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CITY OF DOVER, DELAWARE COUNCIL COMMITTEE OF THE WHOLE MEETING Tuesday, October 26, 2021 at 6:00 PM City Hall Council Chambers, 15 Loockerman Plaza, Dover, Delaware AGENDA Public comments are welcomed on any item and will be permitted at the appropriate time. When possible, please notify the City Clerk (736-7008 or email at cityclerk@dover.de.us) should you wish to be recognized. VIRTUAL MEETING NOTICE This meeting will be held in City Hall Council Chambers with electronic access via WebEx. Public participation information is as follows: Dial: 1-408-418-9388 Link: https://rb.gy/zllddn Event number: 2340 917 8915 Event password: DOVER (if needed) If you are new to WebEx, get the app now at https://www.webex.com/ to be ready when the meeting starts. CALL COUNCIL COMMITTEE OF THE WHOLE MEETING TO ORDER UTILITY COMMITTEE ADOPTION OF THE AGENDA ACTIONABLE ITEMS 1. Evaluation of Proposals - Turnberry Pump Station Upgrade Engineering Design Support (Jason Lyon, Water and Wastewater Director) (Staff recommendation: Award contract to Century Engineering for the Turnberry Pump Station Upgrade Engineering Design, RFP #22-0005WW, for the amount of $20,592.) 2. Annexation Request - Right-Of-Way at Raymond Street, Grove Street, and Railroad Avenue (Dawn Melson-Williams, Principal Planner/Dave Hugg, Planning and Community Development Director) ADJOURNMENT OF THE UTILITY COMMITTEE • 1

COUNCIL COMMITTEE OF THE WHOLE MEETING - October 26, 2021 PAGE 2 LEGISLATIVE, FINANCE, AND ADMINISTRATION COMMITTEE ADOPTION OF THE AGENDA (ACTIONABLE AND INFORMATIONAL ITEMS) ACTIONABLE ITEMS 3. Evaluation of Bids - Award of Circuit Breakers for Garrison Oak Technical and Business Park Substation (Paul Waddell, Electric Director) (Staff recommendation: Awarding #22-0007EL to Southern States via Anixter as they were the only bidder to offer Siemen's breakers.) 4. Evaluation of Bids - Award of Circuit Switcher for Garrison Oak Technical and Business Park Substation (Paul Waddell, Electric Director) (Staff recommendation: Awarding #22-0006EL to Southern States via Anixter as they were the only bidder.) 5. Approving Proposal of Advantech for Weyandt Hall Security Upgrade (Kay Sass, Public Affairs and Emergency Management Coordinator) (Staff recommendation: Authorize City Manager to accept the reimbursement grant for all costs associated with the purchase and installation of the video surveillance and access control expansion. Authorize the sole source designation for Advantech.) 6. Weyandt Hall Building Security Modifications (Kay Sass, Public Affairs and Emergency Management Coordinator) (Staff recommendation: Authorize City Manager to accept the reimbursement grant for all costs associated modifications of security enhancements in Weyandt Hall and proceed with the project.) 7. City Emergency Operations Plan Update and Inclusion of Cybersecurity (Kay Sass, Public Affairs and Emergency Management Coordinator) (Staff recommendation: Authorize staff to accept the reimbursement and execute a contract to rewrite the Emergency Operations Plan with the addition of including Cyber Security.) 8. American Rescue Plan Act (ARPA) Administration Proposal (Tracey Harvey, CDBG Program Administrator) (Staff recommendation: Approval of the proposal as submitted.) 9. Fiscal Year 2021B Street and Alley Program - Additional Work (Sharon Duca, Public Works Director) (Staff recommendation: Award the additional work of regrading and repaving the American Legion, Walter L. Fox Post #2 parking lot to Grassbuster's Landscaping Company, Inc. for the City of Dover FY 2021B Street and Alley Program in the amount of $201,284.00 for a total project cost of $582,367.00.) • 2

COUNCIL COMMITTEE OF THE WHOLE MEETING - October 26, 2021 PAGE 3 LEGISLATIVE, FINANCE, AND ADMINISTRATION COMMITTEE CONTINUED ACTIONABLE ITEMS CONTINUED 10. Kent County Levy Court Grant (Thomas Johnson, Police Chief) (Staff recommendation: Approve the new grant program and the intended purchases.) 11. Proposed Ordinance #2021-24 - Project Carry-Forward Budget Balances/Proposed Budget Amendments (Lori Peddicord, Controller/Treasurer) (Staff recommendation: Approval of the proposed Budget Amendments totaling $9,773,800 for Fiscal Year 2022 and adoption of Ordinance #2021-24.) 12. Proposed Amendments to Personnel Policy (Employee Handbook) (Matt Harline, Interim City Manager) (Staff recommendation: Review, discuss and approve the recommended Personnel Policy.) RECESS OF THE LEGISLATIVE, FINANCE, AND ADMINISTRATION COMMITTEE SAFETY ADVISORY AND TRANSPORTATION COMMITTEE ADOPTION OF THE AGENDA (ACTIONABLE AND INFORMATIONAL ITEMS) ACTIONABLE ITEMS 13. Proposed Ordinance #2021-26 - Creating a New Chapter 28 - Dawdling and Amending Chapter 62 - Law Enforcement, Article II - Police Department, Section 62-38 - Police Cadet Program and Chapter 74 - Parks and Recreation, Article I - In General, Section 74-11 - Loitering (Councilman David Anderson and Councilman Ralph Taylor, Jr.) 14. Request to Lower Speed Limit on North State Street into North Governors Boulevard and North Governors Avenue (Mayor Robin Christiansen) (Recommendation: Staff and State to evaluate the use of strict speed limit enforcement and the reduction of speed limit without prohibiting the flow of traffic.) RECESS OF THE SAFETY ADVISORY AND TRANSPORTATION COMMITTEE LEGISLATIVE, FINANCE, AND ADMINISTRATION COMMITTEE INFORMATIONAL ITEMS 15. Presentation - Downtown Dover Partnership Update on the Comprehensive Downtown Dover Parking Plan (Diane Laird, Executive Director, DDP) ADJOURNMENT OF THE LEGISLATIVE, FINANCE, AND ADMINISTRATION COMMITTEE • 3

COUNCIL COMMITTEE OF THE WHOLE MEETING - October 26, 2021 PAGE 4 SAFETY ADVISORY AND TRANSPORTATION COMMITTEE INFORMATIONAL ITEMS 16. Update on COVID-19 Vaccine (Dr. Kandis Samuels, MD, Bayhealth Family Medicine and Rev. Rita Paige, President of the Interdenominational Ministerial Alliance of Dover (IMA)) ADJOURNMENT OF THE SAFETY ADVISORY AND TRANSPORTATION COMMITTEE ADJOURNMENT OF THE COUNCIL COMMITTEE OF THE WHOLE THE AGENDA ITEMS AS LISTED MAY NOT BE CONSIDERED IN SEQUENCE. PURSUANT TO 29 DEL. C. §10004(e)(2), THIS AGENDA IS SUBJECT TO CHANGE TO INCLUDE THE ADDITION OR THE DELETION OF ITEMS, INCLUDING EXECUTIVE SESSIONS, WHICH ARISE AT THE TIME OF THE MEETING • 4

D Item 1. CITY OF DOVER, DELAWARE ACTION FORM PROCEEDING: Council Committee of the Whole (Utility) DEPARTMENT OF ORIGIN: Water & Wastewater SUBMITTED ON: October 15, 2021 PREPARED BY: Jason A. Lyon, P.E., Director of Water & Wastewater REVIEWED BY: Matthew C. Harline, Interim City Manager and Lori Peddicord, Controller/Treasurer SUBJECT: Evaluation of Proposals – Turnberry Pump Station Upgrade Engineering Design Support TIMETABLE: Notice to proceed to be issued within thirty (30) days of Council approval. Project anticipated to be completed in one hundred and twenty (120) calendar days. RELATED PROJECT: X EXHIBIT: Exhibit A – Turnberry Pump Station Map REFERENCE: X EXPENDITURE REQUIRED: $20,592 AMOUNT BUDGETED: $43,000 FUNDING SOURCE (Dept./Page in CIP & Budget): Department of Water & Wastewater- Wastewater Management, CIP Project #WW2203, CIP Project Name: Turnberry Pump Station Replacement Account No.: 403-41-69- 99-000-54031. STAFF RECOMMENDATION: Award contract to Century Engineering for the Turnberry Pump Station Upgrade Engineering Design, RFP #22-0005WW, for the amount of $20,592. BACKGROUND AND ANALYSIS: This capital investments project includes the design of a pump station upgrade project of the Turnberry Pump Station. This pump station was installed in 1989, in order to handle development in the area, as well as designing a new wet well. The station has exceeded its life expectancy of 20-25 years and is in need of a capacity upgrade to handle anticipated growth in the basin. The pump station is currently located on the south side of Turnberry Drive, within the Turnberry development. This upgrade will improve the City’s wastewater system by increasing the efficiency of the pump station. •5

The proposal was advertised to the public as a Request for Proposals in accordance with the City’s purchasing D Item 1. policy by the City’s Purchasing Agent under RFP #22-0005WW. Proposals were opened on September 16, 2021. The City of Dover received six (6) proposals. Each proposal was rated in six (6) categories and evaluated by three (3) staff members. The proposal evaluations are as follows: AVERAGE CONTRACTOR LOCATION TOTAL COST EVALUATED SCORE CENTURY ENGINEERING DOVER, DE 91 $20,592.00 REMINGTON & VERNICK ENG. NEWARK, DE 83 $26,151.75 DAVIS, BOWEN & FRIEDEL MILFORD, DE 71 $35,250.00 DUFFIELD ASSOCIATES DOVER, DE 63 $45,105.00* WHITMAN, REQUARDT & ASSOC. WILMINGTON, DE 58 $93,188.00 ELA GROUP, INC. LITITZ, PA 56 $42,200.00 * - Duffield Associates claimed local vendor preference which provided a 3% reduction on their evaluation score. City staff reviewed the submissions and found that the Century Engineering proposal met all requirements for the qualifications of the project and received the highest average score from the evaluators. The staff recommends awarding the contract to Century Engineering in the amount of $20,592.00 for the Turnberry Pump Station Upgrade Engineering Design. • 6

Exhibit "A" D Item 1. Turnberry Pump Station 180 35 39 37 29 25 23 41 27 15 N Tu 49 rnb e rr 11 yD r 13 58 Location of 15 Pump Station 9 23 25 9 52 5 11 29 27 39 Ú [ S Turnberry Dr 41 r 4 Inches 43 Tayl or D 176 Ken ton Rd 175 172 Bu r nin 165 re gT 135 161 131 e Rd 168 141 bor 164 157 Ar r D 0 50 100 200 Feet ¯ Legend Date Printed: October 13, 2021 File: m:\gis_data\projects\tech_mxds Ú [ Pump Station \jason_lyon_maps\caf_maps Force Main \caf_turnberry_pump_station Department: Public Works GIS Dover Parcels 7 City of Dover, Delaware

D Item 2. PETITION TO ANNEX AND REZONE PROPERTY Before the Dover City Council of the Whole – Utility Committee October 26, 2021 File Number: AX-21-04 Ordinance Number: 2021-23 Area Location: Right-of-way located northeast of the intersection of College Road and the Lands of Delmarva Railroad (Railroad Corridor). Tax Parcel ID #: In the vicinity of parcels ED-05-067.00-02-53.00-000 and ED-05-067.00-02-56.00-000 Area Size: Right of Way Areas Area 1: Raymond Street (aka Jason Street) 0.6447 acres Area 2: Railroad Avenue 0.8737 acres Area 3: Grove Street 0.1607 acres TOTAL: 1.6791 acres +/- 2019 Comprehensive Category 1: High Priority Annexation Areas (Enclave) Plan Designation: Present Use: Improved and Unimproved Right-of-Way Proposed Use: Improved and Unimproved Right-of-Way Additional Details: The area in question was plotted in 1899 and can be seen on a plan titled “The College Settlement Company” (Exhibit attached). Over the years parcels and right-of-way have been annexed into the City of Dover. With some of the annexations it is unclear whether the right-of-way was brought into the City at the same time. Staff is continuing to research the prior annexations from 1973-2006 adjoining these rights-of-way and have found that some of the descriptions of the areas annexed include the right-of-way and some do not. This application is meant to clarify that the remaining right-of- way of Raymond Street, Railroad Avenue, and Grove Street are brought into the City to reduce an enclave and to ensure the proper right-of way is established for future development of parcels that have already been annexed into the City. • 8

Utility Availability: Electric: All surrounding parcels are currently in the Electric D Item 2. Service Area. Water and Sanitary Sewer: The above referenced rights-of-way currently have some water and sanitary sewer already installed. To have the City of Dover accept this annexation, the water and sanitary sewer infrastructure must be brought up to current City standards, as indicated in the Water/Wastewater Handbook. This includes, but is not limited to, the size, material, and slope of infrastructure, as well as a video recording of the sanitary sewer to verify satisfactory condition. The upgrades will be required to be paid by the developer. It is recommended that other utilities (telecommunication, gas) be notified of this annexation in order to upgrade their utilities, if necessary. All utility upgrades shall be completed prior to the final street widening and/or improvements. Staff Recommendation: It is the Staff’s recommendation that the right-of-way known as Raymond Street (aka Jason Street), Grove Street, and Railroad Avenue be annexed into the City to close an enclave and “clean up” the City boundary by including areas of right-of-way that were intended to be included in the City upon the previous annexations of neighboring properties. Furthermore, certain utilities are already available in this area under some of the right-of-way described and can be brought up to current standards with any further development of the area. Attachments: Annexation Exhibit, Plat from 1899 “The College Settlement Company” • 9

City of Dover Annexation Exhibit Item 2. Application No.: AX-21-04 Department of Planning & Inspections M d ish R ol a S ilm t W V e ra W ita St ea M R Ar ay is ay mon ho d e 2 R St 1 a ea re Ar A 3 lle e Co ge Co nw Pa d rk R ge ll S Dr le t ol C Area Area Description Width Area Size (Ac.) Area Size (SF) Right-of-way segment of Raymond Street (aka Jason Area 1 Street) from Mishoe Street to Railroad Avenue at the 35 ft. 0.6447 28,084 railroad corridor. Right-of-way segment of Railroad Avenue from Raymond Area 2 Dr Street and extending north approximately 1090.24 feet 35 ft. 0.8737 38,057 parallel to the railroad corridor. er inst Right-of-way segment of Grove Street from Raymond m es t Area 3 Street and extending north approximately 200 feet to 35 ft. 0.1607 7,000 W previously abandoned portion of Grove Street. Tile: Annexation Clarification Ordinance #: 2021-23 Location: North of College Road and East of the Railroad Tracks Parcel ID: In the vicinity of ED-05-067.00-02-53.00-000 ED-05-067.00-02-56.00-000 Existing Use: Improved and Unimproved Legend Right-of-Way --+--+- Delaware_Railroad Subject Property Proposed Use: Improved Right-of-Way Date: 09/30/2021 Building Footprints D Area 1 0 180 360 720 Feet « Dover Parcels Kent County Parcels Area 2 Area 3 10

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COMMITTEE ACTION FORM D Item 3. PROCEEDING: Council Committee of the Whole - Legislative, Finance and Administrative Committee DEPARTMENT OF ORIGIN: Electric DATE SUBMITTED: September 28, 2021 PREPARED BY: Paul Waddell, Electric Director SUBJECT: Evaluation of Bids – Award of Circuit Breakers for Garrison Oak Technical and Business Park Substation REFERENCE: N/A RELATED PROJECT: EE2215 REVIEWED BY: Matthew Harline, Interim City Manager and Lori Peddicord, Controller/Treasurer EXHIBITS: Exhibit A – Bid Tabulations for RFP 22-0007EL EXPENDITURE REQUIRED: $248,700 AMOUNT BUDGETED: $7,000,000 FUNDING SOURCE (Dept./Page in CIP & Budget): Electric/163 Acct # 411-42-26-99-000-57060 TIMETABLE: Award upon Council Approval RECOMMENDED ACTION: Staff recommends awarding #22-0007EL to Southern States via Anixter as they were the only bidder to offer Siemen’s breakers. BACKGROUND AND ANALYSIS This Committee Action Form (CAF) is written to gain approval for the purchase of six (6) SF6 Circuit Breakers to be installed at the new Garrison Oak Technology & Business Park (GOTBP) Substation. This substation is vital to the development of the GOTBP and therefore $7,000,000 was budgeted in FY2021-22. The Request for Proposal was published and advertised per the City Purchasing Policy by the Procurement Manager, posted on the City website, and sent directly out to four (4) vendors the City knew could provide the material. There were two responses to this RFP, one from Anixter and one from Irby. After internal review it was deemed that Anixter’s submission met the specifications drafted by Aubrey Silvey in partnership with City of Dover Electric personnel. Irby was the lower bidder by approximately $9,000 after local vendor preference applied to Anixter’s submission but they quoted GE products and we specified Siemen’s products in the addendum. In its current configuration, the transmission system is comprised of 45 breakers and 63% of them (28) are Siemens products. There are currently 28 Siemens 69 kV, 15 ABB and 2 Areva breakers in our system. Additionally, the Siemens offering comes with a 5-year warranty, four years longer than the other offering. These pieces of equipment will be used to provide protection to the station by allowing the use of a 69 kV ring bus that will be installed at the new substation at GOTBP. It is also one of several items that will be brought forward as part of the material purchase for the large ticket items for GOTBP substation. Council approval is required as staff is not recommending the lowest bid and because the purchase price is over $200,000. • 12

Exhibit A City of Dover Intent to Bid Tabulation D Item 3. ITB Number: 22-0007EL ITB Due Date: September 15, 2021 @ 2:30 PM ITB Title: Garrison Oak Technical Park Substation SF6 Breakers Vendor Name Lump Sum Bid $244,638.00 Anixter Minus 3%= $237,298.86 Irby $228,600.00 1 • 13

COMMITTEE ACTION FORM D Item 4. PROCEEDING: Council Committee of the Whole - Legislative, Finance and Administrative Committee DEPARTMENT OF ORIGIN: Electric Department DATE SUBMITTED: September 28, 2021 PREPARED BY: Paul Waddell, Electric Director SUBJECT: Evaluation of Bids – Award of Circuit Switcher for Garrison Oak Technical and Business Park Substation REFERENCE: N/A RELATED PROJECT: EE2215 REVIEWED BY: Matthew Harline, Interim City Manager and Lori Peddicord, Controller/Treasurer EXHIBITS: Exhibit A – Bid Tabulations for RFP 22-0006EL EXPENDITURE REQUIRED: $46,500 AMOUNT BUDGETED: $7,000,000 FUNDING SOURCE (Dept./Page in CIP & Budget): Electric/163 Acct # 411-42-26-99-000-57060 TIMETABLE: Award upon Council Approval RECOMMENDED ACTION: Staff recommends awarding #22-0006EL to Southern States via Anixter as they were the only bidder. BACKGROUND AND ANALYSIS This Committee Action Form (CAF) is submitted to gain approval for the purchase of a Circuit Switcher to be installed at the new GOTBP. The Request for Proposal was published and advertised per the City Purchasing Policy by the Procurement Manager, posted on the City website, and sent directly out to four (4) vendors the City knew could provide the material. There was only one response and that was from Anixter. After internal review it was deemed that their submission met the specifications drafted by Aubrey Silvey in partnership with City of Dover Electric personnel and that a reissue of the RFP would not be beneficial. Council approval is necessary as there is only one bid for this item. This piece of equipment will be used to provide protection to the load side of the transformer that will be placed at the new substation at GOTBP. It is also one of several items that will be brought forward as part of the material purchase for the large ticket items for GOTBP substation. • 14

Exhibit A City of Dover Intent to Bid Tabulation D Item 4. ITB Number: 22-0006EL ITB Due Date: September 15, 2021 @ 2:00 PM ITB Title: Garrison Oak Technical Park Substation Circuit Switcher Vendor Name Lump Sum Bid Anixter $46,403.98 1 • 15

ACTION FORM D Item 5. PROCEEDING: Legislative, Finance & Administration Committee DEPARTMENT OF ORIGIN: City Manager’s Office DATE SUBMITTED: 10/14/2021 PREPARED BY: Kay Sass, Public Affairs/Emergency Management Coordinator SUBJECT: Approving Proposal of Advantech for Weyandt Hall Security Upgrade REFERENCE: RELATED PROJECT: Proposal of Advantech for Weyandt Hall Security Upgrade APPROVALS: Matt Harline, Interim City Manager, Lori Peddicord, Treasurer/Controller EXHIBITS: Exhibit A – Delaware Emergency Management Agency Subgrant Application; Exhibit B – Delaware Emergency Management Award Letter EXPENDITURE REQUIRED: $39,615.00 AMOUNT BUDGETED: $0 FUNDING SOURCE (Dept./Page in CIP & Budget): Dept. Of Homeland Security reimbursed 100% through DEMA TIME TIMETABLE: Complete by end of February 2022 RECOMMENDED ACTION: Authorize City Manager to accept the reimbursement grant for all costs associated with the purchase and installation of the video surveillance and access control expansion. Authorize the sole source designation for Advantech. BACKGROUND AND ANALYSIS The City of Dover has requested funding for additional video surveillance and access control expansion at Weyandt Hall. This has been an ongoing installation and upgrade and is the final installation of the project. Years ago, some access control, and interior cameras, network cabling and recording equipment were installed. More recently in the FY20 budget funds were allocated for improvements to Weyandt Hall that included elevator repairs and access controls. This project is the third phase of the planned upgrades and completes the security surveillance upgrades. The funding for this project is provided by a grant received by Department of Homeland Security and 100% of the project costs will be reimbursed to the City of Dover upon application for reimbursement with no matching funds required. This phase of the project includes adding external cameras to the building. HD Networking Video Management System integrating the Milestone Network Recorder (NVR), replacing the maintenance recorder and fully integrating the system as the recorder for all 3 separate facilities; Maintenance (William Street), Weyandt Hall and City Hall. Expand the ProWatch Access Control system for access control with the addition of nine doors for access control. (Includes card readers, strikes, door contact and request to exit motion detector) and a door release button in the Human Resources Office to allow entry. We are seeking authorization to allow sole source designation for Advantech for this grant, as all the existing security cameras and access controls in Weyandt Hall are currently Advantech products. • 16

Exhibit A D Item 5. Delaware Emergency Management Agency Subgrant Application Funds under this application are not auth01ized until final approval from the DEMA Director. An award Jetter will be provided to signify actual staii dates for subgrant use and official approval of funding. Any use of . funds prior to final approval will be ineligible for reimbursement from DEMA. A2ency ::._. ~, ' Information I .I ;;:} · ·.f-~ "<.; '.JC] Name: City of Dover DUNS#:077093664 . Address: 15 Loockerrnan Plaza • I City: Dover State: DE !a ,I . I Zip: 19901 Pro.i_::i ect , :. Information _J - Project Title: Weyandt Hall Security Improvements Duration From: Duration To: 1/31/2023 Is the requesting A . agency a state entity? Yes: D No:� Receipt of sub grant award letter; update of quotes and estimates; project initiation; project completion; . project Desc1iption and Milestones: closeout. 2 projects included in overall grant. Improvements are required in the customer service center at Weyandt Hall, for the City of Dover to offer security to City Project Justification: personnel, while maintaining the ability to serve the public. Subrecipient - ' Information ;,. rl-_ ::"'-=-n Agency Authorizing l Official: Kay II Sass Title: Emergency Management Coordinator Phone: 302-736-7003 . Email: . ksass�dover.de.us - e Project Manager: Kay Sass > ~ Title: Emergency . . Management Coordinator Phone: 302-736-7003 Email: ksass@dover.de.us Manager • Print: Kay Sass • Authorizing Official Signature: l , - DEMA ·l•. • Use 1 Only Project Number: FY20-016 CFDA Number: 97.067 " Fiscal Year: FY20 Grant Program: HSGP . Investment Number: . 8 BID Number: 4303 AEL: 14EX-00-BSIR Approved Funds: - $72,094.00 Planner Signature: Supervisor Signature: Director Signature: State of Delaware, Departtnent of Safety and Homeland Security 'l 165 Brick Store Landing Road Smyrna DB. 19977 (302) 659 ..DEMA I (877) SAY-DEMA Fax: (302} 659-6855 17 htlp. dema,ddaware.go\

Exhibit B D Item 5. A subaward is hereby made for the following, under the Homeland Security Grant Program, inaccordance with the plan set forth in the subrecipient’ s application for funding and subject to the general conditions, special conditions and deliverables that follow. Subrecipient: City of Dover I Date of Award: Project Title: Weyandt Hall – Security Improvements (2 projects) Start Date: End Date: 1/21/23 Subaward Number: FY20-016 CFDA#: 97.067 Federal Funding Awarded Project Cost: $72,094.00 DEMA Point of Contact: Christine Beste, Christine.beste@delaware.gov This award is subject to all applicable rules, regulations and conditions as prescribed by theFY2020 Homeland Security Grant Program (HSGP). It is also subject to such further rules,regulations and policies as may be reasonably prescribed by the State of Delaware and theUnited States Department of Homeland Security. Sub recipients receiving federal financialassistance awards must ensure that federal funds do not replace (supplant) funds that have been budgeted for the same purpose through non-federal sources. This subaward shall become effective on the beginning date of the subaward period, provided that within thirty (30) days of the award execution date (below), the properly executed original of the “Acceptance Statement for Subaward” is returned to the Delaware Emergency Management Agency (DEMA). Under the conditions of 2 C.F.R. Part 200, Subpart F-Audit Requirements, Non-Federal entities that expend $750,000 or more in a year in federal awards shall have a single or program specific audit conducted for that year. As a subrecipient, you will also be responsible for audit fees associated with these Federal Funds, if it is required. Also, please provide this office with a copy of any audit reports you receive, or a letter certifying that these funds do not meet the requirements for an audit. This letter is due upon completion of this project. You will be required to report on any findings and follow-up action taken to correct them. Should you fail to do so, it will adversely affect your eligibility for future funding. Page 1 of 8 • 18

Exhibit B D Item 5. 1. GENERAL CONDITIONS AND STANDARD ASSURANCES The subrecipient hereby assures and certifies compliance with all applicable Federal statutes, regulations, policies, guidelines, and requirements, including 2 C.F.R. Part 200; Ex. Order 12372 (intergovernmental review of federal programs); and 28 C.F.R. pts. 66 or 70 (administrative requirements for grants and cooperative agreements). The subrecipient also specifically assures and certifies t h a t : 1. It has the legal authority to apply for federal assistance and the institutional, managerial, and financial capability (including funds sufficient to pay any required non-federal share of project cost) to ensure proper planning, management, and completion of the project described in this application. 2. It is non-delinquent in their repayment of any federal debt. (See OMB Circular A-129) 3. It will establish safeguards to prohibit employees from using their positions for a purpose that constitutes or presents the appearance of personal or organizational conflict of interest, or personal gain. 4. It will give DEMA or the General Accounting Office, through any authorized representative, access to and the right to examine all paper or electronic records related to the financial assistance. 5. It will obtain permission from their DHS FAO, prior to using the DHS seal(s), logos, crests or reproduction of flags or likenesses of DHS agency officials. 6. It will comply with the SAFECOM guidance for emergency communication equipment including provisions on technical standards that ensure and enhance interoperable communications. 7. It will comply with all instructions, guidance, limitations, and other conditions set forth i n the Notice of Funding Opportunity for the EMPG program. 8. It will use best practices for collection and use of personally identifiable information. Subrecipients are required to have a publically-available privacy policy that describes standards on the usage and maintenance of PII they collect. 9. It will acknowledge their use of federal funding when issuing statements, press releases, and requests for proposals, bid initiations, and other documents describing projects or programs funded in whole or in part with federal funds. 10. It will affix the applicable copyright notices of 17 U.S.C. Sections 401 or 402 and an acknowledgement of U.S. Government sponsorship (including the award number) to any work first produced under federal financial assistance awards. 11. It will comply with all lawful requirements imposed by FEMA: The Whistleblower Protection Act at 10 U.S.C. Section 2409, 41 U.S.C. 4712, and 10 U.S.C. Section 2324, 41. U.S.C. Sections 4304 and 4310; The USA Patriot Act of 2001; The Trafficking Victims Protection Act of 2000; The Terrorist Financing Executive Order 13224; The Solid Waste Disposal Act as amended by The Resource Conservation and Recovery Act; The Hotel and Motel Fire Safety Act of 1990; The Fly America Act of 1974; The Federal Leadership on Reducing Text Messaging while Driving Executive Order 13513; The False Claims Act; The Energy Policy and Conservation Act; Education Amendments of 1972; The National Environmental Policy Act (NEPA) 12. It will comply with all lawful requirements imposed by DEMA, specifically including any applicable regulations, such as 28 C.F.R. pts. 18, 22, 23, 30, 35, 38, 42, 61, and 63. Page 2 of 8 • 19

Exhibit B D Item 5. 13. It will assist DEMA (if necessary) in assuring compliance with section 106 of the National Historic Preservation Act of 1966 (16 U.S.C. § 470), Ex. Order 11593 (identification and protection of historic properties), the Archeological and Historical Preservation Act of 1974 (16 U.S.C. § 469 a-1 et seq.), and the National Environmental Policy Act of 1969 (42 U.S.C. § 4321). 14. It will comply (and will require contractors to comply) with any applicable statutorily- imposed non- discrimination requirements, which may include the Omnibus Crime Control and Safe Streets Act of 1968 (42 U.S.C. § 3789d); the Victims of Crime Act (42U.S.C. § 10604(e)); The Juvenile Justice and Delinquency Prevention Act of 2002 ( 42U.S.C. § 5672(b)); The Civil Rights Act of 1968 (42 U.S.C. § 3601); the Rehabilitation Act of 1973 (29 U.S.C. § 7 94); the Americans with Disabilities Act of 1990 (42 U.S.C. § 12131-34); the Education Amendments of 1972 (20 U.S.C. §§1681, 1683, 1685-86); and the Age Discrimination Act of 1975 (42 U.S.C. §§ 6101-07); see Ex. Order 13279 (equal protection of the laws for faith-based and community organizations). 15. If it is a governmental entity: a. It will comply with the requirements of the Uniform Relocation Assistance and Real Property Acquisitions Act of 1970 (42 U.S.C. § 4601 et seq.), which governs the treatment of persons displaced as a result of federal and federally-assisted programs; and b. It will comply with requirements of 5 U.S.C. §§ 1501-08 and §§ 7324-28, which limits certain political activities of State or local government employees whose principal employment is in connection with an activity financed in whole or in part by federal assistance. 2. CERTIFICATIONS Subrecipients should refer to the regulations cited below to determine the certification to which they are required to attest. Subrecipients should also review the instructions for certification included in the regulations before completing this form. Signature of this form provides for compliance with certification requirements under 28 CFR Part 69, "New Restrictions on Lobbying" and 28 CFR Part 67, "Government-wide Debarment and Suspension (Non- procurement) and Government-wide Requirements for Drug- Free Workplace (Grants)." The certifications shall be treated as material representations of fact upon which reliance will be placed when the State of Delaware and the Department of Homeland Security determines to award the covered subaward. 3. LOBBYING As required by Section 1352, Title 31 of the U.S. Code, and implemented at 28 CFR Part 69, for persons entering into a grant or cooperative agreement over $100,000, as defined at 28 CFR Part 69, the subrecipient certifies that: Page 3 of 8 • 20

Exhibit B D Item 5. a. No Federal appropriated funds have been paid or will be paid, by or on behalf of the undersigned, to any person for influencing or attempting to influence an officer or employee of any agency, a Member of Congress, an officer or employee of Congress, or an employee of a Member of Congress in connection with the making of any Federal grant, the entering into of any cooperative agreement, and the extension, continuation, renewal, amendment, or modification of any Federal grant or cooperative agreement; b. If any funds other than Federal appropriated funds have been paid or will be paid to any person for influencing or attempting to influence an officer or employee of any agency, a Member of Congress, an officer or employee of Congress, or an employee of a Member of Congress, in connection with this Federal grant or cooperative agreement, the undersigned shall complete and submit Standard Form - LLL, "Disclosure of Lobbying Activities," in accordance with its instructions; 4. DEBARMENT, SUSPENSION, AND OTHER RESPONSIBILITY MATTERS (DIRECT RECIPIENT) As required by Executive Order 12549, Debarment and Suspension, and implemented at 28 CFR Part 67, for prospective participants in primary covered transactions, as defined at 28 CFR Part 67, Section 67.510 , the subrecipient certifies that it and its principals: a. Are not presently debarred, suspended, proposed for debarment, declared ineligible, sentenced to a denial of Federal benefits by a State or Federal court, or voluntarily excluded from covered transactions by any Federal department or agency; b. Have not, within a three-year period preceding this application, been convicted of or had a civil judgment rendered against them for commission of fraud or a criminal offense in connection with obtaining, attempting to obtain, or performing a public (Federal, State, or local) transaction or contract under a public transaction; violation of Federal or State antitrust statutes or commission of embezzlement, theft, forgery, bribery, falsification or destruction of records, making false statements, or receiving stolen property; c. Are not presently indicted for or otherwise criminally or civilly charged by a governmental entity (Federal, State, or local) with commission of any of the offenses enumerated in paragraph (1)(b) of this certification; and d. Have not, within a three-year period preceding this application, had one or more public transactions (Federal, State, or local) terminated for cause or default; and e. Where the subrecipient is unable to certify to any of the statements in this certification, he or she shall attach an explanation to this application. 5. DRUG-FREE WORKPLACE (SUBRECIPIENTS OTHER THAN INDIVIDUALS) As required by the Drug-Free Workplace Act of 1988, and implemented at 28 CFR Part 67, Subpart F, for subrecipients, as defined at 28 CFR Part 67 Sections 67.615 and 67.620. The subrecipient certifies that it will or will continue to provide a drug-free workplace by: Page 4 of 8 • 21

Exhibit B D Item 5. a. Publishing a statement notifying employees that the unlawful manufacture, distribution, dispensing, possession, or use of a controlled substance is prohibited in the subrecipient’ s workplace and specifying the actions that will be taken against employees for violation of such prohibition; b. Establishing an on-going drug-free awareness program to inform employees about: 1) The dangers of drug abuse in the workplace; 2) The subrecipient’ s policy of maintaining a drug-free workplace; 3) Any available drug counseling, rehabilitation, and employee assistance programs; and 4) The penalties that may be imposed upon employees for drug abuse violations occurring in the workplace; c. Making it a requirement that each employee to be engaged in the performance of the subaward be given a copy of the statement required by paragraph (a); d. Notifying the employee in the statement required by paragraph (a) that, as a condition of employment under the subrecipient, the employee will: 1) Abide by the terms of the statement; and 2) Notify the employer in writing of his or her conviction for a violation of a criminal drug statute occurring in the workplace no later than five calendar days after such conviction; e. Notifying the agency, in writing, within 10 calendar days after receiving notice under subparagraph (d)(2) from an employee or otherwise receiving actual notice of such conviction. Employers of convicted employees must provide notice, including position title, to: Department of Justice, Office of Justice Programs, ATTN: Control Desk, 633 Indiana Avenue, N.W., Washington, D.C. 20531. Notice shall include the identification number(s) of each affected grant; f. Taking one of the following actions, within 30 calendar days of receiving notice under subparagraph (d)(2), with respect to any employee who is so convicted: 1) Taking appropriate personnel action against such an employee, up to and including termination, consistent with the requirements of the Rehabilitation Act of 1973, as amended; or 2) Requiring such employee to participate satisfactorily in a drug abuse assistance or rehabilitation program approved for such purposes by a Federal, State, or local health, law enforcement, or other appropriate agency; g. Making a good faith effort to continue to maintain a drug-free workplace through implementation of paragraphs (a), (b), (c), (d), (e), and (f). 6. SPECIAL CONDITIONS a. All requirements, quotes, and/or scope of work must be reviewed and approved by DEMA for compliance with grant guidelines prior to the start of any work. b. All equipment and service purchases are the responsibility of the subrecipient and invoice(s) shall be submitted to DEMA for reimbursement. In addition, all equipment costing $5,000 or more will be accounted for through an inventory listing. Page 5 of 8 • 22

Exhibit B D Item 5. c. All procurement and/or contracts must be in compliance with local purchasing guidelines and procedures and reflect applicable state, local and tribal laws and regulations; provided that the procurements conform to applicable federal law and the standards identified in 2 C.F.R. § 200.318 through 200.326. If, however, there is a direct conflict between any of the standards, the most restrictive standard applies. The local procurement procedures must be provided to DEMA upon request. In the absence of local procurement procedures, those listed under Title 29, Chapter 69 of the State of Delaware Procurement Code will apply. d. As a subrecipient, you are required to meet all compliance rules outlined in 2 C.F.R. Part 200. A member of the DEMA Staff will perform a monitoring visit within the next six months to ensure all compliance measures are being met. The local procurement procedures must be provided to DEMA upon request. In the absence of local procurement procedures, state procurement procedures will apply. e. Name of Subrecipient will maintain ownership of all equipment in accordance with the DEMA Memorandum of Understanding. f. Name of Subrecipient will work with DEMA to complete the Environmental and Historical Preservation (EHP) Review process when one is required. No work can begin on projects requiring EHP Reviews until approval from FEMA is received. g. The subrecipient is also responsible for insuring that equipment items with a purchase price of $5,000.00 are placed on the Fixed Assets Management List. h. At the completion of all part of the project, remaining funds will returned to the Working Group’s Projects Un-Funded line. All disciplines will be able to submit projects to that line for the Working Group’s review. 7. DELIVERABLES a. Your acceptance of the conditions of the subaward is required by endorsement for grant award. A properly executed original of the “Subaward Acceptance Statement” must be returned to the Delaware Emergency Management Agency (DEMA) within thirty (30) days of the award execution date (below). Upon receipt of the executed Subaward Acceptance Statement, a Purchase Order (PO) will be created to encumber the funds for this project. This PO can be considered as a commitment by this agency to your agency for the funds allotted to your project. b. Subaward progress reports and fiscal vouchers will be submitted to DEMA by the fifteenth of every month. Each report and voucher will include a breakdown of progress and expenditures according to the eight components of the subaward. In order to receive reimbursement, all invoices, proofs of payment and other documentation is required and must be correct. c. A copy of any audit reports you receive, or a letter certifying that these funds do not meet the requirements for an audit. This letter is due upon completion of this project. d. Participation by your agency in a monitoring visit is a subaward requirement. You will be provided ample notification to work with DEMA to set up a convenient time for the visit. Page 6 of 8 • 23

Exhibit B D Item 5. e. Demonstrate a vendor debarment policy is in place and provide proof of a debarment validation check on all/each vendor utilized within your project. If you need assistance with this process, please work with DEMA. f. Subrecipient shall maintain, or revise as necessary, jurisdiction wide all threats and hazard Emergency Operations Plans (EOPs) consistent with CPG 101.v2. All EOP’s must b e updated every two years and submitted to DEMA in order to be eligible for EMPG funds. g. All EMPG funded personnel are required to complete the following training requirements and record proof of completion. National Incident Management System (NIMS) Training: IS-100; IS-200; IS-700; IS-800 AND FEMA Professional Development Series: IS-120.a; IS-230.d; IS-235.b; IS-240.b; IS-241.b; IS-242.b; IS-244.b or Basic Academy Courses: IS- 100 (any version); IS-700 (any version); IS-800 (any version); IS-230.d; E/L101; E/L102; E/L103; E/L104 and E/L105. Submission of a list of EMPG funded personnel along with the training completed must be included in the quarterly reporting. h. Recipients shall submit, within 45 calendar days after the date of completion of the award, all financial, performance, and other reports as required by the terms and conditions of the award. FOR STATE AGENCIES ONLY i. Fiscal Coordination is required with DEMA fiscal to incorporate DEMA into the approval process within First State Financials (FSF). DEMA’s Fiscal POC is Cindy Carney; (302)659-2206, cindy.carney@delaware.gov Page 7 of 8 • 24

Exhibit B D Item 5. I, , acting under my authority to contract on behalf of the subrecipient, hereby signify acceptance for the subrecipient of the above-described subaward on the terms and conditions stated above or incorporated by reference therein. Further, I understand that I must expend all funds from this subaward before accessing the funds for any future subaward. I further certify that we will follow all prescribed procurement policies and procedures set forth by our agency, and that this agency is not suspended or debarred from receiving federal funds, and has not been so in the past. I certify that these federal funds will not replace any state or local funds that have been appropriated for the same purpose. This project(s) does not violate any rules of supplanting. Printed Name: Signature: A.J. Schall Jr. Director of Delaware Emergency Management Agency Page 8 of 8 • 25

ACTION FORM D Item 6. PROCEEDING: Legislative, Finance & Administration Committee DEPARTMENT OF ORIGIN: City Manager’s Office DATE SUBMITTED: 10/14/2021 PREPARED BY: Kay Sass, Public Affairs/Emergency Management Coordinator SUBJECT: Weyandt Hall Building Security Modifications REFERENCE: RELATED PROJECT: Weyandt Hall Security Upgrade APPROVALS: Matt Harline, Interim City Manager, Lori Peddicord, Treasurer/Controller EXHIBITS: Exhibit A – Delaware Emergency Management Agency Subgrant Application; Exhibit B – Delaware Emergency Management Award Letter EXPENDITURE REQUIRED: $32,479.00 AMOUNT BUDGETED: $0 FUNDING SOURCE (Dept./Page in CIP & Budget): Dept. Of Homeland Security reimbursed 100% through DEMA TIME TIMETABLE: Complete by end of February 2022 RECOMMENDED ACTION: Authorize City Manager to accept the reimbursement grant for all costs associated modifications of security enhancements in Weyandt Hall and proceed with the project. BACKGROUND AND ANALYSIS The City of Dover has requested funding and received an approval from DEMA for ballistic glass and security other modifications to Weyandt Hall. The funding for this project is provided by a grant received by Department of Homeland Security with funds administered through to the City of Dover by DEMA. One hundred percent (100%) of the project costs will be reimbursed to the City of Dover upon application for reimbursement with no matching funds required. The overall completed project includes installing ballistic glass in designated customer service which will reduce the risk to our staff in case of a violent event. A door will be relocated to the end of the counter securing the other offices behind a reinforced door with a card reader for staff to gain entry. An ancillary benefit will be to provide a small amount of protection from the spread of germs exhaled when customers and city staff meet at the counter. The City will issue and RFP/B for the work and proceed as required by the City Purchasing Policy. • 26

Exhibit A D Item 6. Delaware Emergency Management Agency Subgrant Application Funds under this application are not auth01ized until final approval from the DEMA Director. An award Jetter will be provided to signify actual staii dates for subgrant use and official approval of funding. Any use of . funds prior to final approval will be ineligible for reimbursement from DEMA. A2ency ::._. ~, ' Information I .I ;;:} · ·.f-~ "<.; '.JC] Name: City of Dover DUNS#:077093664 . Address: 15 Loockerrnan Plaza • I City: Dover State: DE !a ,I . I Zip: 19901 Pro.i_::i ect , :. Information _J - Project Title: Weyandt Hall Security Improvements Duration From: Duration To: 1/31/2023 Is the requesting A . agency a state entity? Yes: D No:� Receipt of sub grant award letter; update of quotes and estimates; project initiation; project completion; . project Desc1iption and Milestones: closeout. 2 projects included in overall grant. Improvements are required in the customer service center at Weyandt Hall, for the City of Dover to offer security to City Project Justification: personnel, while maintaining the ability to serve the public. Subrecipient - ' Information ;,. rl-_ ::"'-=-n Agency Authorizing l Official: Kay II Sass Title: Emergency Management Coordinator Phone: 302-736-7003 . Email: . ksass�dover.de.us - e Project Manager: Kay Sass > ~ Title: Emergency . . Management Coordinator Phone: 302-736-7003 Email: ksass@dover.de.us Manager • Print: Kay Sass • Authorizing Official Signature: l , - DEMA ·l•. • Use 1 Only Project Number: FY20-016 CFDA Number: 97.067 " Fiscal Year: FY20 Grant Program: HSGP . Investment Number: . 8 BID Number: 4303 AEL: 14EX-00-BSIR Approved Funds: - $72,094.00 Planner Signature: Supervisor Signature: Director Signature: State of Delaware, Departtnent of Safety and Homeland Security 'l 165 Brick Store Landing Road Smyrna DB. 19977 (302) 659 ..DEMA I (877) SAY-DEMA Fax: (302} 659-6855 27 htlp. dema,ddaware.go\

