Agenda Packet 05 22 14
Cape Fear Public Transportation Authority
A regularly scheduled meeting of the Cape Fear Public Transporta Thursday, May 22,
2014 at 12:00 pm in the Wave Transit Board Room at Forden Station, 505 Cando St., Wilmington, NC 28405.
An agenda for the meeting is presented below.
MEETING AGENDA
1)Call to Order
2)Moment of silence
3)Pledge of Allegiance
4)Public Comment Period 10 minutes
5)Safety Awards 05 minutes
6)Consent agenda 05 minutes
1.Approval of minutes from the April 24, 2014 regular meeting (p. 3)
2.Addendum 4 to the contract between the Authority and First Transit (p. 7)
3.Employee Policy Manual update (p. 10)
4.Contract to audit accounts (p. 31)
7)Public hearing Fiscal Year 2014 - 2015 operating budget 10 minutes
Fiscal year 2015 Budget Ordinance (p. 43)
8)Committee Reports 30 minutes
Executive Committee, Mr. David Scheu, Chairman
Nominating Committee, Mr. Don Betz, Chairman
Planning & Operations Committee, Mr. Henry Adams, Chair
April 2014 operating & statistical reports (p. 44)
Finance & Budget Committee
April 2014 financial statement (p. 48)
Facilities Committee, Mr. Jeff Petroff, Chair
Operations center update (p.49)
May change orders
9)Resolutions
1.Resolution authorizing the execution and filing of federal grant (p. 50) 10 minutes
2.FTA Section 5310 Designated Recipient Resolution (p. 51)
3.Motor vehicle fuel contracting Resolution (p. 52)
4.Resolution requesting local matching funds for transit amenities (p. 53)
10)Staff report 10 minutes
FTA Drug & Alcohol compliance audit
Heavy duty CNG bus bid
11)New business 05 minutes
Front St. resident complaint
12)Old business 05 minutes
Interlocal Agreement
13)Adjournment
The next regular meeting of the Authority is scheduled for ThursJune 26, 2014 in the Wave
Transit Board Room at Forden Station, 505 Cando Street, Wilmington, NC 28405.
Holiday Notice - Authority administrative offices will be closed and no bus servi
Monday, May 26, 2014 in observance of Memorial Day.
CONSENT AGENDA
The following items are attached for consideration. A brief exprecommendation
follows:
1)Approval of minutes from the April 24, 2014regular meeting (p. 3)
2)Addendum 4 to the contract between the Authority and First Trans (p. 7)
As required by federal law, the Authority must recognize the col
was in place when transit service went public in the region. Un
Authority, as a local government, is prohibited from entering in
agreement. Therefore, the Authority contracts with a third part
ensure compliance with federal and state law. On July 01, 2011
entered into a three year contract for management services. The contract is eligible for three,
year extensions. The Authority is pleased with the performance
management team and desires to exercise the first two year optioease
the management fee and the cost for four employees by one percen-
half percent in year two. The contract would also require First
compensation insurance for all contract employees for both yearsf the extension at a determined
cost. Annual savings by utilizing First Transit for worker comp
Approval of the contract addendum is recommended.
3)Employee Policy Manual update (p. 10)
Periodic review and modification of the employee policy manual to ensure compliance with the law
and the needs of the Authority is a task regularly undertaken by staff. The proposed manual
includes updates in the following areas: conflict of interest; nt;
grievances; equal employment opportunity; vacation; sick leave;
information technology. The manual is compliant with FTA and NC
the updated policy manual is recommended.
4)Contract to audit accounts (p. 31)
For your consideration is a contract with McGladrey, LLP in the
accounts of the Authority for the period ending June 30, 3014.
required by OMB Circular 133. McGladrey has prepared the annual
for the Authority since 2011. Staff has found McGladreys audito
with state and federal law. Approval of the contract is recommended.
Cape Fear Public Transportation Authority
MINUTES OF THE
CAPE FEAR PUBLIC TRANSPORTATION AUTHORITY
April 24, 2014
David Scheu, Chairman, Presiding
MEMBERS PRESENT
MEMBERS ABSENT
STAFF PRESENT
CONTRACT MANAGEMENT STAFF PRESENT
GUESTS PRESENT
CALL TO ORDER
EAGLE SCOUT BENCH PRESENTATION
PUBLIC COMMENT
CONSENT AGENDA
EXECUTIVE COMMITTEE
PLANNING& OPERATIONS COMMITTEE
FINANCE & BUDGET COMMITTEE
FACILITIES COMMITTEE
STAFF REPORT
OLDBUSINESS
NEWBUSINESS
ADJOURN
SCHEDULING OF NEXT MEETING
STATE OF NORTH CAROLINA AUTHORITY CONTRACT N/A
COUNTY OF NEW HANOVER
MANAGEMENT AGREEMENT BETWEEN
CAPE FEAR PUBLIC TRANSIT AUTHORITY and
FIRST TRANSIT, INC.
ADDENDUM 4
WHEREAS on July 01, 2011, the Cape Fear Public Transportation Authority and First Transit,
entered into a management agreement for the operation of fixed route bus service; and
WHEREAS, the on May 24, 2012, the Authority and First Transit agreed to a
contract to add up to $136,304.00 annually for an additional two
the Wave Transit staff; and
WHEREAS, the annual management fee for transit management effective July 01, 2013,
including the amended increases for Assistant Operations Manager
was $373,926.00 less any prorated amounts for authorized unfilled po; and
WHEREAS, pursuant to the agreement between First Transit and the Authority three (3) two (2)
year contract extensions are allowable pursuant to mutual agreem;
NOW, THEREFORE, in consideration of the foregoing and their mutual covenants h
forth, the AUTHORITY and FIRST TRANSIT, INC. agree to extend the original contract for a period of two
(2) years to include the following revisions:
The annual fee for the period beginning July 01, 2014 and endingwill be
increased by one percent (1%) from $373,926.00 to $377,665.00
The annual fee for the period beginning July 01, 2015 and ending
increased by one and one-half percent (1½%) from $377,655.00 to $383,320.00
First Transit will continue to provide four (4) employees per the agreement and subsequent
addenda for the two year contract extension
First Transit will provide worker compensation insurance for all
Wilmington employees for the period beginning July 01, 2014 and
cost not to exceed $2,045.00 per employee prorated on a monthly basis.
First Transit will provide worker compensation insurance for all
Wilmington employees for the period beginning July 01, 2015 and
cost not to exceed $2,075.00 per employee prorated on a monthly basis.
First Transit will deliver an employee manual, compliant with al
laws governing employment and the Collective Bargaining Agreemenfor
Transit Management of Wilmington employees no later than December 31, 2014.
