughout the courthouse and other county facilities. • We added fob readers to secure access to employee breakrooms in the courthouse. • The County Board approved Ordinance 01-25 and updated the language to address security of county buildings. The ordinance defines what constitutes a weapon, prohibited and required acts, and penalty and enforcement. • Items 1-5 listed below have all been completed as part of implementing Hybrid Option #4 as directed by the County Board. Attached to this memo is a floor plan diagram so it’s easier to understand which doors I am referring to. 1. Entrance #6 (near Human Resources): • Employees and the public will no longer be allowed to use these doors for routine entry into or exit from the building. • Signage was installed to direct the employees and public that it is an “Emergency Exit Only”. • Alarm monitoring with crash bars was installed to notify security personnel if someone exits. • Only law enforcement and Facilities & Parks staff will be allowed to enter/exit this door for emergency and maintenance purposes only. Use of fob access by these individuals will disengage the alarm when they exit. • Original Estimate – Install fob access so law enforcement and Facilities & Parks staff can exit, install signage and alarm monitoring with crash bars = $10,000 Page 45 of 48 711 N. Bridge Street, Room 106 aalbarado@chippewacountywi.gov Ph: (715) 726-4597 Chippewa Falls, WI 54729 Fx: (715) 726-4599 Page 2 2. Entrance #3 (near Public Health) This is the main handicap entrance to the courthouse. a. Stairwell Door B1 (from the first-floor hallway) • This stairwell door is now closed to the public so they can’t immediately go upstairs or downstairs, which makes it easier for the Courthouse Security Officer to monitor the public entering the building. • Fob access was installed on this door so employees can enter and exit this door. • Signage was installed on 1st floor indicating "Employee Use Only." b. Fire Door/Exit Only B2 (from outside) • Previously this door was used for exiting only. There was no alarm, no key fob and no door handle on the outside. • This is now designated as “Emergency Exit Only” and equipped with an alarm. • New steel doors with no windows were installed to increase security. c. Cost Estimate for Entrance #3 • Fire Door/Exit Only B2: Original Estimate = $20,000 • Door B1 and B2: Original quote for installation of fob readers (entry/exit) for Door B1 and installation of alarm monitoring with crash bars for Door B2 = $18,000. d. Stairwell Signage • Signage was installed on 2nd floor, 3rd floor and the lower level for anyone trying to enter the stairwell. Signage indicates “Emergency Exit Only”. 3. Entrance #2 (by the Cul-de-Sac) This is located inside the stairwell by the cul-de-sac. • Previously these doors were used for exiting only. The doors had windows, no fob access and no alarm. • New steel doors without windows and no door handles on the outside were installed. • Alarm monitoring with crash bars were installed along with signage indicating it is an “Emergency Exit Only”. • Original Estimate – $20,000 4. Cameras • Converted 64 cameras to facial recognition capability by installing software with a 10-year service plan. • This system allows authorized users to upload photos for persons of interest to alert law enforcement if they are detected in our building. Camera footage is stored locally on our servers. • Installed one additional camera in the hallway by Entrance #3 for better visibility. • Installed one additional camera on 2 nd floor in the stairwell on the East end of the building by Entrance #3 (near Public Health). • Installed two additional cameras on 1st floor and 2nd floor in the stairwell by Entrance #2 (by the cul-de-sac) • Original Estimate – $66,000 Page 46 of 48 711 N. Bridge Street, Room 106 aalbarado@chippewacountywi.gov Ph: (715) 726-4597 Chippewa Falls, WI 54729 Fx: (715) 726-4599 Page 3 5. Pull Cord/Duress Alarms • We currently have about four different types of pull cords/switches making it confusing for dispatch and officers when responding to a duress alarm. The current system is also at capacity so we cannot add to it. • The entire system has been upgraded. We added hardware and increased the zones from 30 to 120 capacity, which gives us room for future growth. • The new door alarm monitoring that was installed sends a notice to both courthouse security officers and dispatch when activated. It also integrated into the new duress alarm system when emergency exits are activated. • Original Estimate – Quote = $18,000 – $20,000. The County Board approved Resolution 21-24 and 50-24 and allocated a total of $750,000 to be used towards courthouse security including the remodel of the DOA Suite. A total of $146,097 was used to fund all of the projects indicated above, which leaves a balance remaining of $603,903. The DOA suite remodel has not been completed yet. I want to thank everyone for their patient as we worked to implement the recommendations as directed by the County Board. Let me know if you have any questions. Sincerely, Andy Albarado County Administrator Attachment Page 47 of 48 Attachment Recommendations to Implement Hybrid Option #4 Page 4 Entrance #5 This is the only entrance that meets the requirements needed for a single point of entry per the architects. Note: At this time the CB does not support implementing a single point of entry. This is where the new 2nd Courthouse Security Officer will be located Entrance #6 Employees & the public will no longer be allowed to use this entrance. Alarm monitoring was installed along with signage saying “Emergency Exit Only” Entrance #3 See the diagram below for more details on Fire Door B2 & Stairwell Door B1 Entrance #2 Installed new steel doors without windows & no door handles on the outside. Installed alarm monitoring & signage indicating “Emergency Exit Only” Page 48 of 48