Exhibit B D Item 6. A subaward is hereby made for the following, under the Homeland Security Grant Program, inaccordance with the plan set forth in the subrecipient’ s application for funding and subject to the general conditions, special conditions and deliverables that follow. Subrecipient: City of Dover I Date of Award: Project Title: Weyandt Hall – Security Improvements (2 projects) Start Date: End Date: 1/21/23 Subaward Number: FY20-016 CFDA#: 97.067 Federal Funding Awarded Project Cost: $72,094.00 DEMA Point of Contact: Christine Beste, Christine.beste@delaware.gov This award is subject to all applicable rules, regulations and conditions as prescribed by theFY2020 Homeland Security Grant Program (HSGP). It is also subject to such further rules,regulations and policies as may be reasonably prescribed by the State of Delaware and theUnited States Department of Homeland Security. Sub recipients receiving federal financialassistance awards must ensure that federal funds do not replace (supplant) funds that have been budgeted for the same purpose through non-federal sources. This subaward shall become effective on the beginning date of the subaward period, provided that within thirty (30) days of the award execution date (below), the properly executed original of the “Acceptance Statement for Subaward” is returned to the Delaware Emergency Management Agency (DEMA). Under the conditions of 2 C.F.R. Part 200, Subpart F-Audit Requirements, Non-Federal entities that expend $750,000 or more in a year in federal awards shall have a single or program specific audit conducted for that year. As a subrecipient, you will also be responsible for audit fees associated with these Federal Funds, if it is required. Also, please provide this office with a copy of any audit reports you receive, or a letter certifying that these funds do not meet the requirements for an audit. This letter is due upon completion of this project. You will be required to report on any findings and follow-up action taken to correct them. Should you fail to do so, it will adversely affect your eligibility for future funding. Page 1 of 8 • 28

Exhibit B D Item 6. 1. GENERAL CONDITIONS AND STANDARD ASSURANCES The subrecipient hereby assures and certifies compliance with all applicable Federal statutes, regulations, policies, guidelines, and requirements, including 2 C.F.R. Part 200; Ex. Order 12372 (intergovernmental review of federal programs); and 28 C.F.R. pts. 66 or 70 (administrative requirements for grants and cooperative agreements). The subrecipient also specifically assures and certifies t h a t : 1. It has the legal authority to apply for federal assistance and the institutional, managerial, and financial capability (including funds sufficient to pay any required non-federal share of project cost) to ensure proper planning, management, and completion of the project described in this application. 2. It is non-delinquent in their repayment of any federal debt. (See OMB Circular A-129) 3. It will establish safeguards to prohibit employees from using their positions for a purpose that constitutes or presents the appearance of personal or organizational conflict of interest, or personal gain. 4. It will give DEMA or the General Accounting Office, through any authorized representative, access to and the right to examine all paper or electronic records related to the financial assistance. 5. It will obtain permission from their DHS FAO, prior to using the DHS seal(s), logos, crests or reproduction of flags or likenesses of DHS agency officials. 6. It will comply with the SAFECOM guidance for emergency communication equipment including provisions on technical standards that ensure and enhance interoperable communications. 7. It will comply with all instructions, guidance, limitations, and other conditions set forth i n the Notice of Funding Opportunity for the EMPG program. 8. It will use best practices for collection and use of personally identifiable information. Subrecipients are required to have a publically-available privacy policy that describes standards on the usage and maintenance of PII they collect. 9. It will acknowledge their use of federal funding when issuing statements, press releases, and requests for proposals, bid initiations, and other documents describing projects or programs funded in whole or in part with federal funds. 10. It will affix the applicable copyright notices of 17 U.S.C. Sections 401 or 402 and an acknowledgement of U.S. Government sponsorship (including the award number) to any work first produced under federal financial assistance awards. 11. It will comply with all lawful requirements imposed by FEMA: The Whistleblower Protection Act at 10 U.S.C. Section 2409, 41 U.S.C. 4712, and 10 U.S.C. Section 2324, 41. U.S.C. Sections 4304 and 4310; The USA Patriot Act of 2001; The Trafficking Victims Protection Act of 2000; The Terrorist Financing Executive Order 13224; The Solid Waste Disposal Act as amended by The Resource Conservation and Recovery Act; The Hotel and Motel Fire Safety Act of 1990; The Fly America Act of 1974; The Federal Leadership on Reducing Text Messaging while Driving Executive Order 13513; The False Claims Act; The Energy Policy and Conservation Act; Education Amendments of 1972; The National Environmental Policy Act (NEPA) 12. It will comply with all lawful requirements imposed by DEMA, specifically including any applicable regulations, such as 28 C.F.R. pts. 18, 22, 23, 30, 35, 38, 42, 61, and 63. Page 2 of 8 • 29

Exhibit B D Item 6. 13. It will assist DEMA (if necessary) in assuring compliance with section 106 of the National Historic Preservation Act of 1966 (16 U.S.C. § 470), Ex. Order 11593 (identification and protection of historic properties), the Archeological and Historical Preservation Act of 1974 (16 U.S.C. § 469 a-1 et seq.), and the National Environmental Policy Act of 1969 (42 U.S.C. § 4321). 14. It will comply (and will require contractors to comply) with any applicable statutorily- imposed non- discrimination requirements, which may include the Omnibus Crime Control and Safe Streets Act of 1968 (42 U.S.C. § 3789d); the Victims of Crime Act (42U.S.C. § 10604(e)); The Juvenile Justice and Delinquency Prevention Act of 2002 ( 42U.S.C. § 5672(b)); The Civil Rights Act of 1968 (42 U.S.C. § 3601); the Rehabilitation Act of 1973 (29 U.S.C. § 7 94); the Americans with Disabilities Act of 1990 (42 U.S.C. § 12131-34); the Education Amendments of 1972 (20 U.S.C. §§1681, 1683, 1685-86); and the Age Discrimination Act of 1975 (42 U.S.C. §§ 6101-07); see Ex. Order 13279 (equal protection of the laws for faith-based and community organizations). 15. If it is a governmental entity: a. It will comply with the requirements of the Uniform Relocation Assistance and Real Property Acquisitions Act of 1970 (42 U.S.C. § 4601 et seq.), which governs the treatment of persons displaced as a result of federal and federally-assisted programs; and b. It will comply with requirements of 5 U.S.C. §§ 1501-08 and §§ 7324-28, which limits certain political activities of State or local government employees whose principal employment is in connection with an activity financed in whole or in part by federal assistance. 2. CERTIFICATIONS Subrecipients should refer to the regulations cited below to determine the certification to which they are required to attest. Subrecipients should also review the instructions for certification included in the regulations before completing this form. Signature of this form provides for compliance with certification requirements under 28 CFR Part 69, "New Restrictions on Lobbying" and 28 CFR Part 67, "Government-wide Debarment and Suspension (Non- procurement) and Government-wide Requirements for Drug- Free Workplace (Grants)." The certifications shall be treated as material representations of fact upon which reliance will be placed when the State of Delaware and the Department of Homeland Security determines to award the covered subaward. 3. LOBBYING As required by Section 1352, Title 31 of the U.S. Code, and implemented at 28 CFR Part 69, for persons entering into a grant or cooperative agreement over $100,000, as defined at 28 CFR Part 69, the subrecipient certifies that: Page 3 of 8 • 30

Exhibit B D Item 6. a. No Federal appropriated funds have been paid or will be paid, by or on behalf of the undersigned, to any person for influencing or attempting to influence an officer or employee of any agency, a Member of Congress, an officer or employee of Congress, or an employee of a Member of Congress in connection with the making of any Federal grant, the entering into of any cooperative agreement, and the extension, continuation, renewal, amendment, or modification of any Federal grant or cooperative agreement; b. If any funds other than Federal appropriated funds have been paid or will be paid to any person for influencing or attempting to influence an officer or employee of any agency, a Member of Congress, an officer or employee of Congress, or an employee of a Member of Congress, in connection with this Federal grant or cooperative agreement, the undersigned shall complete and submit Standard Form - LLL, "Disclosure of Lobbying Activities," in accordance with its instructions; 4. DEBARMENT, SUSPENSION, AND OTHER RESPONSIBILITY MATTERS (DIRECT RECIPIENT) As required by Executive Order 12549, Debarment and Suspension, and implemented at 28 CFR Part 67, for prospective participants in primary covered transactions, as defined at 28 CFR Part 67, Section 67.510 , the subrecipient certifies that it and its principals: a. Are not presently debarred, suspended, proposed for debarment, declared ineligible, sentenced to a denial of Federal benefits by a State or Federal court, or voluntarily excluded from covered transactions by any Federal department or agency; b. Have not, within a three-year period preceding this application, been convicted of or had a civil judgment rendered against them for commission of fraud or a criminal offense in connection with obtaining, attempting to obtain, or performing a public (Federal, State, or local) transaction or contract under a public transaction; violation of Federal or State antitrust statutes or commission of embezzlement, theft, forgery, bribery, falsification or destruction of records, making false statements, or receiving stolen property; c. Are not presently indicted for or otherwise criminally or civilly charged by a governmental entity (Federal, State, or local) with commission of any of the offenses enumerated in paragraph (1)(b) of this certification; and d. Have not, within a three-year period preceding this application, had one or more public transactions (Federal, State, or local) terminated for cause or default; and e. Where the subrecipient is unable to certify to any of the statements in this certification, he or she shall attach an explanation to this application. 5. DRUG-FREE WORKPLACE (SUBRECIPIENTS OTHER THAN INDIVIDUALS) As required by the Drug-Free Workplace Act of 1988, and implemented at 28 CFR Part 67, Subpart F, for subrecipients, as defined at 28 CFR Part 67 Sections 67.615 and 67.620. The subrecipient certifies that it will or will continue to provide a drug-free workplace by: Page 4 of 8 • 31

Exhibit B D Item 6. a. Publishing a statement notifying employees that the unlawful manufacture, distribution, dispensing, possession, or use of a controlled substance is prohibited in the subrecipient’ s workplace and specifying the actions that will be taken against employees for violation of such prohibition; b. Establishing an on-going drug-free awareness program to inform employees about: 1) The dangers of drug abuse in the workplace; 2) The subrecipient’ s policy of maintaining a drug-free workplace; 3) Any available drug counseling, rehabilitation, and employee assistance programs; and 4) The penalties that may be imposed upon employees for drug abuse violations occurring in the workplace; c. Making it a requirement that each employee to be engaged in the performance of the subaward be given a copy of the statement required by paragraph (a); d. Notifying the employee in the statement required by paragraph (a) that, as a condition of employment under the subrecipient, the employee will: 1) Abide by the terms of the statement; and 2) Notify the employer in writing of his or her conviction for a violation of a criminal drug statute occurring in the workplace no later than five calendar days after such conviction; e. Notifying the agency, in writing, within 10 calendar days after receiving notice under subparagraph (d)(2) from an employee or otherwise receiving actual notice of such conviction. Employers of convicted employees must provide notice, including position title, to: Department of Justice, Office of Justice Programs, ATTN: Control Desk, 633 Indiana Avenue, N.W., Washington, D.C. 20531. Notice shall include the identification number(s) of each affected grant; f. Taking one of the following actions, within 30 calendar days of receiving notice under subparagraph (d)(2), with respect to any employee who is so convicted: 1) Taking appropriate personnel action against such an employee, up to and including termination, consistent with the requirements of the Rehabilitation Act of 1973, as amended; or 2) Requiring such employee to participate satisfactorily in a drug abuse assistance or rehabilitation program approved for such purposes by a Federal, State, or local health, law enforcement, or other appropriate agency; g. Making a good faith effort to continue to maintain a drug-free workplace through implementation of paragraphs (a), (b), (c), (d), (e), and (f). 6. SPECIAL CONDITIONS a. All requirements, quotes, and/or scope of work must be reviewed and approved by DEMA for compliance with grant guidelines prior to the start of any work. b. All equipment and service purchases are the responsibility of the subrecipient and invoice(s) shall be submitted to DEMA for reimbursement. In addition, all equipment costing $5,000 or more will be accounted for through an inventory listing. Page 5 of 8 • 32

Exhibit B D Item 6. c. All procurement and/or contracts must be in compliance with local purchasing guidelines and procedures and reflect applicable state, local and tribal laws and regulations; provided that the procurements conform to applicable federal law and the standards identified in 2 C.F.R. § 200.318 through 200.326. If, however, there is a direct conflict between any of the standards, the most restrictive standard applies. The local procurement procedures must be provided to DEMA upon request. In the absence of local procurement procedures, those listed under Title 29, Chapter 69 of the State of Delaware Procurement Code will apply. d. As a subrecipient, you are required to meet all compliance rules outlined in 2 C.F.R. Part 200. A member of the DEMA Staff will perform a monitoring visit within the next six months to ensure all compliance measures are being met. The local procurement procedures must be provided to DEMA upon request. In the absence of local procurement procedures, state procurement procedures will apply. e. Name of Subrecipient will maintain ownership of all equipment in accordance with the DEMA Memorandum of Understanding. f. Name of Subrecipient will work with DEMA to complete the Environmental and Historical Preservation (EHP) Review process when one is required. No work can begin on projects requiring EHP Reviews until approval from FEMA is received. g. The subrecipient is also responsible for insuring that equipment items with a purchase price of $5,000.00 are placed on the Fixed Assets Management List. h. At the completion of all part of the project, remaining funds will returned to the Working Group’s Projects Un-Funded line. All disciplines will be able to submit projects to that line for the Working Group’s review. 7. DELIVERABLES a. Your acceptance of the conditions of the subaward is required by endorsement for grant award. A properly executed original of the “Subaward Acceptance Statement” must be returned to the Delaware Emergency Management Agency (DEMA) within thirty (30) days of the award execution date (below). Upon receipt of the executed Subaward Acceptance Statement, a Purchase Order (PO) will be created to encumber the funds for this project. This PO can be considered as a commitment by this agency to your agency for the funds allotted to your project. b. Subaward progress reports and fiscal vouchers will be submitted to DEMA by the fifteenth of every month. Each report and voucher will include a breakdown of progress and expenditures according to the eight components of the subaward. In order to receive reimbursement, all invoices, proofs of payment and other documentation is required and must be correct. c. A copy of any audit reports you receive, or a letter certifying that these funds do not meet the requirements for an audit. This letter is due upon completion of this project. d. Participation by your agency in a monitoring visit is a subaward requirement. You will be provided ample notification to work with DEMA to set up a convenient time for the visit. Page 6 of 8 • 33

Exhibit B D Item 6. e. Demonstrate a vendor debarment policy is in place and provide proof of a debarment validation check on all/each vendor utilized within your project. If you need assistance with this process, please work with DEMA. f. Subrecipient shall maintain, or revise as necessary, jurisdiction wide all threats and hazard Emergency Operations Plans (EOPs) consistent with CPG 101.v2. All EOP’s must b e updated every two years and submitted to DEMA in order to be eligible for EMPG funds. g. All EMPG funded personnel are required to complete the following training requirements and record proof of completion. National Incident Management System (NIMS) Training: IS-100; IS-200; IS-700; IS-800 AND FEMA Professional Development Series: IS-120.a; IS-230.d; IS-235.b; IS-240.b; IS-241.b; IS-242.b; IS-244.b or Basic Academy Courses: IS- 100 (any version); IS-700 (any version); IS-800 (any version); IS-230.d; E/L101; E/L102; E/L103; E/L104 and E/L105. Submission of a list of EMPG funded personnel along with the training completed must be included in the quarterly reporting. h. Recipients shall submit, within 45 calendar days after the date of completion of the award, all financial, performance, and other reports as required by the terms and conditions of the award. FOR STATE AGENCIES ONLY i. Fiscal Coordination is required with DEMA fiscal to incorporate DEMA into the approval process within First State Financials (FSF). DEMA’s Fiscal POC is Cindy Carney; (302)659-2206, cindy.carney@delaware.gov Page 7 of 8 • 34

Exhibit B D Item 6. I, , acting under my authority to contract on behalf of the subrecipient, hereby signify acceptance for the subrecipient of the above-described subaward on the terms and conditions stated above or incorporated by reference therein. Further, I understand that I must expend all funds from this subaward before accessing the funds for any future subaward. I further certify that we will follow all prescribed procurement policies and procedures set forth by our agency, and that this agency is not suspended or debarred from receiving federal funds, and has not been so in the past. I certify that these federal funds will not replace any state or local funds that have been appropriated for the same purpose. This project(s) does not violate any rules of supplanting. Printed Name: Signature: A.J. Schall Jr. Director of Delaware Emergency Management Agency Page 8 of 8 • 35

COMMITTEE ACTION FORM D Item 7. PROCEEDING: Council Committee of the Whole - Legislative, Finance & Administration Committee DEPARTMENT OF ORIGIN: City Manager’s Office DATE SUBMITTED: 10/14/2021 PREPARED BY: City Manager’s Office SUBJECT: City Emergency Operations Plan Update and Inclusion of Cybersecurity REFERENCE: RELATED PROJECT: None APPROVALS: Matt Harline, Interim City Manager and Lori Peddicord, Treasurer/Controller EXHIBITS: Exhibit A – Dover EOP Funding Request; Exhibit B – DEMA Subaward Finance Assistance Agreement EXPENDITURE REQUIRED: $40,000 AMOUNT BUDGETED: $0 FUNDING SOURCE (Dept./Page in CIP & Budget): Dept. Of Homeland Security reimbursed 100% through DEMA TIME TIMETABLE: Completion by August 2023 RECOMMENDED ACTION: Authorize staff to accept the reimbursement and execute a contract to rewrite the Emergency Operations Plan with the addition of including Cyber Security. BACKGROUND AND ANALYSIS The City of Dover has requested funding and received an approval from DEMA to receive funds for contractual services to aid in rewriting and updating the Emergency Operations Plan with the inclusion of Cyber Security in the plan. The last plan was written over 10 years ago by a contracting company. The information in the current plan is outdated and no longer accurate to the City of Dover Code nor the State of Delaware Code. The funding for this project is provided by a grant received by Department of Homeland Security with funds administered through to the City of Dover by DEMA. One hundred percent (100%) of the project costs will be reimbursed to the City of Dover upon application for reimbursement with no matching funds required. The scope of the grant runs through August of 2023, but Plan will likely be completed much sooner than that. The City will issue an RFP for the work and proceed as required by the City Purchasing Policy. • 36

Exhibit A D Item 7. II. Project Management - Investment # 4 II.C - What is the funding source for this investment: Funding Source Funding Amount SHSP $929,100.00 All of the requested funding must be associated with specific projects. Project # 14 Project Information - Project # 14 Project Name: Dover EOP Update Project Description: Scope: The City of Dover wishes to contract with a planning agency/individual who can assess their emergency operations plan, and update the plan and the city code as necessary. The project is expected to take up to one year to complete and approximately $40,000. The City of Dover's emergency operations plan has not been updated in more than ten years. The plan needs to be updated and enhanced to include cyber security and communications/information sharing. The plan is to hire a contractor who can complete the tasks required within one year's time. National Priority: Nexus to Terrorism: Attacks on municipal facilities is becoming a common occurrence since the attacks in Virginia Beach, VA. Other similar types of attacks have occurred at customer friendly soft- targets such as municipal office buildings, and similar public access facilities. The City of Dover has already been the target of a cyber attack using ransomeware. Impact: This project will provide for the plan for emergency management for the City of Dover for an extended period into the future. The plan has not been updated for more than ten years, it is anticipated that it will be five years before the plan will need to be updated again. Collaboration: This project will be conducted in collaboration with local law enforcement, fire, ems, government administration, and likely other response disciplines, and community and business players throughout the Dover community. AEL: 21GN-00-CCEQ Funding Amount: $929,100.00 Subgrantee: Entire State of Delaware Grantee Type: Local Jurisdiction / Entity Project Location: 19901 III.A - Project Alignment to Core Capability and Solution Areas - Project # 14 Primary Core Capability: Planning Capability Building: Build Deployable: No Shareable: No Solution Area Amount of Proposed Funding Percent of Proposed Funding Planning $40,000.00 100% Organization $.00 0% Equipment $.00 0% Training $.00 0% Exercises $.00 0% Total $40,000.00 100% III.B - Project Baseline and Management - Project # 14 Project Management Step: Initiate Project Start Date: SEPTEMBER 2020 Project End Date: AUGUST 2023 Does this project require new construction, renovation, retrofitting or modifications of existing structure? No Supports Previous Awarded Investment? No FOR OFFICIAL USE ONLY •37 PAGE 58 OF 136

Exhibit B D Item 7. A subaward is hereby made for the following, under the Homeland Security Grant Program, inaccordance with the plan set forth in the subrecipient’ s application for funding and subject to the general conditions, special conditions and deliverables that follow. Subrecipient: City of Dover I Date of Award: Project Title: Dover EOP Update Start Date: End Date: Subaward Number: FY20-015 CFDA#: 97.067 Federal Funding Awarded Project Cost: $40,000.00 DEMA Point of Contact: Christine Beste, Christine.beste@delaware.gov This award is subject to all applicable rules, regulations and conditions as prescribed by theFY2020 Homeland Security Grant Program (HSGP). It is also subject to such further rules,regulations and policies as may be reasonably prescribed by the State of Delaware and theUnited States Department of Homeland Security. Sub recipients receiving federal financialassistance awards must ensure that federal funds do not replace (supplant) funds that have been budgeted for the same purpose through non-federal sources. This subaward shall become effective on the beginning date of the subaward period, provided that within thirty (30) days of the award execution date (below), the properly executed original of the “Acceptance Statement for Subaward” is returned to the Delaware Emergency Management Agency (DEMA). Under the conditions of 2 C.F.R. Part 200, Subpart F-Audit Requirements, Non-Federal entities that expend $750,000 or more in a year in federal awards shall have a single or program specific audit conducted for that year. As a subrecipient, you will also be responsible for audit fees associated with these Federal Funds, if it is required. Also, please provide this office with a copy of any audit reports you receive, or a letter certifying that these funds do not meet the requirements for an audit. This letter is due upon completion of this project. You will be required to report on any findings and follow-up action taken to correct them. Should you fail to do so, it will adversely affect your eligibility for future funding. Page 1 of 8 • 38

Exhibit B D Item 7. 1. GENERAL CONDITIONS AND STANDARD ASSURANCES The subrecipient hereby assures and certifies compliance with all applicable Federal statutes, regulations, policies, guidelines, and requirements, including 2 C.F.R. Part 200; Ex. Order 12372 (intergovernmental review of federal programs); and 28 C.F.R. pts. 66 or 70 (administrative requirements for grants and cooperative agreements). The subrecipient also specifically assures and certifies t h a t : 1. It has the legal authority to apply for federal assistance and the institutional, managerial, and financial capability (including funds sufficient to pay any required non-federal share of project cost) to ensure proper planning, management, and completion of the project described in this application. 2. It is non-delinquent in their repayment of any federal debt. (See OMB Circular A-129) 3. It will establish safeguards to prohibit employees from using their positions for a purpose that constitutes or presents the appearance of personal or organizational conflict of interest, or personal gain. 4. It will give DEMA or the General Accounting Office, through any authorized representative, access to and the right to examine all paper or electronic records related to the financial assistance. 5. It will obtain permission from their DHS FAO, prior to using the DHS seal(s), logos, crests or reproduction of flags or likenesses of DHS agency officials. 6. It will comply with the SAFECOM guidance for emergency communication equipment including provisions on technical standards that ensure and enhance interoperable communications. 7. It will comply with all instructions, guidance, limitations, and other conditions set forth i n the Notice of Funding Opportunity for the EMPG program. 8. It will use best practices for collection and use of personally identifiable information. Subrecipients are required to have a publically-available privacy policy that describes standards on the usage and maintenance of PII they collect. 9. It will acknowledge their use of federal funding when issuing statements, press releases, and requests for proposals, bid initiations, and other documents describing projects or programs funded in whole or in part with federal funds. 10. It will affix the applicable copyright notices of 17 U.S.C. Sections 401 or 402 and an acknowledgement of U.S. Government sponsorship (including the award number) to any work first produced under federal financial assistance awards. 11. It will comply with all lawful requirements imposed by FEMA: The Whistleblower Protection Act at 10 U.S.C. Section 2409, 41 U.S.C. 4712, and 10 U.S.C. Section 2324, 41. U.S.C. Sections 4304 and 4310; The USA Patriot Act of 2001; The Trafficking Victims Protection Act of 2000; The Terrorist Financing Executive Order 13224; The Solid Waste Disposal Act as amended by The Resource Conservation and Recovery Act; The Hotel and Motel Fire Safety Act of 1990; The Fly America Act of 1974; The Federal Leadership on Reducing Text Messaging while Driving Executive Order 13513; The False Claims Act; The Energy Policy and Conservation Act; Education Amendments of 1972; The National Environmental Policy Act (NEPA) 12. It will comply with all lawful requirements imposed by DEMA, specifically including any applicable regulations, such as 28 C.F.R. pts. 18, 22, 23, 30, 35, 38, 42, 61, and 63. Page 2 of 8 • 39

Exhibit B D Item 7. 13. It will assist DEMA (if necessary) in assuring compliance with section 106 of the National Historic Preservation Act of 1966 (16 U.S.C. § 470), Ex. Order 11593 (identification and protection of historic properties), the Archeological and Historical Preservation Act of 1974 (16 U.S.C. § 469 a-1 et seq.), and the National Environmental Policy Act of 1969 (42 U.S.C. § 4321). 14. It will comply (and will require contractors to comply) with any applicable statutorily- imposed non- discrimination requirements, which may include the Omnibus Crime Control and Safe Streets Act of 1968 (42 U.S.C. § 3789d); the Victims of Crime Act (42U.S.C. § 10604(e)); The Juvenile Justice and Delinquency Prevention Act of 2002 ( 42U.S.C. § 5672(b)); The Civil Rights Act of 1968 (42 U.S.C. § 3601); the Rehabilitation Act of 1973 (29 U.S.C. § 7 94); the Americans with Disabilities Act of 1990 (42 U.S.C. § 12131-34); the Education Amendments of 1972 (20 U.S.C. §§1681, 1683, 1685-86); and the Age Discrimination Act of 1975 (42 U.S.C. §§ 6101-07); see Ex. Order 13279 (equal protection of the laws for faith-based and community organizations). 15. If it is a governmental entity: a. It will comply with the requirements of the Uniform Relocation Assistance and Real Property Acquisitions Act of 1970 (42 U.S.C. § 4601 et seq.), which governs the treatment of persons displaced as a result of federal and federally-assisted programs; and b. It will comply with requirements of 5 U.S.C. §§ 1501-08 and §§ 7324-28, which limits certain political activities of State or local government employees whose principal employment is in connection with an activity financed in whole or in part by federal assistance. 2. CERTIFICATIONS Subrecipients should refer to the regulations cited below to determine the certification to which they are required to attest. Subrecipients should also review the instructions for certification included in the regulations before completing this form. Signature of this form provides for compliance with certification requirements under 28 CFR Part 69, "New Restrictions on Lobbying" and 28 CFR Part 67, "Government-wide Debarment and Suspension (Non- procurement) and Government-wide Requirements for Drug- Free Workplace (Grants)." The certifications shall be treated as material representations of fact upon which reliance will be placed when the State of Delaware and the Department of Homeland Security determines to award the covered subaward. 3. LOBBYING As required by Section 1352, Title 31 of the U.S. Code, and implemented at 28 CFR Part 69, for persons entering into a grant or cooperative agreement over $100,000, as defined at 28 CFR Part 69, the subrecipient certifies that: Page 3 of 8 • 40

Exhibit B D Item 7. a. No Federal appropriated funds have been paid or will be paid, by or on behalf of the undersigned, to any person for influencing or attempting to influence an officer or employee of any agency, a Member of Congress, an officer or employee of Congress, or an employee of a Member of Congress in connection with the making of any Federal grant, the entering into of any cooperative agreement, and the extension, continuation, renewal, amendment, or modification of any Federal grant or cooperative agreement; b. If any funds other than Federal appropriated funds have been paid or will be paid to any person for influencing or attempting to influence an officer or employee of any agency, a Member of Congress, an officer or employee of Congress, or an employee of a Member of Congress, in connection with this Federal grant or cooperative agreement, the undersigned shall complete and submit Standard Form - LLL, "Disclosure of Lobbying Activities," in accordance with its instructions; 4. DEBARMENT, SUSPENSION, AND OTHER RESPONSIBILITY MATTERS (DIRECT RECIPIENT) As required by Executive Order 12549, Debarment and Suspension, and implemented at 28 CFR Part 67, for prospective participants in primary covered transactions, as defined at 28 CFR Part 67, Section 67.510 , the subrecipient certifies that it and its principals: a. Are not presently debarred, suspended, proposed for debarment, declared ineligible, sentenced to a denial of Federal benefits by a State or Federal court, or voluntarily excluded from covered transactions by any Federal department or agency; b. Have not, within a three-year period preceding this application, been convicted of or had a civil judgment rendered against them for commission of fraud or a criminal offense in connection with obtaining, attempting to obtain, or performing a public (Federal, State, or local) transaction or contract under a public transaction; violation of Federal or State antitrust statutes or commission of embezzlement, theft, forgery, bribery, falsification or destruction of records, making false statements, or receiving stolen property; c. Are not presently indicted for or otherwise criminally or civilly charged by a governmental entity (Federal, State, or local) with commission of any of the offenses enumerated in paragraph (1)(b) of this certification; and d. Have not, within a three-year period preceding this application, had one or more public transactions (Federal, State, or local) terminated for cause or default; and e. Where the subrecipient is unable to certify to any of the statements in this certification, he or she shall attach an explanation to this application. 5. DRUG-FREE WORKPLACE (SUBRECIPIENTS OTHER THAN INDIVIDUALS) As required by the Drug-Free Workplace Act of 1988, and implemented at 28 CFR Part 67, Subpart F, for subrecipients, as defined at 28 CFR Part 67 Sections 67.615 and 67.620. The subrecipient certifies that it will or will continue to provide a drug-free workplace by: Page 4 of 8 • 41

Exhibit B D Item 7. a. Publishing a statement notifying employees that the unlawful manufacture, distribution, dispensing, possession, or use of a controlled substance is prohibited in the subrecipient’ s workplace and specifying the actions that will be taken against employees for violation of such prohibition; b. Establishing an on-going drug-free awareness program to inform employees about: 1) The dangers of drug abuse in the workplace; 2) The subrecipient’ s policy of maintaining a drug-free workplace; 3) Any available drug counseling, rehabilitation, and employee assistance programs; and 4) The penalties that may be imposed upon employees for drug abuse violations occurring in the workplace; c. Making it a requirement that each employee to be engaged in the performance of the subaward be given a copy of the statement required by paragraph (a); d. Notifying the employee in the statement required by paragraph (a) that, as a condition of employment under the subrecipient, the employee will: 1) Abide by the terms of the statement; and 2) Notify the employer in writing of his or her conviction for a violation of a criminal drug statute occurring in the workplace no later than five calendar days after such conviction; e. Notifying the agency, in writing, within 10 calendar days after receiving notice under subparagraph (d)(2) from an employee or otherwise receiving actual notice of such conviction. Employers of convicted employees must provide notice, including position title, to: Department of Justice, Office of Justice Programs, ATTN: Control Desk, 633 Indiana Avenue, N.W., Washington, D.C. 20531. Notice shall include the identification number(s) of each affected grant; f. Taking one of the following actions, within 30 calendar days of receiving notice under subparagraph (d)(2), with respect to any employee who is so convicted: 1) Taking appropriate personnel action against such an employee, up to and including termination, consistent with the requirements of the Rehabilitation Act of 1973, as amended; or 2) Requiring such employee to participate satisfactorily in a drug abuse assistance or rehabilitation program approved for such purposes by a Federal, State, or local health, law enforcement, or other appropriate agency; g. Making a good faith effort to continue to maintain a drug-free workplace through implementation of paragraphs (a), (b), (c), (d), (e), and (f). 6. SPECIAL CONDITIONS a. All requirements, quotes, and/or scope of work must be reviewed and approved by DEMA for compliance with grant guidelines prior to the start of any work. b. All equipment and service purchases are the responsibility of the subrecipient and invoice(s) shall be submitted to DEMA for reimbursement. In addition, all equipment costing $5,000 or more will be accounted for through an inventory listing. Page 5 of 8 • 42

Exhibit B D Item 7. c. All procurement and/or contracts must be in compliance with local purchasing guidelines and procedures and reflect applicable state, local and tribal laws and regulations; provided that the procurements conform to applicable federal law and the standards identified in 2 C.F.R. § 200.318 through 200.326. If, however, there is a direct conflict between any of the standards, the most restrictive standard applies. The local procurement procedures must be provided to DEMA upon request. In the absence of local procurement procedures, those listed under Title 29, Chapter 69 of the State of Delaware Procurement Code will apply. d. As a subrecipient, you are required to meet all compliance rules outlined in 2 C.F.R. Part 200. A member of the DEMA Staff will perform a monitoring visit within the next six months to ensure all compliance measures are being met. The local procurement procedures must be provided to DEMA upon request. In the absence of local procurement procedures, state procurement procedures will apply. e. Name of Subrecipient will maintain ownership of all equipment in accordance with the DEMA Memorandum of Understanding. f. Name of Subrecipient will work with DEMA to complete the Environmental and Historical Preservation (EHP) Review process when one is required. No work can begin on projects requiring EHP Reviews until approval from FEMA is received. g. The subrecipient is also responsible for insuring that equipment items with a purchase price of $5,000.00 are placed on the Fixed Assets Management List. h. At the completion of all part of the project, remaining funds will returned to the Working Group’s Projects Un-Funded line. All disciplines will be able to submit projects to that line for the Working Group’s review. 7. DELIVERABLES a. Your acceptance of the conditions of the subaward is required by endorsement for grant award. A properly executed original of the “Subaward Acceptance Statement” must be returned to the Delaware Emergency Management Agency (DEMA) within thirty (30) days of the award execution date (below). Upon receipt of the executed Subaward Acceptance Statement, a Purchase Order (PO) will be created to encumber the funds for this project. This PO can be considered as a commitment by this agency to your agency for the funds allotted to your project. b. Subaward progress reports and fiscal vouchers will be submitted to DEMA by the fifteenth of every month. Each report and voucher will include a breakdown of progress and expenditures according to the eight components of the subaward. In order to receive reimbursement, all invoices, proofs of payment and other documentation is required and must be correct. c. A copy of any audit reports you receive, or a letter certifying that these funds do not meet the requirements for an audit. This letter is due upon completion of this project. d. Participation by your agency in a monitoring visit is a subaward requirement. You will be provided ample notification to work with DEMA to set up a convenient time for the visit. Page 6 of 8 • 43

Exhibit B D Item 7. e. Demonstrate a vendor debarment policy is in place and provide proof of a debarment validation check on all/each vendor utilized within your project. If you need assistance with this process, please work with DEMA. f. Subrecipient shall maintain, or revise as necessary, jurisdiction wide all threats and hazard Emergency Operations Plans (EOPs) consistent with CPG 101.v2. All EOP’s must b e updated every two years and submitted to DEMA in order to be eligible for EMPG funds. g. All EMPG funded personnel are required to complete the following training requirements and record proof of completion. National Incident Management System (NIMS) Training: IS-100; IS-200; IS-700; IS-800 AND FEMA Professional Development Series: IS-120.a; IS-230.d; IS-235.b; IS-240.b; IS-241.b; IS-242.b; IS-244.b or Basic Academy Courses: IS- 100 (any version); IS-700 (any version); IS-800 (any version); IS-230.d; E/L101; E/L102; E/L103; E/L104 and E/L105. Submission of a list of EMPG funded personnel along with the training completed must be included in the quarterly reporting. h. Recipients shall submit, within 45 calendar days after the date of completion of the award, all financial, performance, and other reports as required by the terms and conditions of the award. FOR STATE AGENCIES ONLY i. Fiscal Coordination is required with DEMA fiscal to incorporate DEMA into the approval process within First State Financials (FSF). DEMA’s Fiscal POC is Cindy Carney; (302)659-2206, cindy.carney@delaware.gov Page 7 of 8 • 44

Exhibit B D Item 7. I, , acting under my authority to contract on behalf of the subrecipient, hereby signify acceptance for the subrecipient of the above-described subaward on the terms and conditions stated above or incorporated by reference therein. Further, I understand that I must expend all funds from this subaward before accessing the funds for any future subaward. I further certify that we will follow all prescribed procurement policies and procedures set forth by our agency, and that this agency is not suspended or debarred from receiving federal funds, and has not been so in the past. I certify that these federal funds will not replace any state or local funds that have been appropriated for the same purpose. This project(s) does not violate any rules of supplanting. Printed Name: Signature: A.J. Schall Jr. Director of Delaware Emergency Management Agency Page 8 of 8 • 45

D Item 8. PLANNING DEPARTMENT Department of Planning & Inspections P.O. Box 475 Dover, DE 19903 Phone: (302) 736-7175 Fax (302) 736-4217 TO: Councilman David Anderson (Chairman, Legislative & Finance Committee) FROM: Tracey N. Harvey, Planner/Community Development Manager DATE: October 14, 2021 RE: Proposal to manage the American Rescue Plan Act funding awarded to Nonprofit Organizations for Housing and Homelessness __________________________________________________________________________________________ As the City of Dover’s Community Development Block Grant Program Manager, I have over 18 years of grants management experience which includes budget preparation, financial management and reporting, compliance monitoring, preparation of the Consolidated Plan, Annual Action Plan and the Annual Performance Report that are submitted to HUD and approved annually. Since becoming the Community Development Manager for the City, I have successfully maintained the following requirements of the position. • Continually receive satisfactory annual performance reviews • Consistently meets the HUD timeliness standard for expenditure of funds • Prepares grant applications and administers grants ensuring compliance with program guidelines and regulations • Developed policies and procedures for the CDBG, NSP and CARES Act Programs • No unresolved findings during years of service • Satisfactory monitoring reviews from HUD Recent Project Experience • CDBG Program Manager 2003 – Present • Managed the Neighborhood Stabilization Program Grant 2009-2019 • Managed the CARES Act Funding 2020- Present • 46

MEMO D 2 Item 8. Summary of Services • Planning and Administration of subgrants issued to nonprofit organizations • Conduct and prepare meetings and minutes • Determine eligibility requirements for sub-grantee consideration and determine qualifying spending areas • Prepare policies and procedures for ARPA funds • Develop application process for reviewing and approving grant application process • Compliance monitoring and accounting • Complete ARPA Reporting • Develop ARPA contracts for sub-grantees • Ensure procurement policies and procedures • Review and submit invoices for reimbursement to subgrantees • Conduct Certificate of Occupancy inspections on all construction projects related to meeting the planning requirements of the project Proposed Budget and Timeline The proposal for the summary of services outlined above is $30,000 for services outlined herein for up to 60 months beginning 2021-2025. The fee represents an annual payment of $6,000 to be added to my salary as a city employee. I am flexible and will work with the city to address schedule modifications, other information, or timeline changes in a mutually acceptable manner. • 47

D Item 9. CITY OF DOVER, DELAWARE ACTION FORM PROCEEDING: Council Committee of the Whole (Leg & Fin) DEPARTMENT OF ORIGIN: Public Works SUBMITTED ON: October 15, 2021 PREPARED BY: Sharon J. Duca, P.E., Public Works Director REVIEWED BY: Matthew Harline, Interim City Manager and Lori Peddicord, Controller/Treasurer SUBJECT: FY 2021B Street and Alley Program – Additional Work TIMETABLE: Notice to Proceed to be issued within thirty (30) days of Council approval and upon receipt of fully executed agreement from the State. RELATED PROJECT: n/a EXHIBITS Exhibit A – DelDOT Agreement Letter; Exhibit B – DelDOT Agreement REFERENCE: CIP – General Fund Projects EXPENDITURE REQUIRED: $201,284.00 AMOUNT BUDGETED: $500,000.00 Community Transportation Funds FUNDING SOURCE (Dept./Page in CIP & Budget): Community Transportation Funds - $500,000.00, Account No.: 203-12-99-99-000- 54031. STAFF RECOMMENDATION: Award the additional work of regrading and repaving the American Legion, Walter L. Fox Post #2 parking lot to Grassbuster’s Landscaping Company, Inc. for the City of Dover FY 2021B Street and Alley Program in the amount of $201,284.00 for a total project cost of $582,367.00. BACKGROUND AND ANALYSIS: On June 28, 2021, City of Dover City Council awarded the FY 2021B Street and Alley Program to Grassbuster’s Landscaping, Inc. This program consisted of projects funded through the assistance of local legislators including Senator Bonini, Senator Paradee and Representative Lynn. Projects included in this program are Edgehill Alley (from East Division Street to East Loockerman Street), Fairview Avenue (from William Street to Columbia Avenue), Lakewood Place (from William Street to Columbia Avenue), Shotgun Alley (from Bank Lane to West Water Street) and Turnberry Drive (from end to end). An additional project request has been made through Senator Paradee’s office to regrade and repave the American Legion, Walter L. Fox Post #2 parking lot. As this project would be funded through Community Transportation Funds it is proposed to be an add-on to the FY 2021B Program which is also being funded through Community Transportation funds. The City has received the agreement from this State in order to start the execution process. With Council approval, and once the fully executed agreement is received, • 48

D a Notice to Proceed can be issued for the project. Staff recommends awarding the additional work to Item 9. Grassbuster’s Landscaping Company, Inc. for the City of Dover FY2021B Street and Alley Program in the amount of $201,284.00 for a total project cost of $582,367.00. In order to be eligible to for CTF money, the American Legion had to record an easement with the Kent County Recorder of Deeds granting public access to their parking lot. • 49

Exhibit A D Item 9. STATE OF DELAWARE DEPARTMENT OF TRANSPORTATION 800 BAY ROAD P . O . llox 778 DOV R, D LAWAR 19903 Nicole Majeski secretary October 07, 2021 Mr. Matthew C. Harline Interim City Manager City of Dover P. O. Box 475 Dover, DE 19903-0475 Dear Mr. Harline: Enclosed is a copy of the proposed agreement # 22-P-PROG-29 pertaining to the transfer of $201,684 from the Delaware Department of Transportation to City of Dover for the parking lot improvements project as outlined in the referenced agreement. After reviewing the agreement and finding it to be satisfactory, please sign and return the agreement to me via attachment to email at the email address below. After our execution of the agreement, we will return one (1) original to you. Please do not commence work until you receive the fully executed agreement. Please feel free to contact me if you have any additional questions or concerns at 760-2759. Thank you for your assistance with this matter. Sincerely, Geri C. Larson Legislative Projects Manager Statewide Support Services (302) 760-2759 Geri.Larson@delaware.gov GCL Enclosure .De/DOT~ 50

Exhibit B D Item 9. MISCELLANEOUS TRANSPORTATION PROJECTS CITY OF DOVER KENT COUNTY AGREEMENT This MISCELLANEOUS TRANSPORTATION PROJECTS CITY OF DOVER KENT COUNTY AGREEMENT (“the AGREEMENT”) made this _________ day of _______ 2021 by and between the state of Delaware, Department of Transportation, acting by and through the Community Transportation Fund (CTF) Coordinator, (hereinafter referred to as “DelDOT”), and the City of Dover, acting by and through Matthew C. Harline, Interim City Manager (hereinafter referred to as “CITY”)-. WHEREAS, DelDOT’s Annual Capital Improvement Program as approved in the FY22 Bond Bill, provides funding in the amount of Two Hundred One Thousand Six Hundred Eighty Four Dollars ($201,684) for the following Miscellaneous Transportation Parking Lot Improvements Project: 1. $201,684 City Of Dover-American Legion - Walter Fox Post 2 - 835 S Bay Rd, Dover, DE 19901 From American Legion Walter Fox Post To American Legion Walter Fox Post 2 (Paradee) (hereinafter the “PROJECT”) WHEREAS, the purpose of these funds is to provide for improvements to transportation related projects dedicated to public use in the CITY, and WHEREAS, these improvements fall within the jurisdictional provinces of CITY rather than DelDOT, NOW THEREFORE, DelDOT and CITY, in consideration of the mutual promises made below and other good and valuable consideration, the receipt and sufficiency of which are hereby acknowledged, agree and contract as follows: SECTION I CITY shall be fully responsible for complying with all relevant state, federal and local laws, for example Americans with Disability Act compliance and federal requirements in relation to railroad crossings. SECTION II CITY agrees to the following terms: Page 1 of 3 DelDOT Form Control #22-P-PROG-29 • 51