IN WITNESS WHEREOF, the Authority and First Transit, Inc. have each executed this Addendum in
duplicate originals, one of which shall be retained by each of t
th
This the 22 day of May, 2014.
CAPE FEAR PUBLIC TRANSPORTATION AUTHORITY
BY: __________________________________
David R. Scheu, Chairman
ATTEST:
_______________________________
(seal)
Don Betz, Secretary
This instrument has been preaudited in the manner required by th
Control Act.
This _______ day of __________________, 2014.
_________________________________________
Joseph Mininni, CPA, Finance Officer
APPROVED AS TO FORM:
________________________________
Andrew W. Olsen
Authority Attorney
STATE OF NORTH CAROLINA
COUNTY OF NEW HANOVER
I, ____________________, a Notary Public do hereby certify that Don Betz personally came
before me this day and acknowledged the he is the Secretary of the Cape Fear Public Transportation
Authority and that, by authority duly given and as the act of thconstituent institutions, the foregoing
instrument was signed in its name by its Chairman.
WITNESS my hand and official seal this the _______ day of ________________, 20___.
________________________________
Notary Public
My commission expires:
(seal)
FIRST TRANSIT, INC.
By:_____________________________________
_____________________________________
Print Name and Title
STATE OF ______________________
COUNTY OF ____________________
I, _________________________________, a Notary Public in and for said state and county, do
hereby certify that __________________ , personally came before
due execution of the foregoing instrument on behalf of First Transit, Inc. , for the purposes therein
expressed.
WITNESS my hand and official seal this the _______ day of ______
________________________________
Notary Public
My commission expires:
(seal)
Cape Fear Public Transportation Authority
Employee Policy Manual
EFFECTIVE July 1, 2014
Cape Fear Public Transportation Authority
Authority Employee Policies
If you are reviewing this for the first time, we know that starting a new position is exciting, but at
times, can also be overwhelming. This Employee Policies handbook has been developed to help
you get acquainted with the Authority, and to answer many of you
If youve been part of the Authority for some time now, the impo
cannot be overstated. Our mission is to develop and maintain an effective, effi
system of public transportation within Southeastern North Caroli
this system.
This handbook explains our employee policies and benefits, and provides additional information
about opportunities and responsibilities that exist for you with
responsive to the needs of our growing Authority, changes or add
made when necessary. We will keep you informed when these changes are made.
We are glad you have joined us, and have chosen the Authority as place to work. We hope you
will find your work with us both challenging and rewarding.
Article 1: CONDITIONS OF EMPLOYMENT
................................................................1
SECTION 1 General ................................................................ 1
SECTION 2 Business Operations ................................................................ 1
SECTION 3 Federal and State ................................................................ 1
SECTION 4 Adoption ................................................................ 1
SECTION 5 Professionalism and Conflict of Interest ...................................................... 1
SECTION 6 Solicitation ................................................................ 2
SECTION 7 Employment of Family Members ................................................................. 2
SECTION 8 Probationary Period ................................................................ 2
SECTION 9 Employment Status ................................................................ 2
SECTION 10 Compensation ................................................................ 3
SECTION 11 Transportation Demand Management ........................................................ 3
SECTION 12 Smoking ................................................................ 3
SECTION 13 Performance and Discipline ................................................................ 3
SECTION 14 Outside Employment ................................................................ 4
SECTION 15 Grievances ................................................................ 4
SECTION 16 Resignation ................................................................ 4
SECTION 17 Drug and Alcohol Policy ................................................................ 5
SECTION 18 Personnel Records ................................................................ 5
SECTION 19 Unlawful Workplace Discrimination and Harassment ................................. 5
SECTION 20 Appearance .................................................................. 6
ARTICLE 2: EMPLOYEE BENEFITS
................................................................7
SECTION 1 General ................................................................ 7
SECTION 2 Vacation ................................................................ 7
SECTION 3 Holidays ................................................................ 7
SECTION 4 Sick Leave ................................................................ 8
SECTION 5 Bereavement Leave ................................................................ 8
SECTION 6 Family Medical Leave Act ................................................................ 8
SECTION 7 Insurance ................................................................ 9
SECTION 8 Retirement Plan................................................................ 9
SECTION 9 Tuition Reimbursement................................................................ 9
SECTION 10 Compensatory Time ................................................................ 9
SECTION 11 Overtime ................................................................ 10
SECTION 12 Inclement Weather ................................................................ 10
ARTICLE 3 MISCELLANEOUS ................................................................
11
SECTION 1 Volunteers ................................................................ 11
ARTICLE 4 GENERAL POLICIES
................................................................ 12
SECTION 1 Travel ................................................................ 12
SECTION 2 Information Technology (IT) ................................................................ 13
SECTION 3 Personnel Records ................................................................ 15
SECTION 4 Cellular Telephones ................................................................ 16
SECTION 5 Emergency Situations ................................................................ 17
SECTION 6 Time Sheets ................................................................ 17
SECTION 7 Drug Free Workplace and Drug and Alcohol Policy ................................... 18
SECTION 8 Access Cards ................................................................ 18
Article 1: CONDITIONS OF EMPLOYMENT
SECTION 1 General
1.1 The purpose of the personnel policies is to set forth the policies that apply to the employees of the
Cape Fear Public Transportation Authority (Authority). The Autho
to time and may change the policies at any time without notice, subject to regulations and laws
pertaining to public notice and comment. If there is a dispute as to the interpretation of any policy,
the interpretation of the Authority shall control. The Executive Director shall be responsible for
administering these policies and for holding employees accountable for compliance with these
policies.
1.2 Each employee receives a copy of this policy manual. Employees are required to read and abide by
these policies. Failure to abide by these policies shall be grounds for disciplind
including dismissal from employment with the Authority. This manual and the policies contained
herein do not create an express or implied employment contract w
1.3 The Authority assigns and directs its employees, including determining the type of work to be done,
the location of work, the time of work, the method and process f
establishing work and performance standards. The Authority establishes new employee positions
and changes existing positions as needed.
1.4 The Cape Fear Public Transportation Authority is an at will employer and employment may be
terminated at any time by the employee or the Authority.
SECTION 2 Business Operations
2.1 The Authority adopts business operations policies for the effectmanagement of its
business. The Authority determines the methods and means by whic
are performed. Employees shall abide by the Authoritys business operations policies.
2.2 The Authority has a wide range of operating hours, shifts and sc
employees will be at work, at their station and ready to begin w
shift.
SECTION 3 Federal and State
3.1 The Federal Transit Administration (FTA), the North Carolina Department of Transportation
(NCDOT), the City of Wilmington, and New Hanover County provide funding to support the
Authority. Each entity has policies, laws, and/or regulations with which the Authority must comply.
