HomeMy WebLinkAbout2022_10_25 CC PKTCity Council
City of Brookings
Meeting Agenda - Final
Brookings City Council
Brookings City & County
Government Center
520 3rd St., Suite 230
Brookings, SD 57006
Phone: (605) 692-6281
"We are an inclusive, diverse, connected community that fuels the creative class, embraces sustainability
and pursues a complete lifestyle. We are committed to building a bright future through dedication,
generosity and authenticity. Bring your dreams!"
Council Chambers6:00 PMTuesday, October 25, 2022
The City of Brookings is committed to providing a high quality of life for its citizens and fostering a diverse
economic base through innovative thinking, strategic planning, and proactive, fiscally responsible municipal
management.
6:00 PM REGULAR MEETING
1. Call to Order / Pledge of Allegiance.
2. Record of Council Attendance.
3. Action to approve the agenda.
4. Open Forum.
At this time, any member of the public may request time on the agenda for an item not
listed or to make a brief announcement or invitation. Items will be scheduled at the end
of the meeting. Individuals are asked to state their name and address for the record.
5. Consent Agenda:
Action: Motion to Approve, Request Public Comment, Roll Call
Matters appearing on the Consent Agenda are expected to be non-controversial and will
be acted upon by the Council at one time, without discussion. At the request of any one
Council Member or the City Manager, an item may be removed from the Consent Agenda
and placed on the regular agenda whenever additional discussion on an item is
necessary. Items removed from the Consent Agenda will be discussed at the beginning
of the formal items.
5.A.ID 22-0400 Action to approve City Council meeting minutes.
10/11/2022 Minutes
10/18/2022 Minutes
Attachments:
Page 1 City of Brookings
October 25, 2022City Council Meeting Agenda - Final
6. Presentations/Reports:
6.A.ID 22-0399 Report: SDSU Student Association.
7. Contracts/Change Orders:
8. Ordinance First Readings:
No vote is required on the first reading of an Ordinance. The title of the Ordinance is
read. Public Comment and Council discussion is permitted. The date for the second
reading or public hearing is announced.
8.A.ORD 22-038 Introduction and First Reading on Ordinance 22-038, 2023 Budget
Ordinance. Second Reading and Action: November 8, 2022.
Memo
Budget-in-Brief
Budget Detail
Attachments:
8.B.ORD 22-035 Introduction and First Reading on Ordinance 22-035, an Ordinance
amending Chapter 94, Article VI, Division 5, Pertaining to Sections
94-467, 94-469, 94-470, and 94-473 for the Purposes of Amending Sign
Ordinances. Public Hearing and Action: November 8, 2022.
Memo
Ordinance - clean
Ordinance - marked
Legal Notice - City Council
Legal Notice - Planning Commission
Planning Commission Minutes
Attachments:
8.C.ORD 22-036 Introduction and First Reading on Ordinance 22-036, an Ordinance
Pertaining to an Application for a Conditional Use to Establish a Hot Mix
Asphalt Plant in an Agriculture District. Public Hearing and Action:
November 8, 2022.
Memo
Legal Notice - City Council
Legal Notice - Planning Commission
Planning Commission Minutes
Location Map
Application
Site Plan
Drawings
Attachments:
Page 2 City of Brookings
October 25, 2022City Council Meeting Agenda - Final
9. Public Hearings and Second Readings:
9.A.ORD 22-033 Second Reading and Action on Ordinance 22-033, an Ordinance
Pertaining to Vehicle Parking Spaces for Electric Vehicles in the City of
Brookings, South Dakota.
Memo
Ordinance
Agreement
Attachments:
Action: Motion to Approve, Request Public Comment, Roll Call
Legislative History
10/11/22 City Council read into the record
9.B.ORD 22-034 Second Reading and Action on Ordinance 22-034, an Ordinance
Authorizing Budget Amendment No. 9 to the 2022 Budget.
Memo
Ordinance
Attachments:
Action: Motion to Approve, Request Public Comment, Roll Call
Legislative History
10/11/22 City Council read into the record
9.C.ID 22-0410 Public Hearing and Action on a Commercial Corridor Design Review
Overlay District along 20th Street South.
Memo
Legal Notice - City Council
Legal Notice - Planning Commission
Planning Commission Minutes
Application and Checklist
Location Map
Site Plan
Landscape Plan
Renderings
Elevations
Adjacent Properties
Screening Examples
Attachments:
Action: Open & Close Public Hearing, Motion to Approve, Roll Call
10. Other Business:
10.A.RES 22-085 Action on Resolution 22-085, a Resolution Approving Special
Assessments for Snow Removal and Lawn Care.
Page 3 City of Brookings
October 25, 2022City Council Meeting Agenda - Final
Memo
Resolution
Attachments:
Action: Motion to Approve, Request Public Comment, Roll Call
10.B.ID 22-0404 Action on the 2022-2024 Teamster Local Union No. 120 Police Union
Agreement.
Memo
2022 - 2024 Police Union Agreement - clean
2022 - 2024 Police Union Agreement - marked
Attachments:
Action: Motion to Approve, Request Public Comment, Roll Call
10.C.ID 22-0407 Action on the 2022-2024 Teamster Local Union No. 120 City General
Union Agreement.
Memo
2022 - 2024 General City Union Agreement - clean
2022 - 2024 General City Union Agreement - marked
Attachments:
Action: Motion to Approve, Request Public Comment, Roll Call
11.ID 22-0412 City of Brookings Progress Report.
October Progress ReportAttachments:
12. City Council member introduction of topics for future discussion.
Any Council Member may request discussion of any topic at a future meeting. Items
cannot be added for action at this meeting. A motion and second is required which
states the topic, requested outcome, and time frame. A majority vote is required.
13. Adjourn.
Brookings City Council: Oepke G.Niemeyer, Mayor; Nick Wendell, Deputy Mayor
Council Members Wayne Avery, Joey Collins, Brianna Doran, Holly Tilton Byrne, Bonny Specker
Brookings City Council Staff:
Paul M. Briseno, City Manager Steven Britzman, City Attorney Bonnie Foster, City Clerk
Public Comment is limited to a maximum of three minutes per person during the meeting. Individuals are asked to
give their name and address for the record. Public Comment may be submitted prior to the meeting: 1) Email
comments to the City Clerk (bfoster@cityofbrookings-sd.gov), 2) participate via Zoom, or 3) via eComment
(https://cityofbrookings.legistar.com/Calendar.aspx ). Those who provide comments in any manner should
understand their comments will become part of the official record and subject to review by all parties and the
public.
Meetings are broadcast live and recorded. Go to www.cityofbrookings-sd.gov for more information. Government
Channel 9 Rebroadcast Schedule: Wednesday 1:00 pm / Thursday 7:00 pm / Friday 9:00 pm / Saturday 1:00 pm
Upon request, accommodations for meetings will be provided for persons with disabilities. Please contact Susan
Rotert, City Human Resources Director and ADA Coordinator at (605) 692-6281 at least three (3) business days in
advance of the meeting.
Page 4 City of Brookings
City of Brookings
Staff Report
Brookings City & County
Government Center, 520
Third Street
Brookings, SD 57006
(605) 692-6281 phone
(605) 692-6907 fax
File #:ID 22-0400,Version:1
Action to approve City Council meeting minutes.
Attachments:
10/11/2022 City Council Minutes
10/18/2022 City Council Minutes
City of Brookings Printed on 10/20/2022Page 1 of 1
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Brookings City Council
October 11, 2022 (unapproved)
The Brookings City Council held a meeting on Tuesday, October 11, 2022 at 5:15 PM,
at the Brookings City & County Government Center, Chambers, with the following City
Council members present: Mayor Oepke Niemeyer, Council Members Nick Wendell,
Joey Collins, Holly Tilton Byrne, Wayne Avery, Brianna Doran, and Bonny Specker.
City Manager Paul Briseno, City Attorney Steve Britzman, and City Clerk Bonnie Foster
were also present.
Agenda. A motion was made by Council Member Doran, seconded by Council Member
Collins, that the agenda be approved. The motion carried by the following vote : Yes: 6 -
Niemeyer, Collins, Tilton Byrne, Avery, Doran, and Specker; Absent: 1 – Wendell.
Budget Workshop #3. City Manager Paul Briseno, presented the proposed 2023
Budget to the City Council and public. Budget Workshop #3 focused on Outside
Agency Funding. The following outside agencies provided overviews of their requests:
Brookings Area Chamber, Visit Brookings, SDSU Student Visitor Promotion, Arts
Council, Community Band, and Dakota Community Market.
Open Forum. Jeff Struwe reminded the Council of their duties to uphold the
Constitution of the State of South Dakota and the United States of America. Susan
Struwe expressed ongoing concerns regarding COVID-19, the election, and marijuana.
Jeanette Gibbons questioned the council on ongoing communication regarding the use
of emergency use for vaccinations in response to the COVID-19 pandemic.
Consent Agenda. A motion was made by Council Member Doran, seconded by
Council Member Collins, to approve the Consent Agenda. The motion carried by the
following vote: Yes: 6 - Niemeyer, Collins, Tilton Byrne, Avery, Doran, and Specker;
Absent: 1 – Wendell.
A. Action to approve the 9/27/2022 City Council Minutes.
B. Action on appointments to the Human Rights Commission: appoint: Amanda
Fickes (term expires 1/1/2023); Carla Gatzke (term expires 1/1/2024); and Pastor Mark
Johnsen (term expires 1/1/2025).
C. Action on appointment to the Planning Commission: appoint: Kyle Jamison
(term expires 12/31/2025).
Proclamation: National Disability Employment Awareness Month. Mayor
Niemeyer presented a proclamation recognizing October as National Disability
Employment Awareness Month to Carol Jung and Matthew Weiss, members of the
Brookings Disability Awareness Committee.
MAYORAL PROCLAMATION
Whereas, National Disability Employment Awareness Month is commemorating its
77th Anniversary of educating about disability employment issues and celebrating the
contributions of America's disabled workers; and
Whereas, National Disability Employment Awareness Month is led by the U.S.
Department of Labor's Office of Disability Employment Policy, but its true spirit lies in
the observances held at the grassroots level; and
Whereas, employers of all sizes and in all industries are encouraged to participate in
National Disability Employment Awareness Month; and
Whereas, workplaces welcoming of the talents of all people, including disabled people,
are a critical part of our efforts to build an inclusive community and strong economy.
Now, Therefore, I, Oepke G. Niemeyer, Mayor of the City of Brookings, do hereby
proclaim October 2022 as Disability Employment Awareness Month, and call upon
Brookings to observe this month with appropriate programs and activities, and to
advance its important message that disabled people are equal to the task throughout
the year.
Proclamation: National Code Compliance Month. Mayor Niemeyer presented a
proclamation recognizing October as National Code Compliance Month to Sarah Keizer
and Katie Bortnem, the City of Brookings Code Enforcement Officers. Mike Struck,
Community Development Director, extended a thank you to Keizer and Bortnem for
their work on behalf of the City of Brookings.
MAYORAL PROCLAMATION
Whereas, Code Enforcement Officers provide for safety and welfare of the citizens of
Brookings through the enforcement of local codes or ordinances facing various issues
of building, zoning, housing, environmental, health and life safety; and
Whereas, Code Enforcement Officers often have a challenging and demanding role
and often do not receive recognition for the job that they do in improving the quality of
life for residents and businesses; and
Whereas, Code Enforcement Officers are dedicated professionals who share the goals
of preventing neighborhood deterioration, enhancing and ensuring safety, and
preserving property values through knowledge and application of housing, zoning, and
nuisance codes and ordinances; and
Whereas, Code Enforcement Officers often have a highly-visible role in the community
and regularly interact with a variety of state, county and local agencies, first responders,
and citizens; and
Whereas, Code Enforcement Officers are called upon to provide quality customer
service and excellence to the residents and businesses of our community; and
Whereas, Brookings recognizes the benefits Code Enforcement Officers provide by
keeping our city clean and safe.
Now, Therefore, I, Oepke G. Niemeyer, Mayor of the City of Brookings, do hereby
proclaim October as National Code Compliance Month.
Report: SDSU Student Association. SDSU Student Association Government Affairs
Chair, Erika Van Nieuwenhuyse, provided an update on SDS U happenings to the City
Council.
Resolution 22-084. A motion was made by Council Member Avery, seconded by
Council Member Specker, that Resolution 22-084, a Resolution Authorizing Change
Order No. 1 for 2021-02STA 15th Street South and 7th Avenue South Construction
Project; Bowes Construction, Inc., be approved. The motion carried by the following
vote: Yes: 6 - Niemeyer, Collins, Tilton Byrne, Avery, Doran, and Specker; Absent: 1 –
Wendell.
Resolution 22-084 - Resolution Authorizing Change Order No. 1, for 2021-02STA 15th
Street South and 7th Avenue South Construction Project; Bowes Construction, Inc.
Be It Resolved by the City Council that the following change order be allowed for
2021-02STA 15th Street South and 7th Avenue South Construction Project:
Construction Change Order Number 1: Adjust plan quantities to include additional
work. The work being added includes extension of the south project limits to include the
intersection of 7th Avenue and Remington Drive. The total price increase in the contract
for these changes is $70,285.35.
FIRST READING – Ordinance 22-033. Introduction and First Reading was held on
Ordinance 22-033, an Ordinance Pertaining to Vehicle Parking Spaces for Electric
Vehicles in the City of Brookings, South Dakota. Second Reading and Action: October
25, 2022.
FIRST READING – Ordinance 22-034. Introduction and First Reading was held on
Ordinance 22-034, an Ordinance Authorizing Budget Amendment No. 9 to the 2022
Budget. Second Reading and Action: October 25, 2022.
(Council Member Wendell arrived at 6:59 p.m.)
Temporary Alcohol Application. A public hearing was held on a Temporary Alcohol
Application from SDSU Foundation / Sodexo, to operate within the City of Brookings,
South Dakota for SDSU Alumni Activities on October 27-29, 2022 at the SDSU Alumni
Center, 815 Medary Avenue. A motion was made by Council Member Doran, seconded
by Council Member Collins, that the Temporary Alcohol Application be approved.
The motion carried by the following vote: Yes: 6 - Niemeyer, Wendell, Collins, Avery,
Doran, and Specker; Recuse: 1 - Tilton Byrne.
Resolution 22-083. A motion was made by Council Member Tilton Byrne, seconded by
Council Member Doran, that Resolution 22-083, a Resolution Amending the
Consolidated Fee Schedule, be approved. The motion carried by the following vote:
Yes: 7 - Niemeyer, Wendell, Collins, Tilton Byrne, Avery, Doran, and Specker.
Resolution 22-083 - Resolution Amending the Consolidated Fee Schedule
Whereas, the adopted Municipal Code and City Policies make references to fees
charged; and
Whereas, it is prudent that the fees be reviewed for cost effectiveness.
Now, Therefore, Be It Resolved, that the City of Brookings hereby adopts the following
amendments to the Consolidated Fee Schedule
Description Fee
Animal Control Fees:
City License Fee (Altered) $ 5.00
City License Fee (Unaltered) $ 25.00
Euthanasia Fee $ 60.00
Testing Fee $ 65.00
Live Trap Deposit $150.00
Adjourn. A motion was made by Council Member Tilton Byrne, seconded by Council
Member Doran, that this meeting be adjourned at 7:06 p.m. The motion carried by a
unanimous vote.
CITY OF BROOKINGS, SD
Oepke G. Niemeyer, Mayor
ATTEST:
Bonnie Foster, City Clerk
City of Brookings Volunteer List – Resolution 16-025
(Addendum to the October 11, 2022 City Council Minutes.)
Brookings City Library Volunteers: Cheryl Riley, Sarah Schultz; Brookings City Fire Department
Volunteers: Major Anderson, John Austin, Kevin Banken, Alex Berkness, Pete Bolzer, Cory Braun,
Derek Brown, Dan Bruna, Nick Casstevens, Bret Christianson, Tom Coughlin, Mandi Cramer, Roger
DeBates, Scott Hallan, Jacob Hanson, Bill Hardin, Troy Herrig, Kevin Hilmoe, Dalton Holm, Ryan Keenan,
Dave Koch, Dan Kriese, Jim Kriese, Brett Lawrence, Brandon Long, Jaque Mann, Joshua Mann, Lori
Mergen, Nick Oines, Steven Rensink, Connor Ringling, Jared Runge, Tim Rynearson, Rob Schuneman,
Jeremy Scott, Jesse Seas, Joseph Sheeley, Lucas Speakman, Sean Staples – new – effective 10/11/22,
Charles Stephenson, Shannon Stuefen, Curt Teal, Anthony Teesdale, Nathan Vandersnick, Joshua Van
Diepen, Adam Vaux; Brookings City Police Department Reserve Unit: Mark Anawski, Justin Borns,
Andrew Erickson, Zach Erickson, Josh Henslin, Matthew Luebbert, Jaque Mann, Joshua Mann, Cora
Olson, Gerrit Williams-Ponto, Ben Quam, Lisa Walterman; Brookings City Park & Recreation
Volunteers: Jason Bain, Andrew Carlson, Staci Carlson, Julio Castillon, Kaily DeFino, Earl Early, Daniel
Forester, Nathan Hilbrands, Tayler Kneip, Tyler Koch, Mark Kreie, Shane Kuehl, Brian Kvamme, Robb
McClemans, Taylor Nickerson, Justin Palmer, Natasha Raguse, Eric Rasmussen, Joseph Schumacher,
Carly Shutt, Lowell Shutt, Kristen Uilk
Brookings City Council
October 18, 2022 (unapproved)
The Brookings City Council held a Study Session on Tuesday, October 18, 2022 at 5:30
PM, at the Brookings City & County Government Center Community Room with the
following City Council members present: Mayor Oepke Niemeyer, Council Members
Nick Wendell, Joey Collins, Holly Tilton Byrne, Wayne Avery, Brianna Doran, and
Bonny Specker. City Manager Paul Briseno, City Attorney Steve Britzman, and City
Clerk Bonnie Foster were also present.
Agenda. A motion was made by Council Member Wendell, seconded by Council
Member Tilton Byrne, that the agenda be approved. The motion carried by the
following vote: Yes: 7 - Niemeyer, Wendell, Collins, Tilton Byrne, Avery, Doran, and
Specker.
Outside Agency Funding. City Manager Paul Briseno presented outside agency
funding recommendations to the City Council and public. The following outside
agencies provided overviews of their requests: Brookings Economic Development
Corporation, the Research Park at SDSU, and Brookings School District.
Brookings Scholarship Program. Discussion was held on the Scholarship Program.
SDSU Foundation and BEDC shared information on their efforts with this new program.
Open Forum portion of the City Council Meeting. Discussion was held on potential
changes to the Open Forum portion of the City Council meeting.
Adjourn.A motion was made by Council Member Tilton Byrne, seconded by Council
Member Doran, that this meeting be adjourned at 7:23 p.m. The motion carried by a
unanimous vote.
CITY OF BROOKINGS, SD
__________________________
Oepke G. Niemeyer, Mayor
ATTEST:
__________________________
Bonnie Foster, City Clerk
City of Brookings
Staff Report
Brookings City & County
Government Center, 520
Third Street
Brookings, SD 57006
(605) 692-6281 phone
(605) 692-6907 fax
File #:ID 22-0399,Version:1
Report: SDSU Student Association.
Summary:
SDSU SA Government Affairs Chair, Erika Van Nieuwenhuyse, will provide an update on SDSU
happenings to the City Council and members of the public.
Erika is a Senior Political Science Major with minors in Legal Studies and Philosophy. She plans to
attend law school following graduation from SDSU in May 2023. She has always enjoyed learning
about government and has been involved in state government since her freshman year at SDSU by
interning for both the SD House of Representatives, and most recently, Governor Noem.
The Students' Association is comprised of all General Activity Fee-paying students at South Dakota
State University. The Students' Association Senate is the official student government organization at
SDSU, consisting of 26 senators representing each of the academic colleges and the student body
president and vice president.
The Students' Association Senate serves as a representative body to bring the voice of SDSU
students to university administration, faculty, staff, state legislators and the South Dakota Board of
Regents of Higher Education. The Students' Association also allocates student fee funds to support
various campus entities, facilities and many student organizations.
SDSU SA Website:<https://www.sdstate.edu/students-association>
City of Brookings Printed on 10/20/2022Page 1 of 1
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City of Brookings
Staff Report
Brookings City & County
Government Center, 520
Third Street
Brookings, SD 57006
(605) 692-6281 phone
(605) 692-6907 fax
File #:ORD 22-038,Version:1
Introduction and First Reading on Ordinance 22-038, 2023 Budget Ordinance. Second Reading and
Action: November 8, 2022.
Summary:
The City of Brookings adopts a budget on an annual basis. A series of workshops were held to
ensure a transparent and engaging budget process. Staff presents a balanced and sustainable
proposed 2023 budget of $61,718,431, which is an increase of $8.9 million, or 17% from the 2022
budget.
Recommendation:
Staff recommends approval.
Attachments:
Memo
Ordinance
Budget-In-Brief
Budget Detail
City of Brookings Printed on 10/21/2022Page 1 of 1
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City Council Agenda Memo
From: Erick Rangel, Chief Financial Officer
Council Meeting: October 25, 2022 / November 8, 2022
Subject: Ordinance 22-038: 2023 Budget Ordinance
Presenter(s): Erick Rangel, Chief Financial Officer
Summary:
The City of Brookings adopts a budget on an annual basis. A series of workshops were
held to ensure a transparent and engaging budget process. Staff presents a balanced
and sustainable proposed 2023 budget of $61,718,431, which is an increase of $8.9
million, or 17% from the 2022 budget.
Background:
The City of Brookings adopts a budget on an annual basis to set the strategic direction
for the upcoming year. At the completion of the eight (8) month development and
adoption process, the budget serves as a policy tool, operations guide, financial plan,
and communications device.
To ensure a transparent and engaging budget process, the City held a series of
workshops. Budget Workshop #1 was held on September 13th and focused on a budget
overview, operating budgets, and outside agencies. The second budget workshop on
September 27th discussed the 10-year Capital Improvement Plan and the Consolidated
Fee Schedule. Subsequent workshops were held on October 11th and 18th to discuss
outside agency funding in greater detail.
The first reading of the budget ordinance is scheduled for October 25 th. The second
reading of the budget ordinance and the adoption of the 10-year Capital Improvement
Plan and the Consolidated Fee Schedule will be November 8th. The November 23rd
Council Meeting date has been identified as a contingency date, if a third reading of the
budget ordinance is necessary.
Staff has broken down the budget into four (4) primary components for the City Council:
General Fund, Special Revenue/Debt Service Funds, Enterprise Funds, and Capital
Improvement Plan. The General Fund encompasses the primary City operations such
as public safety, public works functions, and parks, recreation, and forestry, which
contribute to Brookings high quality of life, strong neighborhoods, and safe and
welcoming community. The 10-year Capital Improvement Plan shows one-time
purchases, generally over $25,000, over the upcoming 10-year window. Special
revenue funds must be used for specific purposes, which are legally restricted or
committed. Enterprise funds are meant to operate in a business manner, focusing on
cost recovery.
Item Details:
The 2023 Budget includes a proposed balanced General Fund of $19,170,384. The
budget is considered balanced, as revenues are equal to expenditures. Public safety,
public works, and parks, recreation, and forestry account for approximately 67% of the
General Fund. Sales tax, property tax, and transfers account for approximate ly 83% of
General Fund Revenue.
Special Revenue / Debt Service Funds total $8.9 million. Project-heavy Storm Drainage
and Special Assessment Funds, in addition to the Swiftel Center, account for 57% of
Special Revenue / Debt Service Funds expenditures. The E-911 Fund accounts for
11% of these funds expenditures.
Enterprise Funds total $19.1 million for 2023. It is important to note that all liquor pass-
through revenues and expenses (approximately $8.3 million) flow through the Liquor
Fund. In total, Enterprise Funds are proposed to operate at a surplus of $36,502 after
transfers in 2023.
The Capital Improvement Plan (CIP) maintains / replaces existing facilities, vehicles,
and equipment while providing no additions. The 2023 CIP expenditures are proposed
to be $14.5 million. Debt service, street / airport, and parks / recreation account for
approximately 81% of total CIP expenditures. Sixty-nine percent (69%) of CIP revenue
comes from 2nd Penny Sales Tax. In 2023, The City will utilize Surface Transportation
Program Funds from the State of South Dakota in the amount of $3,455,000 for the
second phase of 22nd Avenue improvements.
In addition to the 22nd Avenue project, major projects / expenditures for 2023 include the
Larson Ice Arena dehumidification system, a pickle ball court at Hillcrest Park, Police
Department vehicles, Fire Department self -contained breathing apparatus, Little Tykes
playground equipment at four sites, and improvements to the Pioneer Park Band Shell.
While the CIP appears to be balanced over the next 10 years, strategic decisions will be
needed in the future considering a $1 million annual payment through 2027 for the
Performing Arts Center, construction / upgrade of the Public Safety Center, aging
equipment and infrastructure, and widespread maintenance and upgrade nee ds of
existing City facilities.
Legal Consideration:
The budget process is dictated by code, policy, and state law.
Strategic Plan Consideration:
The 2023 Budget is a product of extensive engagement between city employees,
community stakeholders, and City Council with the goal of allocating funds using the 5
following Strategic Plan Areas as main prioritization guidelines: Fiscal Responsibility;
Safe, Inclusive, Connected Community; Service and Innovation Excellence;
Sustainability; and Economic Growth.
Financial Consideration:
City staff will present balanced budgets which promote a sustainable future and help the
community achieve its dreams.
Options and Recommendation:
The City Council has the following options:
1. Approve as presented
2. Amend
3. Deny
4. Move the item to a Study Session
5. Discuss / take no action / table
Staff recommends approval of the resolution as presented.
Supporting Documentation:
Memo
Ordinance
Budget-In Brief
Budget Detail
ELECTED OFFICIALS
CITY MANAGER
CITYWIDE STAFFING
2023 BUDGET IN
BRIEF
$
$$
S U S T A I NABILITY
INN
O
VATIV
E
&
S
E
RVI
CEOFEXCELLENCEECONOMICGROWTHFISCAL
RESPONSIBILITY S A F E ,I N C L U SIVE&CONNECTEDCOMMUNITYBUDGET HIGHLIGHTS
Paul Briseno
Mayor - Oepke “Ope” Niemeyer
Deputy Mayor - Nick Wendell
Council Member - Bonny Specker
Council Member - Joey Collins
Council Member - Wayne Avery
Council Member - Holly Tilton Byrne
Council Member - Brianna Doran
BROOKINGS BUDGET
2023 BUDGET
– 2023 Budget is over $8.8 million
more than 2022
• Strong Revenue Growth
• Large Capital Projects
• Staffing
SALES TAX REVENUE
– 10% growth expected for 2022
– 2% growth estimated for 2023 Budget
ADDITIONAL STAFF
– Assistant to the City Manager
– Solid Waste Equipment Operator
– Parks Technician
INITIATIVES
– Employee Development
– Facility Enhancements
– Software Improvements
The City of Brookings adopts a budget on an annual basis
to set the strategic direction for the upcoming year.
The budget serves as a policy tool, operations guide,
financial plan, and communications device while aligning
with City Council’s five (5) focus areas.
BRING YOUR DREAMS.
153 EMPLOYEESCITY MANAGER5 8.5
33.5
COMMUNITY DEVEL0PMENTLIQUOR STORE4 2
CITY CLERKPUBLIC WORKSFIRE DEPARTMENTPARKS, REC., FORESTRYLIBRARY10
23
4
FINANCE4 5
54
HUMAN RESOURCESPOLICE DEPARTMENT
25% Public Works19% Parks, Rec. & Forestry7% Library2% Other3% Appropriations/Subsidies15% Finance & Administration5% Fire24% PoliceHOW EACH IS SPENT $
BUDGET SUMMARY PROJECTS
22nd Ave. Construction Phase II
Hillcrest - Pickleball Court
Police Department Vehicles
Little Tykes (4 Sites)
Pioneer Park Bandshell
Larson Ice Arena
Dehumidification System
Fire Department
Self-Contained Breathing Apparatus
GENERAL FUND REVENUE
Total Budget
General Fund Revenue
General Fund Expenditures
$61,589,020
$19,140,974
$19,140,974
CAPITAL IMPROVEMENT
$14.5 M
23%
SPECIAL REVENUE
ENTERPRISE GENERAL FUND
15%
31%31%
$
$
$
$9 M
$19 M $19.1 M
$
19,140,974
45%
5%
8%
4%
18%
20%PROPERTY TAX
SALES TAX
OTHER
DEPARTMENTAL
INTERGOVERNMENTAL
TRANSFERS
GENERAL FUND EXPENDITURES
CITY $759
COUNTY $1,268
SCHOOLS $2,706
16%
27%
57%
$300,000 HOME
with $4,733 in TAXES
I S H OPPING IN
WHERE DO
PROPERTY
TAXES GO?DID Y O U KNOW?
City of Brookings2023 AppropriationsBudget Budget2020 2021 2022 2023 Change ChangeActual Actual Adopted Requested + /(‐)%Non‐Departmental Revenue101‐000‐4‐111‐01 Current Real Estate Taxes 3,355,027 3,549,398 3,659,001 3,814,322 155,321 4.24%101‐000‐4‐111‐02 Delinquent Real Estate Taxes 2,021 875 7,000 940 (6,060) ‐86.57%101‐000‐4‐111‐07 Mobile Home Taxes 34,839 35,495 31,000 34,000 3,000 9.68%101‐000‐4‐111‐09 Bank Franchise Taxes 61,328 65,249 55,000 66,000 11,000 20.00%101‐000‐4‐113‐00 1st Penny Sales & Use Tax 7,134,701 7,697,851 7,305,390 8,520,246 1,214,856 16.63%101‐000‐4‐119‐01 Taxes/Penalties 5,435 3,714 3,500 3,600 100 2.86%101‐000‐4‐221‐01 Licenses/Liquor 33,400 33,250 32,500 33,000 500 1.54%101‐000‐4‐221‐02 Licenses/Malt 7,950 7,600 7,500 7,500 ‐ 0.00%101‐000‐4‐221‐05 Licenses/Wine 13,000 13,800 10,500 12,000 1,500 14.29%101‐000‐4‐221‐08 Licenses/Temporary Liquor 450 4,150 2,000 3,000 1,000 50.00%101‐000‐4‐221‐09 Licenses/Liquor Transfers 750 375 400 400 ‐ 0.00%101‐000‐4‐221‐10 Licenses/Video Lottery 12,100 16,300 8,500 15,000 6,500 76.47%101‐000‐4‐221‐11 Licenses/Temporary Merchants 270 3,800 4,500 4,000 (500) ‐11.11%101‐000‐4‐221‐12 Licenses/Plumbers 857 456 800 700 (100) ‐12.50%101‐000‐4‐221‐13 Licenses/Miscellaneous 1,468 1,701 1,500 1,600 100 6.67%101‐000‐4‐221‐14 Licenses/Transient Merchants 1,750 500 600 650 50 8.33%101‐000‐4‐221‐15 Licenses/Med Marijuana‐ 10,000 ‐ 5,000 5,000 0.00%101‐000‐4‐334‐01 CRF Reimbursements 3,438,071 ‐ ‐ ‐ ‐ 0.00%101‐000‐4‐335‐03 State Liquor Tax 159,267 161,547 143,000 160,000 17,000 11.89%101‐000‐4‐335‐04 State/Hwy & Bridge Tax 360,541 370,654 330,000 340,000 10,000 3.03%101‐000‐4‐335‐08 State/Amusement Tax 1,128 ‐ 1,400 1,400 ‐ 0.00%101‐000‐4‐338‐01 County/Hwy & Bridge Tax 127,626 130,262 125,000 127,000 2,000 1.60%101‐000‐4‐338‐03 County/Wheel Tax 63,133 66,677 64,000 65,000 1,000 1.56%101‐000‐4‐338‐04 County/Road Tax 3,979 3,979 4,000 3,979 (21) ‐0.54%101‐000‐4‐381‐97 OA Mkrup/Brewpds‐ 4,810 4,500 4,500 ‐ 0.00%101‐000‐4‐381‐98 Markup 10%/OA Beer‐ 587,002 535,000 580,000 45,000 8.41%101‐000‐4‐381‐99 Markup 11%/OA Wine‐Liquor‐ 229,812 195,000 230,000 35,000 17.95%101‐000‐4‐441‐09 Miscellaneous 384 465 500 500 ‐ 0.00%101‐000‐4‐446‐08 Reimbursed Expense‐ ‐ 500 100 (400) ‐80.00%Req vs PY AdoptedAccount Number Description
City of Brookings2023 AppropriationsBudget Budget2020 2021 2022 2023 Change ChangeActual Actual Adopted Requested + /(‐)%Req vs PY AdoptedAccount Number DescriptionNon‐Departmental Revenue, contd.101‐000‐4‐661‐00 Interest Income (19,073) (7,045) 2,000 6,000 4,000 200.00%101‐000‐4‐661‐01 Money Market Interest Income 82,747 4,075 16,667 38,000 21,333 128.00%101‐000‐4‐661‐02 Tax Increment Interest 105,902 ‐ ‐ 17,168 17,168 0.00%101‐000‐4‐662‐12 Cell Tower Rental 50,828 50,314 46,000 50,000 4,000 8.70%101‐000‐4‐665‐00 Gain on sale of ind land 507,074 ‐ ‐ ‐ ‐ 0.00%101‐000‐4‐669‐00 Franchise Fees 175,440 172,927 180,000 165,000 (15,000) ‐8.33%101‐000‐4‐669‐08 Workers Compensation Refund‐ ‐ ‐ ‐ ‐ 0.00%Total Revenue 15,722,394 13,219,991 12,777,258 14,310,605 ‐ 1,533,347 12.00%101‐000‐6‐700‐00 Transfer in to General Fund 326,642 41,000 ‐ 49,657 49,657 0.00%101‐000‐6‐700‐01 Transfer in from Liquor Fund 421,557 380,000 380,000 345,000 (35,000) ‐9.21%101‐000‐6‐700‐02 Transfer in from Landfill 700,000 479,833 469,345 324,067 (145,278) ‐30.95%101‐000‐6‐700‐03 Transfer In 75% S&U Tax‐ 93,260 ‐ 89,409 89,409 0.00%101‐000‐6‐700‐05 Transfer in from Res & Tech 73,207 45,501 38,270 39,501 1,231 3.22%101‐000‐6‐700‐08 Transfer in from BMU 2,405,000 2,455,000 2,505,000 2,555,000 50,000 2.00%101‐000‐6‐700‐20 Transfer TIF Revenue‐ 134,277 146,733 137,896 (8,837) ‐6.02%Total Transfers In 3,926,406 3,628,871 3,539,348 3,540,531 ‐ 1,182 0.03%Total Revenue & Transfers In101‐000‐7‐899‐05 Transfer Out 2,346,000 2,234,064 1,100,000 29,409 (1,070,591) ‐97.33%Total Transfers Out 2,346,000 2,234,064 1,100,000 29,409 ‐ (1,070,591) ‐97.33%
City of Brookings2023 AppropriationsBudget Budget2020 2021 2022 2023 Change ChangeActual Actual Adopted Requested + /(‐)%Req vs PY AdoptedAccount Number DescriptionMayor & Council101‐401‐5‐101‐00 Regular Pay 56,550 53,175 55,950 55,950 ‐ 0.00%101‐401‐5‐101‐08 Technology Allowance 3,900 4,150 4,200 4,200 ‐ 0.00%101‐401‐5‐120‐00 FICA 4,625 4,386 4,601 4,601 ‐ 0.00%101‐401‐5‐123‐00 Group Insurance 94 82 117 117 ‐ 0.00%101‐401‐5‐130‐00 Workmans Compensation 79 39 58 67 9 14.82%Total Personnel Services 65,248 61,832 64,927 64,935 ‐ 9 0.01%101‐401‐5‐422‐03 Consulting/Engineering‐ 19,719 15,000 15,000 ‐ 0.00%101‐401‐5‐423‐05 Advertising/Promotion Expense‐ 450 ‐ ‐ ‐ 0.00%101‐401‐5‐426‐01 Office Supplies 488 2,224 2,200 2,200 ‐ 0.00%101‐401‐5‐427‐01 Travel & Lodging 1,446 1,307 12,000 12,000 ‐ 0.00%101‐401‐5‐427‐02 Registration & Training 100 73 3,500 3,500 ‐ 0.00%101‐401‐5‐428‐01 Telephone 32 1,001 100 100 ‐ 0.00%101‐401‐5‐429‐00 Miscellaneous 1,263 1,201 2,000 2,000 ‐ 0.00%101‐401‐5‐429‐01 Membership & Dues 1,953 2,004 2,200 2,200 ‐ 0.00%101‐401‐5‐429‐02 Council Administrative Expense‐ 275 ‐ ‐ ‐ 0.00%101‐401‐5‐856‐29 Special Initiatives 136 7,048 3,500 12,000 8,500 242.86%101‐401‐5‐856‐63 Volunteer Recognition‐ 3,694 3,500 ‐ (3,500) ‐100.00%101‐401‐5‐950‐10 IT Capital less than $5000‐ ‐ ‐ ‐ ‐ 0.00%Total Other Expenditures 5,417 38,996 44,000 49,000 ‐ 5,000 11.36%Total Expenditures 70,665 100,828 108,927 113,935 ‐ 5,009 4.60%
City of Brookings2023 AppropriationsBudget Budget2020 2021 2022 2023 Change ChangeActual Actual Adopted Requested + /(‐)%Req vs PY AdoptedAccount Number DescriptionCity Clerk101‐403‐4‐441‐08 Reimbursed Expense 11,742 9,862 3,000 3,000 ‐ 0.00%Total Revenue 11,742 9,862 3,000 3,000 ‐ ‐ 0.00%101‐403‐5‐101‐00 Regular Pay 73,641 105,725 106,179 131,924 25,745 24.25%101‐403‐5‐101‐01 Temporary Pay 4,075 1,736 ‐ ‐ ‐ 0.00%101‐403‐5‐101‐04 Overttime Pay 207 ‐ 900 900 ‐ 0.00%101‐403‐5‐101‐10 Wellness‐ ‐ 450 300 (150) ‐33.33%101‐403‐5‐120‐00 FICA 5,404 7,430 8,226 10,184 1,958 23.80%101‐403‐5‐121‐09 Retirement 4,425 6,208 6,452 7,987 1,536 23.80%101‐403‐5‐123‐00 Group Insurance 16,259 22,467 25,468 36,475 11,006 43.22%101‐403‐5‐130‐00 Workmans Compensation 111 61 90 98 8 8.70%Total Personnel Services 104,122 143,627 147,765 187,868 ‐ 40,103 27.14%101‐403‐5‐421‐00 Insurance 3 ‐ ‐ ‐ ‐ 0.00%101‐403‐5‐422‐07 Contracting Services‐ 51,089 ‐ ‐ ‐ 0.00%101‐403‐5‐422‐11 Software Services‐ 10,411 51,017 59,012 7,995 15.67%101‐403‐5‐423‐01 Publication & Recording Fees 12,455 14,097 28,000 30,000 2,000 7.14%101‐403‐5‐423‐03 Ordinance & Codification Fees 2,353 5,605 6,000 6,500 500 8.33%101‐403‐5‐425‐01 Maintenance Office Equipment 4,978 236 3,000 3,000 ‐ 0.00%101‐403‐5‐426‐01 Office Supplies 1,859 6,059 3,000 3,000 ‐ 0.00%101‐403‐5‐426‐02 Election Expense 14,988 16,988 21,000 21,000 ‐ 0.00%101‐403‐5‐427‐01 Travel & Lodging 616 30 3,200 6,500 3,300 103.13%101‐403‐5‐427‐02 Registration & Training 1,289 154 2,000 2,500 500 25.00%101‐403‐5‐428‐01 Telephone 2,126 2,615 1,500 1,500 ‐ 0.00%101‐403‐5‐428‐02 Public Education Human Rights 1 ‐ ‐ ‐ ‐ 0.00%101‐403‐5‐428‐04 Public Education Disability 36 ‐ ‐ ‐ ‐ 0.00%101‐403‐5‐429‐01 Membership & Dues 240 330 750 750 ‐ 0.00%101‐403‐5‐429‐02 Council Administrative Expense‐ 1,835 ‐ ‐ ‐ 0.00%Total Other Expenditures 40,944 109,448 119,467 133,762 ‐ 14,295 11.97%Total Expenditures 145,066 253,076 267,232 321,630 ‐ 54,398 20.36%
City of Brookings2023 AppropriationsBudget Budget2020 2021 2022 2023 Change ChangeActual Actual Adopted Requested + /(‐)%Req vs PY AdoptedAccount Number DescriptionNon‐Departmental 101‐405‐4‐381‐11 Sales/OA‐Wine Liquor 1,775,795 (186) ‐ ‐ ‐ 0.00%101‐405‐4‐381‐31 Sales/OA Beer 5,567,125 (30) ‐ ‐ ‐ 0.00%101‐405‐4‐381‐97 OA Mkrup/Brewpds 4,948 ‐ ‐ ‐ ‐ 0.00%101‐405‐4‐381‐98 Markup 10%/OA Beer 557,599 ‐ ‐ ‐ ‐ 0.00%101‐405‐4‐381‐99 Markup 11%/OA Wine‐Liquor 195,808 ‐ ‐ ‐ ‐ 0.00%101‐405‐4‐441‐08 Reimbursed Expense 7,170 ‐ ‐ ‐ ‐ 0.00%Total Revenue 8,108,446 (216) ‐ ‐ ‐ ‐ 0.00%101‐405‐5‐121‐11 Retirement Payout Expense‐ ‐ ‐ ‐ ‐ 0.00%101‐405‐5‐421‐05 Unemployment Claims 22,028 (9,259) ‐ ‐ ‐ 0.00%101‐405‐5‐422‐03 Consulting/Engineering 16,500 3,934 ‐ ‐ ‐ 0.00%101‐405‐5‐422‐07 Televised Contracting Services 26,413 (5,793) ‐ ‐ ‐ 0.00%101‐405‐5‐422‐08 Website Contracted Services 8,024 849 ‐ ‐ ‐ 0.00%101‐405‐5‐429‐00 Miscellaneous Expense ‐ COV19 451,166 203,943 ‐ ‐ ‐ 0.00%101‐405‐5‐429‐01 Membership Dues 21,645 22,139 23,900 24,450 550 2.30%101‐405‐5‐429‐03 Emergency Event Expense‐ ‐ ‐ ‐ ‐ 0.00%101‐405‐5‐429‐09 Miscellaneous 7,257 467,034 2,500 2,625 125 5.00%101‐405‐5‐429‐18 Bad Debt Expense 234 ‐ ‐ ‐ ‐ 0.00%101‐405‐5‐852‐07 OA Purchases‐Wine Liquor 1,784,930 (5,514) ‐ ‐ ‐ 0.00%101‐405‐5‐852‐08 OA‐Purchases Beer/Malt Beer 5,484,432 ‐ ‐ ‐ ‐ 0.00%101‐405‐5‐856‐45 Employee Recognition 14,373 ‐ ‐ ‐ ‐ 0.00%101‐405‐5‐856‐62 Wellness Promotion 5,090 ‐ ‐ ‐ ‐ 0.00%101‐405‐5‐856‐99 Contingency Fund‐ ‐ 99,677 275,112 175,435 176.00%Total Expenditures 7,842,091 677,334 126,077 302,187 ‐ 176,110 139.69%
City of Brookings2023 AppropriationsBudget Budget2020 2021 2022 2023 Change ChangeActual Actual Adopted Requested + /(‐)%Req vs PY AdoptedAccount Number DescriptionCity Manager101‐406‐5‐101‐00 Regular Pay 373,713 400,404 406,129 512,490 106,361 26.19%101‐406‐5‐101‐01 Temporary Pay 17,532 234 ‐ 16,068 16,068 0.00%101‐406‐5‐101‐04 Overtime Pay 32 ‐ ‐ ‐ ‐ 0.00%101‐406‐5‐101‐06 Car Allowance 8,400 8,400 8,400 8,400 ‐ 0.00%101‐406‐5‐101‐10 Wellness Benefit 200 150 600 400 (200) ‐33.33%101‐406‐5‐120‐00 FICA 28,272 29,034 31,757 41,108 9,351 29.44%101‐406‐5‐121‐09 Retirement 30,132 31,713 32,864 43,104 10,239 31.16%101‐406‐5‐123‐00 Group Insurance 47,374 47,644 54,270 63,074 8,804 16.22%101‐406‐5‐130‐00 Workmans Compensation 477 288 424 503 80 18.79%Total Personnel Services 506,133 517,867 534,445 685,147 ‐ 150,702 28.20%101‐406‐5‐422‐07 Contracting Services 3,970 29,521 1,000 1,000 ‐ 0.00%101‐406‐5‐423‐01 Advertising & Marketing 8,840 22,667 11,000 12,100 1,100 10.00%101‐406‐5‐426‐01 Office Supplies 2,378 3,005 3,000 3,150 150 5.00%101‐406‐5‐427‐01 Travel & Lodging 987 3,595 10,000 10,500 500 5.00%101‐406‐5‐427‐02 Registration & Training 3,906 7,256 9,000 9,450 450 5.00%101‐406‐5‐427‐04 Networking Related Expense 2,901 4,055 7,000 7,350 350 5.00%101‐406‐5‐428‐01 Telephone 5,378 1,507 2,565 2,200 (365) ‐14.23%101‐406‐5‐429‐01 Membership & Dues 443 ‐ ‐ ‐ ‐ 0.00%101‐406‐5‐429‐09 Miscellaneous 2,660 362 5,000 5,250 250 5.00%101‐406‐5‐950‐01 Capital less than $5000‐ 610 ‐ ‐ ‐ 0.00%Total Other Expenditures 31,462 72,578 48,565 51,000 ‐ 2,435 5.01%Total Expenditures 537,595 590,446 583,010 736,147 ‐ 153,137 26.27%
City of Brookings2023 AppropriationsBudget Budget2020 2021 2022 2023 Change ChangeActual Actual Adopted Requested + /(‐)%Req vs PY AdoptedAccount Number DescriptionCity Attorney101‐412‐4‐669‐02 Miscellaneous/Refunds 8,104 ‐ ‐ ‐ ‐ 0.00%Total Revenue 8,104 ‐ ‐ ‐ ‐ ‐ 0.00%101‐412‐5‐422‐07 Contracted Services 97,162 104,106 102,000 107,100 5,100 5.00%101‐412‐5‐422‐08 Litigation Expense 75,085 1,488 10,000 10,500 500 5.00%101‐412‐5‐427‐01 Travel & Lodging 1,512 1,548 3,000 3,150 150 5.00%101‐412‐5‐427‐02 Registration & Training‐ 1,190 1,000 1,050 50 5.00%Total Expenditures 173,759 108,332 116,000 121,800 ‐ 5,800 5.00%Human Resources101‐414‐4‐441‐08 Reimbursed Expense 2,391 5,228 2,000 2,000 ‐ 0.00%101‐414‐4‐446‐11 HRC Donations‐ (1,000) ‐ ‐ ‐ 0.00%Total Revenue 2,391 4,228 2,000 2,000 ‐ ‐ 0.00%101‐414‐5‐101‐00 Regular Pay 203,168 216,142 217,124 232,578 15,454 7.12%101‐414‐5‐101‐04 Overtime 186 12 1,000 750 (250) ‐25.00%101‐414‐5‐101‐10 Wellness 250 275 600 600 ‐ 0.00%101‐414‐5‐120‐00 FICA 14,701 15,666 16,732 17,896 1,163 6.95%101‐414‐5‐121‐09 Retirement 12,189 12,921 13,123 14,036 912 6.95%101‐414‐5‐123‐00 Group Insurance 24,666 28,787 37,714 41,517 3,803 10.08%101‐414‐5‐130‐00 Workmans Compensation 282 151 223 267 45 20.12%101‐414‐5‐135‐00 Employee Assistance Program 2,738 6,084 6,500 6,500 ‐ 0.00%Total Personnel Services 258,178 280,039 293,016 314,144 ‐ 21,127 7.21%
City of Brookings2023 AppropriationsBudget Budget2020 2021 2022 2023 Change ChangeActual Actual Adopted Requested + /(‐)%Req vs PY AdoptedAccount Number DescriptionHuman Resource, contd. 101‐414‐5‐421‐00 Insurance 3 ‐ ‐ ‐ ‐ 0.00%101‐414‐5‐421‐05 Unemployment Claims‐ (671) 3,000 3,000 ‐ 0.00%101‐414‐5‐422‐03 Consulting & Engineering 46,332 51,707 15,000 18,250 3,250 21.67%101‐414‐5‐422‐07 Software Services‐ 3 37,000 37,000 ‐ 0.00%101‐414‐5‐422‐14 Cafeteria Plan Adm Fee 2,204 2,176 3,100 3,100 ‐ 0.00%101‐414‐5‐422‐21 Recruiting Expense 14,319 35,052 20,000 25,000 5,000 25.00%101‐414‐5‐423‐01 Publication & Recording Fees 1,634 ‐ ‐ ‐ ‐ 0.00%101‐414‐5‐425‐01 Maintenance Office Equipment 328 64 1,036 1,036 ‐ 0.00%101‐414‐5‐426‐01 Office Supplies 900 564 1,500 1,500 ‐ 0.00%101‐414‐5‐427‐01 Travel & Lodging‐ 4,081 5,000 5,000 ‐ 0.00%101‐414‐5‐427‐02 Registration & Training 3,837 3,556 5,000 5,000 ‐ 0.00%101‐414‐5‐428‐01 Telephone 1,090 1,479 ‐ ‐ ‐ 0.00%101‐414‐5‐428‐03 HRC Donation Expenditures‐ 1,000 ‐ ‐ ‐ 0.00%101‐414‐5‐429‐01 Membership & Dues 510 513 790 1,154 364 46.08%101‐414‐5‐429‐08 Postage 500 349 ‐ ‐ ‐ 0.00%101‐414‐5‐429‐09 Miscellaneous 12,797 3,828 5,800 6,100 300 5.17%101‐414‐5‐429‐10 Safety Program Training 3,625 5,623 6,200 6,200 ‐ 0.00%101‐414‐5‐429‐15 In‐House Training 2,421 725 15,000 5,000 (10,000) ‐66.67%101‐414‐5‐429‐16 Employee Development‐ ‐ ‐ ‐ ‐ 0.00%101‐414‐5‐856‐45 Employee Recognition‐ 10,763 5,000 9,000 4,000 80.00%101‐414‐5‐856‐62 Wellness Promotion‐ 3,901 ‐ ‐ ‐ 0.00%Total Other Expenditures 90,499 124,713 123,426 126,340 ‐ 2,914 2.36%Total Expenditures 348,677 404,752 416,442 440,484 ‐ 24,041 5.77%