Exhibit B D Item 9. A. DelDOT is not responsible for the maintenance of the improvements which are the subject of this AGREEMENT. B. These funds will only be expended for the PROJECT previously noted in this AGREEMENT. Any changes to the scope of work, location or cost of the PROJECT will require an amendment to the AGREEMENT. C. CITY will comply with the CITY charter or ordinances regarding advertising and awarding of contracts. If there are no such provisions, CITY will comply with state procurement laws for the PROJECT. Prevailing wage rates under 29 Del.C. Section 6960 are generally not required when using Community Transportation Funds. If the Community Transportation Funds are combined with funds that require prevailing wage rates, then prevailing wage rates must be used. It is the obligation of CITY to determine whether or not prevailing wage rates must be used on this PROJECT. D. DelDOT will forward the fully executed AGREEMENT once DelDOT has established a purchase order. Receipt of the fully executed AGREEMENT will act as Notice to Proceed. The balance of the funding for the PROJECT will be transferred to CITY once DelDOT has received sufficient documentation to support payment. CITY shall bill DelDOT on a regular schedule. E. CITY will maintain accurate records of the expenditure of these funds by separate fiscal years and will advise DelDOT in writing when the PROJECT is completed and return any unused funds to DelDOT within 90 days of completion of the PROJECT. All records pertaining to the PROJECT listed in this AGREEMENT must be kept until a final audit has been performed. F. DelDOT may audit expenditures subject to this AGREEMENT. SECTION III A. This AGREEMENT constitutes the entire AGREEMENT and understanding of DelDOT and CITY hereto and supersedes all prior agreements and understandings with respect to the PROJECT. B. No amendment of this AGREEMENT or the terms thereof will be binding upon CITY or DelDOT unless the same is in writing, dated subsequent to the date hereof, and duly executed by CITY and DelDOT. Page 2 of 3 DelDOT Form Control #22-P-PROG-29 • 52

Exhibit B D Item 9. C. This AGREEMENT may be executed in any number of counterparts and by CITY and DelDOT in separate counterparts, each of which when so executed and delivered, will be deemed an original as against any party whose signature appears thereon, and all of which, when taken together, will constitute one and the same instrument. Delivery of an executed counterpart of a signature page to this AGREEMENT by facsimile or electronic mail will be as effective as delivery of a manually executed counterpart of this AGREEMENT, except that any party delivering an executed counterpart of this AGREEMENT by facsimile or electronic mail also must deliver a manually executed counterpart of this AGREEMENT. Notwithstanding the foregoing, failure to deliver a manually executed counterpart will not affect the validity, enforceability, and binding effect of this AGREEMENT. IN WITNESS THEREOF, the parties hereunto have caused this AGREEMENT to be executed in quadruplicate, the day and year first above written. DEPARTMENT OF TRANSPORTATION Approved as to form: By: ______________________ _______________________ Deputy Attorney General Brian T. Urbanek CTF Coordinator CITY OF DOVER Approved as to form/Witness: By: _____________________ _______________________ City Solicitor Matthew C. Harline Interim City Manager Page 3 of 3 DelDOT Form Control #22-P-PROG-29 • 53

ACTION FORM D Item 10. PROCEEDING: Council Committee of the Whole (LF&A) AGENDA ITEM NO.: DEPARTMENT OF ORIGIN: Police DATE SUBMITTED: 9/17/21 PREPARED BY: Capt. Christopher Hermance / Administrative Division Commander SUBJECT: Kent County Levy Court Grant REFERENCE: N/A RELATED PROJECT: N/A APPROVALS: Matt Harline, Interim City Manager and Lori Peddicord, Controller/Treasurer EXHIBITS: Department Grant Application Analysis Form FY22 Fund 209: $330,000 budgeted EXPENDITURE REQUIRED: $47,183.09 PROJECT BUDGET: for State & Local Grant Revenues Funding can be absorbed in State & Local FUNDING SOURCE (Dept./Page in CIP & Budget): Grant Revenues Budgeted for FY22 TIMETABLE: Grant purchases will be made in accordance with the City’s Purchasing Policy. RECOMMENDED ACTION: Approval of the new grant program and the intended purchases. BACKGROUND Periodically, the Kent County Levy Court awards grant funding to police agencies in the county. The funds were awarded to support law enforcement in recognition of the regular support the agencies provide to the Kent County public safety mission. The last time grant funds were awarded was in FY15, and $20,173.00 was awarded. This year’s unanticipated grant funding will be used to supplement existing police programs, community policing initiatives and training priorities. At the request of Kent County elected officials, a report of the use of the funds will be produced for their review. As stated above, these grant funds can be absorbed within the funds budgeted in Fund 209, State & Local Police Grants, for FY22. However, a budget adjustment may be needed to realign the revenues budgeted between the accounts affected. ACTION REQUESTED The Council Committee of the Whole approve the application for this grant and the subsequent purchases. • 54

D Item 10. Department Grant Application Analysis Form For Use in Evaluating Grant Opportunities General Information Department: Police Staff Contact: Capt Hermance Grant/Project Title: Kent County Levy Court Grant Brief Grant/Project Description: Kent County Levy Court Grant program: 47,183.09 Periodically, the Kent County Levy Court awards grant funding to police agencies in the county. The funds are provided to support supplemental law enforcement requirements. The last time grant funds were awarded was during FY15, and $20,173.00 was received. Application Information Due Date: N/A New [8J Related Grants: Recurring • Anticipated Award Date: 8/3/21 Anticipated Notification Date: 8/3/21 Start Date: 8/3/21 End Date: 6/30/24 Award Amount: $47,183.09 Cash Reimbursement • Approx. reimbursement turn-a-around time Council Approval Needed: Yes No • Which apply? Match amount • (Council approval is needed for grant projects > $25,000, when match amounts equal or Project shortage • exceed $25,000, or when expressly required by the granting authority.) Other grant requirement • Grant/Project Costs Budget Category Award Amt Match Amt Match Source Contractual $0.00 $0.00 Equipment/Supplies 47,183.09 0.00 Not Applicable Indirect Cost (ie, vehicle repairs, mileage, IT, telephone) 0.00 0.00 Personnel 0.00 0.00 Additional Personnel/Overtime (Police Extra Duty) 0.00 0.00 Travel/Training 0.00 0.00 Capital Voicemail System 0.00 0.00 Other (ie, informant/buy money) 0.00 0.00 Total $ 47,183.09 $ 0.00 GRANT TOTAL $ 47,183.09 Award + Match • 55

Department Grant Application Analysis Form D Item 10. For Use in Evaluating Grant Opportunities Other Information 1. Are any of this project’s costs included in the City budget? No, the funding was provided for supplemental law enforcement requirements. 2. Are there any long-term costs or commitments? None at this time. 3. How will this program/project be funded after the grant expires? Not Applicable. 4. What is the maximum amount of funds available from this funding source? Not Applicable 5. If the Department receives only a portion of the amount requested, how will the project be funded? Not Applicable. 6. Are there other departments in the City eligible for this funding? No. 7. Are other departments in the City willing to collaborate on this project? Not Applicable. 8. Will this project duplicate or compete with other services or programs provided by the City or other local agency? No. • 56

ACTION FORM D Item 11. PROCEEDING: Council Committee of the Whole - Legislative, Finance & Administration DEPARTMENT OF ORIGIN: City Manager DATE SUBMITTED: 10/25/21 PREPARED BY: Jeffrey Dill, Budget Analyst SUBJECT: Project Carry-Forward Budget Balances REVIEWED BY: Matthew C. Harline, Interim City Manager and Lori Peddicord, Controller/Treasurer APPROVALS: Council Committee of the Whole EXHIBITS: Exhibits – Capital Investment Plan Amendments EXPENDITURE REQUIRED: As per the attached Exhibit & Draft Ordinance AMOUNT BUDGETED: N/A TIMETABLE: Upon Council approval RECOMMENDED ACTION: Staff recommends approval of the proposed Budget Amendments totaling $9,773,800 for Fiscal Year 2022 and adoption of Ordinance #2021-24. The proposed budget amendment includes adjustments to carry forward project balances for ongoing projects. Also, note revenue adjustments are also included for projects that have carried over and had debt financing or reserve fund appropriations to partially fund projects. These include capital asset reserves, impact fee reserves, HVAC project loans, State Revolving Fund Loans, ARPA funds, Bond Bill monies and Parkland Reserve. The items above along with the Capital Project carry forward balances total $9,773,800 as follows: Fund Budget Balance Adjustment Governmental – Capital Projects Fund $4,886,600 Water – Capital Projects Fund 206,200 Wastewater – Capital Projects Fund 682,800 Electric – Capital Projects Fund 3,998,200 Total $9,773,800 • 57

Exhibit D Item 11. City of Dover Fiscal Year 2021/2022 Budget First Amendment Capital Investment Plan Amendments Fiscal Year 2021 Original Revised Prior Carry CIP CIP Fiscal Year FY21 Forward Project # Title Budget Budget Expenses Balance Balance FC2001 2020 City Hall Improvements $ 700,000 $ 700,000 $ - 700,000 $ 700,000 Facilities Management $ 700,000 $ 700,000 $ - $ 700,000 $ 700,000 IT2100 Server Life Cycle 52,300 52,300 12,202 40,098 47,500 Information Technologies $ 61,600 $ 61,600 $ 12,202 $ 49,398 $ 47,500 Vehicles $ 25,600 $ 25,600 $ - $ 25,600 $ 25,000 PW2101 Iplan Touch Screen Tables 14,000 14,000 1,858 12,142 300 PW-Engineering $ 39,600 $ 39,600 $ 1,858 $ 37,742 $ 25,300 Vehicles $ 18,600 $ 23,500 $ - $ 23,500 22,600 Inspections $ 18,600 $ 23,500 $ - $ 23,500 $ 22,600 PW2102 Iplan Touch Screen Tables $ 20,400 $ 15,500 $ 3,716 $ 11,784 $ 500 Planning $ 20,400 $ 15,500 $ 3,716 $ 11,784 $ 500 PR1900 Park Maintenance Facility - 74,900 70,758 4,142 4,400 PR2002 Dover Park Can-Do - 195,000 201,720 (6,720) 48,300 PR2100 2021 Dover Park Improvements 310,000 310,000 - 310,000 310,000 Parks & Rec $ 395,000 $ 1,062,300 $ 284,311 $ 777,989 $ 362,700 Vehicles $ 92,700 $ 92,700 $ 31,217 61,483 44,400 PD2103 PD Cooling Tower & Pump Replacement 319,300 319,300 209,493 109,807 16,900 Police Dept $ 912,400 $ 986,800 $ 779,672 $ 207,128 $ 61,300 CS2101 2021 Warehouse Improvements $ 25,000 $ 325,000 $ 31,492 $ 293,508 $ 287,800 Procurement $ 25,000 $ 325,000 $ 31,492 $ 293,508 $ 287,800 ST2108 Vehicles $ - $ 180,700 $ 160,895 $ 19,805 $ 9,000 ST2003 Meeting House Branch Improvement - 976,400 $ 85,671 890,729 873,000 ST2007 Operations Yard Relocation & Imp. - 265,100 265,100 265,100 ST2101 FY21 Street & Alley Program $ 936,000 $ 1,776,700 241,916 1,534,784 1,508,900 Streets Division $ 936,000 $ 3,209,400 $ 516,481 $ 2,692,919 $ 2,656,000 Vehicles $ 475,200 $ 475,200 $ - $ 475,200 $ 468,800 Sanitation $ 475,200 $ 475,200 $ - $ 475,200 $ 468,800 ST2004 Mirror Lake Drainage Basin Improvements - 75,000 13,600 61,400 61,400 ST2005 East Lake Garden Basin Improvements - 80,000 17,800 62,200 62,200 ST2006 West street Flooding Improvements - 14,000 1,725 12,275 12,300 ST2009 Persimmon Park Place Drainage - 47,800 23,330 24,470 23,700 SW2102 Barn Door Replacement 20,000 34,700 239 34,461 34,500 SW2105 West Street Flooding Improvements 60,000 60,000 - 60,000 60,000 Stormwater Division $ 1,110,700 $ 1,342,200 $ 91,393 $ 1,250,807 $ 254,100 Total General Capital Project Fund $ 4,867,800 $ 8,539,559 $ 2,001,354 $ 6,538,205 $ 4,886,600 • 58

Exhibit D Item 11. City of Dover Fiscal Year 2021/2022 Budget First Amendment Capital Investment Plan Amendments Fiscal Year 2021 Original Revised Prior Carry CIP CIP Fiscal Year FY21 Forward Project # Title Budget Budget Expenses Balance Balance WD2101 Wellhead Redevelopment Program 140,000 198,600 182,477 16,100 16,100 WD2102 iPlan Touch Screen Tables 20,400 1,900 929 1,000 200 WD2103 General Foods Tank Maintenance - 583,615 525,253 58,400 58,400 WQ2101 Water Quality Improvments 980,500 634,891 468,125 166,800 131,500 Water Division $ 1,225,900 $ 2,368,620 $ 2,142,249 $ 226,400 $ 206,200 WW1906 Meeting House Branch Sewer Repair - 213,100 172,998 40,100 40,100 WW2001 Inflow/Infiltration Removal - - 97,187 (97,200) 38,200 WW2003 Puncheon Run PS Improvement - 671,700 658,980 12,700 12,700 WW2101 Inflow/Infiltration Removal 800,000 800,000 - 800,000 587,600 WW2103 College Road Pump Station Replacement 75,000 19,100 16,542 2,600 2,600 WW2105 Turnberry Pump Station Replacement 10,000 8,900 7,500 1,400 1,400 WW2106 iPlan Touch Screen Tables $ 14,000 $ 1,300 $ 929 $ 371 $ 200 Wastewater Division $ 1,099,000 $ 2,128,050 $ 1,362,744 $ 765,254 $ 682,800 Total Water/Wastewater I & E Fund $ 2,324,900 $ 4,496,670 $ 3,504,993 $ 991,654 $ 889,000 Trucks 250,000 443,100 27,680 415,420 415,400 Transmission & Distribution $ 1,100,000 $ 1,293,100 $ 754,521 $ 538,579 $ 415,400 EE2005 College Rd Consolidation 110,000 110,000 45,159 64,841 75,000 EE2016 Garrison Oak Technology Park 750,000 749,700 150,621 599,079 599,100 EE2106 Capitol Green Secondary 33,000 33,000 23,639 9,361 9,400 EE2110 Division St Overhead Upgrade 85,000 85,000 71,609 13,391 13,400 EE2113 ArcFM Migration 160,000 160,000 63,000 97,000 97,000 EE2114 iPLan Touch Screen 20,400 20,400 3,716 16,684 500 Engineering Division 2,968,900 2,706,600 1,364,433 1,342,167 794,400 EA2101 Reed Street Shingled Roof $ 300,000 $ 299,900 $ 114,779 $ 185,121 $ 185,100 EA2103 2021 Electric Admin. Facility Improvments 25,000 25,000 2,578 22,422 22,400 EE2009 2020 Electric Utility Facility Improvements - 457,000 114,250 342,750 342,800 EE2101 Reed Street IT Room Generator 20,000 20,000 2,400 17,600 52,600 Electric Admin 360,000 2,064,400 317,794 1,746,606 602,900 EG2102 Plant Decomishoning 1,000,000 1,000,000 54,769 945,231 990,900 EG2104 McKee Run Unit 3 Auxillary System Components - 60,000 14,916 45,084 28,200 EG2105 VanSant Exciter Replacement - 172,000 59,033 112,967 109,700 Electric Generation 1,267,000 1,301,700 159,405 1,142,295 1,128,800 FN1701 Purchase of ERP System $ 1,244,800 $ 1,244,800 $ 188,110 $ 1,056,690 $ 1,056,700 Total Electric I & E Fund $ 6,940,700 $ 8,610,600 $ 2,784,263 $ 5,826,337 $ 3,998,200 • 59

CITY OF DOVER ORDINANCE # 2021-24 2021-2022 BUDGET ORDINANCES D Item 11. 1 BE IT ORDAINED BY THE MAYOR AND COUNCIL OF THE CITY OF DOVER, IN COUNCIL MET: 2 The amount hereinafter named aggregating Fifty-Six Million Two Hundred Ninety-Nine Thousand Five 3 Hundred dollars ($56,299,500) or so much thereof as may be necessary are hereby appropriated from 4 current revenues and other funds for the use by several departments of the Municipal Government 5 for the fiscal year beginning July 1, 2021 and ending June 30, 2022: 6 GENERAL FUND 7 CASH RECEIPT SUMMARY FOR 2021-2022 8 2020/21 2021/22 2021/22 9 REVISED BUDGET REVISED 10 BEGINNING BALANCE $ 6,468,000 $ 5,546,400 $ 5,546,400 11 RECEIPTS 12 FINES AND POLICE REVENUE 572,800 630,300 630,300 13 LIBRARY REVENUES 123,400 142,100 142,100 14 KENT COUNTY BOOK REIMBURSEMENT 245,000 250,000 250,000 15 BUSINESS LICENSES 1,470,000 1,500,000 1,500,000 16 PERMITS AND OTHER FEES 1,446,000 1,400,000 1,400,000 17 MISCELLANEOUS RECEIPTS 30,000 10,000 134,000 18 POLICE EXTRA DUTY 595,000 370,000 370,000 19 PROPERTY TAXES 14,885,800 15,267,700 15,267,700 20 RECREATION REVENUE 135,000 110,000 110,000 21 FRANCHISE FEE 645,000 600,000 600,000 22 SANITATION FEES 3,090,600 3,421,000 3,421,000 23 RENT REVENUE - GARRISON FARM 105,000 105,000 105,000 24 COURT OF CHANCERY FEES 1,440,000 1,400,000 1,400,000 25 INVESTMENT INCOME 140,000 90,000 90,000 26 RECEIPTS SUBTOTAL 24,923,600 25,296,100 25,420,100 27 INTERFUND SERVICE RECEIPTS 28 INTERFUND SERVICE RECEIPTS GENERAL GOV 1,370,700 1,362,000 1,362,000 29 INTERFUND SERVICE RECEIPTS PUBLIC WORKS 782,000 617,000 617,000 30 INTERFUND SERVICE RECEIPTS CENT SRVCS 842,100 835,700 835,700 31 INTERFUND SERVICE RECEIPTS FIN ADMIN 2,597,900 2,536,300 2,536,300 32 INTERFUND SERVICE RECEIPTS SUBTOTAL 5,592,700 5,351,000 5,351,000 33 GRANTS: 34 POLICE EXTRA DUTY 155,000 130,000 130,000 35 POLICE GRANTS FUND - 308,900 308,900 36 POLICE PENSION GRANT 500,000 500,000 500,000 37 GREEN ENERGY GRANT 98,500 98,500 98,500 38 MISC GRANT REVENUE 102,274 595,000 4,394,600 39 GRANTS SUBTOTAL 855,774 1,632,400 5,432,000 40 TRANSFERS FROM: 41 TRANSFER TAX 1,433,500 1,400,000 1,400,000 42 MUNICIPAL STREET AID 750,000 750,000 750,000 43 CIVIL TRAFFIC PENALTIES 445,000 400,000 400,000 44 WATER/WASTEWATER 1,000,000 1,000,000 1,000,000 45 ELECTRIC 10,000,000 11,000,000 11,000,000 46 TRANSFERS FROM SUBTOTAL 13,628,500 14,550,000 14,550,000 47 TOTAL REVENUES 45,000,574 46,829,500 50,753,100 48 TOTAL BEGINNING BALANCE & REVENUE $ 51,468,574 $ 52,375,900 $ 56,299,500 1 • 60

49 50 2021-2022 BUDGET ORDINANCES GENERAL FUND - EXPENDITURES AND BUDGET BALANCE FOR 2020-2021 D Item 11. 51 2020/21 2021/22 2021/22 52 DEPARTMENT EXPENSES REVISED BUDGET REVISED 53 CITY CLERK $ 511,891 $ 535,800 $ 535,800 54 COUNCIL 156,600 190,800 190,800 55 TAX ASSESSOR 238,400 263,800 263,800 56 PLANNING 662,700 642,000 642,000 57 CITY MANAGER 991,800 920,100 920,100 58 HUMAN RESOURCES 529,200 600,200 600,200 59 MAYOR 221,700 222,800 222,800 60 FIRE 769,900 797,200 797,200 61 LIFE SAFETY 434,974 472,300 482,300 62 CODE ENFORCEMENT 815,000 654,100 654,100 63 INSPECTIONS 595,800 651,200 651,200 64 POLICE 17,819,900 18,544,700 18,619,700 65 POLICE EXTRA DUTY 750,000 541,400 541,400 66 PUBLIC WORKS - ADMINISTRATION 603,400 587,200 587,200 67 STREETS 689,700 636,000 636,000 68 SANITATION 2,553,425 2,564,800 2,564,800 69 GROUNDS MAINTENANCE 1,456,600 1,487,500 1,487,500 70 STORMWATER 639,900 774,100 774,100 71 FACILITIES MANAGEMENT 655,800 837,000 837,000 72 PUBLIC WORKS - ENGINEERING 294,900 181,100 181,100 73 LIBRARY 1,821,600 1,859,900 1,859,900 74 RECREATION 1,129,700 1,191,500 1,191,500 75 PROCUREMENT & INVENTORY 730,284 738,600 738,600 76 FLEET MAINTENANCE 924,600 906,500 906,500 77 INFORMATION TECHNOLOGY 912,800 738,500 738,500 78 FINANCE 992,700 932,100 932,100 79 CUSTOMER SERVICE 1,107,600 1,048,300 1,048,300 80 DEPARTMENT SUBTOTALS 39,010,874 39,519,500 39,604,500 81 OTHER EXPENSES 82 DEBT SERVICE 462,200 632,000 632,000 83 CONTRIBUTION TO DDP 150,000 150,000 150,000 84 MISCELLANEOUS GRANT RELATED EXP 100,000 - - 85 INSURANCE 848,000 1,050,000 1,050,000 86 RETIREES HEALTH CARE 2,045,400 2,156,000 2,156,000 87 BANK & CREDIT CARD FEES 27,000 30,000 30,000 88 UNCOLLECTIBLES - TRASH AND OTHER 100,000 - - 89 STREET LIGHTS 815,000 800,000 800,000 90 OTHER EXPENSE SUBTOTAL 4,547,600 4,818,000 4,818,000 91 TRANSFERS 92 TRANSFER TO CAPITAL FUND - PROJECTS 2,078,100 3,025,900 3,099,600 93 APPROP. TO THE POLICE PENSION FUND 435,100 435,100 435,100 94 APPROP. POLICE PENSION - STATE GRANT 500,000 500,000 500,000 95 TRANSFER TO ELECTRIC FUND (ERP) - 25,000 25,000 96 TRANSFER TO LIBRARY GRANT FUND 1,100 - 96 TRANSFERS SUBTOTAL 3,014,300 3,986,000 4,059,700 97 TOTAL EXPENDITURES 46,572,774 48,323,500 48,482,200 98 CURRENT YEAR BALANCE 4,895,800 4,052,400 7,817,300 99 TOTALS $ 51,468,574 $ 52,375,900 $ 56,299,500 100 The City Manager is hereby authorized, without further approval of the City Council, to make 101 interdepartmental transfers of up to five percent of the amount hereinafter appropriated to any 102 department with the exception of any transfers prohibited by City Procedure #F306. 2 • 61

103 104 CITY OF DOVER ORDINANCE # 2021-24 GOVERNMENTAL CAPITAL PROJECTS FUND D Item 11. 105 REVENUES AND BUDGET FOR 2021-2022 106 BE IT ORDAINED BY THE MAYOR AND COUNCIL OF THE CITY OF DOVER, IN COUNCIL MET: 107 The amount hereinafter named aggregating Thirteen Million Five Hundred and Eight Thousand Four Hundred 108 dollars ($13,508,400) or so much thereof as may be necessary are hereby appropriated from current revenues 109 and other funds for the use by several departments of the Municipal Government for the fiscal year 110 beginning July 1, 2021 and ending June 30, 2022: 111 REVENUES 112 2020/21 2021/22 2021/22 113 REVISED ADOPTED REVISED 114 BEGINNING BALANCE - PROJECTS $ 3,221,500 $ 3,331,500 $ 6,855,100 115 REVENUES 116 MISCELLANEOUS RECIEPTS - - 203,900 117 STATE GRANTS - Other 1,440,000 1,333,000 1,381,300 118 POLICE GRANTS - 23,800 23,800 119 BUDGET BOND/BANK PROCEEDS 1,498,300 - 1,004,700 120 TRANSFER FROM GENERAL FUND 2,078,100 3,025,900 3,099,600 121 TRANSFER FROM PARKLAND RESERVE - 490,000 800,000 122 TRANSFER FROM CAPITAL ASSET RESERVE 346,400 140,000 140,000 123 SUBTOTAL PROJECT RECEIPTS 5,362,800 5,012,700 6,653,300 124 TOTAL FUNDING SOURCES 5,362,800 5,012,700 6,653,300 125 TOTAL BEGINNING BALANCE AND REVENUES $ 8,584,300 $ 8,344,200 $ 13,508,400 126 EXPENSE SUMMARY 127 2020/21 2021/22 2021/22 128 EXPENDITURES REVISED ADOPTED REVISED 129 FIRE $ 169,700 $ 250,300 $ 250,300 130 GROUNDS - 125,000 125,000 131 LIBRARY 23,500 25,000 25,000 132 RECREATION 904,000 756,000 1,118,700 133 LIFE SAFETY 67,500 - - 134 CODE ENFORCEMENT 37,800 50,300 - 135 PLANNING 15,500 - 500 136 INSPECTIONS 23,500 25,100 47,700 137 POLICE 986,800 526,000 711,300 138 STREETS 3,209,400 506,000 3,153,600 139 STORMWATER 1,342,200 2,546,200 3,012,600 140 SANITATION 475,200 166,200 635,000 141 INFORMATION TECHNOLOGY 61,600 36,600 84,100 142 FACILITIES MANAGEMENT 700,000 - 700,000 143 PUBLIC WORKS - ENGINEERING 39,600 - 25,300 144 PROCUREMENT & INVENTORY 325,000 - 287,800 145 DEPARTMENT SUBTOTAL 8,381,300 5,012,700 10,176,900 146 TOTAL EXPENDITURES 8,381,300 5,012,700 10,176,900 147 BUDGET BALANCE 203,000 3,331,500 3,331,500 148 TOTAL BUDGET BALANCE & EXPENDITURES $ 8,584,300 $ 8,344,200 $ 13,508,400 149 The City Manager is hereby authorized, without further approval of the City Council, to make 150 interdepartmental transfers of up to five percent of the amount hereinafter appropriated to any 151 department with the exception of any transfers prohibited by City Procedure #F306. 3 • 62

152 153 CITY OF DOVER ORDINANCE # 2021-24 WATER FUND D Item 11. 154 REVENUES AND BUDGET FOR 2021-2022 155 BE IT ORDAINED BY THE MAYOR AND COUNCIL OF THE CITY OF DOVER, IN COUNCIL MET: 156 The amount hereinafter named aggregating Seven MillionNine Hundred Ninety-One Thousand One 157 Hundred dollars ($7,991,100) or so much thereof as may be necessary are hereby appropriated from 158 current revenues and other funds for the use by several departments of the Municipal Government for 159 the fiscal year beginning July 1, 2021 and ending June 30, 2022: 160 2020/21 2021/22 2021/22 178 REVISED BUDGET REVISED 179 BEGINNING BALANCE - WATER $ 1,548,600 $ 642,000 $ 642,000 180 TOTAL BEGINNING BALANCES 1,548,600 642,000 642,000 181 BASE REVENUE 182 STATE GRANT 71,800 - - 183 WATER SERVICES 6,231,700 6,353,800 6,353,800 184 WATER TANK SPACE LEASING 420,100 436,700 436,700 185 WATER IMPACT FEES 570,000 420,000 420,000 186 INTEREST - WATER 34,000 34,000 34,000 187 MISCELLANEOUS SERVICE FEE 67,800 104,600 104,600 188 TOTAL REVENUES 7,395,400 7,349,100 7,349,100 189 TOTAL BEGINNING BALANCES AND REVENUES $ 8,944,000 $ 7,991,100 $ 7,991,100 4 • 63

190 191 2021-2022 BUDGET ORDINANCES WATER FUND - EXPENSES AND BUDGET BALANCE FOR 2019-2020 D Item 11. 192 2020/21 2021/22 2021/22 193 DIRECT EXPENSES REVISED BUDGET REVISED 194 ENGINEERING & INSPECTION $ 431,180 $ 294,400 $ 294,400 195 WATER DEPARTMENT 640,600 676,300 $ 676,300 196 WATER TREATMENT PLANT 1,938,940 2,370,600 $ 2,370,600 197 DIRECT EXPENDITURE SUBTOTAL 3,010,720 3,341,300 3,341,300 198 OTHER EXPENSES 199 DEBT SERVICE - WATER 762,800 762,800 762,800 200 RETIREES HEALTH CARE 176,900 192,000 192,000 201 INTERFUND SERVICE FEES 1,033,200 967,600 967,600 202 BANK & CREDIT CARD FEES 20,000 27,000 27,000 203 OTHER EXPENSES SUBTOTAL 1,992,900 1,949,400 1,949,400 204 TRANSFER TO: 205 GENERAL FUND FROM WATER 500,000 500,000 500,000 206 WATER IMP AND EXT 1,622,080 1,148,600 1,148,600 207 ELECTRIC IMP AND EXT - 25,000 25,000 208 TRANSFER TO SUBTOTAL 2,122,080 1,673,600 1,673,600 209 TOTAL EXPENSES 7,125,700 6,964,300 6,964,300 210 BUDGET BALANCES 211 BUDGET BALANCE WATER 1,818,300 1,026,800 1,026,800 212 BUDGET BALANCE SUBTOTALS 1,818,300 1,026,800 1,026,800 213 TOTAL CURRENT YEAR BALANCES AND EXPENSES $ 8,944,000 $ 7,991,100 $ 7,991,100 214 The City Manager is hereby authorized, without further approval of the City Council, to make 215 interdepartmental transfers of up to five percent of the amount hereinafter appropriated to any 216 department with the exception of any transfers prohibited by City Procedure #F306. 5 • 64

217 218 CITY OF DOVER ORDINANCE # 2021-24 WASTEWATER FUND D Item 11. 219 REVENUES AND BUDGET FOR 2021-2022 220 BE IT ORDAINED BY THE MAYOR AND COUNCIL OF THE CITY OF DOVER, IN COUNCIL MET: 221 The amount hereinafter named aggregating Twelve Million One Hundred Forty-Two Thousand Eight 222 Hundred dollars ($12,142,800) or so much thereof as may be necessary are hereby appropriated from 223 current revenues and other funds for the use by several departments of the Municipal Government for 224 the fiscal year beginning July 1, 2021 and ending June 30, 2022: 225 2020/21 2021/22 2021/22 226 REVISED BUDGET REVISED 227 BEGINNING BALANCE - WASTEWATER 743,200 1,672,200 1,672,200 228 TOTAL BEGINNING BALANCES 743,200 1,672,200 1,672,200 229 BASE REVENUE 230 WASTEWATER SERVICES 4,467,500 4,709,500 4,709,500 231 WASTEWATER TREATMENT SERVICES 3,275,100 3,275,100 3,275,100 232 GROUNDWATER INFLOW ADJUSTMENT 2,040,400 2,023,100 2,023,100 233 WASTEWATER IMPACT FEES 480,000 380,000 380,000 234 STATE GRANT - WASTEWATER - 62,700 62,700 235 INTEREST - WASTEWATER 20,000 20,000 20,000 236 MISCELLANEOUS SERVICE FEE 1,300 200 200 237 TOTAL REVENUES 10,284,300 10,470,600 10,470,600 238 TOTAL BEGINNING BALANCES AND REVENUES $ 11,027,500 $ 12,142,800 $ 12,142,800 6 • 65

239 240 2021-2022 BUDGET ORDINANCES WASTEWATER FUND - EXPENSES AND BUDGET BALANCE FOR 2019-2020 D Item 11. 241 2020/21 2021/22 2021/22 242 DIRECT EXPENSES REVISED BUDGET REVISED 243 ENGINEERING & INSPECTION $ 278,100 $ 393,700 $ 393,700 244 WASTEWATER DEPARTMENT 1,092,200 1,112,500 1,112,500 245 DIRECT EXPENDITURE SUBTOTAL 1,370,300 1,506,200 1,506,200 246 OTHER EXPENSES 247 DEBT SERVICE - WASTEWATER 659,900 659,900 659,900 248 RETIREES HEALTH CARE 81,500 93,000 93,000 249 KENT COUNTY TREATMENT CHARGE 4,763,250 4,302,900 4,302,900 250 INTERFUND SERVICE FEES 782,000 736,000 736,000 251 BANK & CREDIT CARD FEES 10,000 12,000 12,000 252 OTHER EXPENSES SUBTOTAL 6,296,650 5,803,800 5,803,800 253 TRANSFER TO: 254 GENERAL FUND FROM WASTEWATER 500,000 500,000 500,000 255 WASTEWATER IMP AND EXT 801,850 799,200 799,200 ELETRIC FUND (ERP) - 25,000 25,000 256 TRANSFER TO SUBTOTAL 1,301,850 1,324,200 1,324,200 257 TOTAL EXPENSES 8,968,800 8,634,200 8,634,200 258 BUDGET BALANCES 259 BUDGET BALANCE WASTEWATER 2,058,700 3,508,600 3,508,600 260 BUDGET BALANCE SUBTOTALS 2,058,700 3,508,600 3,508,600 261 TOTAL CURRENT YEAR BALANCES AND EXPENSES $ 11,027,500 $ 12,142,800 $ 12,142,800 262 The City Manager is hereby authorized, without further approval of the City Council, to make 263 interdepartmental transfers of up to five percent of the amount hereinafter appropriated to any 264 department with the exception of any transfers prohibited by City Procedure #F306. 7 • 66

265 266 CITY OF DOVER ORDINANCE # 2021-24 WATER IMPROVEMENT & EXTENSION FUND D Item 11. 267 CASH RECEIPTS/REVENUES AND BUDGET FOR 2021-2022 268 BE IT ORDAINED BY THE MAYOR AND COUNCIL OF THE CITY OF DOVER, IN COUNCIL MET: 269 The amount hereinafter named aggregating Seven Million Eight Thousand Seven Hundred 270 dollars ($7,008,700) or so much thereof as may be necessary are hereby appropriated from 271 current revenues and other funds for the use by several departments of the Municipal 272 Government for the fiscal year begining July 1, 2021 and ending June 30, 2022: 273 CASH RECEIPTS 274 2020/21 2021/22 2021/22 275 REVISED BUDGET REVISED 276 BEGINNING BALANCE - WATER $ 5,292,564 $ 4,896,200 $ 5,102,400 277 TOTAL BEGINNING BALANCES 5,292,564 4,896,200 5,102,400 278 REVENUES 279 TRANS FR OPERATING FUND - WATER 1,622,080 1,148,600 1,148,600 280 TRANSFER FR WATER IMPACT FEE 70,100 707,700 707,700 281 INTEREST INCOME 50,000 50,000 50,000 282 TOTAL REVENUES 1,742,180 1,906,300 1,906,300 283 TOTAL BEGINNING BALANCES & REVENUES $ 7,034,744 $ 6,802,500 $ 7,008,700 284 EXPENSE SUMMARY 285 2020/21 2021/22 2021/22 286 EXPENSES REVISED BUDGET REVISED 287 ENGINEERING $ 1,900 $ - $ - 288 WATER 1,518,301 1,729,000 1,729,000 289 WATER TREATMENT PLANT 882,679 177,300 383,500 290 TOTAL EXPENSES 2,402,880 1,906,300 2,112,500 291 BUDGET BALANCE - WATER 4,631,864 4,896,200 4,896,200 292 CURRENT YEAR BALANCE SUBTOTALS 4,631,864 4,896,200 4,896,200 293 TOTAL BUDGET BALANCES & EXPENSES $ 7,034,744 $ 6,802,500 $ 7,008,700 294 The City Manager is hereby authorized, without further approval of the City Council, to make 295 interdepartmental transfers of up to five percent of the amount hereinafter appropriated to any 296 department with the exception of any transfers prohibited by City Procedure #F306. 8 • 67

297 298 CITY OF DOVER ORDINANCE # 2021-24 WASTEWATER IMPROVEMENT & EXTENSION FUND D Item 11. 299 CASH RECEIPTS/REVENUES AND BUDGET FOR 2021-2022 300 BE IT ORDAINED BY THE MAYOR AND COUNCIL OF THE CITY OF DOVER, IN COUNCIL MET: 301 The amount hereinafter named aggregating Two Million Six Hundred Fifty-Five Thousand 302 Two hundred dollars ($2,655,200) or so much thereof as may be necessary are hereby appropriated 303 current revenues and other funds for the use by several departments of the Municipal Government for 304 from the fiscal year begining July 1, 2021 and ending June 30, 2022: 305 CASH RECEIPTS 306 2020/21 2021/22 2021/22 307 REVISED BUDGET REVISED 308 BEGINNING BALANCE - WASTEWATER $ 750,200 $ 892,700 $ 1,575,500 309 REVENUES 310 STATE LOAN FUND - WASTEWATER 675,000 - 248,500 311 TRANS FR OPERATING FUND - WW 801,850 799,200 799,200 312 TRANSFER FR WASTEWATER IMPACT FEE 31,600 22,000 22,000 313 INTEREST INCOME 10,000 10,000 10,000 314 TOTAL REVENUES 1,518,450 831,200 1,079,700 315 TOTAL BEGINNING BALANCES & REVENUES $ 2,268,650 $ 1,723,900 $ 2,655,200 316 EXPENSE SUMMARY 317 2020/21 2021/22 2021/22 318 EXPENSES REVISED BUDGET REVISED 319 ENGINEERING $ 1,300 $ - $ 200 320 WASTEWATER 2,067,350 831,200 1,513,800 321 TOTAL EXPENSES 2,068,650 831,200 1,514,000 322 BUDGET BALANCE - WASTEWATER 200,000 892,700 1,141,200 323 CURRENT YEAR BALANCE SUBTOTALS 200,000 892,700 1,141,200 324 TOTAL BUDGET BALANCES & EXPENSES $ 2,268,650 $ 1,723,900 $ 2,655,200 325 The City Manager is hereby authorized, without further approval of the City Council, to make 326 interdepartmental transfers of up to five percent of the amount hereinafter appropriated to any 327 department with the exception of any transfers prohibited by City Procedure #F306. 9 • 68

328 329 CITY OF DOVER ORDINANCE # 2021-24 ELECTRIC REVENUE FUND D Item 11. 330 REVENUES AND BUDGET FOR 2021-2022 331 BE IT ORDAINED BY THE MAYOR AND COUNCIL OF THE CITY OF DOVER, IN COUNCIL MET: 332 The amount hereinafter named aggregating Ninety-Two Million Seven Hundred Seventy-Four Thousand Eight Hundred 333 dollars ($92,774,800) or so much thereof as may be necessary are hereby appropriated from 334 current revenues and other funds for the use by several departments of the Municipal Government for 335 the fiscal year beginning July 1, 2021 and ending June 30, 2022: 336 2020/21 2021/22 2021/22 337 REVISED BUDGET REVISED 338 BEGINNING BALANCE $ 16,658,000 $ 10,913,400 $ 10,913,400 339 DISTRIBUTION OF EARNINGS - PCA CREDIT (5,246,100) (5,196,000) (5,196,000) 340 BEGINNING BALANCE - ADJUSTED 11,411,900 5,717,400 5,717,400 341 BASE REVENUE 342 DIRECT SALES TO CUSTOMER 80,417,400 81,960,900 81,960,900 343 UTILITY TAX 1,245,100 1,271,500 1,271,500 344 MISCELLANEOUS REVENUE 640,000 538,000 538,000 345 RENT REVENUE - 110,000 110,000 346 GREEN ENERGY 127,000 127,000 127,000 347 INTEREST EARNINGS 157,400 175,000 175,000 348 TRANSFER FROM RATE STABILIZATION 2,500,000 2,800,000 2,800,000 349 TRANSFER FROM OTHER FUNDS (ERP) - 75,000 75,000 350 TOTAL REVENUES 85,086,900 87,057,400 87,057,400 351 TOTAL BEGINNING BALANCE & REVENUES $ 96,498,800 $ 92,774,800 $ 92,774,800 10 • 69

352 353 2021-2022 BUDGET ORDINANCES ELECTRIC REVENUE FUND EXPENSES AND BUDGET BALANCE FOR 2018-2019 D Item 11. 354 2020/21 2021/22 2021/22 355 EXPENSES REVISED BUDGET REVISED 356 POWER SUPPLY $ 19,715,300 $ 19,773,200 $ 19,773,200 357 SOLAR ENERGY 3,401,100 3,237,300 3,237,300 358 SOLAR RENEWAL ENERGY CREDITS 384,100 409,600 409,600 359 POWER SUPPLY MANAGEMENT 634,800 634,800 634,800 360 REC'S (Renewable Energy Credits) 614,600 1,300,000 1,300,000 361 RGGI (Regional Greenhouse Gas Init.) 12,300 33,700 33,700 362 PJM CHARGES - ENERGY 5,864,400 5,508,400 5,508,400 363 PJM CHARGES - TRANSMISSION & FEES 8,391,800 6,772,100 6,772,100 364 CAPACITY CHARGES 15,048,100 13,322,900 13,322,900 365 SUB-TOTAL POWER SUPPLY 54,066,500 50,992,000 50,992,000 366 PLANT OPERATIONS 4,706,100 2,219,500 2,219,500 367 GENERATIONS FUELS 590,900 300,200 300,200 368 PJM SPOT MARKET ENERGY (808,300) (366,200) (366,200) 369 PJM CREDITS (369,400) (87,000) (87,000) 370 CAPACITY CREDITS (12,191,700) (5,411,200) (5,411,200) 371 GENERATION SUBTOTAL (8,072,400) (3,344,700) (3,344,700) 372 POWER SUPPLY & GENERATION SUBTOTAL 45,994,100 47,647,300 47,647,300 373 DIRECT EXPENDITURES 374 TRANSMISSION/DISTRIBUTION 4,010,600 4,127,400 4,127,400 375 ELECTRICAL ENGINEERING 1,381,400 1,419,600 1,419,600 376 ADMINISTRATION 707,400 910,100 910,100 377 METER READING 375,300 389,400 389,400 378 SYSTEMS OPERATIONS 871,100 942,200 942,200 379 DIRECT EXPENDITURE SUBTOTALS 7,345,800 7,788,700 7,788,700 380 OTHER EXPENSES: 381 UTILITY TAX 1,245,100 1,271,500 1,271,500 382 ALLOW FOR UNCOLLECTIBLES 300,000 300,000 300,000 383 CONTRACTUAL SERVICES - RFP'S - 60,000 60,000 384 LEGAL EXPENSES 90,000 50,000 50,000 385 RETIREES HEALTH CARE 789,600 843,500 843,500 386 GREEN ENERGY PAYMENT TO DEMEC 127,000 127,000 127,000 387 INTERFUND SERVICE FEES 3,798,900 3,647,400 3,647,400 388 INTEREST ON DEPOSITS 21,000 21,000 21,000 389 BANK & CREDIT CARD FEES 330,300 500,000 500,000 390 BOND ISSUANCE COST - 40,000 40,000 391 DEBT SERVICE 1,378,600 1,800,000 1,800,000 392 OTHER EXPENSES SUBTOTAL 8,080,500 8,660,400 8,660,400 393 TRANSFER TO: 394 IMPROVEMENT & EXTENSION 6,000,000 3,711,100 3,711,100 395 GENERAL FUND 10,000,000 11,000,000 11,000,000 396 RATE STABILIZATION RESERVE 2,000,000 2,000,000 2,000,000 397 TRANSFER TO SUBTOTAL 18,000,000 16,711,100 16,711,100 398 TOTAL EXPENSES 79,420,400 80,807,500 80,807,500 399 BUDGET BALANCE - WORKING CAPITAL 17,078,400 11,967,300 11,967,300 400 TOTALS $ 96,498,800 $ 92,774,800 $ 92,774,800 401 The City Manager is hereby authorized, without further approval of the City Council, to make 402 interdepartmental transfers of up to five percent of the amount hereinafter appropriated to any 403 department with the exception of any transfers prohibited by City Procedure #F306. 11 • 70