Authority employees shall abide by the policies, laws and regula, the State of North
Carolina, NCDOT, the City of Wilmington and New Hanover County regarding any activities
undertaken by the Authority, its members or employees.
SECTION 4 Adoption
4.1 The adoption of this policy manual replaces and supersedes previlicies adopted by the
Authority with the exception of policies not addressed in this d
SECTION 5 Professionalism and Conflict of Interest
5.1 The Authoritys reputation for integrity, fairness, and effectiveness is one of its most valuable assets
and is determined in part by the ethical standards and practices of its employees. Employment with
the Authority is not to be used for personal gain.
5.2 Employees shall conduct their personal affairs and perform theirignments, in an
ethical manner. Employees shall avoid situations that may lead to a conflict, or
conflict, between the employees interest and the employees responsibilities to the Authority.
5.3 Employees and their family members will not accept any valuable
service, loan, thing or promise from any person who to the emplo
interest in doing business with the Authority. Employees will not accept an
value that may tend to influence the employee in their discharge
5.4 Employees shall not engage in any business of transaction or hav
direct or indirect that is incompatible with the proper discharg
tend to impair independence of judgment and action in the perfor
5.5 Good judgment, courtesy, and respect in relations between employees and others shall be used.
SECTION 6 Solicitation
6.1 To promote and protect the relationship of the Authority and its
solicit Authority business when their employment or service withases.
6.2 Employees shall not, either directly or indirectly, on their own
solicit for business the Authoritys contacts made during their
Authority after termination of their employment or service. Employees shall not retain and shall not
use the Authoritys contact records and lists for personal gain.
6.3 Employees shall not, either directly or indirectly solicit Autho
SECTION 7 Employment of Family Members
7.1 The Authority prohibits nepotism. Family members of employees are not eligible for employment by
the Authority.
SECTION 8 Probationary Period
8.1 The Authority has a probationary period to determine the accepta
hired employees.
8.2 The Executive Director and or his or her designee hires and supervises Authority employees. Newly
hired employees shall serve a probationary period of six (6) mon
evaluate the acceptability of the performance of the employee in the position. If at any time during
the probationary period the employees performance is deemed unacceptable or not in the best
interest of the Authority, the employee may be discharged or transferred to another posit
available, at the determination of the Executive Director or his or her designee.
8.3 For Operators, any preventable accident or violation of a Class 1 Work Rule is cause for immediate
termination during the probation period.
SECTION 9 Employment Status
9.1 The Authority determines the status of each employee at the time of Employment status is
defined as full time, part time or temporary part-time. See individual job descriptions for
employment status.
9.2 An employees Federal Labor Standards Act (FSLA) status is determined by the established job
description.
9.3 Full time employees work regularly forty (40) hours per week. Full time employees may be entitled
to the Employee Benefits set forth in Article 2 of this manual. Part time employees work regularly
less than thirty (30) hours per week.
9.4 The Authority controls specific work hours for each employee. The Executive Director and or his or
her designee sets employee work schedules. Due to the nature of the work perf
Authority, employees may be required to vary the hours of work within a week. Adjustments in the
work schedule must be arranged with the employees supervisor. Employees are expected to be at
work on time and to perform their job duties during the work per
SECTION 10 Compensation
10.1 Employees are to be paid compensation in accordance with Federal Labor Standards Act (FSLA) and
any other applicable laws.
10.2 Employee salaries are quoted as annual or hourly amounts. Employees are paid bi-weekly by direct
deposit. Pay includes work previously completed in the previous two (2) full weeks.
10.3 Deductions required by state and federal law are withheld from t
deductions for insurance premiums or retirement contributions, o
employee has authorized deductions, in whole or in conjunction with the Authority, if any.
Deductions may be made to a final paycheck for all items agreed
Authority.
10.4 Court ordered garnishments may also be withheld from an employee
applicable laws and regulations.
10.5 The Authority utilizes a variety of time keeping systems to docu
required to keep accurate records of time actually worked. All e paid must be approved by a
supervisor or the Executive Director. Any payment of wages is based on these time records.
Falsification of time records is cause for immediate termination.
SECTION 11 Transportation Demand Management
11.1 In an effort to reduce traffic congestion, the Authority may allow employees to ize Traffic
Demand Management (TDM) initiatives.
11.2 After approval by the Executive Director or his or her designee, employees may take advantage of
the following TDM initiatives:
1)Telecommuting Up to twenty percent of a full time employees scheduled weekly
may be done from a location other than the employees regular working location.
Telecommuting hours are not accruable. Telecommuting is available only to those full time
employees who are permitted to take Authority computers off site
their personal computers for telecommuting purposes. A telecommuting report, available on
the Authority server, must be completed and submitted to the Executive Director prior to the
full time employee being allowed additional telecommuting days. Telecommuting is available
only with express written consent of the Executive Director or h
2)Flexible Work Schedules Up to two days of flex work schedules per workweek may be utilized
by full time employees, provided the schedule does not interfere
Prior authorization is required. Flexible Work Schedules are available only with express written
consent of the Executive Director or his or her assign.
3)Bus Transportation Employees are permitted and encouraged to ride Wave Transit fixe
vehicles free of charge by presenting their Wave Transit issued
11.3 Not all positions with the Authority are eligible for TDM benefits. Eligibility for TDM benefits is
indicated in the job description for each position. If eligible
Executive Director and or his or her designee.
SECTION 12 Smoking
12.1 To protect the health of Authority employees, smoking, and the use of electronic cigarettes, is not
permitted in any Authority owned or leased facility or vehicles, or within twenty-five (25) feet of any
entrance to an Authority owned or operated facility.
SECTION 13 Performance and Discipline
13.1 Employment with the Authority is at the will of the Authority. T
competent employees with acceptable job performance. The Authority provides opportunities for
employee training to enhance job performance. Employees may be required to participate in
seminars, conferences and trainings as determined by the employees supervisor or Executive
Director.
13.2 The Executive Director and or his or her designee hires, evaluates, disciplines and discharges
employees.
13.3 The Authority prepares and maintains job descriptions for each employee. Employee job
performance is evaluated by the Executive Director or his or her designee annually. Employees may
be disciplined to improve job performance and for failure to abide by these policies. The Executive
Director or his or her designee may discharge an employee at any time. The Executive Director or his
or her designee may use verbal and/or written warnings to discipline employees. A verbal warning
may be given and may be documented by a written memorandum and fe employees
personnel record. A written warning may be given and signed by tExecutive Director or his or her
designee and the employee and filed in the employees personnel record.