City of Brookings2023 AppropriationsBudget Budget2020 2021 2022 2023 Change ChangeActual Actual Adopted Requested + /(‐)%Req vs PY AdoptedAccount Number DescriptionFinance101‐415‐4‐441‐04 Professional Services 4,161 4,703 5,000 4,700 (300) ‐6.00%101‐415‐4‐441‐08 Reimbursed Expense 19,489 5,459 ‐ ‐ ‐ 0.00%101‐415‐4‐669‐02 Miscellaneous Income‐ 29,215 12,000 24,000 12,000 100.00%Total Revenue 23,650 39,377 17,000 28,700 ‐ 11,700 68.82%101‐415‐5‐101‐00 Regular Pay 320,233 329,032 335,463 351,627 16,163 4.82%101‐415‐5‐101‐01 Temporary Pay‐ ‐ ‐ 8,240 8,240 0.00%101‐415‐5‐101‐04 Overtime Pay 5,242 2,221 3,000 3,000 ‐ 0.00%101‐415‐5‐101‐10 Wellness Benefit 325 300 900 900 ‐ 0.00%101‐415‐5‐120‐00 FICA 22,104 24,430 25,961 27,828 1,867 7.19%101‐415‐5‐121‐09 Retirement 18,215 19,806 20,362 21,332 970 4.76%101‐415‐5‐123‐00 Group Insurance 35,091 29,075 33,184 36,927 3,743 11.28%101‐415‐5‐130‐00 Workmans Compensation 426 224 330 406 77 23.27%Total Personnel Services 401,635 405,087 419,200 450,260 ‐ 31,060 7.41%101‐415‐5‐422‐02 Contracted Auditing Services 55,760 44,268 55,664 62,000 6,336 11.38%101‐415‐5‐422‐07 Contracting Services 56,301 106,001 92,883 95,775 2,892 3.11%101‐415‐5‐423‐01 Publication/Recording Fees 1,897 3,950 ‐ ‐ ‐ 0.00%101‐415‐5‐426‐00 Advance for Postage 6,000 6,023 ‐ ‐ ‐ 0.00%101‐415‐5‐426‐01 Office Supplies 6,861 4,905 5,070 5,100 30 0.59%101‐415‐5‐426‐09 Subscriptions/Books‐ 403 450 450 ‐ 0.00%101‐415‐5‐427‐01 Travel & Lodging 586 1,272 10,000 11,250 1,250 12.50%101‐415‐5‐427‐02 Registration & Training 394 4,362 4,900 6,900 2,000 40.82%101‐415‐5‐428‐01 Telephone 831 763 710 850 140 19.72%101‐415‐5‐429‐01 Membership & Dues 340 965 1,655 1,755 100 6.04%101‐415‐5‐429‐09 Miscellaneous 435 325 550 500 (50) ‐9.09%101‐415‐5‐950‐10 IT Capital less than $5000 3,162 149 1,650 ‐ (1,650) ‐100.00%Total Other Expenditures 132,567 173,386 173,532 184,580 ‐ 11,048 6.37%Total Expenditures 534,202 578,473 592,732 634,840 ‐ 42,108 7.10%
City of Brookings2023 AppropriationsBudget Budget2020 2021 2022 2023 Change ChangeActual Actual Adopted Requested + /(‐)%Req vs PY AdoptedAccount Number DescriptionInformation Technology101‐416‐5‐101‐00 Regular Pay 130,611 138,127 139,317 147,418 8,101 5.81%101‐416‐5‐101‐04 Overttime Pay 1,151 (89) 1,000 1,000 ‐ 0.00%101‐416‐5‐101‐10 Wellness Benefit‐ ‐ ‐ 300 300 0.00%101‐416‐5‐120‐00 FICA 10,153 10,256 10,734 11,377 643 5.99%101‐416‐5‐121‐09 Retirement 7,094 8,260 8,419 8,923 504 5.99%101‐416‐5‐123‐00 Group Insurance 12,442 19,052 21,791 24,033 2,242 10.29%101‐416‐5‐130‐00 Workmans Compensation 191 110 162 188 26 15.95%Total Personnel Services 161,641 175,716 181,424 193,239 ‐ 11,815 6.51%101‐416‐5‐421‐00 Insurance 29 ‐ ‐ 25,000 25,000 0.00%101‐416‐5‐422‐02 Contracted Services‐ ‐ 3,000 4,500 1,500 50.00%101‐416‐5‐422‐07 Software Services 49,434 81,566 74,505 69,275 (5,230) ‐7.02%101‐416‐5‐426‐01 Office Supplies 3,559 4,650 4,000 4,000 ‐ 0.00%101‐416‐5‐427‐01 Travel & Lodging 374 917 500 500 ‐ 0.00%101‐416‐5‐427‐02 Registration & Training‐ 1,394 5,500 7,000 1,500 27.27%101‐416‐5‐428‐01 Telephone 11,490 12,017 12,927 12,927 ‐ 0.00%101‐416‐5‐429‐01 Memberships & Dues‐ 200 500 500 ‐ 0.00%101‐416‐5‐429‐09 Miscellaneous 3,111 1,848 2,000 2,000 ‐ 0.00%101‐416‐5‐856‐97 Contingency IT 4,273 ‐ ‐ ‐ ‐ 0.00%101‐416‐5‐940‐00 Other Capital‐IT 4,698 99,897 41,800 78,000 36,200 86.60%101‐416‐5‐950‐01 Capital less than $5000‐IT 2,249 228 3,000 2,500 (500) ‐16.67%101‐416‐5‐950‐10 IT Capital less than $5000‐ 15 ‐ ‐ ‐ 0.00%Total Other Expenditures 79,217 202,732 147,732 206,202 ‐ 58,470 39.58%Total Expenditures 240,858 378,448 329,156 399,441 ‐ 70,285 21.35%
City of Brookings2023 AppropriationsBudget Budget2020 2021 2022 2023 Change ChangeActual Actual Adopted Requested + /(‐)%Req vs PY AdoptedAccount Number DescriptionGovernment Buildings101‐417‐5‐101‐01 Temporary Pay‐ ‐ 18,000 25,750 7,750 43.06%101‐417‐5‐120‐00 FICA‐ ‐ 1,377 1,970 593 43.06%101‐417‐5‐130‐00 Workmans Compensation‐ ‐ ‐ 509 509 0.00%Total Personnel Services‐ ‐ 19,377 28,228 ‐ 8,851 45.68%101‐417‐5‐421‐00 Insurance 65,125 83,244 57,469 97,475 40,006 69.61%101‐417‐5‐422‐07 Contracting Services 7,400 6,735 35,500 40,800 5,300 14.93%101‐417‐5‐424‐01 Equipment Rental 1,523 2,030 10,000 10,000 ‐ 0.00%101‐417‐5‐425‐01 Maintenance Office Equipment 943 195 1,500 1,500 ‐ 0.00%101‐417‐5‐425‐05 Maintenance Building 1,435 23,220 20,000 20,000 ‐ 0.00%101‐417‐5‐426‐03 General Supplies 12,666 1,987 8,000 8,000 ‐ 0.00%101‐417‐5‐428‐01 Telephone 5 2,487 2,200 2,500 300 13.64%101‐417‐5‐428‐02 Electric & Water 2,872 3,576 9,100 8,300 (800) ‐8.79%101‐417‐5‐428‐03 Heat 242 253 400 400 ‐ 0.00%101‐417‐5‐911‐00 Buildings & Structures‐ ‐ ‐ 20,000 20,000 0.00%Total Other Expenditures 92,211 123,728 144,169 208,975 ‐ 64,806 44.95%Total Expenditures 92,211 123,728 163,546 237,204 ‐ 73,657 45.04%
City of Brookings2023 AppropriationsBudget Budget2020 2021 2022 2023 Change ChangeActual Actual Adopted Requested + /(‐)%Req vs PY AdoptedAccount Number DescriptionCommunity Development101‐418‐4‐221‐06 Housing Licenses 36,492 42,928 34,000 42,500 8,500 25.00%101‐418‐4‐221‐08 Contractor License‐ 5,938 7,000 5,500 (1,500) ‐21.43%101‐418‐4‐223‐01 Sign Permits 1,905 2,435 1,500 1,500 ‐ 0.00%101‐418‐4‐223‐02 Building Permits‐ 188,794 145,000 145,000 ‐ 0.00%101‐418‐4‐441‐01 Zoning & Subdivision Fees 14,580 17,640 12,000 12,000 ‐ 0.00%101‐418‐4‐441‐09 Miscellaneous 280 90 ‐ ‐ ‐ 0.00%101‐418‐4‐446‐16 Code Enforcemnt Inspection Fee 720 450 225 225 ‐ 0.00%101‐418‐4‐555‐00 Parking Fines 140 120 60 60 ‐ 0.00%101‐418‐4‐662‐01 Rental Income 15,498 17,180 10,000 7,000 (3,000) ‐30.00%Total Revenue 69,615 275,575 209,785 213,785 ‐ 4,000 1.91%101‐418‐5‐101‐00 Regular Pay 426,068 584,682 608,185 629,849 21,664 3.56%101‐418‐5‐101‐01 Temporary Pay 1,048 8,171 15,000 ‐ (15,000) ‐100.00%101‐418‐5‐101‐04 Overttime Pay 99 109 1,000 500 (500) ‐50.00%101‐418‐5‐101‐07 Clothing/Boot Allowance‐ 1,125 2,000 750 (1,250) ‐62.50%101‐418‐5‐101‐10 Wellness Benefit 390 450 2,550 2,550 ‐ 0.00%101‐418‐5‐120‐00 FICA 30,679 42,870 48,098 48,474 376 0.78%101‐418‐5‐121‐09 Retirement 25,397 34,985 36,824 38,019 1,195 3.24%101‐418‐5‐123‐00 Group Insurance 59,884 80,884 106,575 95,861 (10,714) ‐10.05%101‐418‐5‐130‐00 Workmans Compensation 2,424 3,072 4,525 6,343 1,818 40.18%Total Personnel Services 545,988 756,347 824,757 822,346 ‐ (2,411) ‐0.29%
City of Brookings2023 AppropriationsBudget Budget2020 2021 2022 2023 Change ChangeActual Actual Adopted Requested + /(‐)%Req vs PY AdoptedAccount Number DescriptionCommunity Development, contd.101‐418‐5‐421‐00 Insurance 424 946 1,005 1,426 421 41.83%101‐418‐5‐422‐03 Consulting/Engineering 6,873 59 3,000 3,000 ‐ 0.00%101‐418‐5‐422‐07 Contracted Services 22,718 28,478 36,000 36,000 ‐ 0.00%101‐418‐5‐423‐01 Publication/Recording Fees 979 1,664 ‐ ‐ ‐ 0.00%101‐418‐5‐423‐05 Advertising/Public Education‐ ‐ 1,000 1,000 ‐ 0.00%101‐418‐5‐425‐02 Maintenance Motor Vehicles 105 118 2,000 2,000 ‐ 0.00%101‐418‐5‐425‐05 Maintenance Rental Buildings‐ 164 ‐ ‐ ‐ 0.00%101‐418‐5‐426‐01 Office Supplies 3,915 4,861 3,890 3,890 ‐ 0.00%101‐418‐5‐426‐03 General Supplies 504 531 900 900 ‐ 0.00%101‐418‐5‐426‐09 Subscriptions/Books‐ 2,364 1,800 3,200 1,400 77.78%101‐418‐5‐426‐10 Gasoline 532 1,636 3,200 3,200 ‐ 0.00%101‐418‐5‐426‐12 Tires‐ ‐ 1,000 1,500 500 50.00%101‐418‐5‐427‐01 Travel & Lodging‐ 1,499 14,100 14,600 500 3.55%101‐418‐5‐427‐02 Registration & Training 316 1,715 6,700 7,000 300 4.48%101‐418‐5‐428‐01 Telephone 3,355 4,230 5,600 5,600 ‐ 0.00%101‐418‐5‐429‐01 Membership & Dues 808 1,343 2,450 3,270 820 33.47%101‐418‐5‐429‐09 Miscellaneous 1,500 ‐ ‐ ‐ ‐ 0.00%101‐418‐5‐940‐07 IT Other Capital‐ ‐ 1,000 ‐ (1,000) ‐100.00%101‐418‐5‐950‐10 IT Capital less than $5000 6,161 154 1,400 ‐ (1,400) ‐100.00%Total Other Expenditures 48,191 49,762 85,045 86,586 ‐ 1,541 1.81%Total Expenditures 594,179 806,109 909,802 908,932 ‐ (871) ‐0.10%
City of Brookings2023 AppropriationsBudget Budget2020 2021 2022 2023 Change ChangeActual Actual Adopted Requested + /(‐)%Req vs PY AdoptedAccount Number DescriptionCity/County Building101‐420‐4‐441‐08 52% County Reimbursement 148,283 169,604 189,540 249,769 60,229 31.78%101‐420‐4‐441‐09 Miscellaneous 3,735 148 ‐ ‐ ‐ 0.00%Total Revenue 152,017 169,752 189,540 249,769 ‐ 60,229 31.78%101‐420‐5‐101‐20 Reimbursement for County Emp 6,187 5,513 9,700 10,500 800 8.25%Total Personnel Services 6,187 5,513 9,700 10,500 ‐ 800 8.25%101‐420‐5‐421‐00 Insurance 7,094 8,168 8,000 9,100 1,100 13.75%101‐420‐5‐422‐07 Contracted Services 59,444 55,270 75,000 80,000 5,000 6.67%101‐420‐5‐425‐05 Maintenance of Building 22,756 65,918 35,000 36,750 1,750 5.00%101‐420‐5‐426‐03 Supplies 3,424 2,678 3,500 3,675 175 5.00%101‐420‐5‐426‐04 Cleaning Supplies 5,220 3,300 5,500 5,775 275 5.00%101‐420‐5‐428‐01 Telephone 33,481 35,042 35,000 36,750 1,750 5.00%101‐420‐5‐428‐02 Electric & Water 68,416 81,037 82,500 86,625 4,125 5.00%101‐420‐5‐428‐03 Heat 8,251 13,438 15,000 27,500 12,500 83.33%101‐420‐5‐429‐03 Cleaning Services 48,156 49,200 55,000 62,000 7,000 12.73%101‐420‐5‐429‐09 Miscellaneous 445 165 3,200 1,500 (1,700) ‐53.13%101‐420‐5‐911‐00 Building ‐ 4,159 39,000 16,250 (22,750) ‐58.33%101‐420‐5‐920‐00 Furniture & Equipment 40,720 10,577 19,000 125,000 106,000 557.89%Total Other Expenditures 297,407 328,953 375,700 490,925 ‐ 115,225 30.67%Total Expenditures 303,594 334,466 385,400 501,425 ‐ 116,025 30.11%Police101‐421‐4‐334‐09 Grants 37,208 81,290 18,000 18,000 ‐ 0.00%101‐421‐4‐441‐08 Reimbursed Expense 16,208 85,778 79,090 79,090 ‐ 0.00%101‐421‐4‐442‐09 Miscellaneous 3,875 13,713 1,000 1,000 ‐ 0.00%101‐421‐4‐442‐10 Safety Town Fees‐ 3,530 6,000 6,000 ‐ 0.00%101‐421‐4‐446‐10 Donations 2,490 ‐ 2,750 2,750 ‐ 0.00%101‐421‐4‐446‐11 Dare Donations 100 600 1,500 1,500 ‐ 0.00%101‐421‐4‐551‐00 Court Fines 6,656 8,372 10,000 10,000 ‐ 0.00%101‐421‐4‐555‐00 Parking Fines 40,555 55,950 60,000 60,000 ‐ 0.00%101‐421‐4‐664‐00 Sale of Fixed Assets 29,086 ‐ 8,000 10,000 2,000 25.00%Total Revenue 136,177 249,232 186,340 188,340 ‐ 2,000 1.07%
City of Brookings2023 AppropriationsBudget Budget2020 2021 2022 2023 Change ChangeActual Actual Adopted Requested + /(‐)%Req vs PY AdoptedAccount Number DescriptionPolice, contd. 101‐421‐5‐101‐00 Regular Pay 2,437,686 2,496,919 2,585,335 2,674,330 88,995 3.44%101‐421‐5‐101‐01 Temporary Pay 15,891 18,478 19,200 19,776 576 3.00%101‐421‐5‐101‐04 Overttime Pay 99,668 122,985 80,000 95,000 15,000 18.75%101‐421‐5‐101‐07 Clothing Allowance 5,450 5,100 6,650 6,650 ‐ 0.00%101‐421‐5‐101‐10 Wellness Benefit 1,550 2,300 2,500 2,500 ‐ 0.00%101‐421‐5‐120‐00 FICA 188,093 194,373 206,067 214,067 8,000 3.88%101‐421‐5‐121‐09 Retirement 196,787 203,124 213,959 221,424 7,465 3.49%101‐421‐5‐123‐00 Group Insurance 320,870 320,541 372,483 443,843 71,360 19.16%101‐421‐5‐130‐00 Workmans Compensation 52,711 28,150 41,461 48,462 7,001 16.89%Total Personnel Services 3,318,705 3,391,971 3,527,654 3,726,052 ‐ 198,397 5.62%101‐421‐5‐421‐00 Insurance 35,322 40,863 43,798 42,422 (1,377) ‐3.14%101‐421‐5‐422‐03 Consulting/Engineering 9,438 3,895 300 300 ‐ 0.00%101‐421‐5‐422‐06 Medical Services 1,193 1,925 1,300 1,500 200 15.38%101‐421‐5‐422‐08 Contracted Services‐ 15,045 12,800 15,007 2,207 17.24%101‐421‐5‐422‐09 Testing Services 4,939 1,825 4,000 4,000 ‐ 0.00%101‐421‐5‐422‐10 Software Services‐ 38,354 29,222 53,914 24,692 84.50%101‐421‐5‐424‐01 Equipment Rental 1,623 2,040 1,200 2,000 800 66.67%101‐421‐5‐425‐01 Maintenance Office Equipment 1,969 300 ‐ ‐ ‐ 0.00%101‐421‐5‐425‐02 Maintenance Motor Vehicle 23,827 35,089 22,000 40,000 18,000 81.82%101‐421‐5‐425‐04 Maintenance Equipment 1,277 7,137 4,700 6,500 1,800 38.30%101‐421‐5‐425‐05 Maintenance Building 36,943 19,183 10,000 10,000 ‐ 0.00%101‐421‐5‐425‐06 Maintenance Radio 380 585 1,000 4,000 3,000 300.00%101‐421‐5‐426‐01 Office Supplies 3,179 6,002 5,000 7,000 2,000 40.00%101‐421‐5‐426‐03 General Supplies 36,599 17,135 19,100 20,000 900 4.71%101‐421‐5‐426‐04 Cleaning Supplies 2,404 1,855 1,500 2,000 500 33.33%101‐421‐5‐426‐05 Investigation Supplies 6,897 1,273 3,300 3,300 ‐ 0.00%101‐421‐5‐426‐09 Subscriptions/Books 976 1,084 3,600 3,600 ‐ 0.00%
City of Brookings2023 AppropriationsBudget Budget2020 2021 2022 2023 Change ChangeActual Actual Adopted Requested + /(‐)%Req vs PY AdoptedAccount Number DescriptionPolice, contd. 101‐421‐5‐426‐10 Gasoline 47,940 69,836 60,000 83,500 23,500 39.17%101‐421‐5‐426‐12 Tires 3,561 3,412 4,000 4,000 ‐ 0.00%101‐421‐5‐426‐17 Uniforms 20,908 19,865 23,000 23,000 ‐ 0.00%101‐421‐5‐426‐30 SWAT Tactical Supplies 3,509 2,186 3,300 3,300 ‐ 0.00%101‐421‐5‐427‐01 Travel & Lodging 10,310 7,894 15,000 23,000 8,000 53.33%101‐421‐5‐427‐02 Registration & Training 12,444 29,368 18,000 38,000 20,000 111.11%101‐421‐5‐427‐03 Gun Range Training Expenses 17,908 18,247 50,120 67,170 17,050 34.02%101‐421‐5‐428‐01 Telephone 32,017 31,781 30,000 33,000 3,000 10.00%101‐421‐5‐428‐02 Electric & Water 31,776 34,807 33,000 39,000 6,000 18.18%101‐421‐5‐428‐03 Heat 5,249 6,553 5,300 6,600 1,300 24.53%101‐421‐5‐428‐08 Sirens 11,318 2,565 3,000 3,000 ‐ 0.00%101‐421‐5‐429‐00 Miscellaneous 3,837 3,424 3,000 3,500 500 16.67%101‐421‐5‐429‐01 Membership & Dues 1,662 6,262 2,500 6,500 4,000 160.00%101‐421‐5‐429‐03 Cleaning Services 2,545 15,454 21,000 21,000 ‐ 0.00%101‐421‐5‐429‐08 Postage‐ 3,690 4,000 4,000 ‐ 0.00%101‐421‐5‐429‐09 Reserve Expenses 97 900 2,500 2,500 ‐ 0.00%101‐421‐5‐429‐23 Drug Dog Expense 989 1,223 1,500 1,500 ‐ 0.00%101‐421‐5‐856‐21 Safety Town 8,593 ‐ ‐ ‐ ‐ 0.00%101‐421‐5‐856‐22 Community Outreach‐ 4,482 13,200 14,900 1,700 12.88%101‐421‐5‐920‐00 Furniture & Equipment 9,677 47,195 18,990 30,630 11,640 61.30%101‐421‐5‐930‐00 Machinery & Auto Equipment 2,797 ‐ ‐ ‐ ‐ 0.00%101‐421‐5‐940‐00 Other Capital 10,091 ‐ ‐ ‐ ‐ 0.00%101‐421‐5‐940‐07 IT Other Capital 30,025 28,987 ‐ ‐ ‐ 0.00%101‐421‐5‐950‐10 IT Capital less than $5000 4,264 5,165 ‐ ‐ ‐ 0.00%Total Other Expenditures 438,480 536,888 474,230 623,643 ‐ 149,412 31.51%Total Expenditures 3,757,186 3,928,859 4,001,885 4,349,694 ‐ 347,809 8.69%
City of Brookings2023 AppropriationsBudget Budget2020 2021 2022 2023 Change ChangeActual Actual Adopted Requested + /(‐)%Req vs PY AdoptedAccount Number DescriptionFire101‐422‐4‐334‐09 Grants 1,000 ‐ ‐ ‐ ‐ 0.00%101‐422‐4‐335‐06 Fire Insurance Premium 88,962 94,529 75,000 94,500 19,500 26.00%101‐422‐4‐342‐03 Fines/Fees 550 30 ‐ ‐ ‐ 0.00%101‐422‐4‐441‐08 Reimbursed Expense 934 1,810 ‐ ‐ ‐ 0.00%101‐422‐4‐446‐14 Fire‐Rescue Call Fees‐ ‐ 1,000 1,000 ‐ 0.00%101‐422‐4‐446‐16 Inspection Fees 1,714 2,932 2,500 2,500 ‐ 0.00%101‐422‐4‐664‐00 Miscellaneous 371 19,212 ‐ ‐ ‐ 0.00%Total Revenue 93,530 118,513 78,500 98,000 ‐ 19,500 24.84%101‐422‐5‐101‐00 Regular Pay 268,828 296,857 307,760 324,340 16,579 5.39%101‐422‐5‐101‐01 Temporary Pay‐ ‐ 10,100 3,605 (6,495) ‐64.31%101‐422‐5‐101‐04 Overttime Pay 66 ‐ 1,000 750 (250) ‐25.00%101‐422‐5‐101‐07 Clothing Allowance 150 150 ‐ ‐ ‐ 0.00%101‐422‐5‐101‐10 Wellness Benefit‐ ‐ 100 100 ‐ 0.00%101‐422‐5‐120‐00 FICA 19,448 19,144 24,076 25,727 1,650 6.85%101‐422‐5‐121‐09 Retirement 20,035 18,847 24,709 26,615 1,906 7.72%101‐422‐5‐121‐10 Retirement/Volunteer Firemen 133,962 139,529 111,000 139,500 28,500 25.68%101‐422‐5‐123‐00 Group Insurance 40,071 43,887 54,541 77,781 23,241 42.61%101‐422‐5‐130‐00 Workmans Compensation 38,415 27,871 41,050 44,956 3,905 9.51%101‐422‐5‐136‐00 Wellness Reimbursement 2,385 1,747 4,000 4,000 ‐ 0.00%Total Personnel Services 523,360 548,032 578,337 647,373 ‐ 69,037 11.94%101‐422‐5‐421‐00 Insurance 37,338 39,847 40,418 41,944 1,526 3.78%101‐422‐5‐422‐06 Medical Services 1,855 4,540 6,500 6,500 ‐ 0.00%101‐422‐5‐422‐07 Contracting Services 11,338 10,734 11,800 11,800 ‐ 0.00%101‐422‐5‐424‐01 Equipment Rental 1,995 2,813 3,500 3,250 (250) ‐7.14%101‐422‐5‐424‐04 Hydrant Rental 8,242 ‐ ‐ ‐ ‐ 0.00%101‐422‐5‐425‐02 Maintenance Motor Vehicles 405 787 1,250 1,250 ‐ 0.00%101‐422‐5‐425‐03 Maintenance Trucks 6,592 7,330 8,000 8,040 40 0.50%101‐422‐5‐425‐04 Maintenance Equipment 1,043 4,156 7,300 7,000 (300) ‐4.11%101‐422‐5‐425‐05 Maintenance Buildings 3,104 6,766 6,000 6,500 500 8.33%101‐422‐5‐425‐06 Maintenance Radio 805 1,318 3,000 3,000 ‐ 0.00%
City of Brookings2023 AppropriationsBudget Budget2020 2021 2022 2023 Change ChangeActual Actual Adopted Requested + /(‐)%Req vs PY AdoptedAccount Number DescriptionFire, contd. 101‐422‐5‐426‐01 Office Supplies 855 2,260 3,000 2,500 (500) ‐16.67%101‐422‐5‐426‐03 General Supplies 35,010 28,998 32,000 32,000 ‐ 0.00%101‐422‐5‐426‐04 Cleaning Supplies 98 91 500 500 ‐ 0.00%101‐422‐5‐426‐09 Subscriptions/Books 1,660 1,044 1,400 1,400 ‐ 0.00%101‐422‐5‐426‐10 Gasoline 6,662 8,755 12,000 14,050 2,050 17.08%101‐422‐5‐426‐11 Oil & Grease Supplies‐ 42 ‐ ‐ ‐ 0.00%101‐422‐5‐426‐12 Tires‐ ‐ 2,000 2,100 100 5.00%101‐422‐5‐426‐17 Uniforms & Clothing 114 7,876 2,000 2,000 ‐ 0.00%101‐422‐5‐426‐28 Extinguishing Agents 198 247 350 350 ‐ 0.00%101‐422‐5‐426‐29 Propane 4,639 5,638 6,500 8,500 2,000 30.77%101‐422‐5‐427‐01 Travel & Lodging 3,027 14,571 22,000 22,500 500 2.27%101‐422‐5‐427‐02 Registration & Training 1,546 7,528 9,000 9,000 ‐ 0.00%101‐422‐5‐428‐01 Telephone 9,258 8,588 8,990 9,000 10 0.11%101‐422‐5‐428‐02 Electric & Water 17,733 21,151 20,000 21,950 1,950 9.75%101‐422‐5‐429‐01 Memberships & Dues 4,625 4,622 4,000 4,980 980 24.50%101‐422‐5‐429‐06 Fire Hose Replacement 2,785 86 3,000 3,000 ‐ 0.00%101‐422‐5‐429‐08 Postage 154 107 199 199 ‐ 0.00%101‐422‐5‐429‐10 Fire Safety Promotion‐ 2,958 3,000 3,000 ‐ 0.00%101‐422‐5‐930‐00 Machinery & Auto Equipment‐ 8,374 ‐ ‐ ‐ 0.00%101‐422‐5‐940‐07 IT Other Capital 20,932 ‐ ‐ ‐ ‐ 0.00%101‐422‐5‐950‐10 IT Capital less than $5000 170 ‐ ‐ ‐ ‐ 0.00%Total Other Expenditures 182,183 201,225 217,707 226,313 ‐ 8,606 3.95%Total Expenditures 705,543 749,257 796,043 873,686 ‐ 77,643 9.75%Hydrant Rental 101‐424‐5‐424‐04 Hydrant Rentals 82,417 108,867 102,000 110,000 8,000 7.84%Total Expenditures82,417 108,867 102,000 110,000 ‐ 8,000 7.84%
City of Brookings2023 AppropriationsBudget Budget2020 2021 2022 2023 Change ChangeActual Actual Adopted Requested + /(‐)%Req vs PY AdoptedAccount Number DescriptionPublic Works101‐430‐4‐441‐08 Reimbursed Expense‐ 2,296 ‐ ‐ ‐ 0.00%101‐430‐4‐441‐09 Miscellaneous‐ 572 ‐ ‐ ‐ 0.00%Total Revenue ‐ 2,867 ‐ ‐ ‐ ‐ 0.00%101‐430‐5‐101‐00 Regular Pay‐ 282,686 229,290 279,551 50,260 21.92%101‐430‐5‐101‐01 Temporary Pay‐ 21,249 16,500 9,270 (7,230) ‐43.82%101‐430‐5‐101‐04 Overttime Pay‐ 12 ‐ ‐ ‐ 0.00%101‐430‐5‐101‐07 Clothing Allowance‐ 105 100 100 ‐ 0.00%101‐430‐5‐101‐10 Wellness Benefit‐ ‐ 900 200 (700) ‐77.78%101‐430‐5‐120‐00 FICA‐ 19,460 19,453 22,118 2,665 13.70%101‐430‐5‐121‐09 Retirement‐ 13,756 13,817 16,791 2,974 21.52%101‐430‐5‐123‐00 Group Insurance‐ 29,502 37,634 60,025 22,391 59.50%101‐430‐5‐130‐00 Workmans Compensation‐ 580 855 481 (373) ‐43.67%Total Personnel Services‐ 367,349 318,549 388,536 ‐ 69,987 21.97%101‐430‐5‐421‐00 Insurance‐ 1,093 1,148 1,754 606 52.82%101‐430‐5‐422‐03 Consulting/Engineering‐ 91 500 750 250 50.00%101‐430‐5‐422‐07 Contracted Services‐ 5,977 13,770 16,970 3,200 23.24%101‐430‐5‐422‐09 Testing Services‐ 55 150 150 ‐ 0.00%101‐430‐5‐423‐01 Publication/Recording Fees‐ 823 ‐ ‐ ‐ 0.00%101‐430‐5‐425‐02 Maintenance Motor Vehicles‐ 358 2,000 2,000 ‐ 0.00%101‐430‐5‐425‐04 Maintenance of Equipment‐ ‐ 250 250 ‐ 0.00%101‐430‐5‐426‐01 Office Supplies‐ 4,584 2,810 3,000 190 6.76%101‐430‐5‐426‐03 General Supplies‐ 3,762 3,000 3,000 ‐ 0.00%101‐430‐5‐426‐09 Subscriptions/Books‐ 219 500 500 ‐ 0.00%101‐430‐5‐426‐10 Gasoline‐ 1,657 2,200 2,537 337 15.32%101‐430‐5‐427‐01 Travel & Lodging‐ 532 10,000 10,000 ‐ 0.00%101‐430‐5‐427‐02 Registration & Training‐ 510 5,430 5,430 ‐ 0.00%101‐430‐5‐428‐01 Telephone‐ 1,132 2,050 2,050 ‐ 0.00%101‐430‐5‐429‐01 Membership & Dues‐ 1,458 3,000 3,000 ‐ 0.00%101‐430‐5‐429‐09 Miscellaneous‐ 12,296 ‐ ‐ ‐ 0.00%101‐430‐5‐920‐00 Furniture & Equipment‐ 1,682 2,000 2,100 100 5.00%
City of Brookings2023 AppropriationsBudget Budget2020 2021 2022 2023 Change ChangeActual Actual Adopted Requested + /(‐)%Req vs PY AdoptedAccount Number DescriptionPublic Works, contd. 101‐430‐5‐930‐00 Machinery & Auto Equipment‐ 5,828 ‐ ‐ ‐ 0.00%101‐430‐5‐940‐07 IT Other Capital‐ ‐ 5,000 ‐ (5,000) ‐100.00%101‐430‐5‐950‐01 Capital less than $5000‐ 394 ‐ ‐ ‐ 0.00%101‐430‐5‐950‐10 IT Capital less than $5000‐ 3,149 ‐ ‐ ‐ 0.00%Total Other Expenditures‐ 45,601 53,808 53,491 ‐ (317) ‐0.59%Total Expenditures‐ 412,951 372,357 442,027 ‐ 69,670 18.71%Street 101‐431‐4‐334‐09 Grants 78,471 9,226 6,000 6,000 ‐ 0.00%101‐431‐4‐441‐08 Reimbursed Expense 2,203 6,191 2,000 23,000 21,000 1050.00%101‐431‐4‐443‐09 Miscellaneous 3,318 109 ‐ 2,500 2,500 0.00%101‐431‐4‐664‐00 Sale of Fixed Assets 36,100 (5,000) 10,000 10,000 ‐ 0.00%Total Revenue 120,092 10,526 18,000 41,500 ‐ 23,500 130.56%101‐431‐5‐101‐00 Regular Pay 758,906 718,617 751,523 763,276 11,753 1.56%101‐431‐5‐101‐01 Temporary Pay 18,586 31,271 50,000 56,650 6,650 13.30%101‐431‐5‐101‐04 Overtime Pay 31,482 19,946 55,000 55,000 ‐ 0.00%101‐431‐5‐101‐07 Clothing Allowance 2,106 5,900 6,000 6,500 500 8.33%101‐431‐5‐101‐10 Wellness Benefit 225 ‐ 500 500 ‐ 0.00%101‐431‐5‐120‐00 FICA 57,454 53,338 66,021 67,467 1,446 2.19%101‐431‐5‐121‐09 Retirement 46,051 42,184 48,781 49,517 735 1.51%101‐431‐5‐123‐00 Group Insurance 115,478 115,548 138,724 149,644 10,920 7.87%101‐431‐5‐130‐00 Workmans Compensation 30,173 17,560 25,863 30,848 4,985 19.27%Total Personnel Services 1,060,460 1,004,365 1,142,414 1,179,402 ‐ 36,988 3.24%101‐431‐5‐421‐00 Insurance 17,940 23,448 25,734 33,307 7,573 29.43%101‐431‐5‐422‐06 Medical Services 526 703 515 515 ‐ 0.00%101‐431‐5‐422‐07 Contracting Services 98,716 107,191 124,000 153,469 29,469 23.77%101‐431‐5‐422‐15 Drug & Alcohol Testing‐ 50 618 618 ‐ 0.00%101‐431‐5‐423‐05 Advertising/Promotion Fees‐ 722 2,000 2,104 104 5.20%101‐431‐5‐425‐01 Maintenance Office Equipment 476 ‐ 1,616 1,616 ‐ 0.00%101‐431‐5‐425‐03 Maintenance Trucks 28,211 38,706 20,000 27,783 7,783 38.92%
City of Brookings2023 AppropriationsBudget Budget2020 2021 2022 2023 Change ChangeActual Actual Adopted Requested + /(‐)%Req vs PY AdoptedAccount Number DescriptionStreet, contd. 101‐431‐5‐425‐04 Maintenance of Equipment 50,550 39,043 43,000 45,598 2,598 6.04%101‐431‐5‐425‐05 Maintenance Buildings 3,246 15,351 9,500 11,000 1,500 15.79%101‐431‐5‐425‐06 Maintenance Radio 404 ‐ 2,575 2,709 134 5.20%101‐431‐5‐425‐11 Maintenance Sweeper 9,823 11,349 13,355 14,049 694 5.20%101‐431‐5‐425‐14 Maintenance Street Sealing 3,520 ‐ ‐ ‐ ‐ 0.00%101‐431‐5‐426‐01 Office Supplies 2,119 1,334 1,898 1,997 99 5.20%101‐431‐5‐426‐03 General Supplies 32,462 45,286 48,500 51,022 2,522 5.20%101‐431‐5‐426‐04 Cleaning Supplies 2,658 12,468 750 789 39 5.20%101‐431‐5‐426‐09 Subscriptions/Books‐ 1,205 500 1,590 1,090 218.00%101‐431‐5‐426‐10 Gasoline 9,837 15,637 20,500 23,985 3,485 17.00%101‐431‐5‐426‐11 Oil & Grease Supplies 7,222 3,516 6,663 7,796 1,133 17.01%101‐431‐5‐426‐12 Tires 5,060 100 20,000 23,400 3,400 17.00%101‐431‐5‐426‐13 Diesel Fuel 51,939 42,352 55,595 67,878 12,283 22.09%101‐431‐5‐426‐15 Chemicals 318 951 618 1,006 388 62.67%101‐431‐5‐426‐16 Mosquito Control 34,725 34,234 36,281 38,485 2,204 6.08%101‐431‐5‐426‐17 Uniforms 2,378 2,153 2,000 2,750 750 37.50%101‐431‐5‐426‐18 Gravel 7,368 13,010 11,000 12,000 1,000 9.09%101‐431‐5‐426‐19 Bituminous Material 105,512 66,105 75,482 50,105 (25,377) ‐33.62%101‐431‐5‐426‐20 Dust Control 5,880 17,114 19,207 21,306 2,100 10.93%101‐431‐5‐426‐22 Salt 75,782 40,433 62,821 76,926 14,105 22.45%101‐431‐5‐426‐23 Sand 17,013 8,228 10,325 10,325 0 0.00%101‐431‐5‐426‐24 Street Paint & Signs 49,384 48,201 50,632 52,234 1,602 3.16%101‐431‐5‐427‐01 Travel & Lodging (105) 604 4,000 5,680 1,680 42.00%101‐431‐5‐427‐02 Registration & Training 1,005 2,322 3,250 4,250 1,000 30.77%101‐431‐5‐428‐01 Telephone 5,081 4,513 5,435 5,435 ‐ 0.00%101‐431‐5‐428‐02 Electric & Water 27,303 34,711 30,000 31,560 1,560 5.20%101‐431‐5‐428‐03 Heat 9,326 14,801 18,394 19,350 956 5.20%101‐431‐5‐428‐04 Street Lights & Traffic Signal 482,905 576,265 566,250 573,015 6,765 1.19%101‐431‐5‐428‐05 Hauling Service‐ 641 660 ‐ (660) ‐100.00%101‐431‐5‐429‐01 Membership & Dues‐ 108 250 300 50 20.00%
City of Brookings2023 AppropriationsBudget Budget2020 2021 2022 2023 Change ChangeActual Actual Adopted Requested + /(‐)%Req vs PY AdoptedAccount Number DescriptionStreet, contd. 101‐431‐5‐429‐03 Cleaning Service 4,576 6,429 6,572 6,620 48 0.73%101‐431‐5‐429‐04 Licenses 96 600 500 750 250 50.00%101‐431‐5‐441‐03 West Nile Grant Expenses‐ 6,521 6,000 6,000 ‐ 0.00%101‐431‐5‐911‐00 Building & Structures‐ 15,861 ‐ 3,750 3,750 0.00%101‐431‐5‐920‐00 Furniture & Equipment‐ ‐ ‐ 14,000 14,000 0.00%101‐431‐5‐930‐00 Machinery & Auto Equipment 1,193 51,486 25,000 4,000 (21,000) ‐84.00%Total Other Expenditures 1,154,450 1,303,751 1,331,995 1,411,073 ‐ 79,078 5.94%Total Expenditures 2,214,909 2,308,116 2,474,409 2,590,475 ‐ 116,067 4.69%Animal Control 101‐442‐4‐221‐04 Animal Licenses 5,123 4,436 4,000 4,000 ‐ 0.00%101‐442‐4‐441‐08 Reimbursed Expense 543 1,569 300 300 ‐ 0.00%101‐442‐4‐445‐02 Housing Feed & Care 7,175 6,360 7,000 7,000 ‐ 0.00%101‐442‐4‐445‐09 Fees 1,633 1,470 600 600 ‐ 0.00%101‐442‐4‐556‐00 Animal at Large Fines 9,830 8,630 11,000 11,000 ‐ 0.00%Total Revenue 24,303 22,465 22,900 22,900 ‐ ‐ 0.00%101‐442‐5‐101‐00 Regular Pay 51,453 52,549 53,480 56,209 2,729 5.10%101‐442‐5‐101‐01 Temporary Pay 18,448 17,231 20,000 22,495 2,495 12.48%101‐442‐5‐101‐04 Overtime Pay 270 861 500 500 ‐ 0.00%101‐442‐5‐101‐07 Clothing Allowance 150 150 150 150 ‐ 0.00%101‐442‐5‐101‐10 Wellness Benefit‐ ‐ 100 100 ‐ 0.00%101‐442‐5‐120‐00 FICA 4,967 4,780 5,679 6,078 400 7.04%101‐442‐5‐121‐09 Retirement 3,097 3,187 3,254 3,418 164 5.03%101‐442‐5‐123‐00 Group Insurance 14,884 14,627 16,652 18,349 1,696 10.19%101‐442‐5‐130‐00 Workmans Compensation 225 421 620 761 141 22.69%Total Personnel Services 93,495 93,806 100,435 108,059 ‐ 7,624 7.59%
City of Brookings2023 AppropriationsBudget Budget2020 2021 2022 2023 Change ChangeActual Actual Adopted Requested + /(‐)%Req vs PY AdoptedAccount Number DescriptionAnimal Control, contd. 101‐442‐5‐421‐00 Insurance 53 67 78 99 22 28.24%101‐442‐5‐422‐07 Contracting Services 34,606 28,890 40,000 40,000 ‐ 0.00%101‐442‐5‐422‐09 Testing Services 63 ‐ 400 400 ‐ 0.00%101‐442‐5‐425‐03 Maintenance Trucks 189 416 500 500 ‐ 0.00%101‐442‐5‐425‐04 Maintenance Equipment 36 ‐ 200 200 ‐ 0.00%101‐442‐5‐425‐05 Maintenance Buildings 160 8 500 1,500 1,000 200.00%101‐442‐5‐425‐06 Maintenance Radio‐ ‐ 200 200 ‐ 0.00%101‐442‐5‐426‐01 Office Supplies 108 64 250 250 ‐ 0.00%101‐442‐5‐426‐03 General Supplies 818 1,228 700 700 ‐ 0.00%101‐442‐5‐426‐04 Cleaning Supplies‐ ‐ 300 300 ‐ 0.00%101‐442‐5‐426‐10 Gasoline 2,213 2,347 3,000 3,400 400 13.33%101‐442‐5‐426‐12 Tires‐ ‐ 800 800 ‐ 0.00%101‐442‐5‐426‐15 Chemicals 91 ‐ 200 200 ‐ 0.00%101‐442‐5‐426‐17 Uniforms 140 173 500 500 ‐ 0.00%101‐442‐5‐427‐02 Registration & Training‐ ‐ 1,200 1,200 ‐ 0.00%101‐442‐5‐428‐01 Telephone 1,855 2,324 2,200 2,200 ‐ 0.00%101‐442‐5‐428‐02 Electric & Water 2,679 3,543 4,000 4,000 ‐ 0.00%101‐442‐5‐429‐01 Membership & Dues‐ ‐ 200 200 ‐ 0.00%101‐442‐5‐469‐00 Credit Card Fees 535 116 ‐ ‐ ‐ 0.00%101‐442‐5‐911‐00 Building & Structures 13,193 5,350 3,011 3,500 489 16.24%101‐442‐5‐920‐00 Furniture & Equipment 2,100 ‐ 400 1,500 1,100 275.00%101‐442‐5‐950‐10 IT Capital less than $5000 204 ‐ ‐ 800 800 0.00%Total Other Expenditures 59,044 44,528 58,639 62,449 ‐ 3,811 6.50%Total Expenditures 152,538 138,334 159,074 170,509 ‐ 11,435 7.19%
City of Brookings2023 AppropriationsBudget Budget2020 2021 2022 2023 Change ChangeActual Actual Adopted Requested + /(‐)%Req vs PY AdoptedAccount Number DescriptionHillcrest Aquatic Center101‐449‐4‐346‐04 Aquatic Center Concessions‐ 37,284 27,000 31,500 4,500 16.67%101‐449‐4‐446‐02 Swimming Pool Fees 217 183,798 157,000 162,500 5,500 3.50%Total Revenue 217 221,082 184,000 194,000 ‐ 10,000 5.43%101‐449‐5‐101‐00 Regular Pay (229) 26 ‐ ‐ ‐ 0.00%101‐449‐5‐101‐01 Temporary Pay 106 146,405 176,000 159,650 (16,350) ‐9.29%101‐449‐5‐101‐04 Overttime Pay (32) 4,729 4,500 2,500 (2,000) ‐44.44%101‐449‐5‐101‐07 Clothing/Boot Allowance‐ 1,449 1,500 1,800 300 20.00%101‐449‐5‐120‐00 FICA (12) 11,611 13,923 12,542 (1,381) ‐9.92%101‐449‐5‐121‐09 Retirement (17) ‐ ‐ ‐ ‐ 0.00%101‐449‐5‐130‐00 Workmans Compensation 5,586 2,978 4,387 3,883 (504) ‐11.49%Total Personnel Services 5,402 167,198 200,310 180,375 ‐ (19,935) ‐9.95%101‐449‐5‐421‐00 Insurance 7,914 9,430 10,131 11,579 1,448 14.29%101‐449‐5‐422‐09 Testing Services‐ 564 375 600 225 60.00%101‐449‐5‐423‐05 Advertising‐Promotion Fees‐ ‐ 1,000 1,000 ‐ 0.00%101‐449‐5‐425‐04 Maintenance Equipment 93 11,342 7,500 8,500 1,000 13.33%101‐449‐5‐425‐05 Maint Buildings & Structures 5,980 16,826 6,000 7,500 1,500 25.00%101‐449‐5‐426‐01 Office Supplies 362 1,038 600 750 150 25.00%101‐449‐5‐426‐03 General Supplies 817 3,551 5,000 4,000 (1,000) ‐20.00%101‐449‐5‐426‐04 Cleaning Supplies‐ 916 1,500 1,250 (250) ‐16.67%101‐449‐5‐426‐15 Chemicals‐ 30,055 40,500 40,000 (500) ‐1.23%101‐449‐5‐428‐01 Telephone 597 848 250 650 400 160.00%101‐449‐5‐428‐02 Electric & Water 9,314 53,351 48,000 51,000 3,000 6.25%101‐449‐5‐428‐03 Heat 1,306 8,480 8,500 10,000 1,500 17.65%101‐449‐5‐447‐10 Concession Supplies‐ 22,645 16,900 20,000 3,100 18.34%101‐449‐5‐469‐00 Credit Card Fees‐ 897 650 700 50 7.69%101‐449‐5‐911‐00 Buildings & Structures‐ ‐ 34,000 24,000 (10,000) ‐29.41%101‐449‐5‐920‐00 Furniture & Equipment‐ ‐ ‐ 15,000 15,000 0.00%Total Other Expenditures 26,385 159,943 180,906 196,529 ‐ 15,623 8.64%Total Expenditures 31,786 327,141 381,216 376,904 ‐ (4,312) ‐1.13%
City of Brookings2023 AppropriationsBudget Budget2020 2021 2022 2023 Change ChangeActual Actual Adopted Requested + /(‐)%Req vs PY AdoptedAccount Number DescriptionRecreation101‐451‐4‐441‐08 Advertising 3,755 4,760 6,500 2,500 (4,000) ‐61.54%101‐451‐4‐446‐03 Recreation Program Fees 16,112 71,926 84,000 52,000 (32,000) ‐38.10%101‐451‐4‐446‐04 Cultural Center Fees‐ ‐ ‐ 41,500 41,500 0.00%101‐451‐4‐446‐07 Reimbursements 1,466 2,976 7,100 3,500 (3,600) ‐50.70%101‐451‐4‐446‐10 Donation‐ ‐ ‐ ‐ ‐ 0.00%101‐451‐4‐669‐02 Sponsorships 762 855 2,500 1,500 (1,000) ‐40.00%101‐451‐4‐848‐10 Equipment Rental‐ 6,241 7,000 7,000 ‐ 0.00%Total Revenue 22,096 86,758 107,100 108,000 ‐ 900 0.84%101‐451‐5‐101‐00 Regular Pay 189,399 196,648 196,001 204,803 8,802 4.49%101‐451‐5‐101‐01 Temporary Pay‐Recreation 24,491 64,498 121,000 64,890 (56,110) ‐46.37%101‐451‐5‐101‐02 Temporary Pay‐Affliate 1,394 809 ‐ ‐ ‐ 0.00%101‐451‐5‐101‐04 Overtime Pay 1,344 1,422 1,000 1,000 ‐ 0.00%101‐451‐5‐101‐06 Car Allowance 6,000 6,000 6,000 6,000 ‐ 0.00%101‐451‐5‐101‐10 Wellness Benefit 500 350 300 300 ‐ 0.00%101‐451‐5‐120‐00 FICA 16,110 19,471 24,809 21,190 (3,619) ‐14.59%101‐451‐5‐121‐09 Retirement 11,996 12,491 13,621 12,726 (895) ‐6.57%101‐451‐5‐123‐00 Group Insurance 25,030 26,392 30,541 33,640 3,099 10.15%101‐451‐5‐130‐00 Workmans Compensation 1,593 2,025 1,539 2,479 940 61.08%Total Personnel Services 277,857 330,105 394,811 347,029 ‐ (47,782) ‐12.10%101‐451‐5‐421‐00 Insurance 443 842 912 335 (577) ‐63.29%101‐451‐5‐422‐04 Recreation Services‐ ‐ ‐ 71,000 71,000 0.00%101‐451‐5‐422‐07 Contracting Services 1,110 5,575 7,500 12,000 4,500 60.00%101‐451‐5‐423‐05 Advertising/Promotion Fees 6,000 14,507 16,500 7,500 (9,000) ‐54.55%101‐451‐5‐425‐02 Maintenance Motor Vehicle‐ ‐ 500 500 ‐ 0.00%101‐451‐5‐425‐05 Maintenace Buildings 5,681 2,917 5,500 5,500 ‐ 0.00%101‐451‐5‐426‐01 Office Supplies 1,017 1,236 2,000 1,700 (300) ‐15.00%101‐451‐5‐426‐04 Cleaning Supplies 10 541 200 500 300 150.00%101‐451‐5‐426‐07 Recreation Supplies 5,469 15,132 19,500 15,000 (4,500) ‐23.08%101‐451‐5‐426‐10 Gasoline 243 204 500 600 100 20.00%101‐451‐5‐426‐17 Uniforms‐ 2,501 3,800 3,500 (300) ‐7.89%
City of Brookings2023 AppropriationsBudget Budget2020 2021 2022 2023 Change ChangeActual Actual Adopted Requested + /(‐)%Req vs PY AdoptedAccount Number DescriptionRecreation, contd. 101‐451‐5‐427‐01 Travel & Lodging‐ 4,009 3,500 3,800 300 8.57%101‐451‐5‐427‐02 Registration & Training‐ 2,590 1,700 2,000 300 17.65%101‐451‐5‐428‐01 Telephone 6,160 3,671 7,500 4,500 (3,000) ‐40.00%101‐451‐5‐428‐02 Electric & Water 6,909 7,031 8,000 8,000 ‐ 0.00%101‐451‐5‐428‐03 Heat 5,251 6,997 5,000 8,900 3,900 78.00%101‐451‐5‐429‐01 Membership & Dues (975) 715 1,200 1,000 (200) ‐16.67%101‐451‐5‐429‐08 Postage 12 25 150 ‐ (150) ‐100.00%101‐451‐5‐469‐00 Credit Card Fees/Banking Fees‐ ‐ 800 800 ‐ 0.00%101‐451‐5‐854‐00 Refunds 2,982 93 2,000 2,000 ‐ 0.00%101‐451‐5‐920‐00 Furniture & Equipment‐ 62,381 ‐ 13,000 13,000 0.00%101‐451‐5‐940‐07 IT Other Capital‐ 508 ‐ ‐ ‐ 0.00%Total Other Expenditures 40,311 131,476 86,762 162,135 ‐ 75,373 86.87%Total Expenditures 318,168 461,580 481,573 509,163 ‐ 27,590 5.73%Parks101‐452‐4‐334‐07 Grants 3,181 ‐ ‐ ‐ ‐ 0.00%101‐452‐4‐446‐04 Tennis Court Fees 1,000 1,000 1,000 1,000 ‐ 0.00%101‐452‐4‐446‐06 Camping Fees 28,454 41,158 25,000 30,000 5,000 20.00%101‐452‐4‐446‐07 Reimbursements (13) ‐ ‐ ‐ ‐ 0.00%101‐452‐4‐446‐08 Reimbursed Expense 25,053 (6,026) 30,000 30,000 ‐ 0.00%101‐452‐4‐446‐10 Donations 116 114,500 1,000 10,000 9,000 900.00%101‐452‐4‐446‐12 Park Rentals 5,482 17,569 12,500 15,000 2,500 20.00%101‐452‐4‐446‐19 Mowing services & materials‐ ‐ 1,000 ‐ (1,000) ‐100.00%101‐452‐4‐662‐11 Garden Plot Rentals 10,833 9,321 9,500 9,250 (250) ‐2.63%101‐452‐4‐664‐00 Sale of Fixed Assets 5,171 2,929 ‐ ‐ ‐ 0.00%101‐452‐4‐669‐02 Miscellaneous Revenue 1,993 2,897 2,500 2,500 ‐ 0.00%101‐452‐4‐848‐12 Rentals ‐ Non‐Taxable‐ 199 ‐ ‐ ‐ 0.00%Total Revenue 81,269 183,547 82,500 97,750 ‐ 15,250 18.48%101‐452‐5‐101‐00 Regular Pay 667,455 662,996 668,918 752,256 83,338 12.46%101‐452‐5‐101‐01 Temporary Pay 107,577 154,095 183,000 204,620 21,620 11.81%
City of Brookings2023 AppropriationsBudget Budget2020 2021 2022 2023 Change ChangeActual Actual Adopted Requested + /(‐)%Req vs PY AdoptedAccount Number DescriptionParks, contd. 101‐452‐5‐101‐04 Overtime Pay 7,571 17,324 14,000 15,000 1,000 7.14%101‐452‐5‐101‐07 Clothing Allowance 1,500 5,000 5,000 5,500 500 10.00%101‐452‐5‐101‐10 Wellness Benefit‐ ‐ 300 300 ‐ 0.00%101‐452‐5‐120‐00 FICA 56,797 61,103 66,648 74,792 8,144 12.22%101‐452‐5‐121‐09 Retirement 40,454 40,188 41,293 46,383 5,090 12.33%101‐452‐5‐123‐00 Group Insurance 96,126 81,906 94,343 126,729 32,386 34.33%101‐452‐5‐130‐00 Workmans Compensation 17,373 8,214 13,542 15,221 1,679 12.39%Total Personnel Services 994,853 1,030,826 1,087,045 1,240,802 ‐ 153,757 14.14%101‐452‐5‐421‐00 Insurance 21,004 28,008 31,173 54,203 23,030 73.88%101‐452‐5‐422‐03 Consulting/Engineering‐ 4,892 4,000 5,000 1,000 25.00%101‐452‐5‐422‐07 Contracting Services 6,537 4,662 6,500 6,500 ‐ 0.00%101‐452‐5‐422‐15 Drug & Alcohol Testing 526 509 600 600 ‐ 0.00%101‐452‐5‐423‐01 Publication /Recording Fees 110 72 ‐ ‐ ‐ 0.00%101‐452‐5‐423‐05 Advertising/Promotion Fees‐ 1,090 700 800 100 14.29%101‐452‐5‐424‐01 Equipment Rental 4,430 1,576 6,000 6,000 ‐ 0.00%101‐452‐5‐424‐02 Space Rent 6,600 550 ‐ ‐ ‐ 0.00%101‐452‐5‐425‐01 Maintenance Office Equipment‐ 108 300 300 ‐ 0.00%101‐452‐5‐425‐02 Maintenance Motor Vehicle 780 1,507 2,000 2,000 ‐ 0.00%101‐452‐5‐425‐03 Maintenance Trucks 6,538 1,817 7,000 7,000 ‐ 0.00%101‐452‐5‐425‐04 Maintenance Equipment 33,898 35,842 32,000 35,000 3,000 9.38%101‐452‐5‐425‐05 Maintenance Buildings 31,672 34,275 30,000 33,500 3,500 11.67%101‐452‐5‐425‐06 Maintenance Radio‐ 1,455 ‐ ‐ ‐ 0.00%101‐452‐5‐426‐01 Office Supplies 1,769 1,544 1,800 1,800 ‐ 0.00%101‐452‐5‐426‐03 General Supplies 49,342 46,428 60,000 55,000 (5,000) ‐8.33%101‐452‐5‐426‐04 Cleaning Supplies 2,265 4,797 3,500 5,000 1,500 42.86%101‐452‐5‐426‐06 Horticulture Supplies 21,794 32,262 30,000 37,000 7,000 23.33%101‐452‐5‐426‐10 Gasoline 20,160 33,269 24,000 35,000 11,000 45.83%101‐452‐5‐426‐11 Oil & Grease Supplies 2,506 6,151 4,000 5,250 1,250 31.25%101‐452‐5‐426‐12 Tires 3,222 4,795 3,500 3,500 ‐ 0.00%101‐452‐5‐426‐13 Diesel Fuel 12,169 19,627 15,000 22,250 7,250 48.33%
City of Brookings2023 AppropriationsBudget Budget2020 2021 2022 2023 Change ChangeActual Actual Adopted Requested + /(‐)%Req vs PY AdoptedAccount Number DescriptionParks, contd. 101‐452‐5‐426‐15 Chemicals 17,582 16,278 11,000 18,300 7,300 66.36%101‐452‐5‐426‐17 Uniforms 2,640 ‐ ‐ ‐ ‐ 0.00%101‐452‐5‐426‐18 Gravel 2,472 3,078 9,000 9,000 ‐ 0.00%101‐452‐5‐426‐23 Sand 880 80 ‐ ‐ ‐ 0.00%101‐452‐5‐427‐01 Travel & Lodging 78 759 3,500 2,500 (1,000) ‐28.57%101‐452‐5‐427‐02 Registration & Training 50 3,973 3,500 3,500 ‐ 0.00%101‐452‐5‐428‐01 Telephone 11,117 10,436 12,800 12,000 (800) ‐6.25%101‐452‐5‐428‐02 Electric & Water 76,150 105,239 89,200 100,000 10,800 12.11%101‐452‐5‐428‐03 Heat 1,639 2,508 6,000 5,000 (1,000) ‐16.67%101‐452‐5‐428‐05 Hauling Services 2,740 7,870 1,500 1,500 ‐ 0.00%101‐452‐5‐429‐01 Membership & Dues 1,140 430 1,100 1,100 ‐ 0.00%101‐452‐5‐429‐08 Postage 113 24 150 150 ‐ 0.00%101‐452‐5‐469‐00 Banking Fees/Credit Card Fees 211 232 300 300 ‐ 0.00%101‐452‐5‐854‐01 Refunds 2,085 805 ‐ ‐ ‐ 0.00%101‐452‐5‐911‐00 Building & Structures 21,223 ‐ 25,000 70,500 45,500 182.00%101‐452‐5‐920‐00 Furniture & Equipment‐ 10,269 10,000 9,000 (1,000) ‐10.00%101‐452‐5‐930‐00 Machinery & Auto Equipment 47,821 47,364 39,500 60,500 21,000 53.16%Total Other Expenditures 413,260 474,581 474,623 609,053 ‐ 134,430 28.32%Total Expenditures 1,408,113 1,505,407 1,561,668 1,849,855 ‐ 288,187 18.45%Larson Ice Arena101‐453‐4‐446‐05 Ice Arena Fees 118,190 105,065 80,500 90,000 9,500 11.80%101‐453‐4‐446‐08 Reimbursed Expense 123 ‐ ‐ ‐ ‐ 0.00%101‐453‐4‐446‐18 Donations 35,250 47,000 70,500 77,500 7,000 9.93%Total Revenue 153,563 152,065 151,000 167,500 ‐ 16,500 10.93%
City of Brookings2023 AppropriationsBudget Budget2020 2021 2022 2023 Change ChangeActual Actual Adopted Requested + /(‐)%Req vs PY AdoptedAccount Number DescriptionLarson Ice Arena, contd. 101‐453‐5‐101‐00 Regular Pay 70,862 107,527 112,119 117,870 5,751 5.13%101‐453‐5‐101‐01 Temporary Pay 26,176 38,223 33,000 36,050 3,050 9.24%101‐453‐5‐101‐04 Overttime Pay 6,777 5,784 3,000 4,500 1,500 50.00%101‐453‐5‐101‐07 Clothing/Boot Allowance 422 1,000 1,000 1,000 ‐ 0.00%101‐453‐5‐101‐10 Wellness Benefit 275 300 300 300 ‐ 0.00%101‐453‐5‐120‐00 FICA 7,497 11,098 11,431 12,219 788 6.89%101‐453‐5‐121‐09 Retirement 4,616 6,740 6,985 7,420 435 6.23%101‐453‐5‐123‐00 Group Insurance 14,174 17,829 20,632 22,763 2,132 10.33%101‐453‐5‐130‐00 Workmans Compensation 360 1,609 2,370 2,832 462 19.50%Total Personnel Services 131,157 190,110 190,837 204,954 ‐ 14,117 7.40%101‐453‐5‐421‐00 Insurance 8,117 10,342 11,866 15,177 3,311 27.90%101‐453‐5‐425‐04 Maintenance Equipment 5,388 7,747 17,000 10,000 (7,000) ‐41.18%101‐453‐5‐425‐05 Maintenance Buildings 22,478 42,923 20,000 38,000 18,000 90.00%101‐453‐5‐426‐01 Office Supplies 184 314 250 300 50 20.00%101‐453‐5‐426‐03 General Supplies 6,717 11,298 13,500 13,500 ‐ 0.00%101‐453‐5‐426‐04 Cleaning Supplies 4,743 7,812 5,000 8,000 3,000 60.00%101‐453‐5‐426‐10 Propane Gasoline 2,726 3,985 3,500 4,200 700 20.00%101‐453‐5‐427‐02 Registration & Training‐ 200 2,500 1,500 (1,000) ‐40.00%101‐453‐5‐428‐01 Telephone 1,152 3,679 1,300 3,000 1,700 130.77%101‐453‐5‐428‐02 Electric & Water 108,575 149,529 120,000 130,000 10,000 8.33%101‐453‐5‐428‐03 Heat 13,949 60,806 34,000 68,000 34,000 100.00%101‐453‐5‐429‐01 Propane‐ 157 ‐ ‐ ‐ 0.00%101‐453‐5‐911‐00 Building & Structures 41,718 21,823 20,000 21,000 1,000 5.00%101‐453‐5‐920‐00 Furniture & Equipment‐ ‐ ‐ 1,000 1,000 0.00%101‐453‐5‐930‐00 Machinery & Equipment‐ ‐ 2,000 ‐ (2,000) ‐100.00%Total Other Expenditures 215,746 320,615 250,916 313,677 ‐ 62,761 25.01%Total Expenditures 346,904 510,725 441,753 518,631 ‐ 76,878 17.40%
City of Brookings2023 AppropriationsBudget Budget2020 2021 2022 2023 Change ChangeActual Actual Adopted Requested + /(‐)%Req vs PY AdoptedAccount Number DescriptionForestry101‐454‐4‐334‐07 State Grant 727 ‐ ‐ ‐ ‐ 0.00%101‐454‐4‐441‐09 Miscellaneous 4,343 189 5,000 3,000 (2,000) ‐40.00%Total Revenue 5,071 189 5,000 3,000 ‐ (2,000) ‐40.00%101‐454‐5‐101‐00 Regular Pay 210,134 185,678 204,375 205,390 1,015 0.50%101‐454‐5‐101‐01 Temporary Pay 13,525 17,737 18,000 18,540 540 3.00%101‐454‐5‐101‐04 Overtime Pay 1,859 1,218 2,500 2,500 ‐ 0.00%101‐454‐5‐101‐07 Clothing Allowance 1,000 2,400 2,000 2,000 ‐ 0.00%101‐454‐5‐101‐10 Wellness Benefit 275 ‐ 300 300 ‐ 0.00%101‐454‐5‐120‐00 FICA 16,349 15,133 17,379 17,498 119 0.68%101‐454‐5‐121‐09 Retirement 12,506 11,035 12,550 12,611 61 0.49%101‐454‐5‐123‐00 Group Insurance 21,837 28,172 36,079 23,039 (13,041) ‐36.14%101‐454‐5‐130‐00 Workmans Compensation 17,416 9,350 13,772 13,482 (290) ‐2.10%Total Personnel Services 294,901 270,724 306,955 295,360 ‐ (11,596) ‐3.78%101‐454‐5‐421‐00 Insurance 6,016 7,144 7,211 10,078 2,868 39.77%101‐454‐5‐422‐15 Drug & Alcohol Testing 179 196 250 250 ‐ 0.00%101‐454‐5‐425‐03 Maintenance Trucks 4,132 3,624 5,000 5,000 ‐ 0.00%101‐454‐5‐425‐04 Maintenance Equipment 7,680 6,989 8,000 8,000 ‐ 0.00%101‐454‐5‐425‐05 Maintenance Buildings 1,802 1,480 2,000 2,000 ‐ 0.00%101‐454‐5‐426‐03 General Supplies 4,736 4,680 5,000 5,000 ‐ 0.00%101‐454‐5‐426‐06 Horticulture Supplies 22,580 31,114 25,000 25,000 ‐ 0.00%101‐454‐5‐426‐09 Subscriptions/Books 400 ‐ ‐ ‐ ‐ 0.00%101‐454‐5‐426‐10 Gasoline 1,344 1,799 10,000 9,350 (650) ‐6.50%101‐454‐5‐426‐11 Oil & Grease Supplies 749 1,248 1,000 1,200 200 20.00%101‐454‐5‐426‐12 Tires 50 50 2,000 2,000 ‐ 0.00%101‐454‐5‐426‐13 Diesel Fuel 4,801 8,938 12,500 12,500 ‐ 0.00%101‐454‐5‐426‐17 Uniforms 1,645 ‐ ‐ ‐ ‐ 0.00%101‐454‐5‐427‐01 Travel & Lodging 2,328 ‐ 1,500 1,500 ‐ 0.00%101‐454‐5‐427‐02 Registration & Training‐ 1,010 1,500 4,500 3,000 200.00%101‐454‐5‐428‐01 Telephone 1,367 238 1,400 1,000 (400) ‐28.57%101‐454‐5‐428‐03 Heat 2,103 1,941 3,000 3,000 ‐ 0.00%