404 405 CITY OF DOVER ORDINANCE # 2021-24 ELECTRIC UTILITY IMPROVEMENT AND EXTENSION FUND D Item 11. 406 CASH RECEIPTS/REVENUES AND BUDGET FOR 2021-2022 407 BE IT ORDAINED BY THE MAYOR AND COUNCIL OF THE CITY OF DOVER, IN COUNCIL MET: 408 The amount hereinafter named aggregating Forty-Eight Million Four Hundred Fifty-One Thousand Seven Hundred 409 dollars ($48,451,700) or so much thereof as may be necessary are hereby appropriated from current revenues 410 and other funds for the use by several departments of the Municipal Government for the fiscal year 411 beginning July 1, 2021 and ending June 30, 2022: 412 REVENUES 413 2020/21 2021/22 2021/22 414 REVISED BUDGET REVISED 415 BEGINNING BALANCE $ 20,970,700 $ 22,581,700 $ 26,579,900 416 REVENUES 417 TRANSFER FROM ELECTRIC 6,000,000 3,711,100 3,711,100 418 BOND ISSUE PROCEEDS - 8,575,200 8,575,200 419 GENERAL SERVICE BILLING 400,000 400,000 400,000 420 TRF FROM DEPRECIATION RSV 1,000,000 9,000,000 9,000,000 421 TRF FROM OTHER RSV 27,400 - - 422 INTEREST EARNINGS 218,200 185,500 185,500 423 TOTAL REVENUES 7,645,600 21,871,800 21,871,800 424 TOTALS $ 28,616,300 $ 44,453,500 $ 48,451,700 425 EXPENSE SUMMARY 426 2020/21 2021/22 2021/22 427 EXPENSES REVISED BUDGET REVISED 428 ELECTRIC ADMINISTRATION $ 2,099,400 $ 1,843,200 $ 2,446,100 429 ELECTRIC GENERATION 1,301,700 9,070,000 10,198,800 430 TRANSMISSION AND DISTRIBUTION 1,421,000 1,320,800 1,736,200 431 ELECTRICAL ENGINEERING 2,543,600 8,952,300 9,746,700 432 ERP SYSTEM 1,244,800 500,000 1,556,700 433 TOTAL EXPENSES 8,610,500 21,686,300 25,684,500 434 BUDGET BALANCE 20,005,800 22,767,200 22,767,200 435 TOTAL BUDGET BALANCE & EXPENSES $ 28,616,300 $ 44,453,500 $ 48,451,700 436 The City Manager is hereby authorized, without further approval of the City Council, to make 437 interdepartmental transfers of up to five percent of the amount hereinafter appropriated to any 438 department with the exception of any transfers prohibited by City Procedure #F306. 12 • 71

439 440 CITY OF DOVER ORDINANCE # 2021-24 MUNICIPAL STREET AID FUND D Item 11. 441 CASH RECEIPTS/REVENUES AND BUDGET FOR 2021-2022 442 BE IT ORDAINED BY THE MAYOR AND COUNCIL OF THE CITY OF DOVER, IN COUNCIL MET: 443 The amount hereinafter named aggregating Seven Hundred Fifty Thousand One Hundred dollars 444 ($750,100) or so much thereof as may be necessary are hereby appropriated from current revenues 445 and other funds for the use by several departments of the Municipal Government for the fiscal year 446 beginning July 1, 2021 and ending June 30, 2022: 447 CASH RECEIPTS 448 2020/21 2021/22 2021/22 449 REVISED BUDGET REVISED 450 BEGINNING BALANCE $ - $ 100 $ 100 451 STATE GRANT 796,000 750,000 750,000 452 TOTALS $ 796,000 $ 750,100 $ 750,100 453 BUDGET SUMMARY 454 2020/21 2021/22 2021/22 455 REVISED BUDGET REVISED 456 TRANSFER TO GENERAL FUND $ 796,000 $ 750,000 $ 750,000 457 CURRENT YEAR BALANCE - 100 100 458 TOTALS $ 796,000 $ 750,100 $ 750,100 459 The City Manager is hereby authorized, without further approval of the City Council, to make 460 interdepartmental transfers of up to five percent of the amount hereinafter appropriated to any 461 department with the exception of any transfers prohibited by City Procedure #F306. 13 • 72

462 463 CITY OF DOVER ORDINANCE # 2021-24 ELECTRONIC RED LIGHT SAFETY PROGRAM D Item 11. 464 CASH RECEIPTS/REVENUES AND BUDGET FOR 2021-2022 465 BE IT ORDAINED BY THE MAYOR AND COUNCIL OF THE CITY OF DOVER, IN COUNCIL MET: 466 The amount hereinafter named aggregating Four Hundred Thousand One Hundred dollars 467 ($400,100) or so much thereof as may be necessary are hereby appropriated from current revenues 468 and other funds for the use by several departments of the Municipal Government for the fiscal year 469 beginning July 1, 2021 and ending June 30, 2022: 470 CASH RECEIPTS 471 2020/21 2021/22 2021/22 472 REVISED BUDGET REVISED 473 BEGINNING BALANCE $ - $ 100 $ 100 474 POLICE FINES 445,000 400,000 400,000 475 TOTALS $ 445,100 $ 400,100 $ 400,100 476 BUDGET SUMMARY 477 2020/21 2021/22 2021/22 478 REVISED BUDGET REVISED 479 TRANSFER TO GENERAL FUND $ 445,000 $ 400,000 $ 400,000 480 CURRENT YEAR BALANCE - 100 100 481 TOTALS $ 445,100 $ 400,100 $ 400,100 482 The City Manager is hereby authorized, without further approval of the City Council, to make 483 interdepartmental transfers of up to five percent of the amount hereinafter appropriated to any 484 department with the exception of any transfers prohibited by City Procedure #F306. 14 • 73

485 486 CITY OF DOVER ORDINANCE # 2021-24 LIBRARY GRANT FUND D Item 11. 487 CASH RECEIPTS/REVENUES AND BUDGET FOR 2021-2022 488 BE IT ORDAINED BY THE MAYOR AND COUNCIL OF THE CITY OF DOVER, IN COUNCIL MET: 489 The amount hereinafter named aggregating Two Hundred Seventy-Seven Thousand Seven Hundred dollars 490 ($277,700) or so much thereof as may be necessary are hereby appropriated from current revenues 491 and other funds for the use by several departments of the Municipal Government for the fiscal year 492 beginning July 1, 2021 and ending June 30, 2022: 493 OPERATING REVENUES 494 2020/21 2021/22 2021/22 495 REVISED BUDGET REVISED 496 PRIOR YEAR BALANCE $ 31,330 $ - $ - 497 STATE GRANT 288,532 275,000 275,000 498 FEDERAL GRANT 2,446 2,700 2,700 499 OTHER GRANTS 3,734 - - 500 TOTALS $ 326,042 $ 277,700 $ 277,700 501 OPERATING EXPENSES 502 2020/21 2021/22 2021/22 503 REVISED BUDGET REVISED 504 STATE GRANTS 505 FURNITURE/FIXTURES $ 7,500 $ 5,000 $ 5,000 506 OFFICE SUPPLIES 30,000 23,100 23,100 507 PRINTING AND DUPLICATING 5,000 15,000 15,000 508 PROGRAM EXPENSES/SUPPLIES 30,000 28,200 28,200 509 BOOKS 137,178 125,000 125,000 510 COMPUTER SOFTWARE 5,500 3,000 3,000 511 COMPUTER HARDWARE 10,000 500 500 512 OTHER GRANT PROG EXP 8,064 - - 513 AUDIO VISUAL SUPPLIES 80,000 67,700 67,700 514 POSTAGE 100 100 100 515 TRAINING/CONF/FOOD/TRAV 2,000 3,000 3,000 516 OFF EQP/REPAIRS & MAINT 2,000 1,900 1,900 517 OTHER EQUIP - LEASE 6,000 2,500 2,500 518 SUBTOTAL EXPENSES STATE GRANTS 323,342 275,000 275,000 519 FEDERAL GRANTS 520 PROGRAM EXPENSES/SUPPLIES 2,700 2,700 2,700 521 SUBTOTAL EXPENSES FEDERAL GRANTS 2,700 2,700 2,700 522 GRAND TOTAL EXPENSES 326,042 277,700 277,700 523 CURRENT YEAR BALANCE - - - 524 TOTALS $ 326,042 $ 277,700 $ 277,700 525 The City Manager is hereby authorized, without further approval of the City Council, to make 526 interdepartmental transfers of up to five percent of the amount hereinafter appropriated to any 527 department with the exception of any transfers prohibited by City Procedure #F306. 15 • 74

528 529 CITY OF DOVER ORDINANCE # 2021-24 207 - POLICE GRANTS FUND D Item 11. 530 CASH RECEIPTS/REVENUES AND BUDGET FOR 2021-2022 531 BE IT ORDAINED BY THE MAYOR AND COUNCIL OF THE CITY OF DOVER, IN COUNCIL MET: 532 The amount hereinafter named aggregating Eight Hundred Thirty Thousand dollars ($830,000) 533 or so much thereof as may be necessary are hereby appropriated from current revenues and other 534 funds for the use by several departments of the Municipal Government for the fiscal year 535 beginning July 1, 2021 and ending June 30, 2022: 536 OPERATING REVENUES 537 2020/21 2021/22 2021/22 538 REVISED BUDGET REVISED 539 PRIOR YEAR BALANCE $ 73,300 $ 50,000 $ 50,000 540 STATE AND FEDERAL GRANTS RECEIVED 635,000 780,000 780,000 541 TOTALS $ 708,300 $ 830,000 $ 830,000 542 OPERATING EXPENSES 543 2020/21 2021/22 2021/22 544 REVISED BUDGET REVISED 545 EXPENDITURES 546 MATERIALS AND SUPPLIES 547 POLICE EQUIPT & PROG SUPP 643,600 235,000 235,000 548 TECHNOLOGY EQUIPMENT - 210,000 210,000 549 ADMINISTRATIVE EXPENDITURES 550 CELL PHONE CHARGES 20,000 15,000 15,000 551 TRAINING 19,700 10,000 10,000 552 AUDIT FEES 1,000 - - 553 TOTAL EXPENDITURES 684,300 470,000 470,000 554 OTHER FINANCING USES 555 OPERATING TRANSFERS-OUT 4,300 310,000 310,000 556 TOTAL FINANCING USES 4,300 310,000 310,000 557 CURRENT YEAR BALANCE 19,700 50,000 50,000 558 TOTALS $ 708,300 $ 830,000 $ 830,000 559 The above budget represents the combination of all State & Federal Grants. 560 The City Manager is hereby authorized, without further approval of the City Council, to make 561 interdepartmental transfers of up to five percent of the amount hereinafter appropriated to any 562 department with the exception of any transfers prohibited by City Procedure #F306. 16 • 75

563 564 CITY OF DOVER ORDINANCE # 2021-24 SUBSTANCE ABUSE GRANTS FUND D Item 11. 565 CASH RECEIPTS/REVENUES AND BUDGET FOR 2021-2022 566 BE IT ORDAINED BY THE MAYOR AND COUNCIL OF THE CITY OF DOVER, IN COUNCIL MET: 567 The amount hereinafter named aggregating One Hundred Forty-Four Thousand Seven Hundre dollars ($144,700) 568 or so much thereof as may be necessary are hereby appropriated from current revenues and other funds 569 for the use by several departments of the Municipal Government for the fiscal year beginning 570 July 1, 2021 and ending June 30, 2022: 571 OPERATING REVENUES 572 2020/21 2021/22 2021/22 573 REVISED BUDGET REVISED 574 PRIOR YEAR BALANCE $ 88,500 $ 83,700 $ 83,700 575 STATE GRANTS RECEIVED 28,000 28,000 28,000 576 RECREATION REVENUE 33,000 33,000 33,000 577 TOTALS $ 149,500 $ 144,700 $ 144,700 578 OPERATING EXPENSES 579 2020/21 2021/22 2021/22 580 REVISED BUDGET REVISED 581 EXPENDITURES 582 TEMPORARY HELP/BENEFITS $ 68,500 $ 68,500 $ 68,500 583 PROGRAM EXPENSES/SUPPLIES 35,000 35,000 35,000 584 TOTAL EXPENDITURES 103,500 103,500 103,500 585 CURRENT YEAR BALANCE 46,000 41,200 41,200 586 TOTALS $ 149,500 $ 144,700 $ 144,700 587 The above budget represents the combination of all State & Federal Grants. 588 The City Manager is hereby authorized, without further approval of the City Council, to make 589 interdepartmental transfers of up to five percent of the amount hereinafter appropriated to any 590 department with the exception of any transfers prohibited by City Procedure #F306. 17 • 76

ACTION FORM D Item 12. PROCEEDING: Legislative, Finance and Administration Committee DEPARTMENT OF ORIGIN: Human Resources DATE SUBMITTED: 10/19/2021 PREPARED BY: Kim Hawkins, Human Resources SUBJECT: Proposed Amendments to Personnel Policy (Employee Handbook) REFERENCE: RELATED PROJECT: REVIEWED BY: Law firm of Schmittinger and Rodriquez and former City Manager Donna Mitchell, Department Heads; recent revisions with Interim City Manager, Matt Harline EXHIBITS: Exhibit A – Proposed Amendments to the 2004 City’s Personnel Policy EXPENDITURE REQUIRED: AMOUNT BUDGETED: FUNDING SOURCE (Dept./Page in CIP & Budget): TIMETABLE: STAFF RECOMMENDATION: Review, discuss and approve the recommended Personnel Policy BACKGROUND AND ANALYSIS The 2004 City’s Personnel Policy is being presented for review, discussion and acceptance. There is a large quantity of recommended changes. The changes can represent the incorporation of previously approved changes by City Council, insertion of past practices, recommendation for best practices, benefit parity for non- bargaining, current state and federal law, etc. The extensive changes demonstrate the multi-year process of preparing a revised handbook. The Personnel Policy is followed by all employees unless a collective bargaining agreement (CBA) indicates otherwise. Please understand that any article from the 2004 Personnel Policy that is referenced in a CBA cannot be changed without notice and possible negotiation with the union. There are several references that require the insertion of an effective date. These dates can be the adoption date of the proposed handbook or another date as indicated by City Council. For example, City Council may decide to make the change effective immediately thus affecting everyone or a date may be selected to preserve benefits for current employees but change the benefit for new employees. Since the Personnel Policy was provided to members of City Council to review, there has been two changes. The Juneteenth holiday was implemented by City Council on September 27. This action would need to be incorporated into the handbook. Currently, the implementation of Juneteenth was a recommendation. (Reference page 51) A procedure on employees being permitted to respond to emergencies with Robbins Hose has been implemented. The final version of this procedure would need to replace the language in the proposed version of the handbook. (Reference page 19 and 20) The final procedure is indicated below. Responding to Emergencies This policy authorizes all departments to allow volunteers of the fire service to respond to fire calls during working hours as a volunteer firefighter with the Dover Fire Department/Robbins Hose Co. No. 1 Inc. (DFD), provided all of the following conditions are met by the department head, the immediate supervisor (supervisor) and the employee who wishes to respond to fire calls (includes any type of emergency call for the DFD) during • their standard shift working hours: 77

1. The employee must be a trained firefighter in good standing with the DFD and have approval from the D Item 12. DFD to ride to fire calls. The Dover Fire Chief must make a request on behalf of the employee to ride to fire calls and provide the department head and supervisor approval in writing. Contact by email with reply is sufficient. 2. The department head and supervisor must make an affirmative reply to the Fire Chief to the request to ride fire calls as a volunteer with the DFD. The department head and supervisor shall include any general limitations the volunteer will have to responding to fire calls in the reply. The permission to ride on fire calls must be renewed annually. This approval can be revoked at any time for noncompliance of this policy. 3. As necessary, the employee will coordinate with DFD to make certain that DFD knows when the regular work schedule of the employee will allow them to be available for fire calls. Since employees are acting in a volunteer role with the Dover Fire Department/Robbins Hose Co. No. 1 Inc., the following will apply:  Employees will be excused from work with pay, at the city’s discretion that will be coded either as administrative leave or a special pay code will be developed. You will not receive overtime or compensatory time for hours outside of your assigned work schedule as this is not a job duty. This allows employees to volunteer without loss of pay, vacation leave, sick leave, or personal leave for any fire call.  The employee is expected to return to the fire station and place all the apparatus back in service. When an employee is released from duty by DFD they are to return to work or arrange for leave for the rest of the day with their supervisor. The City Manager may request details on any fire call with Dover Fire Chief to determine actual time spent on a call.  City Employees are not to respond to fires out of the Dover Fire Department/Robbins Hose Co. No. 1 Inc. Fire District while on duty as City employees.  Any injuries on fire call will be filed with the DFD for workers compensation, not the City of Dover. This starts from the time that the call is dispatched until the employee returns to work.  If responding to the fire station in your city vehicle, the vehicle use policy and DFD SOG applies. Employees responding to calls shall follow the Delaware State Law Title 21.  Each department that has at least one employee who wishes to respond to fire calls as a volunteer for the DFD must draft a policy the clarifies when an employee can respond to fire calls, and when the department cannot spare that employee. Department heads and supervisors should put the employee’s paid City job first, but where releasing an employee is merely an inconvenience, departments are encouraged to allow their employees to perform their important volunteer role with the DFD. The on-call Fire Marshal cannot respond to incidents which will need to be investigated by the City Fire Marshal. • 78

Exhibit A D Item 12. City of Dover Personnel Policy (Employee Handbook) Previously Approved Updates July 2004 INSERT DATE 1 • 79

Exhibit A The City of Dover Personnel Policy D Item 12. is not a contract of employment. The Personnel Policy is intended to provide guidance and direction in regard to the employee/employer relationship within the City of Dover. My signature below indicates that a representative of the City of Dover has explained that the City of Dover Personnel Policy is not a contract of employment. The Personnel Policy is intended only to provide guidance and direction in regards to the employee/employer relationship within the City of Dover. It is a general source of information and is not all inclusive. My signature further indicates that I consent to abide by the contents. Furthermore, I understand that the City retains the right to modify, change, delete, or add to as it deems appropriate, the policies, procedures, benefits, and other general information in the Personnel Policy at any time without any required notice period. A copy of this signed notice will be placed in the employee’s my personnel file maintained by the Human Resources Department indicating that I agree that this Personnel Policy in no way indicates a contract of employment. Nothing in the Personnel Policy changes the at-will employment relationship. Nothing in the Personnel Policy overrides provisions in the collective bargaining agreements covering employees. Employee’s Signature:____________________________________________________ Employee’s Printed Name: ________________________________________________ Date: ___________________________________________________________________ City Representative Signature: _____________________________________________ City Representative Printed Name:__________________________________________ City Representative Title: _________________________________________________ Date: __________________________________________________________________ Original signed copy is located in employee’s personnel file maintained by the Human Resource Department. 2 • 80

Exhibit A D Item 12. Table of Contents will need to be updated. TABLE OF CONTENTS Article Title Page 1. IMPLEMENTATION OF POLICY Section 1. Conflicting Policies Repealed 2 Section 2. Separability 2 Section 3. Violations of Policy Provisions 2 Section 4. Revisions 2 Section 45. Effective Date 2 2 ORGANIZATION OF PERSONNEL SYSTEM Section 1. Purpose 2 Section 2. Coverage 3 Section 3. Definition of Terms 3 Section 4. Merit Principle 4 3. THE PAY PLAN Section 1. Adoption 4 Section 2. Maintenance of the Pay Plan 4 Section 3. Use of Salary Ranges 4 Section 4. Payment at a Listed Rate 5 Section 5. Salary of a Trainee 6 Section 6. Pay Rates in Promotion, Demotion, Transfer, 7 Reclassification and Upgrading Section 7 Pay Rates in Salary Range Revisions 7 Section 8 7. Pay For Part-time Work 7 Section 9 8. Overtime 8 Section 10 Shift Differential Pay 10 Section 11 9. On Call Pay 10 Section 12 10 Call Back Pay 11 Section 13 11 Longevity Pay 11 Section 12 Daylight Savings Time Section 13 Vacation Sell Back 13 Section 1514. Payroll Deductions 13 Section 1615. Pay Day 13 Section 1716. Pay Period 13 Section 1817. Trading of Regularly Scheduled Hours 13 Section 18. Establishing Work Schedules 3 • 81

Exhibit A TABLE OF CONTENTS - Continued D Item 12. Article Title Page 3. THE PAY PLAN - Continued Section 19. Responding to Emergencies Section 20. Meal Allowance Section 21. Compensation During Travel 4. EQUAL EMPLOYMENT OPPORTUNITY & AFFIRMATIVE ACTION Section 1. Equal Employment Opportunity and Affirmative 14 Action Policy Section 2. General Implementation 15 Section 3. Communication 15 Section 4. Responsibilities for Implementation 15 Section 5. Indentification of Problem Areas 16 Section 6. Recruitment 16 Section 7. Advancement 17 Section 8 Involvement in Community Activities 17 5. RECRUITMENT AND SELECTION Section 1. Recruitment Sources 17 Section 2. Job Advertisements 18 Section 3. Application for Employment 18 Section 4 Application Reserve File 18 Section 5 4. Qualification Standards 18 Section 6 Testing 19 Section 7 5. Appointments 19 Section 8 6. Probationary Period of Employment 20 6. TYPES OF APPOINTMENTS Section 1 Promotion 21 Section 2 Demotion 22 Section 3 Transfer 22 Section 4 3. Temporary Upgrading 22 Section 5 4. Employee Evaluation 23 4 • 82

Exhibit A TABLE OF CONTENTS - Continued D Item 12. Article Title Page 7. ETHICAL CONDUCT Section 1. Gifts and Favors 24 Section 2. Political Activities of Employees 24 Section 3. Outside Employment 25 Section 4. Incompatible Activities 26 Section 5. Limitation of Employment of Relatives 26 Section 65. Discrimination and Harassment 26 Section 7. Acceptable Use of Communication and Computer Systems Section 8. Social Networking Section 9. Pregnant Workers Fairness Act Guidelines 8. CONDITIONS OF EMPLOYMENT Section 1. Unexplained Absence 26 Section 2. Use of City Supplies, Equipment and Vehicles 27 Section 3. Representation and Indemnification 27 Section 4. Surrender of Property 28 Section 5. Travel Expenses 28 Section 6. Driver’s License 28 Section 6 7 Vehicle Accident 28 Section 7 Pre-Employment Requirements 28 Section 8. Substance Abuse Policy 29 Section 9. Disclosure of Confidential Information 35 Section 10. Safety Shoes 36 Section 11. Uniforms Section 1112. Rest Periods 36 Section 1213. Meal Periods 37 Section 14. Workplace Violence Section 15. Weapons Section 16. Smoking and Vaping Section 17. Antifraternization Section 18. Body Art Section 19. Motor Vehicle Record 9. HOLIDAY LEAVE Section 1. Holidays 37 Section 2. Effect of Work on Holidays or Unscheduled 38 Workdays on Other Types of Leave Section 3 Holidays - When Work is Required 38 5 • 83

Exhibit A D Item 12. 6 • 84

Exhibit A TABLE OF CONTENTS - Continued D Item 12. Article Title Page 10. VACATION LEAVE Section 1. Vacation Leave 38 Section 2. Vacation Leave - The Manner of 38 Accumulation 38 Section 3. Vacation Leave - The Maximum Accumulation 39 Section 4. Vacation Leave - Final Pay and Repayment of 41 Vacation Leave Section 5. Vacation Leave - Payment for Accumulated 41 Vacation Leave Upon Death 11. SICK LEAVE Section 1. Sick Leave 41 Section 2. Sick Leave - The Manner of Accumulation 42 Section 3. Sick Leave - The Maximum Accumulation 43 Section 4. Sick Leave - Physician's Certificate 43 Section 5. Sick Leave - Retirement Credit for Accumulated 43 Sick Leave Section 6. Sick Leave - Termination 43 Section 7. Sick Leave – Payment for Accumulated Vacation Leave Upon Death Section 8 Vacation Bonus for Good Attendance 12. LEAVE WITHOUT PAY Section 1. Limited Leave Without Pay 44 Section 2. Extended Leave Without Pay Policy 44 Section 3. Extended Leave Without Pay - Retention and 45 Continuation of Benefits 13. OTHER TYPES OF LEAVE Section 1. Terminal Leave 45 Section 2. Military Leave 46 Section 3. Maternity Leave 48 Section 4. Jury Duty/Civil Leave 49 Section 5. Bereavement Leave 49 Section 6. Family and Medical Leave 49 Section 7. Inclement Weather 52 Section 8. Administrative Leave Section 9. Limited Education Leave with Pay 68 Section 10. Extended Education Leave with Pay 68 7 • 85

Exhibit A TABLE OF CONTENTS - Continued D Item 12. Article Title Page 14. WORKER'S COMPENSATION Section 21. On-The-Job Injuries and Benefits 55 Section 12. Worker's Compensation Leave 56 Section 3. Worker's Compensation Benefits 56 15. SEPARATION, DISCIPLINARY ACTION AND REINSTATEMENT Section 1. Types of Separation 57 Section 2. Resignation 57 Section 3. Reduction in Force 57 Section 4. Lay Off Section 45. Disability 58 Section 56. Retirement Age 58 Section 6 8. Death 58 Section 7 9. Disciplinary Actions 58 Section 8 10. Failure in Performance of Duties 59 Section 911. Failure in Personal Conduct 60 Section 1012. Disciplinary Suspension 61 Section 1113. Immediate Disciplinary Suspension 61 Section 1214. Non-Disciplinary Suspension 61 Section 1315. Reinstatement Rehire 61 16. GRIEVANCES PROCEDURE Section 1. Policy 61 Section 2. Grievance-Defined 62 Section 3. Purpose of the Grievance Procedure Policy 62 Section 4. Grievance Procedure 62 17. EMPLOYEE BENEFITS Section 1 Insurance Benefits 64 Section 2 Retirement Benefits 66 Section 3 Deferred Income 66 Section 4 Uniforms 66 Section 5 Blood Bank 67 Section 6 4 Credit Union 67 Section 7 5 Service Awards 67 Section 8 6 Police Chief and Police Major 68 8 • 86

Exhibit A TABLE OF CONTENTS - Continued D Item 12. Article Title Page 18. EDUCATIONAL ASSISTANCE Section 3 1 Educational Assistance 68 19 PERSONNEL RECORDS AND REPORTS Section 1 Personnel Records Maintenance 70 Section 2 Access to Personnel Records 70 Section 3 Confidential Information 71 Section 4 Exceptions 72 Section 5 Records of Former Employees 72 Section 6 Remedies of Employees Objecting to Material in File 72 9 • 87

Exhibit A ARTICLE 1 DItem 12. IMPLEMENTATION OF THIS POLICY Section 1. Conflicting Policies Repealed All policies, ordinances or resolutions and adopted processes that conflict with the provisions of this policy are hereby repealed. This Personnel Policy supersedes previous Personnel Policies or unwritten practices, and policies not adopted by City Council. Section 2. Separability If any provision of this Policy or any rule, regulation or order thereunder of the application of such provision to any person or circumstances is held invalid, the remainder of this Policy and the application of such remaining provisions of this Policy of such rules, regulations or order to persons or circumstances other than those held invalid will not be affected thereby. Section 3. Violations of Policy Provisions An employee violating any of the provisions of this policy shall be subject to discipline, suspension and/or dismissal, in addition to any civil of or criminal penalty, which may be imposed for the violation of the same. Section 4. Revisions The City of Dover/City Council retains the right to modify, change, delete or add to as it deems appropriate, the policies, procedures, benefits, and other general information in the Personnel Policy at any time without any required notice period. Section 4 5. Effective Date This policy shall become effective July 12, 2004 INSERT DATE upon the approval of City Council. ARTICLE 2 ORGANIZATION OF PERSONNEL SYSTEM Section 1. Purpose Policies are defined as the basic rules which guide administrative action to accomplish the organization's objective. Well-conceived policies consistently and fairly administered, have greatly contributed to the success of many organizations. This Personnel Policies Employee Handbook The Personnel Policy contains those policies adopted by and for the City of Dover. Its intended use is to inform all covered employees of their rights, benefits and responsibilities and to assist the City’s administrative group, Department Heads and supervisory personnel in seeing that the goals and objectives of the City are met. Changes with this handbook Policy (i.e. e.g. additions, deletions or revisions) will be dated and communicated to all affected employees. 10 • 88

Exhibit A Section 2. Coverage D Item 12. This handbook Policy shall apply to all employees of the City of Dover. When an aspect of either this Policy or a manual of Department Rules conflicts with the terms and conditions of an employee labor agreement approved by City Council then the employee labor agreement takes precedence. Section 3. Definition of Terms Part-time Employee: An employee, either regular or temporary, who is appointed to a position and is regularly scheduled to work fewer than 37.5 40 hours weekly. Full-time Employee: An employee, either regular or temporary, who is regularly scheduled to work 37.5/7.5 40 hours or more per workweek/workday for non-shift workers or 75 or 80 hours biweekly for employees regularly scheduled to shift work. Regular Employee: A person appointed/selected to serve in a position for an undetermined duration subject to probationary period requirements. Temporary Employee: A person appointed/selected to serve in a position for 180 calendar days or less. Non-Exempt Hourly Employee: An employee who is compensated on an hourly basis and is eligible for overtime compensation. Non-Exempt Salary Employee: An employee who receives a defined weekly salary however is eligible for overtime compensation. Exempt Salaried Employee: An employee who is compensated with a defined weekly salary regardless of hours actually worked. Compensation is subject to the guidelines of the Fair Labor Standards Act. On-Call Employee: A person who is to be available to work when a full-time regular employee is unavailable. (for example, Relief Fire Dispatchers). Completed Year: A period of twelve calendar months in which the employee is on active pay status or is on Worker's Compensation leave. Completed Month: Any month in which an employee works a minimum of for one half (1/2) of the workdays either works, is on approved leave with pay, is on Worker's Compensation leave or any combination of these. Active Pay Status: Any employee who is eligible to receive a biweekly paycheck, except those on terminal leave. Non-bargaining Employee: An employee not represented by a labor union. Section 4. Merit Principle All appointments, promotions and other personnel transactions shall be made on the basis of knowledge, skills and abilities, as stated in the job description for the position. Additionally, performance evaluations will be considered. The above section is subject to employee labor agreements, if applicable. 11 • 89

Exhibit A DItem 12. ARTICLE 3 THE PAY PLAN Section 1. Adoption The position classification plan and salary ranges that were developed by the Public Administrative Service (PAS) and later known as Management Advisory Group (MAG) is are hereby adopted as the position classification plan for the City and can be obtained from the Human Resources Department. Bargaining positions are indicated in employee collective bargaining labor agreements. Section 2. Maintenance of the Pay Plan The Pay Plan is intended to provide equitable compensation for all positions when considered in relation to each other; to general rates of pay for similar employment in the private sector and in the other public jurisdictions in the area; to changes in the cost of living; to financial conditions of the City and other factors. To this end, the City Council shall from time to time consider studies of all factors affecting the level of salary ranges and consider such changes in salary ranges as warranted. The above section is subject to employee labor agreements, when applicable. Section 3. Use of Salary Ranges For non-bargaining positions, salary ranges are intended to furnish administrative flexibility in recognizing individual performance among employees holding positions in the same class by rewarding employees for meritorious service. The following general provisions will govern the granting of the pay increments: (a) The minimum rate established for the class is the normal hiring rate, except in those cases where necessary or unusual circumstances appear to warrant appointment at a higher rate. Appointments above the minimum rate may be made with the approval of the City Manager when deemed necessary in the best interest of the City. Above the minimum appointments will be based on such factors as the qualifications of the applicant being higher than the desirable education and training for the class, a shortage of qualified applicants available at the minimum step and the need to offer qualified applicants above the minimum steps to secure his/her employment. Cut b and c to Article VI, Types of Appointments, Section 4 Employee Evaluation (b) All factors affecting an employee’s performance shall be considered in determining whether or not the employee shall receive an increase or be retained at the current rate. The performance evaluation shall cover a full year of active service. This provision is for bargaining and non-bargaining positions. (c) The date for the performance evaluation described in subparagraph (b) above shall be the annual anniversary of an employee's employment date or date of change of position. This procedure applies to all bargaining employees. Another date for a new employee may be designated when deemed necessary in the best interest of the City, and shall be based on such factors as the qualifications of the new employee being higher or lower than the desirable education and training for the class or a shortage of qualified applicants for the job and the need to offer qualified applicants another review date other than their employment date to secure their employment. Section 4. Payment at a Listed Rate All non-bargaining employees covered by the PAS/MAG salary plan shall be paid at a listed rate within the salary ranges established for their respective job classes except for employees in a trainee status or whose present salaries are above the established maximum rate following transition to a new pay plan or a reclassification. 12 • 90

Exhibit A DItem 12. A Department Head may make a request to the City Manager to grant a salary increase to a non-bargaining employee after six (6) months and/or one (1) year of successful employment. Approval is at the discretion of the City Manager. Non-exempt hourly employees who work a forty (40) hour week and an eight (8) hour day or a thirty seven and a half (37.5) hour work week and a seven and a half (7.5) hour day shall be paid at a hourly rate within the salary ranges established for their respective job classes. Non-exempt salaried employees who work a forty (40) hour week and an eight (8) hour day or a thirty seven and a half (37.5) hour work week and a seven and a half (7.5) hour day shall be paid at the listed weekly rate within the salary ranges established for their respective job classes. Exempt salaried employees who work a forty (40) hour week or a thirty seven and a half (37.5) hour work shall be paid at the listed weekly rate in the salary ranges established for their respective job classes. The above section is subject to employee labor agreements, when applicable. The City Manager has the ability to develop a salary and benefit packet for non-bargaining employees which can include, but not be limited to, enhancing current benefits in lieu of salary, with City Council approval. Section 5. Salary of a Trainee An applicant hired or an employee promoted to a position in a higher class, who does not meet all the established requirements of the position, may be appointed at a rate in the pay plan below the minimum established for the position. An employee will remain on at the trainee step rate of compensation until the department supervisor head certifies that the trainee is qualified to assume the full responsibilities of the position subject to employee labor agreement. Section 6. Pay Rates in Promotion, Demotion, Transfer, Reclassification and Upgrading When an employee is promoted, demoted, upgraded, transferred or reclassified, the rate of pay for the new position will be established in accordance with the following rules: (a) An employee who is promoted shall receive a minimum five percentage (5%) increase or an increase to the minimum step of rate of pay for the new pay range, whichever is higher greater. (b) An employee who is voluntarily or involuntarily demoted to a position for which he/she is qualified shall receive a salary or hourly rate in the lower pay range pay range of the position the employee was demoted into. A minimum of a five percentage (5%) decrease in pay will occur. Facts of the situation will be reviewed to determine if a decrease is salary is warranted. (c) An employee transferring from a position in one class grade to a position in another class grade assigned the same pay range shall continue to be paid at the same rate. (d) An employee whose position is reclassified to a class grade having a higher salary range shall receive a minimum five percentage (5%) increase or an increase to the minimum step rate of pay of the new pay range, whichever is higher greater. If the employee's position is reclassified to a lower pay range and the result is that the employee will receive a rate of pay above the maximum established for the new class, that employee will be ineligible for merit pay adjustments until such time that the employee either receives a promotion or benefits 13 • 91

Exhibit A from a general class-wide pay increase thereby bringing the employee's rate of pay to or below the maximum D Item 12. rate established for the class. (e) An employee who is temporarily upgraded and becomes eligible for a pay increase must wait thirty (30) calendar days from the time of his/her upgrade before the increase goes into effect. The increase will take effect on the 31st calendar day. The employee shall receive a minimum one step pay increase or an increase to the minimum step of the range of the position that he/she is filling, whichever is higher, until the employee is downgraded. (Referenced in Temporary Upgrading section.) SECTION 7. PAY RATES IN SALARY RANGE REVISIONS This is covered in Section 6 When a change in pay range is approved for a class of positions, employees whose positions are allocated to that class may have their salary or hourly rate raised or left unchanged. (a) Depending upon the financial condition of the City, when a class of positions is assigned to a higher pay range, each employee in that class shall receive at least a pay increase to the minimum starting of the new pay range. If the employee’s current rate of pay is within the new range, the employee will retain his or her current salary. (b) When a class of positions is assigned to a lower pay range, the salaries of employees in that class will remain unchanged. If this assignment to a lower class results in an employee being paid at a rate above the maximum step established for the new class, that employee will be ineligible for merit pay adjustments until such time that the employee either receives a promotion or benefits from a general class-wide pay increase thereby bringing the employee's rate of pay to or below the maximum rate established for the class. Section 8. 7 Pay for Part-Time Work The Pay Plan established by this policy is for full-time service. An employee appointed for less than full-time service shall be paid a prorated amount determined by converting the established salary to an hourly rate. The above section is subject to employee labor agreements, when applicable. Section 9. 8. Overtime Overtime work shall be that work performed by a non-exempt hourly or non-exempt salaried full-time employee who either exceeds eight (8) hours per workday or forty (40) hours per workweek or which is accomplished on an unscheduled workday, provided however, that no fulltime employee shall be paid twice at an overtime rate for the same hours (pyramiding). The employee shall be eligible for overtime compensation for hours worked on an unscheduled workday provided the employee has worked at least 40 hours that same week. Non-exempt hourly or salaried employees who work a seven and a half (7.5) hour workday or thirty-seven and a half (37.5) hour workweek will not receive overtime compensation until hours exceed eight (8) hours per day or forty (40) hours per week. Overtime work shall be the work performed by a part-time employee which exceeds an eight (8) hour workday or and forty (40) hour workweek provided that no part-time employee shall be paid twice at an overtime rate for the same hours (pyramiding). For the purpose of computing overtime pay, time spent on vacation, holidays, earned sick leave, military leave, jury duty and bereavement leave shall be considered hours worked. Terms subject to employee labor agreements. 14 • 92

Exhibit A D Item 12. Lost time due to other types of leave such as personal business, unexpected absence and lateness shall not be considered as hours worked. No employee shall be authorized to work overtime (except when necessary in the interest of the City) on the same day that an employee has spent time been on leave for the entire day, with or without pay. In order for an employee to be eligible for overtime the following provisions apply: (a) the work is of a regularly scheduled nature and is approved by the Department Head or the authorized representative of the Department Head, (b) the work is of a unusual, unscheduled or emergency nature and is directed by the Department Head or the authorized representative of the Department Head, (c) Compensatory time off shall be taken within ninety (90) days from the time it is earned. In determining whether an employee will receive compensatory time or monetary payment for overtime it is the discretion of the Department Head the employee and Department Head must reach a mutual agreement prior to the overtime occurring, unless the employee labor agreement for the position the employee occupies indicates otherwise. For non-bargaining employees the following guidelines apply: When a non-bargaining, nonexempt employee is required to work overtime he or she will be compensated with time off at the rate of one and one half times the overtime hours worked or paid for such time on the basis of one and one half times their regular hourly rate for the overtime hours worked provided that: (a) the employee and Department Head or authorized representative of the Department Head must reach a mutual agreement concerning receiving pay or Comp-time prior to the performance of overtime work. (b) the work is of a regularly scheduled nature and is approved by the Department Head or authorized representative of the Department Head prior to the work being performed. (c) the work is of an unusual, unscheduled or emergency nature and is directed by the Department or an authorized representative of the Department Head. (d) compensatory time off should be scheduled and taken within ninety (90) days from the time it is earned. The Department Head must approve the compensatory time schedule. If earned compensatory time is not taken within ninety (90) days, the City will have the option of paying overtime to the affected employees. (e) the Department Head or person designated by the Department Head will keep records of compensatory time earned for all non-bargaining, nonexempt employees in his or her Department. When a non-bargaining, exempt employee is required to work overtime he or she will be compensated with time off at the rate of one times (1 overtime hour = 1 comp-time hour) the overtime hours worked provided that: (a) the work is of an unusual, unscheduled or emergency nature and must be completed at a specific time in order to meet a deadline or specific request from an outside agency or authority. (b) compensatory time off should be taken within ninety (90) days from the time it is earned. Council Appointees 15 • 93

Exhibit A and City Manager Department Heads may work a flexible work schedule to accomplish receiving the earned D Item 12. comp-time. If the compensatory time is not taken in ninety (90) days, non-bargaining exempt employees will forfeit the time. (b) the Department Head or person designated by the Department Head will keep records of compensatory time earned for all non-bargaining, exempt employees in their Department. In order for an employee to be eligible for overtime compensation (compensatory time is not permitted) the following general provisions apply to all employees: (a) the work is of a regularly scheduled nature and is pre-approved by the Department Head or the authorized representative of the Department Head, (b) the work is of an unusual, unscheduled or emergency nature and is directed by the Department Head or the authorized representative of the Department Head, (c) compensatory time off shall be permitted in lieu of overtime. The maximum accumulation of compensatory time is 80 hours. The Department Head must approve the compensatory time use schedule. (d) when an employee is required to work over-time, he or she will be compensated with time off at the rate of one and one half times the overtime hours worked or paid for such time on the basis of one and one half times their regular hourly rate for the overtime hours. In determining whether an employee will receive compensatory time or monetary payment for overtime it is the discretion of the Department Head; unless the employee labor agreement for the position the employee occupies indicates otherwise. The employee and Department Head must reach a mutual agreement on the method of compensation prior to the overtime occurring.I For non-bargaining, exempt employees the following additional guidelines apply: When a non-bargaining, exempt employee is required to work overtime he or she will be compensated with time off at the rate of one time (1 overtime hour = 1 comp-time hour) the overtime hours worked provided that: (a) the work is of an unusual, unscheduled or emergency nature and must be completed at a specific time in order to meet a deadline or specific request from an outside agency or authority. (c) Council Appointees, and City Manager Department Heads and Exempt Staff may work a flexible work schedule to accomplish receiving the earned compensatory time. The maximum accumulation of compensatory time is 80 hours. Any accumulated compensatory time shall be forfeited upon employment ending. to allow for a work related activity/project. (Yellow highlight approved on 1/9/12 by City Council.) An employee can be subject to discipline for failing to obtain proper authorization to work overtime. SECTION 10. SHIFT DIFFERENTIAL PAY Remove since no non-bargaining employees perform shift work. The above section is subject to employee labor agreement. 16 • 94

Exhibit A D Item 12. Section 11. 9. On Call Pay - The City shall provide compensation to exempt and non-exempt hourly and salaried employees scheduled for "on-call" service after hours, weekends and holidays on a full seven (7) day cycle when indicated in the position’s job description. The method of reimbursement for the service shall be: (a) The City shall pay an additional seven (7) hours straight time over and above the normal forty (40) hours worked for an employee assigned "on call" for the week, even if he/she is not called to work. This "on call" pay is computed and should be shown on the biweekly time sheet as one (1) straight time hour per day. (b) The paid "call-out" time shall be no less than two hours for each separate "call-out." If an employee is on a "call-out" and another trouble call is reported to him/her, this shall be treated as the same "call-out." Only when the employee has returned home and is again called-out shall a new "call-out" be reported. The time spent on a "call-out" begins when the employee reports to the work place or gets to the City vehicle, if it was not taken home. The "call-out" time must be recorded on the biweekly time sheet in the in the payroll system as on-call overtime column. The two (2) hour minimum provisions shall not apply if an employee is called in to work within one hour before the employee’s normal starting time and continues working into the normal shift. (c) Any trading of "on call" duty between employees must be approved in writing by the Supervisor of the employee who was originally assigned for duty. The assigned "on call" employee shall be the only employee that reports "call-out" time under this policy. Obviously, Other personnel may be "called-out" during times of emergencies and their overtime pay shall be determined under Sections 8 and 9 10 and 12 of this Article. Trading of on-call duty is permitted, however subject to department policies. (d) The employee subject to "on-call" shall be responsible to assure that the phone number listed under their name, with the Dispatch Center, is correct and current in proper working order. Any employee scheduled and assigned to "on-call" duty who is found to be unavailable when called at the phone number listed with the Dispatch Center of their department will be subject to disciplinary action by the Department Head; including loss of one week "on-call" pay. (e) Written approval must be obtained in order to trade on-call shifts. Approval must be received prior to the trade. The person who is actually on-call is the employee who is to be reported to payroll. (f e) Exempt employees are not eligible for overtime or compensatory time for being called out. shall receive comp-time at straight time for the hours that they are called out. The City Manager must approve all on-call statuses. In general, on-call status shall not be provided to Department Heads, division heads or management who may from time to time be called in on extraordinary circumstances. Approved by City Council on January 12, 2009. The above section is subject to employee labor agreements, when applicable. Section 12.10. Call Back Pay Any City employee eligible to receive overtime compensation under this policy who is not "on-call" will be guaranteed a minimum payment of two hours of wages for being called back to work outside of normal working hours; provided that the employee who is called back goes home again before the next regular work time. The two (2) hour minimum provisions shall not apply if an employee is called into work within one hour before the employee’s normal starting time and continues working into the normal shift. 17 • 95