13.4 The Executive Director is hired, disciplined, evaluated and discharged by the Board of Directors.
Employment of the Executive Director is at the will of the Board.
SECTION 14 Outside Employment
14.1 For all employees, the work of the Authority takes precedence over other occupational interests or
employment.
14.2 Employee hours will be set by the Authority to meet the needs of
will not be scheduled around outside employment obligations.
14.3 Outside employment for any employee shall be communicated to his or her immediate superviso
a timely fashion. Outside employment shall not interfere with t work
schedule and performance. If attendance or work performance is determined by the Executive
Director or his or her designee to be compromised by outside employment, the appropriate
disciplinary action, up to termination may result.
14.4 Authority employees are prohibited from working for Authority an
SECTION 15 Grievances
15.1 The Authority encourages communication between the supervisors and employees regarding
grievances. Grievances are disputes involving employees and their supervisors regarding these
policies and their application or working conditions.
15.2 An employee with a grievance shall submit it to the Executive Director in writing with any supporting
documentation within seven (7) calendar days of the act that caused the grievance. The Executive
Director shall review the information submitted by the employee and determine the means to
resolve the dispute, including mediation. When the grievance is about the Executive Director, it is
submitted to the Chairman of the Board of Directors who will rev the grievance, conduct any
independent investigation deemed necessary, and make a recommendation for a resolution by the
Board. With the exception of any violations of the law, the decision of the Executive Director and
Board respectively are final as to grievances.
15.3 Grievances include disciplinary action and termination. Employees must present grievances for
disciplinary action and terminations in accordance with the prov
15.4 The Authority Board of Directors is not responsible for hearing except in cases
where the grievance is against the Executive Director.
SECTION 16 Resignation
16.1 The Authority needs the continued productivity of its employees
16.2 The Executive Director shall give a minimum of thirty (30) calendar days written notice to the Board
of Directors prior to resignation to resign in good standing. All other employees shall give the
Authority at least fourteen (14) calendar days written notice of
standing.
16.3 Upon notice of resignation by an employee, the Executive Directodesignee may
choose to waive any notice period and terminate employment immed
compensation other that hours worked or time earned which may beloyee.
SECTION 17 Drug and Alcohol Policy
17.1 The Authority has a Drug and Alcohol Policy that encompasses all employees. The Drug and Alcohol
Program Manager is responsible to ensure all employees receive a copy of the pol The policy is
designed to meet Federal and State mandates and ensures that individuals are
performing their duties. Any violation of this policy is ground
SECTION 18 Personnel Records
18.1 The Authority documents personnel transactions that become a part of the personnel record of the
employee. Personnel transactions include: promotion; pay change; retiremen
resignation; discharge and benefits transactions.
18.2 The Executive Director and or his or her designee maintain and are the custodian of the Authority
personnel records. Employees shall notify the Human Resources Clerk of any changes such as name,
address and telephone number. To the extent required by law, personnel records are confidential.
Employees may review their personnel records during regular business hours and obtain copies.
Employees, by written authorization, may permit another person t
and obtain copies.
18.3 The Authority Attorney is the custodian of record for confidential information regarding the
Executive Director.
SECTION 19 Unlawful Workplace Discrimination and Harassment
19.1 The Authority is an equal opportunity employer. Employment with the Authority is based on merit,
qualifications and job performance.
19.2 The Authority does not discriminate based on race, religion, colgender, age,
sexual orientation or disability.
19.3 The Authority promotes a work environment free of unlawful workp
harassment. In accordance with federal, state and local anti-discrimination laws, an Authority
employee shall not unlawfully discriminate or harass any individ
color, national origin, gender, age, sexual orientation or disability.
19.4 Complaints under this Section should be reported immediately to Executive Director or the
Chairman of the Authority.
19.5 The mission of the Cape Fear Public Transportation Authority (Wa
maintain an effective, efficient, and safe system of public tran
Southeastern North Carolina which is responsive to the mobility
Transportation services provided shall be designed to maintain a
transportation and shall contribute to the economic vitality of the community, the
natural resources and the protection of the environment. In an ethe
Cape Fear Public Transportation Authority and its contractors are committed to hiring and
maintaining knowledgeable management and qualified employees. Wa
are committed to ensuring Equal Employment Opportunity (EEO) thr
practices, including: recruitment, selection, promotions, termin
compensation, training, benefits and other terms and conditions
will not discriminate against an employee or applicant for emplo
race, religion, sex, national origin, disability or military sta
occupational qualification. Furthermore, affirmative action will
The steps for filing an EEO grievance is outlined in the Authoritys adopted EEO Policy.
SECTION 20 Appearance
20.1 Administrative Employees
Administrative employees are to dress in a professional manner.
except when required otherwise. Administrative employees who interact with the public may be
required to wear uniforms.
20.2 Dispatchers
Dispatchers will be issued uniform shirts through the uniform contractor, or be given an appropriate
uniform allowance if a uniform purchase program is used. Dispatc
operate a vehicle in service, therefore must wear appropriate footwear at al
shoes, sandals, etc.
Dispatchers wearing any Wave uniform, (full or partial) either oduty are prohibited from
entering an establishment that serves alcohol, or is considered inappropriate.
20.3 Operators
Operators are required to wear the full appropriate Authority supplied uniform when reporting to
work. An employee not in uniform or reporting for work in an unk
their scheduled work assignment without pay. It is the operator
are maintained in a neat, clean, and pressed condition. Along with the Wave supplied
an official Wave hat or Wave winter cap may be worn in cold weather.
Operators are required to have a clean shaven look, except those
facial hair. Facial hair must be maintained in a clean, trimmed and well-groomed condition.
Eccentric styles of facial hair are not permitted. Hair must be and not
of an eccentric color. Long hair must not interfere with the vision of an operator.
Footwear is to be clean and polished and only black footwear is
dark blue will be worn at all times except female operators wear
to shoes.
Operators are not permitted to have visible tattoos. All tattoos
uniform piece. The wearing of body piercing objects, other than
is prohibited.
Operators wearing any Wave uniform, (full or partial) either on or off duty are prohibited from
entering an establishment that serves alcohol, or is considered inappropriate.
ARTICLE 2: EMPLOYEE BENEFITS
SECTION 1 General
1.1 Employees will accrue vacation leave, holidays and sick leave wh
status. No leave will be accrued during unpaid leave. Exceptions to benefits offered may be granted
by the Executive Director.
SECTION 2 Vacation
2.1 The Authority provides compensated vacation leave for its full t
2.2 Supervisors must approve time off for vacation leave in advance. Dispatchers
provide one week notice of request for vacation. Operators are required to providmonth
notice of request for vacation. All other staff must provide adequate advance notice for vacation to
be considered.