City of Brookings2023 AppropriationsBudget Budget2020 2021 2022 2023 Change ChangeActual Actual Adopted Requested + /(‐)%Req vs PY AdoptedAccount Number DescriptionForestry, contd. 101‐454‐5‐428‐05 Hauling Service 41 4,526 1,500 2,000 500 33.33%101‐454‐5‐429‐01 Membership & Dues‐ 303 300 300 ‐ 0.00%101‐454‐5‐429‐08 Postage 76 21 146 100 (46) ‐31.51%101‐454‐5‐940‐00 Other Capital 2,000 4,000 3,000 4,000 1,000 33.33%101‐454‐5‐950‐01 Capital less than $5000‐ 508 ‐ ‐ ‐ 0.00%Total Other Expenditures 64,028 79,810 90,307 96,778 ‐ 6,472 7.17%Total Expenditures 358,929 350,533 397,262 392,138 ‐ (5,124) ‐1.29%Library 101‐455‐4‐334‐09 Grants 402 2,500 2,000 2,000 ‐ 0.00%101‐455‐4‐339‐00 In Lieu of Taxes 17,500 17,500 17,500 25,000 7,500 42.86%101‐455‐4‐446‐08 Reimbursed Expense 104 ‐ ‐ ‐ ‐ 0.00%101‐455‐4‐669‐01 Miscellaneous 2,497 3,696 4,500 4,500 ‐ 0.00%Total Revenue 20,503 23,696 24,000 31,500 ‐ 7,500 31.25%101‐455‐5‐101‐00 Regular Pay 493,797 509,763 575,414 603,071 27,657 4.81%101‐455‐5‐101‐01 Temporary Pay 47,328 77,441 102,000 105,060 3,060 3.00%101‐455‐5‐101‐04 Overtime Pay (168) 158 500 500 ‐ 0.00%101‐455‐5‐101‐10 Wellness Benefit 250 300 600 600 ‐ 0.00%101‐455‐5‐120‐00 FICA 39,151 42,715 51,906 54,256 2,350 4.53%101‐455‐5‐121‐09 Retirement 29,585 30,472 34,591 36,250 1,659 4.80%101‐455‐5‐123‐00 Group Insurance 68,172 68,906 94,337 104,143 9,806 10.39%101‐455‐5‐130‐00 Workmans Compensation 879 438 646 826 181 27.96%Total Personnel Services 678,995 730,192 859,994 904,707 ‐ 44,713 5.20%101‐455‐5‐367‐01 Grant Expenditures‐ 2,500 2,000 2,000 ‐ 0.00%101‐455‐5‐421‐00 Insurance 6,184 8,034 9,240 11,275 2,035 22.03%101‐455‐5‐422‐08 Computer Services 45,910 39,893 44,614 46,513 1,899 4.26%101‐455‐5‐423‐05 Advertising/Promotion Fees 1,484 1,628 1,500 2,000 500 33.33%101‐455‐5‐424‐01 Equipment Rental 1,370 1,370 1,800 1,800 ‐ 0.00%101‐455‐5‐424‐07 Programming expenses‐ ‐ ‐ ‐ ‐ 0.00%101‐455‐5‐425‐05 Maintenance Buildings 19,231 19,575 20,000 44,000 24,000 120.00%
City of Brookings2023 AppropriationsBudget Budget2020 2021 2022 2023 Change ChangeActual Actual Adopted Requested + /(‐)%Req vs PY AdoptedAccount Number DescriptionLibrary, contd. 101‐455‐5‐426‐01 Office Supplies 185 192 800 800 ‐ 0.00%101‐455‐5‐426‐03 General Supplies 11,279 13,435 15,000 15,000 ‐ 0.00%101‐455‐5‐426‐04 Cleaning Supplies 2,138 3,936 3,500 3,500 ‐ 0.00%101‐455‐5‐427‐01 Travel & Lodging 809 802 4,500 5,000 500 11.11%101‐455‐5‐427‐02 Registration & Training 139 1,714 3,500 3,500 ‐ 0.00%101‐455‐5‐428‐01 Telephone 3,540 4,146 3,435 3,435 ‐ 0.00%101‐455‐5‐428‐02 Electric & Water 61,599 74,728 71,000 77,000 6,000 8.45%101‐455‐5‐429‐08 Postage 3,216 3,157 4,000 4,000 ‐ 0.00%101‐455‐5‐911‐00 Building & Structures‐ 2,801 ‐ 12,000 12,000 0.00%101‐455‐5‐920‐00 Furniture & Equipment 3,314 17,450 30,000 20,000 (10,000) ‐33.33%101‐455‐5‐950‐02 Adult Reading Level Books 46,969 53,147 54,039 48,580 (5,459) ‐10.10%101‐455‐5‐950‐03 Children Reading Level Books 17,706 19,753 19,967 17,667 (2,300) ‐11.52%101‐455‐5‐950‐04 Audio/Visual Material 21,674 24,886 31,488 29,302 (2,186) ‐6.94%101‐455‐5‐950‐05 Periodicals/Subscriptions 8,440 8,041 8,500 8,500 ‐ 0.00%101‐455‐5‐950‐06 Large Print Books 5,915 8,987 7,619 7,195 (424) ‐5.57%101‐455‐5‐950‐07 Young Adult Reading Level Book 8,019 9,105 9,353 8,947 (406) ‐4.34%101‐455‐5‐950‐08 E‐Books 18,753 22,238 22,461 22,685 224 1.00%101‐455‐5‐950‐10 IT Capital less than $5000 5,252 9,591 8,500 10,500 2,000 23.53%Total Other Expenditures 293,122 351,109 376,815 405,199 ‐ 28,383 7.53%Total Expenditures 972,117 1,081,301 1,236,810 1,309,906 ‐ 73,097 5.91%Appropriation/Subsidies101‐495‐4‐334‐00 Grants ‐ Federal‐ ‐ 3,650 8,400 4,750 130.14%101‐495‐4‐334‐10 Grants ‐ State 22,000 20,000 ‐ ‐ ‐ 0.00%101‐495‐4‐669‐02 Miscellaneous Income 1,246 ‐ ‐ ‐ ‐ 0.00%Total Revenue 23,246 20,000 3,650 8,400 ‐ 4,750 130.14%
City of Brookings2023 AppropriationsBudget Budget2020 2021 2022 2023 Change ChangeActual Actual Adopted Requested + /(‐)%Req vs PY AdoptedAccount Number DescriptionAppropriation/Subsidies, contd. 101‐495‐5‐856‐03 Community Cultural Subsidy 30,000 30,000 30,000 30,000 ‐ 0.00%101‐495‐5‐856‐04 Community Band Subsidy‐ 6,000 6,000 6,000 ‐ 0.00%101‐495‐5‐856‐05 Safe Ride 5,200 ‐ ‐ ‐ ‐ 0.00%101‐495‐5‐856‐07 Brookings Area Transit Authori 65,500 ‐ ‐ ‐ ‐ 0.00%101‐495‐5‐856‐08 East Central Behavorial Health 7,500 ‐ ‐ ‐ ‐ 0.00%101‐495‐5‐856‐10 Brkngs Domestic Abuse Shelter 19,000 ‐ ‐ ‐ ‐ 0.00%101‐495‐5‐856‐11 Christmas Decorations Subsidy‐ 11,000 ‐ ‐ ‐ 0.00%101‐495‐5‐856‐12 Farmers Market Subsidy 4,500 ‐ ‐ ‐ ‐ 0.00%101‐495‐5‐856‐16 BATA Grant Match‐Bus 15,000 ‐ ‐ ‐ ‐ 0.00%101‐495‐5‐856‐17 Brookings County Drug Court 2,000 ‐ ‐ ‐ ‐ 0.00%101‐495‐5‐856‐18 SD Humanities Council 7,500 ‐ 7,500 ‐ (7,500) ‐100.00%101‐495‐5‐856‐19 Human Rights Commission 5,758 2,261 7,000 7,000 ‐ 0.00%101‐495‐5‐856‐20 Disability Awareness Committee 208 1,491 3,000 3,000 ‐ 0.00%101‐495‐5‐856‐21 Sustainability Committee 2,617 1,238 4,000 4,000 ‐ 0.00%101‐495‐5‐856‐23 Historic Preservation Commissi 33,522 25,615 5,950 8,400 2,450 41.18%101‐495‐5‐856‐37 School District Subsidy 195,000 195,000 195,000 195,000 ‐ 0.00%101‐495‐5‐856‐61 Research Park 123,873 126,242 150,000 ‐ (150,000) ‐100.00%101‐495‐5‐856‐69 Boys & Girls Club Subsidy 75,000 ‐ ‐ ‐ ‐ 0.00%101‐495‐5‐856‐70 Brkgs County Youth Mentoring 6,000 ‐ ‐ ‐ ‐ 0.00%101‐495‐5‐856‐71 Brookings Crime Stoppers 2,000 7,500 ‐ ‐ ‐ 0.00%101‐495‐5‐856‐72 Social Service Agency Funding ‐ 272,500 240,000 252,480 12,480 5.20%101‐495‐5‐856‐73 Brookings Economic Dev Corp‐ 35,000 ‐ ‐ ‐ 0.00%101‐495‐5‐856‐75 Brookings Empowerment Proj 2,500 ‐ ‐ ‐ ‐ 0.00%Total Other Expenditures 602,678 713,848 648,450 505,880 ‐ (142,570) ‐21.99%101‐495‐7‐899‐01 Transfer out to Airport 162,492 ‐ ‐ ‐ ‐ 0.00%101‐495‐7‐899‐28 Transfer to E911‐ 158,424 366,928 374,081 7,153 1.95%101‐495‐7‐899‐29 Transfer out to 3rd Penny Tax 50,000 50,000 50,000 50,000 ‐ 0.00%Total Transfers Out 212,492 208,424 416,928 424,081 ‐ 7,153 1.72%Total Expenditures & Transfers Out 815,170 922,272 1,065,378 929,961 ‐ (135,417) ‐12.71%
City of Brookings2023 AppropriationsBudget Budget2020 2021 2022 2023 Change ChangeActual Actual Adopted Requested + /(‐)%Req vs PY AdoptedAccount Number DescriptionCapital Impovement Plan Fund213‐000‐4‐113‐02 Sales & Use Tax 7,111,369 7,699,876 7,305,390 8,520,246 1,214,856 16.63%213‐000‐4‐334‐02 Surface Trans Prog (STP) Grant 214,649 ‐ 250,000 3,455,000 3,205,000 1282.00%213‐000‐4‐334‐09 Grants 611 ‐ ‐ 306,000 306,000 0.00%213‐000‐4‐441‐08 Wildfire Reimbursement 6,339 ‐ ‐ ‐ ‐ 0.00%213‐000‐4‐441‐09 Miscellaneous Reimbursement 100,912 11,539 ‐ ‐ ‐ 0.00%213‐000‐4‐446‐10 Donations‐ ‐ ‐ ‐ ‐ 0.00%213‐000‐4‐661‐00 Interest Income 8,297 ‐ 15,000 15,000 ‐ 0.00%213‐000‐4‐661‐01 Money Market Interest 42,028 2,759 25,000 25,000 ‐ 0.00%Total Revenue 7,484,204 7,714,174 7,595,390 12,321,246 ‐ 4,725,856 62.22%213‐000‐6‐700‐03 Transfer in TIF Revenue 1,946,014 1,221,668 1,248,213 1,349,085 100,872 8.08%213‐000‐6‐700‐07 Transfer in General Fund (200,000) ‐ ‐ ‐ ‐ 0.00%213‐000‐6‐700‐17 Transfer In‐ 1,400,000 1,100,000 29,409 (1,070,591) ‐97.33%Total Transfers In 1,746,014 2,621,668 2,348,213 1,378,494 ‐ (969,719) ‐41.30%Total Revenue & Transfers In 9,230,218 10,335,843 9,943,603 13,699,740 ‐ 3,756,137 37.77%213‐000‐5‐470‐01 Bond Principal Payments 2,253,288 2,312,389 1,206,695 2,154,905 948,210 78.58%213‐000‐5‐470‐02 Bond Interest Payments 382,135 401,629 403,452 357,990 (45,462) ‐11.27%213‐000‐5‐470‐03 Debt Service Costs 495 1,995 ‐ ‐ ‐ 0.00%213‐000‐5‐856‐82 Brookings Health System 25,000 ‐ 100,000 100,000 ‐ 0.00%Toal Other Expenditures 2,660,918 2,716,013 1,710,147 2,612,895 ‐ 902,748 52.79%
City of Brookings2023 AppropriationsBudget Budget2020 2021 2022 2023 Change ChangeActual Actual Adopted Requested + /(‐)%Req vs PY AdoptedAccount Number DescriptionCapital Impovement Plan Fund, Contd. 213‐000‐5‐911‐00 Buildings 118,301 ‐ 250,000 250,000 ‐ 0.00%213‐000‐5‐911‐01 Railroad Crossing Arms 436 1,102 35,000 ‐ (35,000) ‐100.00%213‐000‐5‐940‐00 Other Capital‐ ‐ 30,000 312,000 282,000 940.00%213‐000‐5‐940‐04 Parks & Rec Improvements 377,369 343,880 463,000 1,340,000 877,000 189.42%213‐000‐5‐940‐05 Bike lane/trail Improve ‐eng 32,057 123,702 105,000 303,500 198,500 189.05%213‐000‐5‐940‐07 Police Dep Capital Exp 221,866 242,204 314,600 545,310 230,710 73.33%213‐000‐5‐940‐08 Fire Dep Capital Exp 54,130 556,435 315,000 586,000 271,000 86.03%213‐000‐5‐940‐09 Library Dep Capital Exp 99,866 91,421 532,125 ‐ (532,125) ‐100.00%213‐000‐5‐940‐10 Activity Center Capital Exp 72,042 24,807 25,000 141,500 116,500 466.00%213‐000‐5‐940‐11 Vehicles and Equip Capital Exp 384,303 200,443 659,000 825,000 166,000 25.19%213‐000‐5‐960‐00 Street & Sidewalk Improvements 1,460,019 2,482,850 2,447,000 2,692,600 245,600 10.04%213‐000‐5‐960‐01 STP Project Improvments 277,424 ‐ 250,000 3,455,000 3,205,000 1282.00%213‐000‐5‐960‐02 Street curb & gutter 78,643 102,466 340,000 320,000 (20,000) ‐5.88%213‐000‐5‐999‐47 Special Projects 10,000 ‐ 100,000 25,000 (75,000) ‐75.00%Total Capital Expenditues 3,186,455 4,169,311 5,865,725 10,795,910 ‐ 4,930,185 84.05%Total Expenditures 5,847,372 6,885,323 7,575,872 13,408,805 ‐ 5,832,933 76.99%213‐000‐7‐899‐00 Transfer out General Fund‐ 134,260 ‐ 89,409 89,409 0.00%213‐000‐7‐899‐01 Transfer Out to Airport 212,100 114,900 153,192 76,875 (76,317) ‐49.82%213‐000‐7‐899‐03 Transfer out‐Swiftel CIP 324,902 323,132 492,482 567,077 74,595 15.15%213‐000‐7‐899‐05 Transfer Out‐ 317,500 ‐ ‐ ‐ 0.00%213‐000‐7‐899‐24 Transfer out to Public Art 37,927 68,470 46,420 54,394 7,974 17.18%213‐000‐7‐899‐25 Transfer out‐Main Ave S‐ 433,046 ‐ ‐ ‐ 0.00%213‐000‐7‐899‐28 Transfer out to Edgebrook Golf 110,342 165,000 140,500 148,000 7,500 5.34%213‐000‐7‐899‐29 Transfer out Special Assessment‐ ‐ ‐ 137,002 137,002 0.00%213‐000‐7‐899‐31 Transfer Out to Gateway Proj 170,000 ‐ ‐ ‐ ‐ 0.00%Total Transfers Out 855,271 1,556,308 832,594 1,072,757 ‐ 240,163 28.85%Total Expenditures & Transfers Out 6,702,644 8,441,631 8,408,466 14,481,562 ‐ 6,073,096 72.23%
City of Brookings2023 AppropriationsBudget Budget2020 2021 2022 2023 Change ChangeActual Actual Adopted Requested + /(‐)%Req vs PY AdoptedAccount Number DescriptionEnhanced 911 Fund214‐000‐4‐334‐01 CRF Reimbursements 361,044 ‐ ‐ ‐ ‐ 0.00%214‐000‐4‐338‐05 E‐911 Surcharge 388,261 397,613 394,085 407,553 13,468 3.42%214‐000‐4‐338‐06 Brkgs County 1/3 call demand 144,865 105,477 159,692 187,040 27,348 17.13%214‐000‐4‐661‐01 Interest Income 1,243 71 500 ‐ (500) ‐100.00%214‐000‐4‐669‐02 Miscellaneous 9,743 2,536 ‐ ‐ ‐ 0.00%Total Revenue 905,156 505,696 554,277 594,593 ‐ 40,316 7.27%214‐000‐6‐700‐03 Brkgs City 2/3 call demand‐ 158,424 366,928 374,081 7,153 1.95%Total Transfers In ‐ 158,424 366,928 374,081 ‐ 7,153 1.95%Total Revenue & Transfers In 905,156 664,120 921,205 968,674 ‐ 47,469 5.15%214‐000‐5‐101‐00 Regular Pay 476,466 491,930 663,756 624,473 (39,282) ‐5.92%214‐000‐5‐101‐01 Temporary Pay 88 2,294 ‐ ‐ ‐ 0.00%214‐000‐5‐101‐04 Overtime Pay 64,182 112,389 10,000 30,000 20,000 200.00%214‐000‐5‐101‐10 Wellness Benefit‐ ‐ 400 400 ‐ 0.00%214‐000‐5‐120‐00 FICA 40,150 45,007 51,573 50,098 (1,475) ‐2.86%214‐000‐5‐121‐09 Retirement 32,129 34,624 40,449 39,292 (1,157) ‐2.86%214‐000‐5‐123‐00 Group Insurance 52,733 60,191 130,731 133,191 2,459 1.88%214‐000‐5‐130‐00 Workmans Compensation 691 378 557 777 220 39.47%Total Personnel Services 666,440 746,813 897,467 878,232 ‐ (19,235) ‐2.14%
City of Brookings2023 AppropriationsBudget Budget2020 2021 2022 2023 Change ChangeActual Actual Adopted Requested + /(‐)%Req vs PY AdoptedAccount Number DescriptionEnhanced 911 Fund, contd. 214‐000‐5‐422‐02 Professional Fees 4,104 5,097 1,500 1,500 ‐ 0.00%214‐000‐5‐422‐06 Database Services 53,868 8,509 18,500 12,000 (6,500) ‐35.14%214‐000‐5‐422‐09 Testing Services‐ 999 500 500 ‐ 0.00%214‐000‐5‐422‐10 Medical Services 96 610 1,000 1,000 ‐ 0.00%214‐000‐5‐422‐11 Software Services‐ 13,809 9,387 9,387 ‐ 0.00%214‐000‐5‐424‐01 Equipment Rental 12,859 13,462 13,500 13,500 ‐ 0.00%214‐000‐5‐425‐04 Repair & Maintenance Equipment 75 ‐ 3,000 3,000 ‐ 0.00%214‐000‐5‐425‐06 Maintenance Radio 4,241 1,175 5,000 8,000 3,000 60.00%214‐000‐5‐426‐01 Office Supplies 405 1,096 1,200 1,200 ‐ 0.00%214‐000‐5‐426‐03 General Supplies 1,755 834 2,000 2,000 ‐ 0.00%214‐000‐5‐426‐09 Subscriptions/Books 342 255 500 700 200 40.00%214‐000‐5‐426‐17 Uniforms 693 2,753 2,000 3,500 1,500 75.00%214‐000‐5‐427‐01 Travel & Lodging 479 1,883 4,000 4,500 500 12.50%214‐000‐5‐427‐02 Registration & Training 2,554 2,129 5,000 5,500 500 10.00%214‐000‐5‐428‐01 Telephone 3,789 3,398 4,000 4,500 500 12.50%214‐000‐5‐429‐01 Membership & Dues 345 384 900 900 ‐ 0.00%Total Other Expenditures 85,606 56,391 71,987 71,687 ‐ (300) ‐0.42%214‐000‐5‐920‐00 Furniture and Small Equipment 26,433 2,672 40,512 6,800 (33,712) ‐83.21%214‐000‐5‐940‐00 Software & Support 89,570 27,557 10,000 15,000 5,000 50.00%214‐000‐5‐950‐01 Capital less than $5000‐ ‐ 1,300 5,000 3,700 284.62%Total Capital Expenditues 116,003 30,230 51,812 26,800 ‐ (25,012) ‐48.27%Total Expenditures 868,048 833,434 1,021,266 976,719 ‐ (44,547) ‐4.36%
City of Brookings2023 AppropriationsBudget Budget2020 2021 2022 2023 Change ChangeActual Actual Adopted Requested + /(‐)%Req vs PY AdoptedAccount Number DescriptionSwiftel Center Fund224‐000‐4‐446‐03 F&B Revenue 717,706 553,964 1,473,848 1,345,681 (128,167) ‐8.70%224‐000‐4‐446‐08 Reimbursed Labor 194,361 269,851 ‐ ‐ ‐ 0.00%224‐000‐4‐669‐01 Sponsorships Signage Name, Etc 176,975 175,164 238,800 310,400 71,600 29.98%224‐000‐4‐669‐02 Miscellaneous Revenues 506,238 104,712 287,145 51,470 (235,675) ‐82.08%224‐000‐4‐848‐12 Facility Rent & Promotions 187,280 267,808 509,540 876,093 366,553 71.94%Total Revenue 1,782,560 1,371,499 2,509,333 2,583,644 ‐ 74,311 2.96%224‐000‐6‐700‐00 Transfer in from General Fund‐ ‐ ‐ ‐ ‐ 0.00%224‐000‐6‐700‐04 Transfer in Sales & Use Tax 324,902 323,132 492,482 567,077 74,595 15.15%224‐000‐6‐700‐13 Transfer in 3rd B 415,831 405,290 330,892 242,409 (88,483) ‐26.74%Total Transfers In 740,733 728,422 823,374 809,486 ‐ (13,888) ‐1.69%Total Revenue & Transfers In 2,523,294 2,099,921 3,332,707 3,393,130 ‐ 60,423 1.81%224‐000‐5‐101‐02 Personnel Services 710,433 803,469 1,311,963 1,348,626 36,663 2.79%224‐000‐5‐101‐03 Temporary Pay 521,599 ‐ 78,000 45,368 (32,632) ‐41.84%Total Personnel Services 1,232,032 803,469 1,389,963 1,393,994 ‐ 4,031 0.29%224‐000‐5‐422‐03 Professional & Contract Labor 26,686 279,086 ‐ ‐ ‐ 0.00%224‐000‐5‐422‐07 Contracted Services 101,903 34,501 ‐ ‐ ‐ 0.00%224‐000‐5‐423‐01 Advertising & Marketing 20,076 30,379 ‐ ‐ ‐ 0.00%224‐000‐5‐424‐06 Occupancy 104,352 93,894 195,000 ‐ (195,000) ‐100.00%224‐000‐5‐427‐01 Travel and Motor Vehicle 755 4,638 ‐ ‐ ‐ 0.00%224‐000‐5‐428‐02 Utilities 136,032 123,187 ‐ ‐ ‐ 0.00%224‐000‐5‐429‐09 Services/Operations 243,017 89,414 937,696 1,082,849 145,153 15.48%224‐000‐5‐446‐03 F&B Expenses 240,481 313,284 ‐ ‐ ‐ 0.00%224‐000‐5‐470‐02 Interest Payments 11,244 9,439 ‐ ‐ ‐ 0.00%224‐000‐5‐669‐02 General Administrative 9,229 76,655 185,500 185,727 227 0.12%224‐000‐5‐669‐05 Management Fees & Commissions‐ ‐ 131,657 163,483 31,826 24.17%Total Other Expenditures 893,775 1,054,478 1,449,853 1,432,059 ‐ (17,794) ‐1.23%224‐000‐5‐940‐01 Capital 193,331 191,562 492,482 567,077 74,595 15.15%Total Capital Expenditures 193,331 191,562 492,482 567,077 ‐ 74,595 15.15%Total Expenditures 2,319,139 2,049,509 3,332,298 3,393,130 ‐ 60,832 1.83%
City of Brookings2023 AppropriationsBudget Budget2020 2021 2022 2023 Change ChangeActual Actual Adopted Requested + /(‐)%Req vs PY AdoptedAccount Number DescriptionLibrary Fines Fund226‐000‐4‐559‐00 Fines ‐ Library 7,746 11,327 35,000 35,000 ‐ 0.00%226‐000‐4‐661‐00 Interest ‐ Investments 16 148 ‐ ‐ ‐ 0.00%Total Revenue 7,762 11,474 35,000 35,000 ‐ ‐ 0.00%226‐000‐5‐899‐99 Other Expenses 12,539 3,517 30,000 30,000 ‐ 0.00%Total Expenditures 12,539 3,517 30,000 30,000 ‐ ‐ 0.00%Library Donations Fund227‐000‐4‐446‐10 Donations 9,933 29,563 35,000 35,000 ‐ 0.00%227‐000‐4‐661‐00 Interest ‐ Investments 493 174 500 500 ‐ 0.00%Total Revenue 10,426 29,737 35,500 35,500 ‐ ‐ 0.00%227‐000‐5‐899‐99 Other Expenses 17,143 23,439 33,000 33,000 ‐ 0.00%Total Expenditures 17,143 23,439 33,000 33,000 ‐ ‐ 0.00%
City of Brookings2023 AppropriationsBudget Budget2020 2021 2022 2023 Change ChangeActual Actual Adopted Requested + /(‐)%Req vs PY AdoptedAccount Number DescriptionSpecial Assessments Fund280‐000‐4‐661‐00 Interest Income‐ 39 ‐ ‐ ‐ 0.00%280‐000‐4‐661‐01 Money Market Interest Income 11,073 451 1,000 1,000 ‐ 0.00%280‐000‐4‐663‐43 Special Assessment Deferred (37,455) 16,138 68,141 38,756 (29,385) ‐43.12%280‐000‐4‐663‐44 Special Assessment Interest (55) ‐ ‐ 13,972 13,972 0.00%280‐000‐4‐663‐45 Special Assessment Current 60,770 81,311 28,700 148,000 119,300 415.68%280‐000‐4‐663‐48 Penalty 134 52 ‐ ‐ ‐ 0.00%Total Revenue 34,467 97,991 97,841 201,728 ‐ 103,887 106.18%280‐000‐6‐700‐17 Transfer In 35,878 ‐ 1,854 3,708 1,854 100.00%280‐000‐6‐700‐20 Transfer in‐Sales & Use Tax‐ ‐ ‐ 137,002 137,002 0.00%Total Transfers In 35,878 ‐ 1,854 140,710 ‐ 138,856 7488.86%Total Revenue & Transfers In 70,345 97,991 99,695 342,439 ‐ 242,743 243.49%280‐000‐5‐429‐09 Miscellaneous 120 ‐ ‐ ‐ ‐ 0.00%Total Other Expenditures 120 ‐ ‐ ‐ ‐ ‐ 0.00%280‐000‐5‐960‐00 Street & Sidewalk Improvements 34,739 52,716 125,000 346,000 221,000 176.80%Total Capital Expenditures 34,739 52,716 125,000 346,000 ‐ 221,000 176.80%280‐000‐7‐899‐20 Transfer Out‐75% Sales & Use‐ 1,965,000 ‐ ‐ ‐ 0.00%Total Transfers Out‐ 1,965,000 ‐ ‐ ‐ ‐ 0.00%Total Expenditures & Transfers Out 34,859 2,017,716 125,000 346,000 ‐ 221,000 176.80%Storm Drainage Fund282‐000‐4‐112‐01 Drainage Fees 906,053 914,691 917,000 1,176,929 259,929 28.35%282‐000‐4‐112‐02 Delinquent Drainage Fees 2,004 1,529 526 526 ‐ 0.00%282‐000‐4‐112‐03 Drainage Fees/Direct Billing 133,809 217,780 145,000 135,000 (10,000) ‐6.90%282‐000‐4‐112‐04 Drainage Fees Interest 1,652 1,146 970 970 ‐ 0.00%282‐000‐4‐334‐00 Grants ‐ Federal 160,758 ‐ ‐ ‐ ‐ 0.00%282‐000‐4‐661‐01 Money Market Interest Income 11,338 408 10,000 3,568 (6,432) ‐64.32%282‐000‐4‐663‐50 Proceeds SRF Loan‐ 849,468 75,000 ‐ (75,000) ‐100.00%282‐000‐4‐669‐02 Miscellaneous‐ 53,841 ‐ ‐ ‐ 0.00%Total Revenue 1,215,613 2,038,862 1,148,496 1,316,993 ‐ 168,497 14.67%
City of Brookings2023 AppropriationsBudget Budget2020 2021 2022 2023 Change ChangeActual Actual Adopted Requested + /(‐)%Req vs PY AdoptedAccount Number DescriptionStorm Drainage Fund, contd. 282‐000‐6‐700‐17 Transfer In‐ ‐ 713 1,426 713 100.00%Total Transfers In ‐ ‐ 713 1,426 ‐ 713 100.00%Total Revenue & Transfers In 1,215,613 2,038,862 1,149,209 1,318,419 ‐ 169,210 14.72%282‐000‐5‐101‐00 Regular Pay 131,207 120,624 134,497 141,583 7,086 5.27%282‐000‐5‐101‐01 Temporary Pay 18,047 19,168 20,000 20,600 600 3.00%282‐000‐5‐101‐04 Overtime Pay 3,093 803 2,000 2,000 ‐ 0.00%282‐000‐5‐101‐07 Clothing Allowance 345 803 1,050 700 (350) ‐33.33%282‐000‐5‐120‐00 FICA 10,751 10,043 12,052 12,614 561 4.66%282‐000‐5‐121‐09 Retirement 8,051 7,268 8,253 8,657 404 4.90%282‐000‐5‐123‐00 Group Insurance 28,109 22,698 33,413 31,940 (1,474) ‐4.41%282‐000‐5‐130‐00 Workmans Compensation 2,392 2,730 4,021 4,333 312 7.76%Total Personnel Services 201,995 184,138 215,287 222,426 ‐ 7,140 3.32%282‐000‐5‐421‐00 Insurance 132 145 166 182 16 9.61%282‐000‐5‐422‐03 Consulting/Engineering 165,833 191,248 325,000 ‐ (325,000) ‐100.00%282‐000‐5‐425‐04 Maintenance Equipment 228 492 2,000 2,000 ‐ 0.00%282‐000‐5‐425‐10 Maintenance Storm Sewer 89,018 77,896 145,000 155,000 10,000 6.90%282‐000‐5‐429‐07 Miscellaneous 1,337 1,413 1,200 1,200 ‐ 0.00%282‐000‐5‐429‐09 Miscellaneous 585 1,231 2,500 2,500 ‐ 0.00%282‐000‐5‐470‐11 Principal Payment‐SRF Loan 148,957 153,476 183,605 193,154 9,549 5.20%282‐000‐5‐470‐12 Interest Payment‐SRF Loan 75,918 71,399 101,931 77,881 (24,050) ‐23.59%Total Other Expenditures 482,008 497,300 761,402 431,918 ‐ (329,485) ‐43.27%282‐000‐5‐910‐00 Land 142,783 ‐ ‐ ‐ ‐ 0.00%282‐000‐5‐980‐00 Storm Sewer Improvements 612,852 860,283 505,000 689,005 184,005 36.44%Total Capital Expenditures 755,635 860,283 505,000 689,005 ‐ 184,005 36.44%Total Expenditures 1,439,638 1,541,721 1,481,689 1,343,349 ‐ (138,340) ‐9.34%282‐000‐7‐899‐05 Transfer Out‐ 735,000 ‐ ‐ ‐ 0.00%Total Transfers Out‐ 735,000 ‐ ‐ ‐ ‐ 0.00%Total Expenditures & Transfers Out 1,439,638 2,276,721 1,481,689 1,343,349 ‐ (138,340) ‐9.34%
City of Brookings2023 AppropriationsBudget Budget2020 2021 2022 2023 Change ChangeActual Actual Adopted Requested + /(‐)%Req vs PY AdoptedAccount Number Description3rd B Tax Fund284‐000‐4‐113‐01 Sales & Use Tax 847,626 1,065,450 922,162 1,154,296 232,134 25.17%284‐000‐4‐661‐01 Money Market Interest Income 1,048 55 1,000 1,000 ‐ 0.00%Total Revenue 848,674 1,065,505 923,162 1,155,296 ‐ 232,134 25.15%284‐000‐6‐700‐01 Transfer in Liquor Fund 20,000 ‐ ‐ ‐ ‐ 0.00%284‐000‐6‐700‐17 Transfer in Electric 50,000 50,000 50,000 50,000 ‐ 0.00%Total Transfers In 70,000 50,000 50,000 50,000 ‐ ‐ 0.00%Total Revenue & Transfers In 918,674 1,115,505 973,162 1,205,296 ‐ 232,134 23.85%284‐000‐5‐422‐08 Website Contracted Services‐ ‐ 12,000 13,000 1,000 8.33%284‐000‐5‐429‐21 Chambers Visitors Bureau 172,069 233,504 218,432 227,050 8,618 3.95%284‐000‐5‐856‐02 Brookings Chamber Promotional 47,075 66,460 87,500 30,000 (57,500) ‐65.71%284‐000‐5‐856‐48 4th of July Fireworks Display 8,500 9,034 10,000 13,000 3,000 30.00%284‐000‐5‐856‐49 SDSU Student Visitor Promotion 14,400 21,113 25,000 25,000 ‐ 0.00%284‐000‐5‐856‐65 Promotion of City‐ ‐ 51,400 48,825 (2,575) ‐5.01%284‐000‐5‐856‐72 Downtown at Sundown 23,294 5,248 ‐ 25,000 25,000 0.00%284‐000‐5‐856‐73 Brookings Economic Dev Corp 186,270 188,862 215,000 215,000 ‐ 0.00%284‐000‐5‐856‐74 Brookings Downtown Inc‐ ‐ ‐ 30,000 30,000 0.00%284‐000‐5‐856‐76 SDSU Research Park‐ ‐ ‐ 154,500 154,500 0.00%284‐000‐5‐856‐78 Downtown Accelaration Program 46,165 ‐ ‐ ‐ ‐ 0.00%284‐000‐5‐856‐81 Athletic Facilities Oper Exp‐ ‐ 15,000 ‐ (15,000) ‐100.00%Total Expenditures 497,773 524,221 634,332 781,375 ‐ 147,043 23.18%284‐000‐7‐899‐03 Transfer out to Swiftel Center 415,831 405,290 330,892 242,409 (88,483) ‐26.74%284‐000‐7‐899‐05 Transfer out to GF‐ ‐ ‐ 49,657 49,657 0.00%Total Transfers Out 415,831 405,290 330,892 292,066 ‐ (38,826) ‐11.73%Total Expenditures & Transfers Out 913,604 929,511 965,224 1,073,441 ‐ 108,217 11.21%
City of Brookings2023 AppropriationsBudget Budget2020 2021 2022 2023 Change ChangeActual Actual Adopted Requested + /(‐)%Req vs PY AdoptedAccount Number DescriptionBID Tax/Pillow Tax Fund285‐000‐4‐113‐01 Pillow Tax 209,928 235,942 500,000 500,000 ‐ 0.00%285‐000‐4‐661‐01 Money Market Interest Income 900 48 500 500 ‐ 0.00%Total Revenues 210,828 235,990 500,500 500,500 ‐ ‐ 0.00%285‐000‐5‐429‐07 Miscellaneous 4,161 4,703 4,000 4,000 ‐ 0.00%285‐000‐5‐429‐21 Convention & Visitors Bureau 203,293 149,000 238,000 243,075 5,075 2.13%Total Expenditures 207,454 153,703 242,000 247,075 ‐ 5,075 2.10%Public Art Fund290‐000‐4‐441‐10 Arts Fund Donations‐ 10,000 ‐ ‐ ‐ 0.00%290‐000‐4‐661‐00 Interest Income 982 41 ‐ ‐ ‐ 0.00%290‐000‐4‐669‐02 Miscellaneous Income 803 ‐ ‐ ‐ ‐ 0.00%Total Revenue 1,785 10,041 ‐ ‐ ‐ ‐ 0.00%290‐000‐6‐700‐17 Transfer In 62,271 73,520 46,520 54,494 7,974 17.14%Total Transfers In 62,271 73,520 46,520 54,494 ‐ 7,974 17.14%Total Revenue & Transfers In 64,057 83,561 46,520 54,494 ‐ 7,974 17.14%290‐000‐5‐422‐07 Contracting Services 88,245 23,306 46,520 54,494 7,974 17.14%Total Expenditures 88,245 23,306 46,520 54,494 ‐ 7,974 17.14%
City of Brookings2023 AppropriationsBudget Budget2020 2021 2022 2023 Change ChangeActual Actual Adopted Requested + /(‐)%Req vs PY AdoptedAccount Number DescriptionLiquor Fund601‐000‐4‐334‐01 CRF Reimbursements 19,606 ‐ ‐ ‐ ‐ 0.00%601‐000‐4‐380‐04 Sales/Off Sale Miscellaneous 88,565 132,479 90,780 150,968 60,188 66.30%601‐000‐4‐380‐05 Sales/Off Sale Lottery Machine 142 120 ‐ ‐ ‐ 0.00%601‐000‐4‐380‐06 Sales/Off Sale Lottery Tickets 22,537 30,908 18,300 18,758 458 2.50%601‐000‐4‐380‐08 Sales/Off Sale Lottery Payout (4,683) (6,557) ‐ ‐ ‐ 0.00%601‐000‐4‐380‐11 Sales/Off Sale Liquor 2,461,470 2,682,344 2,860,691 3,068,984 208,293 7.28%601‐000‐4‐380‐12 Sales/Off Sale Liquor Discount‐ ‐ (15,000) ‐ 15,000 ‐100.00%601‐000‐4‐380‐21 Sales/Off Sale Wine 491,312 535,343 479,687 604,853 125,166 26.09%601‐000‐4‐380‐31 Sales/Off Sale Beer 991,266 1,122,938 1,182,815 1,118,776 (64,039) ‐5.41%601‐000‐4‐380‐33 Sales/Off Sale Keg Deposits (520) 1,540 15,000 3,000 (12,000) ‐80.00%601‐000‐4‐380‐34 Sales/Off Sale Keg Returns‐ ‐ (15,000) (3,000) 12,000 ‐80.00%601‐000‐4‐380‐99 Sales/Off Sale Deposit Adjust (79) 2,540 ‐ ‐ ‐ 0.00%601‐000‐4‐381‐11 Sales/Operating Agree Liq/Wine‐ 2,069,746 1,771,194 2,173,233 402,039 22.70%601‐000‐4‐381‐31 Sales/Operating Agreement Beer‐ 5,868,063 5,018,976 6,161,466 1,142,490 22.76%601‐000‐4‐661‐00 Interest Income‐Investments 1,193 463 ‐ 1,000 1,000 0.00%601‐000‐4‐661‐01 Money Market Interest Income 9,700 325 6,150 5,079 (1,071) ‐17.41%601‐000‐4‐861‐09 Miscellaneous (P) 24,331 5,142 ‐ ‐ ‐ 0.00%Total Revenue 4,104,839 12,445,395 11,413,593 13,303,117 ‐ 1,889,524 16.56%601‐000‐5‐101‐00 Regular Pay 202,939 212,653 243,647 240,906 (2,740) ‐1.12%601‐000‐5‐101‐01 Temporary Pay 74,764 83,833 76,000 89,610 13,610 17.91%601‐000‐5‐101‐04 Overtime Pay 12,436 15,882 7,000 10,000 3,000 42.86%601‐000‐5‐101‐10 Wellness Benefit 225 ‐ 900 900 ‐ 0.00%601‐000‐5‐120‐00 FICA 22,025 22,809 25,057 26,118 1,061 4.23%601‐000‐5‐121‐09 Retirement 12,384 13,396 15,093 15,108 16 0.10%601‐000‐5‐121‐10 Pension Expense 23,800 (18,565) ‐ ‐ ‐ 0.00%601‐000‐5‐123‐00 Group Insurance 26,175 28,379 32,869 29,531 (3,337) ‐10.15%601‐000‐5‐130‐00 Workmans Compensation 3,118 1,923 2,832 3,126 294 10.39%Total Personnel Services 377,866 360,309 403,398 415,301 ‐ 11,903 2.95%
City of Brookings2023 AppropriationsBudget Budget2020 2021 2022 2023 Change ChangeActual Actual Adopted Requested + /(‐)%Req vs PY AdoptedAccount Number DescriptionLiquor Fund, Contd. 601‐000‐5‐421‐00 Insurance 51,903 49,776 52,285 58,878 6,593 12.61%601‐000‐5‐422‐02 Contracted Auditing Services 2,852 2,775 5,000 2,500 (2,500) ‐50.00%601‐000‐5‐422‐07 Contracting Services 26,435 12,156 5,000 5,500 500 10.00%601‐000‐5‐423‐05 Advertising/Promotion Fees 19,902 16,852 15,000 15,000 ‐ 0.00%601‐000‐5‐424‐06 Rent 103,270 122,525 154,593 160,257 5,664 3.66%601‐000‐5‐425‐04 Maintenance Equipment 4,808 16,837 2,000 3,000 1,000 50.00%601‐000‐5‐425‐05 Maintenance Buildings 1,567 9,090 4,000 5,000 1,000 25.00%601‐000‐5‐426‐01 Office Supplies 2,543 4,954 2,500 3,000 500 20.00%601‐000‐5‐426‐03 General Supplies 11,669 21,889 12,500 13,000 500 4.00%601‐000‐5‐426‐04 Cleaning Supplies 431 886 1,000 1,100 100 10.00%601‐000‐5‐426‐17 Uniforms‐ 2,200 500 850 350 70.00%601‐000‐5‐427‐01 Travel & Lodging 995 2,985 1,000 2,500 1,500 150.00%601‐000‐5‐427‐02 Registration & Training‐ ‐ 3,000 3,500 500 16.67%601‐000‐5‐428‐01 Telephone 4,859 5,568 3,600 4,500 900 25.00%601‐000‐5‐428‐02 Electric & Water 20,959 25,987 25,000 27,000 2,000 8.00%601‐000‐5‐428‐03 Heat 2,371 3,333 3,000 4,000 1,000 33.33%601‐000‐5‐428‐05 Hauling Service 3,765 2,717 2,800 3,000 200 7.14%601‐000‐5‐429‐01 Membership & Dues 514 1,335 600 600 ‐ 0.00%601‐000‐5‐429‐04 License Fees 750 750 750 750 ‐ 0.00%601‐000‐5‐429‐15 Bad Debt Expense (191) 18 300 150 (150) ‐50.00%601‐000‐5‐469‐00 Bank/Credit Card Fees 63,080 56,325 59,000 60,338 1,338 2.27%601‐000‐5‐852‐01 Purchases/Liquor 1,771,978 1,988,255 2,002,484 2,209,669 207,185 10.35%601‐000‐5‐852‐02 Purchases/Beer 871,157 901,674 887,111 895,021 7,910 0.89%601‐000‐5‐852‐03 Purchases/Miscellaneous 57,343 100,174 77,163 101,148 23,985 31.08%601‐000‐5‐852‐04 Purchases/Wine 379,991 421,850 335,781 447,591 111,810 33.30%601‐000‐5‐852‐06 Purchases/Lottery 16,696 30,239 16,470 17,820 1,350 8.20%601‐000‐5‐852‐07 OA Purchases‐Wine Liquor‐ 2,073,863 1,771,194 2,173,233 402,039 22.70%601‐000‐5‐852‐08 OA‐Purchases Beer/Malt Beer‐ 5,863,483 5,018,976 6,161,466 1,142,490 22.76%601‐000‐5‐852‐09 Freight‐In‐ ‐ 13,072 51,762 38,690 295.98%601‐000‐5‐856‐01 Scholarship Program‐ ‐ ‐ 100,000 100,000 0.00%Total other Expenses 3,419,647 11,738,493 10,475,679 12,532,134 ‐ 2,056,455 19.63%
City of Brookings2023 AppropriationsBudget Budget2020 2021 2022 2023 Change ChangeActual Actual Adopted Requested + /(‐)%Req vs PY AdoptedAccount Number DescriptionLiquor Fund, Contd. 601‐000‐5‐920‐00 Furniture & Equipment 253 27,770 5,000 3,000 (2,000) ‐40.00%601‐000‐5‐950‐01 Capital less than $5000 2,215 11,121 5,000 3,000 (2,000) ‐40.00%601‐000‐5‐950‐10 IT Capital less than $5000‐ ‐ ‐ 2,100 2,100 0.00%Total Capital Expenses 2,468 38,891 10,000 8,100 ‐ (1,900) ‐19.00%Total Expenses 3,799,980 12,137,694 10,889,076 12,955,534 ‐ 2,066,458 18.98%601‐000‐7‐899‐00 Transfer out General Fund 421,557 380,000 380,000 345,000 (35,000) ‐9.21%601‐000‐7‐899‐04 Transfer out to Edgebrook 68,508 106,877 100,000 100,000 ‐ 0.00%601‐000‐7‐899‐11 Transfer out to 3rd B Fund 20,000 ‐ ‐ ‐ ‐ 0.00%Total Transfers Out 510,065 486,877 480,000 445,000 ‐ (35,000) ‐7.29%Total Expenses & Transfers Out 4,310,045 12,624,571 11,369,076 13,400,534 ‐ 2,031,458 17.87%Airport Fund606‐000‐4‐334‐09 Grants 2,319,178 317,756 886,692 116,875 (769,817) ‐86.82%606‐000‐4‐441‐08 Reimbursed Expense 185 ‐ ‐ ‐ ‐ 0.00%606‐000‐4‐848‐10 Terminal Rent‐ 2,939 1,075 1,107 32 2.99%606‐000‐4‐848‐11 Landing Fees 1,040 1,990 2,500 3,000 500 20.00%606‐000‐4‐848‐12 Rentals 39,654 38,602 40,216 45,782 5,566 13.84%606‐000‐4‐848‐15 Av/Jet Gas Sales 5,819 ‐ ‐ ‐ ‐ 0.00%606‐000‐4‐848‐16 Fuel Flowage Fee‐ 10,708 7,000 8,500 1,500 21.43%606‐000‐4‐861‐09 Miscellaneous 5,125 125 210 210 ‐ 0.00%Total Revenue 2,371,001 372,120 937,693 175,474 ‐ (762,219) ‐81.29%606‐000‐6‐700‐00 Transfer in General Fund 162,492 ‐ ‐ ‐ ‐ 0.00%606‐000‐6‐700‐03 Transfer In Landfill‐ 220,167 ‐ 239,000 239,000 0.00%606‐000‐6‐700‐04 Transfer in Sales & Use Tax 212,100 114,900 153,192 76,875 (76,317) ‐49.82%Total Transfers In 374,592 335,067 153,192 315,875 ‐ 162,683 106.20%Total Revenue & Transfers In 2,745,593 707,187 1,090,885 491,349 ‐ (599,536) ‐54.96%
City of Brookings2023 AppropriationsBudget Budget2020 2021 2022 2023 Change ChangeActual Actual Adopted Requested + /(‐)%Req vs PY AdoptedAccount Number DescriptionAirport Fund, contd. 606‐000‐5‐101‐00 Regular Pay 124,002 130,657 131,830 135,852 4,022 3.05%606‐000‐5‐101‐01 Temporary Pay‐ ‐ ‐ 5,000 5,000 0.00%606‐000‐5‐101‐04 Overtime 6,785 3,144 6,000 4,000 (2,000) ‐33.33%606‐000‐5‐101‐07 Clothing Allowance 300 300 650 800 150 23.08%606‐000‐5‐120‐00 FICA 9,200 9,494 10,594 11,116 522 4.93%606‐000‐5‐121‐09 Retirement 7,825 7,984 8,309 8,439 130 1.57%606‐000‐5‐121‐10 Pension Expense 11,096 (11,146) ‐ ‐ ‐ 0.00%606‐000‐5‐123‐00 Group Insurance 25,255 25,515 29,535 32,550 3,016 10.21%606‐000‐5‐130‐00 Workmans Compensation 3,593 2,061 3,036 3,651 615 20.27%Total Personnel Services 188,055 168,010 189,953 201,408 ‐ 11,456 6.03%606‐000‐5‐421‐00 Insurance 10,237 8,839 10,078 10,469 391 3.88%606‐000‐5‐422‐02 Contracted Auditing Services 860 1,244 4,000 4,000 ‐ 0.00%606‐000‐5‐422‐07 Contracting Services 7,120 4,712 6,000 9,500 3,500 58.33%606‐000‐5‐423‐05 Advertising/Promotion Fees 168 315 200 200 ‐ 0.00%606‐000‐5‐425‐01 Maintenance Office Equipment‐ 40 200 200 ‐ 0.00%606‐000‐5‐425‐03 Maintenance of Trucks 605 664 1,000 1,000 ‐ 0.00%606‐000‐5‐425‐04 Maintenance of Equipment 10,071 7,217 11,000 9,671 (1,329) ‐12.08%606‐000‐5‐425‐05 Maintenance Buildings 1,159 1,456 1,500 2,000 500 33.33%606‐000‐5‐425‐06 Maintenance Radio 154 ‐ 200 200 ‐ 0.00%606‐000‐5‐425‐09 Maintenance Grounds 6,229 11,366 11,000 12,000 1,000 9.09%606‐000‐5‐426‐01 Office Supplies 180 86 400 1,500 1,100 275.00%606‐000‐5‐426‐03 General Supplies 651 2,342 2,000 3,500 1,500 75.00%606‐000‐5‐426‐04 Cleaning Supplies 101 120 150 150 ‐ 0.00%606‐000‐5‐426‐10 Gas 1,717 3,941 3,000 3,000 ‐ 0.00%606‐000‐5‐426‐11 Oil & Grease 238 327 500 500 ‐ 0.00%606‐000‐5‐426‐12 Tires 63 272 400 500 100 25.00%606‐000‐5‐426‐13 Diesel Fuel 3,411 1,842 6,500 6,000 (500) ‐7.69%606‐000‐5‐426‐15 Chemicals‐ 352 750 750 ‐ 0.00%606‐000‐5‐426‐17 Uniforms‐ 290 35 ‐ (35) ‐100.00%606‐000‐5‐426‐28 Extinguishing Agents 79 779 400 300 (100) ‐25.00%606‐000‐5‐427‐01 Travel & Lodging 1,322 ‐ 3,500 4,200 700 20.00%606‐000‐5‐427‐02 Registration & Training 70 323 2,650 2,650 ‐ 0.00%606‐000‐5‐428‐01 Telephone 4,257 3,411 4,300 4,300 ‐ 0.00%606‐000‐5‐428‐02 Electric & Water 10,479 14,132 12,000 15,000 3,000 25.00%
City of Brookings2023 AppropriationsBudget Budget2020 2021 2022 2023 Change ChangeActual Actual Adopted Requested + /(‐)%Req vs PY AdoptedAccount Number DescriptionAirport Fund, contd. 606‐000‐5‐428‐03 Heat 2,449 3,287 4,000 4,000 ‐ 0.00%606‐000‐5‐429‐00 Miscellaneous 73 1,000 200 200 ‐ 0.00%606‐000‐5‐429‐01 Membership & Dues 275 300 400 400 ‐ 0.00%Total other Expenses 61,970 68,655 86,363 96,191 ‐ 9,828 11.38%606‐000‐5‐911‐00 Buildings & Structures‐ ‐ 9,550 15,000 5,450 57.07%606‐000‐5‐930‐00 Machinery & Auto Equipment‐ 3,862 32,000 ‐ (32,000) ‐100.00%606‐000‐5‐940‐00 Other Capital 2,391,383 473,388 948,334 125,000 (823,334) ‐86.82%606‐000‐5‐950‐01 Capital less than $5000‐ ‐ ‐ 2,250 2,250 0.00%606‐000‐5‐950‐10 IT Capital less than $5000‐ ‐ ‐ 1,500 1,500 0.00%606‐000‐5‐970‐00 Runway Improvements (2,354,570) (604,271) 50,000 50,000 ‐ 0.00%Total Capital Expenses 36,814 (127,021) 1,039,884 193,750 ‐ (846,134) ‐81.37%Total Expenses 286,838 109,644 1,316,200 491,349 ‐ (824,851) ‐62.67%606‐000‐7‐899‐24 Transfer out to Public Art 1,779 ‐ ‐ ‐ ‐ 0.00%Total Transfers Out 1,779 ‐ ‐ ‐ ‐ ‐ 0.00%Total Expenses & Transfers Out 288,617 109,644 1,316,200 491,349 ‐ (824,851) ‐62.67%Edgebrook Golf Course Fund607‐000‐4‐346‐04 Golf Fees 135,628 163,509 150,000 153,234 3,234 2.16%607‐000‐4‐346‐05 Packages 167,784 250,586 160,000 175,000 15,000 9.38%607‐000‐4‐346‐06 Cart Rentals 69,895 74,645 57,000 60,000 3,000 5.26%607‐000‐4‐346‐08 Green Fees‐18 holes 1/2 price (824) ‐ ‐ ‐ ‐ 0.00%607‐000‐4‐346‐26 Driving Range‐Bucket 21,315 23,335 ‐ 20,000 20,000 0.00%607‐000‐4‐346‐27 Driving Range‐Seasonal Single 2,250 3,859 ‐ 3,000 3,000 0.00%607‐000‐4‐346‐28 Driving Range‐Seasonal Family 800 1,935 ‐ 500 500 0.00%607‐000‐4‐346‐29 Golf Lessons 6,424 11,725 10,000 11,500 1,500 15.00%607‐000‐4‐346‐45 CIP Fee 17,465 20,985 18,000 18,000 ‐ 0.00%607‐000‐4‐346‐46 Pro Shop Revenue 86,874 109,427 85,000 90,000 5,000 5.88%607‐000‐4‐347‐00 15% Food and Beverage Sales 2,010 ‐ 1,500 1,500 ‐ 0.00%607‐000‐4‐367‐00 15% Food and Beverage Sales 36 ‐ ‐ ‐ ‐ 0.00%607‐000‐4‐441‐08 Reimbursed Expense 1,447 1,881 ‐ ‐ ‐ 0.00%607‐000‐4‐661‐01 Money Market Interest Income 157 62 ‐ ‐ ‐ 0.00%607‐000‐4‐861‐09 Cell Tower Rental 14,957 15,405 14,000 15,000 1,000 7.14%Total Revenue 526,216 677,355 495,500 547,734 ‐ 52,234 10.54%
City of Brookings2023 AppropriationsBudget Budget2020 2021 2022 2023 Change ChangeActual Actual Adopted Requested + /(‐)%Req vs PY AdoptedAccount Number DescriptionEdgebrook Golf Course Fund, Contd. 607‐000‐6‐700‐01 Transfer in Liquor Fund 68,508 106,877 100,000 100,000 ‐ 0.00%607‐000‐6‐700‐09 Transfer in 75% Public Improve 110,342 165,000 140,500 148,000 7,500 5.34%Total Transfers In 178,850 271,877 240,500 248,000 ‐ 7,500 3.12%Total Revenue & Transfers In 705,066 949,232 736,000 795,734 ‐ 59,734 8.12%607‐000‐5‐101‐00 Regular Pay 93,279 116,391 118,039 124,366 6,327 5.36%607‐000‐5‐101‐01 Temporary Pay 50,124 58,512 62,000 66,950 4,950 7.98%607‐000‐5‐101‐04 Overtime Pay 731 1,028 2,000 2,000 ‐ 0.00%607‐000‐5‐101‐07 Clothing/Boot Allowance 150 1,000 500 1,000 500 100.00%607‐000‐5‐120‐00 FICA 10,644 12,899 13,964 14,865 901 6.45%607‐000‐5‐121‐09 Retirement 5,595 6,889 7,232 7,642 410 5.66%607‐000‐5‐121‐10 Pension Expense 14,037 (10,192) ‐ ‐ ‐ 0.00%607‐000‐5‐123‐00 Group Insurance 8,371 10,340 11,900 13,166 1,266 10.64%607‐000‐5‐130‐00 Workmans Compensation 8,622 2,071 3,050 3,691 640 20.99%Total Personnel Services 191,553 198,938 218,686 233,680 ‐ 14,994 6.86%607‐000‐5‐421‐00 Insurance 3,199 4,330 4,925 5,979 1,054 21.40%607‐000‐5‐422‐02 Contracted Auditing Services 860 794 1,000 1,000 ‐ 0.00%607‐000‐5‐422‐04 Contracting Services/Pro 203,980 263,102 185,000 200,000 15,000 8.11%607‐000‐5‐422‐15 Drug & Alcohol Testing 133 ‐ 125 125 ‐ 0.00%607‐000‐5‐423‐05 Advertising & Promotional Fees 3,791 4,229 4,000 4,500 500 12.50%607‐000‐5‐424‐01 Equipment Rental 32,079 33,454 35,000 35,000 ‐ 0.00%607‐000‐5‐425‐02 Maintenance Vehicles 75 460 400 500 100 25.00%607‐000‐5‐425‐04 Maintenance Equipment 7,657 9,657 10,000 10,000 ‐ 0.00%607‐000‐5‐425‐05 Maintenance Buildings 4,208 14,054 3,500 7,500 4,000 114.29%607‐000‐5‐425‐08 Maintenance Turf 3,136 4,152 3,900 4,250 350 8.97%607‐000‐5‐425‐09 Maintenance Irrigation System 12,761 30,748 13,500 15,000 1,500 11.11%607‐000‐5‐426‐01 Office Supplies 332 285 500 500 ‐ 0.00%607‐000‐5‐426‐03 General Supplies 5,915 6,907 8,000 8,000 ‐ 0.00%607‐000‐5‐426‐04 Cleaning Supplies 1,392 2,043 1,500 2,000 500 33.33%607‐000‐5‐426‐10 Gasoline 5,152 8,166 6,700 9,200 2,500 37.31%607‐000‐5‐426‐11 Oil & Grease Supplies 958 826 850 1,150 300 35.29%607‐000‐5‐426‐12 Tires‐ (72) 500 1,000 500 100.00%607‐000‐5‐426‐13 Diesel Fuel 3,144 4,509 6,500 8,000 1,500 23.08%607‐000‐5‐426‐14 Fertilizer Supplies 3,263 7,390 10,000 10,000 ‐ 0.00%607‐000‐5‐426‐15 Chemicals 11,888 18,070 17,500 20,000 2,500 14.29%Edgebrook Golf Course Fund, Contd.
City of Brookings2023 AppropriationsBudget Budget2020 2021 2022 2023 Change ChangeActual Actual Adopted Requested + /(‐)%Req vs PY AdoptedAccount Number Description607‐000‐5‐426‐17 Uniforms 499 ‐ ‐ ‐ ‐ 0.00%607‐000‐5‐426‐23 Sand 3,728 4,081 5,000 4,500 (500) ‐10.00%607‐000‐5‐427‐01 Travel & Lodging 224 303 750 750 ‐ 0.00%607‐000‐5‐427‐02 Registration & Training 333 834 1,000 1,000 ‐ 0.00%607‐000‐5‐428‐01 Telephone 5,444 5,410 6,000 5,500 (500) ‐8.33%607‐000‐5‐428‐02 Electric & Water 22,804 21,633 23,000 23,000 ‐ 0.00%607‐000‐5‐428‐03 Heat 2,522 3,015 2,500 4,000 1,500 60.00%607‐000‐5‐428‐05 Hauling Service‐ 372 150 200 50 33.33%607‐000‐5‐429‐01 Membership & Dues 50 100 300 300 ‐ 0.00%607‐000‐5‐429‐08 Postage 14 13 100 100 ‐ 0.00%607‐000‐5‐469‐00 Banking & Credit Card Fees 13,299 15,064 10,000 13,000 3,000 30.00%607‐000‐5‐470‐00 Debt Service‐ ‐ 18,000 18,000 ‐ 0.00%607‐000‐5‐854‐00 Refunds (53) 856 ‐ ‐ ‐ 0.00%Total other Expenses 352,787 464,782 380,200 414,054 ‐ 33,854 8.90%607‐000‐5‐920‐00 Furniture & Equipment‐ 19,252 2,000 23,000 21,000 1050.00%607‐000‐5‐930‐00 Machinery & Auto Equipment (52,914) (130,647) 18,000 18,000 ‐ 0.00%607‐000‐5‐940‐00 Other Capital 62,378 155,510 140,500 107,000 (33,500) ‐23.84%607‐000‐5‐940‐07 IT Other Capital‐ ‐ 5,000 ‐ (5,000) ‐100.00%607‐000‐5‐950‐01 Capital less than $5000‐ ‐ 1,200 ‐ (1,200) ‐100.00%607‐000‐5‐950‐10 IT Capital less than $5000‐ ‐ 1,200 ‐ (1,200) ‐100.00%Total Capital Expenses 9,464 44,115 167,900 148,000 ‐ (19,900) ‐11.85%Total Expenses 553,804 707,835 766,786 795,734 ‐ 28,948 3.78%607‐000‐7‐899‐24 Transfer out to Public Art 967 ‐ ‐ ‐ ‐ 0.00%Total Transfers Out 967 ‐ ‐ ‐ ‐ ‐ 0.00%Total Expenses & Transfers Out 554,771 707,835 766,786 795,734 ‐ 28,948 3.78%Solid Waste Collections Fund612‐000‐4‐447‐00 Contributed Capital‐ ‐ ‐ 307,928 307,928 0.00%612‐000‐4‐661‐01 Money Market Interest Income 5,312 215 6,000 2,711 (3,289) ‐54.82%612‐000‐4‐848‐01 Utility Billing 1,177,159 1,192,825 1,231,200 1,276,800 45,600 3.70%612‐000‐4‐848‐04 Yard Waste Bags 10,925 ‐ ‐ ‐ ‐ 0.00%612‐000‐4‐861‐09 Miscellaneous 231 439 ‐ ‐ ‐ 0.00%Total Revenue 1,193,628 1,193,480 1,237,200 1,587,438 ‐ 350,238 28.31%
City of Brookings2023 AppropriationsBudget Budget2020 2021 2022 2023 Change ChangeActual Actual Adopted Requested + /(‐)%Req vs PY AdoptedAccount Number DescriptionSolid Waste Collections Fund, contd. 612‐000‐5‐101‐00 Regular Pay 281,367 282,331 301,026 331,038 30,013 9.97%612‐000‐5‐101‐01 Temporary Pay 12,385 (82) ‐ ‐ ‐ 0.00%612‐000‐5‐101‐04 Overtime Pay 27,465 29,139 10,000 10,000 ‐ 0.00%612‐000‐5‐101‐07 Clothing Allowance 2,500 2,500 2,500 2,750 250 10.00%612‐000‐5‐120‐00 FICA 22,734 21,695 21,001 26,300 5,299 25.23%612‐000‐5‐121‐09 Retirement 19,421 18,896 16,472 20,627 4,156 25.23%612‐000‐5‐121‐10 Pension Expense‐ 53,622 ‐ ‐ ‐ 0.00%612‐000‐5‐123‐00 Group Insurance 55,838 62,778 73,244 76,824 3,580 4.89%612‐000‐5‐130‐00 Workmans Compensation 23,754 8,699 11,872 12,585 713 6.00%Total Personnel Services 445,465 479,577 436,115 480,124 ‐ 44,010 10.09%612‐000‐5‐421‐00 Insurance 21,775 15,771 12,056 12,900 844 7.00%612‐000‐5‐422‐02 Contracted Auditing Services 1,850 ‐ 2,500 2,500 ‐ 0.00%612‐000‐5‐422‐06 Medical Services‐ ‐ 300 300 ‐ 0.00%612‐000‐5‐422‐07 Contracting Services 47,512 57,659 70,400 83,000 12,600 17.90%612‐000‐5‐422‐08 Computer Services 26,210 27,448 27,000 30,800 3,800 14.07%612‐000‐5‐422‐15 Drug & Alcohol Testing 128 110 250 250 ‐ 0.00%612‐000‐5‐423‐01 Publication/Recording Fees 73 14 250 250 ‐ 0.00%612‐000‐5‐423‐05 Advertising & Promotional Fees 14,325 17,600 15,960 15,960 ‐ 0.00%612‐000‐5‐425‐03 Maintenance Trucks 53,807 61,397 63,000 69,828 6,828 10.84%612‐000‐5‐425‐04 Maintenance Equipment 58,064 13,893 39,000 35,000 (4,000) ‐10.26%612‐000‐5‐425‐05 Maintenance Buildings 613 641 1,500 3,000 1,500 100.00%612‐000‐5‐425‐06 Maintenance Radio‐ 1,500 5,600 2,000 (3,600) ‐64.29%612‐000‐5‐426‐01 Office Supplies 295 929 1,800 3,200 1,400 77.78%612‐000‐5‐426‐03 General Supplies 6,965 6,685 6,000 6,500 500 8.33%612‐000‐5‐426‐08 Supplies/Dumpsters & Carts 222,898 24,027 31,800 39,250 7,450 23.43%612‐000‐5‐426‐10 Gasoline 1,655 5,892 2,600 6,375 3,775 145.19%612‐000‐5‐426‐11 Oil & Grease Supplies 3,518 2,914 5,000 5,000 ‐ 0.00%612‐000‐5‐426‐12 Tires 6,212 11,886 12,000 12,624 624 5.20%612‐000‐5‐426‐13 Diesel Fuel 36,439 55,509 58,500 90,000 31,500 53.85%612‐000‐5‐426‐17 Uniforms 304 423 2,500 2,500 ‐ 0.00%612‐000‐5‐427‐01 Travel & Lodging‐ ‐ 2,000 2,000 ‐ 0.00%612‐000‐5‐427‐02 Registration & Training‐ ‐ 2,000 2,000 ‐ 0.00%612‐000‐5‐428‐01 Telephone 2,428 2,026 3,360 3,960 600 17.86%612‐000‐5‐428‐02 Electric & Water 3,745 4,351 3,840 5,100 1,260 32.81%Solid Waste Collections Fund, contd.