Exhibit A D Item 12. The above section is subject to employee labor agreement, when applicable. Section 12. Daylight Savings Time During the spring observance of daylight savings time, employees will be compensated for actual hours worked. Employees are permitted to use one hour of vacation time for the lost time due to daylight savings time. During the fall observance of daylight savings time, employees are eligible to receive compensation for the additional hour of work. SECTION 14. VACATION SELL BACK A regular employee may, during the month of December, sell back to the City unused vacation in accordance with the following schedules: REGULAR FULL-TIME EMPLOYEES Number of Vacation Days Number of Days Eligible Earned Per Year to Sell Back 12 15 5 18 21 5 21 24 10 24 27 10 REGULAR PART-TIME EMPLOYEES Number of Vacation Days Number of Days Eligible Earned Per Year to Sell Back 6 7.5 2.5 9 10.5 2.5 10.5 12 5 12 13.5 5 Effective December 2022, a regular employee may, during the month of December, sell back to the City unused vacation leave earned by the employee since the prior December. Employees are only permitted to sell back 40 hours. Employees who sell back 40 hours of vacation will be compensated for 35 hours while their accumulated balance will be reduced by 40. The payment in lieu of vacation shall be made only in December each year and shall be deducted from the current calendar year's unused vacation leave. The employee will be paid based on his/her base salary plus cost-of- living increases and longevity increases at the date of the issuance of the sell back check. This pay shall be at the City’s option. The employee must request in writing to the employee's Department Head, 18 • 96

Exhibit A prior to the submission of his/her Department’s annual preliminary operating budget to the appropriate City D Item 12. official to reserve the option of pay in lieu of vacation in the budget. The normal City "application for leave" form (COD004) must be completed at least two weeks in advance of receiving pay in December. Pay in lieu of vacation shall not be considered pay for pension purposes. No employee pension contributions will be deducted, the City will not make pension contributions based on the pay and the pay shall not be used to compute pension benefits. The above section is subject to employee labor agreements, when applicable. Section 15. 13. Payroll Deductions Federal and State Income Taxes, Social Security Tax, Medicare Tax, Dental, Life, and Health Insurance Premiums, Credit Union Contributions, United Way contributions, Public Employees Benefit Services Corporation Contributions (PEBSCO), International City Management Association Contributions (ICMA), U.S. Savings Bonds, pension contributions, Flexible Spending, Union Dues, AFLAC and any other deduction that is court ordered will be deducted at each pay period as authorized by law or by the employee. If an employee believes an improper deduction was made from his or her paycheck, he or she is to immediately report it to the Controller/Treasurer, located in the Finance department. The Controller/Treasurer or designated staff will research the matter and take the appropriate action. SECTION 16. 14 PAY DAY Payday falls on Friday for all employees. Should a regular payday fall on a City recognized holiday, paychecks shall be issued on the workday that precedes the holiday. For all employees hired on or after July 12, 2004, Direct Deposit direct deposit of paychecks is a condition of employment effective July 12, 2004. Section 17. 15 Pay Period All employees shall be are paid biweekly. The pay period shall be is from 12:01 a.m. Sunday to 12:00 p.m. Saturday. Section 18. 16 Trading of Regularly Scheduled Hours Effective April 9, 2003 employees will not be permitted to trade regularly scheduled hours unless stated otherwise in the labor agreement that represents the employee. Section 17. Establishing Work Schedules The City Manager has the right to set work schedules. Section 18. Responding to Emergencies Department Heads are authorized to allow volunteers of the fire service to respond to fire calls during working hours as a volunteer firefighter with the Dover Fire Department/Robbins Hose Co. No. 1 Inc. Department Heads/Supervisors are to maintain a register that contains the employee’s name, date the employee responded to a fire and the length of the employee’s absence including the departure and return time. The employee must have approval from the Dover Fire Department/Robbins Hose Co. No. 1 Inc. Fire Chief to 19 • 97

Exhibit A ride to fire calls. Written approval is to be provided to the employee’s Department Head. DItem 12. A. The employee must have approval from their department head and supervisor to ride to fire calls with the Dover Fire Department/Robbins Hose Co. No. 1 Inc. This approval can be revoked at any time. B. Employees must receive approval from their direct supervisor prior to leaving the work environment. A balance between the emergency and the work assignment must be considered. C. When responding with the Dover Fire Department/Robbins Hose Co. No. 1 Inc., the employee will be in the volunteer role and not in capacity as an employee. D. The on-call Fire Marshal cannot respond to incidents which will need to be investigated by the City Fire Marshal. E. Since the employee is acting in a volunteer role with the Dover Fire Department/Robbins Hose Co. No. 1 Inc., the following will apply: 1. The employee will be excused from work with pay, at the city’s discretion. He/she will not receive overtime for hours outside of your assigned work schedule as this is not a job duty. This allows the employee to volunteer without loss of pay, vacation leave, sick leave, or personal leave. 2. Once the employee returns to the fire station and places all the apparatus back in service, the employee is to return to work without delay. Absences are subject to verification. 3. You may respond to fires outside of the Dover Fire Department/Robbins Hose Co. No. 1 Inc. fire district with the exception of stand-bys/cover ups. 4. Any injuries will be filed with the Dover Fire Department/Robbins Hose Co. No. 1 Inc. for workers compensation, not the City of Dover. This starts from the time that the call is dispatched until you return to work. Section 19. Meal Allowance Non-bargaining employees who work at least a 10 hour shift during inclement weather shall be eligible for (1) a meal at a local establishment of the City’s choice or (2) a $10 non-taxable meal allowance which will be paid via petty cash within 14 days of the last date of the severe weather event. The City of Dover will have the sole decision on which option is chosen. Section 20. Compensation During Travel Many employees within the City of Dover are required to maintain certification(s) as per their job description. It is recognized that employees may need to attend training that is required for them to maintain their professional certification(s) on a non-work day. Effective January 1, 2018, all non-exempt employees who attend training for the purpose indicated previously, are to receive compensation per the U.S. Department of Labor guidelines. Every effort should be made so the employee can attend training during their normal work hours as employees need to enjoy a work/life balance. In addition, employee returning from training that involves out of town travel and the employees returns home midnight or later, shall enjoy at least eight (8) hours of rest (unpaid) prior to reporting back to work. The U.S. Department of Labor guidelines state the following: Lectures, Meetings and Training Programs: Attendance at lectures, meetings, training programs and similar activities will not be counted as working time if the following four criterias are met; it is outside normal hours, it is voluntary, not job related and no other work is concurrently performed. Travel Time: The principles which apply in determining whether time spent in travel in compensable time depends upon the kind of travel involved. 20 • 98

Exhibit A Home to Work Travel: An employee who travels from home before the regular workday and returns to his/her D Item 12. home at the end of the workday is engaged in ordinary home to work travel, which is not work time. Home to Work on a Special One Day Assignment in Another City: An employee who regularly works at a fixed location in one city is given a special one day assignment in another city and returns home the same day. The time spent in traveling to and returning from the other city is work time, except that the employer may not deduct/not count that time the employee would normally spend commuting to the regular work site. Travel Away from Home Community: Travel that keeps an employee away from home overnight is travel away from home. Travel away from home is clearly work time when it cuts across the employee’s workday. The time is not only hours worked on regular working days during normal working hours but also during corresponding hours on nonworking days. Time spent in travel away from home outside of regular working hours as a passenger on an airplane, train, boat, bus or automobile is not considered as hours worked. If you are the driver of the automobile, compensation will be provided. The statements included herein regarding the U.S. Department of Labor guidelines have been prepared by the City for your convenience, but the City is not responsible for any statement herein that might be misleading or incorrect and the employee is referred directly to the guidelines set by the U.S. Department of Labor as the accurate statement. Contact the Human Resources Department for additional guidance and clarification. ARTICLE 4 EQUAL EMPLOYMENT OPPORTUNITY AND AFFIRMATIVE ACTION The City of Dover is committed to providing equal employment opportunities to all citizens and maintaining a high-quality workforce that draws upon from the talents of our highly diverse citizenry community. to effectively operate our City government. Through sound recruitment, promotion, and retention practices Dover will continues to strive for a workforce that reflects reflecting the diversity of the City’s population. Section 1. Equal Employment Opportunity and Affirmative Action Policy It is the policy of The City to promotes and fosters equal employment opportunities, nondiscrimination, and a work atmosphere that fosters grounded on mutual respect and understanding among all persons of different races, sexes genders, and faiths and etc. The City of Dover shall provide equal opportunity to all qualified individuals in recruitment, hiring and promotion practices and shall assures that no one shall suffer discrimination or harassment by a City employee on the grounds of race, color, religion, sex, gender, sexual orientation, marital status, genetic information, physical handicap disability, age or national origin. Applicants with physical handicaps a disability shall be given equal consideration with other applicants for positions when the City is able to make reasonable accommodations to help them perform the essential functions of their duties. Section 2. General Implementation All personnel responsible for recruitment and employment shall periodically review the implementation of this policy and relevant practices to assure that equal employment opportunity based on reasonable performance related job requirements are being actively observed. This will ensure that no employee or applicant for employment shall suffer discrimination based on age, sex, gender, race, color, religion, national origin, sexual 21 • 99

Exhibit A orientation, marital status, genetic information or physical handicap disability. Notices with regard to equal D Item 12. employment matters shall be posted in conspicuous places on City Government premises where notices are ordinarily posted. Section 3. Communication (a) Internal: This policy shall be thoroughly disseminated and discussed at new employee orientation and management training programs. This shall be the City’s policy, and efforts to achieve the City’s objectives in this area shall be published in an informational brochure and given to employees annually. The intent of this policy and program and the individual responsibility for effective implementation of same shall be explained to staff, management and supervisory personnel. Equal employment opportunity and affirmative action posters shall be prominently displayed in places readily accessible to both employees and applicants. All employment advertising shall display the tag lines: “An Equal Opportunity Employer” or its equivalent. (b) External: All sources of applicants for employment shall be notified annually in writing of the City’s policy. These sources shall be requested to actively recruit and refer minority, female and handicapped disabled applicants for positions listed. The City of Dover shall notify minority, female and handicapped organizations community agencies, community leaders, secondary schools and colleges of the City’s policies of non-discrimination and equal employment opportunity, and the Affirmative Action policy. The City of Dover shall strive to contact organizations representing or providing services to minorities, females and disabled persons that the City is always open to employing the persons they represent and will appreciate referrals for employment to the City. These organizations shall be advised of the city’s status as an Equal Opportunity Employer. Section 4. Responsibilities for Implementation (a) Human Resources Director 1. The Human Resources Director of the City of Dover shall serve as the Equal Employment Opportunity Officer and be responsible for implementation of this plan. The Department Head of each City department shall be responsible for their department and shall be accountable for implementing the City’s policy. 1. Every city leader assumes a proactive role in Dover’s EEO plan. Each Department Head shall be responsible and accountable for implementation of the City’s policy. 2. The Human Resources Director shall be responsible for auditing and continually reviewing the City’s hiring practices and employee behavior with respect to the Policy. The City Manager shall be notified of any complaints initiated against the City or city personnel and any requests from private organizations and people wishing to discuss our employment practices. 22 • 100

Exhibit A 3. The Human Resources Director shall have a complaint procedure to permit and encourage employees D Item 12. to discuss with the Human Resources Director any problem resulting from alleged bias, discrimination, lack of employment opportunity or any similar matter. A. Human Relations Commission The City of Dover has a Human Relations Commission whose purpose is to make recommendations to the City Council on ordinances which would support inclusiveness and civility, and to engage in education and advocacy for bettering human relations. The Human Relations Commission should be consulted from time to time on progress of this policy, and shall be given opportunities to educate the work force on bettering human relations. Section 5. Identification of Problem Areas A continuing analysis will be made by City Council and the City Manager to determine review the quality, integrity and the composition of the work force, the applicants for employment, and the results of employment activities. The selection process including position descriptions, application forms, interviews, test procedures (if applicable), test validity, referral procedures, final selection process, as well as transfer and promotion practices shall be constantly monitored to assure equal opportunity. Section 6. Recruitment The City of Dover will continue to make special efforts to convince minority, female and handicapped disabled individuals in the community that the City offers equal opportunity and a congenial employment environment. In this connection, effective communication will be maintained with the State Human Relations Commission and the State Employment Office Delaware Department of Labor to encourage under represented groups minority, female and disabled individuals to seek employment with the City of Dover. The City maintains continual personal contact with those having the most access to minority groups, females and handicapped disabled individuals. These sources include school principals, community leaders, college career advancement offices, religious leaders and heads of minority groups. Referral to the City of Dover for employment is encouraged. Moreover, to broaden the recruitment base with respect to placing minority, female and handicapped disabled employees under represented groups in professional categories, the City of Dover will communicate its needs to public and private employment offices emphasizing opportunities that are available. The City will continue to maintain relationships with all organizations which have as an objective the improvement of improving the employment opportunities for minority, female and handicapped disabled persons under represented groups. In all employment advertising, the City of Dover will identify itself as an Equal Opportunity Employer, abiding by all the provisions of Title VII, Civil Rights Act. A system of quotas shall not be utilized in the recruitment and selection of employees. Minority, female and handicapped disabled Under represented applicants for management and supervisory positions shall be energetically recruited in keeping with all the provisions and intent of this policy. 23 • 101

Exhibit A Section 7. Advancement DItem 12. Minority, female or handicapped disabled Under represented employees who have previous experience or who have demonstrated abilities and qualifications comparable to other applicants shall be considered for promotional opportunities--particularly where training or educational refund is to be afforded. They shall be encouraged to undertake training opportunities. The City has no formal training programs other than “on the job” training. SECTION 8. INVOLVEMENT IN COMMUNITY ACTIVITIES The City shall be actively involved in community activities that are minority, female and handicapped oriented. Both elected and non-elected City Officials will donate their free time to minority organizations by giving talks/greetings or attending affairs sponsored by such groups. ARTICLE 5 RECRUITMENT AND SELECTION Section 1. Recruitment Sources Recruitment sources may include but not limited to including but not limited to newspapers, on-line recruiting services, employment agencies, job training and referral agencies and schools. shall be advised periodically of the City's EEO policy. The City shall include among its recruitment sources the organizations and news media which are used by and are available to minority group applicants. Opportunities for employment with the City, including salary ranges, when appropriate, and employment qualifications for positions to be filled shall be publicized. Information on job openings and hiring practices shall be provided to recruitment sources. Individuals shall be recruited from a geographic area as wide as is necessary to ensure that well-qualified applicants are obtained for City service. Section 2. Job Advertisements Employment advertisements shall contain assurances of equal employment opportunity and shall comply with federal and state statutes regarding discrimination in employment matters based on race, color, religion, sex, gender, sexual orientation, marital status, genetic information, physical handicap disability, age or national origin. Section 3. Application for Employment With the exception of uniformed police officers, employment applications will only be accepted to fill positions which the City is actively seeking to fill, unless it is determined by the Human Resources Director that it is necessary to broaden representation of minority, female, or handicap disabled employees under represented groups or in the event of high turnover in select positions. in which case applications shall be accepted at any time. Applicants are told upon inquiry that applications will be kept under active consideration for six (6) months after the date of application, after which they will be placed in a reserve file (see Section 4 below). Applications for uniformed police officers are accepted continuously and can be obtained at via the Police Department. Employment practices shall be applied consistently for all applicants and shall be put in writing in sufficient detail to facilitate administration by all employees. assigned to work in that area. All citizens qualified applicants 24 • 102

Exhibit A DItem 12. must be permitted to file apply. If qualified applicants are being referred to department supervisors, then all those persons with comparable qualifications shall be referred. All applicants who are interviewed for a position with the City and not selected shall be told why they were not selected for the position. The City of Dover will not use any testing procedures to screen applicants other than recognized validated tests. SECTION 4. APPLICATION RESERVE FILE Applications shall be kept in an active file for a period of not less than six (6) months. After six months, applications shall be kept in a reserve file for a period of thirty-six (36) months. To the extent that it is practical, reference to these files shall be made periodically in connection with the City's employment requirements to ensure that equal consideration is given to all applicants. Section 5. 4. Qualification Standards (a) Employees shall meet the employment standards established by the position classification plan job description and such other reasonable minimum standards of character, aptitude and ability to meet the public need and physical condition as may be established by the City. (b) The City's policy includes the responsibility City is responsible for insuring that the hiring qualifications for both entry level and promotional level jobs are fair and will continue to be fairly administered. Qualifications shall be reviewed periodically to assure that requirements conform to the actual job performance requirements. Qualifications and standards shall not be compromised. However, requirements particularly with regard to education, knowledge and experience, for each job shall be reasonable rather than excessive so as not to unwittingly discourage or eliminate minority, female or handicapped disabled individuals whose backgrounds may be minimal in these areas under represented individuals from applying. (c) In keeping with both these responsibilities, the City may hire applicants who do not meet all minimum qualifications for particular jobs, provided that the deficiencies are such that they can be eliminated through orientation and on-the-job training. (d) An applicant that is being offered employment will be presented with a written conditional offer of employment. The offer will be contingent upon successful completion of a pre-employment drug and alcohol screening (when applicable); Department of Transportation physical (when applicable); a criminal background investigation; driving record and any other test that is deemed appropriate. The drug/alcohol test will be conducted at a City designated medical facility at the City’s cost. Results from the pre-employment screenings will be discussed with the applicant. The offer of employment may be rescinded because of results. When reviewing criminal matters, the City will take into account the nature and gravity of the offense and the amount of time that has passed since the conviction as it relates to the nature of the position. In addition, the offer of employment may be rescinded if the criminal conviction is serious in nature, job-related and/or consistent with business necessity. An applicant whose conditional offer of employment is rescinded will receive notice from the City that he or she was screened out of the position because of past criminal conviction and provided an opportunity to demonstrate that the exclusion should not be applied to them. 25 • 103

Exhibit A SECTION 6. TESTING D Item 12. Tests administered by the City or by the Delaware Department of Labor for the City will conform to applicable legal regulations. Section 7. 5. Appointments It is the policy of the City to employ according to knowledge, skills and abilities as stated in the job description for the position subject to employee labor agreements, if applicable. To that end, the City shall use all available means to attract qualified candidates for employment and to make such investigations and examinations as are deemed appropriate to assess fairly the aptitude, education, experience, knowledge, skills, character, and other qualities required for positions in the service of the City. Uniformed police officers will be required to meet the standards set by the Counsel Council on Police Training (C.O.P.T). It is the City's policy to promote career opportunities for its employees when possible. Therefore, when a current employee applying for a vacant position is considered the best qualified candidate of all the applicants, that applicant shall be appointed to that position. All internal candidates shall be interviewed for positions for which they apply if they have the outlined qualifications and are one of the most qualified candidates. When positions are to be filled, the City shall publicize opportunities for employment including the salary ranges, when appropriate, and employment qualifications for positions to be filled. At a minimum, job opportunities shall be publicized on the City’s website, in a local newspaper and notice of vacancies shall be posted at designated conspicuous sites within City departments buildings. The Human Resources Director shall also make available to the Department Heads for consideration current applications on file in the Human Resources Department. The above section is subject to employee labor agreement, when applicable. Section 8.6. Probationary Period of Employment An employee appointed to a regular position other than a sworn police officer shall serve a probationary period of six (6) months. An employee appointed to a regular sworn police officer position shall serve a probationary period of twenty-four (24) months. An employee may be dismissed during the probationary period at any time the Department Head determines that the employee is not satisfactorily performing the assigned duties and/or does not demonstrate the skills, attitude and demeanor necessary for the position. The probationary period of employment shall can be extended if the employee experiences an extended absence during the probationary period. The probationary period can also be extended if the Department Head and the Human Resources Director determines deficiencies can be overcome in a short time frame. An probationary employee that is terminated or voluntarily leaves during the probationary period will be credited with any vacation days earned. An employee serving a probationary period following initial employment in a full-time or part-time position shall receive all benefits provided in accordance with this policy with the following exceptions or as otherwise provided: shall be subject to the following guidelines: (a) Employees serving an initial probationary period will may accumulate vacation and sick leave but shall not and will be permitted to take his or her leave during the first six (6) months of the probationary period. unless the denial of such leave would create an unusual hardship. (b) Employees serving a probationary period following a promotion shall continue to receive all benefits provided in accordance with this policy and under other supplementary rules and regulations and will be permitted to take vacation and/or sick leave prior to the end of the probationary period. 26 • 104

Exhibit A (c) Employees who are currently serving a probationary period of employment shall be eligible for D Item 12. promotions or lateral transfers. (copied from Section 1. of Article 6) Before completion of the probationary period, the Department Head or Department Head representative shall indicate in writing to the Human Resources Director: (a) that the employee's supervisor has discussed the new employee's or promoted employee’s progress throughout the probationary period (accomplishments, strengths and areas of improvements) with the new employee, (b) whether the new employee is performing satisfactory work, (c) whether the probationary period should be extended provided that no employee shall remain on probation in a probationary period for more than one (1) year, other than a sworn police officer and (d) whether the employee should be retained in the present position or should be released, transferred or demoted. An proper approved City of Dover performance evaluation form must be used completed. The above section is subject to employee labor agreement, when applicable. ARTICLE 6 TYPES OF APPOINTMENTS Section 1. Promotion (a) Candidates for promotion shall be chosen on the basis of existing or anticipated job openings, their qualifications and their work records without regard to race, color, religion, sex gender, sexual orientation, marital status, genetic information, physical handicap disability, age or national origin. Performance appraisals and work records for all personnel shall be carefully examined when there is a position opening. Employees who are currently serving a probationary period of employment shall be eligible for promotions or lateral transfers. (b) When a vacancy occurs, the Department Head or designated supervisor in whose department the vacancy occurs shall review all the applications provided to them by the Human Resources Department, including those from current city employees. The above section is subject to employee labor agreements, when applicable. Section 2. Demotion Any employee whose work in his/her present position is unsatisfactory and/or whose personal conduct is unsatisfactory may be demoted, provided the employee shows promise of becoming a satisfactory employee in another position. Such a demotion shall be preceded by warning procedures outlined in Article XV, Section 8. Any employee who wishes voluntarily to accepts a position with less complex duties and responsibilities may be demoted for reasons other than unsatisfactory performance of duties or failure in personal conduct. If the demotion is for failure in performance of duties or failure in personal conduct, the employee shall be provided with a written notice citing the recommended effective date and reasons for demotion. Representative causes for demotion because of failure in work performance and failure in personal conduct are 27 • 105

Exhibit A listed in Article XV, Sections 9 and 10. D Item 12. SECTION 3. TRANSFER Based on the needs of the City, any employee who has successfully completed a probationary period may be transferred to the same or similar class in a different department. In which case, the employee would be required to complete another probationary period. Any employee desiring to be transferred should make the request to the receiving department and inform the Human Resources Director. As vacancies occur in other departments and if an employee wishes to be considered for transfer, the employee must complete the same paperwork as required by all interested applicants. Section 4.3. Temporary Upgrading To assure the orderly performance and continuity of municipal service, the City may find it necessary to temporarily upgrade employees on an acting basis to a position of a higher rank. Temporary upgrading may be required in order to fill or compensate for temporary vacancies which may exist for any of the following reasons: (a) A position is vacant and is scheduled to be filled by a regular full-time employee and a period of time is required so as to proceed with and complete the normal appointment/recruitment procedure. (b) A position is temporarily vacant, although regularly filled, because the regular employee is on vacation, sick leave, light duty, Worker’s Compensation, special assignment or some other an approved leave of absence. After having been upgraded under this policy for thirty (30) consecutive or more calendar days, an employee shall become eligible for a temporary upgrade pay increase on the thirty-first (31) calendar day. Pay increase shall be a minimum of 5% or the minimum starting salary of the position, which ever is greater. (c) An employee who is temporarily upgraded and becomes eligible for a pay increase must wait thirty be actively performing the duties of the position for (30) calendar days from the time of his/her upgrade before the increase goes into effect. Leave such as sick and vacation will not count towards the 30 calendar days. The increase will take effect on the 31st calendar day. The employee shall receive a minimum one step pay increase or an increase to the minimum step of the range of the position that he/she is filling or a 5% increase, whichever is higher greater, until the employee is downgraded. The above section is subject to employee labor agreements, when applicable. Section 5.4. Employee Evaluation It shall be the policy of The City of Dover shall conduct a performance evaluation of to evaluate all employees prior to their review dates and to recommend increases based on a satisfactory evaluation to be effective on the review date. An employee shall not receive an increase if this evaluation proves to be unsatisfactory. An unsatisfactory evaluation may disqualify an employee for a salary increase. The following guidelines shall be followed in this review: (a) Every regular employee shall be reviewed for a full year of service, with the exception of the review completed at the end of the probationary period. 28 • 106

Exhibit A (b) The Supervisor shall arrange to meet with the employee to discuss the employee’s evaluation no later than DItem 12. two weeks prior after to the employee's scheduled review date. For non-bargaining employees, a supervisor shall arrange to meet with the employee no earlier then May 1 and no later than May 25 of each year. (c) The supervisor shall review the employee’s overall performance status, areas needing improvements, training needs as well as major strong points to the employee. The appropriate approved City of Dover Employee Evaluation form must is to be used. (d) It is recommended that The employee should be given a copy of the performance evaluation at least two (2) days prior to discussing the evaluation with the supervisor. (e) The Department Head and/or supervisor and the employee are to sign the evaluation. shall request the employee's signature on the overall evaluation. and, if, the employee meets the criteria of the Pay for Performance plan, a merit pay increase should be recommended to the appropriate Department Head. If such merit increase is granted, the increase shall be submitted on Pay for Performance Salary Calculation Worksheet, prior to the due date, to the Human Resources Department. MOVED LANGUAGE FROM ARTICLE III – PAY PLAN, SECTION 3 USE OF SALARY RANGES B AND C (f) All factors affecting an employee’s performance shall be considered in determining whether or not the employee shall receive an increase or be retained at the current rate of pay. The performance evaluation shall cover a full year of active service. This provision is for bargaining and non-bargaining positions. (g) The date for the performance evaluation described in subparagraph (b) above shall be the annual anniversary of an employee's employment date or date of change of position. This procedure applies to all bargaining employees. Another date for a new employee may be designated when deemed necessary in the best interest of the City, and shall be based on such factors as the qualifications of the new employee being higher or lower than the desirable education and training for the class or a shortage of qualified applicants for the job and the need to offer qualified applicants another review date other than their employment date to secure their employment. Another date may be established for current employees when the Department Head determines there are performance deficiencies. (h) Two consecutive unsatisfactory evaluations shall can be grounds for termination for failure in Performance of Duties. The above section is subject to employee labor agreement, when applicable. ARTICLE 7 ETHICAL CONDUCT Section 1. Gifts and Favors (a) No employee of the City shall accept any gift, whether in the form of service, loan, thing or promise from any person who, to the employee's knowledge, is interested directly or indirectly in any manner in business dealings with the City. (b) No employee shall grant, in the discharge of duties, any improper favor, service or thing of value. Section 2. Political Activities of Employees 29 • 107

Exhibit A (a) No employee of the City shall, directly or indirectly, contribute any money or anything of value to any D Item 12. candidate for nomination or election to any City office, to any City office candidate campaign or take active part in any City political campaign. The only exception to this prohibition is voting. (b) A person holding a City position shall not, while performing official duties or using City equipment at the person's disposal by reason of his/her position, solicit in any manner contributions for any purpose. Also a person cannot engage in any activity during working hours that impairs the efficiency of the position or presence during the working hours. (c) A person holding a City position shall not, by the authority of the position, secure or attempt to secure in any manner for any other person an appointment, or advantage in appointment, to a City position or an increase in pay, or other advantage of employment, in any such position for the purpose of influencing the vote of that person, or for any other consideration. (d) A person who supervises a City employee shall not directly or indirectly solicit the person supervised to contribute money, anything of value or service, for any purpose not connected to said person's employment. (e) Any person holding a City position who shall become a candidate for any elective office of the City of Dover, shall within sixty (60) days prior to the primary or general election voluntarily or automatically receive a leave of absence. This leave will be without pay and continue until the person is eliminated as a candidate. During this time the person shall perform no duties connected with the office or position so held. (f) An employee shall terminate his/her employment with the City if appointed or elected to an elective office of the City prior to installation in the position or office. Any violation of this section shall subject such employee to dismissal or other disciplinary action. Section 3. Outside Employment The work of the City will take precedence over other occupational interests of employees. All outside employment for salaries, wages, commission and self-employment must be reported in writing to the employee's supervisor, who in turn will report to the City Manager or an appropriate City Official for review and approval. The City Manager or the appropriate City Official will review such employment for possible conflicts of interest and/or impact upon the efficiency of the employee. Such request will be placed in the employee’s personnel file located in the Human Resources Department. For sworn police officers the request will be maintained in the City’s personnel files maintained by the police department. Conflicting outside employment or outside employment which inhibits an employee's efficiency will be grounds for disciplinary action, up to and including dismissal. 30 • 108

Exhibit A Employees who are on a leave of absence during which benefits are maintained are prohibited from outside D Item 12. employment which violates medical restrictions. This shall include self-employment. If such employment is determined, the employee will be subject to discipline up to and including termination. Section 5. Limitation of Employment of Relatives (a) Members of an immediate family shall not be employed at the same time if such employment would result in an employee directly or indirectly supervising a member of his/her immediate family. (b) This policy shall not be retroactive as of April 5, 1984 and no action will be taken concerning those members of the same family employed in conflict with (a) above prior to April 5, 1984. (b) Immediate family is defined for the purpose of this section as spouse, mother, father, guardian, children, sister, brother, grandparents, grandchildren plus the various combinations of half, step, in-law and adopted relationships that can be derived from those named. Section 6. Discrimination and HarassmentI State and/or Federal law prohibits discrimination on the basis of, among others, race, marital status, genetic information, color, age (40 or older), religion, sex (including pregnancy), sexual orientation, gender identity, national origin, disability, or status as a victim of domestic violence, a sexual offense, or stalking. Harassment (including sexual harassment) often is considered a form of unlawful discrimination. It is the policy of the City of Dover to prohibit and not tolerate unlawful discrimination or unlawful harassment and to promote a workplace and work environment that is free of unlawful discrimination or unlawful harassment or conduct that might reasonably be perceived as constituting such, whether verbal, physical, or environmental.I Anti Sexual Harassment Specifically (Definition): For purposes of this policy, sexual harassment is defined as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when: (1) submission to such conduct is made, either explicitly or implicitly, a term or condition of a person’s employment; (2) submission to or rejection of such conduct by a person is used as the basis for employment decisions affecting the person; or (3) such conduct has the purpose or effect of unreasonably interfering with a person’s work performance, or creates an intimidating, hostile or offensive working environment. Examples of sexual harassment include, but are not limited to: unwanted physical advances; requests for sexual favors in exchange for favorable treatment or continued employment; unwelcome flirtation, advances, or propositions; verbal abuse of a sexual nature; graphic, verbal commentary about a person’s body, sexual prowess, or sexual deficiencies; leering, whistling, touching, or pinching; suggestive insulting, or obscene comments or gestures of a sexual nature; display in the work place of sexually-suggestive objects or pictures; transmitting or forwarding e-mails containing offensive, suggestive, or lewd attachments, statements, or jokes; and uploading, downloading, or viewing inappropriate pictures or material onto organizational information systems. The above list is illustrative of types of conduct that would violate this policy and, as such, by no means represents an exclusive list of conduct that could lead to disciplinary action, up to and including termination of employment. Guidelines: All City of Dover employees must comply with this policy, which applies to conduct both within the work environment and elsewhere when an employee acts in an official capacity as a City of Dover representative. 31 • 109

Exhibit A D Item 12. The City of Dover will not tolerate, condone, or allow unlawful discrimination or unlawful harassment, whether engaged in by fellow employees, supervisors, managers, outside clients, or other non-employees who conduct business with us. While the City of Dover encourages persons who believe they are being unlawfully harassed firmly and promptly to notify the offender that his or her behavior is unwelcome and must cease immediately, we also realize that the power and status disparities between the alleged harasser and the person allegedly harassed may make such a confrontation unlikely. Especially When direct communication is either ineffective or impossible, City employees are expected to follow the procedures stated below: All employees must take appropriate measures to ensure that prohibited conduct does not occur. Members of management in particular must intercede to stop any violating behavior. City of Dover employees must report all such harassment, regardless of who the offender may be. In addition to discipline by the City of Dover as your employer, persons who engage in acts in violation of this policy may also be subject to civil and criminal penalties. The City of Dover will not retaliate in any way against any person who makes a good faith report of violation of this policy, nor will the City of Dover permit any supervisor, officer, or employee to do so. Retaliation is a serious violation of this policy and should be reported immediately. Procedures: 1) A report of violation of this policy must be made promptly to the City of Dover Human Resources Director. While initial reports may be made verbally, a written statement of complaint also must be provided. 2) Such alleged violations will be investigated by the City of Dover Human Resources Department as appropriate under the circumstances. Throughout the investigation process, confidentiality will be maintained to the extent practical and appropriate under the circumstances, including to protect the privacy of persons involved. During an investigation, alleged offenders will generally be made aware of the report and, where deemed appropriate, will be given an opportunity to respond and propose witnesses. The Department of Human Resources will keep the complainant informed as to the status of the investigation. Upon completion of the investigation, the Human Resources Director shall recommend to the City of Dover Manager the appropriate action to be taken, unless the report alleges violation by the City Manager, in which case the recommendation shall be made to the City of Dover Council President. 3) In the event an employee alleges a violation of this policy by the Human Resources Director, then a report of a violation of this policy may instead be made to the City Manager; and any investigation will be handled through the City Manager. 4) Employment conditions of the complainant and any witnesses will be in no way adversely affected through use of this procedure. However, if an investigation clearly reveals that the complainant knowingly and intentionally made a false accusation of harassment, appropriate disciplinary action will be taken. 5) If the alleged violation of this policy cannot be substantiated, this finding will be communicated to the complainant in an appropriately sensitive manner. The complainant is always free to provide additional evidence for investigation. 6) Persons found to have engaged in misconduct constituting a violation of this policy, will be disciplined, up to and including termination of employment. Appropriate sanctions also may include written reprimand and referral to counseling. 32 • 110

Exhibit A Approved by City Council April 2019 DItem 12. Section 7. Acceptable Use of Communications and Computer Systems Definition: City of Dover Communications devices, and are computer systems or any equipment, hardware, software, or networks (including wireless networks) owned, provided or used by or on behalf of the City of Dover that store or transmit voice or non-voice data. This includes telephones, cellular/wireless telephones, voice mail, computers, e-mail, facsimiles, pagers, and City Intranet or Internet access (including when accessed through personally owned computers). Users are obligated to never use City systems (such as the Intranet or Internet) to engage in activities that are unlawful, violate City policies, or in ways that would: • Be disruptive, causing unnecessary offense to others. • Be considered harassing, discriminatory, or creating a hostile work environment. • Result in the City of Dover’s liability, embarrassment, or loss of reputation. External groups or organizations are not permitted to access the City’s computer network, except as permitted by the Information Technology Department (IT). While City systems are intended for primarily business/instructional purposes, limited (incidental and occasional) personal use may be permissible when authorized by the employee’s supervisor/Department Head and it does not: • Interfere with the employee’s work responsibilities. • Involve interests in personal outside business and/or other non-authorized organizations and activities (including, but not limited to selling personal property/items or soliciting for or promoting commercial ventures, charitable, religious, or political activities). • Violate any of the standards contained in this code or other City policies. • Downloading of music and video files is specifically forbidden. City communications and computer systems, including, but not limited to, computer networks, data files, e- mail and voice mail, may be monitored and/or accessed by the IT Staff and management to ensure the integrity of the technology, protect against fraud and abuse, detect unauthorized access or use, and for other business purposes. Although the IT Department does not routinely monitor message or network transactions, IT may, without notification or approval, monitor, access and review any and all communications originating from the City of Dover or delivered to the City of Dover – employees should have no expectation of privacy in regard to use of these services. Inappropriate use of e-mail includes, but is not limited to, sending or forwarding: • Messages, including jokes or any language that may be considered discriminatory, harassing, unlawful, defamatory, obscene, offensive, insensitive, or otherwise inappropriate (this includes but is not limited to messages about age, race, gender, disability, national origin, any other legally defined discriminatory classifications or similar matters.) • Pornographic or sexually explicit materials. • Chain letters. 33 • 111

Exhibit A • DItem 12. Information related to religious materials, activities, or causes – including inspirational messages. • Solicitations unless sanctioned by the City of Dover. • Auction-related information or materials unless sanctioned by the City of Dover. • Games or other software copyrighted materials without a legitimate business or instructional purpose (and then only according to the rights and licenses granted by the owner of the games, software, or copyrighted material.) • Messages that disparage other companies or products. • Materials related to personal commercial ventures or solicitations for personal gain (including, but not limited to messages that could be considered pyramid schemes). • Information related to political materials, activities, or causes unless sanctioned or permitted by the City of Dover. • Unauthorized or inappropriate mass distribution of communication. • Any other materials that would be improper under this policy or other City of Dover policies. Inappropriate use of the Internet includes, but is not limited to, accessing, sending or forwarding information about, or downloading (from): • Sexually explicit, harassing, or pornographic sites. • “Hate sites” or sites that can be considered offensive or insensitive. • Auction sites for personal use. • Gambling sites. • Non-City of Dover business-related chat sites. • Underground or other security sites which contain malicious software and/or instructions for compromising City of Dover security. • Games, software, audio, video, or other materials that are not properly licensed to use or transmit, or that are inappropriate. • Offensive or insensitive materials, such as sexually or racially oriented topics. • Intentional importation of viruses. REMEDIAL ACTION When IT learns of a possible inappropriate use, IT will immediately notify the employee or supervisor who must take immediate remedial action and inform IT of its action. Repeated violations will be addressed with the Department Head. In instances where criminal activity is suspected, IT will work directly with the proper authorities, and follow their guidance in determining appropriate action. Inappropriate use of City communications and computer systems may be grounds for discipline up to and including dismissal. Section 8. Social Networking: Personal Online/Internet Content Policy City of Dover Employees are advised that their conduct both on and off duty is judged by our citizens and reflects on the City. This includes, but is not limited to, conduct related to materials posted on the internet or disseminated electronically. No employee shall allow or permit any digital media to be posted to the internet that: (a) Could reasonably be interpreted to express the opinions of the City of Dover. An employee may comment on a subject of general interest and of value and concern to the public provided that, in doing so, the employee does not suggest or imply that the views expressed are those of City of Dover. 34 • 112

Exhibit A D Item 12. (b) Has both a reference to the employee being affiliated with City of Dover and which contains content that is unprofessional, unbecoming or illegal, such as lewd sexual conduct, excessive alcohol consumption or similar behaviors. -- (c) Could be reasonably interpreted as having an adverse effect upon discipline issued by the City discipline, and operation of the agency, safety of staff or perception of the public. (d) Contains any recording, including images, obtained while engaged in the performance of duties or other city activities that will have an adverse effect upon the agency. Violations may be grounds for discipline up to and including dismissal. Section 9. Pregnant Workers Fairness Act Guidelines The purpose is to set forth the City of Dover’s policy regarding workplace protections afforded to pregnant employees and applicants for employment, who have a pregnancy-related condition, including but not limited to child birth and lactation, under the Pregnant Workers Fairness Act (Delaware Senate Bill 212, enacted September 9, 2014). 19 Del C. §711 DEFINITIONS The following definitions are for the purposes of this policy: Pregnancy: Includes pregnancy, childbirth or a related condition, including, but not limited to, lactation. Reasonable Accommodation: Making reasonable changes in the workplace, including, but not limited to, making facilities accessible, modifying equipment and providing mechanical aids to assist in operating equipment, making reasonable changes in the schedules or duties of the job, temporary transfers, time off to recover from childbirth, or break time and appropriate facilities for expressing breast milk, provided that the accommodations do not impose an undue hardship on agency operations. Undue Hardship: An accommodation which would require significant difficulty or expense to the employer. GENERAL PROVISIONS 1. It shall be an unlawful employment practice for an employer to fail, refuse to hire, discharge any individual or otherwise to discriminate against any individual with respect to compensation, terms, condition or privileges of employment because of such individual’s sex (including pregnancy status). 2. The City of Dover is required to make reasonable accommodations for the known limitations of pregnant employees, as long as the accommodation does not constitute an undue hardship for the employer. 3. Reasonable accommodations must be made for employees whose ability to work is limited by pregnancy, childbirth, lactation and related conditions. 4. Accommodations for pregnant employees must be the same as those that are available to those employees with other injuries or disabilities. 35 • 113

Exhibit A 5. Accommodations may include providing periodic rest, light-duty assignments, temporary transfer to an D Item 12. alternative position, modified work schedule or job responsibilities, and providing more frequent or longer breaks. The City is not required to compensate for additional or longer breaks; however, employees taking longer or more frequent breaks for a pregnancy-related condition (including expressing milk) must be compensated consistent with the City’s existing policy regarding compensation for break periods. 6. Guidelines Specific to Nursing Mothers: a. The City shall designate a location, other than a bathroom, for nursing mothers to express milk, that is shielded from view and free from intrusion from co-workers and the public. b. The City shall provide reasonable break time for an employee to express breast milk for up to one (1) year after the birth of a child. c. The employee must be completely relieved from duty or the time must be compensated as work time. d. Break for expressing breast milk shall not be considered Family Medical Leave Act leave. 7. The City is not permitted to require an employee to take leave (paid or unpaid) under any leave law or policy if another reasonable accommodation can be provided. 8. Medical documentation may be requested in order to determine the employee’s restrictions or limitations for purposes of providing a reasonable accommodation. 9. The City shall not take adverse action against an employee in the terms, conditions, or privileges of employment for requesting or using a reasonable accommodation to the known limitations related to the pregnancy of the employee. EMPLOYEE RESPONSIBILITIES 1. Employees must notify their supervisor in writing of the need for accommodation, including the need for breaks or facilities to express breast milk. Notification should include the expected/anticipation frequency and duration of breaks, when feasible. 2. Employees shall meet with their supervisor and Human Resources to obtain and complete the appropriate forms regarding their accommodation request. CITY’S RESPONSIBILITIES 1. The City shall provide employees with written or verbal notification of their rights under this law within ten (10) days of notification of the employee’s pregnancy. 2. The City shall provide notice of this policy in writing to new employees at the commencement of employment. The guidelines stated herein are a resume of requirements by State law and the City is not responsible for incorrect or inaccurate interpretations thereof but merely furnishes this resume as a convenient guide to affected employees. For a legal statement of the requirements, the employee is referred to 19 Del C. §710 and the subsequent sections of this subchapter titled “Discrimination in Employment.” 36 • 114

Exhibit A ARTICLE 8 D Item 12. CONDITIONS OF EMPLOYMENT Section 1. Unexplained Absence Any absence of three (3) or more consecutive days without a call-in by any City employee may be deemed and held to be, a resignation by such member and accepted by as such as by the City. Section 2. Use of City Supplies, Equipment and Vehicles City equipment, materials, tools and supplies shall not be available for personal use nor be removed from City property except in the conduct of official City business. An employee shall care for vehicles owned by the City in the same responsible way that an employee would care for his or her personal vehicle. Lack of care can result in disciplinary procedures. Such vehicles are to be used exclusively for official City business, except when by special approval. Use of vehicles for commuting to and from work shall usually be limited to an employee who is subject to an emergency call back to work. No individual shall operate or ride in a City vehicle except as is required for the conduct of City business. City equipment, materials, tools and supplies are provided for official use only and shall not be available for personal use nor be removed from City property except in the conduct of official City business. The policy applies to any person operating a vehicle for the purpose of conducting official functions of the municipal government. Use of City vehicles will be in accordance with applicable federal, state, and local statutes, regulations, and city municipal codes. City Vehicles Taken Home for On-Call Duties, Emergency Use and Commuting City vehicles taken home will be parked at the employee's residence after normal work hours. The assigned vehicle will not be used for any personal convenience. This includes personal errands. Employees assigned a City vehicle while on call are required to respond to the job site safely within 30 minutes of being notified. The Department Head of the employee(s) is responsible for maintaining lists of all personnel assigned City vehicles. Staffing changes are to be updated as they occur. The list shall contain the following elements: • identification of the municipal person authorized to commute, • the one-way mileage between the municipal person's residence and normal place of work; mileage cannot shall not exceed 25 miles from the employee’s residence to normal work location, • the normal duty hours of the authorized municipal person, • the telephone contact information of the authorized municipal person, • the designation of the employee's use (on-call, emergency, or commute). On-call and emergency response use does not constitute a federal or state taxable benefit. 37 • 115