2.3 Full time employees accrue ten (10) days of compensated vacation leave each year during the
three years of employment, twelve (12) days during the third to fifth year of employment, fifteen
(15) days between five and ten years of employment, and twenty (20) days after ten years of
th
employment. Vacation leave accrues from the date of employment at a rate o per pay period
based on the above schedule. No more than five (5) days vacation may be carried over to from one
calendar year to another. Employees are not compensated for unus
2.4 Vacation days are to be expended in one (1) hour increments. Any
must be used prior to using vacation time.
2.5 The Authority may allow individuals to use vacation time in excess of their current accr
Any amount used and not earned would be deducted from an employees final pay upon separation
or at years end.
2.6 Employees may not use accrued vacation leave for days which they
SECTION 3 Holidays
3.1 The Authority recognizes the following holidays each year (although bus service may be provided).
When a holiday falls on days of operational service, Operators, Dispatchers and Customer Service
Representatives must work with their supervisor to request time off for the holiday. The number of
operators, dispatchers and customer service representatives must be sufficient to operate service
during these holidays.
New Years Day
Martin Luther King Day
Good Friday or Easter
Memorial Day
Independence Day
Labor Day
Veterans Day
Thanksgiving Day and the Friday following
Christmas Eve and Christmas Day
If the holiday falls on a weekend, the Authority Executive Direcwill inform employees of the
recognized holidays.
3.2 Full time employees will be paid their regular rate for scheduled holidays. Should an employee be
required to work on an observed holiday, the employee will be co
eight (8) hours leave at a time to be mutually agreed upon by the employee Employees
direct supervisor.
3.3 An employee who is scheduled to work on Good Friday and Easter will be compensated for one day
holiday pay.
SECTION 4 Sick Leave
4.1 The Authority provides compensated sick leave to its full time employees to provi
with time to recover from illness.
4.2 Sick leave must be requested by the employee and approved by theimmediate supervisor.
Employees must telephone their immediate supervisor at the beginning of the workday to report
absence caused by illness and the anticipated length of the abse
4.3 Full time employees accrue twelve (12) days of compensated sick
th
accrues from the date of employment at a rate of 1/26per pay period based on the above
schedule. There is no compensated sick leave except that which accrues to the employee. If the
employee needs additional time to recover from illness, the employee must use compensatory time
or vacation leave. When vacation leave is exhausted, the employee may request time
without compensation. A formal leave of absence must be approved by the Executive Dire
4.4 No portion of accumulated sick leave is paid to the employee upon termination of employment.
4.5 Eligible employees on sick leave during an observed holiday will holiday leave for the
holiday.
4.6 Sick days are to be expended in thirty (30) minute increments. Any available compensatory time
must be used prior to using sick time.
4.7 The Authority follows federal guidelines under the Family Medica
4.8 Employees may not use accrued sick leave for days which they are
SECTION 5 Bereavement Leave
5.1 A maximum of three (3) consecutive working days may be authorized by the Executive Director or
his or her designee for bereavement leave for a full time employee to attend the funeral of an
immediate family member. Members of immediate family include spouse, parents, brothers,
sisters, children, grandchildren, grandparents, parent-in-law or other relative who resides in the
employees home.
5.2 Bereavement leave is not charged to vacation or sick leave.
SECTION 6 Family Medical Leave Act
6.1 Eligible employees will be granted unpaid leave under the guidel
Act (FMLA). To be eligible, employees must have been employed with the Authority for the last
twelve (12) months, worked at least 1,250 hours within the past twelve (12) months and meet the
qualifying criteria for leave under the Act. The leave may be taken, subject to eligibility
requirements, as a single block of time or on an intermittent ba Up to twelve (12) weeks of time
is allowed under FMLA within a twelve (12) month period. That twel
starts with the first time an individual is eligible for leave u
6.2 Employees ordinarily must provide thirty (30) days advance notic foreseeable.
6.3 An employee must exhaust accumulated compensation time, sick and
with taking of the FMLA.
6.4 The Authority will maintain an eligible employees health covera
leave. The employee is responsible for maintaining payments towa
benefits contribution while on leave.
6.5 Vacation, sick and personal leave time will not be accrued while
6.6 FMLA will run concurrently with Workers Compensation Benefits.
6.7 Adequate documentation is required to qualify for FMLA as determ
their designee.
6.8 Failure to provide adequate documentation or return to work at the conclusion of the approved
period may be cause for separation from employment.
SECTION 7 Insurance
7.1 The Authority may provide access to insurance coverage as a bene
Insurance coverage may include but is not necessarily limited to:
insurance; dental insurance; life insurance; accidental death an-term
disability; cancer insurance; short-term disability; long term care; and supplemental life insurance
The Authority may or may not contribute to the payment of the pr
7.2 Any insurance provided by the Authority to its full time employe
and conditions of the policy(s). The employee may add insurance coverage for a spouse or
dependents in accordance with the terms of the policy.
7.3 The Board of Directors shall determine if Authority funds will be utilized to subsidize any insurance
for full time employees or their eligible dependents.
7.4 All full time employees will be notified prior to the beginning of e
insurance coverage that will be required to be paid by the emplo
SECTION 8 Retirement Plan
8.1 The Authority may contribute to the North Carolina Local Government Employees' Retirement
System plan and or a 401(k) Retirement Plan on behalf of eligible employees.
8.2 Any retirement plan provided by the Authority to eligible employees shall be governed by the terms
and conditions of the plan.
SECTION 9 Tuition Reimbursement
9.1 Full time Authority employees may be fully or partially reimbursed for educational expenses
incurred and paid by the employee for education that benefits th
9.2 The approval of the Executive Director is required prior to enrollment in any educational course for
which a full time employee seeks reimbursement.
9.3 Full time employees requesting tuition reimbursement must comple
Form located on the Authority server and return it to the Executive Director prior to any
reimbursement. Tuition reimbursement includes tuition, eligible fees, books, an
course materials as approved by the Executive Director.
9.4 Employees may have 100% of tuition expenses paid by the Authority for classes that are specifically
required for the performance of their job duties.
9.5 Each request for work related tuition payment or reimbursement m
Authority Executive Director prior to enrollment in the course.
9.6 Successful completion of the course is a minimum requirement for partial or full
any course, with a grade of A, B or Pass receiving 100% of the agreed upon
grade of C receiving 50% of the agreed upon reimbursement.