City of Brookings2023 AppropriationsBudget Budget2020 2021 2022 2023 Change ChangeActual Actual Adopted Requested + /(‐)%Req vs PY AdoptedAccount Number Description612‐000‐5‐428‐03 Heat 2,500 3,822 7,500 7,667 167 2.23%612‐000‐5‐428‐05 Hauling Service 259,473 268,882 244,200 255,300 11,100 4.55%612‐000‐5‐429‐04 License Fees‐ ‐ 50 50 ‐ 0.00%612‐000‐5‐429‐31 Paint Exchange‐ ‐ 50,000 ‐ (50,000) ‐100.00%612‐000‐5‐429‐35 Yardwaste Program 6,650 10,129 ‐ ‐ ‐ 0.00%Total other Expenses 777,436 593,508 670,966 697,314 ‐ 26,348 3.93%612‐000‐5‐930‐00 Machinery & Auto Equipment‐ ‐ 390,652 410,000 19,348 4.95%Total Capital Expenses‐ ‐ 390,652 410,000 ‐ 19,348 4.95%Total Expenses 1,222,901 1,073,085 1,497,733 1,587,438 ‐ 89,705 5.99%612‐000‐7‐899‐24 Transfer out to Public Art 1,694 2,900 ‐ ‐ ‐ 0.00%Total Transfers Out 1,694 2,900 ‐ ‐ ‐ ‐ 0.00%Total Expenses & Transfers Out 1,224,595 1,075,985 1,497,733 1,587,438 ‐ 89,705 5.99%Solid Waste Disposal Fund625‐000‐4‐447‐00 Contributed Capital‐ ‐ ‐ 123,048 123,048 0.00%625‐000‐4‐661‐00 Interest Income 58,437 65,165 15,000 22,700 7,700 51.33%625‐000‐4‐661‐01 Money Market Interest Income 31,127 964 10,000 1,000 (9,000) ‐90.00%625‐000‐4‐848‐03 Landfill Tickets 2,630,359 2,545,983 2,521,000 2,645,000 124,000 4.92%625‐000‐4‐848‐12 Rentals 25,320 27,240 20,550 29,150 8,600 41.85%625‐000‐4‐848‐22 Recycled Materials 1,950 18,320 2,936 2,936 ‐ 0.00%625‐000‐4‐861‐09 Miscellaneous 2,615 8,585 ‐ ‐ ‐ 0.00%Total Revenue 2,749,808 2,666,256 2,569,486 2,823,834 ‐ 254,348 9.90%625‐000‐5‐101‐00 Regular Pay 377,965 286,820 488,853 510,683 21,830 4.47%625‐000‐5‐101‐01 Temporary Pay 2,908 2,051 30,500 31,930 1,430 4.69%625‐000‐5‐101‐04 Overtime Pay 25,511 49,139 15,000 10,000 (5,000) ‐33.33%625‐000‐5‐101‐07 Clothing Allowance 2,000 1,767 2,000 2,250 250 12.50%625‐000‐5‐101‐10 Wellness Benefit 275 ‐ ‐ ‐ ‐ 0.00%625‐000‐5‐120‐00 FICA 29,668 23,823 40,457 42,447 1,990 4.92%625‐000‐5‐121‐09 Retirement 24,174 19,448 30,351 31,376 1,025 3.38%625‐000‐5‐121‐10 Pension Expense 30,321 (113,112) ‐ ‐ ‐ 0.00%625‐000‐5‐123‐00 Group Insurance 46,655 56,496 97,611 128,824 31,213 31.98%625‐000‐5‐130‐00 Workmans Compensation 29,270 4,742 6,984 7,946 961 13.77%Total Personnel Services 568,746 331,174 711,757 765,456 ‐ 53,699 7.54%
City of Brookings2023 AppropriationsBudget Budget2020 2021 2022 2023 Change ChangeActual Actual Adopted Requested + /(‐)%Req vs PY AdoptedAccount Number DescriptionSolid Waste Disposal Fund, contd. 625‐000‐5‐220‐01 Restricted Closure‐ ‐ 27,832 27,832 ‐ 0.00%625‐000‐5‐220‐02 Restricted Post Closure‐ ‐ 18,396 18,396 ‐ 0.00%625‐000‐5‐421‐00 Insurance 9,209 9,303 10,422 11,177 755 7.25%625‐000‐5‐422‐01 Legal Services 144 ‐ 300 300 ‐ 0.00%625‐000‐5‐422‐02 Contracted Auditing Services 1,850 3,510 2,500 2,500 ‐ 0.00%625‐000‐5‐422‐03 Consulting & Engineering 31,756 57,101 201,800 49,500 (152,300) ‐75.47%625‐000‐5‐422‐06 Medical Services 48 899 200 200 ‐ 0.00%625‐000‐5‐422‐07 Contracting Services 22,723 54,655 77,250 102,960 25,710 33.28%625‐000‐5‐422‐08 Computer Services 2,798 2,342 13,180 13,900 720 5.46%625‐000‐5‐422‐09 Testing Services 42,129 12,354 19,050 25,000 5,950 31.23%625‐000‐5‐422‐15 Drug & Alcohol Testing‐ 73 200 200 ‐ 0.00%625‐000‐5‐423‐01 Publication/Recording Fees 38 ‐ 200 200 ‐ 0.00%625‐000‐5‐423‐05 Advertising/Promotion Fees 8,996 8,049 8,300 10,500 2,200 26.51%625‐000‐5‐424‐01 Equipment Rentals‐ 981 ‐ ‐ ‐ 0.00%625‐000‐5‐425‐03 Maintenance Trucks 4,994 9,803 7,500 10,500 3,000 40.00%625‐000‐5‐425‐04 Maintenance Equipment 110,763 229,153 90,000 96,000 6,000 6.67%625‐000‐5‐425‐05 Maintenance Buildings 4,984 4,265 10,000 10,000 ‐ 0.00%625‐000‐5‐425‐09 Maintenance Grounds 9,832 23,876 15,000 17,427 2,427 16.18%625‐000‐5‐426‐01 Office Supplies 2,845 2,977 6,000 6,000 ‐ 0.00%625‐000‐5‐426‐03 General Supplies 12,950 7,814 8,000 11,730 3,730 46.63%625‐000‐5‐426‐04 Janitorial Supplies 8,627 9,819 7,000 7,000 ‐ 0.00%625‐000‐5‐426‐05 Photographic Supplies 700 ‐ ‐ ‐ ‐ 0.00%625‐000‐5‐426‐09 Subscriptions/Books‐ ‐ 500 850 350 70.00%625‐000‐5‐426‐10 Gasoline 1,476 5,605 6,000 6,375 375 6.25%625‐000‐5‐426‐11 Oil & Grease Supplies 3,205 2,180 7,500 7,500 ‐ 0.00%625‐000‐5‐426‐12 Tires 14,972 1,425 10,000 15,000 5,000 50.00%625‐000‐5‐426‐13 Diesel Fuel 77,414 60,975 87,750 128,438 40,688 46.37%625‐000‐5‐426‐17 Uniforms 362 2,530 1,500 1,500 ‐ 0.00%625‐000‐5‐426‐18 Gravel 10,467 7,049 10,000 15,000 5,000 50.00%625‐000‐5‐426‐27 Alternate Cover 1,198 10,913 8,400 20,318 11,918 141.88%625‐000‐5‐427‐01 Travel & Lodging‐ ‐ 7,000 7,000 ‐ 0.00%625‐000‐5‐427‐02 Registration & Training 1,950 155 3,000 6,750 3,750 125.00%625‐000‐5‐428‐01 Telephone 224 2,411 2,400 2,700 300 12.50%625‐000‐5‐428‐02 Electric & Water 2,272 3,191 4,200 4,200 ‐ 0.00%Solid Waste Disposal Fund, contd.
City of Brookings2023 AppropriationsBudget Budget2020 2021 2022 2023 Change ChangeActual Actual Adopted Requested + /(‐)%Req vs PY AdoptedAccount Number Description625‐000‐5‐428‐03 Heat 2,553 6,938 12,000 13,090 1,090 9.08%625‐000‐5‐428‐05 Hauling Service 8,180 8,460 8,000 10,000 2,000 25.00%625‐000‐5‐429‐01 Membership & Dues 773 1,200 2,750 2,750 ‐ 0.00%625‐000‐5‐429‐05 Rodent Control 1,961 1,961 2,250 2,500 250 11.11%625‐000‐5‐429‐07 Miscellaneous Services 2,771 3,573 2,000 2,750 750 37.50%625‐000‐5‐429‐11 State Fees 52,308 52,840 53,000 62,000 9,000 16.98%625‐000‐5‐429‐16 Solid Waste Committee 950 700 ‐ ‐ ‐ 0.00%625‐000‐5‐429‐18 Bad Debt Expense (20) 388 ‐ ‐ ‐ 0.00%625‐000‐5‐429‐38 Compost Program Supplies‐ ‐ 10,250 ‐ (10,250) ‐100.00%625‐000‐5‐432‐00 Post Closure 48,905 284,700 ‐ ‐ ‐ 0.00%625‐000‐5‐897‐00 Interest Expense 500 500 500 500 ‐ 0.00%Total other Expenses 507,806 894,668 762,130 730,542 ‐ (31,588) ‐4.14%625‐000‐5‐911‐00 Buildings & Structures (2,107,311) ‐ 400,000 454,500 54,500 13.63%625‐000‐5‐920‐00 Furniture & Equipment‐ ‐ ‐ 15,000 15,000 0.00%625‐000‐5‐930‐00 Machinery & Auto Equipment‐ ‐ ‐ 140,250 140,250 0.00%625‐000‐5‐940‐00 Other Capital 2,033,999 ‐ ‐ ‐ ‐ 0.00%625‐000‐5‐950‐01 Capital less than $5000 11,800 17,603 ‐ 15,000 15,000 0.00%625‐000‐5‐950‐10 IT Capital less than $5000‐ ‐ ‐ 6,000 6,000 0.00%Total Capital Expenses (61,513) 17,603 400,000 630,750 ‐ 230,750 57.69%Total Expenses 1,015,039 1,243,445 1,873,886 2,126,748 ‐ 252,861 13.49%625‐000‐7‐899‐00 Transfer out General Fund 700,000 479,833 469,345 324,067 (145,278) ‐30.95%625‐000‐7‐899‐01 Transfer out Airport‐ 220,167 226,155 239,000 12,845 5.68%625‐000‐7‐899‐24 Transfer out to Public Art 19,905 2,150 100 100 ‐ 0.00%Total Transfers Out 719,905 702,150 695,600 563,167 ‐ (132,433) ‐19.04%Total Expenses & Transfers Out 1,734,944 1,945,595 2,569,486 2,689,915 ‐ 120,428 4.69%
City of Brookings2023 AppropriationsBudget Budget2020 2021 2022 2023 Change ChangeActual Actual Adopted Requested + /(‐)%Req vs PY AdoptedAccount Number DescriptionResearch & Technology Center Fund630‐000‐4‐661‐01 Money Market Interest Income 360 13 ‐ ‐ ‐ 0.00%630‐000‐4‐848‐12 Rentals 123,642 48,428 112,876 118,600 5,724 5.07%630‐000‐4‐861‐09 Miscellaneous 30,556 31,898 23,000 23,000 ‐ 0.00%Total Revenue 154,558 80,339 135,876 141,600 ‐ 5,724 4.21%630‐000‐5‐101‐01 Temporary Pay 369 ‐ 1,800 2,571 771 42.83%630‐000‐5‐120‐00 FICA 28 ‐ 138 197 59 42.82%630‐000‐5‐121‐10 Pension Expense 33,592 9,588 ‐ ‐ ‐ 0.00%Total Personnel Services 33,989 9,588 1,938 2,768 ‐ 830 42.83%630‐000‐5‐421‐00 Insurance 2,943 3,782 4,350 5,382 1,032 23.73%630‐000‐5‐422‐07 Contracting Services 8,045 4,950 13,000 13,000 ‐ 0.00%630‐000‐5‐425‐04 Maintenance Equipment 1,440 32,392 10,500 14,000 3,500 33.33%630‐000‐5‐425‐05 Maintenance Buildings 15,039 3,269 4,000 4,000 ‐ 0.00%630‐000‐5‐426‐03 General Supplies 80 241 200 200 ‐ 0.00%630‐000‐5‐426‐04 Cleaning Supplies 625 448 1,000 1,000 ‐ 0.00%630‐000‐5‐428‐01 Telephone 702 (27) 750 750 ‐ 0.00%630‐000‐5‐428‐02 Electric & Water 41,248 48,159 43,000 43,000 ‐ 0.00%630‐000‐5‐428‐03 Heat 5,668 8,403 15,000 15,000 ‐ 0.00%630‐000‐5‐428‐05 Hauling Service 2,798 3,458 3,000 3,000 ‐ 0.00%630‐000‐5‐429‐07 Miscellaneous Services‐ (69,678) ‐ ‐ ‐ 0.00%Total other Expenses 78,589 35,397 94,800 99,332 ‐ 4,532 4.78%Total Expenses 112,577 44,985 96,737 102,099 ‐ 5,362 5.54%630‐000‐7‐899‐00 Transfer out General Fund 73,207 45,501 38,270 39,501 1,231 3.22%Total Transfers Out 73,207 45,501 38,270 39,501 ‐ 1,231 3.22%Total Expenses & Transfers Out 185,784 90,486 135,007 141,600 ‐ 6,593 4.88%
City of Brookings
Staff Report
Brookings City & County
Government Center, 520
Third Street
Brookings, SD 57006
(605) 692-6281 phone
(605) 692-6907 fax
File #:ORD 22-035,Version:1
Introduction and First Reading on Ordinance 22-035, an Ordinance amending Chapter 94, Article VI,
Division 5, Pertaining to Sections 94-467, 94-469, 94-470, and 94-473 for the Purposes of Amending
Sign Ordinances. Public Hearing and Action: November 8, 2022.
Summary:
The City of Brookings is proposing amendments to the City’s sign ordinances located in Chapter 94,
Article VI, Division 5. The amendments have a focus on standards for electronic message displays
but also contain additional modifications to the sign ordinances.
Recommendation:
Staff and the Development Review Team recommend approval. The Planning Commission voted 5-1
recommending approval.
Attachments:
Memo
Ordinance - clean
Ordinance - marked
Legal Notice - City Council
Legal Notice - Planning Commission
Planning Commission Minutes
City of Brookings Printed on 10/20/2022Page 1 of 1
powered by Legistar™
City Council Agenda Memo
From: Ryan Miller, City Planner
City Council Meeting: October 25, 2022 / November 8, 2022
Subject: Ordinance 22-035: amending Chapter 94, Article VI,
Division 5, Pertaining to Sections 94-467, 94-469, 94-470,
and 94-473 for the purposes of amending Sign Ordinances
Person(s) Responsible: Mike Struck, Community Development Director
Summary:
The City of Brookings is proposing amendments to the City’s sign ordinances located in
Chapter 94, Article VI, Division 5. The amendments add additional regulations to
freestanding signs and electronic message displays within 200 feet of residential or
historic districts.
Background:
City staff have been exploring changes to sign ordinances related to potential impacts
on historic and residential properties from adjacent electronic message displays
(EMDs). Potential changes have been reviewed and discussed with the Development
Review Team and representatives from Daktronics.
Item Details:
The primary objective of the amendments is to reduce the impact of EMDs on
residential and historic districts. Staff is proposing to add a limitation on the size of
EMDs within a buffer distance from a residential or historic district, as well as eliminate
EMDs in historic districts where they are currently allowed. Currently, EMDs are only
prohibited in the Commercial Historic District. As proposed, no sign with EMD
capabilities would be allowed within the historic districts and EMDs located within 200
feet of a residential or historic district would be limited to 25% of the total allowable sign
area for a sign based on the underlying zoning district or 40 square feet, whichever is
greater. This limitation would apply to freestanding and building signs.
Within the same 200-foot buffer from a residential or historic district, EMD portions of
signs would be limited to a height matching the height of the primary build ing or the max
allowable height based on the underlying zoning district, whichever is less. An
exception to the height limitation for the EMD portion of signs for corner lots impacted
by the intersection and driveway safety zone is provided.
An exception to the 200-foot residential buffer was established for the 200-feet
surrounding Edgebrook Golf Course, which is zoned residential but does not include
residential uses. Eliminating the 200-foot buffer in this area will allow properties near
the intersection of 22nd Avenue and 20th Street South to utilize the current existing sign
standards.
The proposed amendments also include design and landscaping requirements for all
freestanding signs. Included are standards for the supporting structures, which would
be required to be designed to match the primary building, as well as wrap all pylon
poles with decorative wrapping to a height of eight feet or the bottom of the sign,
whichever is lower. The base of the supporting structures must also include a minimum
landscape planting strip of three-feet around the structure.
The brightness levels of EMDs will be regulated according to foot candles, an industry
standard for intensity levels. No EMD will be allowed to exceed a brightness level of 0.3
foot candles to be measured from a preset distance and using a Lux Meter designed to
measure foot candle intensity.
Addition language related to historic districts will be cleaned up to appropriately include
all historic districts where standards relate to those districts.
Legal Consideration:
None.
Strategic Plan Consideration:
Sustainability – by limiting the impact of electronic message displays in sensitive
sections of the community, we are support the community’s quality of life.
Financial Consideration:
None
Options and Recommendation:
The City Council has the following options:
1. Approve as presented
2. Amend
3. Deny
4. Move the item to a study session
5. Discuss / take no action / table
The Development Review Team recommends approval. Staff recommends approval.
The Planning Commission voted 5 – 1 recommending approval.
Supporting Documentation:
Ordinance – Clean
Ordinance - Marked
Legal Notice – City Council
Legal Notice – Planning Commission
Planning Commission Minutes
Ordinance 22-035
An Ordinance amending Chapter 94, Zoning of the City of Brookings
pertaining to Sections 94-467, 94-469, 94-470, and 94-473 for the purposes of
amending sign regulations.
Be It Ordained by the Governing Body of the City of Brookings, South Dakota that the
Subdivision Regulations be amended as follows:
I.
ARTICLE VI. – SUPPLEMENTAL REGULATIONS
That Section 94-467 of Article VI, Division 5 of the Zoning Regulations shall be
amended to read as follows:
Sec. 94-467. Permit.
(a) Scope. This section shall apply to all sign permits.
(b) Permanent signs.
(1) Application. All applications for the construction, creation, placement or
installation of permanent signs or the modification of an existing permanent
sign shall be accompanied by the following:
a. A detailed site plan of the lot showing the exact location and orientation of
the sign(s) relative to all lot lines, building lines, parking lots, drive -ways
and other pertinent land and architectural features.
b. For freestanding signs, a landscape plan as required (see Sec. 94-470 (b)
freestanding signs).
c. An elevation drawing showing the total height above the adjacent grade.
d. The total dimensions of the sign facing.
e. The design features of the sign.
f. The type of illumination or other characteristics of the sign (see Table 5 in
section 94-473).
g. The size and type of existing signs on the property.
h. Certification from the sign manufacturer that the light intensity has been
pre-set and locked to not exceed the levels specified in this chapter.
i. All other applicable data such as lot line dimensions and building wall or
other surface area dimensions as required by the city.
Sec. 94-469. Design, construction and maintenance.
All permanent signs shall be designed, constructed and maintained in accordance with
the following standards:
(1) All signs shall comply with the applicable provisions of the City's Building Code
and National Electric Code at all times.
(2) All signs shall be constructed of permanent materials and shall be permanently
attached to the ground, a building or another structure by direct attachment to
a rigid wall, frame or structure.
(3) All permanent signs shall be constructed to withstand a wind load pressure of
30 pounds per square foot.
(4) Signs shall be maintained in a safe and legible condition at all times including
the replacement of defective or damaged parts, painting, repainting, cleaning
and other services required for maintenance of said signs. Signs which are not
maintained shall be removed or brought into compliance immediately upon
written notice.
(5) All signs with electronic message display capabilities shall have internal
ambient light monitors installed which automatically adjust the brightness level.
(6) No electronic message display shall exceed the brightness level of 0.3 foot
candles above ambient light as measured using a foot candle (Lux) meter at a
preset distance depending on sign area, calculated with the following f ormula:
The square root of the product of the sign area and one-hundred.
Examples:
Area of Sign Measurement
sq. ft. Distance (ft.)
10 32
15 39
20 45
25 50
30 55
35 59
40 63
45 67
50 71
55 74
60 77
65 81
70 84
75 87
80 89
85 92
90 95
95 97
100 100
Sec. 94-470. Regulations for all districts.
(a) Scope of section regulations. The following regulations are applicable to all districts.
(b) Freestanding signs.
(1) Freestanding signs shall be located only in a front or side yard.
(2) Lots which are allowed more than one freestanding sign shall space the signs
no less than 50 feet apart.
(3) The supporting structure of a freestanding sign shall be designed to
complement the primary building and shall at a minimum include permanent
wrapping from the ground to 8 feet above grade or to the bottom of the sign,
whichever is less.
(4) A minimum planting radius of three feet shall be installed around the base of
freestanding signs. For ground signs, the planting strip may consist of shrubs,
perennials and native grasses. For pylon signs, the planting strip must
include shrubs in addition to other plantings. Landscape plans shall be
submitted to and approved by the Community Development Department.
(5) Freestanding signs shall not be located within an intersection safety zone.
(6) Freestanding signs shall not employ any moving parts.
(7) Freestanding signs which obstruct any street improvement project shall be
removed at the owner's expense.
Sec. 94-473. Tables.
TABLE 3
NUMBER, DIMENSIONS AND LOCATION OF INDIVIDUAL SIGNS
BY ZONING DISTRICT
Individual signs shall not exceed the maximum number or square footage nor
encroach into the minimum setback shown on this table (Cross reference: Table 4)
Sign Type FW A All
R's
RB-4 B-1 B-2A B-2 B-3 B-4 All
I's
INS(a)
Freestanding
Area (s.f.) 240
(f)
240
(f)
8
40(f) 60(f) 40 (f) 160
(f)
160
(f)
240
(f)
160
(f)
32
Height (ft.) 30
(g)
30
(g)
5 15(b)
(g)
15
(g)
15(b)
(g)
30(b)
(g)
30(b)
(g)
60
(g)
30(b)
(g)
10
Right-of-way
setback (ft.)
(c)
10 10 3 0 0 5 5 5 5 10 5
Number
permitted
per lot
NA NA 2 NA NA NA NA NA NA NA NA
Number
permitted
per feet of
street
frontage(d)
1 for
each
1,000
1 for
each
1,000
NA 1 for
each
100
1 for
each
200
1 for
each
200
1 for
each
300
1 for
each
300
1 for
each
400
1 for
each
500
1 for
each
frtg.
Building
Area (s.f.) NA NA 2 NA NA NA NA NA NA NA 24
Wall area
(percent)(e)
10 (f) 10 (f) NA 10 (f) 20
(f)
10 (f) 15 (f) 15 (f) 20
(f)
5 (f) NA
Table Notes:
(a) This column does not represent a zoning district. It applies to institutional uses
permitted in residential districts. Such uses may include, but are not
necessarily limited to, churches, schools, apartment complexes, retirement
homes, assisted living and nursing facilities, funeral homes, libraries,
fraternities and sororities.
(b) In no case shall the sign height exceed the setback distance from an adjacent
residential district boundary line.
(c) No part of any sign shall protrude into the horizontal or vertical setback line.
(d) Lots with two or more frontages are regulated according to Table 2. However,
signage cannot be accumulated and used on one frontage in excess of that
allowed for lots with only one street frontage.
(e) The percentage figure here shall mean the percentage of the area of the wall
which such sign is a part of, attached to or most nearly parallel to.
(f) When a sign is located within 200 feet of a historic or residential district, the
area of the sign used for an electronic message display shall be limited to 25%
of the allowable individual sign area according to Table 3 or 40 square feet,
whichever is greater. The distance shall be measured from the nearest point of
the sign to an adjacent property line.
Exceptions:
For the purposes of this section, the following described real estate will be
excluded from the required residential district buffer:
The Southwest Quarter, Excluding H-4, in Section 31, Township 110, Range
49; also known as Edgebrook Golf Course
(g) When a sign is located within 200 feet of a historic or residential district, the
height of the sign used for an electronic message display shall be limited to the
height of the primary building or the maximum allowable height for a sign
according to Table 3, whichever is less. The distance shall be measured from
the nearest point of the sign to an adjacent property line.
Exceptions:
Signs on a corner lot and impacted by the intersection and driveway safety
zone can utilize the standard height allowance.
For the purposes of this section, the following described real estate will be
excluded from the required residential district buffer:
The Southwest Quarter, Excluding H-4, in Section 31, Township 110, Range
49; also known as Edgebrook Golf Course
TABLE 5
PERMITTED SIGN CHARACTERISTICS BY ZONING DISTRICT
Sign
Characteristics
FW A All
R's
RB-
4
B-1 B-2 B-
2A
B-3 B-4 All
I's
INS(a)
Electronic
Message
display-EMD(b)
N N N P(c) P(c) P(c) P(c) P(c) P(c) P(c) P(d)
Changeable
copy
N N N P P P N P P P P
Illumination,
Internal
N N N P P(f) P P P P P P(e)
Illumination,
External
P P N P P(f) P P P(c) P P P(e)
Illumination,
Surface-
lighted(e)
N N N N P(f) P N P P N N
Neon N N N N P(f) P N P P N N
Nonilluminated P P P P P P P P P P P
Reflective P P N N P P N P P N N
The letter "P" means permitted.
The letter "N" means not allowed.
Table Notes:
(a) This column does not represent a zoning district. It applies to institutional uses
permitted in residential districts. Such uses may include, but are not
necessarily limited to, churches, schools, apartment complexes, retirement
homes, assisted living and nursing facilities, funeral homes, libraries,
fraternities and sororities.
(b) This characteristic shall not include stationary LED illumination. LED
illumination is considered to be internal illumination.
Portable signs with EMD capabilities are permitted in the A, RB-4, B-1, B-2, B-
2A, B-3, B-4, B-5, I-1, I-1R and I-2 District subject to the regulations in
subsection 94-470(e), and shall be permitted for any institutional use in
conjunction with special events and public services for a period not to exceed
seven consecutive days, nor more than 30 cumulative days within a calendar
year.
(c) Signs with EMD capabilities are regulated as follows: No sign with EMD
capabilities, other than a portable sign, is permitted in any historic district
depicted in the Brookings Historic Preservation Plan and any amendments
thereto.
(d) Signs with EMD capabilities are regulated as follows:
1. Only institutional uses such as churches, libraries and schools are allowed
to use signs with EMD capabilities, subject to other requirements of this
section.
2. No sign with EMD capabilities, other than a portable sign, is permitted for
any institutional use in a historic district nor for any institutional use within
200 feet of a historic district as depicted in the Brookings Historic
Preservation Plan and any amendments thereto. The distance shall be
measured from the nearest point of the sign to an adjacent property line.
3. No sign with EMD capabilities, other than a portable sign, is permitted for
any institutional use within 200 feet of an individually listed property on the
National Register of Historic Places as depicted in the Brookings Historic
Preservation Plan and any amendments thereto.
4. Institutional uses not regulated by subsections 2 and 3 above shall be
limited to one sign with a maximum size of 24 square feet.
(e) No direct light or significant glare from the sign shall be cast onto any adjacent
lot that is zoned and used for residential purposes.
(f) Any lighting involving motion or the appearance of motion is prohibited.
II.
All ordinances and parts of ordinances in conflict herewith are hereby repealed.
First Reading: October 25, 2022
Second Reading: November 8, 2022
Published: November 11, 2022
CITY OF BROOKINGS, SD
_______________________________
Oepke G. Niemeyer, Mayor
ATTEST:
___________________________________
Bonnie Foster, City Clerk
Created: 2022-02-16 15:44:11 [EST]
(Supp. No. 13)
Page 1 of 7
Ordinance 22-035
An Ordinance amending Chapter 94, Zoning of the City of Brookings pertaining to
Sec. 94-467, Sec. 94-469, Sec. 94-470 and Sec. 94-473 for the purposes of amending
sign regulations.
Be It Ordained by the Governing Body of the City of Brookings, South Dakota that the
Subdivision Regulations be amended as follows:
I.
ARTICLE VI. – SUPPLEMENTAL REGULATIONS
That Section 94-467 of Article VI, Division 5 of the Zoning Regulations shall be
amended to read as follows:
Sec. 94-467. Permit.
(a) Scope. This section shall apply to all sign permits.
(b) Permanent signs.
(1) Application. All applications for the construction, creation, placement or
installation of permanent signs or the modification of an existing permanent
sign shall be accompanied by the following:
a. A detailed site plan of the lot showing the exact location and orientation of
the sign(s) relative to all lot lines, building lines, parking lots, drive -ways
and other pertinent land and architectural features.
b. For freestanding signs, a landscape plan as required (see Sec. 94-470 (b)
freestanding signs).
c. An elevation drawing showing the total height above the adjacent grade.
d. The total dimensions of the sign facing.
e. The design features of the sign.
f. The type of illumination or other characteristics of the sign (see Table 5 in
section 94-473).
g. The size and type of existing signs on the property.
h. Certification from the sign manufacturer that the light intensity has been
pre-set and locked to not exceed the levels specified in this chapter.
i. All other applicable data such as lot line dimensions and building wall or
other surface area dimensions as required by the city.
Sec. 94-469. Design, construction and maintenance.
All permanent signs shall be designed, constructed and maintained in accordance
with the following standards:
(1) All signs shall comply with the applicable provisions of the City's Building Code
and National Electric Code at all times.
(2) All signs shall be constructed of permanent materials and shall be permanently
attached to the ground, a building or another structure by direct attachment to
a rigid wall, frame or structure.
(3) All permanent signs shall be constructed to withstand a wind load pressure of
30 pounds per square foot.
(4) Signs shall be maintained in a safe and legible condition at all times including
the replacement of defective or damaged parts, painting, repainting, cleaning
and other services required for maintenance of said signs. Signs which are not
maintained shall be removed or brought into compliance immediately upon
written notice.
(5) All signs with electronic message display capabilities shall have internal
ambient light monitors installed which automatically adjust the brightness level.
(6) No electronic message display shall exceed the brightness level of 0.3 foot
candles above ambient light as measured using a foot candle (Lux) meter at a
preset distance depending on sign area, calculated with the following formula:
The square root of the product of the sign area and one-hundred.
Examples:
Area of Sign Measurement
sq. ft. Distance (ft.)
10 32
15 39
20 45
25 50
30 55
35 59
40 63
45 67
50 71
55 74
60 77
65 81
70 84
75 87
80 89
85 92
90 95
95 97
100 100
Sec. 94-470. Regulations for all districts.
(a) Scope of section regulations. The following regulations are applicable to all districts.
(b) Freestanding signs.
(1) Freestanding signs shall be located only in a front or side yard.
(2) Lots which are allowed more than one freestanding sign shall space the signs
no less than 50 feet apart.
(3) The supporting structure of a freestanding sign shall be designed to
complement the primary building and shall at a minimum include permanent
wrapping from the ground to 8 feet above grade or to the bottom of the sign,
whichever is less.
(4) A minimum planting radius of three feet shall be installed around the base of
freestanding signs. For ground signs, the planting strip may consist of shrubs,
perennials and native grasses. For pylon signs, the planting strip must
include sh rubs in addition to other plantings. Landscape plans shall be
submitted to and approved by the Community Development Department.
(5) Freestanding signs shall not be located within an intersection safety zone.
(6) Freestanding signs shall not employ any moving parts.
(7) Freestanding signs which obstruct any street improvement project shall be
removed at the owner's expense.
Sec. 94-473. Tables.
TABLE 3
NUMBER, DIMENSIONS AND LOCATION OF INDIVIDUAL SIGNS
BY ZONING DISTRICT
Individual signs shall not exceed the maximum number or square footage nor
encroach into the minimum setback shown on this table (Cross reference: Table 4)
Sign Type FW A All
R's
RB-4 B-1 B-2A B-2 B-3 B-4 All
I's
INS(a)
Freestanding
Area (s.f.) 240
(f)
240
(f)
8
40(f) 60(f) 40 (f) 160
(f)
160
(f)
240
(f)
160
(f)
32
Height (ft.) 30
(g)
30
(g)
5 15(b)
(g)
15
(g)
15(b)
(g)
30(b)
(g)
30(b)
(g)
60
(g)
30(b)
(g)
10
Right-of-way
setback (ft.)
(c)
10 10 3 0 0 5 5 5 5 10 5
Number
permitted
per lot
NA NA 2 NA NA NA NA NA NA NA NA
Number
permitted
per feet of
street
frontage(d)
1 for
each
1,000
1 for
each
1,000
NA 1 for
each
100
1 for
each
200
1 for
each
200
1 for
each
300
1 for
each
300
1 for
each
400
1 for
each
500
1 for
each
frtg.
Building
Area (s.f.) NA NA 2 NA NA NA NA NA NA NA 24
Wall area
(percent)(e)
10 (f) 10 (f) NA 10 (f) 20
(f)
10 (f) 15 (f) 15 (f) 20
(f)
5 (f) NA
Table Notes:
(a) This column does not represent a zoning district. It applies to institutional uses
permitted in residential districts. Such uses may include, but are not
necessarily limited to, churches, schools, apartment complexes, retirement
homes, assisted living and nursing facilities, funeral homes, libraries,
fraternities and sororities.
(b) In no case shall the sign height exceed the setback distance from an adjacent
residential district boundary line.
(c) No part of any sign shall protrude into the horizontal or vertical setback line.
(d) Lots with two or more frontages are regulated according to Table 2. However,
signage cannot be accumulated and used on one frontage in excess of that
allowed for lots with only one street frontage.
(e) The percentage figure here shall mean the percentage of the area of the wall
which such sign is a part of, attached to or most nearly parallel to.
(f) When a sign is located within 200 feet of a historic or residential district, the
area of the sign used for an electronic message display shall be limited to 25%
of the allowable individual sign area according to Table 3 or 40 square feet,
whichever is greater. The distance shall be measured from the nearest point of
the sign to an adjacent property line.
Exceptions:
For the purposes of this section, the following described real estate will be
excluded from the required residential district buffer:
The Southwest Quarter, Excluding H-4, in Section 31, Township 110, Range
49; also known as Edgebrook Golf Course
(g) When a sign is located within 200 feet of a historic or residential district, the
height of the sign used for an electronic message display shall be limited to the
height of the primary building or the maximum allowable height for a sign
according to Table 3, whichever is less. The distance shall be measured from
the nearest point of the sign to an adjacent property line.
Exceptions:
Signs on a corner lot and impacted by the intersection and driveway safety
zone can utilize the standard height allowance.
For the purposes of this section, the following described real estate will be
excluded from the required residential district buffer:
The Southwest Quarter, Excluding H-4, in Section 31, Township 110, Range
49; also known as Edgebrook Golf Course
TABLE 5
PERMITTED SIGN CHARACTERISTICS BY ZONING DISTRICT
Sign
Characteristics
FW A All
R's
RB-
4
B-1 B-2 B-
2A
B-3 B-4 All
I's
INS(a)
Electronic
Message
display-EMD(b)
N N N P(c) P(c) P(c) P(c) P(c) P(c) P(c) P(d)
Changeable
copy
N N N P P P N P P P P
Illumination,
Internal
N N N P P(f) P P P P P P(e)
Illumination,
External
P P N P P(f) P P P(c) P P P(e)
Illumination,
Surface-
lighted(e)
N N N N P(f) P N P P N N
Neon N N N N P(f) P N P P N N
Nonilluminated P P P P P P P P P P P
Reflective P P N N P P N P P N N
The letter "P" means permitted.
The letter "N" means not allowed.
Table Notes:
(a) This column does not represent a zoning district. It applies to institutional uses
permitted in residential districts. Such uses may include, but are not
necessarily limited to, churches, schools, apartment complexes, retirement
homes, assisted living and nursing facilities, funeral homes, libraries,
fraternities and sororities.
(b) This characteristic shall not include stationary LED illumination. LED
illumination is considered to be internal illumination.
Portable signs with EMD capabilities are permitted in the A, RB-4, B-1, B-2, B-
2A, B-3, B-4, B-5, I-1, I-1R and I-2 District subject to the regulations in
subsection 94-470(e), and shall be permitted for any institutional use in
conjunction with special events and public services for a period not to exceed
seven consecutive days, nor more than 30 cumulative days within a calendar
year.
(c) Signs with EMD capabilities are regulated as follows: No sign with EMD
capabilities, other than a portable sign, is permitted in any historic district
depicted in the Brookings Historic Preservation Plan and any amendments
thereto.
(d) Signs with EMD capabilities are regulated as follows:
1. Only institutional uses such as churches, libraries and schools are allowed
to use signs with EMD capabilities, subject to other requirements of this
section.
2. No sign with EMD capabilities, other than a portable sign, is permitted for
any institutional use in a historic district nor for any institutional use within
200 feet of a historic district as depicted in the Brookings Historic
Preservation Plan and any amendments thereto. The distance shall be
measured from the nearest point of the sign to an adjacent property line.
3. No sign with EMD capabilities, other than a portable sign, is permitted for
any institutional use within 200 feet of an individually listed property on the
National Register of Historic Places as depicted in the Brookings Historic
Preservation Plan and any amendments thereto.
4. Institutional uses not regulated by subsections 2 and 3 above shall be
limited to one sign with a maximum size of 24 square feet.
(e) No direct light or significant glare from the sign shall be cast onto any adjacent
lot that is zoned and used for residential purposes.
(f) Any lighting involving motion or the appearance of motion is prohibited.
II.
All ordinances and parts of ordinances in conflict herewith are hereby repealed.
First Reading: October 25, 2022
Second Reading: November 8, 2022
Published:
City of Brookings, SD
_______________________________
Oepke “Ope” Niemeyer, Mayor
Attest:
___________________________________
Bonnie Foster, City Clerk
If you require assistance, alternative formats and/or accessible locations consistent with the Americans with Disabilities Act,
please contact the City ADA Coordinator at 692-6281 at least 48 hours prior to the meeting.
Published ______ time(s) at an approximate cost of $ _____________.
NOTICE OF HEARING
UPON A CHANGE IN ZONE REGULATIONS
NOTICE IS HEREBY GIVEN That the City of Brookings has submitted amendments to
Chapter 94, Article VI, Division 5 related to standards for signs.
NOTICE IS FURTHER GIVEN That said request will be acted on by the City Council at
6:00 PM on Tuesday, November 8, 2022, in the Chambers Room on the third floor of the
Brookings City and County Government Center at 520 Third Street, Brookings, South Dakota.
Any person interested may appear and be heard in this matter.
Dated this 28th day of October, 2022.
____________________________
Bonnie Foster
City Clerk
If you require assistance, alternative formats and/or accessible locations consistent with the Americans with Disabilities Act,
please contact the City ADA Coordinator at 692-6281 at least 48 hours prior to the meeting.
Published ______ time(s) at an approximate cost of $ _____________.
NOTICE OF HEARING
UPON A CHANGE IN ZONE REGULATIONS
NOTICE IS HEREBY GIVEN That the City of Brookings has submitted amendments to
Chapter 94, Article VI, Division 5 related to standards for electronic message display signs.
NOTICE IS FURTHER GIVEN That said request will be acted on by the City Planning
Commission at 5:3 0 PM on Tuesday, September 6th, 2022, in the Chambers Room on the
third floor of the Brookings City and County Government Center at 520 Third Street,
Brookings, South Dakota. Any action taken by the City Planning Commission is a
recommendation to the City Council.
Any person interested may appear and be heard in this matter.
Dated this 26th day of August, 2022.
____________________________
Ryan Miller
City Planner
Planning Commission
Brookings, South Dakota
October 4, 2022
OFFICIAL MINUTES
Chairperson Greg Fargen called the meeting of the City Planning Commission to order on Tuesday,
October 4, 2022, at 5:30 PM in the Council Chambers Room #310 on the third floor of the City &
County Government Center. Members present were Tanner Aiken, James Drew, Jacob Mills, Lee Ann
Pierce, Nick Schmeichel, Roger Solum, and Fargen. Absent was Gregg Jorgenson. Also present were
City Planner Ryan Miller, Community Development Director Mike Struck, Peder Haugen, Nathan
Moe, Lynda Pierce, Peggy Morris, Matthew Weiss - DesignArc Group, Joann Puetz-Anderson, Debra
Steichen, Dan Parson, Miranda and Eric Peterson, Kyle Rausch, Jeremy Johnson – Daktronics and
Jacob Meshke Assistant City Manager.
Schmeichel recused himself.
Item #7c – The City of Brookings submitted amendments to Chapter 94, Article VI, Division 5 related
to standards for electronic message display signs.
(Pierce/Solum) Motion to remove from the table.
(Drew/Solum) Amendment to the original motion to 1. Remove the eight second hold time for
Electronic Message Display, 2. Change the allowable size of an Electronic Message Display from 25%
of the allowable size or 40 square feet, whichever is less to 25% of the allowable size or 40 square feet,
whichever is greater. 3. The Proposed height restriction changes to only limit the height of the EMD
portion of the sign, rather than the entire sign. 4. Add an exception to the height limitation for the EMD
portion of signs for corner lots impacted by the intersection and driveway safety zone. 5. And
exclusion of Edgebrook Golf Course as a Residential Property. All present voted aye.
AMENDMENT CARRIED.
Motion as amended was voted on. Mills voted no. Fargen, Aiken, Pierce, Drew and Solum voted aye.
MOTION CARRIED.
Item #7c - This item was introduced in September and was tabled asking for staff to provide
additional information. Updates to the ordinance being presented tonight are to remove the 8 second
hold time on screens, change the allowable size of an EMD sign, change the proposed height
restrictions for the EMD portion of the sign and add an exception to the height limitation for the EMD
portion of signs for corner lots.
Johnson has been assisting the City in rewriting this ordinance to prevent the ordinance from becoming
too harsh. He feels that this current ordinance is well written.
Schmeichel, has a business in this industry. He feels there could be a compromise for the area along
22nd Avenue near 20th Street South. He feels that the residential area along 22nd Avenue South and
Main Avenue South are going to change as the city grows. The restrictions for the residential zoned
area are too restrictive. He wonders if a 100-foot buffer would be better. He does however feel that
the buffer in the Historic District is good.
Miller provided a map that showed the areas of town that would and would not be impacted by the new
ordinance.
Mills and Aiken wondered if there was a mechanism that could be designed that would allow signs in
some of these areas, such as the PDD or Commercial Design Overlay District review. Drew is
comfortable with the map other than the area of town near 20th Street South and 22nd Avenue South
intersection. The land use is changing in this area due to the interchange. Pierce agrees that it would
be nice to exclude the Edgebrook Golf Course from this ordinance since the 20th Street South and 22nd
Avenue South intersection would then be excluded from the buffer area. Solum wondered if the buffer
could be 100 feet instead of 200 feet. Mills wondered if the 200 foot buffer could be measured from
the residential structure rather than the property line. Pierce wondered if there could be a statute that
states “for purposes of the sign ordinance, the golf course is not considered residential or within this
200 foot buffer zone.
Miller stated that applying for a variance might be an option for applicants that are affected by these
amendments. Schmeichel feels that a lot of variances requests are going to be submitted and in the
long run an additional amendment to this ordinance would need to be considered. Pierce thinks that
for purposes of this ordinance, eliminating “public areas” that are zoned residential would free up a lot
of area to work with, specifically the area around the golf course.
Mills asked what the risk is if the Planning Commission doesn’t act on this amendment? Meshke
stated that the biggest risk is what we are seeing now. Commercial lots, that are close to residential
lots, have these signs installed and now we have single-family homes being affected by 160 sf EMD
signs.
Drew is concerned that these amendments could be too restrictive that it impedes development and
retailers from having an opportunity to post their businesses. Drew wonders if this item could be
tabled and staff could provide maps with a 150 foot buffer area. Meshke commented that there
currently is not a policy for these signs. He feels that starting this policy with more restrictions, and
seeing what happens, is a better way to implement this policy and then staff could reexamine the policy
if needed in the future. Aiken feels that the proposed amendments should be approved and if there is
pushback in the future, then this can be reviewed again.
Fargen feels that the amendments are not favorable to the stretch of 20th Street South from just west of
the 20th Street South and 22nd Avenue South intersection and east to the interstate. He feels that this
area should be allowed to have EMD’s just like the area from the interstate on 6th Street east to 22nd
Avenue. The zoning of the golf course is preventing this from happening. Drew agrees with Fargen.
The meeting adjourned at 9:15 p.m.
______________________ __________________________
Ryan Miller, City Planner Greg Fargen, Chairperson
City of Brookings
Staff Report
Brookings City & County
Government Center, 520
Third Street
Brookings, SD 57006
(605) 692-6281 phone
(605) 692-6907 fax
File #:ORD 22-036,Version:1
Introduction and First Reading on Ordinance 22-036, an Ordinance Pertaining to an Application for a
Conditional Use to Establish a Hot Mix Asphalt Plant in an Agriculture District. Public Hearing and
Action: November 8, 2022.
Summary:
Perelandra, LLC, doing business as Bowes Construction, Inc., has applied for a Conditional Use
Permit to replace their existing asphalt mixing plant with a new unit. A hot mix plant is allowed by
Conditional Use Permit in the Agriculture Zoning District with the following standard:
·Such uses shall be located in areas where the odor and noise will not be detrimental to
adjacent property owners. Traffic to and from the site shall not travel on residential streets.
Recommendation:
Staff and Development Review Team recommend approval. The Planning Commission voted 7-0
recommending approval.
Attachments:
Memo
Ordinance
Legal Notice - City Council
Legal Notice - Planning Commission
Planning Commission Minutes
Location Map
Application
Site Plan
Drawings
City of Brookings Printed on 10/20/2022Page 1 of 1
powered by Legistar™
City Council Agenda Memo
From: Ryan Miller, City Planner
City Council Meeting: October 25, 2022 / November 8, 2022
Subject: Ordinance 22-036: Conditional Use Permit for Hot Mix
Asphalt Plant (3025 22nd Avenue South)
Person(s) Responsible: Mike Struck, Community Development Director
Summary:
Perelandra, LLC, doing business as Bowes Construction, has applied for a Conditional
Use Permit to replace their existing asphalt mixing plant with a new unit . A hot mix plant
is allowed by Conditional Use Permit in the Agriculture Zoning District with the following
standard:
Such uses shall be located in areas where the odor and noise will not be
detrimental to adjacent property owners. Traffic to and from the site shall not
travel on residential streets.
Background:
The existing asphalt mixing plant was permitted by Brookings County in May 1991. The
property was annexed into the City of Brookings in 1994. The applicant is proposing to
demolish and replace the asphalt mixing plant in order to increase capacity and improve
efficiency with current loading logistics. Since the property is now located within the
City of Brookings, a Conditional Use Permit will be required.
Item Details:
Bowes Construction is replacing and upgrading major components of their existing
asphalt plant. The silos will be taken out, as they are older and worn out and too narrow
for the trucks. Upgrades will be made for more capacity and storage. The size of the
drum will increase from a 100-ton silo to a 200-ton silo, which will be over a platform
scale. The drum will be upsized 25% to increase capacity and efficiency. The bag
house (air filter) will be more efficient. The oil containment tanks, oil tanks, coal bin
feeds, and control shack will all be the same.
The new asphalt mixing plant will be located in roughly t he same area as the current
one. Access to the site is located along 22nd Avenue and 32nd Street, both of which are
arterial streets. The location is roughly 1,500 feet from the closest residential property
to the north.
Legal Consideration:
None
Strategic Plan Consideration:
Economic Growth – the project will allow an existing asphalt plant, essential to many
local projects, to continue operations.
Financial Consideration:
None
Options and Recommendation:
The City Council has the following options:
1. Approve as presented
2. Amend
3. Deny
4. Move the item to a study session
5. Discuss / take no action / table
The Development Review Team recommends approval. Staff recommends approval.
The Planning Commission voted 7 – 0 recommending approval of the conditional use
permit request.
Supporting Documentation:
Ordinance
Legal Notice – City Council
Legal Notice – Planning Commission
Planning Commission Minutes
Location Map
Application
Site Plan
Drawings
If you require assistance, alternative formats and/or accessible locations consistent with the Americans with Disabilities
Act, please contact the City ADA Coordinator at 692-6281 at least 48 hours prior to the meeting.
Published ______ time(s) at an approximate cost of $ _____________.
NOTICE OF HEARING
UPON APPLICATION FOR CONDITIONAL USE PERMIT
NOTICE IS HEREBY GIVEN that Perelandra, LLC, has submitted an application
for a Conditional Use Permit on the following described real estate in the City of
Brookings:
The Southwest Quarter (SW ¼) of Section Six (6) Township One-Hundred Nine
(109) North, Range Forty-Nine (49) West of the 5th P.M., Except: Lot H-4,
VanderVliet Addition, Bowes Addition and Bowes Second Addition Thereof, All in
The City of Brookings, Brookings County, South Dakota.
The request is for an Asphalt Mixing Plant in the Agriculture A District.
NOTICE IS FURTHER GIVEN that said request will be acted on by the City
Council at 6:00 PM on Tuesday, November 8, 2022, in the Chambers Room on the third
floor of the Brookings City & County Government Center at 520 Third Street, Brookings,
South Dakota.
Any person interested may appear and be heard on this matter.
Dated this 28th day of October, 2022.
____________________________
Bonnie Foster, City Clerk
If you require assistance, alternative formats and/or accessible locations consistent with the Americans with Disabilities
Act, please contact the City ADA Coordinator at 692-6281 at least 48 hours prior to the meeting.
Published ______ time(s) at an approximate cost of $ _____________.
NOTICE OF HEARING
UPON APPLICATION FOR CONDITIONAL USE PERMIT
NOTICE IS HEREBY GIVEN that Perelandra, LLC has submitted an application
for a Conditional Use Permit on the following described real estate in the City of
Brookings:
The Southwest Quarter (SW ¼) of Section Six (6) Township One-Hundred Nine
(109) North, Range Forty-Nine (49) West of the 5th P.M., Except: Lot H-4,
VanderVliet Addition, Bowes Addition and Bowes Second Addition Thereof, All in
The City of Brookings, Brookings County, South Dakota.
The request is for an Asphalt Mixing Plant in the Agriculture A District.
NOTICE IS FURTHER GIVEN that said request will be acted on by the City
Planning Commission at 5:30 PM on Tuesday, October 4, 2022, in the Chambers Room
on the third floor of the Brookings City & County Government Center at 520 Third
Street, Brookings, South Dakota. Any action taken by the City Planning Commission is
a recommendation to the City Council.
Any person interested may appear and be heard on this matter.
Dated this 23rd day of September, 2022.
Ryan Miller
City Planner
Planning Commission
Brookings, South Dakota
October 4, 2022
OFFICIAL MINUTES
Chairperson Greg Fargen called the meeting of the City Planning Commission to order on Tuesday,
October 4, 2022, at 5:30 PM in the Council Chambers Room #310 on the third floor of the City &
County Government Center. Members present were Tanner Aiken, James Drew, Jacob Mills, Lee Ann
Pierce, Nick Schmeichel, Roger Solum, and Fargen. Absent was Gregg Jorgenson. Also present were
City Planner Ryan Miller, Community Development Director Mike Struck, Peder Haugen, Nathan
Moe, Lynda Pierce, Peggy Morris, Matthew Weiss - DesignArc Group, Joann Puetz-Anderson, Debra
Steichen, Dan Parson, Miranda and Eric Peterson, Kyle Rausch, Jeremy Johnson – Daktronics and
Jacob Meshke Assistant City Manager.
Item #7a – Perelandra, LLC submitted an application for a Conditional Use Permit on the Southwest
Quarter (SW1/4) of Section Six (6), Township One-Hundred Nine (109) North, Range Forty-Nine (49)
West of the 5th P.M., Except: Lot H-4, VanderVliet Addition, Bowes Addition and Bowes Second
Addition Thereof, All in the City of Brookings. The request is for an Asphalt Mixing Plant in the
Agriculture A District.
(Pierce/Solum) Motion to approve the Conditional Use Permit. All present voted aye. MOTION
CARRIED.
OFFICIAL SUMMARY
Item #7a– The Conditional Use Permit for Bowes is to replace the current asphalt mixing plat. This
request is not a new request it is just to replace the current asphalt mixing plant. The original
Conditional Use Permit was permitted by Brookings County in 1991 and now this property has been
annexed into the City.
Miranda Peterson explained that their current facility was built in 1992 and it is time to upgrade the
equipment. This update will create more space, improve processes, and make operations safer.
EEEE16
0
3
1601
1
6
0
2
1
6
0
4
1604 16071597
160615' Approach Slab130'-012"1112"21'-512"20'23'-4"20'20'23'-4"1112"15' Approach S
lab
9'-214"Module AModule BModule BModule
BModule
BModule B
GAS GASGas1605160416031602160116051600
CMPCMPS1605of No:Sheet No:609 Main Ave SBrookings, SD605-696-3200Date:Scale:Checked By:Drawn By:CDI Project No.CAD Filename:Bowes Asphalt PlantPreliminary Design2022-091JLUJDP1" = 50'08/31/202222Proposed Overall Site PlanNORTH25050Scale: 1"=50'12.52510136JASON D.PETERSEN REG. NO.SOUTH DAKOTA PRELIMINARYProtect Ex.Gas LinesHigh Point17.0'Scale Bypass RoadTop Slab Asphalt PlantFG:1604.20Proposed ScaleTop of Deck:1604.20Top of Slab Foundation:1602.32(Slab Foundation = 22.5" Lowerthan Top of Deck)32.0'22.0'Retention PondWater Elev: 1595.9 (June 2022)Bowes Lake
Water Elev: 1596.8 (June 2022)
48" CMP Outlet Inv:1599.69
Emergency Overflow: 1602.2±Relocate TackOil Tank & SprayDown Equipment(As Shown)Relocated Spray DownEquipmentRelocatedTack Oil Tank
EEE15' Approach S
l
a
b
130'-012"
1112"21'-512"
20'
23'-4"
20'
20'
23'-4"
1112"15' Approach S
l
a
b
9'-214"Module A
Module B
Module B
Module B
Module B
Module BGASGASGas
CMPCMPCMPSSSSof No:Sheet No:609 Main Ave SBrookings, SD605-696-3200Date:Scale:Checked By:Drawn By:CDI Project No.CAD Filename:Bowes Asphalt PlantPreliminary Design2022-091JLUJDP1" = 30'08/31/2022 1 2Proposed SiteNORTH15030Scale: 1"=30'7.51510136JASON D.PETERSEN REG. NO.SOUTH DAKOTA PRELIMINARY48.0'79.0'24.5'11.8'58.0'66.0'65.0'50.0'4.0' Drai
n
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City of Brookings
Staff Report
Brookings City & County
Government Center, 520
Third Street
Brookings, SD 57006
(605) 692-6281 phone
(605) 692-6907 fax
File #:ORD 22-033,Version:2
Second Reading and Action on Ordinance 22-033, an Ordinance Pertaining to Vehicle Parking
Spaces for Electric Vehicles in the City of Brookings, South Dakota.
Summary:
This Ordinance would provide the legal basis and enforcement mechanism for EV-only parking
spaces. City staff would provide public awareness about this ordinance change through a press
release, City website, and social media.
Recommendation:
Staff recommends approval.
Attachments:
Memo
Ordinance
Agreement
City of Brookings Printed on 10/20/2022Page 1 of 1
powered by Legistar™
City Council Agenda Memo
From: Jacob Meshke, Assistant City Manager
Council Meeting: October 11, 2022 / October 25, 2022
Subject: Electric Vehicle (EV) Parking
Person(s) Responsible: Paul Briseno, City Manager
Summary:
Ordinance 22-033 would provide the legal basis and enforcement mechanism for EV -
only parking spaces. City staff would provide public awareness about this ordinance
change through a press release, City website, and social media.
Background:
The City of Brookings’ Strategic Plan includes sustainability as a focus area with a goal
of sustainable development practices, training, policy and implementation which
includes an emphasis on electric vehicles. The City of Brookings started this initiative
by partnering with Brookings County and Brookings Municipal Utilities to install a level
two EV charger at the City/County Government Center.
The City furthered this initiative by entering into a public -private partnership with Red E
Charging to provide a fast-charging unit and another level two charger. The agreement
of the public-private partnership outlines that Red E Charging is responsible for the
charging units and the City would provide four (4) reserved parking spaces for charging
at the Brookings Activity Center.
Item Details:
City staff have received numerous complaints about non-EV’s parking in the parking
spaces meant to serve for charging EV’s. In order to honor the agreement between the
City and Red E Charging as well as provide dedicated spaces for EV charging,
Ordinance 22-033 would provide the legal basis and enforcement mechan ism for EV-
only parking spaces.
Penalties for violation of this ordinance would include fines as well as the potential for
towing of repeat/non-compliant offenders. City staff would provide public awareness
about this ordinance change through a press release, City website, and social media.
An update to the Consolidated Fee Schedule will be brought forward at a future meeting
to set the fine amount for violating Ordinance 22-033.
Legal Consideration:
City Attorney Steve Britzman drafted Ordinance 22-033.
Strategic Plan Consideration:
Sustainability – Providing EV charging space and opportunity furthers the City’s focus
area of Sustainability by encouraging the reduction of fossil fuel consumption and
carbon emissions.
Financial Consideration:
Adoption and enforcement of the ordinance would carry potential fine and towing
expenses for violators.
Options and Recommendation:
The City Council has the following options:
1. Approve as presented
2. Amend
3. Deny
4. Move the item to a Study Session
5. Discuss / take no action / table
Staff recommends approval of the ordinance as presented.
Supporting Documentation:
Ordinance
Agreement
Ordinance 22-033
An Ordinance Pertaining to Vehicle Parking Spaces
for Electric Vehicles in the City of Brookings, South Dakota.
Be It Ordained and Enacted by the City Council of the City of Brookings, State of South
Dakota, as follows:
I.
Sec. 82-526. Parking restricted to vehicles using electric vehicle chargers.
The city manager or designee is authorized to determine which parking spaces in the
city are designated as parking spaces usable only by vehicles using electric vehicle
chargers, and shall mark or sign such parking spaces accordingly. It is unlawful for any
person to park or leave standing a vehicle in or upon a parking space designated by
such a sign or other marking unless such vehicle is actively being charged using an
electric vehicle charger.
II.
Any or all ordinances in conflict herewith are hereby repealed.
First Reading: October 11, 2022
Second Reading: October 25, 2022
Published:
CITY OF BROOKINGS, SD
Oepke G. Niemeyer, Mayor
ATTEST:
Bonnie Foster, City Clerk
City of Brookings
Staff Report
Brookings City & County
Government Center, 520
Third Street
Brookings, SD 57006
(605) 692-6281 phone
(605) 692-6907 fax
File #:ORD 22-034,Version:2
Second Reading and Action on Ordinance 22-034, an Ordinance Authorizing Budget Amendment No.
9 to the 2022 Budget.
Summary:
The City of Brookings Staff continually monitors departmental budgets and brings amendments to the
City Council as necessary to account for circumstances not anticipated in the originally adopted
appropriation ordinance. This ensures compliance with state and local laws and maintains
transparency regarding the City’s operational needs. This amendment will increase payroll budgets
to accommodate a one-time compensation supplement for all employees and increase the payroll
budget in the Recreation Department for the addition of an Activity Center Coordinator, which will be
funded by the 3B Tax Fund.
Recommendation:
Staff recommends approval.
Attachments:
Memo
Ordinance
City of Brookings Printed on 10/20/2022Page 1 of 1
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City Council Agenda Memo
From: Erick Rangel, Chief Financial Officer
Council Meeting: October 11, 2022 / October 25, 2022
Subject: Ordinance 22-034: Budget Amendment No. 9 to the 2022
Budget
Presenter: Paul Briseno, City Manager
Summary:
The City of Brookings Staff continually monitors departmental budgets and brings
amendments to the City Council as necessary to account for circumstances not
anticipated in the originally adopted appropriation ordinance. This ensures compliance
with state and local laws and maintains transparency regarding the City’s operational
needs. This amendment will increase payroll budgets to accommodate a one-time
compensation supplement for all employees and increase the payroll budget in the
Recreation Department for the addition of an Activity Center Coordinator, which will be
funded by the 3B Tax Fund.
Background:
The nation is currently experiencing unprecedented and unforeseen inflation. At this
time, the City’s increase in Sales Tax revenue has afforded us the opportunity to invest
further in our employees by offering each full-time employee a one-time $2,000
compensation supplement in November. By offering this, the City can utilize currently
available funds for a one-time expenditure while continuing to monitor the local
economy and our overall financial position for future spending decisions.
In 2022, the City budgeted a 4% merit increase for employees while the state and other
entities provided a 6% salary adjustment. The one-time pay adjustment is much like a
bonus in that it will not negatively impact future year’s expenditures and is a more
fiscally prudent approach, given the city’s primary revenue source is sales tax.
Item Details:
Part 1
A one-time $2,000 compensation supplement for all full-time employees is proposed.
This bonus would be given at the end of November for any employees hired prior to
October 1st. The below increases to departmental budgets will be necessary to
accommodate the payments.
Fund/Department Increase/Decrease Description
City Manager $8,000 one-time compensation supplement
Human Resources $6,500 one-time compensation supplement
Finance $6,000 one-time compensation supplement
Police $76,000 one-time compensation supplement
Fire $4,500 one-time compensation supplement
Recreation $4,000 one-time compensation supplement
Airport $2,000 one-time compensation supplement
Golf Course $2,500 one-time compensation supplement
Total $109,500
Part 2
The City has recently identified the need for a full-time Activity Center Coordinator to
enhance the services offered to seniors in our community. This position will be funded
by a transfer from the 3B Tax Fund to the General Fund and paid out of the Recreation
Department. This amendment provides for estimated wages and benefits for the
November and December 2022.
Fund/Department Increase/Decrease Description
3B Tax Fund $12,000 Transfer to GF for AC Coordinator
General Fund $12,000 Transfer from 3B Tax Fund for AC Coordinator
Recreation $12,000 AC Coordinator Payroll
Legal Consideration:
None.
Strategic Plan Consideration:
This action supports fiscal responsibility by increasing budget authority for anticipated
expenditures and increasing transparency regarding City operational needs.
Financial Consideration:
Part 1 increases the departmental expenditure budgets by a total of $105,000 in the
General Fund, $2,000 in the Airport Fund, and $2,500 in the Golf Course Fund.
Part 2 transfers $12,000 from the 3B Tax Fund to the General Fund and in turn
increases the payroll expenditure budget in the Recreation Department by $12,000.
Options and Recommendation:
The City Council has the following options:
1. Approve as presented
2. Amend
3. Deny
4. Move the item to a Study Session
5. Discuss / take no action / table
Staff recommends approval of the resolution as presented.
Supporting Documentation:
Memo
Ordinance
Ordinance 22-034
An Ordinance Authorizing Budget Amendment No. 9 to the 2022 Budget
Be It Ordained by the City of Brookings, South Dakota:
Whereas State Law (SDCL 9-21-7) and the City Charter (4.06 (a)) permit supplemental
appropriations provided there are sufficient funds and revenues available to pay the
appropriation when it becomes due.
Now, Therefore, Be It Resolved by the City Council that the City Manager be authorized
to make the following budget adjustments to the 2022 budget:
PART 1: Increase Regular Pay budget to accommodate one-time employee
compensation supplement.
Dept./Fund Budgetary Account Account
Name
Increase/(Decrease)
Amount
Description
City Manager 101-406-5-101-00 Regular Pay $8,000.00 compensation
supplement
Human
Resources
101-414-5-101-00 Regular Pay $6,500.00 compensation
supplement
Finance 101-415-5-101-00 Regular Pay $6,000.00 compensation
supplement
Police 101-421-5-101-00 Regular Pay $76,000.00 compensation
supplement
Fire 101-422-5-101-00 Regular Pay $4,500.00 compensation
supplement
Recreation 101-451-5-101-00 Regular Pay $4,000.00 compensation
supplement
Airport 606-000-5-101-00 Regular Pay $2,000.00 compensation
supplement
Golf Course 607-000-5-101-00 Regular Pay $2,500.00 compensation
supplement
TOTAL $109,500.00
PART 2: Transfer funds from the 3B Fund to the General Fund and increase Regular
Pay budget for addition of a full-time Activity Center Coordinator.
Dept./Fund Budgetary
Account
Account Name Increase/(Decrease)
Amount
Description
3B Tax Fund 284-000-7-899-01 Transfer Out $12,000.00 Activity Center
Coordinator
General Fund 101-000-6-700-00 Transfer In $12,000.00 Activity Center
Coordinator
Recreation 101-451-5-101-00 Regular Pay $12,000.00 Activity Center
Coordinator
All ordinances or parts of Ordinances in conflict herewith are hereby repealed.
First Reading: October 11, 2022
Second Reading: October 25, 2022
Published:
CITY OF BROOKINGS, SD
Oepke G. Niemeyer, Mayor
ATTEST:
Bonnie Foster, City Clerk
City of Brookings
Staff Report
Brookings City & County
Government Center, 520
Third Street
Brookings, SD 57006
(605) 692-6281 phone
(605) 692-6907 fax
File #:ID 22-0410,Version:1
Public Hearing and Action on a Commercial Corridor Design Review Overlay District along 20th
Street South.