Exhibit A Use of City Vehicles Generally D Item 12. City vehicles are provided by the taxpayers. No employee shall request or be permitted the use of City vehicles or equipment for personal convenience when such items are provided for use in the conduct of official business. Prior to using a vehicle, a cursory walk around inspection is to occur. Observe any body damage, tire inflation, cracked windshield, operating lights and general condition. Any negative observations are to be reported immediately to the Fleet division. 1. Each employee shall pursue a course of conduct, which will not raise suspicion among the public that they are engaging in acts which are in violation of the public trust and which will reflect unfavorably upon the City. No employee or official shall use his public office to secure unwarranted privileges or perquisites during the use of City vehicles or use the vehicle for political purposes. 2. No City vehicle shall be operated for the purpose of personal travel. This principal does not apply to employee break and lunch periods that work out of their vehicles. 3. No City vehicle shall be operated for transporting family or friends. No City vehicle shall be operated for providing travel for passengers in such vehicle for any purpose. This principal does not apply to public works and utility vehicles that are utilized to transport work crews to and from jobsites. 4. City vehicles may be authorized, on a case-by-case basis, for the operator and passengers to travel to and from appropriate meals when performing official municipal government business. Prior approval of the Department Head or the operator's immediate supervisor is required. 5. When not in use all vehicles will be parked at a City of Dover municipal government parking location. 6. All persons and passengers shall wear seat belts while operating or riding in any City vehicle. 7. No tobacco products and/or smoking or vaping in a city vehicle is authorized. 8. When operating a City vehicle, the employee must have in his/her possession or in the vehicle the vehicle registration, insurance card, a City issued identification card, and a valid driver's license. 9. Vehicles are not to be left idling for driver convenience. Work trucks may only idle when such action is in direct correlation to the work being performed. 10. Employees are required to close vehicle windows and lock doors when the vehicle is not in use. This measure will help ensure that the vehicle is not stolen as well as safeguarding the contents of the vehicle. Vehicle keys must be removed and properly secured when the vehicle is not in use. The City is not responsible for personal property in the vehicle. 11. All City vehicles, except those used as surveillance cars, shall have permanently affixed to each front door an official City emblem and an affixed vehicle number to the passenger side tailgate or trunk as well as to the driver’s side door adjacent to the rearview mirror. All affixed items will be inspected 38 • 116

Exhibit A during each preventive maintenance appointment for replacement if needed. D Item 12. 12. When a city owned vehicle is leaving City limits or the service territory, the operator is to notify the Supervisor who will document the business reason. 13. Employee(s) assigned City vehicles will care for vehicles in a responsible manner. Failure to provide responsible care can result in disciplinary action. 14. While operating a city owned vehicle or private vehicle driven for company business, the employees will be required to use hands-free devices. Shall a hands-free device not be available, the driver must seek a safe place to exit the roadway to use the device. The use of pagers, personal digital assistants, laptops, games or portable computers and two-way communication devices while driving is not permitted with exceptions as permitted by Delaware State Law. 15. The employee shall leave the assigned vehicle while on vacation at their place of work. Policy exemptions and exceptions: • Officers of the Police Department are exempt from certain take home provisions of this policy. All vehicles are clearly marked with the exception of Administrative and Detectives. • All employees within the Fire Marshal’s Office are assigned a clearly marked emergency response vehicle for rotation of on-call duties. When not on call, the City owned vehicle is not to be used for commuting purposes, except for the Fire Marshal. Exceptions must be substantiated with historical records of experience. All other provisions of this Article apply to the Fire Marshal. In consideration of these procedures, one's interpretation should be on a strict, rather than loose, construction basis. DEFINITIONS Primary Place of Employment The official work location the employee is normally assigned to or working at Commuting Taking an employer-provided vehicle to or from a work site and the employee's residence. Commute/Trip Mileage The mileage to or from an employee's residence to their office or site to perform normally scheduled work. The reporting of commuting miles should be based on the distance from an employee's home to their work site and not to a city vehicle storage facility. Personal Convenience Anything fitting or suited to the employee’s beneficial welfare, which shall also mean any money, thing of value, or any other economic benefit of any kind or nature whatsoever. 39 • 117

Exhibit A DItem 12. Official Any elected or appointed official of the City of Dover and all members of any committee, commission or board appointed by the Mayor of the City of Dover or appointed by the City Council. Official Responsibility Any direct administrative or operating authority at any level, either exercisable alone or with others, either personally or through subordinates to approve, disapprove, recommend or otherwise direct action on behalf of the City of Dover. Section 3. Representation and Indemnification REPRESENTATION: City employees, in any criminal or civil action against them arising from their official duties or from acts which were within the scope of employment and were not performed with wanton negligence or willful and malicious intent and do not arise out of official misconduct, bribery, robbery, receiving unlawful gratuities or other abuse of office or employment shall be entitled to have the City Solicitor appointed to represent their interest in the matter. The City Solicitor shall represent the person charged at all stages, trial and appellate, until final determination of the matter. INDEMNIFICATION: In addition to the right of representation provided in the preceding paragraph of this Section, City employees who, but for the application of any provisions of the Constitution or Laws of the United States or the State of Delaware to the contrary, would be entitled to immunity in accordance with 10 Del. C. S4010 et seq. shall be indemnified by the City of Dover against any expenses including attorney’s fees and disbursements, judgements, fines and costs, actually and reasonably incurred by said person in defending against the action, suit or proceeding giving rise thereto provided, however, if the person seeking indemnification chooses to retain his/her own attorney rather than using the City Solicitor, he/she shall be responsible to bear all costs incurred thereby. The right to indemnification shall automatically apply upon the final determination of any court or administrative tribunal of competent jurisdiction that no claim or cause of action existed, or, but for the application of the Constitution or Laws of either the United States or the State of Delaware, that no such claim or cause of action would have existed, or upon a verdict or ruling in favor of the person. If a court or administrative tribunal shall determine that no right to indemnification exists because the absence of any of the elements of immunity said determination shall be final and binding at such time as any and all rights or appeals from the decision giving rise to such determination shall have been exhausted. If for whatever reason, including a settlement agreed upon by the parties, the court or administrative tribunal having jurisdiction shall fail or refuse to make the determination required by this Subsection, then the indemnification shall only be granted as to the person upon the affirmative recommendation of a majority of members elected by Council. Section 4. Surrender of Property An employee who is suspended, discharged, retiring or resigning shall be required to return to the City all City property including but not limited to items of equipment, City of Dover ID badge, other badges related to City employment, keys, phones, computers or any other City of Dover issued property and/or uniforms. owned by the City. Such items must be returned before issuance of the employee’s final paycheck. Section 5. Travel Expenses 40 • 118

Exhibit A While traveling to an approved conference, training and business related travel, of an employee shall be D Item 12. reimbursed for expenses based on the City of Dover’s travel policy. Such policy can be obtained from the Finance Director Department. Section 6. Driver’s License Employees who operate a City vehicle must maintain an appropriate valid driver’s license. Employees are to advise their supervisor immediately of any infractions, with the exception of parking tickets. The City reserves the right to randomly check driving records of employees. Section 6 7. Vehicle Accident If any an employee is involved in an accident involving a City vehicle or property which results in negligent damage, the employee may be required to reimburse the cost of repair or replacement of the City in full or part. All accidents shall be reported immediately to an employee’s supervisor, the Police department for investigation as well as the Human Resources Department. The employee will be required to submit to a drug/alcohol screening. The City of Dover will bear the cost of the initial screening. The Human Resources Department shall maintain an accident log by driver. Employees may be subject to discipline based upon the employee’s accident record. SECTION 7. PRE-EMPLOYMENT REQUIREMENTS Moved to Article V, Recruitment and Selection, Section 5., Qualification Standards Each person to whom employment with the City is offered may be required to successfully pass a pre- employment physical, complete a background check and drug test at a City designated medical facility at the City cost before an appointment to such employment becomes effective. For person offered employment with the City of Dover as a uniformed Police Officer, he or she will be required to pass a pre-employment physical. Section 8. Substance Abuse Policy PURPOSE It is expected that all employees will maintain an appropriate level of fitness for duty. All persons covered by this policy should be aware that violations of the policy my may result in discipline, up to and including termination, or not being hired. The guidelines and procedures for this policy are defined in the following programs. All employees are covered under this policy except for police officers, which are covered by a separate agreement contained in the Police Code of Conduct. POLICY (a) Pre-Employment Substance Screening: 1. A substance screening for excessive alcohol use, illegal drugs or misuse of prescription drugs or illicit drugs will may be required as a condition of employment for all new hires. 2. A positive confirming second test, for misuse of prescription drugs and illegal drugs on the original screening sample, will be the basis for disqualification of the applicant. 3. If either both of the tests are negative, the applicant satisfies the substance level requirements. 41 • 119

Exhibit A D Item 12. 4. An applicant whose test shows a positive result will have 24 hours after receiving notification of the positive result to provide a bona fide verification of a current valid prescription which may have caused the positive result. The prescription must be in the applicant's name. (b) Employees are prohibited from the following: 1. Reporting to work under the influence of alcohol or drugs. 2. Have the odor of alcohol or drugs on their breath or have drugs or alcohol in their possession, while on duty. 3. Sell or provide drugs or alcohol to any other employee or to any other person while such employee is on duty. 4. Have their ability to work impaired as a result of alcohol or drugs. 5. Using illegal drugs or consuming alcohol while working. Such actions will constitute violation of the established personnel policy and are causes for disciplinary action. (c) The appropriate law enforcement agency will be notified of any sale, and/or distribution, possession of any illegal substance by an employee during work hours. while on duty or during lunch and other breaks or at any time while the employee is on a City work site or City working time. (d) Confirmation of drug or alcohol use or abuse will result in disciplinary action in accordance with the failure in the Personal Conduct Section of this manual. (e) Two (2) disciplinary actions relating to drug or alcohol use may be cause for termination however, the City reserves the right for immediate termination without prior disciplinary actions. (f) While use of medically prescribed or some other legal medications and drugs is not a violation of this policy, when such drug use adversely affects job performance, the employee will be required to use sick leave, vacation leave when sick leave is exhausted or take an unpaid leave of absence if sick and vacation leave is exhausted. (g) Failing to notify an employee's supervisor before beginning work, when taking medications or drugs which may interfere with the safe and effective performance of duties by a City employee, may result in disciplinary action up to and including termination. Such actions will constitute violation of the City of Dover personnel policy Article XV, Section 8 9, of Failure in Performance of Duties. (h) Discipline for being under the influence of alcohol or non-prescribed controlled substances during non-job- related activities would be based on the employee's work history, position relativeness, previous disciplinary actions and previous identification of substance use problems. (i) When an employee's driver's license is suspended due to alcohol or drug use and driving is required by the employee’s job description, the said employee is subject to disciplinary action based on the Article 15, Section 9 10 regarding Failure in Personal Conduct. Additional actions, including termination, can be taken in regards to the loss of his or her driver’s license. 42 • 120

Exhibit A (j) Substance Screening for Current Employees DItem 12. A. Alcohol and/or drug tests of existing employees will be conducted randomly and when there is reasonable suspicion that alcohol or substance abuse is involved in the work place. Employees required to maintain a Commercial Driver License (CDL) are subject to monthly random drug and alcohol testing per the Federal Motor Carrier Administration guidelines. B. "Reasonable Suspicion" shall be based on objective and definitive facts sufficient to lead a reasonable prudent supervisor to suspect that an employee is under the influence of drugs or alcohol so that the employee's ability to perform the functions of the job is impaired or so that the employee's ability to safely perform his/her job is reduced. The following guidelines apply to random and reasonable suspicion. Renumber 1. Another supervisor or higher-ranking supervisor must confirm all charges of reasonable suspicion. 2. The circumstances in which drug and/or alcohol testing may be required due to a reasonable suspicion of alcohol or drug use or abuse may include, but not limited to, the following: a. Observed alcohol or drug possession or use during work hours (ie. e.g. drug paraphernalia, remains of marijuana cigarettes, plastic sandwich bags with non-food residue inside). b. Apparent physical state of intoxication or drug induced impairment of motor functions (ie. e.g. red and watery eyes, dilated pupils, drowsiness or sleeping, slurred speech, hand tremors, inability to walk a straight line and alcohol on breath). c. Incoherent or irrational mental state (i.e. e.g. irrational physical altercation, irrational verbal altercation, memory gaps). d. Marked changes in personal behavior or attitude not attributable to other factors (i.e. e.g. sudden unexplained changes in mood and personality, changes in disposition, changes in appearance, including inattention to personal hygiene, frequently borrowing money). e. Deteriorating work performance or attendance problems not attributable to other factors (i.e. e.g. excessive tardiness, an above average injury rate, regularly claiming sick benefits or worker's compensation). f. Employee involvement in an accident during work hours in which a review of the circumstances of the accident or other relevant facts lead to a reasonable suspicion to believe that employee may be under the influence of alcohol or drugs. g. Incriminating information from a reliable source or other employee actions or conduct that leads to a suspicion that the employee is under the influence of alcohol or drugs, suffers from substance abuse or is in violation of existing City rules concerning the use of such substances (i.e. e.g. reports by family members or friends about employee’s alcohol or drug abuse, unexplained secret meetings with other employees or others). 43 • 121

Exhibit A 5. D Item 12. An employee whose test shows a positive result will have 24 hours after receiving notification of the positive result to provide a bona fide verification of a current valid prescription which may have caused the positive result. The prescription must be in the employee's name. (k) Drug and alcohol use during off-hours will also violate this policy when such use impairs job performance, at which time, an employee is subject to disciplinary action and the rules regarding reasonable suspicion. (l) When there is reasonable suspicion of alcohol and/or drug use by an employee involved in serious or repetitive accidents causing death, personal injury to self or others, and/or property damage, alcohol and drug tests shall be administrated to employees immediately following such work related accidents. Confirmation of such drug or alcohol use through documented reasonable suspicion and a positive drug/alcohol screen test shall may be cause for termination. (m) When reasonable suspicion has been adequately established, an immediate disciplinary suspension may be issued. (n) When reasonable suspicion has been adequately established, refusal to submit immediately to an alcohol and/or drug analysis when requested by Management will constitute insubordination which is in violation of Article 15, Section 9 10, pertaining to failure in personal conduct and is cause for disciplinary action. Refusal to submit to the alcohol and/or drug analysis will be considered a positive result. (o) It is the policy of the City to provide a just procedure for the presentation, consideration and disposition of employee grievances. Such will be done in accordance with the established personnel policy (Article 16). TESTING PROCEDURES For all testing, a supervisor must escort and remain with the employee being tested. In all situations, the supervisor must be of higher rank then the employee being tested. For the City Manager and Council appointed Department Heads, the Human Resources Director, or his or her designee, will escort. (a) To ensure accuracy, employee's specimens must be given as soon as possible after charges of drugs or alcohol use or abuse has been made. These charges must follow the guidelines for establishing reasonable suspicion. (b) In establishing reasonable suspicion, the supervisor of an employee suspected of being impaired by alcohol or drugs shall document his/her observations and confirm those observations with another supervisor or higher- ranking supervisor. Following such time, the supervisor may require the suspected, impaired employee to report to a designated physician, clinic or hospital on the City's time and at the City's expense for a fitness for duty examination, which will include, but not be limited to, breath and urine analysis testing. (c) Any employee who refuses to submit to said testing would will be found in violation of this policy. In such a case the two Supervisor's determination of impairment will be binding and the employee will be removed from the work site and subject to disciplinary action up to and including termination. (d) Alcohol and drug tests on employees shall may be administrated immediately following work related accidents that involve personal injury to self or others, property damage or when there is reasonable suspicion that alcohol and/or drug abuse by the employee is involved. (e) Testing will be done for at least and possibly more of the following substances: Amphetamines(Uppers) Opiates(Opium) 44 • 122

Exhibit A Barbiturates(Downers) Phencyclidine(PCP) DItem 12. Benzodiazepines(Valium) Methaqualone(Quaaludes) Cocaine Alcohol Cannabinoids (Marijuana) Opioids: Hydrocodone (brand name Vicodone, Lortab, Norco) Hydromorphone (brand name Dilaudid) Oxymorphone (brand name Opana) Oxycodone (brand name Percodan, Percocet, Oxycontin) (f) The analysis shall be conducted in accordance with legally established clinical procedures of privacy which include a defined chain of custody and mandatory consent. G. The urinalysis or screening method used is the EMIT method. Gas chromatography is used as a confirming second test if the screening is positive. If either of the tests is negative the employee is passed. The City reserves the right to use alternate testing methods. EMPLOYEE ASSISTANCE (a) The City of Dover recognizes alcohol and/or drug dependency as a treatable condition. Any employee whose job performance, health or behavior, has deteriorated as a result of alcohol or drug use may use the employee referral program and health insurance coverage as appropriate. Employees should contact designated department personnel or the Human Resources Department for additional information. (b) Volunteer efforts to seek and use such help will not jeopardize an will be taken into consideration when determining an employee's employment status. Determination is based upon the facts involved in the situation. Such efforts will not appear on his/her personnel records if the employee volunteers prior to documented reasonable suspicion or positive result. However, said employees must follow suspension guidelines before returning to work. (c) Employees receiving treatment for drug or alcohol abuse may use sick leave, vacation leave or may be granted a limited leave without pay, or an extended leave without pay in accordance with established personnel policies. (d) Involvement of an employee in an alcohol and drug program does not suspend disciplinary measures to which an employee may be subject to as a result of conduct or behavior which violates work rules or regulations or is contrary to City policy. SUSPENSION GUIDELINES (a) Employees placed on suspension from employment due to confirmed abuse of alcohol or drugs or positive result shall be required to complete the following documentation before reinstatement to any position with the City of Dover: 1. Submit at least fifteen (15) attendance slips showing proof of daily participation in Alcoholics Anonymous, Narcotics Anonymous or another approved rehabilitation organization. 2. 1. Submit the name and telephone number of your organization sponsor professional treatment provider to the City’s Human Resources Department. A medical release from the professional treatment provider must be provided to return to work. 3. 2. Submit the results of at least three (3) drug and/or alcohol screening tests beginning on the first day of affiliation with a rehabilitation organization, if the testing was required by the rehabilitation organization. 45 • 123

Exhibit A D Item 12. b) Upon submission of the three (3) two (2) items listed above an appointment will be required at a designated counseling center to determine the condition of applicable disease. Attendance may also be required at meetings with City personnel to explain the diagnosis. the City Manager or appropriate City official Human Resources Director will then consider the safety and security of your employment as well as other factors and a decision will be made as to whether a the suspension shall be lifted and reinstatement made in some capacity. (c) Any employee who has a positive substance screening must be given a return-to-duty substance screening before resuming duties. The City may will require additional unannounced screenings up to sixty (60) months after duties have been resumed. All costs of such return-to-duty screenings and treatment shall be the responsibility of the employee. In addition to the City guidelines, employees maintaining a Commerical Driver’s License (CDL) will be subject to all appropriate State and Federal guidelines. CONFIDENTIALITY The City shall require unannounced retesting of employees who have agreed to such testing as part of a disciplinary action or rehabilitation program. Laboratory reports or test results shall appear in an employee's confidential medical file. The reports or test results may be disclosed to a designated person in City management on a strictly need to know basis and to the tested employee upon request. SEVERABILITY The provisions of this policy are severable and if any court of competent jurisdiction shall hold any of its provisions unconstitutional or otherwise invalid; the decision of such court shall not affect or impair any remaining provisions. A separate policy exists for Uniformed Police Officers. The Police Code of Conduct is located with the Police Chief. Section 9. Disclosure Of Confidential Information No employee shall disclose confidential information concerning the property, government or affairs of the City. Nor shall the employee use such information to advance the financial or other private interest of himself/herself or others. Neither the City nor its representatives will disclose the confidential information of its employees except on a strictly need to know basis. Section 10. Safety Shoes All employees shall wear safety shoes when it is determined that the employee may be exposed to the hazards of processes or environment that are capable of causing injury or impairment to the feet. The failure to wear safety shoes when exposed to such conditions will be cause for disciplinary action. Each Department Head shall designate which employees in his/her department shall be required to wear safety shoes and those employees to which safety shoes are recommended but not required. The requirement must be included in the job descriptions for the position. For both groups of employees the City has agreed to pay the amount agreed upon in the employee labor agreements. 46 • 124

Exhibit A The City shall provide a yearly allowance to each employee required or recommended to wear safety shoes. An DItem 12. employee may receive an additional allowance if his or her safety shoes have been damaged or destroyed or are not fit to wear due to work directly related to City employment. Additional allowance will not be provided for normal “wear and tear.” The above section is subject to employee labor agreement, when applicable. Moved Uniforms from Article 17, Section 4 Section 11. Uniforms The City shall provide uniforms for certain personnel positions. These employees shall be required to wear uniforms so they will be easily identified as City employees while working on or near private property. The requirement will be included in the job description for the position. The employee is responsible for the uniforms. Therefore, the cost of avoidable damage or loss of uniforms shall be paid by the employee. An employee will wear his/her uniform properly, will not allow them to be worn by other individuals and will wear them only during working hours or to and from work. Upon separation from employment, the employee shall will return the uniforms to the City. If the uniforms are not returned, the cost will be deducted from the employee’s final paycheck if written permission is provided. The above section is subject to employee labor agreement, when applicable. Section 12. Rest Periods The City makes no attempt to define or regulate a policy for rest periods that can be uniformly applied for employees in all departments or divisions. Because there are numerous variations, work schedules and conditions, a Department Head and/or supervisor may establish an appropriate rest period policy that will best serve the City's interest. It must be recognized that there may be circumstances which make designated rest periods impossible and therefore the Department Head will address the question accordingly. If it is feasible a Department Head will provide two fifteen minute rest periods per day within the building or at the job site. Rest periods are not cumulative or mandatory. Urgent City business always takes precedence over a rest period. The above section is subject to employee labor agreements, when applicable. Section 12 13. Meal Periods The meal period for each employee is determined by individual departmental policy procedure. It is the responsibility of each Department Head or Supervisor to inform employees of the time and length of meal periods. If an employee receives an unpaid meal period, the employee is to notify their supervisor at the end of their shift. Section 14. Workplace Violence An employee is to report concerns about potential or actual threats or intimidation to their supervisor or to the 47 • 125

Exhibit A D Item 12. Human Resources Director who will take appropriate action immediately. In the absence of the Human Resources Director, the report should be forwarded to the City Manager and the police, as necessary. The City has a zero tolerance for violence in the workplace. Violation of the policy can result in immediate termination. No employee will be retaliated against for making a good faith complaint. Section 15. Weapons In an attempt to regulate the workplace environment to promote security, weapons are not permitted in municipal buildings. Municipal buildings shall mean any building where the City meets in its official capacity, including non-City owned or leased buildings during the time in which the City is meeting in or occupying the building, or any building containing the offices of City elected officials and of City employees actively engaged in performing governmental business. Parking facilities are included. Weapon shall mean any firearm from which a shot, projectile or other object may be discharged, or any air gun, BB gun, or any instrument, toy or weapon commonly known as a "peashooter," "slingshot" or "beany," or any bow made for the purpose of throwing or projecting missiles of any kind, or any knife, brass or metal knuckles, or any club loaded with lead or other weight, or any blackjack or billyclub. EXCEPTIONS. The following shall constitute valid exceptions to this section: • Possession of firearms, components of firearms, and ammunition or explosives by law enforcement officers; • Law enforcement agencies receiving shipments or delivery of firearms, components of firearms, ammunition, or explosives; • Law enforcement agencies conducting firearm or ammunition safety and training programs, donation, amnesty, or any other similar programs in police stations or municipal buildings; If an employee has knowledge of another employee’s possession of a weapon or unusual behavior, that knowledge should be reported to a supervisor immediately who will take appropriate action immediately. The City has a zero tolerance for weapons in the work environment. Violation of the policy may result in immediate termination. This includes employees with concealed weapon permits. No employee will be retaliated against for making a good faith complaint. Section 16. Smoking and Vaping No tobacco products and/or smoking and vaping is prohibited in all city-owned or operated facilities, property and city-owned vehicles. Section 54-4 Smoking Regulations of the City of Dover Municipal Code shall apply to all City of Dover employees. 48 • 126

Exhibit A Section 17. Antifraternization D Item 12. To protect and ensure fair and uniform treatment of subordinates and maintaining professionalism, a Supervisor and a subordinate are prohibited from dating or having a romantic or sexual relationship. The supervisor could be direct or in-direct within the subordinate employee’s chain of command. If two non-supervisor/subordinate employees wish to establish a romantic relationship, they must inform the City’s Human Resources department and acknowledge in writing that the relationship is consensual. If the relationship dissolves, the Human Resources Department shall be advised immediately by both employees. Section 18. Body Art Any employee with visible body art (e.g. tattoos, piercing and etc.) is reminded of the need for the City of Dover to maintain a professional image. Body art must not distract from service. Vulgar or offensive words, inappropriate symbols, images and/or piercings are not to be displayed in the work environment. Section 19. Motor Vehicle Record In keeping with the City or Dover’s Vision of a clean, safe community where people want to live, it is important that all our employees who operate motor vehicles do so in a safe and responsible way. Vehicle operations create substantial risk to the City and its citizens. Therefore, a best practice for reducing risk is to ensure only safe drivers are allowed to operate City vehicles. Evaluating an employee’s motor vehicle record (MVR) has long been a recognized component of a driver screening process. The following constitutes our MVR policy. Any staff member who operates a vehicle for business is subject to the MVR Policy. This includes all staff operating city owned vehicles, personal vehicles for business purposes. or rental cars, only when rented for business purposes. • All drivers must have a valid driver’s license of the proper class and appropriate endorsements where necessary. • Drivers must not drive and immediately notify their supervisor or Human Resources if their license has been suspended or revoked. • Drivers must report all accidents and moving vehicle violations in any jurisdiction, including those received operating non-City owned vehicles used for business purposes to their supervisor or Human Resources. • Employees using their personal vehicle for city business, must provide proof of insurance coverage with the appropriate amount of coverage. This policy is effective (insert date) for new hires; however, current City employees will be phased-in to this policy over the next two (2) years, (insert time frame once approved,) to allow ample time to address current violations that may be on the MVR. During the phasing-in period, current employee MVR’s will be reviewed and addressed with the employee by the employee’s supervisor. During the phase in period, for those employees with a score of up to eleven points, no formal action will be taken however the conversation regarding the employee’s MVR will be documented and placed into the employee’s personnel file. Employees who have 12 or more points will be issued a written warning rather than a one (1) day suspension, required to provide documentation of their successful completion of a behavior modification/attitudinal driving course and may incur the loss of city driving privileges. The employee will be placed on driver probation when points are 12 or more. After the two (2) year period of phasing-in has expired, employee’s MVR will be obtained and scored according to the Profile Points/Risk Category. 49 • 127

Exhibit A D Item 12. Prior to any employee driving a city vehicle, using their personal vehicle for business related purposes or driving a rental car for city relate business, Human Resources must be notified. Notification is to be received no later than 48 hours for Delaware Residents and seven (7) days for out of state residents. Human Resources will provide this policy to the employee and obtain a copy of the employee’s valid driver’s license and MVR. The Human Resources Department will be responsible for conducting MVR reviews for all civilian employees and advising the employee’s supervisor of any findings. The Police Department will assume the responsibility for police officers. MVRs for Delaware residents will be obtained through the Delaware Division of Motor Vehicle. For employees who resident in another state, the MVR will be obtained through a third party. If unattainable, the employee will be responsible for providing the MVR. MVR’s will be reviewed for prospective employees after an offer of employment is accepted. This is considered a part of the new employee’s background investigation. Existing employees MVR will be reviewed when employees need to drive for city related business. All employees that are subject to this policy will have their MVR reviewed no less than annually. The employee’s record will be obtained during the month of the employee’s birthday. MVR’s will also be reviewed following any accident involving a City vehicle, a personal vehicle used for business purposes or a rental car used for business purposes. Drivers may be subject to more frequent reviews based on accumulated points and offense. The accumulation of 12 or more points on your MVR will result in revocation of city driving privileges and those whose job requires them to drive shall be subject to termination. Employees with motor vehicle records which indicate revocation or suspension shall not be permitted to drive a city-owned vehicle or drive any vehicle in the performance of city duties, during the period of said revocation or suspension. Employees whose license has been revoked or suspended and whose position description requires the retention of a valid motor vehicle operator's license shall be subject to disciplinary action, including suspension or, in the case of revocation, up to termination. Driver Probation: The employee will be placed on driver probation when points are 12 or more. The accumulation of 12 or more points on your MVR will result in revocation of city driving privileges and those whose job requires them to drive shall be subject to termination. Employees whom are placed on driver probation by the City of Dover will have their MVR reviewed at least quarterly. New violations discovered at periodic review may result in progressive discipline up to and including dismissal. PROFILE POINTS/RISK CATEGORY PROFILE POINTS/ CORRECTION ACTION GUIDELINES RISK CATEGORY 1 TO 3 - Generally no action necessary 4 to 5 - Supervisor to discuss record and improvement with employee. Employee will be advised of responsibility to drive in a safe and courteous manner in accordance with defensive driving principles. 6 TO 7 - Supervisor to discuss record and improvement with employee. - Verbal warning - Driver training – classroom defensive driving program. Driver to pay first $50 of the training 8 TO 11 - Supervisor to discuss record and improvement with employee. 50 • 128

Exhibit A - Written Warning DItem 12. - Possible loss of city vehicle, to be determined on an individual basis based on offenses. This is to include the use of city vehicle for on-call purposes. 12 OR MORE - Supervisor to advise employee that his or her driving record has resulted in “revoked driving privileges.” - One (1) day unpaid suspension - If the employee can no longer perform the essential functions of his or her position, or other job assignments are not an option, dismissal could result. Employees enrolling and successfully completing the DUI first offender's program may retain their position, provided the individual agrees to random alcohol and/or drug testing at his or her cost as directed by the Human Resources Director. The City’s Substance Abuse Policy as contained in the Personnel Policy shall apply. There must be another staff member able to drive and provide transportation for work related duties to the employee. All drivers remain subject to the driving laws for the state of issuance and for the type of license held. ARTICLE 9 HOLIDAY LEAVE Section 1. Holidays The following days and such other days as City Council may designate are holidays with pay for full-time regular employees. New Year’s Day Independence Day Martin Luther King Day Labor Day President’s day Veteran’s Day Good Friday Thanksgiving Memorial Day Day after Thanksgiving Juneteenth* (floating holiday) Christmas * Juneteenth is a floating holiday for non-bargaining employees. When a holiday falls on a Saturday, a paid holiday is granted on Friday. When a paid holiday falls on a Sunday, a paid holiday is granted on Monday. The Public Utilities Manager The Electric Director may grant personal leave days to supervisors of IBEW I employees or the professional and support staff directly associated with the IBEW supervisors of the Public Utilities Electric department for the holidays that the IBEW union does not observe. The Public Utilities Manager Electric Director shall provide notice to the Human Resources DirectorIby December 1 for election for I the following calendar year. Individual selection of each forfeited holiday is not permitted. The non-bargaining employees will forfeit all holidays that are indicated in the City of Dover Personnel Policy; however, not observed in the IBEW contract. These employees shall be credited with 8 hours of personal leave on January 1 of each year each forfeited holiday. Newly hired, probationary, full-time regular employees hired after January 1 will receive personal days on a prorated basis. Based upon the number of forfeited holidays from the date of 51 • 129

Exhibit A hire to December 31 of the year they were hired will determine the amount of personal days the employee D Item 12. receives. Personal leave will be granted on the employee’s first paycheck following employment. Personal leave may be taken as earned or carried over into the next calendar year; however, only during the first year of employment. In addition, personal time cannot be used as terminal leave, nor sold back to the City as unused leave. Approved by City Council on January 12, 2009. Recognized City Holidays are subject to employee labor agreements. The Police Chief and Deputy Chief will follow the police holiday schedule. Approved by City Council on January 12, 2009. Part-time regular employees hired prior to July 28, 2015 working twenty (20) hours or more per week shall receive a half-day, four (4) hours, with pay for each holiday designated above. If an employee in this classification works less than twenty (20) hours they are not eligible. Part-time employees hired on or after July 28, 2015 working thirty (30) hours or more per week shall receive a half-day, four (4) hours, with pay for each holiday designated above. If an employee in this classification works less than thirty (30) hours they are not eligible. To receive holiday pay, an employee must have received pay for his or her entire regularly scheduled work day before and after the holiday. Employees who are receiving worker's compensation from the City’s workers compensation carrier are not entitled to holiday pay. Employees shall receive holiday leave credits at a rate of seven and a one-half (7.5) per leave day or eight (8) per leave day earned. Temporary employees are not eligible for any type of holiday pay. If they are required to work on a holiday they will be paid at their regular hourly rate unless they are subject to overtime compensation per the Fair Labor Standards Act. Section 2. Effect of Work on Holidays or Unscheduled Workdays or Other Types of Leaves Regular holidays or special holidays declared by City Council, which occur during any leave period, except extended leave without pay or unpaid military leave, shall not be considered as leave. Unscheduled work days, which occur during any leave period, shall not be considered as leave. While on vacation leave, employees on regular rotating shifts may be required to take pay for any vacation day that is replaced by a holiday at their regular pay rate The affected Department Head may require these employees to take pay since continuous shifts must be maintained. Section 3. Holidays - When Work is Required Non-exempt employees required to perform work on regularly scheduled holidays or special holidays declared by City Council may will be granted compensatory time off compensated (paid) at time and one-half or be paid at time and one-half (1.5) times their hourly rate for the hours actually worked in addition to any holiday pay to which they may be entitled. Policy is subject to the Fair Labor Standards Act and Article III Section 9 8, Overtime Pay. Exempt employees required to perform work on regularly scheduled holidays or special holidays declared by City Council will not be entitled to any form of compensation. Employees will be considered to have worked the holiday if their shift begins on the holiday. The above section is subject to employee labor agreement, when applicable. 52 • 130

Exhibit A D Item 12. ARTICLE 10 VACATION LEAVE Section 1. Vacation Leave Vacation leave shall be used for rest and relaxation, for medical appointments of illness when sick leave is exhausted and for absences due to adverse weather conditions. Employee’s requesting leave must make the request to their supervisor via the payroll system prior to taking the leave. The leave is authorized once the supervisor approves the request. While on paid vacation leave or paid sick leave an employee shall continue to earn vacation time and sick leave credit. An employee who converts vacation and sick leave to terminal leave shall not continue to earn vacation and/or sick leave while on terminal leave. Any leave taken within 30 calendar days prior to retirement or terminal leave will be considered terminal leave and can affect the employee’s monthly accrual. Section 2. Vacation Leave - The Manner of Accumulation Effective January 1, 2009 as approved by the City Council on January 12, 2009, full-time regular employees shall accumulate vacation leave on the following schedule: (a) Each full-time regular employee from their date of hire until completion of six months of service shall earn vacation leave at the rate of one (1) day eight (8) hours per completed month. (a)(b) Each full-time regular employee with who has completed six months of service however fewer than eight (8) complete years of continuous service shall earn vacation leave at the rate of one and one-fourth (1)(1 ¼) days ten (10) hours per completed month or twelve (12) fifteen (15) days per completed year of service. (b c) Each full-time regular employee with eight (8) complete years of continuous service but less than fifteen (15) complete years of continuous service shall earn vacation leave at the rate of one and one-half (1.5) one and three-fourths (1 ¾) days fourteen (14) hours per completed month or eighteen (18) twenty-one (21)days per completed year of service. (c d) Each full-time regular employee with fifteen (15) complete years of continuous service but less than twenty (20) complete years of continuous service shall earn vacation leave at the rate of one and three-fourths (1.75) two (2) days sixteen (16) hours per month or twenty one (21) twenty four (24) days per completed year of service. (d e) Each full-time regular employee with twenty (20) or more complete years of continuous service shall earn vacation leave at the rate of two (2) two and one-fourth (2 ¼) days eighteen (18) hours per month or twenty four (24) twenty-seven (27)days per completed year of service. Part-time regular employees hired prior to July 28, 2015 working twenty (20) hours or more per week shall accumulate vacation leave at one-half (1/2) the rate of full-time employees. Part-time regular employees hired on or after July 28, 2015 working thirty (30) hours or more per week shall accumulate vacation leave at one-half (1/2) the rate of full-time employees. If an employee in this classification works less than thirty (30) hours per week they are not eligible for vacation leave. 53 • 131

Exhibit A Temporary employees are not eligible for vacation leave. D Item 12. Vacation leave accumulated by eligible employees shall be recorded and taken in half-hour 15-minute increments. Moved from Section 3, Vacation Leave – The Maximum Accumulation An employee must earn pay for one-half of his or her workdays for that month to be credited with vacation leave. The above section is subject to employee labor agreement, when applicable. Section 3. Vacation Leave - The Maximum Accumulation Vacation leave is accumulated from year to year; however total accumulated vacation leave on January first of each year is limited to an amount equal to one year's vacation time. One year of vacation is calculated by multiplying 12 (months) by the employee’s accrual rate in December of the prior year. Move to Section 2 – The Manner of Accumulation of this article. An employee must earn pay for one-half of his or her workdays for that month to be credited with vacation leave. The employee cannot use a month's credit until he or she has earned pay for one-half of his or her workdays for that month. The following schedule was approved by the City Council on January 12, 2009. (a) Each full-time regular employee with fewer than eight (8) complete years of continuous service can not have accumulated more than twelve (12) fifteen (15) days 120 hours of unused vacation leave as of January 1 of each year. (b) Each full-time regular employee with eight (8) complete years of continuous service but less than fifteen (15) complete years of continuous service can not have accumulated more than eighteen (18) twenty-one (21) days 168 hours of unused vacation leave as of January 1 of each year. (c) Each full-time regular employee with fifteen (15) complete years of continuous service but less than twenty (20) complete years of continuous service can not have accumulated more than twenty one (21) twenty four (24) days 192 hours of unused vacation leave as of January 1 of each year. (d) Each full-time regular employee with twenty (20) or more complete years of continuous service can not have accumulated more than twenty-four (24) twenty-seven (27) days 216 hours of unused vacation leave as of January 1 of each year. Part-time regular employees working twenty (20) or more hours per week with the appropriate complete years of continuous service may accumulate vacation leave at one-half the rate that employees are allowed in a,b,c and d above. Part-time regular employees hired prior to July 28, 2015 working twenty (20) hours or more per week shall accumulate vacation leave at one-half (1/2) the rate of full-time employees. Part-time regular employees hired on or after July 28, 2015 working thirty (30) hours or more per week shall accumulate vacation leave at one-half (1/2) the rate of full-time employees. If an employee in this classification works less than thirty (30) hours per week they are not eligible for vacation leave. If an employee has accumulated more than the maximum allowable amount of unused vacation leave on January 1, then his/her leave shall be reduced to the proper maximum and any excess will be forfeited. 54 • 132

Exhibit A D Item 12. If the City Manager determines that unusual and extenuating circumstances exist which justify justifies allowing an employee to be excused from the requirements of this section for a particular year, he/she may do so. An employee must make the written request to the City Manager in writing prior to December 1 of the year in question. This same policy extends to Council Appointed Department Heads. The above section is subject to employee labor agreements, when applicable. Section 4. Vacation Leave - Final Pay And Repayment Of Vacation Leave Payment Of Accrued Leave Resignation Upon submission of a resignation, an employee shall be paid for vacation leave accumulated to the date of separation. At the time of the employee's separation the following shall be deducted from the employee's final compensation, provided written authorization has been obtained: any vacation leave owed the City, the value of any City issued uniform and/or equipment not returned by the employee, qualified educational assistance and any funds owed to the City by the employee as a result of criminal activity or negligence. SECTION 5. VACATION LEAVE - PAYMENT FOR ACCUMULATED VACATION LEAVE UPON DEATH Death The estate of an employee who dies while employed by the City shall be entitled to payment for all of the accumulated vacation leave credited to the employee's account. From this payment the following shall be deducted from the employee's final compensation, provided written authorization has been obtained: any vacation leave owed the City, the value of any City issued uniform and/or equipment not returned by the employee’s beneficiary or executor of the estate, qualified educational assistance and any funds owed to the City by the employee as a result of criminal activity or negligence. ARTICLE 11 SICK LEAVE Section 1. Sick Leave Sick leave with pay is not a right which an employee may demand but a privilege granted by the City for the benefit of an employee when sick. Upon separation from the City an employee shall not be entitled to compensation for accumulated sick leave. An exception to this policy is retirement. To qualify due to retirement, there can be no lapse in time from the employee’s last day of active employment to the first day of retirement. Sick leave shall be granted to an employee absent from work for any of the following reasons: sickness, bodily injury, required physical or dental examinations/treatment or exposure to a contagious disease when continuing to work might jeopardize the health of others, and for the well care of the immediate family residing in the employee’s principle place of residence, as well as the employee’s dependent children, mother, father, mother- in-law, father-in-law and physically or mentally challenged dependent sibling. Additional situations will be considered for the use of sick time. This use of sick leave may require verification by the City from the first hour used as deemed appropriate by the Department Head. In expanding the reasons for the use of sick time, the City has not changed its standards for 55 • 133

Exhibit A DItem 12. attendance at work. Excessive absenteeism, tardiness, or the abuse of sick leave will continue to be a subject of the performance evaluation and it can also be just cause for progressive disciplinary action. While on paid sick leave an employee shall continue to earn sick and vacation leave credits. The City understands the difficulty of defining or regulating a policy for notification of the desire to take sick leave that can be uniformly applied for employees in all departments or divisions. Because there are numerous variations and work schedules and conditions, a Department Head may establish an appropriate notification policy for his/her department that will best serve the City's interest. If a Department Head does not elect to establish a separate notification policy for his/her department then the following shall apply: Notification of the desire to take sick leave shall be submitted via the payroll system to the employee's supervisor prior to the leave. Employee requesting unexpected leave shall notify the supervisor not later than one-half hour after before the beginning of a scheduled workday. Failure to do so may result in the employee being considered absent without leave. Due to the critical nature of shift work, shift workers must notify the on-duty shift supervisor of a desire to take sick leave no later than one-half hour prior to the beginning of their shift or the employee may be considered absent without leave. Leave is approved once authorized by the supervisor. The above of section is subject to employee labor agreements, if applicable. Section 2. Sick Leave - Manner of Accumulation Full-time regular employees shall accumulate sick leave at the rate of one (1) day per completed month or twelve (12) days for each completed year of service eight (8) hours per month. An employee must have earned pay for one-half of his or her workdays for that month to be credited with sick leave. The employee cannot use a month's credit until he or she has earned pay for one-half of his or her workdays for that month. Part-time regular employees working twenty (20) hours of or more per week shall accumulate sick leave at one- half the rate for full-time employees. Part-time employees hired on or after INSERT DATE, must work thirty (30) hours or more per week in order to accumulate sick leave at one-half the rate of full-time employees. An employee must have earned pay for one-half of his or her workdays for that month to be credited with sick leave. The employee cannot use a month's credit until he or she has earned pay for one-half of his or her workdays for that month. Part-time regular employees working less than twenty (20) hours per week are not eligible for sick leave. Part-time regular employees hired prior to July 28, 2015 working twenty (20) hours or more per week shall accumulate vacation leave at one-half (1/2) the rate of full-time employees. Part-time regular employees hired on or after July 28, 2015 working thirty (30) hours or more per week shall accumulate vacation leave at one-half (1/2) the rate of full-time employees. If an employee in this classification works less than thirty (30) hours per week they are not eligible for vacation leave. Temporary employees shall not be eligible for sick leave. Sick leave accumulated by eligible employees shall be recorded and taken in half-hour 15 minute increments. The above section is subject to employee labor agreements, when applicable. 56 • 134

Exhibit A D Item 12. Section 3. Sick Leave - Maximum Accumulation The maximum number of sick days an employee may accrue is one hundred eighty (180) days. After the maximum number of days are accrued, no additional sick leave shall be earned until some of the accrued leave is taken. Non-bargaining employees are permitted an unlimited accumulation of sick leave. The above section is subject to employee labor agreements, when applicable. Section 4. Sick Leave - Physician Certificate A physician certificate is required for an employee to return to work who has been out over absent three (3) or more consecutive working days, unless waived by a Department Head. A physician certificate requirement can be instituted on a one (1) day basis for habitual lost time at the discretion of the employee's supervisor. In all cases a sick leave form must be completed and signed by the returning employee. the employee must submit a sick leave request via the payroll system. The leave request is approved once authorized by the supervisor. Section 5. Sick Leave - Retirement Credit for Accumulated Sick Leave Employees hired on or before July 1, 2004 and retire under an approved City Retirement Plan shall be paid in full for a maximum of one hundred fifty (150) days of accrued sick leave if the employee is retiring with 25 or more years of service with the City of Dover. The employee retiring with less than 25 years of service with the City of Dover shall be paid in full for a maximum of one hundred thirty (130) days of accrued sick leave. Effective January 12, 2009, as approved by City Council, employees with 21 to 24 years of service shall be eligible to sell back or use for terminal leave according to the following schedule. Up to 130 days with 20 or less completed years or service Up to 134 days with 21 completed years of service; Up to 138 days with 22 completed years of service; Up to 142 days with 23 completed years of service; Up to 146 days with 24 completed years of service; Up to 150 days with 25+ completed years of service. Service for less than a full year does not advance the allowance to the next entitlement. For example, an employee with 21 years and 2 months of service will be entitled to utilize 134 days rather than 138 days. Employees hired after July 1, 2004 will be permitted to be paid in full for a maximum of one hundred (100) days of accrued sick leave. Employees hired on or after INSERT DATE, will be permitted to be paid in full for a maximum of seventy-five (75) days of accrued sick leave. This payment shall be in a lump sum payable upon retirement in the employee’s paycheck immediately following the exhaustion of the 30 calendar day notice of retirement. Shall an employee provide notice that exceed 30 calendar days, the lump sum payment of accumulated sick leave will be included in the employee’s final paycheck. The 30 calendar day notice may not be waived. or t[T]he employee may convert his/her accumulated sick leave, not to exceed the maximum indicated, to terminal leave. Employees on terminal leave are required to use accumulated leave for holidays. The above section is subject to employee labor agreement, when applicable. 57 • 135