SECTION 10 Compensatory Time
10.1 Compensatory time may be granted in lieu of overtime pay if requ
approved by the Executive Director or his or her designee in advance. Non-exempt employees will
be credited at the rate of one and one-half (1½) times the "amount of hours worked" over their
respective overtime thresholds in their respective pay cycle. Exempt employees will be credited at
the rate of one (1) times the "amount of hours worked" over forty (40) hours in a workweek. Sick
leave or vacation time taken in a work period will not count toward computing compensatory ti
In no event shall the amount of compensatory time exceed the max
except that in emergency situations, the Executive Director or his or her designee may approve
additional compensatory time over and above the maximum allowed.
compensatory time shall be set as follows:
1) Non-Exempt Employees - forty (40) compensatory hours, twenty-six point sixty-seven (26.67)
actual hours worked
2) Exempt Employees - sixty (60) compensatory hours, sixty (60) actual hours worked
10.2 Employees may request and use compensatory leave time off in the
requests. However, compensatory time must be exhausted before an
be used. Employees shall be permitted to use such time off withi
compensatory time off does not unduly disrupt the operations of Full time
Operators, Dispatchers, and full time Customer Service Representatives, must request to use
compensatory time at least forty-eight (48) hours in advance. Compensatory time will only be
earned for valid work requirements. Compensatory time cannot be
convenience of the employee or to create a flexible work schedule. All compensatory time shall be
marked as such on official timesheets, both when it is earned anCompensatory
time must be taken in thirty minute increments. The employee will be responsible for providing an
accurate accounting of compensatory time earned and taken, and tExecutive Director and or his
or her designee will approve all timesheets with compensatory time entries. The Accounting and HR
Clerk will maintain compensatory time records.
10.3 Employees may not use accrued compensatory time for days which t
SECTION 11 Overtime
11.1 It is Cape Fear Public Transportation Authoritys policy to comp
Labor Standards Act (FLSA) and to prohibit improper deductions from pay, whether for
or for any other reason.
11.2 The Executive Director and or his or her designee is assigned the responsibility to designate each
Authority job class as exempt or non-exempt in accordance with the provisions of the Fair Labor
Standards Act (FLSA).
11.3 Employees in an exempt job class will not be paid for hours workforty (40) hours in a work
week.
11.4 Employees in a non-exempt job class who work more than forty (40) hours in a work week will be
compensated at an overtime rate of one and one-half hours (1½) for every hour worked.
11.5 All overtime must be authorized in advance by the employees sup
11.6 Paid holidays or hours on which an employee does not physically
sick leave, will not be counted as hours worked in computing overtime. Non-exempt employees who
work overtime will be paid for all overtime incurred during the
worked, unless permissions to convert to compensatory time is re
11.7 The Authority reserves the right to adjust work schedules to stay within the budget con.
SECTION 12 Inclement Weather
12.1 If Authority operations are suspended or cancelled due to inclement weather, the Authority offers
options to receive compensation. Administrative employees may c
conditions permit. Should employees not be able to report to wo
reporting lost time as sick leave, compensatory time, or vacation should the employee have such
time accrued.
ARTICLE 3 MISCELLANEOUS
SECTION 1 Volunteers
1.1 The Authority may use volunteers. A volunteer is a person who undert
Executive Director or his or her designee on behalf of the Authority such as speaking engagements,
administrative duties and fundraising activities with no expecta
including reimbursement for expenses.
1.2 Volunteers, although not Authority employees are to abide by the Professionalism and Conflict of
Interest, Solicitation, Drug and Alcohol Use and Testing, Unlawf
Harassment, Sexual Harassment and Miscellaneous Sections of this as
employees.
1.3 Volunteers represent the Authority in their assignments. Volunteers shall keep the Executive
Director or his or her designee informed of the progress and status of assignments.
1.4 Volunteers may not schedule any activity for the Authority or usof the Authority to sell
or promote the volunteer or any other service.
ARTICLE 4 GENERAL POLICIES
SECTION 1 Travel
1.1 When it is necessary for an Authority employee or board member t
meeting, conference, workshop, seminar or to otherwise conduct Authority business, the Authority
will bear necessary and reasonable expenses relating to these ac
1.2 The Authority will pay all registration costs, including charges
of a registration fee for a meeting, conference, workshop or seminar.
1.3 The Authority will pay round trip train, bus or coach class air fare to destination and transportation
between airports, hotels, and activity sites. The use of economy priced rental cars may be allowed
by the Executive Director or his or her designee when cost effective. All other required
transportation related fees will be reimbursed by the Authority.
1.4 The Authority will pay employees on the basis of mileage for the use of their private auto, providing
this cost does not exceed the cost of air travel. The Authority allowance is based on the IRS mileage
reimbursement rate in place at the time of travel. Travel by Authority vehicles is required whenever
available. Use of personal automobile requires approval of the Executive Director or his or her
designee prior to travel if the employee is seeking mileage reimbursement. Parking fees will be
reimbursed, however, any parking or speeding citations received while on Authority business are
the responsibility of the employee. Use of an Authority owned or controlled vehicle is limited to
employees and contract employees with a valid North Carolina driver license. Personal use of
Authority owned or a controlled vehicle by an employee or contract employee is prohibited.
Employees are responsible for ensuring that vehicles are clean a
1.5 The Authority will pay the actual cost of moderately priced out-of-town lodging, including gratuities,
for the employee only. If an activity is being held at a hotel,
lodging. The Authority will pay for per diem meal expenses without receipts.
1.5.1 Per Diem Rates are based on the NCDOT Travel Subsistence Reimbursement Rates which are
compliant with NCGS 136-6(5).
1.5.2 It is expected that even if expenses greater than the per diem a
employee, generally these expenses will be offset by other days re less
than the per diem rate. However, if amounts higher than per diem rates are requested, th
Executive Director or his or her designee must approve prior to travel. Reasons for
exceeding the limits must be submitted with the expense report.
1.5.3 Meals or banquets, included in an activity's program where the employee has no practical
control over the site or food selection, that exceed per diem am
reimbursement on a case-by-case basis. Upon prior approval by the Executive Director or his
or her designee, the Authority will pay reasonable extra costs for these meals
only when a receipt is furnished and the expense justified on an
prior approval.
1.5.4 Meals that are included in an events registration costs should not be claimed as a per diem
expense. The Authority will only allow exceptions related to medical dietrestrictions. If
employees opt to skip an event meal (that is included) and purch
considered a personal choice and will not be covered by the Authority.
1.5.5 Employees may be reimbursed for meals for partial days of travel
status and the partial day is the day of departure or the day of return. The following applies:
1)Breakfast: depart duty station prior to 6:00 a.m. and extend the workday by two (2)
hours.
2)Lunch: depart duty station prior to 12:00 noon (day of departure
station after 2:00 p.m. (day of return).