Summary:
Dakota Land Design, LLC, has submitted plans for review for a proposed use within the Commercial
Corridor Design Review Overlay District on Lot 2 of Block 7 in Prairie Hills Addition. The project is
located along 20th Street South west of Tallgrass Parkway.
Recommendation:
Staff and the Development Review Team recommend approval. The Planning Commission voted 6-0
recommending approval.
Attachments:
Memo
Legal Notice - City Council
Legal Notice - Planning Commission
Planning Commission Minutes
Application & Checklist
Location Map
Site Plan
Landscape Plan
Renderings
Elevations
Adjacent Properties
Screening Examples
City of Brookings Printed on 10/20/2022Page 1 of 1
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City Council Agenda Memo
From: Ryan Miller, City Planner
City Council Meeting: October 25, 2022
Subject: Commercial Corridor Design Review Overlay District: 20th
Street South
Person(s) Responsible: Mike Struck, Community Development Director
Summary:
Dakota Land Design, LLC, has submitted plans for review for a proposed use within
the Commercial Corridor Design Review Overlay District on Lot 2 of Block 7 in Prairie
Hills Addition. The project is located along 20 th Street South west of Tallgrass
Parkway.
Background:
The Commercial Corridor Design Review Overlay District was established in order to
place additional site plan and design standards for development along the City’s primary
commercial corridors including 6th Street, Main Avenue, 20th Street South, and 22nd
Avenue. The Prairie Hills Addition development includes Business B-2 zoned property
along 20th Street South between Main Avenue and Tallgrass Parkway. Development in
this area is subject to review by the Planning Commission according to the Commercial
Corridor Design Review Overlay District ordinance.
Item Details:
Dakota Land Design, LLC, is planning an optical shop for Brookings Vision Center on
Lot 2 of Block 7 in Prairie Hills Addition. The proposed structure will be a 4,000 square
foot office, which meets the setbacks, parking, design criteria, and mechanical elements
of the Commercial Corridor Overlay District. Exceptions to the Commercial Corridor
Overlay District ordinance are not being requested.
A fenced patio and landscape plans meet the requirements. This is a platted lot and
has a shared access to the east. There is already a 1-foot no access easement along
20th Street South with the exception of the shared access point to the east. This
building does not require a building sprinkler system. It is conforming with zoning and
the comprehensive plan.
Legal Consideration:
None
Strategic Plan Consideration:
Economic Growth – the proposed project would add additional space for offices and
services.
Financial Consideration:
None
Options and Recommendation:
The City Council has the following options:
1. Approve as presented
2. Amend
3. Deny
4. Move the item to a study session
5. Discuss / take no action / table
DRT and Staff recommend approval.
The Planning Commission voted 6 – 0 recommending approval.
Supporting Documentation:
Legal Notice – City Council
Legal Notice – Planning Commission
Planning Commission Minutes
Application & Checklist
Location Map
Site Plan
Landscape Plan
Renderings
Elevations
Adjacent Properties
Screening Examples
If you require assistance, alternative formats and/or accessible locations consistent with the Americans with Disabilities Act,
please contact the City ADA Coordinator at 692-6281 at least 48 hours prior to the meeting.
Published ______ time(s) at an approximate cost of $ _____________.
NOTICE OF HEARING
UPON AN APPLICATION FOR APPROVAL OF
COMMERCIAL CORRIDOR DESIGN REVIEW OVERLAY DISTRICT
NOTICE IS HEREBY GIVEN that Dakota Land Design, LLC has submitted an
application for approval of a Commercial Corridor Design Review Overlay District site plan on
the following described real estate:
Lot 2 in Block 7 of Prairie Hills Addition, City of Brookings, Brookings County, South
Dakota.
NOTICE IS FURTHER GIVEN that said application will be acted on by the City Council
at 6:00 PM on Tuesday, October 25, 2022, in the Chambers Room on the third floor of the
Brookings City and County Government Center at 520 Third Street, Brookings, SD.
Any person interested may appear and be heard in this matter.
Dated this 14th day of October, 2022.
____________________________
Bonnie Foster
City Clerk
If you require assistance, alternative formats and/or accessible locations consistent with the Americans with Disabilities Act,
please contact the City ADA Coordinator at 692-6281 at least 48 hours prior to the meeting.
Published ______ time(s) at an approximate cost of $ _____________.
NOTICE OF HEARING
UPON AN APPLICATION FOR APPROVAL OF
COMMERCIAL CORRIDOR DESIGN REVIEW OVERLAY DISTRICT
NOTICE IS HEREBY GIVEN that Dakota Land Design, LLC has submitted an
application for approval of a Commercial Corridor Design Review Overlay District site plan on
the following described real estate:
Lot 2 in Block 7 of Prairie Hills Addition, City of Brookings, Brookings County, South
Dakota.
NOTICE IS FURTHER GIVEN that said application will be acted on by the Planning
Commission at 5:30 PM on Tuesday, October 4, 2022, in the Chambers Room on the third
floor of the Brookings City and County Government Center at 520 Third Street, Brookings,
SD. Any action taken by the City Planning Commission is a recommendation to the City
Council.
Any person interested may appear and be heard in this matter.
Dated this 23rd day of September, 2022.
____________________________
Ryan Miller
City Planner
Planning Commission
Brookings, South Dakota
October 4, 2022
OFFICIAL MINUTES
Chairperson Greg Fargen called the meeting of the City Planning Commission to order on Tuesday,
October 4, 2022, at 5:30 PM in the Council Chambers Room #310 on the third floor of the City &
County Government Center. Members present were Tanner Aiken, James Drew, Jacob Mills, Lee Ann
Pierce, Nick Schmeichel, Roger Solum, and Fargen. Absent was Gregg Jorgenson. Also present were
City Planner Ryan Miller, Community Development Director Mike Struck, Peder Haugen, Nathan
Moe, Lynda Pierce, Peggy Morris, Matthew Weiss - DesignArc Group, Joann Puetz-Anderson, Debra
Steichen, Dan Parson, Miranda and Eric Peterson, Kyle Rausch, Jeremy Johnson – Daktronics and
Jacob Meshke Assistant City Manager.
Mills recused himself.
Item #7b – Dakota Land Design LLC submitted an application for approval of a Commercial Corridor
Design Review Overlay District site plan on Lot 2 in Block 7 of Prairie Hills Addition, City of
Brookings.
(Solum/Aiken) Motion to approve the site plan. All present voted aye. MOTION CARRIED.
Item #7b – This is a site plan review for a project located along 20th Street South west of Tallgrass
Parkway. This project will be for an optical building. All required information has been provided.
The parking and landscaping plans meet all of the requirements.
Rausch, representing the owners, stated that they are in full compliance with the site plan and they are
not asking for any exceptions.
Please email completed form to rmiller@cityofbrookings-sd.gov
COMMERCIAL CORRIDOR DESIGN REVIEW OVERLAY APPLICATION & CHECKLIST
Owner: ͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺ
Applicant: ͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺ
Phone Number: ͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺ
Email: ͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺ
Address & Legal Description: ͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺ
Zoning District & Use: ͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺ
Structure Square Footage: ͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺ
Structure Height: ͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺ
Site Plan Criteria (show on site plan)
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7R
Clayton and Catherine Twitero
Dakota Land Design, LLC
605-222-1234
kyle@dakotalanddesign.com
Lot 2 in Block 7 of Prairie Hills Addtn
B2 - Health Service
3996sf
18' 11"
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Architectural/Engineered Plan Criteria
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*Signage requires separate permit
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ͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺ ͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺͺϴͲϯϬͲϮϮ
20th St South
0 10 20 30 40GASXFMR
AA
AA
BIKE RACKLIGHT FIXTURE SCHEDULE
AA
H
CC
BEACON
SEA GULL
PORTFOLIO
TYPE MFR.NUMBER DESCRIPTION
LIGHTING
VPL-80L-180-4K7-3-UNV-A-DBT
LD6B20D010-EU6B10208040-6LBW1WMH
OL18018BK
SINGLE HEAD PARKING LOT POLE LIGHT, 25' POLE ON 3' CONCRETE BASE,
VIBRATION DAMPENERS, MIN 22,600 LUMEN, DARK BRONZE FINISH, 180W
EXTERIOR SCONCE, US MEDIUM CANDELABRA BASE,
COPPER FINISH, 21"H X 21"W X 9.25"D
6" LED DOWNLIGHT, APPROX. 2000 LUMENS. 0-10V, 1% DIMMING. WARM HAZE,
SELF-FLANGED REFLECTOR WITH WIDE DISTRIBUTION, DAMP LOCATION LISTED.
5'
17'-9"
20'-53
8"
116'-7"
28'
28'
9'-6"
18'
18'
T
R
A
S
H
55'-6"
72'
3,996sf2" WATER6" SEWEREXISTING PONDHHCCCCCCCCCC
CCCC
CCCCCC
10'
15'
9'-6"
75'-93
8"
PRIVATE PATIO
E
N
C
L
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S
U
R
E
24'
AA
CCCCCCCCCC
CC
CCCCCCCC
AA
CC
CC
CC
CC
H
H
173'-05
8"
188'-91
2"MUTUAL ACCESS EASEMENT33 PARKING SPACES
15,244sf of SURFACED AREA
13,377sf of PARKING LOT
ELECT9'-11"7'-8 1/4"12'-1 1/8"A/C
A/C
A/C
HGFEDCBA
6
5
4
3
2
1
Reference
number:AppvdDateDescriptionActionSym.N.T.S.Designed:Drawn:Date:Dwg Scale:FOR REFERENCE
ONLY
35%9-5-22KJRDLAKOTAANDESIGNDC001BRKS VISION CENTERLEGAL: Lot 2 Block 7 of PrairieHills AdditionClayton and CatherineTwitero: OwnersDakota Land Design, LLC:General Contractor
City of Brookings
Staff Report
Brookings City & County
Government Center, 520
Third Street
Brookings, SD 57006
(605) 692-6281 phone
(605) 692-6907 fax
File #:RES 22-085,Version:1
Action on Resolution 22-085, a Resolution Approving Special Assessments for Snow Removal and
Lawn Care.
Summary:
Nine property owners in the City of Brookings have outstanding invoices for snow removal and lawn
care services which were performed to bring properties into compliance with City ordinance. The
City intends to collect payment on these outstanding invoices by including them on the annual
Special Assessment Roll to be applied to the property owner’s property taxes.
Recommendation:
Staff recommends approval.
Attachments:
Memo
Resolution
City of Brookings Printed on 10/20/2022Page 1 of 1
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City Council Agenda Memo
From: Erick Rangel, Chief Financial Officer
Council Meeting: October 25, 2022
Subject: Resolution 22-085: Special Assessments for Snow Removal
and Lawn Care
Presenter: Ashley Rentsch, Senior Finance Manager
Summary:
Nine property owners in the City of Brookings have outstanding invoices for snow
removal and lawn care services which were performed to bring properties into
compliance with City ordinance. The City intends to collect payment on these
outstanding invoices by including them on the annual Special Assessment Roll to be
applied to the property owner’s property taxes.
Background:
The City of Brookings sends invoices to property owners for snow removal and lawn
care services when properties are out of compliance with City Ordinance. City
employees perform the services. Outstanding invoices at the end of each year can be
included on the annual Special Assessment Roll to be applied to the property owner’s
property taxes in accordance with SDCL 9-32-12.
Item Details:
The following amounts totaling $4,198.63 will be added to the annual Special
Assessment Roll and collected through property tax billed in 2023.
Name Description Property Address $ Amount
Bryon Burroughs snow removal 1038 7th Avenue $ 469.00
Jessica Currier lawn care 206 Half Moon Road $ 280.00
Randy Dexter yard clean up 720 2nd Street South #5 $ 441.79
George Duffy yard clean up 628 11th Avenue $ 438.31
Alexandria Herding lawn care 521 12th Street South #100 $ 315.53
John Holland snow removal 1504 17th Avenue South $ 295.00
Tim Huffman lawn care 1209 Orchard Drive $ 515.00
David Knudsen snow removal 914 2nd Street $ 594.00
David Knudsen lawn care 914 2nd Street $ 555.00
Dexter Stewart snow removal 409 7th Avenue South $ 295.00
Legal Consideration:
None.
Strategic Plan Consideration:
This action supports a safe, inclusive, and connected community and fiscal
responsibility by ensuring properties meet City Code requirements and the beneficiaries
of the snow removal and lawn care services are charged for the costs.
Financial Consideration:
This resolution recovers $4,198.63 in outstanding invoices for lawn care and snow
removal services provided by City staff.
Options and Recommendation:
The City Council has the following options:
1. Approve as presented
2. Amend
3. Deny
4. Move the item to a Study Session
5. Discuss / take no action / table
Staff recommends approval of the resolution as presented.
Supporting Documentation:
Memo
Resolution
Resolution 22-085
Resolution Approving Special Assessments for Snow Removal and Lawn Care
Whereas, the City Manager has submitted to the City Council Special Assessments
against the owner and legal description listed below as herein after set out for weed
removal and snow removal fees;
Be It Resolved by the City Council of the City of Brookings, South Dakota, these fees be
assessed, in accordance with South Dakota Codified Law 9-32-12 as follows:
Name Description Property Address $ Amount
Bryon Burroughs snow removal 1038 7th Avenue $ 469.00
Jessica Currier lawn care 206 Half Moon Road $ 280.00
Randy Dexter yard clean up 720 2nd Street South #5 $ 441.79
George Duffy yard clean up 628 11th Avenue $ 438.31
Alexandria Herding lawn care 521 12th Street South #100 $ 315.53
John Holland snow removal 1504 17th Avenue South $ 295.00
Tim Huffman lawn care 1209 Orchard Drive $ 515.00
David Knudsen snow removal 914 2nd Street $ 594.00
David Knudsen lawn care 914 2nd Street $ 555.00
Dexter Stewart snow removal 409 7th Avenue South $ 295.00
Passed and approved this 25th day of October, 2022.
CITY OF BROOKINGS, SD
_________________________
Oepke G. Niemeyer, Mayor
ATTEST:
____________________________
Bonnie Foster, City Clerk
City of Brookings
Staff Report
Brookings City & County
Government Center, 520
Third Street
Brookings, SD 57006
(605) 692-6281 phone
(605) 692-6907 fax
File #:ID 22-0404,Version:2
Action on the 2022-2024 Teamster Local Union No. 120 Police Union Agreement.
Summary:
Annually, the City and Union leadership meet and confer to negotiate union agreements. Teamsters
Local Union No. 120 represents Police Department employees under this contract. The existing
agreement covers three (3) years and will expire on December 31, 2024. The existing agreement
was updated to include 2023 salaries and one article change.
Recommendation:
Staff recommends approval.
Attachments:
Memo
Agreement - clean
Agreement - marked
City of Brookings Printed on 10/20/2022Page 1 of 1
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City Council Agenda Memo
From: Casey Bell, HR/Risk Manager
Council Meeting: October 25, 2022
Subject: 2022-2024 Teamster Local Union No. 120 Police Union
Agreement
Person(s) Responsible: Paul Briseno, City Manager
Summary:
Annually, the City and Union leadership meet and confer to negotiate union
agreements. Teamsters Local Union No. 120 represents Police Department employees
under this contract. The existing agreement covers three (3) years and will expire on
December 31, 2024. The existing agreement was updated to include 2023 salaries and
one article change.
Background:
City management meets annually with Union leadership to meet and confer and
negotiate union agreements. The Police Department employees are covered under a
union agreement which expires December 31, 2024. Teamsters Local Union No. 120
represents Police Department employees under this contract. The duration of the union
agreement is three (3) years. Due to the fluctuation of sales tax and the local economy,
the City has opted for salaries as an annual opener to ensure expenses of increase pay
does not out pace revenues.
Item Details:
A proposed update to the existing contract was negotiated to include 2023 salaries and
an additional Article change regarding promotions. The only open item for negotiation
in 2024 will be wages, unless both the City and Union mutually agree to open other
portions of the agreement. City staff worked with Union Stewards and the Teamsters
Business Agent for the Police Department group through meet and confer sessions to
finalize the proposed agreement.
Personnel expenses related to the proposed agreement are accounted for within the
proposed 2023 budget. The City and Union reached agreement on up to a 5% merit
increase based on performance for 2023. Employees who reach the max salary of their
range will be eligible for up to a 5% one-time payout based on performance. A $1,400
one-time compensation supplement will be dependent on sales tax performance in
2023. Employees will be eligible for up to a $2,000 one-time compensation supplement
in 2022.
The Police Department member group has accepted the proposed contract and City
Council approval is needed to ratify the contract. This action will complete the process.
Legal Consideration:
There are no legal considerations at this time.
Strategic Plan Consideration:
Fiscal Responsibility – Negotiated items in the Union Agreement fit within
proposed 2023 budget.
Service and Innovation Excellence– Negotiated items in the Union Agreement
streamline and improve upon operations and logistics within covered
Departments.
Sustainability – Negotiated wages in Union Agreement are competitive within the
labor market to retain and attract talent while ensuring financial sustainability.
Financial Consideration:
The negotiated personnel expenses are accounted for within the proposed 2023
Budget.
Options and Recommendation:
The City Council has the following options:
1. Approve as presented
2. Amend
3. Deny
4. Move the item to a study session
5. Discuss / take no action / table
City Staff recommends approval of the agreement.
Supporting Documentation:
Agreement – clean
Agreement – marked
CITY OF BROOKINGS
POLICE LABOR CONTRACT
2022-24
INDEX
Article Title Page
Article 25 ....................Alcohol, Drug Abuse & Addiction ................................................. 13
Article 22 ....................Break Time .................................................................................... 11
Article 6 ......................Bulletin Boards ................................................................................ 3
Article 39 ....................Business Agents ............................................................................ 25
Article 19 ....................Call-In & Duty Assignments Outside of Regularly Scheduled Hours ...... 10
Article 37 ....................Check Off ....................................................................................... 25
Article 10 ....................Citizen’s Complaint ......................................................................... 5
Article 13 ....................Committee for Union-Management Cooperation .......................... 6
Article 20 ....................Compensation Time ...................................................................... 11
Article 12 ....................Court Pay ......................................................................................... 6
Article 9 ....................Discharge or Suspensions ................................................................. 4
Article 41 ....................Duration ........................................................................................ 26
Article 27 ....................Professional Development and Educational Leave ...................... 17
Article 34 ....................Firearms ........................................................................................ 23
Article 35 ....................Firearm Qualification .................................................................... 23
Article 8 ......................Grievance Procedure ...................................................................... 3
Article 29 ....................Holidays ......................................................................................... 17
Article 16 ....................Insurance.......................................................................................... 9
Article 4 ......................Liability Coverage ............................................................................ 2
Article 40 ....................Longevity ....................................................................................... 25
Article 3 ......................Management Rights ........................................................................ 1
Article 7 ......................Military Leave ................................................................................. 3
Article 24 ....................Miscellaneous ............................................................................... 12
Article 17 ....................Pay Periods...................................................................................... 9
Article 15 ....................Pensions .......................................................................................... 9
Article 27 ....................Professional Development and Educational Leave ....................... 15
Article 23 ....................Promotions ................................................................................... 12
Article 1 ......................Recognition ..................................................................................... 1
Article 42 ....................Reopener ....................................................................................... 26
Article 31 ....................Schools & Training ........................................................................ 19
Article 14 ....................Seniority (Personnel Policies) ......................................................... 7
Article 2 ......................Separability and Savings Clause ...................................................... 1
Article 21 ....................Shift Differential ............................................................................ 11
Article 26 ....................Sick Leave ...................................................................................... 14
Article Title Page
Article 28 ....................Special Leave ................................................................................. 16
Article 5 ......................Stewards ......................................................................................... 2
Article 32 ....................Travel and Expense ....................................................................... 21
Article 33 ....................Uniforms and Equipment .............................................................. 21
Article 38 ....................Union Business and Representatives ............................................ 25
Article 30 ....................Vacations ....................................................................................... 18
Article 36 ....................Wages ............................................................................................ 24
Article 11 ....................Work Rules ...................................................................................... 6
Article 18 ....................Work Week ................................................................................... 10
1
CITY OF BROOKINGS - POLICE LABOR CONTRACT
THIS AGREEMENT made and entered into this 1st day of January, 2022, by and between
the City of Brookings, South Dakota, hereinafter referred to as the “Employer or the City” and
the Teamsters Local Union No. 120, affiliated with the International Brotherhood of Teamsters,
hereinafter referred to as the “Union”.
1. RECOGNITION
1A. The employer hereby recognizes the Union as the sole collective bargaining
representative pursuant to SDCL 3-18, for all the employees employed by the
Employer in the following described unit:
1A.1 All regular full-time employees employed in the Police Department of
Brookings, South Dakota as stipulated in Appendix A.
1B. As used in this contract, where appropriate, the masculine includes the
feminine, and the singular includes the plural (and vice versa).
2. SEPARABILITY AND SAVING CLAUSE
If any provision of this Agreement is in contravention of the laws or regulations of the
United States or the State of South Dakota, such provisions shall be superseded by the
appropriate provisions of such regulation; so long as the same is in force and effect, but
all other provisions of this Agreement shall continue in force and effect.
3. MANAGEMENT RIGHTS
3A. The Union recognizes the prerogatives of the City Manager and City Council of
the City to operate and manage its affairs in all respects in accordance with its
responsibility and the powers of authority which the City has not officially
abridged, delegated, or modified by this Agreement, and such powers and
authority are retained by the City.
3B. These management rights include, but are not limited to the following:
3B.1 To utilize personnel, methods and means in the most appropriate and
efficient manner possible; to manage and direct the employees of the
City; to hire, schedule, promote, transfer, assign, train, or re-train
employees in positions with the City, and to suspend, discharge or take
positions with the City, and to suspend, discharge or take other
2
appropriate action against employees for just cause;
3B.2 To determine the size and composition of the work force, to eliminate or
discontinue any job or classification and to lay off employees for lack of
work or lack of appropriate funds;
3B.3 To determine the objectives of the City and the method and means
necessary to efficiently fulfill those objectives, including transfer,
alteration, curtailment, or discontinuance of any service; the
establishment of acceptable standards of job performance; (this shall not
include the establishment of a quota system); the purchase and
utilization of equipment; and the utilization of seasonal and part-time
employees, as long as no full-time employees are laid off;
3B.4 To provide reasonable standards and rules for employees; and
3B.5 To determine the method of fulfillment of the objectives of the City,
whether by its employees or by contracting or subcontracting with
respect to all of the City’s services.
4. LIABILITY COVERAGE
The Employer shall continue in affect the insurance coverage relating to claims against
the City and City Employees. The Employer retains the right to change insurance
carriers or otherwise provide for insurance coverage. The minimum coverage under
this policy shall be $300,000.00. If qualified immunity is eliminated for Law
Enforcement Officers, the City agrees to increase the minimum coverage from
$300,000 to $700,000.
5. STEWARDS
5A. The City recognizes the right of the Union to designate stewards. The job
stewards so designated shall perform the following duties:
5A.1 Investigation and presentation of grievances to Employer or the
Employer representative in accordance with the provisions of this
Agreement;
5A.2 Serve bargaining unit employees by explaining the purpose and content
of an existing contract. The City shall direct such inquiries by bargaining
unit employees to job steward(s). The stewards shall be permitted a
reasonable time, as time permits, to conduct necessary Union business
of presenting, processing and investigating grievances, during working
hours without loss of pay, provided that it does not interfere with the
3
efficient operation of the Department, which determination shall be in
the discretion of the duty supervisor, and provided that the steward’s
supervisor(s) is advised in advance of the absence. Such time on such
necessary Union business during duty hours shall not be deducted in the
computation of monthly overtime.
6. BULLETIN BOARDS
The Employer agrees to provide adequate space on its bulletin boards for Union
business notices. Union space will be allocated.
7. MILITARY LEAVE
7A. Regular full-time employees serving in the Military Reserve, National Guard or
Naval Militia will be granted paid leave of absence when they are called out for
active service. They shall be paid a pay supplement by the City so that the
supplement combined with their service pay shall equal their regular rate of pay
from the City up to a maximum of two weeks per calendar year. If such service
exceeds two (2) weeks, the City will not supplement the pay beyond the initial
two-week period. There will be no loss of seniority, and employees may utilize
vacation leave. Service pay shall include quarters allowance, in addition to base
pay.
7B. Medical benefits will be extended for thirty (30) days for all Military personnel
called to active duty.
7C. All applications for military leave must be approved by the Chief or his designee.
The request must be accompanied by a signed copy of the military orders.
8. GRIEVANCE PROCEDURE
8A. Grievances are herein defined to be disputes involving the interpretation of this
Agreement.
8B. Employees are encouraged to attempt to resolve grievances with their
supervisor. Failure to resolve the grievance with the supervisor, employees
are encouraged to attempt to resolve the grievance with the Chief of
Police.
8C. Failure to resolve the grievance with the supervisor or Chief of Police, the
grievance shall be reduced to writing and submitted to the Human Resources
Director and the Local Union within ten (10) working days following the day on
which the grievance occurred or within ten (10) working days of knowledge of the
occurrence. The written grievance shall contain the alleged violation and relief
requested. The grievance shall be signed by the aggrieved employee or a
representative of the Local Union. An employee may have a steward and/or
4
business representative present at any step of this procedure. Within ten (10)
working days, the City Manager or their designee shall meet with the grievant and
the Local Union. At this meeting, all available evidence shall be afforded to both
sides.
8D. Failing settlement at that level, the matter may be appealed to the Department
of Labor and Management pursuant to SDCL 3-18-15.2. The appeal must be
initiated by the employee or the Local Union within thirty (30) calendar days.
No grievance shall be entertained or processed unless it is submitted in
accordance herewith. If a grievance is not presented within the time limits set
forth above, it shall be considered “waived”. If a grievance is not appealed
within the specified time limit or any agreed extension thereof, it shall be
considered withdrawn. In all cases involving disciplinary, the employee and/or
the Union may elect to commence the grievance procedure at the level of the
Chief of Police or City Manager.
8E. Time limits may be extended by mutual agreement.
8F. The Union has the authority to abandon a grievance. Abandonment of a
grievance shall not set a precedence.
9. DISCHARGE OR SUSPENSION
9A. The Employer shall not discharge, suspend, or discipline any employee without
just cause, but in respect to discharge shall give at least one (1) warning notice
of a complaint against such employee to the employee in writing and a copy of
the same to the Union, except that no warning notice need be given to an
employee before he is discharged or otherwise disciplined if the cause of such
discharge is:
9A.1 Dishonesty;
9A.2 Drinking of, presence of alcohol on their person, or under the influence
of alcoholic beverage or narcotics during the work shift. An individual will
submit to a portable breath test if the presence of alcohol is suspected.
In the event PBT shows positive, employees shall be offered the
opportunity to submit to a blood test and the expense of the blood test
will be upon the City if the results are negative and upon the employee if
results are positive;
9A.3 Personal possession or use of illegal drugs;
9A.4 Recklessness resulting in a serious accident while on duty;
9A.5 Failure to report an accident or criminal incident while on duty;
9A.6 Conduct which is unbecoming of an officer.
5
9B. It is understood that there are other offenses of extreme seriousness that an
employee will be discharged for without a warning letter. Depending upon the
circumstances and upon just cause, a lessor discipline to include demotion,
suspension, or any other appropriate disciplinary action, short of discharge, may
in the discretion of the Chief of Police, be implemented. It is further understood
that a warning notice shall mean that further disciplinary action up to and
including suspension or dismissal may occur if the condition causing the
issuance of the warning letter is repeated during the effective time of the
warning notice.
9C. Time limitations of such warning letter shall be consistent and uniform among
like incidents but in no instance, shall it be for more than eighteen (18) months
from the date of the incident causing this issuance.
9D. Discharge must be by proper written notice to the employee and the Local
Union. Any employee may request an investigation of this discharge.
9E. Any reprimand that can become part of an officer’s official record or result
in suspension or discharge shall be given in writing to the employee
affected, with a copy to the Union steward and shall be done at an
appointed time with such employee having the right to have a Union
steward and/or other Union representatives present.
10. CITIZEN’S COMPLAINT
Citizen complaints against officers shall be divided into two categories: non-criminal
conduct and criminal conduct. Any citizen wishing to lodge a formal complaint against
an officer shall be directed to the appropriate Division Commander for determination
of category and merit. The officer will be notified at a time appropriate based upon the
circumstances of the investigation.
10.1 – Non-Criminal Complaints: Upon receiving a complaint and determining the
complaint to be non-criminal and having merit, an investigation into the circumstances
of the complaint shall be initiated. The investigation shall be conducted internally by a
command level officer designated by the Chief of Police or his designee, and may
include interviews, statements, audio or video recordings and any other pertinent
information from all persons associated with the investigation.
10.2 – Criminal Complaints: Upon receiving a complaint and determining the complaint
to be criminal and having merit, an investigation into the circumstances of the
complaint shall be initiated. The investigation shall be conducted either internally by a
command level officer, or by investigators from outside agencies so as to avoid any
conflict of interest issues as chosen by the Chief of Police or his designee. The
investigation may include interviews, statements, audio or video recordings and any
other pertinent information from all persons associated with the investigation.
10.3 – Determinations and Findings: Upon completion, the investigation summary
6
shall be forwarded to the Chief of Police for review. The findings of the investigation
shall be classified as follows:
Sustained: The complaint is determined to be factual.
Exonerated: The officer(s) did not commit the offense as stated.
Unfounded: The allegation is false or not factual.
Not Sustained: Not enough evidence to prove or disprove the allegations
were found.
Dismissed: The complainant withdrew the complaint or failed to
cooperate with the investigation.
10.4 – Final Action: If upon completion of the investigation the complaint is sustained,
the Chief of Police shall initiate the proper disciplinary action consistent with the City of
Brookings Police Labor Contract and the policies of the City of Brookings and the
Brookings Police Department.
10.5 – Officer Recourse: Any officer or employee who disputes either the findings of
the investigation, or any associated disciplinary action resulting from the investigation,
may protest the matter through the established Grievance Procedures of the City of
Brookings Police Labor Contract and the Brookings Police Department.
11. WORK RULES
Department General Orders, Work Rules, and the Department Policy and Procedure
Manual shall be reviewed by the Chief and City Manager to ensure that they continue
to meet existing conditions. Management will notify all employees of work rule
changes.
12. COURT PAY
In the event an employee is required to make an off-duty court appearance, they shall
be paid a minimum of two (2) hours at time and one-half (1 1/2) their regular rate of
pay. Each session of court, morning and afternoon, shall constitute a separate
appearance if the officer is required to appear at both. Court time paid at time and
one-half shall not be counted toward the officer’s eighty (80) hour bi-weekly schedule.
This minimum shall not apply to work performed within two hours prior to or two hours
following an employee’s regular work shift.
13. COMMITTEE FOR UNION - MANAGEMENT CO-OPERATION
13A. The parties recognize that during the period in which this agreement is in effect,
problems of administration of this Agreement may arise which are not
anticipated by either part. They also recognize that during such period more
mutually constructive and productive relationships are likely to exist between
the City and the Union and among both management and non-management
employees, if both the City and the Union continue to enlarge their respective
7
efforts to gain a better appreciation and understanding of the others problems
and objectives. They recognize that frequently what first appears to be
problems or areas of conflict and disagreements, are actually the result of
misunderstanding which are cleared away upon a complete and frank exchange
of viewpoints and ideas. They believe that even though limitations are being
placed upon formal collective bargaining negotiations through the extended
period of this Agreement, a better atmosphere in which they both desire, can be
created through meetings of the kind described below:
13B. Once each month or as needed, meetings may be held during the term of this
Agreement of the committee formed as part of this Article. It is understood that
such meetings will be held for the purpose of appraising and discussing the
problems, if any, which arise concerning administration, interpretation or
application of the Agreement or other matters which either party believes will
contribute to the improvement in the relations between them within the
framework of this Agreement. It is understood that such meetings shall not be
for the purpose of handling grievances or conducting collective bargaining
negotiations nor for any purpose which in any way will modify, add to, or detract
from the provisions of this Agreement. In agreeing to such meetings, the parties
are providing concrete evidence of their sincere desire to encourage friendly,
cooperative relationships between their respective representatives at all levels,
and with and between all employees covered by this Agreement and to find
ways to overcome difficulties, influences, or attitudes which interfere with such
relationships.
13C. This committee shall also consider handling problems concerning the safety of
working conditions. Each of the parties recognize the importance of protecting
the health, life, and a limb of employees and the City will make every reasonable
effort to improve conditions that promote health and safety among City
Employees. This committee may make recommendations respecting conditions
which in its opinion would make working conditions more safe.
13D. The committee shall be composed of two (2) members designated by the Union
and two (2) members designated by the City. Any recommendations must be
adopted by a majority of the committee.
14. PERSONNEL POLICIES
14A. SENIORITY
14A.1 Seniority rights for employees shall prevail. Seniority shall be defined as
the total length of continuous service with the Employer, since the
employee’s last date of hire in the Police Department bargaining unit.
14A.2 New employees will be considered probationary employees for twelve
(12) months from the date of employment. Should a probationary
8
employee be absent from the job for an approved leave without pay, the
probationary period will be extended to enable employees to complete
their full probationary period.
14A.3 During the probationary period, employees shall have no seniority
status, and may be laid off or terminated at the sole discretion of the
City without regard to length of service. When an employee completes
their probationary period, their seniority date shall revert back to their
original date of hire.
14A.4 On January 1 of each year, the employer shall post a current seniority
list and shall submit a copy to the Union. Seniority will be classified as
follows:
a) All sworn personnel;
b) All non-sworn personnel;
14A.5 Employees hired from non-sworn to the sworn classification or vice
versa, shall maintain their seniority for the amounts of vacation but
shall go to the bottom of the list in the new classification for all other
purposes. Part-time employees obtaining full-time positions shall be
considered as a new hire for all purposes.
14A.6 Seniority and employment relationship shall terminate when an
employee:
a) Quits;
b) Is discharged for just cause;
c) Is retired.
14A.7 All scheduled or otherwise anticipated overtime shall be offered by
seniority to qualified available personnel unless such overtime requires
a special skill or is in accordance with the employee completing an
assigned regular shift. Management reserves the right to offer or
immediately assign overtime resulting from unexpected, unforeseen,
or emergent circumstances without consideration of seniority. It is
understood that all overtime must be authorized by the Chief of Police,
or designee.
14A.8 Vacation will be granted on a first come – first serve basis. In the event
vacation is requested at the same time by more than one employee for
the same time period, seniority provisions shall prevail.
14A.9 In the event of a layoff, the last employee hired shall be laid off first
in the sworn and non-sworn classifications as long as the employees
retained are qualified to perform the job. In recalling employees,
they shall be recalled in reverse order of lay-off in respective
classifications.
9
15. PENSIONS
Retirement benefits shall remain as now provided, but they shall not be in any manner
reduced or lessened during the period of this contract, unless the changes are beyond
the control of the City.
16. INSURANCE
16A. The City offers group health, dental, vision, accident, and life insurance options
for all full-time employees in the bargaining unit and their dependents electing
to be covered by such insurance. The City shall pay 85% of the group health
coverage; 75% of the single dental and vision insurance premium portion for all
levels of dental and vision insurance; and 100% of the total cost of the group life
and AD&D insurance plan for employees. In order to earn the payment of
insurance premiums for a given month, the employee must work or use paid
leave for at least 50% of the hours’ payable in the payroll month.
16B. If any employee is covered under the City health insurance plan either by
spouse or dependent coverage, they will not be permitted to be covered by
an individual policy also with the City.
16C. Upon receipt of notification by the insurance carrier that changes are needed,
the City will, in turn, notify the Union for purposes of soliciting comments and
suggestions.
16D. All employees, with a full-time hire date prior to January 1, 2010, who are
eligible to begin receiving the South Dakota Retirement System benefit who
retire early or have been approved for the SDRS disability benefit within 30 days
of effective date of resignation from the City of Brookings, are eligible for 50%
payment of the total cost for the retiree group health and life insurance plan
offered by the City as outlined in the City insurance policy in accordance with
current Insurance policy provisions with no required minimum years of
continuous full-time service with the City of Brookings. All employees with a full-
time hire date of January 1, 2010 and thereafter, however, must pay 100% of
the total cost for the retiree group health and life insurance plan offered by the
City. All employees with a full-time hire date of January 1, 2010 and
thereafter, must have a minimum of three (3) years of full-time continuous
service with the City of Brookings immediately prior to retirement to be eligible
for the City retiree group health and life insurance benefits. The retirement
insurance benefit will not continue beyond age 65 and will end prior to age 65 if
the retiree becomes eligible for Medicare.
17. PAY PERIODS
10
All employees covered by this Agreement shall be paid in the same manner as all other
City employees are paid, on a monthly pay period.
18. WORK WEEK
18A. Employees shall be paid for all time spent in the employ of the Employer.
18B. Employees shall be compensated at the rate of time and one-half for all hours
required to work prior to and/or beyond scheduled shift (excludes shifts of less
than 8 hours per day); on a scheduled day off; or in excess of forty (40) work
hours per week for office personnel and dispatch; or in excess of eighty (80)
hours in a two-week period for police officers. Occasional periods when no work
is performed due to vacation leave, sick leave, holidays, and/or other benefit
leave, will not be used in the computation of overtime.
Employees shall be allowed to trade shifts if it is approved by the shift
supervisor. If trading of shifts results in required payment of overtime based on
FLSA guidelines, the trade will not be allowable or approved.
18C. Full-time clerical employees shall be scheduled Monday through Friday and
Saturdays and Sundays off except for temporary, unusual or emergency
situations.
18D. Employees required to work when their shift commences on Easter Sunday shall
be compensated with five (5) additional hours of straight time pay.
18E. Pyramiding of overtime will not be allowed.
18F. The City agrees during the term of this contract to continue its policy regarding
the replacement of employees at shift change.
18G. Part-time employees shall be scheduled as needed.
19. CALL-IN
Employees who are requested to report for work during hours when they are normally
scheduled to be off shall receive time and one-half (1 1/2) for a minimum of two (2)
hours for work performed. The employee shall report to the ranking supervisor, up to
Lieutenant, on duty to perform any additional duties necessary in an attempt to work
for the entire minimum period. This minimum shall not apply to work performed within
two hours prior to or two hours following an employee’s regular work shift. In the
event the employee is on vacation, the employee may elect to take compensation time
to be credited back to vacation in lieu of monetary compensation. If employee chooses
not to work for the entire minimum period, the employee shall be compensated only
for the hours actually worked.
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DUTY ASSIGNMENTS OUTSIDE OF REGULARLY SCHEDULED HOURS
Employees with special duties outside of their regularly scheduled hours will be
compensated a minimum of two (2) hours at their overtime rate of pay or
compensation time. Clarification of special duties may include, but is not limited to,
reserve coordinators, certification instructors (such as Fire Arms, Tasers, Radar, DUI,
etc.) School Resource Officers, Safety Town, Field Training Officers, and
Communications Training Officers.
20. COMPENSATION TIME
Employees at their discretion shall be entitled to be paid for overtime at the rate of
time and one-half (1 1/2) or designate comp time upon approval of Lieutenant in lieu of
pay at the rate of time and one-half (1 1/2) for each hour of overtime. The maximum
allowable carryover from one calendar year to the next is forty (40) hours for both
sworn and non-sworn personnel with the exception of designated active certified
Communication Operator Trainers and Field Training Officers, who will be allowed to
carry over eighty (80) hours from one calendar year to the next.
21. SHIFT DIFFERENTIAL
21A. Full-time employees scheduled to work between 6:00 P.M. and 7:00 A.M. shall
be paid an additional ninety cents ($.90) per hour for time worked between
those hours.
21B. Full-time employees scheduled to work from 6:00 P.M. Friday until 7:00 A.M.
Monday and all hours worked during a city recognized holiday shall receive
ninety cents ($.90) per hour additional.
22. BREAK TIME
22A. Employees who are scheduled to work an eight (8) hour shift shall be granted a
twenty minute paid break during the first four (4) hours, and a twenty minute
paid break during the second four (4) hours of their shift. Employees who are
scheduled to work a ten (10) hour shift shall be granted a twenty-five minute
paid break during the first five (5) hours, and a twenty-five minute paid break
during the second five (5) hours of their shift. Employees who are scheduled to
work a twelve (12) hour shift shall be granted a thirty minute paid break during
the first six (6) hours, and a thirty minute paid break during second six (6) hours
of their shift.
22B. Dispatchers will not be allowed to leave the Police building, to include
designated smoking areas, during their breaks unless there are at least two
dispatchers on at that time. However, if the supervisor on duty deems it
necessary, dispatchers will be required to remain in the building even when
there are two on during a shift.
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22C. Employees filling out reports shall be allowed coffee or soft drinks while
performing this work without it being considered a break, as long as the amount
of time is reasonable.
22D. Employees shall be allowed to combine break periods for a total of forty (40)
minutes during an eight (8) hour shift, fifty (50) minutes during a ten-hour shift,
and sixty (60) minutes during a twelve hour shift.
22E. Rest periods may not be accumulated for time off or used to leave work
early, and are not guaranteed if missed because of operational requirements.
23. PROMOTIONS (effective 10/11/2022)
23A. Service requirements for the position of Sergeant require a minimum of three
(3) years’ experience as a law enforcement officer.
24. MISCELLANEOUS
24A. Employees may maintain residence outside the city limits.
24C. In the event of an absence of a supervisor, the Chief of Police may designate an
officer as acting supervisor to assume all duties of the absent supervisor. An
employee that is designated as acting supervisor will accrue one half hour (1/2
hour) of compensation time (x1) for a full six (6) hour shift; one hour (1 hour) of
compensation time (x1) for a full eight (8) hour shift; one and one-half (1 ½
hours (x1) for a full ten (10) hour shift; and two (2) hours (x1) for a full 12 hour
shift to be utilized at a mutually agreed upon time as approved by their
supervisor and/or Chief of Police. Any employee desiring not to act as
supervisor shall be allowed not to do so by advising the Chief of Police in writing.
24F. The Police Building and all department vehicles will be non-tobacco including
vaping with a designated smoking area being provided outside the southwest
door of the department.
24H. SRT team members will be paid an additional $2.00 per hour of Hazard Pay
when called out. SRT training hours are not included.
24I. The canine officer assigned to canine duty for the City of Brookings Police
Department shall be compensated as follows:
The following activities may be FLSA compensable time when performed during
the canine handler’s “off-the-clock” hours: feeding, exercising, training,
grooming, cleaning up after canine, and /or transporting the dog to and from an
animal hospital or veterinarian. The canine handler’s normal workday would
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consist of 11 1/2, 9 1/2, or 7 ½ hours of normal duties depending on scheduled
shift and ½ hour per day of FLSA compensable time to leave their shift early,
with the consent of the Chief, for care/handling of the canine. The ½ hour of
FLSA compensable time to leave early for care and handling of canine will be
factored into each work day, but if call load prohibits the canine handler from
leaving early, the handler will accumulate ½ hour of FLSA compensable time that
day to care for canine dog to be paid at OT or ½ hour accrued as comp time at
the discretion of the handler. One-half (1/2) hour of FLSA compensable time for
care and handling of canine dog will also be accumulated on regular days off and
days utilizing benefit time if canine duties are performed by canine handler. The
City and Union make the agreement in light of their consultations with the
canine handler, and with specific reference to actual hours worked performing
such duties. The City, the Union and the handler agree that the weekly total of
compensated hours set forth above is reasonable and reflects the actual hours
spent in canine care, as described above, with respect to all the pertinent facts
related to care provided by the officer for the department’s canine dog, in the
City of Brookings.
The City agrees to pay for the boarding facility for one week annually while the
canine officer is on vacation. The canine officer, however, shall not receive the
above canine compensation for their paid vacation hours for that week.
When the Narcotics Canine is no longer capable of performing acceptable
standards due to any of the aforementioned reasons, it shall be retired from
service. Because the canine may have been purchased with funds other than
those provided by Brookings Police Department, certain guidelines or
stipulations will be made to turn the dog over to the handler, if they desire, or
other prospective owner, if the prospective owner signs a release form accepting
all responsibilities for said dog. The dog’s ownership may be transferred to the
dog’s handler by the handler paying a fee of one dollar for the dog. Once the
patrol officer is no longer designated as the canine handler for the City of
Brookings Police Department, the canine compensation will end.
25. ALCOHOL, DRUG ABUSE AND ADDICTION EMPLOYEE ASSISTANCE PROGRAM
25A. The City complies with terms and protections of the Americans with
Disabilities Act, including working cooperatively with employees who
meet the definition of being a “qualified person with a disability” to
identify and provide reasonable accommodations where necessary for
the performance of the essential functions of the job. This includes
qualified employees who have been diagnosed with alcohol use
disorder and whose alcohol use does not adversely affect their job
performance or conduct or pose an unreasonable safety risk, as
determined by the City. The City does not tolerate the use by
employees of illegal drugs, and such conduct will result in discharge
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from employment with the City.
25B. Employees’ job security or promotional opportunities will not be jeopardized by
their request for assistance in problems relating to alcohol/drug abuse and/or
addiction.
26. SICK LEAVE
26A. Sick leave is leave with pay granted to regular full-time employees who are
suffering with an illness or disability which prevents them from performing their
assigned duties.
26B. Sick leave may be earned by probationary and regular full-time employees. Sick
leave begins to accrue at the rate of twelve (12) hours per month. Employees
with a start date prior to January 1, 2013 may accumulate up to two thousand
eighty (2,080) hours of sick leave. Employees hired January 1, 2013 and
thereafter, may accumulate up to a maximum of 1500 hours of sick leave. In
order to earn the accrual of sick leave for a given month, the employee must
work or use paid leave for at least 50% of the hours’ payable in the payroll
month.
26C. Request for sick leave must be approved by the Chief of Police or their designee
prior to the employee’s normal starting time for the day involved, unless, in the
judgment of the immediate supervisor, the circumstances surrounding the
absence made the reporting before normal starting time impossible. Upon
returning to work, the employee shall notify their supervisor of their recovery.
26D. Leave request may not exceed the amount of leave accumulated.
26E. Sick leave shall be paid at the employee’s regular hourly rate and employees
may use sick leave in no less than one-fourth (1/4) hour increments.
26F. The City reserves the right to require employees to submit verification from a
medical practitioner of their reason for absence upon their return from three (3)
consecutive sick days or where a pattern of frequent absences exist. The City
may also require any employee afflicted with an illness or injury that may
require work restrictions to present verification from a medical practitioner of
their fitness to continue to work.
26G. Employees shall be charged for sick leave only for absence on days when they
would otherwise work.
26H. Employees on unpaid leave of absence in excess of one-half month will not
accrue any leave for that month.
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26I. Sick leave shall be granted to employees:
26I.1 when they are incapacitated for the performance of their duties due to
illness to include birth of a child, injury, and injury not incurred in the
course of their employment;
26I.2 for medical, dental, and optical examinations or treatments, provided
the employee gives the City one (1) week notice of such appointment,
except in cases of emergency;
26I.3 when an employee or ward child is sick or when a member of the
immediate family is sick and requires the care and/or attendance of the
employee during scheduled work hours; immediate family is defined as
spouse, son or daughter, parent or spouse’s parent, brother or sister,
grandchild, and dependent(s) residing in the employee’s home to
include step- relatives in the same categories. After three consecutive
sick days, the Chief of Police and/or Human Resources Director, may
require a doctor’s statement specifying the requirement of care and/or
attendance. The cumulative amount of sick leave that can be utilized by
any one employee within the calendar year for their spouse’s parent,
brother and/or sister is 160 hours for calendar year 2013, 140 hours for
calendar year 2014 and 120 hours for calendar year 2015 and
thereafter.
26I.4 when, through exposure to a contagious disease, the presence of the
employee at their post of duty would jeopardize the health of others,
provided, however, that sick leave for these purposes shall require a
verification by a medical doctor’s certificate.
26J. At the discretion of the Chief of Police, employees who cannot perform their
regularly assigned duties may be assigned limited duty, which will not, as
certified by a medical practitioner, aggravate the illness or disability.
26K. After ten (10) years’ service and upon termination of employment other than
discharge, any unused accumulated sick leave will be paid at ten percent (10%)
of the current base hourly rate and one percent (1%) additional for each year of
service beyond ten (10) years, up to 1,500 hours maximum accumulated sick
leave.
26L. All medical related incidents including reasonable travel time and recuperation
time shall be chargeable toward sick leave.
27. PROFESSIONAL DEVELOPMENT AND EDUCATIONAL LEAVE
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The Chief of Police, with the approval by the City Manager, may grant educational leave
to employees requesting leave for continuing education or training for durations of ten
(10) working days or more. Approval of such leave, the length of time paid, and the
amount of pay received, will depend on the directness of the relationship of the
education or training to the duties of the employee and the projected needs of the City.
An employee must have worked for the City for a period of two (2) years in order to
qualify for educational leave. The employee must agree to return to work for a period
of two (2) months for each month of educational leave taken. City shall make every
effort to reschedule employees desiring to attend college classes either by allowing
time off the shift or by employees trading shifts. Time off shall be made up the same
day or at a mutually agreed time. An employee requesting to attend college classes
which may interfere the employee’s work schedule will be reviewed on a case by case
basis by the Dept. Manager, Human Resources Director, and City Manager. A
determination will be made to determine if request will be approved or denied based
on potential problems associated with being away from work, and need for educational
growth in the City of Brookings relative to major being pursued.
28. SPECIAL LEAVE
28A. Leave With Pay - The Chief of Police will grant a leave of absence with pay to
regular full-time employees for the following reasons and with these restrictions
applied:
28A.1 Funerals – The City will permit regular full-time employees to be absent
from work, without loss of pay, based on their regular straight time pay
for three (3) basic scheduled work days to arrange for and attend the
funeral of the immediate family or a relative. Immediate family for
bereavement leave includes the following: Spouse, parents, son,
daughter, brother, sister, legal guardian, grandparents, grandchildren,
father-in-law, mother-in-law, son-in-law, daughter-in-law, brother-in-
law, or sister-in-law. The bereavement benefit will also be granted for
step-relatives in these same categories.
Pay shall be granted twelve (12) hours for employees on twelve (12)
hour shifts, ten (10) hours for employees on ten (10) hour shifts, and
eight (8) hours for employees on eight (8) hour shifts. Additional time
may be charged to vacation or sick leave at the discretion of the Chief. In
the event of a funeral of a relative outside of the aforementioned, or a
close friend, the employee may take a reasonable amount of time off
with pay to be charged to vacation or sick leave.
Bereavement leave may be used during the employee’s probationary
period and used in no less than one-fourth (1/4) hour increments.
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28A.3 Jury or Court - If any employee is called for jury duty, they shall continue
to be paid at their regular rate. Upon returning to work, they shall
reimburse the City for the amount received for jury duty for each day of
absence from work. Vacation and sick leave will continue to accrue for
the time that is spent on jury duty.
28B. Leave Without Pay – Regular full-time employees may request and may be
granted a leave of absence without pay for personal reasons up to a maximum
of 6 continuous months (not to include FMLA leave taken), subject to the
approval of the Chief of Police, Human Resources Director and City Manager,
and providing all vacation and/or sick leave has been exhausted.
28B.1 Leave without pay must be requested in writing stating the
circumstances in full as to why such leave is requested. This request
must be submitted to the Chief prior to the leave.
28B.2 The request will be considered on the basis of the present workload or
anticipated workload, and the circumstances of the request.
28B.3 In a case of a declared disaster or emergency situation, regular full-time
employees may request up to 15 work days off without pay per calendar
year to assist in other areas if appropriate documentation is presented to
substantiate the need for such leave. Such time off would not affect the
accrual of benefits for the month.
29. HOLIDAYS
29A. It is the policy of the City of Brookings to afford all regular full-time employees
ten (11) paid holidays each year. The City recognizes the following holidays:
New Year’s Day Veteran’s Day
President’s Day Thanksgiving Day
Memorial Day
Juneteenth Christmas Day
Independence Day Native American Day
Labor Day Martin Luther King Day
Allows for one paid Floating Holiday each year. The Floating Holiday must be
used within the calendar year at management approval. The holiday does not
qualify for payment if not used.
29B. “Holiday pay” shall be defined as eight (8) times the straight time hourly rate
and cannot be used in increments of less than 8 hours.
29C. Employees who are scheduled to work, and who work, one of the above city
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recognized holidays will be compensated for holiday pay (as defined above in
31B) for that specific holiday and overtime pay (time and one-half) for all hours
actually worked.
29D. Employees will only receive overtime pay (time and one-half) if the holiday falls
on the day as their shift starts.
29E. Employees who are on a regularly scheduled day off or on a paid leave of
absence when one of the above city recognized holidays occur, will be allowed
to bank the holiday for use at an alternate agreed upon time within one (1) year
of the specific holiday for which it was earned. In the event the employee would
normally be scheduled for a ten (10) or twelve (12) hour shift, the employee will
be allowed to supplement this day with comp time or vacation leave in order to
total ten hours of leave at the time the leave is taken as applicable. This day
shall be mutually scheduled with the Chief.
29F. Employees on vacation when one of the above city recognized holidays occur,
will receive holiday pay for that specific holiday and will not be charged for that
day as vacation time.
29G. Holidays shall be observed on the actual day they fall except clerical employees
shall observe them on the day as all other City employees do unless otherwise
approved in advance by the Chief of Police.
29H. An employee scheduled to perform work on a designated holiday who does not
report and is not excused will forfeit the holiday. Further, to qualify for the
above holiday provisions, the employee must work their last full scheduled shift
preceding the holiday or their first full scheduled shift following the holiday to be
paid the eight (8) hours of recognized holiday pay. This holiday provision does
not eliminate overtime pay (time and one-half) for actual hours worked during a
holiday. If the employee utilizes sick leave for any of the aforementioned shifts,
the supervisor may require a doctor’s certification for the date(s) absent.
29I. An employee who is on unpaid leave of absence or suspension without pay will
not be eligible for holiday pay for a designated holiday observed during the
leave of absence or suspension.
30. VACATIONS
30A. Vacation leave for all eligible employees for each vacation year is based upon
length of service. In order to earn the accrual of vacation, the employee must
work or use paid leave for at least 50% of the hours’ payable in the payroll
month.
30B. Employees shall accrue vacation in accordance with the following schedule:
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Date of hire through five years - 6.67 hours per month
After five but less than 10 yrs of service - 10.00 hours per month
After ten but less than 20 yrs of service- 13.33 hours per month
After twenty years of service - 16.67 hours per month
Vacation leave shall be earned on the 15th of the month and credited to the
employee on the pay day of that month, provided all other necessary provisions
of the article have been met. Said vacation leave shall not be available to the
employee until the day following payday.
30C. Employees have the opportunity to use vacation leave in one-fourth (1/4) hour
increments at the discretion of the Chief of Police. Employees may accumulate
up to two hundred eighty (280) hours of vacation leave.
30D. Employees granted unpaid leave of absence in excess of one-half month will not
accrue any leave for that month.
30E. Employees will not receive additional vacation time off due to illness or disability
occurring while on vacation unless special circumstances in the opinion of the
immediate supervisor would warrant a change.
30F. Request for vacation leave must be approved by the employee’s Chief of Police
or designee prior to that time of departure and vacation will be paid at the
employee’s regular hourly rate. Leave requests shall not exceed the amount of
leave accumulated. Requests for vacation leave that will result in the
department being below the required minimum staffing must be requested ten
(10) days prior to taking such leave.
30G. Employees who are laid off or discharged, who resign or retire after giving two
weeks’ notice to the City, or who are called to military service, shall receive
payment of such vacation time as is due them, computed on a pro rate basis
according to the time worked during the current year. Cash payments in place
of vacation privileges are not permitted.
30H. Vacation leave can be taken during foul and dangerous weather, travel during
which is hazardous and not recommended by local authorities. This leave will be
granted with the approval of the Chief of Police or designee.
30I. Employees requesting vacation leave shall be notified that their request has
been granted or denied in a timely manner. If the notice of grant or denial has
not been timely, the employee may contact the Police Chief directly for such
determination.
31. SCHOOLS AND TRAINING
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31A. The employer agrees to budget for job related education and training Local
training opportunities may be listed on the patrol room electronic display. The
Chief or their designee will determine which employees will attend schools or
training. Training opportunities will be based on the needs of the Department.
In determining which employees may attend, consideration of specialized
classifications, seniority, budget, and the program’s relevance to the police
department’s overall training plan will be considered.
31B It shall be the responsibility of each employee to provide verification of
completion of the above training to the City to be placed in their records.
Training completed prior to January 1, 1987, shall be limited to that which is
presently recorded with the Law Enforcement Training and Standards
Commission. Each employee, upon request, shall be entitled to review their
personnel file.
31C. Employees who attend authorized training outside of the department will be
compensated for a maximum of eight (8) hours per day on those days they are
attending training, unless otherwise approved in advance by Chief of Police,
based upon FLSA guidelines. Employees who would normally be scheduled to
work ten (10) or twelve (12) hour shifts on days they are in training will be
allowed to supplement the eight (8) hours with two (2) or four (4) hours of
vacation or comp time.
31D. All mandatory training scheduled outside the individual employee’s regular shift
will result in the officer being afforded comp time in accordance with this
Agreement.
31E. Police Officer employees, upon hire, shall be required to sign an agreement, in
the event of resignation, for reimbursement for cost of wages, transportation,
testing expenses, and benefits to include insurance, FICA, and retirement while
completing Field Training and Academy attendance at a reimbursement rate of
75% if resignation is within the first year of employment and 50% if resignation
is within the second year of employment. If a new officer is hired and is a
certified Law Enforcement Officer in the State of South Dakota, they will not be
required to sign an employment agreement.
31F. The City agrees to provide for field training certification. The maximum number
of certified FTOs will be at the discretion of the Chief of Police. Officers may
apply for the position of FTO once they have served for three (3) years with the
Brookings Police Department. Officers with two (2) years’ experience with the
Brookings Police Department and a minimum of one (1) year experience with
another law enforcement agency are also eligible to apply. Selection of Field
Training Officers will be made based on Knowledge, Skills, Abilities and Seniority
of the personnel interested in serving as an FTO. The process may include a
review of the employee’s training and annual evaluation records and a personal
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interview. Final selection will be made by the Chief of Police. Employees
certified as a field training officer (FTO) who are engaged in training new recruits
as part of the Field Training Program will accrue one-half hour of compensation
time (x1) for each 6 hours of training provided; one hour of compensation time
(x1) for each 8 hours of training provided; one and on-half hours of
compensation time (x1) for each 10 hours of training provided; and two hours of
compensation time (x1) for each 12 hours of training to be utilized at a mutually
agreed upon time as approved by their supervisor and/or Chief of Police for the
training provided.
31G. The City agrees to provide for training/certification communication operator
trainers. The maximum number of certified CTOs will be at the discretion of the
Chief of Police. Selection of the Communication Operator Trainers (CTO) will be
made based on Knowledge, Skills, Abilities and Seniority of the personnel
interested in serving as a CTO. The process may include a review of the
employee’s training and annual evaluation records and a personal interview.
Final selection will be made by the Communication Commander and Chief of
Police. Employees certified as a communication Training Operator (CTO) who
are engaged in training new recruits as part of the Communication Operator
Training Program will accrue one-half hour of compensation time (x1) for each 6
hours of training provided ; one hour of compensation time (x1) for each 8 hours
of training provided; one and one-half hours of compensation time (x1) for each
10 hours of training provided; and two hours of compensation time (x1) for each
12 hours of training to be utilized at a mutually agreed upon time as approved
by their supervisor and/or Chief of Police for the training provided. All
communication operator training hours will be documented on a form
authorized by the Communication Commander and Chief of Police.
31H. All mandatory training/departmental meeting notices shall be posted a
minimum of seven (7) calendar days in advance.
32. TRAVEL AND EXPENSE
32A. The Chief of Police must approve all same day travel in the State of South
Dakota. The Chief of Police and City Manager must approve all overnight travel
and travel outside the State of South Dakota. Employees shall be reimbursed
for all reasonable expenses incurred in the line of duty as provided by City travel
policy for authorized travel. The most direct route shall be traveled, and
mileage will be paid in accordance with current City schedules.
32B. The City shall reimburse travel time according to FLSA guidelines for all
authorized training. Pre-authorization by the Chief of Police is required at least
seven (7) days prior to the training.
33. UNIFORMS AND EQUIPMENT
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33A. The Employer will provide and issue all normally armed employees with a
handgun, badges, handcuffs, protective head gear, and stocking hats.
33B. The Employer shall provide all ammunition annually which is needed and
necessary for the performance of the duties. Ammunition for the on-duty use
shall be of high quality. Practice ammunition shall be provided by the Employer
during annual qualifications.
33C. Employees shall be issued at least three (3) sets of uniforms which shall be
replaced as needed. Car coats and jackets will be issued for sworn employees
only, not to exceed two (2). After two (2) years’ service, employees shall turn in
their uniform items before being issued new items. Officers will be issued a
ballistic vest and will be required to wear it at all times they are on patrol
duty and investigators when executing search warrants.
33D. Investigators shall be granted a three hundred fifty dollars ($350.00) uniform
allowance each January 1. Police uniforms provided shall be deducted from said
amount.
33E. The Employer agrees to reimburse employees the actual cost less ten percent
(10%) of employee’s personal items damaged in the line of duty not as a result
of the employee’s negligence or misconduct including only the following:
Eyeglasses, watches, weapons, and tape recorders
Civilian clothing (if required)
(Maximum $250.00 per item)
This section does not apply to items of personal property covered by or
reimbursed pursuant to South Dakota compensation laws. If an employee is
reimbursed for the damage from any other source, he shall reimburse the City
for any payments made hereunder. The City agrees to replace any item
damaged due to work related incidents within two (2) weeks. Upon receipt of
purchase, the City will reimburse up to $100.00 (One hundred dollars) for
leather to all permanent, sworn officers who did not receive the entitlement
when it was originally provided.
33F. A boot allowance for reimbursement of $100.00 every year be provided to
Police Officers for the purchase of work boots. The $100.00 allowance will be
disbursed once every calendar year through the payroll system in the month of
April. As the police officers purchase the boots needed for their jobs, it will be
their responsibility to provide a copy of the actual receipt to the Chief of Police.
The receipt will be used to track the amount of money used each year by police
officers for the boot allowance.
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34. FIREARMS
The City shall provide weapons for all officers.