Exhibit A D Item 12. Section 6. Sick Leave – Termination Any employee who is terminated shall lose all accumulated sick leave. The only exception to this policy is Section 5 of this Article. Section 7. Sick Leave - Payment for Accumulated Sick Leave Upon Death The estate of an employee who dies while employed by the City shall not be entitled to payment for the employee’s accumulated sick leave; however, if the deceased employee was eligible for retirement, the employee’s estate would be entitled to receive payment for the accumulated sick leave based upon maximum permitted for years of service. SECTION 8. VACATION BONUS FOR GOOD ATTENDENCE Effective calendar year 2009, all regular non-bargaining, full-time employees will be eligible for a vacation bonus. Regular full-time non-bargaining employees would be considered for their first bonus on January 1, 2010 for usage from January 1, 2009 to December 31, 2009. The additional vacation hours will be credited in n Regular full-time non-bargaining employees will continue to earn eight (8) hours of sick leave for February.L.......I January through December each year.I The bonus would be based upon the following hours: Hours Used Vacation Earned 0 16 Hours 8 hours or less 8 hours Approved by City Council on January 12, 2009. ARTICLE 12 LEAVES WITHOUT PAY These type of request would be associated with leave not protected by federal/state guidelines such as the Family and Medical Leave Act (FMLA) and Uniformed Services Employment and Reemployment Rights Act (USERRA). Section 1. Limited Leave Without Pay The employee’s Department Head may grant employees a leave of absence without pay, not to exceed two (2) weeks, provided the employee has exhausted all accumulated vacation leave and comp-time. The Human Resources Director must be notified before a decision can be rendered. The above section is subject to employee labor agreement, when applicable. Section 2. Extended Leave Without Pay A regular employee may be granted a leave of absence without pay for up to six (6) months by the City Manager provided it has been requested in writing and the employee has exhausted all accumulated sick (if applicable), vacation, leave, comp-time and personal leave. If an employee is applying for disability insurance under the 58 • 136

Exhibit A City of Dover employee’s policy, then the employee does not have to exhaust his or her accumulated vacation DItem 12. leave. Generally the leave shall be used for reasons of personal or family disability reason, continuation of education or special work that will permit the City to benefit by the experience gained or the work performed. An extension of leave for six (6) months may be granted by the City Manager. However no leave of absence may exceed a total of one (1) year. The Human Resources Director must be notified before a decision can be rendered. The employee shall apply in writing for leave. The employee is obligated to return to duty within or at the end of the time determined appropriate approved by the City Manager. If the City learns that an employee on a leave of absence is no longer using the leave for reasons originally stated in the leave request, then the employee may be terminated. The above section is subject to employee labor agreement, when applicable. Section 3. Extended Leave Without Pay - Retention And Continuation of Benefits An employee shall retain all unused sick leave while on leave without pay. An employee ceases to earn all leave credits on the date leave without pay begins. Completed service credits for the purpose of computing service time, longevity pay, sick and vacation leave shall accrue for a period of forty-five (45) days following the start of leave of absence without pay be frozen at the time leave begins. The City will not make pension contributions during the unpaid leave. The employee may continue to be eligible for benefits under the City's group insurance plans provided the employee shall be responsible for the payment of the total insurance premium to the City prior to the first day of each month while on leave; unless the leave is for an employee illness, disability or maternity case in which the employee is only required to pay the premium amount normally deducted from the employee’s pay check. Enrollment in direct debit as a means of providing payment is required. A minimum of a 30 day grace period in which to make premium payments is provided. If payment is not made timely, group health insurance plans may be cancelled, provided the employee is notified in writing at least 15 days before the date that the group health insurance coverage will lapse. Shall any premiums remain unpaid at the time the employee returns to work, the premiums will be deducted from the employee’s pay. If an employee does not return to work at the end of the leave period or fails to continue employment for one (1) year upon returning, the employee will reimburse the City for all insurance premiums paid by the City on the employee's behalf during the leave. Upon returning to duty after being on leave without pay, the employee shall be entitled to return to the same position held at the time leave was granted or to one of like classification. Seniority will be restored to the level at the time the leave began. or pay including salary range adjustments that may have occurred during the said leave. If the employee decides not to return to work, the supervisor should be notified immediately. Failure to report at the expiration of a leave of absence, unless an extension has been requested and approved in writing, shall be considered a resignation. ARTICLE 13 OTHER TYPES OF LEAVE Section 1. Terminal Leave 59 • 137

Exhibit A D Item 12. Upon retiring directly from City service under an approved City Retirement Plan a regular employee is eligible to take terminal leave prior to his/her retirement date under the following conditions: (a) For employees hired on or before July 1, 2004, terminal leave shall consist of a total of both an employee's unused sick and vacation leave. A maximum amount sick leave is in accordance with Article 11. Sick Leave, Section 5. Sick Leave – Retirement Credit for Accumulated Sick Leave an employee may convert is one hundred fifty (150) days if the employee is retiring with 25 or more years of service with the City of Dover. The employee retiring with less than 25 years of service with the City of Dover shall be permitted to convert a maximum of one hundred thirty (130) days of accrued sick leave to terminal leave. adhere to the following schedule: Effective January 12, 2009, as approved by City Council, employees with 21 to 24 years of service shall be eligible to sell back or use for terminal leave according to the following schedule. Up to 130 days with 20 or less completed years or service Up to 134 days with 21 completed years of service; Up to 138 days with 22 completed years of service; Up to 142 days with 23 completed years of service; Up to 146 days with 24 completed years of service; Up to 150 days with 25+ completed years of service. Service for less than a full year does not advance the allowance to the next entitlement. For example, an employee with 21 years and 2 months of service will be entitled to utilize 134 days rather than 138 days. Employees hired after July 1, 2004, will be permitted to convert a maximum of one hundred (100) days of accrued sick leave to terminal leave. Employee hired on or after INSERT DATE, will be permitted to convert a maximum of seventy-five (75) days of accrued sick leave to terminal leave. At the beginning of terminal leave, the employee’s sick leave balance will be reduced to the appropriate balance as indicated above. (b) Once terminal leave begins the employee ceases to earn vacation or sick leave credits, no longer entitled to receive holiday pay and is no longer eligible for annual salary increases. (c) (b) Once terminal leave begins, the employee cannot return to active service unless approved by the City Manager. If a return to active service is approved, then the employee will be required to pay back all expended sick leave credits if the request to return to work was initiated by the employee. (d) In order to qualify for terminal leave, an employee must request terminal leave in writing a minimum of forty-five (45) days 30 calendar days notice prior to the date the employee’s retirement date employee intends to begin terminal leave. unless waived by either the Civilian or Police Pension Committee. The retiring employee shall give such notice in writing to his/her supervisor, Department Head and the Human Resources department. The employee’s Department Head may waive the 30 calendar day notice requirement for terminal leave. (e) Any leave taken within 30 calendar days prior to terminal leave beginning will be considered terminal leave. Section 2. Military Leave Military Training Leave 60 • 138

Exhibit A Full-time, regular employees who are members of the National Guard or Armed Forces Reserve will be allowed D Item 12. ten (10) work days military training leave per calendar year. If the compensation received while on military leave is less than the base salary that would have been earned during this same time period as a City employee, the employee shall receive partial compensation equal to the difference in the total compensation earned as a reservist or guardsman and the base salary that would have been earned during this same period as a City employee. The effect will be to maintain the employee’s salary at a normal level during this period. If such military duty is requested beyond this ten (10) work day period, the employee shall be eligible to take accumulated vacation leave or be placed in a leave without pay status. While taking military leave with partial pay or without pay during the ten (10) work day period, the employee’s leave credit and other benefits shall continue to accrue as if the employee physically remained with the City during this period. Shall an employee’s leave extend beyond the ten (10) work days and the employee is on a leave without pay status, the employee’s accumulation of leave will be subject to Article X, Section 2. Vacation Leave – The Manner of Accumulation and Article XI Sick Leave, Section 2. Sick Leave – Manner of Accumulation. An employee may use vacation time for the ten (10) days military duty and receive both vacation pay and pay from the military. without reimbursement to the City. An employee must notify his/her supervisor a minimum of ten (10) days prior to taking military leave as soon as possible when leave is needed. The pay received from the military while on military leave shall not be considered as pay for pension purposes. No employee pension contributions will be deducted, the City will not make pension contributions based on the pay and the pay shall not be used to compute pension benefits. Active Duty Full-time, regular employees who are guardsmen and reservists have all the job rights specified in the Veterans Readjustment Assistance Act Uniformed Services Employment and Reemployment Rights Act (USERRA). All employees who enlist or are reactivated in one of the military services will be granted on application a military leave of absence for a maximum period of five (5) years per USERRA guidelines. Military Mobilization Pay If the compensation received by a full-time regular employee while on military leave as a result of individual or military unit mobilization is less than the base salary that would have been earned during this same time period as a City employee, the employee shall receive partial compensation equal to the difference in the military compensation earned as a reservist or guardsman and the base salary that would have been earned during the same time period as a City employee. This differential shall be paid for a time period of up to one year from the date the employee reports to active military service duty and shall cease upon termination of the active duty assignment. Military compensation shall include base pay, all special pay, bonuses and allotments, and any other direct compensation received as a result of mobilized military service from the government of the United States or any State government. Reemployment After Military Service Upon release from military service with an honorary honorable discharge, a retiring veteran the employee must apply for reinstatement as follows: Service Time Return 30 days or less Beginning of the next regularly scheduled work period on the first full day following completion of service and expiration of an 8-hour rest period following safe transportation home. 31 to 180 days Application of reinstatement must be submitted not later than 14 days after completion of military duty. 180 or more days Application for reinstatement must be submitted not later than 90 days after completion of military duty. 61 • 139

Exhibit A D Item 12. Benefits When the veteran is returned to active employment all benefits previously earned such as sick leave, longevity pay, unused vacation time and cost of living increases shall be credited to his record. Time spent while on active duty shall be credited towards completed years’ service with the City for the purpose of computing retirement time, vacation time, and longevity increases. Employees will not accumulate vacation or sick leave during active duty assignments. An eligible City employee shall receive uninterrupted health, dental and vision insurance benefits at the same level as before he or she was called to active duty for a period of up to one year from the date the employee actually reports to active military service. The employee shall also be allowed to continue pension contributions based on his or her normal base pay per USERRA guidelines. (Following two sentences were cut from previous paragraph.) In regards to pension benefits, sworn police officers are subject to the Delaware County and Municipal Police/Firefighter Pension with the State of Delaware. Please contact the State of Delaware Pension Office for complete details. Part-time Employment Part-time regular employees working less than twenty (20) thirty (30) hours per week and temporary employees are eligible for military leave but not partial compensation. USERRA (Uniformed Services Employment and Reemployment Rights Acts) guidelines apply to all military leave. Section 3. Maternity Leave Leaves of absence shall be granted to employees affected by pregnancy, childbirth, or related conditions or placement of a child within one year of birth or placement;. provided such leave shall not exceed six (6) months. At the commencement of a maternity leave of absence, employees have the option of using shall exhaust accrued sick, or vacation leave and compensatory time. time in order to continue to receive pay. Sick leave is permitted according to Article 6, Section 1. Pay will cease when all accrued allowances have been used. The use of accrued time-off shall not extend the length of the leave. Upon the expiration of Family and Medical Leave (FMLA), an employee may request a leave of absence. Combined use of paid leave, FMLA and extended leave, shall not exceed a total of six (6) months. If the mother and father both are employees of the City of Dover, the combined leave shall not exceed six (6) months. Section 4. Jury Duty/Civil Leave A City employee called for jury duty or as a witness in any civil or criminal legal proceeding shall receive leave with pay for such duty during the required absence without charge to accumulated vacation or sick leave. This does not apply to an employee if he/she is a defendant or plaintiff in a legal proceeding. If the employee’s normal work schedule begins prior to the time the employee is to report to jury duty or the legal proceedings, the employee is to report to work at their regularly scheduled time. The employee is required to return to work promptly upon release from jury duty or the legal proceedings. While on jury/civil duty, benefits and leaves shall accrue as though on regular duty. Section 5. Bereavement Leave Bereavement leave shall be granted to all regular employees and probationary employees serving a probationary period who are regularly scheduled to work 20 hours or more per week and who experience a death of a member 62 • 140

Exhibit A D Item 12. of the employee’s immediate family. Employees hired on or after July 15, 2015, shall be eligible for bereavement leave provided they are regularly scheduled to work 30 hours or more per week. Upon request, the employee may be granted up to three (3) working days leave with pay. If the funeral is more than four hundred (400) miles from the City of Dover, the employee shall be granted up to five (5) working days, with pay, not charged to any leave balance, to arrange for and/or attend the funeral service or related matters. An employee may request additional time beyond the time provided. The City Manager or appropriate city official may grant such additional time to be charged against the employee’s sick leave. Immediate family is defined for the purpose of this section as spouse, mother, father, guardian, children, sister, brother, grandparents, grandchildren plus the various combinations of half, step, in-law and adopted relationships that can be derived from those named, in addition to significant other if not married or separated from spouse, and any relative living with the employee. The City reserves the right to request verification of the relationship and funeral location. Hours granted as bereavement time shall be counted as hours worked for purposes of computing overtime and shall not be charged as vacation leave if such occurs while the employee is on vacation. The above section is subject to employee labor agreement, when applicable. Section 6. Family and Medical Leave Family and Medical leave will be granted in accordance with the requirements of the Federal Family and Medical Leave Act (FMLA). The Family and Medical Leave Act of 1993 (FMLA) requires covered employers to provide up to 12 weeks of unpaid, job protected leave to “eligible” employees for certain family and medical reasons. The 12 weeks of unpaid leave in a 12-month period is calculated as a “rolling’ 12- month period measured backwards from the date of any FMLA leave usage. Employees are eligible if they have worked for a covered employer for at least one year, and for 1,250 hours over the previous 12 months, and if there are at least 50 employees within 75 miles. All leave, paid and unpaid, taken for FMLA purposes will count against the employee’s annual FMLA leave eligibility. The twelve (12) weeks is also defined as 480 hours. A request for intermittent leave or a reduced leave schedule is permissible. The City reserves the right to temporarily transfer an employee to another position, for which he or she is qualified, during the intermittent or reduced schedule leave. Equivalent pay and benefits will be maintained. (a) Reasons for taking leave: Unpaid leave must be granted for any of the following reasons: • To care for the employee’s child after birth, or placement for adoption or foster care within one year of birth or placement; • To care for the employee’s spouse, son or daughter, or parent, who has a serious health condition; or • For a serious health condition that makes the employee unable to perform the essential functions of the employee’s job. • Any qualifying exigencies arising out of the fact that the employee’s spouse, son, daughter, or parent is on active duty or called to active duty status as a member of the National Guard or Reserves in support of a contingency operation. A serious health condition is an illness, injury, impairment, or physical or mental condition that involves 63 • 141

Exhibit A one of the following: DItem 12. • Inpatient care in a hospital, hospice, or residential medical care facility, including any period of incapacity or subsequent treatment in connection with such inpatient care • Continuing treatment by a health care provider, which includes: • A condition requiring absence of more than three consecutive calendar days from work, or other regular daily activities that also involves continuing treatment by a health care provider A period of incapacity lasting more than three consecutive, full calendar days, and any subsequent treatment or period of incapacity relating to the same condition that also includes: Treatment two or more times by or under the supervision of a health care provider (e.g.; in-person visits, the first within 7 days and both within 30 days of the first day of incapacity); or One treatment by a health care provider (e.g.: an in-person visit within 7 days of the first day of incapacity) with a continuing regimen of treatment (e.g., prescription medication, physical therapy); or Pregnancy or prenatal care; A chronic condition (ie. e.g. Asthma, diabetes, epilepsy, etc.); A permanent or long-term condition requiring medical supervision (Alzheimer’s, stroke, terminal diseases, etc.); Absences to receive and recover from multiple treatments by or on referral by a health care provider for a condition that likely would result in incapacity of more than three consecutive days if left untreated (ie. Chemotherapy, physical therapy, dialysis, etc.) Military Caregiver Leave An eligible employee shall be entitled to twenty-six workweeks of leave during a single 12-month period to care for a covered servicemember with a serious injury or illness if the eligible employee is the servicemember’s spouse, son, daughter, parent, or next of kin. Qualifying Exigency Leave Eligible employees who are the spouse, son, daughter, or parent of a military member may take up to 12 weeks of FMLA leave during any 12-month period to address the most common issues that arise when a military member is deployed to a foreign country, such as attending military sponsored functions, making appropriate financial and legal arrangements, and arranging for alternative childcare. This provision applies to the families of members of both the active duty and reserve components of the Armed Forces. Military Caregiver Leave Eligible employees who are the spouse, son, daughter, parent or next of kin of a covered servicemember may take up to 26 weeks of FMLA leave during a single 12-month period to care for the servicemember who is undergoing medical treatment, recuperation, or therapy, is otherwise in outpatient status, or is otherwise on the temporary disability retired list, for a serious injury or illness incurred or aggravated in the line of duty on active duty. This provision applies to the families of members of both the active duty and reserve components of the Armed Forces. Leave, as the result of a worker’s compensation injury, may be counted as FMLA leave. 64 • 142

Exhibit A D Item 12. While the Family Medical Leave Act provides for 12 weeks of unpaid, job protection, the City permits requires the employee to use his or her accrued leave time in conjunction with FMLA leave. in order to avoid a loss in wages. The use of accrued leave does not extend one’s FMLA leave. Accrued leave use must adhere to City policy regarding use. Spouses who work for the City and are both eligible for FMLA, are entitled to a combination of 12 weeks of leave during any 12 month period if the leave is taken for the birth or adoption of the employee’s newborn child or placement of adoption or to care for a parent with a serious health condition. Advanced Notice and Medical Certification: The employee may be required to provide advanced leave notice and medical certification. Taking of leave may be denied if requirements are not met. Requests for FMLA leave must be made to the Human Resources Department in writing along with supporting documentation. Forms provided by the U.S. Department of Labor are the preferred method to request and validate the request. The City reserves the right to require second or third opinions (at the employer’s expense) and a fitness for duty report to return to work. Medical recertification may be required. The employee must provide 30 days advance notice when the leave is “foreseeable.” If 30 day notice is not possible due to a medical emergency or the employees’ uncertainty as to when the leave will be required to begin, notice must be given as soon as it is practical to do so. The City may require medical certification to support a request for leave because of a serious health condition, and may require second or third opinions (at the employer’s expense) and a fitness for duty report to return to work. Moved to above paragraph. Absent unusual circumstances, employees must comply with the employer’s usual and customary notice and procedural requirements for requesting leave. Job Benefits and Protection: For the duration of FMLA leave, the employer must will maintain the employee’s health, dental, life, accidental life, short term disability, long-term disability (when applicable) and vision coverage under any group health plan. The employee will continue to be responsible for their portion of the premiums either for themselves or themselves and dependents. While on paid leave, the premiums will be deducted from the employee’s paycheck. If on unpaid leave, the employee must enroll in direct debit. Premiums will be deducted from a designated bank account the beginning of each month. If an employee does not return to work at the end of the FMLA leave period, the employee will reimburse the City for all insurance premiums paid by the City on the employee's behalf during the FMLA leave. As mandated in the Family and Medical Leave Act of 1993, the employee will not be liable to reimburse the City if the reason the employee does not return to work is due to the continuation, recurrence or onset of a serious health condition (either affecting the employee or an immediate family member) that would entitle the employee to FMLA leave or does not return to work due to other circumstances beyond the employee's control. FMLA leave will not be treated as a break in service for purposes of pension vesting and participation eligibility. However, the City will not make pension contributions during unpaid FMLA leave. An employee will not accrue vacation and sick leave time while on unpaid FMLA leave. 65 • 143

Exhibit A Upon returning from FMLA leave, most employees must be restored to their original or equivalent D Item 12. positions with equivalent pay, benefits and other employment terms and conditions. In addition, the use of FMLA leave cannot result in the loss of any employment benefit that accrued prior to the start of an employee’s leave. Written notice will be given to any key employee, as defined by the Department of Labor as it relates to FMLA, at the time FMLA leave is requested, if the City intends to deny restoration to employment upon completion of the FMLA leave. The notice will be served either in person or by certified mail and will explain the basis for the finding that substantial and grievous economic injury will result. The notice will provide the employee a reasonable time in which to return to work, taking into account the circumstances, such as length of leave and the urgency of the need for the employee to return. If a key employee does not return to work in response to the notification of intent to deny restoration, the employee is still entitled to all rights under FMLA. These rights will cease when the employee gives notice of intent not to return to work or at the conclusion of the leave period. Leave without pay of less than one full day for documented FMLA leave will not affect an employee’s Fair Labor Standards Act exempt status. During leave, the employee must contact the Human Resources Department, at a minimum, of once per month to advise of the employee’s return to work status. (d)Unlawful Acts by Employers FMLA makes it unlawful for any employer to interfere with, restrain, or deny the exercise of any right provided under FMLA or discharge or discriminate against any person for opposing any practice made unlawful by FMLA or for involvement in any proceeding under or relating to FMLA. (e)Additional Information: Once the Human Resources Department is made aware that an employee is on FMLA leave, the City must notify the employee in writing within 2 five (5) business days (unless there are extenuating circumstances) that the leave is designated as FMLA leave. If the City learns that an employee’s leave qualifies as FMLA leave after the employee returns to work, the City can retroactively designate the leave within two five (5) business days of the employee’s return to work. If an employee did not realize that the leave he or she took qualified as FMLA leave until after his or her return to work, he can notify the employer and request that the leave be designated as FMLA leave within two five (5) business days of the employee’s return to work. If it is determined that the leave qualifies for protection under the FMLA the employee cannot decline the leave to be classified as FMLA. Absence from work due to FMLA leave may not be considered in promotion decision, performance appraisals, or disciplinary actions. If an employee is applying for disability insurance under the City of Dover employee’s policy, then the employee does not have to exhaust his or her accumulated vacation leave. moved from Article XII. Leave without Pay, Section 2. Extended Leave without Pay Policy. 66 • 144

Exhibit A D Item 12. The information contained in this Section is to provide general information about the Family and Medical Leave Act of 1993 (FMLA) and is an interpretation by the City to assist the employee in understanding the requirements of the FMLA and how it interacts with the requirements of the City and the employees. The City is not responsible for any inaccurate statements and is providing this extensive information purely to assist the employee, but the employee is directed to read and refer to the FMLA as written knowing that the City, by this interpretation, is not responsible for any statements, deadlines, requirements stated herein and the employee is referred to the actual document of the FMLA for an accurate interpretation. Specific questions or concerns should be directed to the Human Resources Director or the Department of Labor. Section 7. Inclement Weather The City of Dover will keep its offices open during regularly scheduled hours unless extreme inclement weather necessitates the curtailment of all but essential services. When City Offices are open, each employee shall report to work and remain at work until officially released. PROCEDURE (a) Responsibilities: 1. The City Manager will make all decisions concerning the closing of City Offices. 2. Department Heads will determine which positions, by job title, are assigned to maintain essential services when offices are closed. Such positions will be designated as "emergency" “essential” positions and employees occupying those positions shall be notified of their "emergency" “essential” status. Positions will be designated as “essential” based upon the weather event. (b) Guidelines: 1. Opening of Offices: a. In most cases of inclement weather, all City Offices will open and remain open for business during regularly scheduled hours. b. When inclement weather is severe enough to create a safety hazard for employees or to cause extremely poor road conditions, each Department Head shall exercise his/her judgement judgment in assessing employee tardiness. c. Employees who call in and are unable to come to work may, have the option of using shall use accrued vacation comp time or leave without pay to cover the normal working hours missed as a result of the weather emergency. If an employee chooses comp time, and does not have comp time accrued, that employee will be advanced comp time with the understanding that those hours missed due to the weather emergency will be made up within two (2) weeks of the weather emergency. d. An employee who calls in sick during inclement weather, may be required at the discretion of the supervisor to provide a doctor's certificate to substantiate charging the absence to sick leave. An employee who fails to provide the required certificate when requested to do so, shall have the time reported as leave without pay. The above section is subject to employee labor agreement, when applicable. 2. Closing of Offices During the Day: When extreme inclement weather necessitates the closing of offices after the workday has begun, the 67 • 145

Exhibit A following will apply: DItem 12. a. All employees not designated as emergency essential employees will be excused from work. For the remainder of the workday these employees will be placed on excused leave of absence with pay. b. Each employee designated as an emergency essential employee shall remain on duty for the duration of his/her regular shift or revert to his/her assigned emergency shift, if appropriate. c. Individuals who called in and were placed on vacation leave status will be charged such leave for the entire day. The option of requiring a doctor's certificate for a reported sick leave shall continue to be available to a Supervisor. Individuals who depart on vacation leave prior to official announcement will be charged such leave for the entire remainder of the day. 3. Closing the Office before the Start of the Work Day: When inclement weather prevents the opening of offices for the day, the following will apply: a. Employees will be notified of the closing of offices by the procedures outlined in paragraph D (e), Public Announcements. b. Each emergency essential employee shall report to his/her normal shift or emergency shift as appropriate. c. All non-emergency essential employees are excluded from reporting to work. These employees will be placed on excused leave of absence with pay for their entire workday. d. Employees on previously approved leave status ((vacation, etc., (excluding sick)) will remain on such leave status. Sick time pre-scheduled for a doctor appointment that was cancelled by the doctor due to the inclement weather will not be charged sick leave. (c) Exceptions: In the event a Department Head determines that it is necessary for non-emergency essential employees to remain at or report to work after offices are closed as the result of inclement weather, then he/she may direct such employees to do so. Such employees will be paid in accordance with the same policies governing emergency essential employees. (d) Compensation: Emergency Essential employees who work during their normal or emergency shifts will receive hour-for-hour vacation time overtime monetary compensation in addition to their normal straight time pay for hours worked during the normal shift when City offices are closed by the City Manager due to inclement weather. Exempt employees will receive hour for hour monetary compensation while non-exempt employees will receive monetary compensation at time and one half. The above section is subject to employee labor agreements, when applicable. (e) Public Announcements: FM Radio stations, WDSD 92.9 and Eagle 97.7 and television station WBOC will be asked to carry announcements of the City's order to close offices due to inclement weather. The announcement of the closing of the City will be posted on the City’s official social media page and website, www.cityofdover.com. 68 • 146

Exhibit A DItem 12. (f). Employee Message Center Employees may call the City’s Employee Message Center in order to determine the City’s operating schedule. The phone number is 736-4240. The message will be updated as information is provided by the City Manager. Section 8. Administrative Leave At the discretion of the City Manager, administrative leave with or without pay may be granted when circumstances warrant the removal of an employee from the workplace during the course of an on-going investigation by the city of alleged work-related misconduct. Administrative leave may be granted to an employee who is alleged to have engaged in work-related misconduct or, if it would be prudent for reasons of security or safety to grant such leave, to any other employee or for any another reason the City Manager deems reasonable. Moved from Article XVIII. Educational Assistance Section 9. Limited Education Leave With Pay A limited education leave of absence with full or part pay or unpaid leave during regular working hours may be granted to a regular full-time employee upon the recommendation of the Department Head and with the approval of the City Manager or appropriate City official to permit an employee to take courses of study which will better prepare the employee to perform his/her assigned duties. Section 10. Extended Education Leave With Pay Full time educational leave of absence at full or part pay or unpaid leave for a period not to exceed twelve (12) calendar months may be granted to regular employees upon recommendation of the City Manager and Department Head with the approval of the City Council. An employee is eligible after five (5) continuous years of service. An employee granted such extended educational leave with pay shall agree to return to the service of the City upon completion and training and remain an employee of the City for a period equal to two years or the employee shall reimburse the City for all compensation received while on educational leave in addition to all education reimbursements. This agreement shall not constitute an employment contract. Article 18, Section 3 shall apply to an employee on full-time education leave. For the duration of the leave, the employer will maintain the employee’s health, dental, life, accidental life, short term disability, long-term disability (when applicable) and vision coverage under any group plan. The employee will continue to be responsible for their portion of the premiums for themselves or themselves and dependents. Enrollment in Direct Debit will be required for payment of premiums. A minimum of a 30-day grace period in which to make premium payments is provided. If payment is not made timely, group health insurance plans may be cancelled, provided the employee is notified in writing at least 15 days before the date that the group health insurance coverage will lapse. Shall any premiums remain unpaid at the time the employee returns to work, the premiums will be deducted from the employee’s pay. If an employee does not return to work at the end of the leave period and continue employment for one (1) year, the employee will reimburse the City for all insurance premiums paid by the City on the employee's behalf during the unpaid portion of the leave. The leave will be treated as a break in service for purposes of pension vesting and participation eligibility. The City will not make pension contributions during the leave. 69 • 147

Exhibit A An employee will not continue to accrue vacation and sick leave time while on unpaid leave. D Item 12. Employees who are on a leave of absence during which benefits are provided must receive permission from the City Manager for any employment, including self-employment. ARTICLE 14 WORKER'S COMPENSATION Section 2 1. On-The-Job Injuries and Benefits City employees are covered by the Delaware Worker's Compensation Act and are required to report all injuries or possible injuries arising out of and in the course and scope of employment to their supervisor by the end of their normal daily work schedule. The City of Dover and the Workmen's Compensation Law of Delaware require that the standard "Employer's Report of Occupational Injury or Disease" form be completed and filed with the Human Resources Department within two (2) working days after the injury occurs, unless extenuating circumstances exist. The employee’s immediate Supervisor must answer questions on the form as completely as possible. The guidelines listed below will be followed in the event of an on the job injury: 1. Emergency first-aid treatment should be administered, whenever practical, and the injured employee should be transported to Kent Medical Center or Kent General Hospital Emergency Room Bayhealth - Occupational Health or Bayhealth (hospital). The method of transportation whether by the nearest available vehicle or by ambulance shall be determined by the extent of injury and by the person handling the situation. 2. The injured employee, or any other designated person, should notify the injured employee's supervisor as soon as practical after the injury occurs. Noted in first paragraph. 32.After the injured employee has received medical treatment he or she shall is to complete the "Employee's Report" form. The supervisor then shall will complete the "Supervisor's Report" form. The injured employee will then complete the "Authorization for Medical and Records" form. 43.After the above three (3) two (2) forms have been filled out completed, the Supervisor and the Human Resources Department will complete the "Employer's Report of Occupational Injury or Disease" form. 4.The completed forms will be delivered to the Human Resources Department for processing. 65. Prior to returning to work from a "lost time injury" the employee must submit, to his/her supervisor the Human Resources Department, a signed physician's statement authorizing that employee's fitness to return to work status. SECTION 3. WORKER'S COMPENSATION BENEFITS Moved to Section 1 City employees are covered by the Delaware Worker's Compensation Act and are required to report all injuries or possible injuries arising out of and in the course of employment to their supervisor by the end of their normal daily work schedule. Section 1 2. Worker's Compensation Leave An employee absent from duty as a result of sickness or disability covered by Delaware Worker's Compensation 70 • 148

Exhibit A Act may receive Worker's Compensation benefits up to 66 2/3% of the employee's average weekly pay provided D Item 12. the weekly benefit cannot exceed the maximum limit set by State Law. For the first sixty (60) calendar days that While an employee is out absent from work and under a licensed physician's care as a result of an on the job accidental injury, the City will guarantee 100% of an employee's base weekly pay for up to 320 working hours. The sixty (60) calendar days 320 working hours of full base pay is per injury and is cumulative. Partial days will be counted towards the 60 calendar days. In each case where the employee must be absent from duty more than sixty (60) calendar days 320 working hours because of an on the job accident, the City will cease its payments but will allow the employee to elect to use accumulated vacation and sick leave as a supplemental payment for the difference between his/her regular base salary and the payments received under the Worker's Compensation Act. Such an employee may have deducted from his accumulated vacation or sick leave that fraction of a day which is the same as the fraction that the supplemental payment for one day is of a regular day's pay. Supplemental pay and workers compensation pay shall not exceed the employee’s average weekly wage. The City shall continue to pay for his/her individual group health insurance, the City’s share of dependent health coverage and the City's share of life, accidental death and dismemberment and accident and sickness insurance coverages. for the City’s share of benefits (health, vision, life, etc.). The employee remains financially responsible for their share of the premiums. Upon returning to work an employee’s salary will be computed on the basis of the last salary earned plus any across the board or reclassification salary increase to which the employee would have been entitled during the disability covered by Worker’s Compensation. Temporary employees and part-time employees working less than twenty (20) forty (40) hours per week will be placed on leave without pay status and will receive all benefits for which they may be eligible for under the Worker’s Compensation Act; but are not eligible for the 100% guarantee of base salary for the first sixty (60) days on up to 320 working hours Worker's Compensation leave. The use of accumulated leave is permissible. All leave associated with a worker’s compensation injury could be subject to Family and Medical Leave (FMLA). FMLA is referenced in Article 13. Other Types of Leave, Section 7. Family and Medical Leave of the Personnel Policy. The above section is subject to employee labor agreements, when applicable. ARTICLE 15 SEPARATION, DISCIPLINARY ACTION AND REINSTATEMENT Section 1. Types of Separation All separations of employees from positions in the service of the City shall be designated as one of the following types and shall be accomplished in the manner indicated: resignation, reduction in force, lay off, disability, retirement, dismissal or death. Section 2. Resignation A minimum of two (2) weeks notice is required suggested of all resigning personnel. For Department Heads, managers and supervisors, it is recommended that a minimum of four (4) weeks notice be provided. The resigning employee shall give such notice in writing to his/her supervisor, Department Head and the Human Resources Department. An employee cannot use vacation accrued leave time as notice for his/her resignation or to extend his/her service time. 71 • 149

Exhibit A The City reserves the right to terminate an employee’s employment immediately, after receiving an employee’s D Item 12. resignation. Section 3. Reduction In Force In the event that a reduction in force becomes necessary, consideration shall be given to the quality of each employee's past performance, the need for the employee's service, qualifications and seniority in determining those employees to be retained. Employees who are laid off as a result of a subject to the reduction in force shall be given at least two (2) weeks’ notice of the anticipated lay-off reduction in force or immediate notification and two (2) weeks of base salary compensation. No regular employee shall be separated while temporary employees continue serving in the same class in the department, unless the regular employee refuses to transfer to the position held by the temporary employee. The above section is subject to employee labor agreements, when applicable. Section 4. Lay Off In the event that the City determines that a lay-off is necessary, consideration shall be given to the quality of each employee's past performance, the need for the employee's service, qualification and seniority in determining those employees to be retained. Employees who are subject to the lay-off shall be given at least two (2) weeks’ notice of the anticipated lay-off or immediate notification and two (2) weeks of base salary compensation. No regular employee shall be separated while temporary employees continue serving in the same class in the department, unless the regular employee refuses to transfer to the position held by the temporary employee. When additional employees are needed in a classification, the regular employees who have been laid off or transferred out of that classification within a one year period, due to the lack of work, shall be offered the jobs before they are filled by promotion or transfer of employees with less seniority, or by hiring of new employees. A notification shall be sent to the laid-off employee by registered mail to the latest mailing address supplied to the City. The City shall be notified within five working days after receipt of the notice by the former employee of their desire to accept the offer of the job and the former employee will start work not later than three weeks after receipt of the notice. Should the employee fail to respond or report, he/she will be dropped from the City employment rolls. Section 4. 5 Disability An employee may be separated for disability when the employee cannot perform the required duties as a result of a physical or mental impairment. The employee or the City may initiate action, but in all cases it shall be supported by medical evidence as certified by a competent physician. The City may require an examination at its expense and performed by a physician of its choice. Before an employee is separated for disability, a reasonable effort shall be made to locate alternative positions within the City's service for which the employee may be suited and/or provide reasonable accommodations. _ I Section 6. Retirement Age Employees requesting a lump sum payment for accumulated sick leave or using accumulated sick leave for terminal leave shall be required to provide a minimum of 30 calendar day notice. The retiring employee shall give such notice in writing to his/her supervisor, Department Head and the Human Resources department. An employee cannot use vacation time as notice for his/her retirement. The employee’s Department Head may waive the 30 calendar day notice requirement.I 72 • 150

Exhibit A Sworn Police Officers hired prior to September 1, 1982 shall retire in accordance with the policies governing D Item 12. this, set forth in Section 18-25 of the Police Pension Plan. All sworn Police Officers hired on or after September 1, 1982 shall adhere to the policies set forth in the Delaware County and Municipal Police/Firefighter Pension with the State of Delaware. All civilian employees shall refer to the City of Dover General Employee Pension Ordinances. Section 2-181 through 2-184. All retirements are subject to the applicable pension guidelines. Section 7. Dismissal An employee may be dismissed from employment; subject to city policy, city charter or other law. Section 6 8. Death All compensation due in accordance with Article X, Section 5 of this policy, will be paid to the estate of a deceased employee. The date of death shall be recorded as the separation date for computing compensation due. Section 7 9. Disciplinary Action An employee may be disciplined, suspended, demoted or dismissed as a result of failure in performance of duties or failure in personal conduct. The specific discipline in each case will depend on the seriousness of the policy that was violated, the frequency of the policy violation and the employee’s overall conduct. Discharge can result from even a first-time offense and that progressive disciplinary steps can be bypassed when conduct warrants immediate action. The employee shall be provided with a written notice including the recommended effective date and reasons for the action. The above section is subject to employee labor agreements or Police Department rules, when applicable. Section 8 10. Failure in Performance of Duties An employee whose work is unsatisfactory over a period of time shall be notified by the supervisor in what way(s) the employee's work is deficient and what must be done if the work is to be satisfactory. An employee who is disciplined, suspended, demoted or dismissed for unsatisfactory performance of duties shall normally receive at least two warnings before disciplinary action is taken. First, one or more oral warnings must be issued by the employee's Supervisor/Department Head, and second, a written warning must be issued by the Supervisor/Department Head serving notice upon the employee that corrected performance must take place immediately in order to avoid disciplinary action. The supervisor and Department Head must record the dates of their discussions with the employee, the performance deficiencies discussed and the corrective actions recommended and must file the information in the employee's personnel folder in the Human Resources Department. Failures in the performance of duties considered to be adequate grounds for suspension, demotion or dismissal include, but are not limited to the following representative examples: (a) inefficiency, ineffectiveness, negligence or incompetence in the performance of duties, (b) careless, negligent or improper use of City property or equipment, 73 • 151

Exhibit A D Item 12. (c) physical or mental incapacity to perform duties, (d) discourteous treatment of the public or other employees, (e) leaving work assignments during working hours without prior supervisory permission, (f) habitual improper use of leave privileges, (g) habitual pattern of failure to report for duty to the assigned time and place, and (h) failure to observe safety rules and regulations, (i) caused or contributed to damage or loss because of poor performance or willful or intentional misuse of city property, (j) Unauthorized, nonbusiness use of company credit cards or vender accounts, (k) performance detrimental to City services or for other serious reasons Section 9 11. Failure In Personal Conduct An employee may be disciplined, suspended, demoted or dismissed for causes relating to personal conduct detrimental to City service or for other serious reasons. Such action may be necessary to avoid undue disruption of work or to protect the safety of persons or property. An employee disciplined, suspended, demoted or dismissed for causes relating to personal conduct shall be: (1) given a statement of the charges before the disciplinary action, (2) allowed to respond, and (3) given a prompt written statement of the decision of the Department Head. If circumstances are such that the Department Head must take immediate action without notice, then Section 11 12 of this Article shall apply. The following causes relating to failure in personal conduct are representative of those considered as being adequate grounds for discipline, suspension, demotion or dismissal but are not limited to the following representative examples: (a) fraud in securing appointment (b) conviction of a felony or a misdemeanor which would adversely affect performance of duties, or the entry of a plea of "no contest" to either (c) misappropriation of City funds or property (d) falsification of City records for personal profit or to grant special privileges (e) reporting to work under the influence of alcohol or other narcotic drugs or partaking of such things while on duty or while on public property, except that prescribed medication may be taken within the limits set by a physician so long as medically necessary (f) any action with the intent to deceive 74 • 152

Exhibit A D Item 12. (g) theft, unauthorized use or unauthorized removal of City property (h) insubordination which shall mean the failure or deliberate refusal by an employee to obey a proper order given by a supervisor or the use of disrespectful language towards his/her supervisor or another individual (i) disorderly conduct including fighting, practical jokes and horseplay (j) abuse of employee benefits (k) unapproved outside employment (l) gross negligence in performance of duties (m) any other actions which reflect adversely upon the City and (n) discrimination or harassment of any person on the grounds of race, color, religion, sex, gender, sexual orientation, marital status, genetic information, physical handicap disability, age or national origin. Section 10 12. Disciplinary Suspension An employee who is suspended for disciplinary reasons shall be relieved temporarily of all duties and responsibilities and shall receive no compensation for the period of the suspension. Section 11 13. Immediate Disciplinary Suspension An employee may be suspended without notice by the Department Head for causes related to personal conduct in order to avoid undue disruption of work, to protect the safety of persons or property or for other serious reasons. When a Department Head suspends an employee, he/she shall tell the employee to leave City property at once and remain away until further notice. The employee will be placed on leave without pay. A written summary detailing the circumstances and facts leading to the suspension shall be prepared, one copy delivered to the employee by certified mail and one copy filed in the employee's personnel folder in the Human Resources Department and one copy delivered to the Bargaining Union President (when applicable). Section 12 14. Non-Disciplinary Suspension During the investigation, hearing or trial of an employee on any criminal charge or during the course of any civil action involving the employee, the Department Head may suspend the employee without pay for the duration of the proceeding as a non-disciplinary action if such action is deemed necessary in the best interest of the City. Sworn Police Officers will conform to policies outlined in the Police Bill of Rights Law Enforcement Officers Bill of Rights. Full recovery of pay and benefits for the period of non-disciplinary suspension may be authorized by the City if the suspension is terminated with full reinstatement of the employee. Section 13 15. Reinstatement Rehire 75 • 153

Exhibit A An employee who resigns while in good standing or who is dismissed as a result of reduction in force may be D Item 12. reinstated rehired, with the approval of the Department Head, the Human Resources Director and the City Manager or an appropriate City Official. The former employee would be subject to the recruitment process. An employee who enters active service with the Armed Forces of the United States, the Public Health Service or with a Reserve component of the Armed Forces will be granted reinstatement rights commensurate with the Veterans Readjustment Assistance Act ARTICLE 16 GRIEVANCES PROCEDURE Section 1. Policy It is the policy of the City to provide a just procedure for the presentation, consideration and disposition of employee grievances. The purpose of this Article is to outline the procedure and to insure all employees that a response to their grievance will be prompt and fair. Section 2. Grievance - Defined A grievance shall be any disagreement or dispute arising from the application, meaning or interpretation of the conditions and policies and procedures set forth in these personnel rules. Section 3. Purposes of the Grievance Procedure Policy The purposes of the grievance procedure policy include but are not limited to the following: (a) providing employees with a procedure by which their grievances can be considered promptly and fairly, (b) encouraging employees to express themselves about the conditions of work which affect them as employees, (c) promoting better understanding of the policies, practices and procedures which affect employees, (d) increase the confidence that employees have that personnel actions are taken in accordance with established fair and uniformed policies and procedures and (e) increase the sense of responsibility which supervisors exercise in dealing with their employees. Section 4 Grievance Procedure When an employee has a grievance, the following successive steps are to be taken. The number of days for each step should be considered the maximum number of working days unless otherwise provided and every effort should be made to expedite the process. Time limits at any step however may be extended by mutual consent. All documents used in this procedure policy must be dated and signed by the respondent and recipient. The procedure policy for presentation, consideration and disposition of employee grievances is as follows: 76 • 154