3)Dinner: depart duty station prior to 5:00 p.m. (day of departure
station after 8:00 p.m. (day of return) and extend the workday b3) hours.
1.6 The Authority will pay expenses for extended overnight stay whenicant savings may be
realized. Such extended stay must be specifically approved in advance by tExecutive Director or
his or her designee and documented on the expense report.
1.7 The Authority will reimburse for incidentals such as a phone calccess (for
business purposes). The employee will document the type of expenason for need (if
applicable). The Authority will not pay for personal expenses that are unrela
the travel. Expenses such as but not limited to alcoholic beverages, magazines, movies, premium TV
channels, personal internet use and other entertainment will not
1.7.1 To request funds in advance, a prepayment requisition must be sub
needed indicating the purpose of the travel, date, and location of the activity, the name(s)
of the employee(s) and the applicable due date for payment. The request must be
submitted at least two (2) weeks in advance of the anticipated need.
1.7.2 After the completion of the activity, all related expenses must
working days to the Director of Finance & Administration by submitting an Expense Report.
The official Authority expense report worksheet can be found on the Authority server. With
the exception of meals that do not exceed the per diem rate, receipts or other documents
will be required of all expenses as noted in this procedure. Employees are cautioned that
the Authority may deny payment of any unreasonable expense or an
expense. The approved Expense Report and attachments must be submitted to
of Finance & Administration and or the Executive Director before
occur.
1.7.3 If a receipt is lost for an expense greater than $10, a duplicate receipt must be obtained. If
amount is less than $10, additional details must be provided on rt or other
attached documents. Screen shots are allowable for any on-line transactions. Duplicate
receipts are generally available from vendors and hotels upon re
1.7.4 If an advanced payment is authorized and reimbursement is due to the Authority, the
employee must submit cash or check in the amount of the reimburs
approved Expense Report within five working days after the compl
Director of Finance & Administration.
1.8 The Executive Director or his or her designee shall approve, in advance, all requests to travel on
Authority business and all expenses to be incurred relative to this travel. The Executive Director or
his or her designee shall closely monitor expenses and question any unreasonable charges incurred.
1.9 The Director of Finance & Administration will review all travel related transactions, including the
Expense Report, and advise the employee and the Executive Director of any deviations from these
procedures.
SECTION 2 Information Technology
2.1 The use of the Internet, Wi-Fi, & Smart Devices during work for personal use is a privilege. Excessive
use of these media during working hours for personal use is not Social media for personal
use, personal emails, chatting, texting and other forms of social mprohibited
during working hours. Many positions with the Authority disallow the use of any electr
during the course of normal duties and may be cause for termination. Operating non-revenue,
Wave Transit vehicles while using a cell phone without a hands free device is prohibited and may
result in termination.
2.2 The Internet is a valuable resource tool. Employees are encourag
performance of their duties or to enhance their effectiveness. T
systems as tools to accomplish work assignments. The use of the
employees shall be responsible, professional, and consistent with Authority policies, applicable laws,
and the employees job responsibilities.
2.3 Authority employees shall make no intentional use of Internet or
malicious, or obscene manner.
2.4 Authority employees are responsible for disseminating accurate Authority information via the
Internet. An employee must provide an electronic mail address al
Authority employee responsible for making the information availa If requested, employees shall
provide a reference for the information, its source, and the date a
must be aware of, and at all times attempt to, prevent potential
Internet.
2.5 Incidental use, i.e., use on an occasional basis, of an Authority owned information resource by
Authority employees is permitted with the following restrictions
1)Employees shall not expect privacy or confidentiality as may oth
technology.
2)Such use is subject to this policy including inspection and moni
3)Such use does not interfere with the employees performance of A
efficient manner.
4)Such use does not interfere with the job performance or producti
undermine the use of Authority resources for official purposes.
5)Incidental use of technology resources by an employee neither ex
sponsorship or endorsement by the Authority.
6)Shall not be used to operate or promote a business for personal profit or gain.
7)Shall not be used in an illegal, improper, malicious, or obscene
8)Use of social networking sites and music, radio, or video stream
2.6 When sending or forwarding email, Authority employees shall iden
accurately. Anonymous or pseudonymous posting is forbidden.
2.7 Harassing and other offensive communications and images are proh
is not limited to, any derogatory transmission referencing a per
origin, sex, age or disability. Offensive communications include
derogatory transmission referencing a persons sexual orientatio
derogatory, insulting defamatory or sexually explicit messages or images; obscene language; chain
letters and jokes; and gossip of any kind.
2.8 Requests for Information
Requests for information received electronically should be given
that other verbal or written request are given.
2.9 Recordkeeping
Electronic records are to be kept and maintained in accordance with NCGS Section 132. Violations of
law, including copyright and trademark infringement, and the sen
and pornography are prohibited.
2.10 Viruses
All files, such as spreadsheets, databases and word processing d
sources external to the Authority must be scanned for viruses. Software programs shall not be
downloaded without prior approval of the Executive Director or his or her designee. This includes
software, freeware or other Internet distributed software progra
2.11 System Security
The Internet provides easy access to software distributed by com
access does not indicate that the software is free or that it may be distributed fr
software copyright and licensing laws and Authority IT policies The safety and
security of the Authoritys network and resources are paramount the Internet.
Employee passwords are confidential. An employee is responsible
of user password(s). Employees are prohibited from using passwor
stored communications or disclosing information or email messages unless authorized to do so. This
regulation applies to the use of passwords or encryption keys as Email messages
and other transfer of information via the Internet are not secur
confidential communications via the Internet. Employees shall not use the Int
sensitive information such as credit card information to any unsecured site.
2.12 All messages are records of the Authority. The Authority reserves the right tsclose all
messages sent over its electronic mail system and to enter an em
is a business need to do so or for any other purpose deemed appr
to insuring the proper use of the system and compliance with these policies.
2.13 Notwithstanding any statement herein, or in any policy or in any
Executive Director or his or her designee has the sole discretion to grant, transfer, suspend, or
cancel an employees Internet access at any time for any reason.
2.14 Employees who receive a red light camera violation in a non-revenue, Wave Transit vehicle must
report the violation to his or her immediate supervisor in a tim
result in disciplinary action. It is the responsibility of the
result of a red light camera a violation. Failure to do so may result in disciplinary action.
SECTION 3 Personnel Records
3.1 Any person may have access to the information listed below for t
examination, and copying, during Authority regular business hour as authorized by NCGS 132.