34A. The required on-duty weapon package as designated by the Chief will consist of
a semi-automatic pistol with two (2) extra magazines, double magazine holder
and holster.
34C. During the probationary period, the City will issue new officers their duty
weapon and required leather accessories. The serial number, make and model
will be registered with the Chief.
34D. Standards for non-uniform officers’ weapons shall be set by the Chief of Police.
34E. The officer will maintain the on-duty firearm at a satisfactory level to insure
proper functioning of the firearm.
34F. The firearm will be inspected for up-keep, maintenance and proper functioning
one (1) time a year by a certified armor. If an y malfunction or discrepancy is
found in a firearm, the City shall repair the firearm or replace if deemed
necessary.
35. FIREARM QUALIFICATION
35A. There are three distinct types of firearm exercises, each of which shall be
scheduled at the discretion of the Chief of Police. These are:
35A.1 Firearm Training: These exercises shall be supervised by a qualified
instructor, and officers are therein instructed on proper firearm use.
Necessary ammunition and targets shall be provided by the City at the
time of the scheduled training exercises.
35A.2 Firearm Practice: Each officer shall be provided with targets and two
hundred (200) rounds of ammunition and targets to be utilized
during practice exercises.
Officers will have one practice shooting exercise conducted at the
Brookings Firearms Range or other area firearms range approximately
three (3) months prior to official firearms qualification. It is
understood that weather and range accessibility can impact the
scheduling of such practice events. If additional training is necessary,
as determined by the firearms instructor and Chief of Police, that
officer will be allotted additional rounds above the two hundred (200)
practice rounds A minimum of one (1) additional practice shooting
exercise shall be conducted at the Brookings Firearms range or other
area firearms range prior to the official qualification. The practice
exercise(s) shall be scheduled in such a manner as to allow all officers
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the opportunity to attend. Shooting exercises shall be supervised by
department firearms instructors to provide education and assistance
in preparation of official firearms qualification.
35A.3 Official Qualification: Needed ammunition and targets shall be
provided by the City.
If an officer fails to meet the “State of South Dakota Handgun
Qualification” course once per year with a minimum passing score
of 76% with their firearm during the scheduled time and place for
qualification exercise, they will:
1) Surrender their firearm to the Chief of Police;
2) Be relieved of all normal duties as a police officer on their
shift or division and be assigned to in-house or office duty
until they have qualified with the Department issue
firearm. It will be up to the officer who is not qualified to
make arrangements with a range officer to become
qualified.
If, after one week from the original qualification exercise, the officer
still has not qualified, the officer will be placed on leave without pay
until the officer is qualified. An officer who fails to qualify within a
reasonable time period, as determined by Chief of Police and City
Manager, shall be subject to further disciplinary action up to and
including discharge.
36. WAGES
36A. 2022: Employees will be eligible for a 1 – 4 % merit increase based
on annual performance review. Employees at the max of their
wage range will not be eligible for a merit increase but will receive a
one-time 1 – 4 % bonus payout based on their annual performance
review. Employees will be eligible for up to a $2000.00 one-time
compensation supplement that would be paid on the November
2022 paycheck.
2023: Employees will be eligible for up to a 5 % merit increase
based on annual performance review. Employees at the max of
their wage range will not be eligible for a merit increase but will
receive a one-time up to 5% bonus payout based on their annual
performance review. Employees will also be eligible for up to a
$1400.00 compensation supplement in 2023 depending on 2023’s
sales tax performance. Calculation for the compensation
supplement will be as follows:
Any increase in sales tax greater than 2% budgeted will be
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split in half between the City and Employees, up to 7%. Each
1% increase in sales tax greater than 2% will equate to a $280
to the employees.
36B. The City will complete a salary survey every three (3) years.
36C. Union contract will be for three (3) years and will be opened annually for wages
only thereafter, with negotiations commencing before the budget process each
year.
37. CHECK OFF
The Employer agrees that upon receiving written authorization by the employee from
the Union, the Employer will deduct all dues, initiation fees and assessments designated
by the Local Union. Such deductions shall be remitted by the Employer to the Local
Union at a time mutually agreed between the City and the Union.
38. UNION BUSINESS AND REPRESENTATIVES
38A. The Employer agrees to grant the necessary time off, without discrimination and
without pay, to Union officers and stewards to attend a labor convention, not to
exceed a total of five (5) employees, and to any one person the necessary time
off, without discrimination and without pay, to serve up to one (1) year in any
official Union business. Fifteen (15) calendar days written notice of such
absence will be given by the Union to the Employer.
38B. Upon receiving forty-eight (48) hours’ notice, the City shall excuse all employees
in the bargaining unit, except one scheduled full-time dispatcher, to attend
Union meetings, provided that during the term of the contract, such Union
meetings shall not exceed four (4) with each having a maximum duration of four
(4) hours. All employees attending such Union meetings shall be available to
handle calls in the same manner as are handled during meetings called by the
City, including FOP meetings. Off duty employees attending such meetings shall
do so on their own time.
39. BUSINESS AGENTS
Authorized agents of the Union, after having notified the Chief of Police, shall have
reasonable access to the City’s establishment and be permitted to visit and converse
with employees during regular on-duty hours for the purpose of adjusting disputes,
investigating working conditions, and ascertaining that the Agreement is being adhered
to; provided, however, that there is no significant effect on the City’s responsibilities
toward the general public.
40. LONGEVITY
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40A. Regular employees shall be eligible for longevity pay based upon length of
service with the City of Brookings. Length of service shall be the full number of
years of service as of the anniversary date of the employee’s employment.
Years of service must be continuous years of service.
40B. Longevity pay shall be paid monthly with regular pay. All deductions required by
the law shall be made. In order to earn the payment of longevity in a given
month, the employee must work or use paid leave for at least 50% of the hours’
payable in the payroll month. Employees will be granted their new monthly
longevity rate within the month that the anniversary of their hire date falls.
40C. The amount of longevity pay shall be paid at the rate of $5.50 per month per
year after completing five (5) years of continuous full-time employment.
41. DURATION
This Agreement shall be in full force and effect from January 1, 2022, to and including
December 31, 2024, and shall supersede any prior Agreements between the parties,
and shall continue from year-to-year thereafter, unless written notice of desire to
cancel or terminate or modify the Agreement is served by either party upon the other
by July 1, 2024. Only wages will be opened annually, with negotiations commencing
before the budget process each year, unless other sections are mutually agreed upon
to open.
42. REOPENER
When no cancellation or termination is served and the parties desire to continue said
Agreement but also desire to negotiate changes or revisions in the Agreement, either party
may serve upon the other a notice prior to the first day of July of the final contract year
advising that said party desires to revise or change terms or conditions of said Agreement.
CITY OF BROOKINGS TEAMSTERS LOCAL UNION NO. 120
City Manager Principle Officer/President
Date Business Agent (James Heeren)
Date
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APPENDIX A
OFFICIAL SALARY SCHEDULE AND COVERED POSITIONS
POLICE CONTRACT FOR 2022
Explanation of Schedule
There is an open salary range for every position classified as a salary grade that defines the
minimum and maximum salary for the position. Non-exempt employees’ hourly rate will be
calculated by taking their annual salary divided by the number of worked hours in a year (2080).
New employees will normally be hired at the minimum of the salary grade in the appropriate
classification unless experience and qualifications justify beginning above the minimum. All new
employees shall be granted a probationary appointment for a period of twelve (12) months. This
probationary period is a working test during which the new employee must satisfactorily
demonstrate their ability to perform their duties. If employee does not satisfactorily demonstrate
their ability to perform their duties by the end of the probationary period, the employee may be
terminated or the probationary period extended up to an additional twelve (12) months with a
determination of pay increase held until the expiration of that extension. In accordance to this
agreement and upon completion of the probationary period, the probationary employee may be
reclassified to regular full-time.
Covered Positions
Title Grade
Patrol/Police Officer 25
Community Service Officer 22
Communications Operator (Dispatcher) 20
Evidence Technician 19
CITY OF BROOKINGS
POLICE LABOR CONTRACT
2022-24
INDEX
Article Title Page
Article 25 ....................Alcohol, Drug Abuse & Addiction ............................................... 135
Article 22 ....................Break Time .................................................................................... 11
Article 6 ......................Bulletin Boards ................................................................................ 3
Article 39 ....................Business Agents .......................................................................... 257
Article 19 ....................Call-In & Duty Assignments Outside of Regularly Scheduled Hours ...... 10
Article 37 ....................Check Off ..................................................................................... 256
Article 10 ....................Citizen’s Complaint ......................................................................... 5
Article 13 ....................Committee for Union-Management Cooperation .......................... 6
Article 20 ....................Compensation Time ...................................................................... 11
Article 12 ....................Court Pay ......................................................................................... 6
Article 9 ....................Discharge or Suspensions ................................................................. 4
Article 41 ....................Duration ...................................................................................... 267
Article 27 ....................Professional Development and Educational Leave ...................... 17
Article 34 ....................Firearms ...................................................................................... 234
Article 35 ....................Firearm Qualification .................................................................. 235
Article 8 ......................Grievance Procedure ...................................................................... 3
Article 29 ....................Holidays ....................................................................................... 179
Article 16 ....................Insurance.......................................................................................... 9
Article 4 ......................Liability Coverage ............................................................................ 2
Article 40 ....................Longevity ..................................................................................... 257
Article 3 ......................Management Rights ........................................................................ 1
Article 7 ......................Military Leave ................................................................................. 3
Article 24 ....................Miscellaneous ............................................................................. 123
Article 17 ....................Pay Periods...................................................................................... 9
Article 15 ....................Pensions .......................................................................................... 9
Article 27 ....................Professional Development and Educational Leave ..................... 157
Article 23 ....................Promotions ................................................................................... 12
Article 1 ......................Recognition ..................................................................................... 1
Article 42 ....................Reopener ..................................................................................... 267
Article 31 ....................Schools & Training .................................................................... 1921
Article 14 ....................Seniority (Personnel Policies) ......................................................... 7
Article 2 ......................Separability and Savings Clause ...................................................... 1
Article 21 ....................Shift Differential ............................................................................ 11
Article 26 ....................Sick Leave .................................................................................... 145
Article Title Page
Article 28 ....................Special Leave ............................................................................... 168
Article 5 ......................Stewards ......................................................................................... 2
Article 32 ....................Travel and Expense ..................................................................... 213
Article 33 ....................Uniforms and Equipment ............................................................ 213
Article 38 ....................Union Business and Representatives .......................................... 256
Article 30 ....................Vacations ....................................................................................... 1820
Article 36 ....................Wages ............................................................................................ 246
Article 11 ....................Work Rules ...................................................................................... 6
Article 18 ....................Work Week ................................................................................... 10
1
CITY OF BROOKINGS - POLICE LABOR CONTRACT
THIS AGREEMENT made and entered into this 1st day of January, 2022, by and between
the City of Brookings, South Dakota, hereinafter referred to as the “Employer or the City” and
the Teamsters Local Union No. 120, affiliated with the International Brotherhood of Teamsters,
hereinafter referred to as the “Union”.
1. RECOGNITION
1A. The employer hereby recognizes the Union as the sole collective bargaining
representative pursuant to SDCL 3-18, for all the employees employed by the
Employer in the following described unit:
1A.1 All regular full-time employees employed in the Police Department of
Brookings, South Dakota as stipulated in Appendix A.
1B. As used in this contract, where appropriate, the masculine includes the
feminine, and the singular includes the plural (and vice versa).
2. SEPARABILITY AND SAVING CLAUSE
If any provision of this Agreement is in contravention of the laws or regulations of the
United States or the State of South Dakota, such provisions shall be superseded by the
appropriate provisions of such regulation; so long as the same is in force and effect, but
all other provisions of this Agreement shall continue in force and effect.
3. MANAGEMENT RIGHTS
3A. The Union recognizes the prerogatives of the City Manager and City Council of
the City to operate and manage its affairs in all respects in accordance with its
responsibility and the powers of authority which the City has not officially
abridged, delegated, or modified by this Agreement, and such powers and
authority are retained by the City.
3B. These management rights include, but are not limited to the following:
3B.1 To utilize personnel, methods and means in the most appropriate and
efficient manner possible; to manage and direct the employees of the
City; to hire, schedule, promote, transfer, assign, train, or re-train
employees in positions with the City, and to suspend, discharge or take
positions with the City, and to suspend, discharge or take other
2
appropriate action against employees for just cause;
3B.2 To determine the size and composition of the work force, to eliminate or
discontinue any job or classification and to lay off employees for lack of
work or lack of appropriate funds;
3B.3 To determine the objectives of the City and the method and means
necessary to efficiently fulfill those objectives, including transfer,
alteration, curtailment, or discontinuance of any service; the
establishment of acceptable standards of job performance; (this shall not
include the establishment of a quota system); the purchase and
utilization of equipment; and the utilization of seasonal and part-time
employees, as long as no full-time employees are laid off;
3B.4 To provide reasonable standards and rules for employees; and
3B.5 To determine the method of fulfillment of the objectives of the City,
whether by its employees or by contracting or subcontracting with
respect to all of the City’s services.
4. LIABILITY COVERAGE
The Employer shall continue in affect the insurance coverage relating to claims against
the City and City Employees. The Employer retains the right to change insurance
carriers or otherwise provide for insurance coverage. The minimum coverage under
this policy shall be $300,000.00. If qualified immunity is eliminated for Law
Enforcement Officers, the City agrees to increase the minimum coverage from
$300,000 to $700,000.
5. STEWARDS
5A. The City recognizes the right of the Union to designate stewards. The job
stewards so designated shall perform the following duties:
5A.1 Investigation and presentation of grievances to Employer or the
Employer representative in accordance with the provisions of this
Agreement;
5A.2 Serve bargaining unit employees by explaining the purpose and content
of an existing contract. The City shall direct such inquiries by bargaining
unit employees to job steward(s). The stewards shall be permitted a
reasonable time, as time permits, to conduct necessary Union business
of presenting, processing and investigating grievances, during working
hours without loss of pay, provided that it does not interfere with the
3
efficient operation of the Department, which determination shall be in
the discretion of the duty supervisor, and provided that the steward’s
supervisor(s) is advised in advance of the absence. Such time on such
necessary Union business during duty hours shall not be deducted in the
computation of monthly overtime.
6. BULLETIN BOARDS
The Employer agrees to provide adequate space on its bulletin boards for Union
business notices. Union space will be allocated.
7. MILITARY LEAVE
7A. Regular full-time employees serving in the Military Reserve, National Guard or
Naval Militia will be granted paid leave of absence when they are called out for
active service. They shall be paid a pay supplement by the City so that the
supplement combined with their service pay shall equal their regular rate of pay
from the City up to a maximum of two weeks per calendar year. If such service
exceeds two (2) weeks, the City will not supplement the pay beyond the initial
two-week period. There will be no loss of seniority, and employees may utilize
vacation leave. Service pay shall include quarters allowance, in addition to base
pay.
7B. Medical benefits will be extended for thirty (30) days for all Military personnel
called to active duty.
7C. All applications for military leave must be approved by the Chief or his designee.
The request must be accompanied by a signed copy of the military orders.
8. GRIEVANCE PROCEDURE
8A. Grievances are herein defined to be disputes involving the interpretation of this
Agreement.
8B. Employees are encouraged to attempt to resolve grievances with their
supervisor. Failure to resolve the grievance with the supervisor, employees
are encouraged to attempt to resolve the grievance with the Chief of
Police.
8C. Failure to resolve the grievance with the supervisor or Chief of Police, the
grievance shall be reduced to writing and submitted to the Human Resources
Director and the Local Union within ten (10) working days following the day on
which the grievance occurred or within ten (10) working days of knowledge of the
occurrence. The written grievance shall contain the alleged violation and relief
requested. The grievance shall be signed by the aggrieved employee or a
representative of the Local Union. An employee may have a steward and/or
4
business representative present at any step of this procedure. Within ten (10)
working days, the City Manager or their designee shall meet with the grievant and
the Local Union. At this meeting, all available evidence shall be afforded to both
sides.
8D. Failing settlement at that level, the matter may be appealed to the Department
of Labor and Management pursuant to SDCL 3-18-15.2. The appeal must be
initiated by the employee or the Local Union within thirty (30) calendar days.
No grievance shall be entertained or processed unless it is submitted in
accordance herewith. If a grievance is not presented within the time limits set
forth above, it shall be considered “waived”. If a grievance is not appealed
within the specified time limit or any agreed extension thereof, it shall be
considered withdrawn. In all cases involving disciplinary, the employee and/or
the Union may elect to commence the grievance procedure at the level of the
Chief of Police or City Manager.
8E. Time limits may be extended by mutual agreement.
8F. The Union has the authority to abandon a grievance. Abandonment of a
grievance shall not set a precedence.
9. DISCHARGE OR SUSPENSION
9A. The Employer shall not discharge, suspend, or discipline any employee without
just cause, but in respect to discharge shall give at least one (1) warning notice
of a complaint against such employee to the employee in writing and a copy of
the same to the Union, except that no warning notice need be given to an
employee before he is discharged or otherwise disciplined if the cause of such
discharge is:
9A.1 Dishonesty;
9A.2 Drinking of, presence of alcohol on their person, or under the influence
of alcoholic beverage or narcotics during the work shift. An individual will
submit to a portable breath test if the presence of alcohol is suspected.
In the event PBT shows positive, employees shall be offered the
opportunity to submit to a blood test and the expense of the blood test
will be upon the City if the results are negative and upon the employee if
results are positive;
9A.3 Personal possession or use of illegal drugs;
9A.4 Recklessness resulting in a serious accident while on duty;
9A.5 Failure to report an accident or criminal incident while on duty;
9A.6 Conduct which is unbecoming of an officer.
5
9B. It is understood that there are other offenses of extreme seriousness that an
employee will be discharged for without a warning letter. Depending upon the
circumstances and upon just cause, a lessor discipline to include demotion,
suspension, or any other appropriate disciplinary action, short of discharge, may
in the discretion of the Chief of Police, be implemented. It is further understood
that a warning notice shall mean that further disciplinary action up to and
including suspension or dismissal may occur if the condition causing the
issuance of the warning letter is repeated during the effective time of the
warning notice.
9C. Time limitations of such warning letter shall be consistent and uniform among
like incidents but in no instance, shall it be for more than eighteen (18) months
from the date of the incident causing this issuance.
9D. Discharge must be by proper written notice to the employee and the Local
Union. Any employee may request an investigation of this discharge.
9E. Any reprimand that can become part of an officer’s official record or result
in suspension or discharge shall be given in writing to the employee
affected, with a copy to the Union steward and shall be done at an
appointed time with such employee having the right to have a Union
steward and/or other Union representatives present.
10. CITIZEN’S COMPLAINT
Citizen complaints against officers shall be divided into two categories: non-criminal
conduct and criminal conduct. Any citizen wishing to lodge a formal complaint against
an officer shall be directed to the appropriate Division Commander for determination
of category and merit. The officer will be notified at a time appropriate based upon the
circumstances of the investigation.
10.1 – Non-Criminal Complaints: Upon receiving a complaint and determining the
complaint to be non-criminal and having merit, an investigation into the circumstances
of the complaint shall be initiated. The investigation shall be conducted internally by a
command level officer designated by the Chief of Police or his designee, and may
include interviews, statements, audio or video recordings and any other pertinent
information from all persons associated with the investigation.
10.2 – Criminal Complaints: Upon receiving a complaint and determining the complaint
to be criminal and having merit, an investigation into the circumstances of the
complaint shall be initiated. The investigation shall be conducted either internally by a
command level officer, or by investigators from outside agencies so as to avoid any
conflict of interest issues as chosen by the Chief of Police or his designee. The
investigation may include interviews, statements, audio or video recordings and any
other pertinent information from all persons associated with the investigation.
10.3 – Determinations and Findings: Upon completion, the investigation summary
6
shall be forwarded to the Chief of Police for review. The findings of the investigation
shall be classified as follows:
Sustained: The complaint is determined to be factual.
Exonerated: The officer(s) did not commit the offense as stated.
Unfounded: The allegation is false or not factual.
Not Sustained: Not enough evidence to prove or disprove the allegations
were found.
Dismissed: The complainant withdrew the complaint or failed to
cooperate with the investigation.
10.4 – Final Action: If upon completion of the investigation the complaint is sustained,
the Chief of Police shall initiate the proper disciplinary action consistent with the City of
Brookings Police Labor Contract and the policies of the City of Brookings and the
Brookings Police Department.
10.5 – Officer Recourse: Any officer or employee who disputes either the findings of
the investigation, or any associated disciplinary action resulting from the investigation,
may protest the matter through the established Grievance Procedures of the City of
Brookings Police Labor Contract and the Brookings Police Department.
11. WORK RULES
Department General Orders, Work Rules, and the Department Policy and Procedure
Manual shall be reviewed by the Chief and City Manager to ensure that they continue
to meet existing conditions. Management will notify all employees of work rule
changes.
12. COURT PAY
In the event an employee is required to make an off-duty court appearance, they shall
be paid a minimum of two (2) hours at time and one-half (1 1/2) their regular rate of
pay. Each session of court, morning and afternoon, shall constitute a separate
appearance if the officer is required to appear at both. Court time paid at time and
one-half shall not be counted toward the officer’s eighty (80) hour bi-weekly schedule.
This minimum shall not apply to work performed within two hours prior to or two hours
following an employee’s regular work shift.
13. COMMITTEE FOR UNION - MANAGEMENT CO-OPERATION
13A. The parties recognize that during the period in which this agreement is in effect,
problems of administration of this Agreement may arise which are not
anticipated by either part. They also recognize that during such period more
mutually constructive and productive relationships are likely to exist between
the City and the Union and among both management and non-management
employees, if both the City and the Union continue to enlarge their respective
7
efforts to gain a better appreciation and understanding of the others problems
and objectives. They recognize that frequently what first appears to be
problems or areas of conflict and disagreements, are actually the result of
misunderstanding which are cleared away upon a complete and frank exchange
of viewpoints and ideas. They believe that even though limitations are being
placed upon formal collective bargaining negotiations through the extended
period of this Agreement, a better atmosphere in which they both desire, can be
created through meetings of the kind described below:
13B. Once each month or as needed, meetings may be held during the term of this
Agreement of the committee formed as part of this Article. It is understood that
such meetings will be held for the purpose of appraising and discussing the
problems, if any, which arise concerning administration, interpretation or
application of the Agreement or other matters which either party believes will
contribute to the improvement in the relations between them within the
framework of this Agreement. It is understood that such meetings shall not be
for the purpose of handling grievances or conducting collective bargaining
negotiations nor for any purpose which in any way will modify, add to, or detract
from the provisions of this Agreement. In agreeing to such meetings, the parties
are providing concrete evidence of their sincere desire to encourage friendly,
cooperative relationships between their respective representatives at all levels,
and with and between all employees covered by this Agreement and to find
ways to overcome difficulties, influences, or attitudes which interfere with such
relationships.
13C. This committee shall also consider handling problems concerning the safety of
working conditions. Each of the parties recognize the importance of protecting
the health, life, and a limb of employees and the City will make every reasonable
effort to improve conditions that promote health and safety among City
Employees. This committee may make recommendations respecting conditions
which in its opinion would make working conditions more safe.
13D. The committee shall be composed of two (2) members designated by the Union
and two (2) members designated by the City. Any recommendations must be
adopted by a majority of the committee.
14. PERSONNEL POLICIES
14A. SENIORITY
14A.1 Seniority rights for employees shall prevail. Seniority shall be defined as
the total length of continuous service with the Employer, since the
employee’s last date of hire in the Police Department bargaining unit.
14A.2 New employees will be considered probationary employees for twelve
(12) months from the date of employment. Should a probationary
8
employee be absent from the job for an approved leave without pay, the
probationary period will be extended to enable employees to complete
their full probationary period.
14A.3 During the probationary period, employees shall have no seniority
status, and may be laid off or terminated at the sole discretion of the
City without regard to length of service. When an employee completes
their probationary period, their seniority date shall revert back to their
original date of hire.
14A.4 On January 1 of each year, the employer shall post a current seniority
list and shall submit a copy to the Union. Seniority will be classified as
follows:
a) All sworn personnel;
b) All non-sworn personnel;
14A.5 Employees hired from non-sworn to the sworn classification or vice
versa, shall maintain their seniority for the amounts of vacation but
shall go to the bottom of the list in the new classification for all other
purposes. Part-time employees obtaining full-time positions shall be
considered as a new hire for all purposes.
14A.6 Seniority and employment relationship shall terminate when an
employee:
a) Quits;
b) Is discharged for just cause;
c) Is retired.
14A.7 All scheduled or otherwise anticipated overtime shall be offered by
seniority to qualified available personnel unless such overtime requires
a special skill or is in accordance with the employee completing an
assigned regular shift. Management reserves the right to offer or
immediately assign overtime resulting from unexpected, unforeseen,
or emergent circumstances without consideration of seniority. It is
understood that all overtime must be authorized by the Chief of Police,
or designee.
14A.8 Vacation will be granted on a first come – first serve basis. In the event
vacation is requested at the same time by more than one employee for
the same time period, seniority provisions shall prevail.
14A.9 In the event of a layoff, the last employee hired shall be laid off first
in the sworn and non-sworn classifications as long as the employees
retained are qualified to perform the job. In recalling employees,
they shall be recalled in reverse order of lay-off in respective
classifications.
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15. PENSIONS
Retirement benefits shall remain as now provided, but they shall not be in any manner
reduced or lessened during the period of this contract, unless the changes are beyond
the control of the City.
16. INSURANCE
16A. The City offers group health, dental, vision, accident, and life insurance options
for all full-time employees in the bargaining unit and their dependents electing
to be covered by such insurance. The City shall pay 85% of the group health
coverage; 75% of the single dental and vision insurance premium portion for all
levels of dental and vision insurance; and 100% of the total cost of the group life
and AD&D insurance plan for employees. In order to earn the payment of
insurance premiums for a given month, the employee must work or use paid
leave for at least 50% of the hours’ payable in the payroll month.
16B. If any employee is covered under the City health insurance plan either by
spouse or dependent coverage, they will not be permitted to be covered by
an individual policy also with the City.
16C. Upon receipt of notification by the insurance carrier that changes are needed,
the City will, in turn, notify the Union for purposes of soliciting comments and
suggestions.
16D. All employees, with a full-time hire date prior to January 1, 2010, who are
eligible to begin receiving the South Dakota Retirement System benefit who
retire early or have been approved for the SDRS disability benefit within 30 days
of effective date of resignation from the City of Brookings, are eligible for 50%
payment of the total cost for the retiree group health and life insurance plan
offered by the City as outlined in the City insurance policy in accordance with
current Insurance policy provisions with no required minimum years of
continuous full-time service with the City of Brookings. All employees with a full-
time hire date of January 1, 2010 and thereafter, however, must pay 100% of
the total cost for the retiree group health and life insurance plan offered by the
City. All employees with a full-time hire date of January 1, 2010 and
thereafter, must have a minimum of three (3) years of full-time continuous
service with the City of Brookings immediately prior to retirement to be eligible
for the City retiree group health and life insurance benefits. The retirement
insurance benefit will not continue beyond age 65 and will end prior to age 65 if
the retiree becomes eligible for Medicare.
17. PAY PERIODS
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All employees covered by this Agreement shall be paid in the same manner as all other
City employees are paid, on a monthly pay period.
18. WORK WEEK
18A. Employees shall be paid for all time spent in the employ of the Employer.
18B. Employees shall be compensated at the rate of time and one-half for all hours
required to work prior to and/or beyond scheduled shift (excludes shifts of less
than 8 hours per day); on a scheduled day off; or in excess of forty (40) work
hours per week for office personnel and dispatch; or in excess of eighty (80)
hours in a two-week period for police officers. Occasional periods when no work
is performed due to vacation leave, sick leave, holidays, and/or other benefit
leave, will not be used in the computation of overtime.
Employees shall be allowed to trade shifts if it is approved by the shift
supervisor. If trading of shifts results in required payment of overtime based on
FLSA guidelines, the trade will not be allowable or approved.
18C. Full-time clerical employees shall be scheduled Monday through Friday and
Saturdays and Sundays off except for temporary, unusual or emergency
situations.
18D. Employees required to work when their shift commences on Easter Sunday shall
be compensated with five (5) additional hours of straight time pay.
18E. Pyramiding of overtime will not be allowed.
18F. The City agrees during the term of this contract to continue its policy regarding
the replacement of employees at shift change.
18G. Part-time employees shall be scheduled as needed.
19. CALL-IN
Employees who are requested to report for work during hours when they are normally
scheduled to be off shall receive time and one-half (1 1/2) for a minimum of two (2)
hours for work performed. The employee shall report to the ranking supervisor, up to
Lieutenant, on duty to perform any additional duties necessary in an attempt to work
for the entire minimum period. This minimum shall not apply to work performed within
two hours prior to or two hours following an employee’s regular work shift. In the
event the employee is on vacation, the employee may elect to take compensation time
to be credited back to vacation in lieu of monetary compensation. If employee chooses
not to work for the entire minimum period, the employee shall be compensated only
for the hours actually worked.
11
DUTY ASSIGNMENTS OUTSIDE OF REGULARLY SCHEDULED HOURS
Employees with special duties outside of their regularly scheduled hours will be
compensated a minimum of two (2) hours at their overtime rate of pay or
compensation time. Clarification of special duties may include, but is not limited to,
reserve coordinators, certification instructors (such as Fire Arms, Tasers, Radar, DUI,
etc.) School Resource Officers, Safety Town, Field Training Officers, and
Communications Training Officers.
20. COMPENSATION TIME
Employees at their discretion shall be entitled to be paid for overtime at the rate of
time and one-half (1 1/2) or designate comp time upon approval of Lieutenant in lieu of
pay at the rate of time and one-half (1 1/2) for each hour of overtime. The maximum
allowable carryover from one calendar year to the next is forty (40) hours for both
sworn and non-sworn personnel with the exception of designated active certified
Communication Operator Trainers and Field Training Officers, who will be allowed to
carry over eighty (80) hours from one calendar year to the next.
21. SHIFT DIFFERENTIAL
21A. Full-time employees scheduled to work between 6:00 P.M. and 7:00 A.M. shall
be paid an additional ninety cents ($.90) per hour for time worked between
those hours.
21B. Full-time employees scheduled to work from 6:00 P.M. Friday until 7:00 A.M.
Monday and all hours worked during a city recognized holiday shall receive
ninety cents ($.90) per hour additional.
22. BREAK TIME
22A. Employees who are scheduled to work an eight (8) hour shift shall be granted a
twenty minute paid break during the first four (4) hours, and a twenty minute
paid break during the second four (4) hours of their shift. Employees who are
scheduled to work a ten (10) hour shift shall be granted a twenty-five minute
paid break during the first five (5) hours, and a twenty-five minute paid break
during the second five (5) hours of their shift. Employees who are scheduled to
work a twelve (12) hour shift shall be granted a thirty minute paid break during
the first six (6) hours, and a thirty minute paid break during second six (6) hours
of their shift.
22B. Dispatchers will not be allowed to leave the Police building, to include
designated smoking areas, during their breaks unless there are at least two
dispatchers on at that time. However, if the supervisor on duty deems it
necessary, dispatchers will be required to remain in the building even when
there are two on during a shift.
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22C. Employees filling out reports shall be allowed coffee or soft drinks while
performing this work without it being considered a break, as long as the amount
of time is reasonable.
22D. Employees shall be allowed to combine break periods for a total of forty (40)
minutes during an eight (8) hour shift, fifty (50) minutes during a ten-hour shift,
and sixty (60) minutes during a twelve hour shift.
22E. Rest periods may not be accumulated for time off or used to leave work
early, and are not guaranteed if missed because of operational requirements.
23. PROMOTIONS (effective 10/11/2022)
23A. Promotion to positions within the sworn personnel in the bargaining unit shall be filled
from lists of employees and personnel obtained through open and competitive written
examinations, oral interview, seniority and education. Such examinations shall be on
the basis of openings contemplated and shall be conducted by the City of Brookings
after advertisement of the fact of giving such examinations and the terms in respect to
grading and other relevant matters.
23. 23B. In the event of retirements, resignations, and other terminations of employment
wherein the position involved is not eliminated, and cash payment is made for
accumulated benefits, the City reserves the right to delay filling the position until such
time as the savings from such a delay equals the total amount of cash payment.
23AC. Service requirements for the position of Sergeant require a minimum of three
(3) years’ experience as a law enforcement officer.
23D. In the event there are no qualified employees with the required service time,
consideration shall be given to those employees who are qualified, but have not achieved the
service requirement.
23E: A written test shall be administered and shall count up to twenty (20) points.
Candidates receiving fourteen (14) points or more, a minimum equivalent of 70% of correct
answers, on the written test shall be selected for an oral interview with an interview panel
established by the Chief of Police. The oral interview shall count up to forty-five (45) points. Oral
Interview points shall be determined by calculating the composite score from a Police
Department interview questionnaire and the score of the Human Resource Critical
Competencies battery.
23F. The most recent annual evaluation shall count up to ten (10) points.
23G: Training shall count (1) point for each 20 hours of certified training up to fifteen
(15) points, excluding the twelve (12) week certification school and other training required by
the State of South Dakota. Certified training is that training reported on the South Dakota Law
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Enforcement Training Personnel Profile Report. Training hours received after the promotion
application deadline shall not be considered in calculating training points.
Education shall count (2) points for an Associate Degree, three (3) points for a Bachelor Degree,
and four (4) points for an Advanced Degree. One (1) point shall be counted for sixty (60) or
more college credit hours earned from an accredited institution, but no degree received.
Transcripts shall be required to verify credit hours earned.
23H. Seniority shall count one (1) point per year to the maximum of ten (10)
points. 23I: A composite score shall be calculated from the oral interview, evaluations,
education and training, seniority and test scores. Candidates with a composite
score equal to or greater than 75% of the maximum composite score shall be eligible for
selection to an interview by the City Manager and the Chief of Police.
The maximum composite score shall be 104 points. Candidates receiving 78 points or more shall
be considered an eligible candidate.
Written Test: 20
Oral Interview: 45
Training: 15
Education: 4
Evaluation: 10
Seniority: 10
Upon completion of the final interview, the Chief of Police, in consultation with the City
Manager, shall have full discretion in selecting an eligible candidate for promotion. Final
approval of the selection must be made by the City Manager with the decision based on
seniority, skills, ability, job performance, and qualifications. If skills, ability, job performance,
and qualifications are relatively equal, then seniority shall be the determining factor.
23J. All job descriptions to include any changes will be posted.
23K. Upon written request, officers shall be given their written test score results.
23L. Permanent promotions/transfers from a position or Department to a new
regular full-time position in the same or different Department shall require the
transferred or promoted employee to serve a new probationary period not to exceed 90 days.
24. MISCELLANEOUS
24A. Employees may maintain residence outside the city limits.
24C. In the event of an absence of a supervisor, the Chief of Police may designate an
officer as acting supervisor to assume all duties of the absent supervisor. An
employee that is designated as acting supervisor will accrue one half hour (1/2
hour) of compensation time (x1) for a full six (6) hour shift; one hour (1 hour) of
compensation time (x1) for a full eight (8) hour shift; one and one-half (1 ½
hours (x1) for a full ten (10) hour shift; and two (2) hours (x1) for a full 12 hour
shift to be utilized at a mutually agreed upon time as approved by their
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14
supervisor and/or Chief of Police. Any employee desiring not to act as
supervisor shall be allowed not to do so by advising the Chief of Police in writing.
24F. The Police Building and all department vehicles will be non-tobacco including
vaping with a designated smoking area being provided outside the southwest
door of the department.
24H. SRT team members will be paid an additional $2.00 per hour of Hazard Pay
when called out. SRT training hours are not included.
24I. The canine officer assigned to canine duty for the City of Brookings Police
Department shall be compensated as follows:
The following activities may be FLSA compensable time when performed during
the canine handler’s “off-the-clock” hours: feeding, exercising, training,
grooming, cleaning up after canine, and /or transporting the dog to and from an
animal hospital or veterinarian. The canine handler’s normal workday would
consist of 11 1/2, 9 1/2, or 7 ½ hours of normal duties depending on scheduled
shift and ½ hour per day of FLSA compensable time to leave their shift early,
with the consent of the Chief, for care/handling of the canine. The ½ hour of
FLSA compensable time to leave early for care and handling of canine will be
factored into each work day, but if call load prohibits the canine handler from
leaving early, the handler will accumulate ½ hour of FLSA compensable time that
day to care for canine dog to be paid at OT or ½ hour accrued as comp time at
the discretion of the handler. One-half (1/2) hour of FLSA compensable time for
care and handling of canine dog will also be accumulated on regular days off and
days utilizing benefit time if canine duties are performed by canine handler. The
City and Union make the agreement in light of their consultations with the
canine handler, and with specific reference to actual hours worked performing
such duties. The City, the Union and the handler agree that the weekly total of
compensated hours set forth above is reasonable and reflects the actual hours
spent in canine care, as described above, with respect to all the pertinent facts
related to care provided by the officer for the department’s canine dog, in the
City of Brookings.
The City agrees to pay for the boarding facility for one week annually while the
canine officer is on vacation. The canine officer, however, shall not receive the
above canine compensation for their paid vacation hours for that week.
When the Narcotics Canine is no longer capable of performing acceptable
standards due to any of the aforementioned reasons, it shall be retired from
service. Because the canine may have been purchased with funds other than
those provided by Brookings Police Department, certain guidelines or
stipulations will be made to turn the dog over to the handler, if they desire, or
other prospective owner, if the prospective owner signs a release form accepting
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all responsibilities for said dog. The dog’s ownership may be transferred to the
dog’s handler by the handler paying a fee of one dollar for the dog. Once the
patrol officer is no longer designated as the canine handler for the City of
Brookings Police Department, the canine compensation will end.
25. ALCOHOL, DRUG ABUSE AND ADDICTION EMPLOYEE ASSISTANCE PROGRAM
25A. The City complies with terms and protections of the Americans with
Disabilities Act, including working cooperatively with employees who
meet the definition of being a “qualified person with a disability” to
identify and provide reasonable accommodations where necessary for
the performance of the essential functions of the job. This includes
qualified employees who have been diagnosed with alcohol use
disorder and whose alcohol use does not adversely affect their job
performance or conduct or pose an unreasonable safety risk, as
determined by the City. The City does not tolerate the use by
employees of illegal drugs, and such conduct will result in discharge
from employment with the City.
25B. Employees’ job security or promotional opportunities will not be jeopardized by
their request for assistance in problems relating to alcohol/drug abuse and/or
addiction.
26. SICK LEAVE
26A. Sick leave is leave with pay granted to regular full-time employees who are
suffering with an illness or disability which prevents them from performing their
assigned duties.
26B. Sick leave may be earned by probationary and regular full-time employees. Sick
leave begins to accrue at the rate of twelve (12) hours per month. Employees
with a start date prior to January 1, 2013 may accumulate up to two thousand
eighty (2,080) hours of sick leave. Employees hired January 1, 2013 and
thereafter, may accumulate up to a maximum of 1500 hours of sick leave. In
order to earn the accrual of sick leave for a given month, the employee must
work or use paid leave for at least 50% of the hours’ payable in the payroll
month.
26C. Request for sick leave must be approved by the Chief of Police or their designee
prior to the employee’s normal starting time for the day involved, unless, in the
judgment of the immediate supervisor, the circumstances surrounding the
absence made the reporting before normal starting time impossible. Upon
returning to work, the employee shall notify their supervisor of their recovery.
26D. Leave request may not exceed the amount of leave accumulated.
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26E. Sick leave shall be paid at the employee’s regular hourly rate and employees
may use sick leave in no less than one-fourth (1/4) hour increments.
26F. The City reserves the right to require employees to submit verification from a
medical practitioner of their reason for absence upon their return from three (3)
consecutive sick days or where a pattern of frequent absences exist. The City
may also require any employee afflicted with an illness or injury that may
require work restrictions to present verification from a medical practitioner of
their fitness to continue to work.
26G. Employees shall be charged for sick leave only for absence on days when they
would otherwise work.
26H. Employees on unpaid leave of absence in excess of one-half month will not
accrue any leave for that month.
26I. Sick leave shall be granted to employees:
26I.1 when they are incapacitated for the performance of their duties due to
illness to include birth of a child, injury, and injury not incurred in the
course of their employment;
26I.2 for medical, dental, and optical examinations or treatments, provided
the employee gives the City one (1) week notice of such appointment,
except in cases of emergency;
26I.3 when an employee or ward child is sick or when a member of the
immediate family is sick and requires the care and/or attendance of the
employee during scheduled work hours; immediate family is defined as
spouse, son or daughter, parent or spouse’s parent, brother or sister,
grandchild, and dependent(s) residing in the employee’s home to
include step- relatives in the same categories. After three consecutive
sick days, the Chief of Police and/or Human Resources Director, may
require a doctor’s statement specifying the requirement of care and/or
attendance. The cumulative amount of sick leave that can be utilized by
any one employee within the calendar year for their spouse’s parent,
brother and/or sister is 160 hours for calendar year 2013, 140 hours for
calendar year 2014 and 120 hours for calendar year 2015 and
thereafter.
26I.4 when, through exposure to a contagious disease, the presence of the
employee at their post of duty would jeopardize the health of others,
provided, however, that sick leave for these purposes shall require a
verification by a medical doctor’s certificate.
17
26J. At the discretion of the Chief of Police, employees who cannot perform their
regularly assigned duties may be assigned limited duty, which will not, as
certified by a medical practitioner, aggravate the illness or disability.
26K. After ten (10) years’ service and upon termination of employment other than
discharge, any unused accumulated sick leave will be paid at ten percent (10%)
of the current base hourly rate and one percent (1%) additional for each year of
service beyond ten (10) years, up to 1,500 hours maximum accumulated sick
leave.
26L. All medical related incidents including reasonable travel time and recuperation
time shall be chargeable toward sick leave.
27. PROFESSIONAL DEVELOPMENT AND EDUCATIONAL LEAVE
The Chief of Police, with the approval by the City Manager, may grant educational leave
to employees requesting leave for continuing education or training for durations of ten
(10) working days or more. Approval of such leave, the length of time paid, and the
amount of pay received, will depend on the directness of the relationship of the
education or training to the duties of the employee and the projected needs of the City.
An employee must have worked for the City for a period of two (2) years in order to
qualify for educational leave. The employee must agree to return to work for a period
of two (2) months for each month of educational leave taken. City shall make every
effort to reschedule employees desiring to attend college classes either by allowing
time off the shift or by employees trading shifts. Time off shall be made up the same
day or at a mutually agreed time. An employee requesting to attend college classes
which may interfere the employee’s work schedule will be reviewed on a case by case
basis by the Dept. Manager, Human Resources Director, and City Manager. A
determination will be made to determine if request will be approved or denied based
on potential problems associated with being away from work, and need for educational
growth in the City of Brookings relative to major being pursued.
28. SPECIAL LEAVE
28A. Leave With Pay - The Chief of Police will grant a leave of absence with pay to
regular full-time employees for the following reasons and with these restrictions
applied:
28A.1 Funerals – The City will permit regular full-time employees to be absent
from work, without loss of pay, based on their regular straight time pay
for three (3) basic scheduled work days to arrange for and attend the
funeral of the immediate family or a relative. Immediate family for
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bereavement leave includes the following: Spouse, parents, son,
daughter, brother, sister, legal guardian, grandparents, grandchildren,
father-in-law, mother-in-law, son-in-law, daughter-in-law, brother-in-
law, or sister-in-law. The bereavement benefit will also be granted for
step-relatives in these same categories.
Pay shall be granted twelve (12) hours for employees on twelve (12)
hour shifts, ten (10) hours for employees on ten (10) hour shifts, and
eight (8) hours for employees on eight (8) hour shifts. Additional time
may be charged to vacation or sick leave at the discretion of the Chief. In
the event of a funeral of a relative outside of the aforementioned, or a
close friend, the employee may take a reasonable amount of time off
with pay to be charged to vacation or sick leave.
Bereavement leave may be used during the employee’s probationary
period and used in no less than one-fourth (1/4) hour increments.
28A.3 Jury or Court - If any employee is called for jury duty, they shall continue
to be paid at their regular rate. Upon returning to work, they shall
reimburse the City for the amount received for jury duty for each day of
absence from work. Vacation and sick leave will continue to accrue for
the time that is spent on jury duty.
28B. Leave Without Pay – Regular full-time employees may request and may be
granted a leave of absence without pay for personal reasons up to a maximum
of 6 continuous months (not to include FMLA leave taken), subject to the
approval of the Chief of Police, Human Resources Director and City Manager,
and providing all vacation and/or sick leave has been exhausted.
28B.1 Leave without pay must be requested in writing stating the
circumstances in full as to why such leave is requested. This request
must be submitted to the Chief prior to the leave.
28B.2 The request will be considered on the basis of the present workload or
anticipated workload, and the circumstances of the request.
28B.3 In a case of a declared disaster or emergency situation, regular full-time
employees may request up to 15 work days off without pay per calendar
year to assist in other areas if appropriate documentation is presented to
substantiate the need for such leave. Such time off would not affect the
accrual of benefits for the month.
29. HOLIDAYS
29A. It is the policy of the City of Brookings to afford all regular full-time employees
19
ten (11) paid holidays each year. The City recognizes the following holidays:
New Year’s Day Veteran’s Day
President’s Day Thanksgiving Day
Memorial Day
Juneteenth Christmas Day
Independence Day Native American Day
Labor Day Martin Luther King Day
Allows for one paid Floating Holiday each year. The Floating Holiday must be
used within the calendar year at management approval. The holiday does not
qualify for payment if not used.
29B. “Holiday pay” shall be defined as eight (8) times the straight time hourly rate
and cannot be used in increments of less than 8 hours.
29C. Employees who are scheduled to work, and who work, one of the above city
recognized holidays will be compensated for holiday pay (as defined above in
31B) for that specific holiday and overtime pay (time and one-half) for all hours
actually worked.
29D. Employees will only receive overtime pay (time and one-half) if the holiday falls
on the day as their shift starts.
29E. Employees who are on a regularly scheduled day off or on a paid leave of
absence when one of the above city recognized holidays occur, will be allowed
to bank the holiday for use at an alternate agreed upon time within one (1) year
of the specific holiday for which it was earned. In the event the employee would
normally be scheduled for a ten (10) or twelve (12) hour shift, the employee will
be allowed to supplement this day with comp time or vacation leave in order to
total ten hours of leave at the time the leave is taken as applicable. This day
shall be mutually scheduled with the Chief.
29F. Employees on vacation when one of the above city recognized holidays occur,
will receive holiday pay for that specific holiday and will not be charged for that
day as vacation time.
29G. Holidays shall be observed on the actual day they fall except clerical employees
shall observe them on the day as all other City employees do unless otherwise
approved in advance by the Chief of Police.
29H. An employee scheduled to perform work on a designated holiday who does not
report and is not excused will forfeit the holiday. Further, to qualify for the
above holiday provisions, the employee must work their last full scheduled shift
preceding the holiday or their first full scheduled shift following the holiday to be
20
paid the eight (8) hours of recognized holiday pay. This holiday provision does
not eliminate overtime pay (time and one-half) for actual hours worked during a
holiday. If the employee utilizes sick leave for any of the aforementioned shifts,
the supervisor may require a doctor’s certification for the date(s) absent.
29I. An employee who is on unpaid leave of absence or suspension without pay will
not be eligible for holiday pay for a designated holiday observed during the
leave of absence or suspension.
30. VACATIONS
30A. Vacation leave for all eligible employees for each vacation year is based upon
length of service. In order to earn the accrual of vacation, the employee must
work or use paid leave for at least 50% of the hours’ payable in the payroll
month.
30B. Employees shall accrue vacation in accordance with the following schedule:
Date of hire through five years - 6.67 hours per month
After five but less than 10 yrs of service - 10.00 hours per month
After ten but less than 20 yrs of service- 13.33 hours per month
After twenty years of service - 16.67 hours per month
Vacation leave shall be earned on the 15th of the month and credited to the
employee on the pay day of that month, provided all other necessary provisions
of the article have been met. Said vacation leave shall not be available to the
employee until the day following payday.
30C. Employees have the opportunity to use vacation leave in one-fourth (1/4) hour
increments at the discretion of the Chief of Police. Employees may accumulate
up to two hundred eighty (280) hours of vacation leave.
30D. Employees granted unpaid leave of absence in excess of one-half month will not
accrue any leave for that month.
30E. Employees will not receive additional vacation time off due to illness or disability
occurring while on vacation unless special circumstances in the opinion of the
immediate supervisor would warrant a change.
30F. Request for vacation leave must be approved by the employee’s Chief of Police
or designee prior to that time of departure and vacation will be paid at the
employee’s regular hourly rate. Leave requests shall not exceed the amount of
leave accumulated. Requests for vacation leave that will result in the
department being below the required minimum staffing must be requested ten
(10) days prior to taking such leave.
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30G. Employees who are laid off or discharged, who resign or retire after giving two
weeks’ notice to the City, or who are called to military service, shall receive
payment of such vacation time as is due them, computed on a pro rate basis
according to the time worked during the current year. Cash payments in place
of vacation privileges are not permitted.
30H. Vacation leave can be taken during foul and dangerous weather, travel during
which is hazardous and not recommended by local authorities. This leave will be
granted with the approval of the Chief of Police or designee.
30I. Employees requesting vacation leave shall be notified that their request has
been granted or denied in a timely manner. If the notice of grant or denial has
not been timely, the employee may contact the Police Chief directly for such
determination.
31. SCHOOLS AND TRAINING
31A. The employer agrees to budget for job related education and training Local
training opportunities may be listed on the patrol room electronic display. The
Chief or their designee will determine which employees will attend schools or
training. Training opportunities will be based on the needs of the Department.
In determining which employees may attend, consideration of specialized
classifications, seniority, budget, and the program’s relevance to the police
department’s overall training plan will be considered.
31B It shall be the responsibility of each employee to provide verification of
completion of the above training to the City to be placed in their records.
Training completed prior to January 1, 1987, shall be limited to that which is
presently recorded with the Law Enforcement Training and Standards
Commission. Each employee, upon request, shall be entitled to review their
personnel file.
31C. Employees who attend authorized training outside of the department will be
compensated for a maximum of eight (8) hours per day on those days they are
attending training, unless otherwise approved in advance by Chief of Police,
based upon FLSA guidelines. Employees who would normally be scheduled to
work ten (10) or twelve (12) hour shifts on days they are in training will be
allowed to supplement the eight (8) hours with two (2) or four (4) hours of
vacation or comp time.
31D. All mandatory training scheduled outside the individual employee’s regular shift
will result in the officer being afforded comp time in accordance with this
Agreement.
22
31E. Police Officer employees, upon hire, shall be required to sign an agreement, in
the event of resignation, for reimbursement for cost of wages, transportation,
testing expenses, and benefits to include insurance, FICA, and retirement while
completing Field Training and Academy attendance at a reimbursement rate of
75% if resignation is within the first year of employment and 50% if resignation
is within the second year of employment. If a new officer is hired and is a
certified Law Enforcement Officer in the State of South Dakota, they will not be
required to sign an employment agreement.
31F. The City agrees to provide for field training certification. The maximum number
of certified FTOs will be at the discretion of the Chief of Police. Officers may
apply for the position of FTO once they have served for three (3) years with the
Brookings Police Department. Officers with two (2) years’ experience with the
Brookings Police Department and a minimum of one (1) year experience with
another law enforcement agency are also eligible to apply. Selection of Field
Training Officers will be made based on Knowledge, Skills, Abilities and Seniority
of the personnel interested in serving as an FTO. The process may include a
review of the employee’s training and annual evaluation records and a personal
interview. Final selection will be made by the Chief of Police. Employees
certified as a field training officer (FTO) who are engaged in training new recruits
as part of the Field Training Program will accrue one-half hour of compensation
time (x1) for each 6 hours of training provided; one hour of compensation time
(x1) for each 8 hours of training provided; one and on-half hours of
compensation time (x1) for each 10 hours of training provided; and two hours of
compensation time (x1) for each 12 hours of training to be utilized at a mutually
agreed upon time as approved by their supervisor and/or Chief of Police for the
training provided.
31G. The City agrees to provide for training/certification communication operator
trainers. The maximum number of certified CTOs will be at the discretion of the
Chief of Police. Selection of the Communication Operator Trainers (CTO) will be
made based on Knowledge, Skills, Abilities and Seniority of the personnel
interested in serving as a CTO. The process may include a review of the
employee’s training and annual evaluation records and a personal interview.
Final selection will be made by the Communication Commander and Chief of
Police. Employees certified as a communication Training Operator (CTO) who
are engaged in training new recruits as part of the Communication Operator
Training Program will accrue one-half hour of compensation time (x1) for each 6
hours of training provided ; one hour of compensation time (x1) for each 8 hours
of training provided; one and one-half hours of compensation time (x1) for each
10 hours of training provided; and two hours of compensation time (x1) for each
12 hours of training to be utilized at a mutually agreed upon time as approved
by their supervisor and/or Chief of Police for the training provided. All
communication operator training hours will be documented on a form
authorized by the Communication Commander and Chief of Police.
23
31H. All mandatory training/departmental meeting notices shall be posted a
minimum of seven (7) calendar days in advance.
32. TRAVEL AND EXPENSE
32A. The Chief of Police must approve all same day travel in the State of South
Dakota. The Chief of Police and City Manager must approve all overnight travel
and travel outside the State of South Dakota. Employees shall be reimbursed
for all reasonable expenses incurred in the line of duty as provided by City travel
policy for authorized travel. The most direct route shall be traveled, and
mileage will be paid in accordance with current City schedules.
32B. The City shall reimburse travel time according to FLSA guidelines for all
authorized training. Pre-authorization by the Chief of Police is required at least
seven (7) days prior to the training.
33. UNIFORMS AND EQUIPMENT
33A. The Employer will provide and issue all normally armed employees with a
handgun, badges, handcuffs, protective head gear, and stocking hats.
33B. The Employer shall provide all ammunition annually which is needed and
necessary for the performance of the duties. Ammunition for the on-duty use
shall be of high quality. Practice ammunition shall be provided by the Employer
during annual qualifications.
33C. Employees shall be issued at least three (3) sets of uniforms which shall be
replaced as needed. Car coats and jackets will be issued for sworn employees
only, not to exceed two (2). After two (2) years’ service, employees shall turn in
their uniform items before being issued new items. Officers will be issued a
ballistic vest and will be required to wear it at all times they are on patrol
duty and investigators when executing search warrants.
33D. Investigators shall be granted a three hundred fifty dollars ($350.00) uniform
allowance each January 1. Police uniforms provided shall be deducted from said
amount.
33E. The Employer agrees to reimburse employees the actual cost less ten percent
(10%) of employee’s personal items damaged in the line of duty not as a result
of the employee’s negligence or misconduct including only the following:
Eyeglasses, watches, weapons, and tape recorders
Civilian clothing (if required)
(Maximum $250.00 per item)
24
This section does not apply to items of personal property covered by or
reimbursed pursuant to South Dakota compensation laws. If an employee is
reimbursed for the damage from any other source, he shall reimburse the City
for any payments made hereunder. The City agrees to replace any item
damaged due to work related incidents within two (2) weeks. Upon receipt of
purchase, the City will reimburse up to $100.00 (One hundred dollars) for
leather to all permanent, sworn officers who did not receive the entitlement
when it was originally provided.
33F. A boot allowance for reimbursement of $100.00 every year be provided to
Police Officers for the purchase of work boots. The $100.00 allowance will be
disbursed once every calendar year through the payroll system in the month of
April. As the police officers purchase the boots needed for their jobs, it will be
their responsibility to provide a copy of the actual receipt to the Chief of Police.
The receipt will be used to track the amount of money used each year by police
officers for the boot allowance.
34. FIREARMS
The City shall provide weapons for all officers.
34A. The required on-duty weapon package as designated by the Chief will consist of
a semi-automatic pistol with two (2) extra magazines, double magazine holder
and holster.
34C. During the probationary period, the City will issue new officers their duty
weapon and required leather accessories. The serial number, make and model
will be registered with the Chief.
34D. Standards for non-uniform officers’ weapons shall be set by the Chief of Police.
34E. The officer will maintain the on-duty firearm at a satisfactory level to insure
proper functioning of the firearm.
34F. The firearm will be inspected for up-keep, maintenance and proper functioning
one (1) time a year by a certified armor. If an y malfunction or discrepancy is
found in a firearm, the City shall repair the firearm or replace if deemed
necessary.
35. FIREARM QUALIFICATION
35A. There are three distinct types of firearm exercises, each of which shall be
scheduled at the discretion of the Chief of Police. These are:
35A.1 Firearm Training: These exercises shall be supervised by a qualified
instructor, and officers are therein instructed on proper firearm use.
25
Necessary ammunition and targets shall be provided by the City at the
time of the scheduled training exercises.
35A.2 Firearm Practice: Each officer shall be provided with targets and two
hundred (200) rounds of ammunition and targets to be utilized
during practice exercises.
Officers will have one practice shooting exercise conducted at the
Brookings Firearms Range or other area firearms range approximately
three (3) months prior to official firearms qualification. It is
understood that weather and range accessibility can impact the
scheduling of such practice events. If additional training is necessary,
as determined by the firearms instructor and Chief of Police, that
officer will be allotted additional rounds above the two hundred (200)
practice rounds A minimum of one (1) additional practice shooting
exercise shall be conducted at the Brookings Firearms range or other
area firearms range prior to the official qualification. The practice
exercise(s) shall be scheduled in such a manner as to allow all officers
the opportunity to attend. Shooting exercises shall be supervised by
department firearms instructors to provide education and assistance
in preparation of official firearms qualification.
35A.3 Official Qualification: Needed ammunition and targets shall be
provided by the City.
If an officer fails to meet the “State of South Dakota Handgun
Qualification” course once per year with a minimum passing score
of 76% with their firearm during the scheduled time and place for
qualification exercise, they will:
1) Surrender their firearm to the Chief of Police;
2) Be relieved of all normal duties as a police officer on their
shift or division and be assigned to in-house or office duty
until they have qualified with the Department issue
firearm. It will be up to the officer who is not qualified to
make arrangements with a range officer to become
qualified.
If, after one week from the original qualification exercise, the officer
still has not qualified, the officer will be placed on leave without pay
until the officer is qualified. An officer who fails to qualify within a
reasonable time period, as determined by Chief of Police and City
Manager, shall be subject to further disciplinary action up to and
including discharge.
36. WAGES
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36A. 2022: Employees will be eligible for a 1 – 4 % merit increase based
on annual performance review. Employees at the max of their
wage range will not be eligible for a merit increase but will receive a
one-time 1 – 4 % bonus payout based on their annual performance
review. Employees will be eligible for up to a $2000.00 one-time
compensation supplement that would be paid on the November
2022 paycheck.
2023: Employees will be eligible for up to a 5 % merit increase
based on annual performance review. Employees at the max of
their wage range will not be eligible for a merit increase but will
receive a one-time up to 5% bonus payout based on their annual
performance review. Employees will also be eligible for up to a
$1400.00 compensation supplement in 2023 depending on 2023’s
sales tax performance. Calculation for the compensation
supplement will be as follows:
Any increase in sales tax greater than 2% budgeted will be
split in half between the City and Employees, up to 7%. Each
1% increase in sales tax greater than 2% will equate to a $280
to the employees.
36B. The City will complete a salary survey every three (3) years.
36C. Union contract will be for three (3) years and will be opened annually for wages
only thereafter, with negotiations commencing before the budget process each
year.
37. CHECK OFF
The Employer agrees that upon receiving written authorization by the employee from
the Union, the Employer will deduct all dues, initiation fees and assessments designated
by the Local Union. Such deductions shall be remitted by the Employer to the Local
Union at a time mutually agreed between the City and the Union.
38. UNION BUSINESS AND REPRESENTATIVES
38A. The Employer agrees to grant the necessary time off, without discrimination and
without pay, to Union officers and stewards to attend a labor convention, not to
exceed a total of five (5) employees, and to any one person the necessary time
off, without discrimination and without pay, to serve up to one (1) year in any
official Union business. Fifteen (15) calendar days written notice of such
absence will be given by the Union to the Employer.
38B. Upon receiving forty-eight (48) hours’ notice, the City shall excuse all employees
Formatted: Indent: Left: 1.5", First line: 0"
27
in the bargaining unit, except one scheduled full-time dispatcher, to attend
Union meetings, provided that during the term of the contract, such Union
meetings shall not exceed four (4) with each having a maximum duration of four
(4) hours. All employees attending such Union meetings shall be available to
handle calls in the same manner as are handled during meetings called by the
City, including FOP meetings. Off duty employees attending such meetings shall
do so on their own time.
39. BUSINESS AGENTS
Authorized agents of the Union, after having notified the Chief of Police, shall have
reasonable access to the City’s establishment and be permitted to visit and converse
with employees during regular on-duty hours for the purpose of adjusting disputes,
investigating working conditions, and ascertaining that the Agreement is being adhered
to; provided, however, that there is no significant effect on the City’s responsibilities
toward the general public.
40. LONGEVITY
40A. Regular employees shall be eligible for longevity pay based upon length of
service with the City of Brookings. Length of service shall be the full number of
years of service as of the anniversary date of the employee’s employment.
Years of service must be continuous years of service.
40B. Longevity pay shall be paid monthly with regular pay. All deductions required by
the law shall be made. In order to earn the payment of longevity in a given
month, the employee must work or use paid leave for at least 50% of the hours’
payable in the payroll month. Employees will be granted their new monthly
longevity rate within the month that the anniversary of their hire date falls.
40C. The amount of longevity pay shall be paid at the rate of $5.50 per month per
year after completing five (5) years of continuous full-time employment.
41. DURATION
This Agreement shall be in full force and effect from January 1, 2022, to and including
December 31, 2024, and shall supersede any prior Agreements between the parties,
and shall continue from year-to-year thereafter, unless written notice of desire to
cancel or terminate or modify the Agreement is served by either party upon the other
by July 1, 2024. Only wages will be opened annually, with negotiations commencing
before the budget process each year, unless other sections are mutually agreed upon
to open.
42. REOPENER
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When no cancellation or termination is served and the parties desire to continue said
Agreement but also desire to negotiate changes or revisions in the Agreement, either party
may serve upon the other a notice prior to the first day of July of the final contract year
advising that said party desires to revise or change terms or conditions of said Agreement.