Exhibit A (a) An employee with a grievance concerning rules defined by this personnel policy shall present the D Item 12. matter to his/her immediate supervisor within ten (10) working days of its occurrence with the objective of resolving the matter informally. The employee may must present his/her grievance either orally or in writing. The grievance shall identify the section of the Personnel Policy being grieved, why the employee is disagreeing with the policy and the remedy the employee is seeking. The supervisor shall then attempt to adjust the matter and give the employee an answer, either orally or in writing no later than three (3) seven (7) working days after the grievance is presented. Before presentation to the employee, the grievance and answer shall be reported to the supervisor's immediate superior Department Head and the Human Resources Director. (b) If the grievance is not resolved at Step 1 above, the employee may present the grievance, in writing, to the head of his/her department within five (5) working days after the supervisor’s answer is given or due. The Human Resources Director is to receive a copy of the written grievance as well. The grievance shall identify the section of the Personnel Policy being grieved, why the employee is disagreeing with the policy, the supervisor’s decision, why the employee disagrees with the supervisor’s answer and the remedy the employee is seeking. The Department Head shall confer hold a meeting with the employee regarding the grievance within three (3) seven (7) working days after the grievance is presented and shall render a written decision within three (3) seven (7) working days after the conference meeting is held. (c) If the grievance is not resolved in Step 2 above, the employee may present the written grievance to the City Manager within five (5) working days after the Department Head's decision is rendered or due. The Human Resources Director is to receive a copy of the written grievance as well. The City Manager shall confer hold a meeting with the employee, and supervisor, Department Head, and the Human Resources Director regarding the grievance within five (5) seven (7) working days after the grievance is presented and shall submit his/her written decision to the employee within ten (10) working days after the conference meeting is held. The City Manager's or appropriate City Official’s decision shall be final. If a grievance is not appealed to the next step within the specified time limit or any agreed extension thereof, it shall be considered settled on the basis of the City’s last answer. If the City does not provide a written response to the grievance or appeal thereof within the specified time limits, the grievant may elect to treat the grievance as denied at that step and immediately appeal the grievance to the next step in accordance with the procedure set forth. Any member of the Human Resources Department, except the Human Resources Director, will assist a non- bargaining employee in preparing the grievance in writing. Bargaining employees shall seek assistance from their labor union and follow the grievance procedure with their collective bargaining agreement. The entire grievance procedure is subject to employee labor agreement, when applicable. ARTICLE 17 EMPLOYEE BENEFITS Section 1. Insurance Benefits The City shall make group hospital, surgical, and health and prescription insurance, group life insurance, accidental death and dismemberment insurance and off-the-job group accident and sickness available for full- time regular employees. Refer to the applicable employee labor agreements for specific details. 77 • 155

Exhibit A D Item 12. Group Hospital, Surgical and Health and Prescription: The City shall pay a portion of an employee’s health care up to a specific amount. The City shall provide group hospital, surgical, and health and prescription insurance coverage for employees and their families. The City pays 100% of each full-time regular employee’s individual coverage and 75% of the cost of dependent coverage. Effective July 1, 2012, the City will contribute 90.5% towards the total monthly insurance premium for full-time regular employees with individual health and prescription insurance coverage. Effective July 1, 2013, the City will contribute 85% towards the total monthly insurance premium for full-time regular employees with individual health and prescription coverage. Effective July 1, 2012, the City will contribute 85% towards the total monthly insurance premium for full-time regular employees with dependent health and prescription coverage (child(ren), spouse and family). Effective July 1, 2012, the City will contribute 85% towards the total monthly insurance premium for employees retiring on or after July 1, 2012. This is regardless of the coverage level (employee only, child(ren), spouse or family). Employees who are promoted or transferred from a represented position to a non-represented position, shall maintain his or her current level of health insurance cost sharing during active employment and subject to the guidelines of the represented position collective bargaining agreement in retirement. Cost sharing and eligibility is established by City Council, therefore cost sharing and guidelines for non-represented positions are subject to change. The above section is subject to employee labor agreement, when applicable. Group Life: The City shall pay 50% of the cost of individual employee coverage for full-time regular employees. The employee must pay the other 50%. The insurance shall provide coverage equal to twice an employee's annual salary rounded to the next $1,000. Maximum coverage will be determined by the insurance policy. Accidental Death and Dismemberment: The City shall pay 50% of the cost of individual employee coverage for full-time regular employees. The employee must pay the other 50%. The insurance shall provide accidental death insurance coverage equal to twice the employee's annual salary, rounded to the next $1,000, and accidental dismemberment coverage based on a schedule. Maximum coverage will be determined by the insurance policy. Off-the-Job Accident and Sickness: The City shall pay 50% of the cost of the individual employee coverage for full-time regular employees. The employee must pay the other 50%. The insurance shall provide a weekly check for covered benefits for up to 52 weeks for an off-the-job disability accident or sickness. Waiting period counts toward the benefit period. For employees who are represented by the Fraternal Order of Police (FOP) please see your employee labor agreements for benefit begin date and waiting periods. For all employees, with the exception of employees represented by the Fraternal Order of Police (FOP)t(T)he following waiting periods and conditions apply: Sickness: The employee is entitled to up to fifty-two (52) weeks of short-term disability coverage. There is an initial waiting period of seven (7) calendar days following the onset of an illness. During this seven (7) day period no benefits are paid. The seven (7) day waiting period counts towards the 52 weeks. 78 • 156

Exhibit A Off Duty Accident: There is no waiting period following an off duty accident. The employee is entitled to up DItem 12. to fifty-two (52) weeks of short-term disability payments. Group life, accidental death and dismemberment, and off-the-job accident and sickness insurance policies are managed by the insurance carrier. The insurance carrier is responsible for all decisions and management of the plans. Long-term Disability Insurance: The City shall pay 100% of the monthly premium for all full-time non- bargaining employees. Vision Insurance: The City shall pay 100% of the cost of vision insurance for the employee. Dependent coverage is not available however the employee is financially responsible for the full premium for the dependents. The plan shall provide for one eye exam every 24 months in addition to benefits for glasses or contact lenses. Flexible Spending: The City shall pay the monthly service fee for a medical spending and/or dependent care account. In addition, the City shall pay the monthly service fee for the debit card associated with the flexible spending account. In the case of each insurance benefit listed above, it shall be the employee's responsibility to activate the coverage applicable. If an employee is enrolled between or on the first and fifteenth of the month for any of the insurance coverages, then his/her individual coverage shall be effective the first day of the following calendar month. If an employee is enrolled between or on the sixteenth and the last day of the month, then his/her coverage shall be effective on the first day of the calendar month following one (1) calendar month of employment. Dependent coverage must be taken when the employee enrolls for individual coverage or it may be delayed by the insurance carrier. Part-time regular employees hired prior to July 28, 2015 working twenty (20) or more hours per week shall be eligible for the same coverages listed above. However, the City's share and the cost of the coverage shall be one- half (1/2) that for full-time regular employees. For each coverage where the City pays the full cost or a portion of the cost for full-time employees, the City will pay only one-half (1/2) of the same costs for eligible part-time employees. Part-time regular employees hired on or after July 28, 2015 working thirty (30) hours or more hours per week shall be eligible for the same coverage listed above. However, the City’s share and the cost of the coverage shall be one-half (1/2) that for full-time regular employees. For each coverage where the City pays the full cost or a portion of the cost for full-time employees, the City will pay only one-half (1/2) of the same costs for eligible part-time employees. Part-time regular employees working less than twenty (20) hours per week shall not be eligible for the coverages listed in this section. Part-time regular employees hired prior to July 28, 2015 working less than twenty (20) hours per week and those hired after July 28, 2015 working less than 30 hours shall not be eligible for the coverages listed in this section. Temporary employees shall not be eligible for the coverages listed in this section. Benefits end upon separation from service. 79 • 157

Exhibit A Section 2. Retirement Benefits D Item 12. The City shall make available to full-time regular employees working at least thirty-seven and a half (37.5) hours per week a City Retirement Plan. All employees hired after July 1, 1991 shall be required as a condition of employment to join a plan. Employees shall remain members until their employment with the City ceases. retires or pass away. Pension benefits shall be provided through one of the following: (a) Police Pension Plan (Sponsored either by the City of Dover or State of Delaware) (b) General Employee Pension Plan (Plan closed on September 28, 2009) (c) Defined Contribution Plan 401 Money Purchase Plan The City shall provide group hospital, surgical, and health and prescription insurance coverage for retired employees and their families. The City pays 100% of each retiree’s individual coverage and 75% of the cost of dependent coverage. This applies to all retirees, unless otherwise specified in employee labor agreements. Effective July 1, 2012, employees who retire on or after July 1, 2012, shall be responsible for 15% of the total monthly health insurance premium for their plan of choice. Effective July 27, 2009, Medicare Part B premium reimbursement was discontinued for non-bargaining employees hired after that date. Employees hired on or before July 27, 2009 who were not previously entitled to Medicare Part B premium reimbursement who were promoted or transferred to a non-bargaining position after May 28, 2013 (Date of Adoption), shall not be entitled to the reimbursement. The city will continue the practice of providing Medicare Part B premium reimbursement for non-bargaining employees hired on or before July 27, 2009 and those eligible due to promotion or transfer to a non-bargaining position on or before May 28, 2013 (Date of Adoption), with the understanding that it is not considered a vested right and can be changed or eliminated by council at any time by ordinance or resolution enacted to that effect. Please reference City of Dover Ordinance contained in Section 2-505 80-703 of Other Post Employment Benefit Fund. Any changes made to the ordinance will supersede the language contained in the personnel policy. Effective INSERT DATE in order to be eligible for retirement group hospital, surgical, health and prescription insurance coverage, the employee must retire directly from the City with unreduced pension payments. To “retire directly from the City” the employee’s first day of retirement eligibility must immediately proceed the employee’s last day of employment. The above section is subject to employee labor agreement, when applicable. Section 3. Deferred Income 401 Money Purchase Plan The City shall make available through its membership in the International City Management Association Retirement Corporation (ICMA) and Public Employees Benefit Services Corporation (PEBSCO) deferred compensation plans for regular employees whereby an individual can defer a portion of his/her current salary for use at a predetermined retirement date. The City shall make contributions based upon employee labor agreements when applicable. For regular full time non-bargaining employees the employee benefit shall be no less than the highest contribution required by an employee labor agreement. Part-time regular employees may contribute however there is no matching contribution from the City of Dover. Each May, non-bargaining employees will have the opportunity to change their contribution to the 457 plan thus effecting the City’s matching contribution to the 401 Money Purchase Plan. The change will be effective July 1 80 • 158

Exhibit A and irrevocable until the following July. Employee contributions cannot be below the required minimum D Item 12. percentage. Moved uniforms to Article 8 Conditions of Employment SECTION 4. UNIFORMS The City shall provide uniforms for certain personnel. These employees shall be required to wear uniforms so they will be easily identified as City employees while working on or near private property. The employee is responsible for the uniforms. Therefore, the cost of avoidable damage or loss of uniforms shall be paid by the employee. An employee will wear his/her uniform properly, will not allow them to be worn by other individuals and will wear them only during working hours or to and from work. Upon separation from employment, the employee shall return the uniforms to the City. The above section is subject to employee labor agreement, when applicable. SECTION 5. BLOOD BANK The City shall make available to full-time regular employees and retirees the option of joining the Blood Bank of Delaware group plan. This program provides protection for the employee/retiree and his/her dependents if the need for blood arises. Under the group plan the employee/retire and his/her dependents are protected in all 50 states and Canada for an unlimited amount of blood. Section 6. 4. Credit Union The State of Delaware employs a Delaware Federal Credit Union which is a federally insured savings and loan organization. All City employees shall be eligible to become a member subject to the requirements of the Credit Union. Employees also have the option of becoming a member of the Dover Federal Credit Union. Section 7. 5. Service Awards The City shall provide a Service Award program to recognize employees for continuous and loyal service. All regular employees, Employees who work thirty-seven and a half (37.5) or more hours per week part-time and full-time, are eligible for the award. Awards shall be presented to employees who have completed five, ten, fifteen, twenty, twenty-five and thirty years of service. in five year increments. Section 6. Police Chief and Police MajorI The Police Chief and Police Major as of January 12, 2009, The Police Chief and Police Major shall follow the benefits indicated in the Fraternal Order of Police (FOP) until such time as the current Police Chief and Police Major no longer hold their current position. Thereafter, The Police Chief and Police Major will follow the guidelines for benefits as indicated in the City of Dover Personnel Policy. In addition, they will be entitled to uniforms, uniforms dry cleaned, professional liability insurance coverage and follow the police holiday schedule. Approved by City Council on January 12, 2009. ARTICLE 18 81 • 159

Exhibit A EDUCATIONAL ASSISTANCE D Item 12. Section 3 1. Educational Assistance The City promotes continuing education if this education will better prepare the employee to do his/her job. An employee is allowed to receive reimbursement for a maximum of three (3) courses per semester/quarter/block of $7,500 per fiscal year. This benefit is available to an employee who has successfully completed his or her initial probationary period of employment, with the exception of sworn police officers. Sworn police officers are eligible upon completion of six months of employment. To be eligible for this benefit an employee must have demonstrated during his/her full-time regular employment with the City, prior to application, that his/her elementary and secondary public school training is education is sufficient and adequate for extended study and training and that such informal education and training is compatible and commensurate with the employee’s chosen extended study and training. Educational Assistance is not available for remedial classes. The employee shall notify his or her supervisor during the normal budget cycle of their request for educational funding. Failure to do so, will disqualify the employee until funds are budgeted. Funding is only available to the limit requested during the budget cycle. Extenuating circumstances will be considered. The employee's selected major must be approved in writing and in advance by his/her Department Head and the Human Resources Department. The selected courses of study must be helpful to the employee in his or her present work and/or basic advancement within the City. The City shall reimburse the employee for tuition, laboratory fees and books. Reimbursement will be the lower of University of Delaware in-state rates for the level and type of course taken or the actual amounts paid for tuition. Employees shall receive reimbursement based upon the following schedule: Letter Reimbursement Grade Grade Percentage A 90 to 100 100% B 80 to 89 90% C 70 to 79 80% D or F 69 and under 0% Receipts and official grade verification must be provided for reimbursement. Reimbursement will not be provided for a class more than once. The City shall reimburse the employee for books provided the City has the option of retaining the books if it so desires. An employee who takes advantage of this policy shall be required to complete at least two (2) continuous years of employment with the City upon receiving reimbursement or shall have the amount of the reimbursement deducted from his/her final pay check. If the employee’s final compensation is insufficient for full payment, a payment agreement will be executed. This agreement shall not constitute an employment contract. No employee shall be eligible for benefits under this policy if they are enrolled and receiving benefits under any other Education Association Plan, such as the "G.I. Bill", financial aid, Law Enforcement Officers’ Educational Reimbursement Program or etc. Benefits are to be sought through other sources prior to requesting reimbursement from the City. 82 • 160

Exhibit A D Item 12. Any falsification of documents shall disqualify the employee from this benefit during their career with the City. For complete details on the reimbursement process please contact the Human Resources Department. ARTICLE 19 PERSONNEL RECORDS AND REPORTS Section 1. Personnel Records Maintenance Personnel records are necessary for proper administration of the personnel system and will be maintained by the Human Resources Department. with the exception that The Police Chief will maintain files for sworn police officers employed within the Police Department. The City shall maintain in personnel records only information that is relevant to accomplishing personnel administrative purposes. Supervisors may keep working personnel files but material not maintained in the Human Resources files or the files maintained by the Internal Affairs division of the Police Department may not provide the basis for discipline against an employee. The following minimum information on each City employee must be maintained but if it is determined and intended by the City and the employee that his/her personnel file shall not be deemed a public record and is exempt from disclosure according to the Freedom of Information Act (FOIA) 29 Del. C. § 10002(1)(1) which in pertinent part states that the following shall not be deemed public records: “Any personnel, medical or pupil file, the disclosure of which would constitute an invasion of personal privacy, under this legislation or under any State or federal law as it relates to personal privacy.”: (a) name, (b) age, (c) date of original employment or appointment to City service, (d) current position title, (e) current salary, (f) date and amount of most recent change in salary, (g) date of most recent promotion, demotion, transfer, suspension, separation or other change in position classification and (h) office to which the employee is currently assigned. Section 2. Access to Personnel Records Any person may have access to the information listed in Section 1 except for items e,f and g for the purpose of inspection, examination and copy during regular business hours of the City. Access to such information shall be governed by the following: (a) All disclosure of records shall be accounted for by keeping a written record (except for authorized persons processing personnel actions) of the following information: Name of the employee; information disclosed; date information was requested; name and address of person to whom the disclosure is made; purpose for which the information is requested. This information must be retained for two years. (b) Upon request, records of disclosure shall be made available within a reasonable time to the employee to whom it pertains. 83 • 161

Exhibit A D Item 12. (c) An individual examining a personnel record may copy the information. Any available photocopying facilities may be provided and the cost may be assessed to the individual. Upon request, within two (2) weeks of the request, an employee may review their personnel file. The employee examining their personnel record may obtain a copy of the information contained within the file. Any available photocopying facilities/printing may be provided and the cost may be assessed to the individual. Section 3. Confidential Information All information contained in a City employee's personnel file, other than the information listed in Section 1, subparagraphs a, b, c, d and h of this Article shall be maintained as confidential and shall be open to public inspection only in the following instances: (a) The employee or his/her duly authorized agent may examine all portions of his or her personnel file, except for letters of reference solicited prior to employment. (b) A licensed physician designated in writing by the employee may examine the employee's medical record. (c) A City employee having supervisory authority over the employee may examine all material in the employee's personnel file. (d) By order of a court of competent jurisdiction, any person may examine all material in the employee's personnel file. (e) Each individual requesting access to confidential information will be required to submit satisfactory proof of identity. (f) A record shall be made of each disclosure and placed in the employee's file (except of Disclosure to the employee and supervisor will not be record). Section 4. Exceptions Exceptions may be granted to Section 2 and 3 of this article upon determination by the City Solicitor or other legal representative for the City of Dover that such exceptions are allowable under Chapter 100, Title 29 of the Delaware Code (Freedom of Information Act). and are not in violation of personal privacy of the employee as provided in FOIA 29 Del. C. § 10002(1)(1) since the City considers the personnel file of the employee as not being a public record requiring disclosure which would constitute an invasion of personal privacy of the employee. Section 5. Records of Former Employees Former employees are not permitted to review their personnel file. Employees who are laid off with a right of reemployment or are on an authorized leave of absence are permitted to review the file. Section 6. Remedies of Employee Objecting to Material in File An employee who objects to material in his/her file may place in his file a statement relating to the material he/she considers being inaccurate or misleading. The employee may seek the removal of such material in accordance with established grievance procedures. 84 • 162

Exhibit A D Item 12. 85 • 163

D Item 13. City of Dover PROPOSED ORDINANCE #2021-26 1 BE IT ORDAINED BY THE MAYOR AND COUNCIL OF THE CITY OF DOVER, IN COUNCIL 2 MET: 3 That a new Chapter 28 - Dawdling be created as follows: 4 Sec. 28-1. - Purpose. 5 The purpose of this Ordinance is to provide a safe environment for the People of the City of Dover, 6 Delaware by addressing serious quality of life issues. 7 Sec. 28-2. - Violations. 8 (a) It shall be unlawful for any person to stand or sit on any street or sidewalk in such a manner 9 as to obstruct the free passage of other persons using said street or sidewalk. It shall be 10 further unlawful to sit or stand in front of any store or shop entrance or display window in 11 such a manner as to obstruct the free passage of persons entering or leaving said store or 12 shop or to block the view of said display windows. It shall also be unlawful for any person, 13 between the hours of 11:00 p.m. and 5:00 a.m. to linger in a public parking lot in a parked 14 car, stand around, distribute substances, play loud music or public address without 15 permission or otherwise remain in a public parking lot for an unreasonable period of time 16 between 11:00 p. m. and 5:00 a. m., unless engaged in activity related to a valid business 17 purpose, vehicle rescue or the safety of any person . No violation shall be deemed to have 18 occurred unless and until a city police officer shall have requested the persons involved to 19 move on. 20 Failure to comply with such a request by an officer shall then constitute a violation. 21 (b) A person shall also be deemed to have committed a violation of this ordinance if he/she 22 loiters or dawdles or prowls in a place, at a time, or in a manner not usual for law-abiding 23 individuals under circumstances that warrant alarm for the safety of persons or property in 24 the vicinity. Among the circumstances which may be considered in determining whether 25 such alarm is warranted is the fact that the actor takes flight upon the appearance of a 26 policeman or refuses to identify himself or herself, aggressive panhandling, or harassment 27 of individuals. Unless flight by the actor or other circumstances make it impracticable, a 28 police officer shall, prior to any arrest for an offense under his section, afford the actor an 29 opportunity to dispel any alarm which would otherwise be warranted by requesting him to 30 identify himself and explain his presence and conduct. No person shall be convicted of an 31 offense under this section if the peace officer did not comply with the preceding sentence, 32 or it if appears at trial that the explanation given by the actor is true, and if believed by the 33 peace officer at the time, would have dispelled the alarm. • 164

Item 13. DRAFT ORDINANCE #2021-26 PAGE 2 34 Sec. 28-3. - Penalties. 35 The penalties for violations of either Sec. 28-2. - Violations (a) or (b) shall be in accordance with 36 Appendix F - Fees and Fines. Fines not paid within 14 days of the day the fine was issued, including 37 the day the fine was issued, shall be automatically doubled in amount. 38 Sec. 28-4. - Repealing Provision. 39 This ordinance is not intended to replace nor conflict with any provisions with Delaware Code. This 40 ordinance shall replace any city loitering provision in the City of Dover Municipal code. 41 Sec. 28-5. - Severability. 42 Each of the provisions of this ordinance is severable, and if any provision shall be declared to be 43 invalid, the remaining provisions shall not be affected but shall remain in full force and effect. 44 BE IT FURTHER ORDAINED: 45 That Chapter 62 - Law Enforcement, Article II - Police Department, Section 62-38 - Police Cadet Program 46 of the Dover Code be amended by inserting the text indicated in bold, blue font and deleting the text 47 indicated in red strikeout as follows: 48 Sec. 62-38. Police cadet program. 49 (a) Created; purpose. Due to the continuing safety and security concerns expressed by 50 merchants, patrons, and residents, city council has authorized the police cadet program to 51 maintain a more visible presence in the City of Dover. The city manager and police chief 52 shall expand or contract the number of police cadets at their mutual discretion. The 53 objectives of the police cadet program are to: 54 (1) Allow merchants to build a rapport with the police cadets, allowing the police cadets 55 to understand their needs. 56 (2) Provide additional patrols to curb loitering, dawdling, alcohol violations and pan 57 handlers. 58 (3) Provide additional patrols to curb noise ordinance violations (loud music from 59 vehicles). 60 (4) Provide additional patrols to curb harassment complaints. 61 (5) Provide additional patrols in the Dover Public Library. 62 (6) Allow the police department to screen and vet the police cadets for future employment 63 as Dover Police Officers. 64 (7) Provide a feeling of safety to the downtown patrons, the downtown merchants, and the 65 residents of the City of Dover. 66 (b) Appointment. The chief of police shall assign the authorized number of duly qualified 165 •

Item 13. DRAFT ORDINANCE #2021-26 PAGE 3 67 individuals to the police cadet program. The cadets shall be civilian employees of the police 68 department and shall not be considered law-enforcement officers within the meaning of 11 69 Del. C. Ch. 92 - Law-Enforcement Officers' Bill of Rights. 70 (c) Authority. The police cadets shall have the authority to issue summonses for violations of 71 any ordinance of the City of Dover. The police cadets shall not have the authority to enforce 72 the Delaware Code or make arrests for violations of the Delaware Code. 73 (d) Oath. Every police cadet, before entering upon his or her duties, shall take an oath to 74 faithfully perform his or her duties. 75 (Code 1968, § 2-34; Code 1981, § 18-6; Ord. No. 2015-09, 6-8-2015 ) 76 BE IT FURTHER ORDAINED: 77 That Chapter 74 - Parks and Recreation, Article I - In General, Section 74-11 - Loitering of the Dover Code 78 be amended by inserting the text indicated in bold, blue font and deleting the text indicated in red strikeout 79 as follows: 80 Sec. 74-11. Loitering Reserved. 81 No person shall enter, remain or loiter in or around any comfort station or other public structure in a park 82 area, except to use such facility for the purpose for which it is intended. 83 (Ord. of 12-8-1975, § 2(21-8.14(d), 21-13(a)); Code 1981, § 15-11) 84 BE IT FURTHER ORDAINED: 85 That Appendix F - Fees and Fines be amended by inserting a new Chapter 28 - Dawdling, as follows: 86 Chapter 28. Dawdling Fees and Fines 87 Fines not paid within 14 days of the day the fine was issued, including the day the fine was issued, 88 shall be automatically doubled in amount. 89 Sec. 28-3 - Penalties 90 Violations of either Sec. 28-2. - Violations (a) or (b) Not less than $50.00 and not more than $150.00 for subsequent offenses. 91 ADOPTED: * 92 S:\ORDINANCES\2021\DRAFT\ORDINANCE #2021-26 - DAWDLING\ORDINANCE #2021-26 - DAWDLING.wpd • 166

Item 13. DRAFT ORDINANCE #2021-26 PAGE 4 93 SYNOPSIS 94 This ordinance addresses quality of life issues by protecting the ability of customers to enter 95 and exit public accommodations such as businesses, prevent public parking lots from 96 becoming late night nuisances, and allowing the ability to clear out suspected substances 97 distributors by providing a civil violation alternative. 98 (Sponsors: Anderson and Taylor) 99 Actions History 100 10/26/2021 - Scheduled for Introduction - Council Committee of the Whole/Safety Advisory and Transportation Committee • 167

D Item 13. Delaware Code - Title 11, CHAPTER 5. Specific Offenses, Subchapter VII. Offenses Against Public Health, Order and Decency, § 1321. Loitering; violation. A person is guilty of loitering when: (1) The person fails or refuses to move on when lawfully ordered to do so by any police officer; or (2) The person stands, sits idling or loiters upon any pavement, sidewalk or crosswalk, or stands or sits in a group or congregates with others on any pavement, sidewalk, crosswalk or doorstep, in any street or way open to the public in this State so as to obstruct or hinder the free and convenient passage of persons walking, riding or driving over or along such pavement, walk, street or way, and fails to make way, remove or pass, after reasonable request from any person; or (3) The person loiters or remains in or about a school building or grounds, not having reason or relationship involving custody of or responsibility for a pupil or any other specific or legitimate reason for being there, unless the person has written permission from the principal; or (4) The person loiters, remains or wanders about in a public place for the purpose of begging; or (5) The person loiters or remains in a public place for the purpose of engaging or soliciting another person to engage in sexual intercourse or deviate sexual intercourse; or (6) The person loiters, congregates with others or prowls in a place at a time or in a manner not usual for law-abiding individuals under circumstances that warrant alarm for the safety of persons or property in the vicinity, especially in light of the crime rate in the relevant area. Unless flight by the accused or other circumstances make it impracticable, a peace officer shall, prior to any arrest for an offense under this paragraph, afford the accused an opportunity to dispel any alarm which would otherwise be warranted, by requesting identification and an explanation of the person’s presence and conduct. No person shall be convicted of an offense under this paragraph if the peace officer did not comply with the preceding sentence, or if it appears that the explanation given by the accused was true and, if believed by the peace officer at the time, would have dispelled the alarm. Loitering is a violation. 11 Del. C. 1953, § 1321; 58 Del. Laws, c. 497, § 1; 67 Del. Laws, c. 130, § 8; 70 Del. Laws, c. 113, § 1; 70 Del. Laws, c. 186, § 1; • 168

D Item 15. Downtown Dover Parking r Dover City Council Committee Downtown ofParking Dover the Whole Meeting 1 October 26, 2021 October 2021 • 169

Item 15. Downtown Dover Parking Management Plan Table of Contents 1. Purpose 2. Value 3. Benefits 4. Schedule 5. Survey Results 6. On-Street Parking 7. Off-Street Parking 8. Hours of Operation 9. Parking Fees r 10. Parking Facility Amenities 11. Parking Program 5-Year Pro Forma of Revenue & Expenses Downtown Dover Parking 2 October 2021 • 170

~ ovw~ER Item 15. Downtown Dover Parking Management Plan ~ A R TN ERSHIP Purpose: The Downtown Dover Partnership (DDP) is seeking to develop cost-effective and efficient solutions to enhance parking capacity and capabilities throughout the commercial core of the City of Dover that stimulate community and economic development and improve parking services, convenience and efficiency to parking users in the downtown business area. r Downtown Dover Parking 3 October 2021 • 171

~ ovw~ER Item 15. Downtown Dover Parking Management Plan ~ A R TN ERSHIP Value: Even with a modest parking fee structure, revenue generated from a holistic parking solution will be reinvested into the community – by addressing projects/issues that will benefit merchants, residents and property owners. Among these issues can be meeting the future parking needs of a growing/redeveloping Downtown Dover. r Downtown Dover Parking 4 October 2021 • 172

~ ovw~ER Item 15. Downtown Dover Parking Management Plan ~ A R TN ERSHIP Benefits:  Create more turnover and availability for customers, visitors, and guests to Downtown Dover.  Customer friendly system for the parking lots with monthly payment options.  User-friendly by combining “smart” technology and cash/credit card options.  Reasonable user cost.  Amenities like Electrical Vehicle (EV) charging.  More effectively use of current capacity to extend the time before a parking garage is required. r Downtown Dover Parking 5 October 2021 • 173

~ ovw~ER Item 15. Downtown Dover Parking Management Plan ~ A R TN ERSHIP Benefits: Parking Benefits District: Invest proceeds from the Downtown Parking program back into improvements downtown as directed by the DDP Parking Committee for items like streetscape, lighting and safety enhancements. r Downtown Dover Parking 6 October 2021 • 174

~ ovw~ER Item 15. Downtown Dover Parking Management Plan ~ A R TN ERSHIP Project Schedule to Date 2008 DDP Parking Committee Formed January 2018 Downtown Dover Parking Study Issued DDP Parking Garage RFP Issued, Proposals Evaluated and Project April-June 2019 determined to be too costly DDP Issues RFI & Receives Responses for Holistic Solutions to January 2020 Downtown Parking Management Colonial Parking, Inc. is selected to partner with DDP on June 2020 Downtown Parking Management Plan DDP receives City of Dover authorization to include on-street October 2020 parking in Downtown Parking Management Plan DDP & Colonial Parking launch process to start development of a November 2020 comprehensive Downtown Parking Management Plan. April 2021 DDP & Colonial Parking conduct Survey August 11, 2021 DDP & Colonial Parking host Public Meeting r September 21, 2021 September 22, 2021 DDP & Colonial Parking host Second Public Meeting DDP Board of Directors Approves Final Parking Plan Downtown Dover Parking 7 October 2021 • 175

~ ovw~ER Item 15. Downtown Dover Parking Management Plan ~ A R TN ERSHIP Proposed Project Schedule Moving Forward Dover City Council October 26, 2021 Present Parking Management Plan COW Review Parking Program November 17, 2021 DDP Parking Comm Implementation Plan r Downtown Dover Parking 8 October 2021 •176

Item 15. Downtown Dover Parking ~ OWN TOW N Management Plan ~~~YR~B Survey Results OVER ~ "Ml'o l.)Wh Cul111il<11J ~ Ji l ~'-lt:.-111 !::!. li=y ffrl.dlng, : QlJ llt~tt.<<!~,.e,.~tlofll~,rl....,-,eto~ CtS How /"iaw!i ','OIJ .-,p.:;all•, found ,..,. ln.~llffl•_er..,."'111£"",.."lln•M.,.._w-rt i:icrklng e:..perie,ce tc be n Oc•.i..ntov., bfidlt<O<""-enlontw:01t11reea•eu,f .-eod!Nt ht• l,,:..1.~mne,I fm-111rs I .!8,; ol ~ec,ple r1d pc tir",g Mcif poo::,!:! reCQ"T""le"IC" :i"'ors C"e: Do·,~? Ir Dc-...rirc·.11r [)ov(lr•o :e pcJi'Y.0'1 .::clll:ltlffldltllWll. ---·--- ·- e lr,e, "lei= con,,er er t Lo:X:1::.11!-'l""'I:,, Sultq•-SL'"!)I l'r' . . . r,/ Ihm! ,:rher caeas,. b..t n=I $tree! ar~.:ie Cnill'""'°'i ,\'T't-u·•.-;rvjnr, ·-·-------· bod ror oao....rnow...,·· .:r $treeir,. -..iconY"e'"llfJl1· and drfi =u I 10 'i'Xlpcrtir~ ~" ,~~!'111l0!1' _ __ 3. S.!1~ ?. .. 1.o..111;': Or 1•, 12":: -=::·~,;iople~d A~ i'ill"llllA PM'1ng Lol~lt<::1'11:KJ~ ,t lr~nltff;J'Ptr.1To?lnn l,Xllb-Wlot..K,i :...awt1·M1 ·--·--·- ,,:;od r: ::rknr.:a eorev1ines1 ar: eosyt::i f,d_- rt, "llle o ~,-,Ju 'lllrr:;Ct -:· p:;:opk: lo=-nll"tr" ,..., ..... _,.__..___ 'i N''1rr.Pn-tfnrl f.-,,1-fr-, 11~"/, l"'LP '"r-nr'" "l!l°'-, ~ C·'.YOOC dek! 'H.'tr t: oor,:11q Downlov,-.," ood 113'-i! ...it·, ~c;lgl,-iQnificor·r, r rlpn-lnnB,r-n9i~, "'199I L."'t5Cfe CJ"C:otne ma. or: i:-:Jrk. Ol't¥"'°i•" 6 ::ril2[!'2 1 '5 Conclusions: Based on “What We Heard” from the 2021 Downtown Dover Parking Survey we have determined the following:  Downtown Dover has a limited number of parking spaces and even with modest activity due to the pandemic there appears to be a lack of parking.  As activity returns and new investment is made in Downtown Dover parking will become even more scarce, making it important to manage these scarce resources.  Develop a comprehensive Parking Management Plan with the goal of creating more efficient parking to implement when the recovery from the pandemic is more certain. r  Continue to engage the public in the development of the parking management plan. Downtown Dover Parking 9 October 2021 • 177

Item 15. Downtown Dover Parking ~ OWNTOWN Management Plan ~~~YR~B On-Street Parking . ~ ;i'!! ~ r.; • iii!! :, • : OGM'nDWn Bu ss Distnci. / Do-."""""P-.,gP~ Baundary r r .... - .... .• (.: I• .. ,,. ~ ~ p .,. ~ Q > • On-Street Parking Spaces I ' p Loockerman Street 116-spaces Governors Avenue 17-spaces Bradford Street 33-spaces ;a,-~ State Street 32-spaces Kings Highway 30-spaces Reed Street 35-spaces Total 263-spaces r st Joo~ Rll/ef' Downtown Dover Parking 10 October 2021 • 178

--«,~l Item 15. Downtown Dover Parking DOWNTOWN QVE Colonial I Management Plan PARTNERs B Parking us On-Street Parking Management Develop the management plan including ••• ••• specifications for Multi-Space Meters to meet the on-street parking needs of the Downtown Dover parking program will be finalized and sent out for bid from qualified ••• payby phone vendors with features including: • Pay-by-Plate • Accept Cash & Credit Card Payments • Interface with Parking Apps for Payment • Integrated Parking Program Enforcement Tools • Solar Powered r Downtown Dover Parking 11 October 2021 • 179

~ ovw~ER Item 15. Downtown Dover Parking Management Plan ~ A R TN ERSHIP Off-Street Parking Off-Street Parking Spaces 1. Bradford St Lot 112-spaces 2. Minor St Lot 8-spaces 3. Governors Ave Lot 100-spaces 4. Loockerman Way Lot 35-spaces Subtotal 255-spaces 5. City Hall/Library Lot 140-spaces Total 395-spaces Downtown Dover Parking 12 October 2021 • 180

~ovw~ Item 15. Downtown Dover Parking Management Plan ~ AR T NE RS EHRIP Off-Street Parking Management MSM with a Manual “LOT FULL” Sign An MSM has the ability to limit the number of parking sessions and determine when to stop selling hourly parking. Enforcement staff ~'-OWN D would turn a “LOT FULL” sign on o 0~ ~ 0~ M -P and off based on physical lot Bradford Street Parking Lot counts. Public Parking Daily Pay at Meter LOT FULL Permit Parking Only r This is a Self P We are not re -. ark Facility vehicles or losssgfo;~!ble for damage to rcles left in veh·rcles Managed by Colonial Parking (302)651-3600 Downtown Dover Parking 13 October 2021 • 181

Item 15. Downtown Dover Parking Management Plan Off-Street Permit Parking Management Colonial Parking will issue a vehicle Apply 1D LOWW Ri!11 THIS SIDE · ~:~ ~indahleld credential that will be placed in the windshield of Permit Customer’s ~ c:.- olonial vehicles. ~ Colonial enforcement staff will be I I able to scan the barcoded 01111111 credential to confirm the credential is valid for parking at the DDP Off-Street Parking Facilities. r Downtown Dover Parking 14 October 2021 • 182

~ ovw~ER Item 15. Downtown Dover Parking Management Plan ~ A R TN ERSHIP Hours of Operation Monday – Friday 10:00AM until 6:00PM Unattended Saturday, Sunday & Holidays The Hours of Operation are designed to allow for parking without fee: 1. For deliveries to businesses in the morning (prior to 10:00AM), 2. For activities in the evenings, weekends & holidays, r 3. For Downtown Residents who park in the evening and overnight. Downtown Dover Parking 15 October 2021 •183

~ ovw~ER Item 15. Downtown Dover Parking Management Plan ~ A R TN ERSHIP Parking Fees $0.25 / 15-minutes On-Street Parking ($1.00 / hour) limit 2-hours Transient (Daily) Limited 1-Hour FREE in designated spaces on Governors Avenue Lot Off-Street Parking (Lots) $1.00 / hour $5.00 Daily Max. Contract (Monthly) $30.00/month Downtown Dover Parking 16 October 2021 • 184

~ ovw~ER Item 15. Downtown Dover Parking Management Plan ~ A R TN ERSHIP Parking Facility Amenities -~ '1 Implement amenities in the Bradford j Street Parking Lot now: ELECTRIC • Electric Vehicle (EV) Charging VEHICLE CHARGING • Bicycle racks STATION It.. .J '- --- "- r Downtown Dover Parking 17 October 2021 • 185

~ ovw~ER Item 15. Downtown Dover Parking Management Plan ~ A R TN ERSHIP Parking Program 5-Year Pro Forma Revenue Year 1 Year 2 Year 3 Year 4 Year 5 On-Street Revenue $ 241,434 $ 246,263 $ 251,188 $ 256,212 $ 261,336 Off-Street Contract Revenue 61,020 62,240 63,485 64,755 66,050 Off-Street Transient Revenue 55,080 56,182 57,305 58,451 59,620 Credit Card Fees (6,793) (6,795) (7,068) (7,209) (7,353) Total Gross Revenue $ 350,741 $ 357,890 $ 364,910 $ 372,209 $ 379,653 Operating Expenses 199,668 202,663 205,702 208,788 211,920 Net Operating Income $ 151,074 $ 155,227 $ 159,208 $ 163,421 $ 167,733 Program Expenses Debt Service 107,815 107,815 107,815 107,815 107,815 Capital Reserve (2%) 7,015 7,158 7,298 7,444 7,593 Real Estate Taxes - - - - - Total Program Expenses $ 114,830 $ 114,973 $ 115,113 $ 115,259 $ 115,408 NOI After Debt + Reserve $ 36,243 $ 40,254 $ 44,094 $ 48,162 $ 52,325 Cumulative NOI After Debt + Res $ 36,243 $ 76,498 $ 120,592 $ 168,754 $ 221,079 r Assumptions: See next page. Downtown Dover Parking 18 October 2021 • 186

~ ovw~ER Item 15. Downtown Dover Parking Management Plan ~ A R TN ERSHIP Parking Program 5-Year Pro Forma Assumptions: On-Street Parking Revenue based on the 263-spaces identified in the footprint of the parking program. Off-Street Parking Revenue based on 255-spaces in Bradford St, Minor St, Governors Ave & Loockerman Way Parking Lots with 70% (180) of spaces for Permit Customers and 30% (75) for Hourly Customers. Debt Service based on Total Investment required for implementation of the parking program including the on-street parking meters and off-street parking management (FULL) signs for a total of $476,100 funded over 5-years at 5.0% interest. r Downtown Dover Parking 19 October 2021 • 187

~ ovw~ER Item 15. Downtown Dover Parking Management Plan ~ A R TN ERSHIP Return to Normal Parking Operations Monday, October 4, 2021 Off-Street Parking • Parking fees will resume for the Bradford St. Lot, Governor’s Ave. Lot and Loockerman Way Lot. • Parking charges will be collected through the ParkMobile app in a pilot program. • Daily parking fees - $1.00 per hour up to $5.00 for all-day. • Enforcement of monthly permits and ParkMobile payments in the off-street lots will resume. On-Street Parking • The existing 2-hour limit will be enforced r by the city. Downtown Dover Parking 20 October 2021 • 188

~ ovw~ER Item 15. ~ A R TN ERSHIP Downtown Dover Parking Management Plan Questions? r Downtown Dover Parking 21 October 2021 • 189

~ovw~ER Item 15. ~ ARTN ERSHIP Downtown Dover Parking Management Plan For additional information visit the Downtown Dover Partnership website at: https://www.DowntownDoverPartnershi r p.com/ddp/parking-downtown/ Downtown Dover Parking 22 October 2021 • 190

D Item 16. Short Bio Dr. Samuels-Leutzinger October 13, 2021  Dr. Samuels-Leutzinger graduated with honors from Delaware State University with a Bachelor of Science Degree in Biology.  She obtained a Master’s Degree in Public Health, with a concentration in Global Health from The George Washington University in Washington, D.C.  She attended Morehouse School of Medicine in Atlanta, GA and completed her residency at St. Francis Healthcare Family Medicine Residency and served as Co-Junior Medical Director.  She received the STFM Resident Teacher Award in 2020.  She practices full-spectrum family medicine and enjoys taking care of patients in all ages and stages of life.  Her particular interests include women’s health/obstetrics, process improvement, and health inequity. • 191

D Item 16. Short Bio Reverend Rita Mishoe Paige March 6, 2021  Pastor of New Beginnings Community AME Church, Frederica, DE June 2019-Present  Pastor Star Hill AME Church, 2005-2019  Ordained Itinerant Deacon, DE Conf. AME Church: March 2005  Ordained Itinerant Elder, DE Conf. AME Church: March 2009  Member DE Conference Board of Examiners  President Dover District Dover District AME Board of Christian Education Chair. 2020-present  Dover Strong Board President Sept. 2021- present  Member, United Church Ministries  State of DE COVID-19 Vaccine Sub-Committee  Worked with State of DE to initiate COVID testing at Churches, especially Black Churches  Kent County COVID Vaccine Coalition Chair for ensuring that Black/Brown and Latino Americans are vaccinated  Delaware Faith Registrars Coordinator (voter registration)  Advisor for Women, Children, Transformational Ministries International  Part time employee at Bennie Smith Funeral Home  Member of Delta Sigma Theta Sorority, Inc.  Interdenominational Ministerial Alliance (IMA) Social Action Chair.  Central Delaware Branch NAACP, member (former Vice-president)  Dover Educational and Community Center, president of the Board of Directors  City of Dover Human Relations Commissioner  Retired Social Worker/Case Manager Supervisor, Delaware State Housing Authority  State of Delaware 2020 Census Governor’s Complete Count Commission-representing the Faith Based Community  State of Delaware Governor’s women’s Work Force Policy Council member • 192

D Item 16.  State of Delaware Pandemic Resurgence Advisory Committee member  State Branch NAACP COVID-19 Co-chair  State Branch NAACP Chair of Women in NAACP  On call Chaplain Bay Health Hospital  Chaplain Delaware State University Police Department  Community Policing and Engagement Subcommittee of the Law Enforcement Accountability Task Force  Former IMA MLK Chair- 3 streets renamed after MLK in 2012  Former Heaven 1600 on air Gospel Radio Personality  2009 M.Div. Degree from Lutheran Theological Seminary in Philadelphia  1981 BA Degree Broadcast Journalism from Howard University, Washington  Married to James E. Paige, Sr. Two sons: James E. Paige, Jr., and Kyheen Page Weaver and One daughter & son in law: Jatia and Artis Nickerson; Three Granddaughters: Jamylah Pritchett, Jaliyah Nickerson and McKenzie Nickerson  Daughter of the Late Dr. Luna I. and Hattie B. Mishoe 3 siblings: Bernellyn Mishoe Carey, Luna I. Mishoe II., Dr. Wilma Mishoe • 193