CITY OF BROOKINGS TEAMSTERS LOCAL UNION NO. 120
City Manager Principle Officer/President
Date Business Agent (James Heeren)
Date
29
APPENDIX A
OFFICIAL SALARY SCHEDULE AND COVERED POSITIONS
POLICE CONTRACT FOR 2022
Explanation of Schedule
There is an open salary range for every position classified as a salary grade that defines the
minimum and maximum salary for the position. Non-exempt employees’ hourly rate will be
calculated by taking their annual salary divided by the number of worked hours in a year (2080).
New employees will normally be hired at the minimum of the salary grade in the appropriate
classification unless experience and qualifications justify beginning above the minimum. All new
employees shall be granted a probationary appointment for a period of twelve (12) months. This
probationary period is a working test during which the new employee must satisfactorily
demonstrate their ability to perform their duties. If employee does not satisfactorily demonstrate
their ability to perform their duties by the end of the probationary period, the employee may be
terminated or the probationary period extended up to an additional twelve (12) months with a
determination of pay increase held until the expiration of that extension. In accordance to this
agreement and upon completion of the probationary period, the probationary employee may be
reclassified to regular full-time.
Covered Positions
Title Grade
Patrol/Police Officer 25
Community Service Officer 22
Communications Operator (Dispatcher) 20
Evidence Technician 19
30
City of Brookings
Staff Report
Brookings City & County
Government Center, 520
Third Street
Brookings, SD 57006
(605) 692-6281 phone
(605) 692-6907 fax
File #:ID 22-0407,Version:2
Action on the 2022-2024 Teamster Local Union No. 120 City General Union Agreement.
Summary:
Annually, the City and Union leadership meet and confer to negotiate union agreements. Teamsters
Local Union No. 120 represents City General employees under this contract. The existing agreement
covers three (3) years and will expire on December 31, 2024. The existing agreement was updated
to include 2023 salaries.
Recommendation:
Staff recommends approval.
Attachments:
Memo
Agreement - clean
Agreement - marked
City of Brookings Printed on 10/20/2022Page 1 of 1
powered by Legistar™
City Council Agenda Memo
From: Casey Bell, HR/Risk Manager
Council Meeting: October 25, 2022
Subject: 2022-2024 Teamster Local Union No. 120 City General
Union Agreement
Person(s) Responsible: Paul Briseno, City Manager
Summary:
Annually, the City and Union leadership meet and confer to negotiate union
agreements. Teamsters Local Union No. 120 represents City General employees under
this contract. The existing agreement covers three (3) years and will expire on
December 31, 2024. The existing agreement was updated to include 2023 salaries.
Background:
City management meets annually with Union leadership to meet and confer and
negotiate union agreements. The City General employees are covered under a union
agreement which expires December 31, 2024. Teamsters Local Union No. 120
represents City General employees under this contract. The duration of the union
agreement is three (3) years. Due to the fluctuation of sales tax and the local economy,
the City has opted for salaries as an annual opener to ensure expenses of increase pay
does not out pace revenues.
Item Details:
A proposed update to the existing contract was negotiated to include 2023 salari es.
The only open item for negotiation in 2024 will be wages, unless both the City and
Union mutually agree to open other portions of the agreement. City staff worked with
Union Stewards and the Teamsters Business Agent for the City General group through
meeting and conference sessions to finalize the proposed agreement.
Personnel expenses related to the proposed agreement are accounted for within the
proposed 2023 budget. The City and Union reached an agreement on up to a 5% merit
increase based on performance for 2023. Employees whom reach the max salary of
their range will be eligible for up to a 5% one-time payout based on performance. A
$1,400 one-time compensation supplement will be dependent on sales tax performance
in 2023. Employees will be eligible for up to a $2,000 one-time compensation
supplement in 2022.
The City General member group has accepted the proposed contract and City Council
approval is needed to ratify the contract. This action will complete the process.
Legal Consideration:
There are no legal considerations at this time.
Strategic Plan Consideration:
Fiscal Responsibility – Negotiated items in Union Agreement fit within the
proposed 2023 budget.
Sustainability – Negotiated wages and benefits in Union Agreement are
competitive within the labor market to retain and attract talent.
Financial Consideration:
The negotiated personnel expenses are accounted for within the proposed 2023
budget.
Options and Recommendation:
The City Council has the following options:
1. Approve as presented
2. Amend
3. Deny
4. Move the item to a study session
5. Discuss / take no action / table
City Staff recommends approval of the agreement.
Supporting Documentation:
Agreement – clean
Agreement – marked
City of Brookings
Labor Contract
2022-2024
INDEX
Article Title Page
Article 28 ....................Alcohol and Drug Abuse ............................................................... 13
....................................Appendix A .................................................................................... 30
Article 42 ....................Break Time .................................................................................... 22
Article 9 ......................Bulletin Boards ................................................................................ 4
Article 10 ....................Business Agents .............................................................................. 4
Article 47 ....................Call-In ............................................................................................ 25
Article 6 ......................Check Off ......................................................................................... 3
Article 15 ....................Citizen’s Complaint ......................................................................... 6
Article 5 ......................Committee for Union - Management Co-Operation ...................... 2
Article 49 ....................Compensation Time ...................................................................... 25
Article 52 ....................Definitions ..................................................................................... 26
Article 14 ....................Discharge or Suspension ................................................................. 6
Article 53 ....................Duration ........................................................................................ 28
Article 29 ....................Employee Assistance Program ...................................................... 13
Article 19 ....................Employee Classification .................................................................. 9
Article 12 ....................Grievance Procedure ...................................................................... 5
Article 48 ....................Hazardous Pay ............................................................................... 25
Article 31 ....................Holidays ......................................................................................... 15
Article 37 ....................Injury Leave ................................................................................... 21
Article 26 ....................Insurance ....................................................................................... 12
Article 22 ....................Interim Pay Grade Changes .......................................................... 11
Article 38 ....................Leave Without Pay ........................................................................ 21
Article 7 ......................Liability Coverage ............................................................................ 3
Article 41 ....................Licenses and Certificates ............................................................... 22
Article 50 ....................Longevity ....................................................................................... 25
Article 3 ......................Maintenance of Standards ............................................................. 1
Article 4 ......................Management Rights ........................................................................ 1
Article 36 ....................Medical Leave of Absence ............................................................ 20
Article 35 ....................Military Leave ............................................................................... 20
Article 43 ....................Miscellaneous ............................................................................... 22
Article 23 ....................Out-Of-Class Pay ........................................................................... 11
Article 24 ....................Pay Period ..................................................................................... 11
Article 21 ....................Promotions or Transfers ............................................................... 10
Article Title Page
Article 1 ......................Recognition ..................................................................................... 1
Article 13 ....................Reprimand ....................................................................................... 5
Article 27 ....................Retirement .................................................................................... 13
Article 18 ....................Seniority .......................................................................................... 8
Article 2 ......................Separability and Saving Clause ....................................................... 1
Article 20 ....................Separations ................................................................................... 10
Article 46 ....................Shift Differential ............................................................................ 24
Article 33 ....................Sick Leave ...................................................................................... 17
Article 34 ....................Special Leave ................................................................................. 19
Article 45 ....................Standby Time ................................................................................ 24
Article 8 ......................Stewards ......................................................................................... 3
Article 30 ...................Storm Policy .................................................................................. 14
Article 25 ....................Tax Deferred Annuities ................................................................. 12
Article 39 ....................Travel............................................................................................. 21
Article 44 ....................Uniforms and Equipment .............................................................. 23
Article 11 ....................Union Business and Representatives .............................................. 4
Article 32 ....................Vacation Leave .............................................................................. 16
Article 40 ....................Volunteer Fire Department Training ............................................ 22
Article 51 ....................Wages ............................................................................................ 26
Article 16 ....................Work Rules ...................................................................................... 7
Article 17 ....................Work Week ..................................................................................... 7
1
CITY OF BROOKINGS
LABOR CONTRACT 2022
THIS AGREEMENT made and entered into this 1st day of January, 2022, by and between the City
of Brookings, South Dakota, hereinafter referred to as the “Employer or the City” and the Teamsters
Local Union No. 120, affiliated with the International Brotherhood of Teamsters, hereinafter referred
to as the “Union”.
1. RECOGNITION
The Employer hereby recognizes the Union as the sole collective bargaining representative
pursuant to SDCL 3-18, for all the employees employed by the Employer in the following
described unit:
All regular full-time employees employed by the City of Brookings as stipulated in
Appendix A.
2. SEPARABILITY AND SAVING CLAUSE
If any provision of the Agreement is in contravention of the laws or regulations of the United
States or the State of South Dakota, such provisions shall be superseded by the appropriate
provisions of such regulation; so long as the same is in force and effect, but all other provisions
of the Agreement shall continue in force and effect.
3. MAINTENANCE OF STANDARDS
3A. The Employer agrees, subject to the following provisions, that all conditions of
employment in his individual operation relating to wages, hours of work, overtime
differentials and general working conditions shall be maintained at not less than the
highest standards in effect at the time of the signing of this Agreement, and the
conditions of employment shall be improved whenever specific provisions for
improvement are made elsewhere in this Agreement.
3B. It is agreed that the provisions of this Article shall not apply to inadvertent or bona fide
errors made by the Employer or the Union in applying the terms and conditions of this
Agreement. Such bona fide errors may be corrected at any time.
3C. This provision does not give the Employer the right to impose or continue wages, hours
or working conditions less than those contained in this Agreement.
4. MANAGEMENT RIGHTS
The Union recognizes the prerogatives of the City Council and City Manager to operate
and manage its affairs in all respects in accordance with its responsibility and powers of
authority which the City has not officially abridged, delegated or modified by this
2
Agreement, and such powers and authority are retained by the City. These
management rights include, but are not limited to the following:
4A. To utilize personnel, methods and means in the most appropriate and efficient
manner possible; to manage and direct the employees of the City; to hire,
schedule, promote, transfer, assign, train or retrain employees in positions with
the City; to discipline/suspend, discharge or take other appropriate action
against employees for just cause;
4B. To determine the size and composition of the work force, to eliminate or
discontinue any job or classification and to lay off employees for lack of work or
lack of appropriate funds;
4C. To determine the objectives of the City and the methods and means necessary
to efficiently fulfill those objectives, including transfer, alteration, curtailment,
or discontinuance of any service; the establishment of acceptable standards of
job performance; (this shall not include the establishment of a quota system);
for purchase and utilization of equipment; and the utilization of seasonal and
part time employees, as long as no full time employees are laid off;
4D. To provide reasonable standards and rules for employees; and
4E. To determine the method of fulfillment of the objectives of the City whether by
its employees or by contracting or subcontracting with respect to all of the City’s
services.
4F. To determine daily staffing levels.
5. COMMITTEE FOR UNION - MANAGEMENT CO-OPERATION
5A. The parties recognize that during the period in which this agreement is in effect,
problems of administration of this Agreement may arise which are not
anticipated by either party. They also recognize that during such period more
mutually constructive and productive relationships are likely to exist between
the City and the Union and among both management and non-management
employees, if both the City and the Union continue to enlarge their respective
efforts to gain a better appreciation and understanding of each other’s
problems and objectives. They recognize that frequently what first appears to
be problems or areas of conflict and disagreements, are actually the result of
misunderstanding which are cleared away upon a complete and frank exchange
of viewpoints and ideas. They believe that even though limitations are being
placed upon formal collective bargaining negotiations through extended period
of this Agreement, a better atmosphere in which they both desire, can be
created through meetings of the kind described below.
3
5B. Once each month or as needed, meetings may be held during the term of this
Agreement of the committee formed as part of this Article. It is understood that
such meetings will be held for the purpose of appraising and discussing the
problems, if any, which arise concerning administration, interpretation or
application of the Agreement or other matters which either party believes will
contribute to the improvement in the relations between them, within the
framework of this Agreement. It is understood that such meetings shall not be
for the purpose of handling grievances or conducting collective bargaining
negotiations nor for any purpose which in any way will modify, add to, or
detract from the provisions of this Agreement. In agreeing to such meetings,
the parties are providing concrete evidence of their sincere desire to encourage
friendly, cooperative relationships between their respective representatives at
all levels, and with and between all employees covered by this Agreement and
to find ways to overcome difficulties, influences, or attitudes which interfere
with such relationships.
5C. This committee shall also consider handling problems concerning the safety of
working conditions. Each of the parties recognize the importance of protecting
the health, life and limb of employees and the City will make every reasonable
effort to improve conditions that promote health and safety among City
employees. This committee may make recommendations respecting conditions
which in its opinion would make working conditions more safe.
5D. The committee shall be composed of four (4) members designated by the Union
and four (4) members designated by the City. Any recommendations must be
adopted by a majority of the committee.
6. CHECK OFF
Effective upon ratification, the Employer agrees that upon receiving written
authorization by the employee from the Union, the Employer will deduct all dues,
initiation fees and assessments designated by the Local Union. Such deductions shall be
remitted by the Employer to the Local Union at a time mutually agreed between the
City and the Union.
7. LIABILITY COVERAGE
The Employer shall continue in affect the insurance coverage relating to claims against
the City and City Employees. The Employer retains the right to change insurance
carriers or otherwise provide for insurance coverage. The minimum coverage under
this policy shall be $300,000.00.
8. STEWARDS
The City recognizes the right of the Union to designate stewards. The job stewards so
4
designated shall perform the following duties:
8A. Investigation and presentation of grievances to Employer or the Employer
representatives in accordance with the provisions of this Agreement.
8B. Serve bargaining unit employees by explaining the purpose and content of an
existing contract. The City shall direct such inquiries by bargaining unit
employees to job steward(s). The stewards shall be permitted a reasonable
time, as time permits, to conduct necessary Union business of presenting,
processing and investigating grievances, during work hours without loss of pay,
provided that it does not interfere with the efficient operation of the
Department, which determination shall be in the discretion of the duty
supervisor, and provided that the steward’s supervisor(s) is advised in advance
of the absence. Such time on such necessary Union business during duty hours
shall not be deducted in the computation of monthly overtime.
9. BULLETIN BOARDS
The employer agrees to provide space on its bulletin boards for Union business notices.
Union space will be allocated.
10. BUSINESS AGENTS
Authorized agents of the Union, after having notified the Department Head or Division
Manager, shall have reasonable access to the City’s establishment and be permitted to
visit and converse with employees during regular on-duty hours for the purpose of
adjusting disputes, investigating work conditions, and ascertaining that the Agreement
is being adhered to; provided, however, that there is no significant effect on the City’s
responsibilities toward the general public.
11. UNION BUSINESS AND REPRESENTATIVES
11A. The Employer agrees to grant the necessary time off, without discrimination and
without pay, to Union officers and stewards to attend a labor convention, not to
exceed a total of five (5) employees, and to any one person the necessary time
off, without discrimination and without pay, to serve up to one (1) year in any
official Union business. Fifteen (15) calendar days written notice of such
absence will be given by the Union to the Employer.
11B. Upon receiving forty-eight (48) hours’ notice, the City shall excuse all employees
in the bargaining unit, to attend Union meetings, provided that during the term
of the contract, such Union meetings shall not exceed four (4) with each having
a maximum duration of four (4) hours. All employees attending such Union
meetings shall be available to handle calls in the same manner as are handled
during meetings called by the City. Off duty employees attending such meetings
shall do so on their own time.
5
12. GRIEVANCE PROCEDURE
12A. Grievances are herein defined to be disputes involving the interpretation of this
Agreement.
12B. Employees are encouraged to attempt to resolve grievances with his or her
supervisor. Failure to resolve grievance with the supervisor, employees are
encouraged to attempt to resolve the grievance with the Department Head
or Division Manager.
12C. Failure to resolve the grievance with the supervisor, Department Head, or
Division Manager, the grievance shall be reduced to writing and submitted to
the Human Resources Director and the Local Union within ten (10) calendar
days following the day on which the grievance occurred or within ten (10) days
of knowledge of the occurrence. The written grievance shall contain the alleged
violation and relief requested. The grievance shall be signed by the aggrieved
employee or a representative of the Local Union. An employee may have a
steward and/or union representative present at any step of this procedure.
Within ten (10) working days, the City Manager or his or her designee shall
meet with the grievant and the Local Union. At this meeting, all available
evidence shall be afforded to both sides.
12D. Failing settlement at that level, the matter may be appealed to the Department
of Labor and Management pursuant to SDCL 3-18-15.2. The appeal must be
initiated by the employee or the Local Union within thirty (30) calendar days.
No grievance shall be entertained or processed unless it is submitted in
accordance herewith. If a grievance is not presented within the time limits set
forth above, it shall be considered “waived”. If a grievance is not appealed
within the specified time limits or any agreed extension thereof, it shall be
considered withdrawn. In all cases involving disciplinary action, the employee
and/or the Union may elect to commence the grievance procedure at the level
of the Department Head, Division Manager, or City Manager.
12E. Time limits may be extended by mutual agreement.
12F. The Union has the authority to abandon a grievance.
12G. Abandonment of a grievance shall not set a precedence.
13. REPRIMAND
Any reprimand that can become part of an employee’s official record or result in
suspension or discharge shall be given in writing to the employee affected, with a copy
to the Union steward and shall be done at an appointed time with such employee
having the right to have a Union steward and/or other Union representative present.
6
14. DISCHARGE OR SUSPENSION
14A. The Employer shall not discharge, suspend, or discipline any employee without
just cause, but in respect to discharge or suspension shall give at least one (1)
warning notice of a complaint against such employee to the employee in writing
and a copy of the same to the Union, except that no warning notice need be
given to an employee before they are discharged or otherwise disciplined if the
cause of such discharge is:
1. Dishonesty;
2. Drinking of, presence of alcohol on their person, or under the influence
of alcoholic beverage or narcotics during their work shift. An employee
will submit to a portable breath test if the presence of alcohol is
suspected. In the event of a positive reading, the employee may, at their
discretion, submit to a blood alcohol test, the expense of which is
covered by the City if the test is negative and by the employee if the test
is positive. The employee will submit to a urine drug screen if the
presence of drugs is suspected.
3. Personal possession or use of illegal drugs while on duty;
4. Failure to report a serious accident or incident while on duty;
5. Insubordination; flagrant disregard of a lawful or reasonable order.
14B. It is understood that there are other offenses of extreme seriousness that an
employee will be discharged without a warning letter. Depending upon the
circumstances and upon just cause, a lesser discipline to include demotion,
suspension, or any other appropriate disciplinary action, short of discharge, may
in the discretion of the City Manager, be implemented. It is further understood
that a warning notice shall mean that further disciplinary action up to and
including suspension or dismissal may occur if the condition causing the issuance
of the warning letter is repeated during the effective time of the warning notice.
Warning notices shall be in effect for up to 12 months.
14C. Discharge must be by proper written notice to the employee and the Local
Union. Any employee may request an investigation of this discharge.
15. CITIZEN’S COMPLAINT
When a citizen makes a formal complaint against an employee, which such complaint
might become part of that employee’s official record, such complaint shall be reduced
to writing after a complete investigation has determined there may be possible merit or
substance to the same. Such written complaint shall be delivered to the employee and
the employee shall have the right to face their accuser with the steward and/or
7
representative of the Local Union present at such meeting. The Department Head or
Division Manager shall also be present at the meeting.
16. WORK RULES
The City of Brookings encourages and promotes a mutual respect between
management and bargaining unit employees in the performance of their respective
duties. Department general orders and work rules shall be reviewed by the City
Manager and the Department Head or Division Manager to ensure that they continue
to meet existing conditions. Management will notify all employees of work rule
changes. All Union comments on the proposed changes will be considered by the City
Manager and the Department Head or Division Manager; however, the City Manager
retains the right to adopt changes in the said orders, work rules and manual. This
article is not intended to permit changes in specific provisions of the Agreement. Any
disputes over reasonableness of work rules shall be subject to Article 5 (Committee for
Union-Management Co-Operation).
17. WORK WEEK
17A. The normal working day for municipal employees shall be consecutive hours and
the work week shall consist of forty (40) hours. Flexible schedules shall be set or
approved by the Department Head or Division Manager.
17B. Employees shall be paid for all time spent in the employ of the Employer.
17C. Employees shall be compensated at the rate of time and one-half for all hours
required to work prior to and/or beyond scheduled shift; on a scheduled day off;
or in excess of forty (40) hours per week. Overtime will not be paid, however, for
changes made to an employee’s normal weekly work schedule to include days
off or shift when seven (7) calendar days advance written notice is given to the
employee, unless changes to the schedule result in actual work hours in excess
of 40 per week. However, seven (7) calendar days advance notice does not need
to be given in the event of an emergency which is defined as an unforeseen
combination of circumstances that calls for immediate action as determined by
the Department Head, Division Manager, or their designee. In that event, the
employee shall be paid at a rate of time and one-half for all hours required to
work outside of their regular shift for emergencies and/or unforeseen
circumstances.
Employee requests to deviate from their normal workweek/day does not need
seven-day advanced notice if approved by their supervisor. Daily overtime will
not be awarded if the day is adjusted to meet the employee’s request. This
request will be adjusted in the appropriate timekeeping system.
Only hours physically worked will be considered for the purposes of calculating
overtime.
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Overtime will not be allowed without approval of the Department Head or
Division Manager or other supervisor as designated.
17D. Overtime shall not be pyramided.
17E. Employees shall be allowed to trade shifts if it is approved by the shift
Department Head or Division Manager.
17F. Part-time and seasonal employees shall be scheduled as needed, not to reduce
full-time employees below the normal scheduled work week.
18. SENIORITY
18A. Seniority rights for employees shall prevail.
18B. Seniority shall be defined as the total length of continuous service with the
Employer, since the employee’s last date of hire in the bargaining unit. Current
established seniority lists as of 12/30/97 shall not be modified or changed, but
with respect to the contract language of January 1, 1999, definitions consistent
with the seniority article shall prevail.
18C. On January 1 of each year, the Employer shall post a current seniority list and
shall submit a copy to the Union.
18D. Seniority and employment relationship shall terminate when an employee:
1. Quits;
2. Is discharged for just cause;
3. Is retired.
18E. Department seniority shall govern layoff and recall. In the event of a layoff, the
last employee hired in each affected Department, shall be laid off first as long as
the employees retained are qualified to perform the job. In recalling employees,
they shall be recalled in reverse order of lay-off in respective departments.
18F. A regular full-time employee who is laid off through a reduction in force, shall
receive two (2) weeks’ notice of separation or shall be paid for the two (2)
weeks following the notice of layoff. Part-time and seasonal employees shall be
laid off first provided they are doing comparable duties in the same
department.
18G. Seniority will continue to accumulate for any employee who is drafted into the
Armed Forces of the United States, or who volunteers during a period of
national emergency, for the period of their service, and for ninety (90) days
thereafter, if they received an honorable discharge.
18H. Employees who are injured and are covered by Workers’ Compensation shall
continue to accumulate seniority during their absence.
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18I. The City of Brookings shall grant re-employment rights to employees who have
been laid off. Employees who are discharged, resign, or retire, shall forfeit re-
employment rights. Employees who have been laid off shall be granted re-
employment rights for a period of six (6) months in the classification they
previously held. When re-employing personnel with seniority rights, such rights
shall prevail. Re-employed individuals who have been laid off shall retain
seniority and all accumulated benefits. Such benefits may not be accrued during
the layoff period.
19. EMPLOYEE CLASSIFICATION
19A. Regular Full-time Employees - Employees who work a minimum of forty
(40) hours per normal work week and are not designated as probationary or
temporary shall be defined as “regular full-time”. This classification will entitle
employees to all rights and benefits on a pro-rated basis. Time served on a
probationary status shall be considered as regular full-time, when the employee
is so classified.
19B. Probationary Employee - Probationary employees are newly hired employees
and shall be considered on a “probationary” status for a period of six (6) months
following their initial date of employment. Upon completion of not more than
six (6) months of satisfactory performance such employees shall be classified as
regular full-time. A probationary employee shall be subject to layoff, discipline,
or discharge at the sole discretion of the City. After an employee has
satisfactorily completed the probationary period, seniority will be established as
of their employment date.
19B.1 The probationary period is established for the purpose of evaluating the
performance of and manner in which each new employee adjusts to their
work. If an employee is granted leave during their probationary period
and said leave exceeds one week, then employee’s probationary period
shall be extended by an amount at least equal to the term of their leave.
If, for any reason, the employee is found to be unsatisfactory in their
performance or attendance during the probationary period, the
employee may be terminated. The “Probationary Employee Progress
Report” form shall be completed two weeks before the probationary
period ends in order to document the reason(s) for termination.
Managers will utilize the Probationary Employee Progress Report to
review each new employee’s performance and progress. The employee’s
work performance, attitude, attendance, ability to follow instructions,
and other factors which cause him/her to be successful on the job must
be carefully reviewed before the employee is classified as a regular full-
time employee. A probationary employee’s performance can be
reviewed as often as necessary during the probationary period. The City
Manager reserves the right to extend the probationary period of an
employee up to a maximum of six (6) additional months.
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19C. Acting - When a vacancy occurs in a position which cannot be left vacant for the
length of time anticipated, when no suitable list of approved candidates exists
for its filling, or for some other reason it is not feasible to make a permanent
appointment thereto, the Department Head or Division Manager may appoint
an employee to an “acting” capacity. The duration of such acting appointment
shall be only until a permanent appointment can reasonably be made. The
employee shall receive the wages of the vacant position.
20. SEPARATIONS
20A. Layoffs - In the event a cutback becomes necessary, City Manager will
first determine what positions should be eliminated, and will notify the
affected employees/union in writing.
20A.1 A regular full-time employee who is laid off through a reduction
in force, shall receive two (2) weeks’ notice of separation or shall
be paid for the two (2) weeks following the notice of layoff.
21. PROMOTIONS OR TRANSFERS
21A. An employee may request a transfer from a position or Department to another
position or Department within the bargaining unit. Such a request need not be
in the nature of a promotion. Requests for transfer must first be made to an
employee’s immediate supervisor and to the Department Head or Division
Manager.
21B. A performance appraisal will be conducted prior to the end of 10 days in the
new position. During the ten (10) day trial period, the employee shall have the
opportunity to revert to their previous position. If the employee is
unsatisfactory in the new position (in the opinion of the Employer), notice and
reasons will be submitted to him in writing by the Employer with a copy to the
Union. The matter may then become a proper subject for the grievance
procedure.
Benefits/seniority accumulated by the person transferring shall be retained by
that individual.
21C. Inter-departmental transfers of employees for a short duration for City
convenience may be made at any time at the discretion of the City Manager,
providing the employee is informed of the need and expected duration of the
transfer and it does not affect pay.
21D. Inter-departmental transfers of employees shall be made in the event of a
disaster, such as an ice storm, tornado or any other emergency.
21E. Whenever possible, new and vacant positions will be filled from within the City
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by promoting qualified employees in accordance with the following:
21E.1 Promotions/transfers shall be made on the basis of seniority, skills,
ability, qualifications, and job performance. If skills, ability,
qualifications, and job performance, are relatively equal, then seniority
shall be the determining factor.
21E.2 In accordance with this article, promotions must be approved by the City
Manager.
21F. All regular full-time job vacancies shall be posted on the City of Brookings
website. The City shall promote or transfer present employees to such vacancy
provided the employee meets the above criteria. Any employee denied a
promotion under this Article shall be given the reasons for such denial in
writing and may be appealed under the grievance procedure.
22. INTERIM PAYRATECHANGES
During the term of the contract, any proposed changes within the bargaining unit that
substantially affect an employee’s duties and responsibilities shall be submitted to the
Union. The City and the Union shall determine if the additional duties and
responsibilities warrant a pay rate change, and if so, establish the appropriate rate for
the position.
23. OUT OF CLASS PAY
An employee that works in a higher pay classification for a period of two (2) consecutive
weeks or longer shall receive the higher rate of pay for all time served in said higher pay
classification job excluding the first week. While assigned to such duties, the employee
shall be paid the entry level rate for working in that classification or at a rate that would
allow for a rate increase above their current rate of pay.
24. PAY PERIOD
24A. All employees covered in this Agreement shall be paid in the same manner as all
other city employees are paid, on a monthly pay period.
24B. The City is required to deduct the following items from an employee’s pay:
24B.1 Retirement contributions
24B.2 Additional deductions may be made for the following:
a. Insurance - life, health, dental, and vision
b. Credit Union
c. Annuities
d. Retirement (spouse option) contributions
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e. Union dues, application fees and assessments
f. Garnishments, child support, or other payroll deductions required by law
25. TAX DEFERRED ANNUITIES
The City of Brookings offers a payroll deduction Tax Deferred Annuity Program for all
employees. This is an investor directed, professionally managed annuity. The entire
cost is paid by the employee, but reduces the employee’s gross income for tax
withholding purposes. This can be a retirement and tax saving program for employees.
26. INSURANCE
26A. The City of Brookings offers insurance coverage to all regular full-time
employees. Group health, dental, vision, accident, and life insurance is available
for all qualified employees. The City of Brookings pays 75% of the total cost of
group health for individual or family coverage for all employees; 75% of the
single dental and vision insurance premium portion for all levels of dental and
vision insurance; and 100% of the total cost of the group life insurance plan for
employees. In order to earn the payment of insurance premiums for a given
month, the employee must work or use paid leave for at least 50% of the hours’
payable in the payroll month.
26B. All employees, with a full-time hire date prior to January 1, 2010, who are
eligible to begin receiving the South Dakota Retirement System (SDRS)
retirement benefit who retire early or have been approved for the SDRS
disability benefit within 30 days of effective date of resignation from the City of
Brookings, are eligible for 50% payment of the total cost for the retiree group
health and life insurance plan offered by the City as outlined in the City
insurance policy in accordance with current Insurance policy provisions with no
required minimum years of continuous full-time service with the City of
Brookings. All employees with a full-time hire date of January 1, 2010 and
thereafter, however, must pay 100% of the total cost for the retiree group
health and life insurance plan offered by the City. All employees with a full-time
hire date of January 1, 2010 and thereafter, must have a minimum of three (3)
years of full-time continuous service with the City of Brookings immediately
prior to retirement to be eligible for the City retiree group health and life
insurance benefits. The retirement insurance benefit will not continue beyond
age 65 and will end prior to age 65 if the retiree becomes eligible for Medicare.
26C. If any employee is covered under the City health insurance plan either by
spouse or dependent coverage, they would not be permitted to be covered
by an individual policy also with the City.
26D. Employees on leave of absence without pay may make arrangements for
continued coverage.
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27. RETIREMENT
The City of Brookings is a member of the South Dakota Retirement System.
Participation is mandatory and will be administered in accordance with the policies and
procedures as outlined by the South Dakota Retirement System. Termination of
employment will also be administered in accordance with the policies and procedures
as outlined by the South Dakota Retirement System.
28. ALCOHOL AND DRUG ABUSE
28A. The City complies with the terms and protections of the Americans with
Disabilities Act, including working cooperatively with employees who
meet the definition of being a “qualified person with a disability” to
identify and provide reasonable accommodations where necessary for
the performance of the essential functions of the job. This includes
qualified employees who have been diagnosed with alcohol use disorder
and whose alcohol does not adversely affect their job performance or
conduct or pose an unreasonable safety risk as determined by the City.
The City does not tolerate the use by employees of illegal drugs, and
such conduct will result in discharge from employment with the City.
28B. Department Heads, Division Managers, and supervisors shall
not physically search employees.
28C. Department Heads, Division Managers, and supervisors shall not
confiscate, without consent, prescription drugs or medications from an
employee who has a prescription.
29. EMPLOYEE ASSISTANCE PROGRAM
29A. It is the policy of the City to help employees experiencing behavioral/medical
problems which not only affect their personal lives but often result in poor job
performance. The City recognizes alcohol/drug abuse and addiction and other
medical behavioral problems as treatable illnesses. The City also recognizes that
other mental conditions can be successfully treated
29B. Confidentiality is one of the most important aspects of the program. If the
employee contacts the EAP directly, no one in the Company will know about it,
unless the employee tells them. Participation in the Employee Assistance
Program will not jeopardize the employee’s job security nor will it affect future
promotional opportunities. If an employee’s supervisor refers them, the EAP
counselor will let the supervisor know if the employee has kept the
appointment, and whether they have agreed to accept the help that was
offered. No information concerning the nature of the problem will be released
without the employee’s written consent. With this policy, any employee who
suspects that they have an alcohol, mental health or drug problem, even in its
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early stages, is encouraged to seek diagnosis and follow through with the
prescribed treatment as necessary.
29C. There is no charge for the initial assessment. The City will incur such expenses
for treatment and/or hospitalization as provided under the group health
insurance program. However, if costs are incurred for rehabilitation services
that are not covered by insurance or other benefits, such costs will be the
responsibility of the employee.
30. STORM POLICY
30A. Prior to the occurrence of inclement weather, the City Manager and Department
Heads or Division Managers will identify those positions and employees that are
essential to carry on the City operations and who must be present at work during
a storm. Those employees will be required to report for work via their own
means of transportation or City provided transportation.
30B. Employees who are not identified as being essential to carry on operations shall
have the option of “working or not working”. Those that work must utilize their
own means of transportation.
30C. Employees who choose not to work or are unable to work their regular
scheduled shift due to inclement weather will have to utilize vacation leave or
leave of absence without pay. Employees whose absence is four hours or less
will have the option of making up the time not worked.
30D. Due to work load or such other conditions as may warrant, the City Manager,
Department Heads, or Division Managers may identify additional employees
who were not initially identified as an essential employee. Department Heads
or Division Managers may use discretion in calling in additional employees and
such employees will be provided transportation and will be compensated at
their regular rate of pay.
30E. Interdepartmental transfers of employees may be made in the event of a
disaster, such as an ice storm, tornado or any other emergency.
31. HOLIDAYS
31A. It is the policy of the City of Brookings to afford all regular full-time employees
ten (11) paid holidays each year. The City recognizes the following holidays:
New Year’s Day
Martin Luther King, Jr. Day
Presidents’ Day
Memorial Day
Juneteenth
Independence Day
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Labor Day
Native Americans’ Day
Veterans’ Day
Thanksgiving Day
Christmas Day
Allows for one paid Floating Holiday each year. The Floating Holiday must be
used within the calendar year at management approval. The holiday does not
qualify for payment if not used.
All allowed holiday pay shall be defined as eight (8) hours of compensation to be
used based on employee’s regular rate of pay and cannot be used in less than 8
hour increments.
31B. If the designated holiday falls on a Saturday, the preceding Friday is observed,
and if the designated holiday falls on Sunday, the following Monday is observed
(except for shift workers).
31C. Employees scheduled to work on any one of the 11 above listed holidays will be
paid time and one-half for the number of hours actually worked as well as 8
hours of Holiday Pay to cover the payment of the above benefit.
31D. If an employee is on a scheduled day off when a holiday is observed, the
employee will be given an alternate day off in honor of the specific holiday
within 180 days from the date of the holiday. Payment for the 8 hours of holiday
pay will be given at that time.
31E. An employee on vacation during a holiday will receive holiday pay and will not
be charged for that day as vacation.
31F. An employee who is on paid leave of absence will be eligible for holiday pay for
a designated holiday observed during the leave of absence.
31G. An employee who is on unpaid leave of absence will not be eligible for holiday
pay for a designated holiday observed during the leave of absence.
31H. An employee scheduled to perform work on a designated holiday who does not
report and is not excused will forfeit the holiday. Further, the employee must
work their last full scheduled shift preceding the holiday and their first full
scheduled shift after the holiday to be paid the eight (8) hours of recognized
holiday pay. This holiday provision does not eliminate overtime pay (time and
one-half) for actual hours worked during a holiday. If the employee utilizes sick
leave for any of the aforementioned shifts, the supervisor may require a
doctor’s certification for date(s) absent.
31I. Employees who are scheduled to work on their normal day off due to a holiday,
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without a seven (7) calendar day written notice of a schedule change, will be
given an additional eight (8) hours off with pay to be used within 180 days of the
day on which it was earned and to be scheduled with the approval from the
employee’s Department Head or Division Manager.
31J. Holiday pay shall not be used in the computation of overtime.
32. VACATION LEAVE
32A. It is the policy of the City of Brookings to grant vacations with pay to provide
regular full-time employees with periods of rest and recreation in recognition of
services performed. Vacation leave for eligible employees for each vacation
year is based upon length of service.
32B. Employees will accrue vacation in accordance with the following schedule:
Date of hire through five years - 6.67 hours per month
After five but less than 10 years of service - 10.00 hours per month
After ten but less than 20 years of service - 13.33 hours per month
After twenty years of service - 16.67 hours per month
Vacation leave shall be earned and credited to employees on the last day of
each month, provided all other necessary provisions of this article have been
met. Said vacation leave shall not be available to employees until after it has
been earned and credited.
In order to earn the accrual of vacation leave in a given month, the employee
must work or use paid leave for at least 50% of the hours’ payable in the payroll
month.
32C. Employees have the opportunity to use vacation leave in one-fourth (1/4) hour
increments at the discretion of the Department Head or Division Manager.
Employees may accumulate up to two hundred eighty (280) hours (35 days) of
vacation. Cash payments in place of vacation privileges are not permitted
unless the employee is discontinuing employment.
32D. The accrual date for vacation is the employee’s hire date.
32E. Employees may use accrued vacation during their probationary period, however,
the employee may not use more hours than in vacation accrual balance. If
employee leaves employment prior to the end of the introductory period, any
vacation used during this period must be repaid to the City of Brookings.
32F. Employees granted unpaid leave of absence in excess of one-half month will not
accrue any leave for that month.
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32G. Employees will not receive additional vacation time off due to illness of disability
occurring while on vacation unless special circumstances in the opinion of the
immediate supervisor would warrant a change.
32H. Requests for vacation leave must be approved by the employee’s Department
Head or Division Manager prior to the time of departure and vacation will be
paid at the employee’s regular hourly rate. Leave requests will normally be
granted at the time requested by the employee, unless operational necessity
requires full staff.
32I. Employees who are laid off or discharged, who resign or retire after giving two
weeks’ notice to the City, or who are called to military service, shall receive
payment of such vacation time as is due them, computed on a pro-rata basis
according to the time worked during the current vacation year.
32J. Vacation leave can be taken during foul and dangerous weather, travel during
which is hazardous or not recommended by local authorities. This leave will be
granted with the approval of the Department Head or Division Manager.
32K. Vacation will be granted on a first come - first serve basis. In the event vacation
is requested at the same time by more than one employee for the same time
period, seniority provisions shall prevail.
32L. Employees requesting vacation leave shall be notified that their request has
been granted or denied in a timely manner. If the notice of grant or denial has
not been timely, the employee may contact the Department Head or Division
Manager directly for such determination.
33. SICK LEAVE
33A. Sick leave is leave with pay granted to regular full-time employees who are
suffering with an illness or disability which prevents them from performing their
assigned duties.
33B. Sick leave may be earned by probationary and regular full-time employees. Sick
leave begins to accrue at the rate of twelve (12) hours per month. Employees
with a start date prior to January 1, 2013 may accumulate up to 260 days (2,080
hours) of sick leave. Employees hired January 1, 2013 and thereafter, may
accumulate up to a maximum of 1500 hours of sick leave.
33C. After ten (10) years of service and upon termination of employment other than
discharge, any unused accumulated sick leave will be paid at ten percent (10%)
of the current base hourly rate and one percent (1%) additional for each year of
service beyond ten (10) years, up to 1,500 hours’ maximum accumulated sick
leave.
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33D. Requests for sick leave must be approved by the Department Head or Division
Manager prior to the employee’s normal starting time for the day involved,
unless, in the judgment of the immediate supervisor, the circumstances
surrounding the absence made the reporting before normal starting time
impossible. Upon returning to work, the employee shall notify their supervisor of
their recovery.
33E. Sick leave shall be earned and credited to employees on the last day of each
month, provided all other necessary provisions of this article have been met.
Said sick leave shall not be available to employees until after it has been earned
and credited.
In order to earn the accrual of sick leave in a given month, the employee must
work or use paid leave for at least 50% of the hours’ payable in the payroll
month.
33F. Accrued sick leave may be used during the employee’s probationary period.
33G. Sick leave shall be paid at the employee’s regular hourly rate, and employees
may use sick leave in no less than one-fourth (1/4) hour increments.
33H. The City reserves the right to require employees to submit verification from a
medical practitioner of their reason for absence upon their return from three (3)
consecutive sick days or where a pattern of frequent absences exist. The City
may also require any employee afflicted with an illness or injury that may
require work restrictions to present verification from a medical practitioner of
their fitness to continue to work.
33I. Employees shall be charged for sick leave only for absence on days when they
would otherwise work.
33J. The accrual date for sick leave is the last working day of the month.
33K. Sick leave shall be granted to employees:
33K.1 when they are incapacitated for the performance of their duties due to
illness to include birth of a child, injury, and injury not incurred in the
course of their employment;
33K.2 for medical, dental, and optical examinations or treatments, provided
the employee gives the City one (1) week notice of such appointment,
except in cases of emergency;
33K.3 when an employee or ward child is sick or when a member of the
immediate family is sick and requires the care and/or attendance of the
employee during scheduled work hours; immediate family is defined as
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spouse, son or daughter, parent or spouse’s parent, brother or sister,
grandchild, and dependent(s) residing in the employee’s home to include
step- relatives in the same categories. After three consecutive sick days,
the employee’s Department Head, Division Manager, and/or Human
Resources Director, may require a doctor’s statement specifying the
requirement of care and/or attendance. The cumulative amount of sick
leave that can be utilized by any one employee within the calendar year
for their spouse’s parent, brother and/or sister is 160 hours for calendar
year 2013, 140 hours for calendar year 2014 and 120 hours for calendar
year 2015 and thereafter.
33K.4 when, through exposure to a contagious disease, the presence of the
employee at their post of duty would jeopardize the health of others,
provided, however, that sick leave for these purposes shall require a
verification by a medical doctor’s certificate.
34. SPECIAL LEAVE
Leave with Pay
The Department Head or Division Manager will grant a leave of absence with pay to
regular full-time employees for the following reasons and with these restrictions
applied:
34A. Funeral
The City will permit any regular full-time employee to be absent from work
without loss of pay, based on their regular straight time pay for three (3) basic
scheduled work days to arrange for and attend the funeral for a member of the
immediate family or a relative. Pay shall be granted ten (10) hours for
employees on ten (10) hour shifts and eight (8) hours for employees on eight (8)
hour shifts, maximum forty (40) hour week plus authorized overtime. Additional
time beyond the three days may be charged to the employee’s choice of benefit
time at the discretion of the Department Head or Division Manager. Immediate
family for bereavement leave includes: spouse, parents, children, siblings,
grandparents, grandchildren, spouse’s parents, son-in-law, daughter-in-law,
brother-in-law or sister-in-law.
The bereavement benefit will also be granted for step-relatives in these same
categories. In the event of a funeral of a family member not included within the
relative or immediate family definition or a close friend, an employee may take a
reasonable amount of time off with pay to be charged as vacation or sick leave.
Bereavement leave may be used during the employee’s probationary period and
used in no less than one-fourth (1/4) hour increments.
34C. Jury or Court
If any employee is called for jury duty, they shall continue to be paid at their
regular rate. Upon returning to work, they shall reimburse the City for the
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amount received for jury duty for each day of absence from work. Vacation and
sick leave will continue to accrue for the time that is spent on jury duty.
34D. Firefighters and Honor Guard
If any employee is called to a fire as a volunteer firefighter or required to serve
as Honor Guard in the immediate Brookings area, they shall continue to be paid
at their regular rate.
35. MILITARY LEAVE
35A. Regular full-time employees serving in the Military Reserve, S.D. Army National
Guard, Air National Guard, or Naval Militia will be granted paid leave of absence
when they are called out for active service. They shall be paid a pay supplement
by the City so that the supplement combined with their service pay shall equal
their regular rate of pay from the City. If such service exceeds two (2) weeks, the
City will not supplement the pay; however, there will be no loss of seniority, and
employees may utilize vacation leave. In the event of a mandatory call up for a
national or state emergency, differential pay will be paid for four (4) weeks. In
the event an employee volunteers or it is deemed mandatory for temporary duty
(TDY), differential pay will be compensated for up to five (5) working days. The
above periods of times considered for differential pay will be per calendar year.
Differential pay shall include quarters allowance, in addition to base pay.
35B. Medical benefits will be extended for thirty (30) days for all Military personnel
called to active duty.
36. MEDICAL LEAVE OF ABSENCE
36A. The City of Brookings and the Union agree to comply with guidelines set forth in
the Family Medical Leave Act (FMLA) of 1993 as well as any subsequent
amendments and/or modifications to the law.
36B. A leave of absence for the birth of a child shall be treated as any other illness or
temporary disability.
37. INJURY LEAVE
An employee injured while on the job must promptly notify their Department Head,
Division Manager, or supervisor. All medical and hospital expense shall be paid for in
accordance with Worker’s Compensation and the City policy. The City policy in injury
leave shall be to compensate the employee up to a maximum of 960 hours per injury,
for those injuries which qualify for Workers Compensation lost time benefits, at the
rate of pay they were making at the time of accident, less the amount they receive from
Worker’s Compensation. Injury leave availability shall include return of leave for any
other leave taken during the initial seven consecutive day waiting period. After the 960
hours per accident, the employee may elect to use accumulated sick leave and/or
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vacation credits to continue receiving their full pay. Should the employee not elect such
action or should they exhaust all accumulated credits, they may apply for disability
under provisions of the Worker’s Compensation Act or the Retirement Fund. Once the
employee is no longer receiving full compensation from the City, they will be eligible to
receive compensation payable under the Worker’s Compensation Act in addition to
eligible retirement benefits. All vacation, sick leave and holiday leave earned while on
injury shall accrue at the employee’s regular rate. In the event the employee incurs an
on the job injury which does not qualify for Worker’s Compensation and/or results in
lost time of less than seven consecutive days, the employee will be required to utilize
sick, vacation, or leave without pay for those days which they are absent from work.
Employees may use injury leave in no less than one-fourth (1/4) hour increments for
doctor appointments, etc. once seven-day loss time requirement has been met.
38. LEAVE WITHOUT PAY
50A. Regular full-time employees may request and may be granted a leave of absence
without pay for personal reasons up to a maximum of 6 continuous months (not
to include FMLA leave taken), subject to the approval of their Department Head,
Division Manager, Human Resources Director and City Manager and providing all
vacation leave and/or sick leave has been exhausted.
39. TRAVEL
The City of Brookings encourages management and non-management staff to attend
and participate in professional meetings, training seminars, and educational courses.
39A. Employees who attend training outside of the department will be compensated
for a maximum of eight (8) hours per day on those days they are attending
training, unless otherwise approved in advance by Department Head or Division
Manager, based upon FLSA guidelines.
39B. Travel Expenses - Employees shall be reimbursed for all reasonable expenses
incurred in the line of duty as provided by the City travel policy. Mileage will be
paid in accordance with current City schedules. In no instance will the City travel
rates be less than the South Dakota State rates.
40. VOLUNTEER FIRE DEPARTMENT TRAINING
Regular full-time employees who are members of the Brookings Volunteer Fire Department
may attend Fire Training Programs or schools if approved by the Department Head or Division
Manager. Employees’ vacation time shall be used for these training programs or schools.
Expenses and per diem allowances shall be paid by the Brookings Fire Department as provided
in the Volunteer Fire Department Training Policy. In a fire emergency, regular full time
employees who are members of the Brookings Volunteer Fire Department may request up to 15
work days off without pay per calendar year to assist other areas if appropriate documentation
is presented to substantiate the need for the leave. Such time off would not affect the accrual
of benefits for the month.
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41. LICENSES AND CERTIFICATES
41A. The City of Brookings has established several positions which require a license or
certificate as a minimum qualification. As a benefit to employees, the City will
reimburse the employee for expenses and fees required to obtain a license or
certificate. The City, however, will only reimburse costs for the first three (3)
attempts at securing a license or certificate.
41B. City employees who attend license or certificate training sessions in excess of
four (4) weeks in duration shall be required to sign a statement prior to
attending the training, guaranteeing the City an additional two (2) years of
service. Employees who fail to return a total of two (2) years of service shall
reimburse the City a prorated share of the total cost. Cost of the training shall
include transportation, room and board, and the cost of the training session.
42. BREAK TIME
42A. The lunch period is one (1) hour in length during an eight (8) hour working day,
unless mutually agreed otherwise. The lunch period should be taken sometime
midway through the employee’s work shift.
The Department Head, Division Manager, and/or supervisor retains the right to
schedule employee’s lunch and rest periods to fulfill the operational needs of
the various work units.
42B. Rest breaks will be granted twice daily during 8 and 10-hour work shifts and
three times daily for 12 hour work shifts at the Ice Arena for twenty (20)
minutes each. Rest periods may not be accumulated for time off or used to
leave work early.
43. MISCELLANEOUS
43A. Employees may maintain residence outside the city limits.
43B. Employees may request time off without pay after all benefit time
(vacation, comp time, and sick leave) have been exhausted.
43C. Physical Fitness
It shall be the responsibility of each employee to maintain the standards of
physical fitness and condition required to perform their job. Whenever a
Department Head or Division Manager suspects the physical condition of an
employee is endangering their own health or the safety of their fellow workers,
they may request the employee to submit to a medical examination by their
physician without expense to the employee for the purpose of determining
whether the physical condition of the employee may affect job performance of
the employee or the safety of their fellow workers.
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43E. Prescription Safety Eyeglasses
Effective January 1, 2013, for those employees who wear prescription eyewear
who perform jobs, duties, or tasks requiring eye protection, a program has been
established in which those employees may request through their supervisor
prescription safety glasses. The prescription safety glasses system shall meet
the ANSI Z87 standards which include permanently mounted side shields.
Employees may make their choice of frames from frames which meet this ANSI
standard. The maximum allowable charges that the City will be responsible for
in the purchase of this prescription safety eyewear are as follows:
Single vision lens & frames: Maximum $285.00
Bifocal lens & frames: Maximum $305.00
Trifocal lens & frames: Maximum $315.00
Progressive or other special need lens & frames: Maximum $395.00
The City will assume only the cost of the glasses. Any testing or eye
examinations associated with the glasses will be at the expense of the
employee. Employees are eligible for a replacement set of prescription safety
glasses once every 12 months, but only in circumstances in which a change is
needed due to a prescription change.
44. UNIFORMS AND EQUIPMENT
44A. In positions requiring additional gear, it shall be provided for employees by the
City. Employees are responsible to turn in worn-out clothing or defective
equipment to their supervisor prior to being issued new replacements.
44B. For positions which have been predetermined by the Department Head or
Division Manager to require safety boots/shoes, effective January 1, 2020, an
allowance of $150.00 per calendar year will be provided to the employee for
the purchase of safety boots/shoes. The $150.00 allowance will be disbursed
once every calendar year through the payroll system in the month of April. As
the employee purchases the boots needed for their job, it will be the
responsibility of the employee to furnish a copy of the actual receipt to their
Department Head or Division Manager. The receipt will be used to track the
actual amount of money used each year by employees for safety boots/shoes.
44C. Uniforms and equipment is a proper topic for committee for union management
cooperation.
45. STANDBY TIME
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45A. When any employee is designated to be on call or standby for a period of one
(1) week, they shall receive, in addition to their regular salary, twenty dollars
($20.00) per day effective January 1, 2011, plus time and one half for any hours
worked, while working standby. Employees scheduled to be on standby
Saturday, Sunday or any scheduled holiday, shall receive twenty-five dollars
($25.00) for Saturday, Sunday, or any scheduled holiday effective January 1,
2011. They shall not be scheduled more often than three (3) each month on a
rotation basis, unless the employees work under another arrangement,
acceptable to the Department Head, Division Manager, and City Manager. If a
standby service should fall on a regularly authorized holiday, the employee
shall receive salary for that day in addition to the standby pay for that period.
45B. Employees on Standby are expected to be available for duty at any time in the
same condition as would normally be expected of an employee for the
performance of their duties. Individuals must be constantly available for contact
by phone or by pager (with pager to be provided by the City) and are expected
to report for duty within thirty (30) minutes barring unforeseen circumstances
not within their control.
45C. When an employee is required to act as supervisor in charge of the Street
Department due to the absence of the Street Superintendent, that individual
will be compensated, in addition to their regular salary, a daily rate of thirty-five
dollars ($35.00) per day on weekdays (Monday through Friday) effective January
1, 2011 and fifty dollars ($50.00) for weekends (Saturday and Sunday), and city
recognized holidays effective January 1, 2011.
46. SHIFT DIFFERENTIAL
46A. Full-time employees scheduled to work between 6:00 P.M. and 7:00 A.M. shall
be paid an additional eighty cents ($.80) for time worked between those hours.
46B. Full-time employees scheduled to work from 6:00 PM Friday until 7:00 A.M.
on Monday and all hours worked during a city recognized holiday shall also
receive the additional eighty cents ($0.80) per hour shift differential.
47. CALL-IN
Employees who are requested to report for work during hours when they are normally
scheduled to be off shall receive time and one-half (1 1/2) for a minimum of two (2)
hours of work or two (2) hours pay in lieu of work. This minimum shall not apply to
work performed immediately before or immediately after an employee’s regular work
shift. Department Head or Division Manager shall have the discretion of calling in the
appropriate personnel based on the needs of the job.
48. HAZARDOUS PAY
When an employee of the Forestry Department is trimming trees requiring the use of
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aerial bucket and/or ropes, the removal of trees, or around overhead electrical
distribution lines, or while operating a wood chipper or stump cutter; or an employee is
required to work on the ground near the front end loader grappling forks; or an
employee is required to work with the asphalt recycling unit, steamer, oilers or one air
compressor operator during crack sealing in the Street Department, that employee
shall, in addition to their regular pay, receive hazardous pay for all times spent in said
hazardous duty of Two Dollars and Seventy-Five Cents ($2.75) per hour. Employees will
also receive this hazardous pay during handling and/or clean-up of chemicals effective
January 1, 2013; as well as paint striper operator, and loader operator with grapple
hooks during spring clean-up, effective January 1, 2016.
49. COMPENSATION TIME
Employees at their discretion shall be entitled to be paid for overtime at the rate of time
and one-half (1 1/2) or designate comp time upon approval of Department Head or
Division Manager in lieu of pay at the rate of time and one-half (1 1/2) for each hour of
overtime. The maximum allowable carryover from one calendar year to the next is forty
(40) hours.
Use of comp time must be approved by the Department Head or Division Manager and
may not result in overtime needing to be paid to cover a shift.
50. LONGEVITY
50A. Regular full-time employees shall be eligible for longevity pay based upon length
of full-time continuous service with the City of Brookings. Length of service shall
be the full number of years of service as of the hire date of the employee’s
employment. Years of service must be continuous years of service.
50B. Longevity pay shall be paid monthly with regular pay. All deductions required by
the law shall be made. In order to earn the payment of longevity in a given
month, the employee must work or use paid leave for at least 50% of the hours’
payable in the payroll month. Employees will be granted their new monthly
longevity rate within the month that their anniversary of continuous
employment falls.
50C. The amount of longevity pay shall be at the rate of $6.00 per month per year
with a cap of 30 years after completing five (5) years of continuous full-time
employment.
EXAMPLES: 5 years of employment $30.00 per month 8
years of employment $48.00 per month 10
years of employment $60.00 per month
51. WAGES (See Appendix A - attached)
51A. 2022: Employees will be eligible for a 1 – 4 % merit increase based on
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annual performance review. Employees at the max of their wage range
will not be eligible for a merit increase but will receive a one-time 1 – 4 %
bonus payout based on their annual performance review. Employees will
be eligible for up to a $2000.00 one-time compensation supplement that
would be paid on the November 2022 paycheck.
2023: Employees will be eligible for up to a 5% merit increase based on
annual performance review. Employees at the max of their wage range
will not be eligible for merit increase but will receive a one-time up to 5%
bonus payout based on their annual performance review. Employees will
also be eligible for up to a $1400.00 compensation supplement in 2023
depending on 2023’s sales tax performance. Calculation for the
compensation supplement will be as follows:
Any increase in sales tax greater than 2% budgeted for 2023 will be
split in half between the City and Employees, up to 7%. Each 1%
increase in sales tax greater than 2% will equate to a $280 to the
employees.
51B. Only a Wage reopener will occur on an annual basis commencing prior to the
City of Brookings budgeting process.
52. DEFINITIONS
As used in this document, the following words and terms, unless the context clearly
requires otherwise, shall have the meaning as indicated.
52A. Grade or Class of Positions - A group of positions sufficiently alike in duties,
authority and responsibility to justify the same title, qualifications and schedule
of pay to all positions in this group.
52B. Compensation - All forms of valuable consideration, including salaries or wages
earned by or paid to any employee by reason of service in a position with the
City.
52C. Demotion - An involuntary change in classification of an employee from a
position in one class title to a position in another class title having a lower entry
level salary. (This definition shall not include down-grades.)
52D. Voluntary Reclassification - The voluntary classification of an employee from a position in one
class title to a position in another class title having a lower entry level salary.
52E. Relative - The employee’s grandparents, grandchildren, father-in-law, mother-
in-law, son-in-law, daughter-in-law, brother-in-law, or sister-in-law, and
members of the immediate family. Step relatives are also included in above
classifications.
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52F. Immediate Family - The employee’s spouse, parents, spouse’s parents, son or
daughter, brother, sister, step-parents, step-brother, step-sister, step-children
and/or legal guardian or ward.
52G. Discharge - The permanent involuntary separation of an employee from their
position for cause.
52H. Employee - A person legally occupying a position with the City or on authorized
leave of absence from such service. Elected officials and members of appointed
Boards and Commissions shall not be considered as employees, nor shall the
provisions of this document be applicable.
52I. Probationary Period - A working test period of six (6) months during which an
employee is required to demonstrate their fitness for the duties to which
they are appointed by actual performance of the duties of the position.
52J. Promotion - A change in the position of an employee from one grade to a
position in another grade having a higher maximum salary range. (This
definition shall not include upgrades.)
52K. Transfer - The change of an employee from one position to another position in
the same grade or another grade having the same maximum salary range,
involving the performance of similar duties and requiring substantially the same
basic qualifications.
52L. Hire Date - The hire date will be the date upon which an individual became a
regular full-time employee. That date does not change with any changes of
duties. If an individual is re-employed, only the date of their current re-
employment shall serve as the official date of employment for all personnel
transactions, except for employees who have re-employment rights due to
layoff.
52M. Anniversary Date - The anniversary date is the date in which an individual
becomes employed within a current job description. The anniversary date
would not change unless there was a promotion or transfer during their
employment. If a promotion was received within the same department, their
anniversary date would change to the date in which the promotion was
effective. The anniversary date would also change if they transferred from a
position within one department to a different position within another
department. There would be no change in the anniversary date in a situation in
which an employee’s job description is re-evaluated due to a change in duties,
etc. Under that circumstance, the anniversary date would remain at the date in
which the employee entered their position.
52N. Reclassification - The change in the duties and responsibilities of a position
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involving either the addition of new assignments or the taking away or
modification of existing assignments which causes a change in the class title of
the position.
52O. Department Heads - Those persons appointed by the City Manager to manage
and administer the work and personnel of their respective departments. They
shall consist of the City Clerk, Community Development Director, Human
Resources Director, Finance Manager, Liquor Store Manager, , Fire Chief, Parks,
Recreation and Forestry Director, Public Works Director and Chief of Police. Also
acting as Department Head is the City Librarian, who is appointed by the Library
board.
52P. Division Managers – Those persons appointed by the City Manager to manage
and administer the work and personnel of their respective divisions. They shall
consist of the Street Manager, City Engineer, and Solid Waste Manager.
53. DURATION
53A. This Agreement shall be in full force and effect from January 1, 2022, up to and
including December 31, 2024, and shall supersede any prior Agreements
between the parties, and shall continue from year-to-year thereafter, unless
written notice of desire to cancel or terminate or modify the Agreement is
served by either party upon the other by July 1, 2024. The agreement will be
opened annually for wages only thereafter, with negotiations commencing
before the budget process each year.
53B. When no cancellation or termination is served and the parties desire to continue
said Agreement but also desire to negotiate changes or revisions in the
Agreement, either party may serve upon the other a notice prior to the first day
of July of the current contract year, advising that said party desires to revise or
change terms or conditions of said Agreement.
CITY OF BROOKINGS TEAMSTERS LOCAL UNION NO. 120
City Manager Principle Officer/President
Date Business Agent (James Heeren)
Date
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APPENDIX A
OFFICIAL SALARY SCHEDULE
AND COVERED POSITIONS
GENERAL CONTRACT FOR 2022
Explanation of Schedule
There is an open salary range for every position classified as a salary grade that defines the
minimum and maximum salary for the position. Non-exempt employees’ hourly rate will be
calculated by taking their annual salary divided by the number of worked hours in a year (2080).
New employees will normally be hired at the minimum of the salary grade in the appropriate
classification unless experience and qualifications justify beginning above the minimum. All
new employees shall be granted a probationary appointment for a period of six (6) months. This
probationary period is a working test during which the new employee must satisfactorily
demonstrate their ability to perform their duties. If employee does not satisfactorily
demonstrate their ability to perform their duties by the end of the probationary period, the
employee may be terminated or the probationary period extended up to an additional six (6)
months with a determination of pay increase held until the expiration of that extension. In
accordance to this agreement and upon completion of the probationary period, the
probationary employee may be reclassified to regular full-time.
Covered Positions and Occupational List of Class Titles
Management Supervisory Series
This series consists of those positions having a combination of assigned management tasks and
the responsibility of supervising full-time personnel.
Title Grade
Forestry Supervisor 25
Park Supervisor 25
Street Supervisor 25
Professional Series
The positions in this series are distinguished by special requirements of education or training.
They may be assigned management tasks and typically have a high degree of public contact.
Title Grade
Code Enforcement Officer 22
Building Inspector 24
Engineering and Storm Water Technician 24
Maintenance and Equipment Operator Series
Positions allocated to this series have classifications and duties involving the maintenance of
public streets, parks and require the operation and/or repair of specialized equipment. The
series also includes Apprenticeship positions.
Title Grade
General Laborer 17
Sanitation/Solid Waste Collector 20
Airport Operations/Maintenance Technician 20
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Park Technician 20
Forestry Technician 20
Street Maintenance Technician 20
Building Trades Technician 20
Advanced Equipment Operator- Streets, Landfill 21
Building Trades Specialist 23
Shop Supervisor/Mechanic 25
Heavy Equipment Operator- Streets, Landfill 23
City of Brookings
Labor Contract
2022-2024
INDEX
Article Title Page
Article 28 ....................Alcohol and Drug Abuse ............................................................. 13
....................................Appendix A ................................................................................. 30
Article 42 ....................Break Time ................................................................................. 22
Article 9 ......................Bulletin Boards ............................................................................. 4
Article 10 ....................Business Agents ............................................................................ 4
Article 47 ....................Call-In ......................................................................................... 25
Article 6 ......................Check Off ...................................................................................... 3
Article 15 ....................Citizen’s Complaint ....................................................................... 6
Article 5 ......................Committee for Union - Management Co-Operation ...................... 2
Article 49 ....................Compensation Time .................................................................... 25
Article 52 ....................Definitions .................................................................................. 26
Article 14 ....................Discharge or Suspension ............................................................... 6
Article 53 ....................Duration ................................................................................... 289
Article 29 ....................Employee Assistance Program .................................................... 13
Article 19 ....................Employee Classification ................................................................ 9
Article 12 ....................Grievance Procedure .................................................................... 5
Article 48 ....................Hazardous Pay ............................................................................ 25
Article 31 ....................Holidays ...................................................................................... 15
Article 37 ....................Injury Leave ................................................................................ 21
Article 26 ....................Insurance .................................................................................... 12
Article 22 ....................Interim Pay Grade Changes ......................................................... 11
Article 38 ....................Leave Without Pay ...................................................................... 21
Article 7 ......................Liability Coverage ......................................................................... 3
Article 41 ....................Licenses and Certificates ............................................................. 22
Article 50 ....................Longevity .................................................................................... 25
Article 3 ......................Maintenance of Standards ............................................................ 1
Article 4 ......................Management Rights ..................................................................... 1
Article 36 ....................Medical Leave of Absence .......................................................... 20
Article 35 ....................Military Leave ............................................................................. 20
Article 43 ....................Miscellaneous ............................................................................. 22
Article 23 ....................Out-Of-Class Pay ......................................................................... 11
Article 24 ....................Pay Period .................................................................................. 11
Article 21 ....................Promotions or Transfers ............................................................. 10
Article Title Page
Article 1 ......................Recognition .................................................................................. 1
Article 13 ....................Reprimand .................................................................................... 5
Article 27 ....................Retirement ................................................................................. 13
Article 18 ....................Seniority ....................................................................................... 8
Article 2 ......................Separability and Saving Clause ...................................................... 1
Article 20 ....................Separations ................................................................................. 10
Article 46 ....................Shift Differential ......................................................................... 24
Article 33 ....................Sick Leave ................................................................................... 17
Article 34 ....................Special Leave .............................................................................. 19
Article 45 ....................Standby Time .............................................................................. 24
Article 8 ......................Stewards ....................................................................................... 3
Article 30 ...................Storm Policy ................................................................................ 14
Article 25 ....................Tax Deferred Annuities ............................................................... 12
Article 39 ....................Travel ......................................................................................... 21
Article 44 ....................Uniforms and Equipment ............................................................ 23
Article 11 ....................Union Business and Representatives ............................................. 4
Article 32 ....................Vacation Leave ........................................................................... 16
Article 40 ....................Volunteer Fire Department Training ........................................... 22
Article 51 ....................Wages ......................................................................................... 26
Article 16 ....................Work Rules ................................................................................... 7
Article 17 ....................Work Week ................................................................................... 7
1
CITY OF BROOKINGS
LABOR CONTRACT 2022
THIS AGREEMENT made and entered into this 1st day of January, 2022, by and between the City
of Brookings, South Dakota, hereinafter referred to as the “Employer or the City” and the Teamsters
Local Union No. 120, affiliated with the International Brotherhood of Teamsters, hereinafter referred
to as the “Union”.
1. RECOGNITION
The Employer hereby recognizes the Union as the sole collective bargaining representative
pursuant to SDCL 3-18, for all the employees employed by the Employer in the following
described unit:
All regular full-time employees employed by the City of Brookings as stipulated in
Appendix A.
2. SEPARABILITY AND SAVING CLAUSE
If any provision of the Agreement is in contravention of the laws or regulations of the United
States or the State of South Dakota, such provisions shall be superseded by the appropriate
provisions of such regulation; so long as the same is in force and effect, but all other provisions
of the Agreement shall continue in force and effect.
3. MAINTENANCE OF STANDARDS
3A. The Employer agrees, subject to the following provisions, that all conditions of
employment in his individual operation relating to wages, hours of work, overtime
differentials and general working conditions shall be maintained at not less than the
highest standards in effect at the time of the signing of this Agreement, and the
conditions of employment shall be improved whenever specific provisions for
improvement are made elsewhere in this Agreement.
3B. It is agreed that the provisions of this Article shall not apply to inadvertent or bona fide
errors made by the Employer or the Union in applying the terms and conditions of this
Agreement. Such bona fide errors may be corrected at any time.
3C. This provision does not give the Employer the right to impose or continue wages, hours
or working conditions less than those contained in this Agreement.
4. MANAGEMENT RIGHTS
The Union recognizes the prerogatives of the City Council and City Manager to operate
and manage its affairs in all respects in accordance with its responsibility and powers of
authority which the City has not officially abridged, delegated or modified by this
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Agreement, and such powers and authority are retained by the City. These
management rights include, but are not limited to the following:
4A. To utilize personnel, methods and means in the most appropriate and efficient
manner possible; to manage and direct the employees of the City; to hire,
schedule, promote, transfer, assign, train or retrain employees in positions with
the City; to discipline/suspend, discharge or take other appropriate action
against employees for just cause;
4B. To determine the size and composition of the work force, to eliminate or
discontinue any job or classification and to lay off employees for lack of work or
lack of appropriate funds;
4C. To determine the objectives of the City and the methods and means necessary
to efficiently fulfill those objectives, including transfer, alteration, curtailment,
or discontinuance of any service; the establishment of acceptable standards of
job performance; (this shall not include the establishment of a quota system);
for purchase and utilization of equipment; and the utilization of seasonal and
part time employees, as long as no full time employees are laid off;
4D. To provide reasonable standards and rules for employees; and
4E. To determine the method of fulfillment of the objectives of the City whether by
its employees or by contracting or subcontracting with respect to all of the City’s
services.
4F. To determine daily staffing levels.
5. COMMITTEE FOR UNION - MANAGEMENT CO-OPERATION
5A. The parties recognize that during the period in which this agreement is in effect,
problems of administration of this Agreement may arise which are not
anticipated by either party. They also recognize that during such period more
mutually constructive and productive relationships are likely to exist between
the City and the Union and among both management and non-management
employees, if both the City and the Union continue to enlarge their respective
efforts to gain a better appreciation and understanding of each other’s
problems and objectives. They recognize that frequently what first appears to
be problems or areas of conflict and disagreements, are actually the result of
misunderstanding which are cleared away upon a complete and frank exchange
of viewpoints and ideas. They believe that even though limitations are being
placed upon formal collective bargaining negotiations through extended period
of this Agreement, a better atmosphere in which they both desire, can be
created through meetings of the kind described below.
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5B. Once each month or as needed, meetings may be held during the term of this
Agreement of the committee formed as part of this Article. It is understood that
such meetings will be held for the purpose of appraising and discussing the
problems, if any, which arise concerning administration, interpretation or
application of the Agreement or other matters which either party believes will
contribute to the improvement in the relations between them, within the
framework of this Agreement. It is understood that such meetings shall not be
for the purpose of handling grievances or conducting collective bargaining
negotiations nor for any purpose which in any way will modify, add to, or
detract from the provisions of this Agreement. In agreeing to such meetings,
the parties are providing concrete evidence of their sincere desire to encourage
friendly, cooperative relationships between their respective representatives at
all levels, and with and between all employees covered by this Agreement and
to find ways to overcome difficulties, influences, or attitudes which interfere
with such relationships.
5C. This committee shall also consider handling problems concerning the safety of
working conditions. Each of the parties recognize the importance of protecting
the health, life and limb of employees and the City will make every reasonable
effort to improve conditions that promote health and safety among City
employees. This committee may make recommendations respecting conditions
which in its opinion would make working conditions more safe.
5D. The committee shall be composed of four (4) members designated by the Union
and four (4) members designated by the City. Any recommendations must be
adopted by a majority of the committee.
6. CHECK OFF
Effective upon ratification, the Employer agrees that upon receiving written
authorization by the employee from the Union, the Employer will deduct all dues,
initiation fees and assessments designated by the Local Union. Such deductions shall be
remitted by the Employer to the Local Union at a time mutually agreed between the
City and the Union.
7. LIABILITY COVERAGE
The Employer shall continue in affect the insurance coverage relating to claims against
the City and City Employees. The Employer retains the right to change insurance
carriers or otherwise provide for insurance coverage. The minimum coverage under
this policy shall be $300,000.00.
8. STEWARDS
The City recognizes the right of the Union to designate stewards. The job stewards so
4
designated shall perform the following duties:
8A. Investigation and presentation of grievances to Employer or the Employer
representatives in accordance with the provisions of this Agreement.
8B. Serve bargaining unit employees by explaining the purpose and content of an
existing contract. The City shall direct such inquiries by bargaining unit
employees to job steward(s). The stewards shall be permitted a reasonable
time, as time permits, to conduct necessary Union business of presenting,
processing and investigating grievances, during work hours without loss of pay,
provided that it does not interfere with the efficient operation of the
Department, which determination shall be in the discretion of the duty
supervisor, and provided that the steward’s supervisor(s) is advised in advance
of the absence. Such time on such necessary Union business during duty hours
shall not be deducted in the computation of monthly overtime.
9. BULLETIN BOARDS
The employer agrees to provide space on its bulletin boards for Union business notices.
Union space will be allocated.
10. BUSINESS AGENTS
Authorized agents of the Union, after having notified the Department Head or Division
Manager, shall have reasonable access to the City’s establishment and be permitted to
visit and converse with employees during regular on-duty hours for the purpose of
adjusting disputes, investigating work conditions, and ascertaining that the Agreement
is being adhered to; provided, however, that there is no significant effect on the City’s
responsibilities toward the general public.
11. UNION BUSINESS AND REPRESENTATIVES
11A. The Employer agrees to grant the necessary time off, without discrimination and
without pay, to Union officers and stewards to attend a labor convention, not to
exceed a total of five (5) employees, and to any one person the necessary time
off, without discrimination and without pay, to serve up to one (1) year in any
official Union business. Fifteen (15) calendar days written notice of such
absence will be given by the Union to the Employer.
11B. Upon receiving forty-eight (48) hours’ notice, the City shall excuse all employees
in the bargaining unit, to attend Union meetings, provided that during the term
of the contract, such Union meetings shall not exceed four (4) with each having
a maximum duration of four (4) hours. All employees attending such Union
meetings shall be available to handle calls in the same manner as are handled
during meetings called by the City. Off duty employees attending such meetings
shall do so on their own time.
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12. GRIEVANCE PROCEDURE
12A. Grievances are herein defined to be disputes involving the interpretation of this
Agreement.
12B. Employees are encouraged to attempt to resolve grievances with his or her
supervisor. Failure to resolve grievance with the supervisor, employees are
encouraged to attempt to resolve the grievance with the Department Head
or Division Manager.
12C. Failure to resolve the grievance with the supervisor, Department Head, or
Division Manager, the grievance shall be reduced to writing and submitted to
the Human Resources Director and the Local Union within ten (10) calendar
days following the day on which the grievance occurred or within ten (10) days
of knowledge of the occurrence. The written grievance shall contain the alleged
violation and relief requested. The grievance shall be signed by the aggrieved
employee or a representative of the Local Union. An employee may have a
steward and/or union representative present at any step of this procedure.
Within ten (10) working days, the City Manager or his or her designee shall
meet with the grievant and the Local Union. At this meeting, all available
evidence shall be afforded to both sides.
12D. Failing settlement at that level, the matter may be appealed to the Department
of Labor and Management pursuant to SDCL 3-18-15.2. The appeal must be
initiated by the employee or the Local Union within thirty (30) calendar days.
No grievance shall be entertained or processed unless it is submitted in
accordance herewith. If a grievance is not presented within the time limits set
forth above, it shall be considered “waived”. If a grievance is not appealed
within the specified time limits or any agreed extension thereof, it shall be
considered withdrawn. In all cases involving disciplinary action, the employee
and/or the Union may elect to commence the grievance procedure at the level
of the Department Head, Division Manager, or City Manager.
12E. Time limits may be extended by mutual agreement.
12F. The Union has the authority to abandon a grievance.
12G. Abandonment of a grievance shall not set a precedence.
13. REPRIMAND
Any reprimand that can become part of an employee’s official record or result in
suspension or discharge shall be given in writing to the employee affected, with a copy
to the Union steward and shall be done at an appointed time with such employee
having the right to have a Union steward and/or other Union representative present.
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14. DISCHARGE OR SUSPENSION
14A. The Employer shall not discharge, suspend, or discipline any employee without
just cause, but in respect to discharge or suspension shall give at least one (1)
warning notice of a complaint against such employee to the employee in writing
and a copy of the same to the Union, except that no warning notice need be
given to an employee before they are discharged or otherwise disciplined if the
cause of such discharge is:
1. Dishonesty;
2. Drinking of, presence of alcohol on their person, or under the influence
of alcoholic beverage or narcotics during their work shift. An employee
will submit to a portable breath test if the presence of alcohol is
suspected. In the event of a positive reading, the employee may, at their
discretion, submit to a blood alcohol test, the expense of which is
covered by the City if the test is negative and by the employee if the test
is positive. The employee will submit to a urine drug screen if the
presence of drugs is suspected.
3. Personal possession or use of illegal drugs while on duty;
4. Failure to report a serious accident or incident while on duty;
5. Insubordination; flagrant disregard of a lawful or reasonable order.
14B. It is understood that there are other offenses of extreme seriousness that an
employee will be discharged without a warning letter. Depending upon the
circumstances and upon just cause, a lesser discipline to include demotion,
suspension, or any other appropriate disciplinary action, short of discharge, may
in the discretion of the City Manager, be implemented. It is further understood
that a warning notice shall mean that further disciplinary action up to and
including suspension or dismissal may occur if the condition causing the issuance
of the warning letter is repeated during the effective time of the warning notice.
Warning notices shall be in effect for up to 12 months.
14C. Discharge must be by proper written notice to the employee and the Local
Union. Any employee may request an investigation of this discharge.
15. CITIZEN’S COMPLAINT
When a citizen makes a formal complaint against an employee, which such complaint
might become part of that employee’s official record, such complaint shall be reduced
to writing after a complete investigation has determined there may be possible merit or
substance to the same. Such written complaint shall be delivered to the employee and
the employee shall have the right to face their accuser with the steward and/or
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representative of the Local Union present at such meeting. The Department Head or
Division Manager shall also be present at the meeting.
16. WORK RULES
The City of Brookings encourages and promotes a mutual respect between
management and bargaining unit employees in the performance of their respective
duties. Department general orders and work rules shall be reviewed by the City
Manager and the Department Head or Division Manager to ensure that they continue
to meet existing conditions. Management will notify all employees of work rule
changes. All Union comments on the proposed changes will be considered by the City
Manager and the Department Head or Division Manager; however, the City Manager
retains the right to adopt changes in the said orders, work rules and manual. This
article is not intended to permit changes in specific provisions of the Agreement. Any
disputes over reasonableness of work rules shall be subject to Article 5 (Committee for
Union-Management Co-Operation).
17. WORK WEEK
17A. The normal working day for municipal employees shall be consecutive hours and
the work week shall consist of forty (40) hours. Flexible schedules shall be set or
approved by the Department Head or Division Manager.
17B. Employees shall be paid for all time spent in the employ of the Employer.
17C. Employees shall be compensated at the rate of time and one-half for all hours
required to work prior to and/or beyond scheduled shift; on a scheduled day off;
or in excess of forty (40) hours per week. Overtime will not be paid, however, for
changes made to an employee’s normal weekly work schedule to include days
off or shift when seven (7) calendar days advance written notice is given to the
employee, unless changes to the schedule result in actual work hours in excess
of 40 per week. However, seven (7) calendar days advance notice does not need
to be given in the event of an emergency which is defined as an unforeseen
combination of circumstances that calls for immediate action as determined by
the Department Head, Division Manager, or their designee. In that event, the
employee shall be paid at a rate of time and one-half for all hours required to
work outside of their regular shift for emergencies and/or unforeseen
circumstances.
Employee requests to deviate from their normal workweek/day does not need
seven-day advanced notice if approved by their supervisor. Daily overtime will
not be awarded if the day is adjusted to meet the employee’s request. This
request will be adjusted in the appropriate timekeeping system.
Only hours physically worked will be considered for the purposes of calculating
overtime.
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Overtime will not be allowed without approval of the Department Head or
Division Manager or other supervisor as designated.
17D. Overtime shall not be pyramided.
17E. Employees shall be allowed to trade shifts if it is approved by the shift
Department Head or Division Manager.
17F. Part-time and seasonal employees shall be scheduled as needed, not to reduce
full-time employees below the normal scheduled work week.
18. SENIORITY
18A. Seniority rights for employees shall prevail.
18B. Seniority shall be defined as the total length of continuous service with the
Employer, since the employee’s last date of hire in the bargaining unit. Current
established seniority lists as of 12/30/97 shall not be modified or changed, but
with respect to the contract language of January 1, 1999, definitions consistent
with the seniority article shall prevail.
18C. On January 1 of each year, the Employer shall post a current seniority list and
shall submit a copy to the Union.
18D. Seniority and employment relationship shall terminate when an employee:
1. Quits;
2. Is discharged for just cause;
3. Is retired.
18E. Department seniority shall govern layoff and recall. In the event of a layoff, the
last employee hired in each affected Department, shall be laid off first as long as
the employees retained are qualified to perform the job. In recalling employees,
they shall be recalled in reverse order of lay-off in respective departments.
18F. A regular full-time employee who is laid off through a reduction in force, shall
receive two (2) weeks’ notice of separation or shall be paid for the two (2)
weeks following the notice of layoff. Part-time and seasonal employees shall be
laid off first provided they are doing comparable duties in the same
department.
18G. Seniority will continue to accumulate for any employee who is drafted into the
Armed Forces of the United States, or who volunteers during a period of
national emergency, for the period of their service, and for ninety (90) days
thereafter, if they received an honorable discharge.
18H. Employees who are injured and are covered by Workers’ Compensation shall
continue to accumulate seniority during their absence.
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18I. The City of Brookings shall grant re-employment rights to employees who have
been laid off. Employees who are discharged, resign, or retire, shall forfeit re-
employment rights. Employees who have been laid off shall be granted re-
employment rights for a period of six (6) months in the classification they
previously held. When re-employing personnel with seniority rights, such rights
shall prevail. Re-employed individuals who have been laid off shall retain
seniority and all accumulated benefits. Such benefits may not be accrued during
the layoff period.
19. EMPLOYEE CLASSIFICATION
19A. Regular Full-time Employees - Employees who work a minimum of forty
(40) hours per normal work week and are not designated as probationary or
temporary shall be defined as “regular full-time”. This classification will entitle
employees to all rights and benefits on a pro-rated basis. Time served on a
probationary status shall be considered as regular full-time, when the employee
is so classified.
19B. Probationary Employee - Probationary employees are newly hired employees
and shall be considered on a “probationary” status for a period of six (6) months
following their initial date of employment. Upon completion of not more than
six (6) months of satisfactory performance such employees shall be classified as
regular full-time. A probationary employee shall be subject to layoff, discipline,
or discharge at the sole discretion of the City. After an employee has
satisfactorily completed the probationary period, seniority will be established as
of their employment date.
19B.1 The probationary period is established for the purpose of evaluating the
performance of and manner in which each new employee adjusts to their
work. If an employee is granted leave during their probationary period
and said leave exceeds one week, then employee’s probationary period
shall be extended by an amount at least equal to the term of their leave.
If, for any reason, the employee is found to be unsatisfactory in their
performance or attendance during the probationary period, the
employee may be terminated. The “Probationary Employee Progress
Report” form shall be completed two weeks before the probationary
period ends in order to document the reason(s) for termination.
Managers will utilize the Probationary Employee Progress Report to
review each new employee’s performance and progress. The employee’s
work performance, attitude, attendance, ability to follow instructions,
and other factors which cause him/her to be successful on the job must
be carefully reviewed before the employee is classified as a regular full-
time employee. A probationary employee’s performance can be
reviewed as often as necessary during the probationary period. The City
Manager reserves the right to extend the probationary period of an
employee up to a maximum of six (6) additional months.
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19C. Acting - When a vacancy occurs in a position which cannot be left vacant for the
length of time anticipated, when no suitable list of approved candidates exists
for its filling, or for some other reason it is not feasible to make a permanent
appointment thereto, the Department Head or Division Manager may appoint
an employee to an “acting” capacity. The duration of such acting appointment
shall be only until a permanent appointment can reasonably be made. The
employee shall receive the wages of the vacant position.
20. SEPARATIONS
20A. Layoffs - In the event a cutback becomes necessary, City Manager will
first determine what positions should be eliminated, and will notify the
affected employees/union in writing.
20A.1 A regular full-time employee who is laid off through a reduction
in force, shall receive two (2) weeks’ notice of separation or shall
be paid for the two (2) weeks following the notice of layoff.
21. PROMOTIONS OR TRANSFERS
21A. An employee may request a transfer from a position or Department to another
position or Department within the bargaining unit. Such a request need not be
in the nature of a promotion. Requests for transfer must first be made to an
employee’s immediate supervisor and to the Department Head or Division
Manager.
21B. A performance appraisal will be conducted prior to the end of 10 days in the
new position. During the ten (10) day trial period, the employee shall have the
opportunity to revert to their previous position. If the employee is
unsatisfactory in the new position (in the opinion of the Employer), notice and
reasons will be submitted to him in writing by the Employer with a copy to the
Union. The matter may then become a proper subject for the grievance
procedure.
Benefits/seniority accumulated by the person transferring shall be retained by
that individual.
21C. Inter-departmental transfers of employees for a short duration for City
convenience may be made at any time at the discretion of the City Manager,
providing the employee is informed of the need and expected duration of the
transfer and it does not affect pay.
21D. Inter-departmental transfers of employees shall be made in the event of a
disaster, such as an ice storm, tornado or any other emergency.
21E. Whenever possible, new and vacant positions will be filled from within the City
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by promoting qualified employees in accordance with the following:
21E.1 Promotions/transfers shall be made on the basis of seniority, skills,
ability, qualifications, and job performance. If skills, ability,
qualifications, and job performance, are relatively equal, then seniority
shall be the determining factor.
21E.2 In accordance with this article, promotions must be approved by the City
Manager.
21F. All regular full-time job vacancies shall be posted on the City of Brookings
website. The City shall promote or transfer present employees to such vacancy
provided the employee meets the above criteria. Any employee denied a
promotion under this Article shall be given the reasons for such denial in
writing and may be appealed under the grievance procedure.
22. INTERIM PAYRATECHANGES
During the term of the contract, any proposed changes within the bargaining unit that
substantially affect an employee’s duties and responsibilities shall be submitted to the
Union. The City and the Union shall determine if the additional duties and
responsibilities warrant a pay rate change, and if so, establish the appropriate rate for
the position.
23. OUT OF CLASS PAY
An employee that works in a higher pay classification for a period of two (2) consecutive
weeks or longer shall receive the higher rate of pay for all time served in said higher pay
classification job excluding the first week. While assigned to such duties, the employee
shall be paid the entry level rate for working in that classification or at a rate that would
allow for a rate increase above their current rate of pay.
24. PAY PERIOD
24A. All employees covered in this Agreement shall be paid in the same manner as all
other city employees are paid, on a monthly pay period.
24B. The City is required to deduct the following items from an employee’s pay:
24B.1 Retirement contributions
24B.2 Additional deductions may be made for the following:
a. Insurance - life, health, dental, and vision
b. Credit Union
c. Annuities
d. Retirement (spouse option) contributions
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e. Union dues, application fees and assessments
f. Garnishments, child support, or other payroll deductions required by law
25. TAX DEFERRED ANNUITIES
The City of Brookings offers a payroll deduction Tax Deferred Annuity Program for all
employees. This is an investor directed, professionally managed annuity. The entire
cost is paid by the employee, but reduces the employee’s gross income for tax
withholding purposes. This can be a retirement and tax saving program for employees.
26. INSURANCE
26A. The City of Brookings offers insurance coverage to all regular full-time
employees. Group health, dental, vision, accident, and life insurance is available
for all qualified employees. The City of Brookings pays 75% of the total cost of
group health for individual or family coverage for all employees; 75% of the
single dental and vision insurance premium portion for all levels of dental and
vision insurance; and 100% of the total cost of the group life insurance plan for
employees. In order to earn the payment of insurance premiums for a given
month, the employee must work or use paid leave for at least 50% of the hours’
payable in the payroll month.
26B. All employees, with a full-time hire date prior to January 1, 2010, who are
eligible to begin receiving the South Dakota Retirement System (SDRS)
retirement benefit who retire early or have been approved for the SDRS
disability benefit within 30 days of effective date of resignation from the City of
Brookings, are eligible for 50% payment of the total cost for the retiree group
health and life insurance plan offered by the City as outlined in the City
insurance policy in accordance with current Insurance policy provisions with no
required minimum years of continuous full-time service with the City of
Brookings. All employees with a full-time hire date of January 1, 2010 and
thereafter, however, must pay 100% of the total cost for the retiree group
health and life insurance plan offered by the City. All employees with a full-time
hire date of January 1, 2010 and thereafter, must have a minimum of three (3)
years of full-time continuous service with the City of Brookings immediately
prior to retirement to be eligible for the City retiree group health and life
insurance benefits. The retirement insurance benefit will not continue beyond
age 65 and will end prior to age 65 if the retiree becomes eligible for Medicare.
26C. If any employee is covered under the City health insurance plan either by
spouse or dependent coverage, they would not be permitted to be covered
by an individual policy also with the City.
26D. Employees on leave of absence without pay may make arrangements for
continued coverage.
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27. RETIREMENT
The City of Brookings is a member of the South Dakota Retirement System.
Participation is mandatory and will be administered in accordance with the policies and
procedures as outlined by the South Dakota Retirement System. Termination of
employment will also be administered in accordance with the policies and procedures
as outlined by the South Dakota Retirement System.
28. ALCOHOL AND DRUG ABUSE
28A. The City complies with the terms and protections of the Americans with
Disabilities Act, including working cooperatively with employees who
meet the definition of being a “qualified person with a disability” to
identify and provide reasonable accommodations where necessary for
the performance of the essential functions of the job. This includes
qualified employees who have been diagnosed with alcohol use disorder
and whose alcohol does not adversely affect their job performance or
conduct or pose an unreasonable safety risk as determined by the City.
The City does not tolerate the use by employees of illegal drugs, and
such conduct will result in discharge from employment with the City.
28B. Department Heads, Division Managers, and supervisors shall
not physically search employees.
28C. Department Heads, Division Managers, and supervisors shall not
confiscate, without consent, prescription drugs or medications from an
employee who has a prescription.
29. EMPLOYEE ASSISTANCE PROGRAM
29A. It is the policy of the City to help employees experiencing behavioral/medical
problems which not only affect their personal lives but often result in poor job
performance. The City recognizes alcohol/drug abuse and addiction and other
medical behavioral problems as treatable illnesses. The City also recognizes that
other mental conditions can be successfully treated
29B. Confidentiality is one of the most important aspects of the program. If the
employee contacts the EAP directly, no one in the Company will know about it,
unless the employee tells them. Participation in the Employee Assistance
Program will not jeopardize the employee’s job security nor will it affect future
promotional opportunities. If an employee’s supervisor refers them, the EAP
counselor will let the supervisor know if the employee has kept the
appointment, and whether they have agreed to accept the help that was
offered. No information concerning the nature of the problem will be released
without the employee’s written consent. With this policy, any employee who
suspects that they have an alcohol, mental health or drug problem, even in its
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early stages, is encouraged to seek diagnosis and follow through with the
prescribed treatment as necessary.
29C. There is no charge for the initial assessment. The City will incur such expenses
for treatment and/or hospitalization as provided under the group health
insurance program. However, if costs are incurred for rehabilitation services
that are not covered by insurance or other benefits, such costs will be the
responsibility of the employee.
30. STORM POLICY
30A. Prior to the occurrence of inclement weather, the City Manager and Department
Heads or Division Managers will identify those positions and employees that are
essential to carry on the City operations and who must be present at work during
a storm. Those employees will be required to report for work via their own
means of transportation or City provided transportation.
30B. Employees who are not identified as being essential to carry on operations shall
have the option of “working or not working”. Those that work must utilize their
own means of transportation.
30C. Employees who choose not to work or are unable to work their regular
scheduled shift due to inclement weather will have to utilize vacation leave or
leave of absence without pay. Employees whose absence is four hours or less
will have the option of making up the time not worked.
30D. Due to work load or such other conditions as may warrant, the City Manager,
Department Heads, or Division Managers may identify additional employees
who were not initially identified as an essential employee. Department Heads
or Division Managers may use discretion in calling in additional employees and
such employees will be provided transportation and will be compensated at
their regular rate of pay.
30E. Interdepartmental transfers of employees may be made in the event of a
disaster, such as an ice storm, tornado or any other emergency.
31. HOLIDAYS
31A. It is the policy of the City of Brookings to afford all regular full-time employees
ten (11) paid holidays each year. The City recognizes the following holidays:
New Year’s Day
Martin Luther King, Jr. Day
Presidents’ Day
Memorial Day
Juneteenth
Independence Day
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Labor Day
Native Americans’ Day
Veterans’ Day
Thanksgiving Day
Christmas Day
Allows for one paid Floating Holiday each year. The Floating Holiday must be
used within the calendar year at management approval. The holiday does not
qualify for payment if not used.
All allowed holiday pay shall be defined as eight (8) hours of compensation to be
used based on employee’s regular rate of pay and cannot be used in less than 8
hour increments.
31B. If the designated holiday falls on a Saturday, the preceding Friday is observed,
and if the designated holiday falls on Sunday, the following Monday is observed
(except for shift workers).
31C. Employees scheduled to work on any one of the 11 above listed holidays will be
paid time and one-half for the number of hours actually worked as well as 8
hours of Holiday Pay to cover the payment of the above benefit.
31D. If an employee is on a scheduled day off when a holiday is observed, the
employee will be given an alternate day off in honor of the specific holiday
within 180 days from the date of the holiday. Payment for the 8 hours of holiday
pay will be given at that time.
31E. An employee on vacation during a holiday will receive holiday pay and will not
be charged for that day as vacation.
31F. An employee who is on paid leave of absence will be eligible for holiday pay for
a designated holiday observed during the leave of absence.
31G. An employee who is on unpaid leave of absence will not be eligible for holiday
pay for a designated holiday observed during the leave of absence.
31H. An employee scheduled to perform work on a designated holiday who does not
report and is not excused will forfeit the holiday. Further, the employee must
work their last full scheduled shift preceding the holiday and their first full
scheduled shift after the holiday to be paid the eight (8) hours of recognized
holiday pay. This holiday provision does not eliminate overtime pay (time and
one-half) for actual hours worked during a holiday. If the employee utilizes sick
leave for any of the aforementioned shifts, the supervisor may require a
doctor’s certification for date(s) absent.
31I. Employees who are scheduled to work on their normal day off due to a holiday,
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without a seven (7) calendar day written notice of a schedule change, will be
given an additional eight (8) hours off with pay to be used within 180 days of the
day on which it was earned and to be scheduled with the approval from the
employee’s Department Head or Division Manager.
31J. Holiday pay shall not be used in the computation of overtime.
32. VACATION LEAVE
32A. It is the policy of the City of Brookings to grant vacations with pay to provide
regular full-time employees with periods of rest and recreation in recognition of
services performed. Vacation leave for eligible employees for each vacation
year is based upon length of service.
32B. Employees will accrue vacation in accordance with the following schedule:
Date of hire through five years - 6.67 hours per month
After five but less than 10 years of service - 10.00 hours per month
After ten but less than 20 years of service - 13.33 hours per month
After twenty years of service - 16.67 hours per month
Vacation leave shall be earned and credited to employees on the last day of
each month, provided all other necessary provisions of this article have been
met. Said vacation leave shall not be available to employees until after it has
been earned and credited.
In order to earn the accrual of vacation leave in a given month, the employee
must work or use paid leave for at least 50% of the hours’ payable in the payroll
month.
32C. Employees have the opportunity to use vacation leave in one-fourth (1/4) hour
increments at the discretion of the Department Head or Division Manager.
Employees may accumulate up to two hundred eighty (280) hours (35 days) of
vacation. Cash payments in place of vacation privileges are not permitted
unless the employee is discontinuing employment.
32D. The accrual date for vacation is the employee’s hire date.
32E. Employees may use accrued vacation during their probationary period, however,
the employee may not use more hours than in vacation accrual balance. If
employee leaves employment prior to the end of the introductory period, any
vacation used during this period must be repaid to the City of Brookings.
32F. Employees granted unpaid leave of absence in excess of one-half month will not
accrue any leave for that month.
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32G. Employees will not receive additional vacation time off due to illness of disability
occurring while on vacation unless special circumstances in the opinion of the
immediate supervisor would warrant a change.
32H. Requests for vacation leave must be approved by the employee’s Department
Head or Division Manager prior to the time of departure and vacation will be
paid at the employee’s regular hourly rate. Leave requests will normally be
granted at the time requested by the employee, unless operational necessity
requires full staff.
32I. Employees who are laid off or discharged, who resign or retire after giving two
weeks’ notice to the City, or who are called to military service, shall receive
payment of such vacation time as is due them, computed on a pro-rata basis
according to the time worked during the current vacation year.
32J. Vacation leave can be taken during foul and dangerous weather, travel during
which is hazardous or not recommended by local authorities. This leave will be
granted with the approval of the Department Head or Division Manager.
32K. Vacation will be granted on a first come - first serve basis. In the event vacation
is requested at the same time by more than one employee for the same time
period, seniority provisions shall prevail.
32L. Employees requesting vacation leave shall be notified that their request has
been granted or denied in a timely manner. If the notice of grant or denial has
not been timely, the employee may contact the Department Head or Division
Manager directly for such determination.
33. SICK LEAVE
33A. Sick leave is leave with pay granted to regular full-time employees who are
suffering with an illness or disability which prevents them from performing their
assigned duties.
33B. Sick leave may be earned by probationary and regular full-time employees. Sick
leave begins to accrue at the rate of twelve (12) hours per month. Employees
with a start date prior to January 1, 2013 may accumulate up to 260 days (2,080
hours) of sick leave. Employees hired January 1, 2013 and thereafter, may
accumulate up to a maximum of 1500 hours of sick leave.
33C. After ten (10) years of service and upon termination of employment other than
discharge, any unused accumulated sick leave will be paid at ten percent (10%)
of the current base hourly rate and one percent (1%) additional for each year of
service beyond ten (10) years, up to 1,500 hours’ maximum accumulated sick
leave.
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33D. Requests for sick leave must be approved by the Department Head or Division
Manager prior to the employee’s normal starting time for the day involved,
unless, in the judgment of the immediate supervisor, the circumstances
surrounding the absence made the reporting before normal starting time
impossible. Upon returning to work, the employee shall notify their supervisor of
their recovery.
33E. Sick leave shall be earned and credited to employees on the last day of each
month, provided all other necessary provisions of this article have been met.
Said sick leave shall not be available to employees until after it has been earned
and credited.
In order to earn the accrual of sick leave in a given month, the employee must
work or use paid leave for at least 50% of the hours’ payable in the payroll
month.
33F. Accrued sick leave may be used during the employee’s probationary period.
33G. Sick leave shall be paid at the employee’s regular hourly rate, and employees
may use sick leave in no less than one-fourth (1/4) hour increments.
33H. The City reserves the right to require employees to submit verification from a
medical practitioner of their reason for absence upon their return from three (3)
consecutive sick days or where a pattern of frequent absences exist. The City
may also require any employee afflicted with an illness or injury that may
require work restrictions to present verification from a medical practitioner of
their fitness to continue to work.
33I. Employees shall be charged for sick leave only for absence on days when they
would otherwise work.
33J. The accrual date for sick leave is the last working day of the month.
33K. Sick leave shall be granted to employees:
33K.1 when they are incapacitated for the performance of their duties due to
illness to include birth of a child, injury, and injury not incurred in the
course of their employment;
33K.2 for medical, dental, and optical examinations or treatments, provided
the employee gives the City one (1) week notice of such appointment,
except in cases of emergency;
33K.3 when an employee or ward child is sick or when a member of the
immediate family is sick and requires the care and/or attendance of the
employee during scheduled work hours; immediate family is defined as
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spouse, son or daughter, parent or spouse’s parent, brother or sister,
grandchild, and dependent(s) residing in the employee’s home to include
step- relatives in the same categories. After three consecutive sick days,
the employee’s Department Head, Division Manager, and/or Human
Resources Director, may require a doctor’s statement specifying the
requirement of care and/or attendance. The cumulative amount of sick
leave that can be utilized by any one employee within the calendar year
for their spouse’s parent, brother and/or sister is 160 hours for calendar
year 2013, 140 hours for calendar year 2014 and 120 hours for calendar
year 2015 and thereafter.
33K.4 when, through exposure to a contagious disease, the presence of the
employee at their post of duty would jeopardize the health of others,
provided, however, that sick leave for these purposes shall require a
verification by a medical doctor’s certificate.
34. SPECIAL LEAVE
Leave with Pay
The Department Head or Division Manager will grant a leave of absence with pay to
regular full-time employees for the following reasons and with these restrictions
applied:
34A. Funeral
The City will permit any regular full-time employee to be absent from work
without loss of pay, based on their regular straight time pay for three (3) basic
scheduled work days to arrange for and attend the funeral for a member of the
immediate family or a relative. Pay shall be granted ten (10) hours for
employees on ten (10) hour shifts and eight (8) hours for employees on eight (8)
hour shifts, maximum forty (40) hour week plus authorized overtime. Additional
time beyond the three days may be charged to the employee’s choice of benefit
time at the discretion of the Department Head or Division Manager. Immediate
family for bereavement leave includes: spouse, parents, children, siblings,
grandparents, grandchildren, spouse’s parents, son-in-law, daughter-in-law,
brother-in-law or sister-in-law.
The bereavement benefit will also be granted for step-relatives in these same
categories. In the event of a funeral of a family member not included within the
relative or immediate family definition or a close friend, an employee may take a
reasonable amount of time off with pay to be charged as vacation or sick leave.
Bereavement leave may be used during the employee’s probationary period and
used in no less than one-fourth (1/4) hour increments.
34C. Jury or Court
If any employee is called for jury duty, they shall continue to be paid at their
regular rate. Upon returning to work, they shall reimburse the City for the
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amount received for jury duty for each day of absence from work. Vacation and
sick leave will continue to accrue for the time that is spent on jury duty.
34D. Firefighters and Honor Guard
If any employee is called to a fire as a volunteer firefighter or required to serve
as Honor Guard in the immediate Brookings area, they shall continue to be paid
at their regular rate.
35. MILITARY LEAVE
35A. Regular full-time employees serving in the Military Reserve, S.D. Army National
Guard, Air National Guard, or Naval Militia will be granted paid leave of absence
when they are called out for active service. They shall be paid a pay supplement
by the City so that the supplement combined with their service pay shall equal
their regular rate of pay from the City. If such service exceeds two (2) weeks, the
City will not supplement the pay; however, there will be no loss of seniority, and
employees may utilize vacation leave. In the event of a mandatory call up for a
national or state emergency, differential pay will be paid for four (4) weeks. In
the event an employee volunteers or it is deemed mandatory for temporary duty
(TDY), differential pay will be compensated for up to five (5) working days. The
above periods of times considered for differential pay will be per calendar year.
Differential pay shall include quarters allowance, in addition to base pay.
35B. Medical benefits will be extended for thirty (30) days for all Military personnel
called to active duty.
36. MEDICAL LEAVE OF ABSENCE
36A. The City of Brookings and the Union agree to comply with guidelines set forth in
the Family Medical Leave Act (FMLA) of 1993 as well as any subsequent
amendments and/or modifications to the law.
36B. A leave of absence for the birth of a child shall be treated as any other illness or
temporary disability.
37. INJURY LEAVE
An employee injured while on the job must promptly notify their Department Head,
Division Manager, or supervisor. All medical and hospital expense shall be paid for in
accordance with Worker’s Compensation and the City policy. The City policy in injury
leave shall be to compensate the employee up to a maximum of 960 hours per injury,
for those injuries which qualify for Workers Compensation lost time benefits, at the
rate of pay they were making at the time of accident, less the amount they receive from
Worker’s Compensation. Injury leave availability shall include return of leave for any
other leave taken during the initial seven consecutive day waiting period. After the 960
hours per accident, the employee may elect to use accumulated sick leave and/or
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vacation credits to continue receiving their full pay. Should the employee not elect such
action or should they exhaust all accumulated credits, they may apply for disability
under provisions of the Worker’s Compensation Act or the Retirement Fund. Once the
employee is no longer receiving full compensation from the City, they will be eligible to
receive compensation payable under the Worker’s Compensation Act in addition to
eligible retirement benefits. All vacation, sick leave and holiday leave earned while on
injury shall accrue at the employee’s regular rate. In the event the employee incurs an
on the job injury which does not qualify for Worker’s Compensation and/or results in
lost time of less than seven consecutive days, the employee will be required to utilize
sick, vacation, or leave without pay for those days which they are absent from work.
Employees may use injury leave in no less than one-fourth (1/4) hour increments for
doctor appointments, etc. once seven-day loss time requirement has been met.
38. LEAVE WITHOUT PAY
50A. Regular full-time employees may request and may be granted a leave of absence
without pay for personal reasons up to a maximum of 6 continuous months (not
to include FMLA leave taken), subject to the approval of their Department Head,
Division Manager, Human Resources Director and City Manager and providing all
vacation leave and/or sick leave has been exhausted.
39. TRAVEL
The City of Brookings encourages management and non-management staff to attend
and participate in professional meetings, training seminars, and educational courses.
39A. Employees who attend training outside of the department will be compensated
for a maximum of eight (8) hours per day on those days they are attending
training, unless otherwise approved in advance by Department Head or Division
Manager, based upon FLSA guidelines.
39B. Travel Expenses - Employees shall be reimbursed for all reasonable expenses
incurred in the line of duty as provided by the City travel policy. Mileage will be
paid in accordance with current City schedules. In no instance will the City travel
rates be less than the South Dakota State rates.
40. VOLUNTEER FIRE DEPARTMENT TRAINING
Regular full-time employees who are members of the Brookings Volunteer Fire Department
may attend Fire Training Programs or schools if approved by the Department Head or Division
Manager. Employees’ vacation time shall be used for these training programs or schools.
Expenses and per diem allowances shall be paid by the Brookings Fire Department as provided
in the Volunteer Fire Department Training Policy. In a fire emergency, regular full time
employees who are members of the Brookings Volunteer Fire Department may request up to 15
work days off without pay per calendar year to assist other areas if appropriate documentation
is presented to substantiate the need for the leave. Such time off would not affect the accrual
of benefits for the month.
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41. LICENSES AND CERTIFICATES
41A. The City of Brookings has established several positions which require a license or
certificate as a minimum qualification. As a benefit to employees, the City will
reimburse the employee for expenses and fees required to obtain a license or
certificate. The City, however, will only reimburse costs for the first three (3)
attempts at securing a license or certificate.
41B. City employees who attend license or certificate training sessions in excess of
four (4) weeks in duration shall be required to sign a statement prior to
attending the training, guaranteeing the City an additional two (2) years of
service. Employees who fail to return a total of two (2) years of service shall
reimburse the City a prorated share of the total cost. Cost of the training shall
include transportation, room and board, and the cost of the training session.
42. BREAK TIME
42A. The lunch period is one (1) hour in length during an eight (8) hour working day,
unless mutually agreed otherwise. The lunch period should be taken sometime
midway through the employee’s work shift.
The Department Head, Division Manager, and/or supervisor retains the right to
schedule employee’s lunch and rest periods to fulfill the operational needs of
the various work units.
42B. Rest breaks will be granted twice daily during 8 and 10-hour work shifts and
three times daily for 12 hour work shifts at the Ice Arena for twenty (20)
minutes each. Rest periods may not be accumulated for time off or used to
leave work early.
43. MISCELLANEOUS
43A. Employees may maintain residence outside the city limits.
43B. Employees may request time off without pay after all benefit time
(vacation, comp time, and sick leave) have been exhausted.
43C. Physical Fitness
It shall be the responsibility of each employee to maintain the standards of
physical fitness and condition required to perform their job. Whenever a
Department Head or Division Manager suspects the physical condition of an
employee is endangering their own health or the safety of their fellow workers,
they may request the employee to submit to a medical examination by their
physician without expense to the employee for the purpose of determining
whether the physical condition of the employee may affect job performance of
the employee or the safety of their fellow workers.
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43E. Prescription Safety Eyeglasses
Effective January 1, 2013, for those employees who wear prescription eyewear
who perform jobs, duties, or tasks requiring eye protection, a program has been
established in which those employees may request through their supervisor
prescription safety glasses. The prescription safety glasses system shall meet
the ANSI Z87 standards which include permanently mounted side shields.
Employees may make their choice of frames from frames which meet this ANSI
standard. The maximum allowable charges that the City will be responsible for
in the purchase of this prescription safety eyewear are as follows:
Single vision lens & frames: Maximum $285.00
Bifocal lens & frames: Maximum $305.00
Trifocal lens & frames: Maximum $315.00
Progressive or other special need lens & frames: Maximum $395.00
The City will assume only the cost of the glasses. Any testing or eye
examinations associated with the glasses will be at the expense of the
employee. Employees are eligible for a replacement set of prescription safety
glasses once every 12 months, but only in circumstances in which a change is
needed due to a prescription change.
44. UNIFORMS AND EQUIPMENT
44A. In positions requiring additional gear, it shall be provided for employees by the
City. Employees are responsible to turn in worn-out clothing or defective
equipment to their supervisor prior to being issued new replacements.
44B. For positions which have been predetermined by the Department Head or
Division Manager to require safety boots/shoes, effective January 1, 2020, an
allowance of $150.00 per calendar year will be provided to the employee for
the purchase of safety boots/shoes. The $150.00 allowance will be disbursed
once every calendar year through the payroll system in the month of April. As
the employee purchases the boots needed for their job, it will be the
responsibility of the employee to furnish a copy of the actual receipt to their
Department Head or Division Manager. The receipt will be used to track the
actual amount of money used each year by employees for safety boots/shoes.
44C. Uniforms and equipment is a proper topic for committee for union management
cooperation.
45. STANDBY TIME
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45A. When any employee is designated to be on call or standby for a period of one
(1) week, they shall receive, in addition to their regular salary, twenty dollars
($20.00) per day effective January 1, 2011, plus time and one half for any hours
worked, while working standby. Employees scheduled to be on standby
Saturday, Sunday or any scheduled holiday, shall receive twenty-five dollars
($25.00) for Saturday, Sunday, or any scheduled holiday effective January 1,
2011. They shall not be scheduled more often than three (3) each month on a
rotation basis, unless the employees work under another arrangement,
acceptable to the Department Head, Division Manager, and City Manager. If a
standby service should fall on a regularly authorized holiday, the employee
shall receive salary for that day in addition to the standby pay for that period.
45B. Employees on Standby are expected to be available for duty at any time in the
same condition as would normally be expected of an employee for the
performance of their duties. Individuals must be constantly available for contact
by phone or by pager (with pager to be provided by the City) and are expected
to report for duty within thirty (30) minutes barring unforeseen circumstances
not within their control.
45C. When an employee is required to act as supervisor in charge of the Street
Department due to the absence of the Street Superintendent, that individual
will be compensated, in addition to their regular salary, a daily rate of thirty-five
dollars ($35.00) per day on weekdays (Monday through Friday) effective January
1, 2011 and fifty dollars ($50.00) for weekends (Saturday and Sunday), and city
recognized holidays effective January 1, 2011.
46. SHIFT DIFFERENTIAL
46A. Full-time employees scheduled to work between 6:00 P.M. and 7:00 A.M. shall
be paid an additional eighty cents ($.80) for time worked between those hours.
46B. Full-time employees scheduled to work from 6:00 PM Friday until 7:00 A.M.
on Monday and all hours worked during a city recognized holiday shall also
receive the additional eighty cents ($0.80) per hour shift differential.
47. CALL-IN
Employees who are requested to report for work during hours when they are normally
scheduled to be off shall receive time and one-half (1 1/2) for a minimum of two (2)
hours of work or two (2) hours pay in lieu of work. This minimum shall not apply to
work performed immediately before or immediately after an employee’s regular work
shift. Department Head or Division Manager shall have the discretion of calling in the
appropriate personnel based on the needs of the job.
48. HAZARDOUS PAY
When an employee of the Forestry Department is trimming trees requiring the use of
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aerial bucket and/or ropes, the removal of trees, or around overhead electrical
distribution lines, or while operating a wood chipper or stump cutter; or an employee is
required to work on the ground near the front end loader grappling forks; or an
employee is required to work with the asphalt recycling unit, steamer, oilers or one air
compressor operator during crack sealing in the Street Department, that employee
shall, in addition to their regular pay, receive hazardous pay for all times spent in said
hazardous duty of Two Dollars and Seventy-Five Cents ($2.75) per hour. Employees will
also receive this hazardous pay during handling and/or clean-up of chemicals effective
January 1, 2013; as well as paint striper operator, and loader operator with grapple
hooks during spring clean-up, effective January 1, 2016.
49. COMPENSATION TIME
Employees at their discretion shall be entitled to be paid for overtime at the rate of time
and one-half (1 1/2) or designate comp time upon approval of Department Head or
Division Manager in lieu of pay at the rate of time and one-half (1 1/2) for each hour of
overtime. The maximum allowable carryover from one calendar year to the next is forty
(40) hours.
Use of comp time must be approved by the Department Head or Division Manager and
may not result in overtime needing to be paid to cover a shift.
50. LONGEVITY
50A. Regular full-time employees shall be eligible for longevity pay based upon length
of full-time continuous service with the City of Brookings. Length of service shall
be the full number of years of service as of the hire date of the employee’s
employment. Years of service must be continuous years of service.
50B. Longevity pay shall be paid monthly with regular pay. All deductions required by
the law shall be made. In order to earn the payment of longevity in a given
month, the employee must work or use paid leave for at least 50% of the hours’
payable in the payroll month. Employees will be granted their new monthly
longevity rate within the month that their anniversary of continuous
employment falls.
50C. The amount of longevity pay shall be at the rate of $6.00 per month per year
with a cap of 30 years after completing five (5) years of continuous full-time
employment.
EXAMPLES: 5 years of employment $30.00 per month 8
years of employment $48.00 per month 10
years of employment $60.00 per month
51. WAGES (See Appendix A - attached)
51A. 2022: Employees will be eligible for a 1 – 4 % merit increase based on
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annual performance review. Employees at the max of their wage range
will not be eligible for a merit increase but will receive a one-time 1 – 4 %
bonus payout based on their annual performance review. Employees will
be eligible for up to a $2000.00 one-time compensation supplement that
would be paid on the November 2022 paycheck.
2023: Employees will be eligible for up to a 5% merit increase based on
annual performance review. Employees at the max of their wage range
will not be eligible for merit increase but will receive a one-time up to 5%
bonus payout based on their annual performance review. Employees will
also be eligible for up to a $1400.00 compensation supplement in 2023
depending on 2023’s sales tax performance. Calculation for the
compensation supplement will be as follows:
Any increase in sales tax greater than 2% budgeted for 2023 will be
split in half between the City and Employees, up to 7%. Each 1%
increase in sales tax greater than 2% will equate to a $280 to the
employees.
51B. Only a Wage reopener will occur on an annual basis commencing prior to the
City of Brookings budgeting process.
52. DEFINITIONS
As used in this document, the following words and terms, unless the context clearly
requires otherwise, shall have the meaning as indicated.
52A. Grade or Class of Positions - A group of positions sufficiently alike in duties,
authority and responsibility to justify the same title, qualifications and schedule
of pay to all positions in this group.
52B. Compensation - All forms of valuable consideration, including salaries or wages
earned by or paid to any employee by reason of service in a position with the
City.
52C. Demotion - An involuntary change in classification of an employee from a
position in one class title to a position in another class title having a lower entry
level salary. (This definition shall not include down-grades.)
52D. Voluntary Reclassification - The voluntary classification of an employee from a position in one
class title to a position in another class title having a lower entry level salary.
52E. Relative - The employee’s grandparents, grandchildren, father-in-law, mother-
in-law, son-in-law, daughter-in-law, brother-in-law, or sister-in-law, and
members of the immediate family. Step relatives are also included in above
Formatted: Indent: Left: 0", First line: 0"
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classifications.
52F. Immediate Family - The employee’s spouse, parents, spouse’s parents, son or
daughter, brother, sister, step-parents, step-brother, step-sister, step-children
and/or legal guardian or ward.
52G. Discharge - The permanent involuntary separation of an employee from their
position for cause.
52H. Employee - A person legally occupying a position with the City or on authorized
leave of absence from such service. Elected officials and members of appointed
Boards and Commissions shall not be considered as employees, nor shall the
provisions of this document be applicable.
52I. Probationary Period - A working test period of six (6) months during which an
employee is required to demonstrate their fitness for the duties to which
they are appointed by actual performance of the duties of the position.
52J. Promotion - A change in the position of an employee from one grade to a
position in another grade having a higher maximum salary range. (This
definition shall not include upgrades.)
52K. Transfer - The change of an employee from one position to another position in
the same grade or another grade having the same maximum salary range,
involving the performance of similar duties and requiring substantially the same
basic qualifications.
52L. Hire Date - The hire date will be the date upon which an individual became a
regular full-time employee. That date does not change with any changes of
duties. If an individual is re-employed, only the date of their current re-
employment shall serve as the official date of employment for all personnel
transactions, except for employees who have re-employment rights due to
layoff.
52M. Anniversary Date - The anniversary date is the date in which an individual
becomes employed within a current job description. The anniversary date
would not change unless there was a promotion or transfer during their
employment. If a promotion was received within the same department, their
anniversary date would change to the date in which the promotion was
effective. The anniversary date would also change if they transferred from a
position within one department to a different position within another
department. There would be no change in the anniversary date in a situation in
which an employee’s job description is re-evaluated due to a change in duties,
etc. Under that circumstance, the anniversary date would remain at the date in
which the employee entered their position.
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52N. Reclassification - The change in the duties and responsibilities of a position
involving either the addition of new assignments or the taking away or
modification of existing assignments which causes a change in the class title of
the position.
52O. Department Heads - Those persons appointed by the City Manager to manage
and administer the work and personnel of their respective departments. They
shall consist of the City Clerk, Community Development Director, Human
Resources Director, Finance Manager, Liquor Store Manager, , Fire Chief, Parks,
Recreation and Forestry Director, Public Works Director and Chief of Police. Also
acting as Department Head is the City Librarian, who is appointed by the Library
board.
52P. Division Managers – Those persons appointed by the City Manager to manage
and administer the work and personnel of their respective divisions. They shall
consist of the Street Manager, City Engineer, and Solid Waste Manager.
53. DURATION
53A. This Agreement shall be in full force and effect from January 1, 2022, up to and
including December 31, 2024, and shall supersede any prior Agreements
between the parties, and shall continue from year-to-year thereafter, unless
written notice of desire to cancel or terminate or modify the Agreement is
served by either party upon the other by July 1, 2024. The agreement will be
opened annually for wages only thereafter, with negotiations commencing
before the budget process each year.
53B. When no cancellation or termination is served and the parties desire to continue
said Agreement but also desire to negotiate changes or revisions in the
Agreement, either party may serve upon the other a notice prior to the first day
of July of the current contract year, advising that said party desires to revise or
change terms or conditions of said Agreement.
CITY OF BROOKINGS TEAMSTERS LOCAL UNION NO. 120
City Manager Principle Officer/President
Date Business Agent (James Heeren)
Date
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APPENDIX A
OFFICIAL SALARY SCHEDULE
AND COVERED POSITIONS
GENERAL CONTRACT FOR 2022
Explanation of Schedule
There is an open salary range for every position classified as a salary grade that defines the
minimum and maximum salary for the position. Non-exempt employees’ hourly rate will be
calculated by taking their annual salary divided by the number of worked hours in a year (2080).
New employees will normally be hired at the minimum of the salary grade in the appropriate
classification unless experience and qualifications justify beginning above the minimum. All
new employees shall be granted a probationary appointment for a period of six (6) months. This
probationary period is a working test during which the new employee must satisfactorily
demonstrate their ability to perform their duties. If employee does not satisfactorily
demonstrate their ability to perform their duties by the end of the probationary period, the
employee may be terminated or the probationary period extended up to an additional six (6)
months with a determination of pay increase held until the expiration of that extension. In
accordance to this agreement and upon completion of the probationary period, the
probationary employee may be reclassified to regular full-time.
Covered Positions and Occupational List of Class Titles
Management Supervisory Series
This series consists of those positions having a combination of assigned management tasks and
the responsibility of supervising full-time personnel.
Title Grade
Forestry Supervisor 25
Park Supervisor 25
Street Supervisor 25
Professional Series
The positions in this series are distinguished by special requirements of education or training.
They may be assigned management tasks and typically have a high degree of public contact.
Title Grade
Code Enforcement Officer 22
Building Inspector 24
Engineering and Storm Water Technician 24
Maintenance and Equipment Operator Series
Positions allocated to this series have classifications and duties involving the maintenance of
public streets, parks and require the operation and/or repair of specialized equipment. The
series also includes Apprenticeship positions.
Title Grade
General Laborer 17
Sanitation/Solid Waste Collector 20
Airport Operations/Maintenance Technician 20
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Park Technician 20
Forestry Technician 20
Street Maintenance Technician 20
Building Trades Technician 20
Advanced Equipment Operator- Streets, Landfill 21
Building Trades Specialist 23
Shop Supervisor/Mechanic 25
Heavy Equipment Operator- Streets, Landfill 23
City of Brookings
Staff Report
Brookings City & County
Government Center, 520
Third Street
Brookings, SD 57006
(605) 692-6281 phone
(605) 692-6907 fax
File #:ID 22-0412,Version:1
City of Brookings Progress Report.
Summary:
Jacob Meshke, Assistant City Manager, will provide a progress report highlighting the City’s
activities/projects.
Attachments:
Presentation
City of Brookings Printed on 10/21/2022Page 1 of 1
powered by Legistar™
Progress ReportOctober 2022
•Work in Progress/Look Ahead
•Window frames installed –waiting on glass
•Exterior brick installation
•Exterior paint (may be done in Spring)
•Prime/texture followed by interior paint
•Gutters/downspouts
•Landscaping
•Upcoming Work/Long Range
•Ceiling Rough-Ins/Duct Work (early Nov.)
•Cabinet Delivery (November)
•Tiling and Finishes (November)
•Finish MEP (December)
•Punch List (December)
•Move-In: January 2023
Food Insecurity Facility
Interchange
•Recent Updates
•Work over the past month included:
•Bridge Substantially Complete and Cranes have
been removed from the site
•20th St and 22nd Ave intersection paved and
traffic lights have been installed. Intersection
opening delayed due to design error that is
being addressed.
•Asphalt installed on 200 feet of 20th St S east of
34th Ave
•Next Steps
•Traffic Lights at the Intersection of 20th St
and 22nd Ave to become operational by the
end of October.
•Gravel base to be installed on the
remaining portion of 20th St S and ramps
•Substantial completion: July 2023
Annual Overlay Project
•Work Performed over Last Month
•14th Ave –Curb and gutter installed,
sidewalk repaired, ramps and asphalt
installed
•3rd Street –Installed ramps and valley,
gutters installed at 21st Ave, road paved
from 17th Ave to 20th Ave
•2nd Street –Completed
•Alleys –Paved
•Next Steps
•14th Avenue –Seeded and opened
•3rd Street –Pave
•Alley –Finish approaches
•Concrete sidewalk repairs
•Expected Completion: October 2022
Police
•Officer Seth Bonnema and
Partner Gina
•Stop due to motorist complaint
•32 pounds of meth and one (1)
pound of fentanyl
National Community Planning Month
•October is National Community Planning
Month
•Planning provides comprehensive
perspective, which leads to
•Safer,
•Resilient,
•More Equitable, and
•More Prosperous Communities
Concrete Spill
•October 10
•Truckload of wet cement on 6th
Street between interstate and
34th Avenue
•Cement thickness ranged from
1 to 8 inches
•City Street staff and equipment
assisted with cleanup
•13 Staff
•Two (2) Loaders
•Two (2) Street Sweepers
•Skid Steer
•Dump Truck/Trailer
Fire
•Prevention Activities
•Visit from all three (3)
Hillcrest Kindergarten
Classes
•Visit to Boys and Girls Club
•Visit to Medary Elementary
•Breakfast with Badges Event
at Camelot Intermediate
School
Safety Committee Award
•Gold and Platinum Level
Safety and Loss Control
Recognition Awards
•Presented at SDML
Conference
•City last received award in
2017
•Activities included:
•Safety Training
•Safety Committee
•Facility Inspections
•Mental Health Awareness
Meet and Greet
•Police Chief Michael Drake
and Public Works Director
John Thompson
•Mosaic, October 19, 4pm –
5:30pm
•Organized by Brookings
Chamber of Commerce
Employee Development Committee
•Established to bring personal
and professional development
opportunities across the
organization
•First event held this month
featuring John T. Meyer
•Core Values
•Employee Engagement
•Culture
•Next training event in
November for a larger group
of employees on Customer
Service and Conflict
Resolution
Swiftel Center
•October –24 event days
•10th Annual Pink Ladies Dart Tournament
•Over 2,000 attendees
•Record breaking attendance and F&B sales
•Brett Young Concert
•1,685 attendees
Save the Date
•Holiday Celebration and
Mayor’s Awards
•Thursday, December 1, 5pm
to 8pm
•Swiftel Center