Name
Age
Date of original employment or appointment to the Authority
Current position and title
Duties performed
Current salary
Dates and amount of most recent change in salary
Date of most recent promotion, demotion, transfer, suspension, s
position classification
3.2 Personnel Records are maintained by the Accounting and HR Clerk. Access to such information shall
be governed by the following provisions:
3.2.1 All disclosures of records shall be documented by a written reco
persons processing personnel actions) of the following informatioyee;
information disclosed; date information disclosed; name and addr
whom the disclosure is made; and name of person making disclosure. This information must
be kept on file for a minimum of two (2) years.
3.2.3 Upon request, the record of disclosure shall be made available to the employee to whom
pertains.
3.2.3 A person inspecting a personnel record may copy the information;
photocopying facilities may be provided and the cost charged and
3.2.4 Any person denied access to the information listed in Section 12
right to compel compliance with these provisions by application
other appropriate relief.
3.3 All information contained in an Authoritys employees personnel
listed in Subsection 3.1 hereinabove will be maintained as confi
inspection only in the following instances:
3.3.1 The employee or employees duly authorized agent may examine all portions of the
employees personnel file, except (1) letters of reference solic
(2) information concerning a medical disability, mental or physi
would not divulge to the patient.
3.3.2 A licensed physician designated in writing by the employee may e
employees medical records.
3.3.3 By order of a court of competent jurisdiction, any person may ex
employees personnel file as may be ordered by the court.
3.3.4 An official of any agency of the State or Federal government, or
State or Federal Government, may inspect any portion of a person
information is deemed by the Executive Director or his or her designee to be necessary and
essential to the pursuance of a proper function of the inspectin
shall be divulged for the purpose of assisting in a criminal pro
for the purpose of assisting in an investigation of the employee
Executive Director or his or her designee may release the name, address and telephone
number from a personnel file for the purpose of assisting in a c
3.3.5 An employee may sign a written release, to be placed with the employees personnel file,
that permits the Executive Director or his or her designee to provide, either in person, by
telephone, or by mail, information specified in the release to p
educational institutions, or other persons specified in the release.
3.3.6 The Executive Director, with concurrence of the Board of Directors, may inform any per
of the employment or non-employment, promotion, demotion, suspension or other
disciplinary action, reinstatement, transfer, or dismissal of an
reasons for the personnel action. Before releasing the information the Executive Director
shall determine in writing that the release is essential to main
the administration of Authority services or to maintaining the level and quality of
This written determination shall be retained in the office of thExecutive Director, and is a
record available for public inspection and shall become part of nel
file.
3.3.7 Each individual requesting access to confidential information wi
satisfactory proof of identity.
3.3.8 A record shall be made of each disclosure and placed in the employ
SECTION 4 Cellular Telephones
4.1 The Authority may provide cellular telephones to employees for b
telephones will increase the level of service provided to the Au
level of safety for the employee, and/or satisfy legal requireme
4.2 Employees will use telephones responsibly and professionally. An
be used for appropriate business purposes, such as furthering Au
Authority telephone is inaccessible or if the call can not or should not wait until the employee has
access to an Authority telephone. For example, when an Authority
employee may use the cellular telephone to report emergency situ
using free cellular calls whenever possible, e.g., 911 or *HP.
4.3 When a regular telephone is inaccessible, an Authority cell phon
members that employee is working past normal working hours and h
and to report the health, safety and welfare of the employee aft
4.4 Employees shall know the allowable number of minutes assigned to
Employees will take measures to ensure minutes used are kept below the allowable assigned
minutes whenever possible. (Example: checking voice mail message
use minutes towards the cellular phones.)
4.5 Personal Use
Certain personal calls are permitted, but shall be kept to a minimum and may require
reimbursement. Such permitted calls are for the well being of th
member or for personal business that requires immediate attentio
otherwise use a regular telephone. No other personal calls are permitted. Per Internal Revenue
Service bulletin 2009-23 and in accordance with §274 of the IRS Code, personal calls made on
authority provided cellular telephones are considered income and must be c
employees annual tax return.
4.6 Reimbursement
Should reimbursement for personal use of an authority provided c
the Executive Director or his or her designee, reimbursement in the amount per minute applicable
at the time of use plus any other applicable charges shall be made by the employee in
personal check to the Authority to reduce the charges to the cel
reimbursement is to be made by the employee to the Authority on
4.7 Incoming Calls
The Authority discourages the disclosure of cellular telephone n
calls are discouraged unless the calls are part of the business
Executive Director specifically directs the employee to encourage incoming calls for such purposes.
4.8 Monitoring Usage by the Executive Director
The Authority monitors cellular telephone use and charges. The Executive Director, or his or her
designee, reviews the detailed cellular telephone bill for the Authority each month for telephone
usage patterns of employees. The Executive Director or his or her designee shall investigate any
unusual or questionable patterns and takes appropriate action. The employee should take
appropriate action to prevent damage and/or theft of the telephone equipment.
4.9 Managerial and supervisory positions may be eligible for cellula
employees to use their personal cellular telephones for Authorited
to submit an authorization form with the Finance & Administratio
updates to changes in the with the cellular phone number to rema
SECTION 5 Emergency Situations
5.1 The Executive Director is responsible for the Authoritys response to emergency situations. Should
the Executive Director be unavailable, his or her designee shall be responsible.
5.2 Should inclement weather pose driving conditions that may be hazExecutive Director
may temporarily suspend scheduled transit service until the Executive Director determines that the
hazardous conditions have subsided.
5.3 Should an emergency situation warrant the need for the Authority
employees will come under the direction of the Authoritys Continuity of Operations Plan and the
New Hanover County Emergency Operations Plan.
5.4 Working during times of services suspension or emergency situati part of your job
requirement, failure to meet this requirement when called upon maybe cause for immediate
termination.
SECTION 6 Time Sheets
6.1 In order to document employee hours worked, it will be necessary
Authority complete a timesheet for each pay period. The timesheet will indicate the number of
hours worked for each day in the pay period. The timesheet will be signed by the employee and
his/her supervisor at the end of each pay period. The timesheets will serve as the source documents
to the payroll.
6.2 Time sheets must be turned into the Finance Department no later than Monday before the
scheduled payday or earlier as requested by the Finance Departme
6.3 Falsifying time sheets may be cause for termination.
SECTION 7 Drug Free Workplace and Drug and Alcohol Policy
7.1 The federal Drug-Free Workplace Act of 1988 requires that employers receiving fed
and contracts establish drug-free workplaces policies. The Authority has adopted Drug Free
Workplace and Drug and Alcohol policies.
SECTION 8 Access Cards
8.1 Most Authority facilities are equipped with RFI card access. Ea
and as an access card to Authority facilities that are access co
8.2 Each card will have the employees picture, first initial and la employee ID number
displayed on the front of the card. Card must be clearly visible
should not be kept in pockets, bags, etc.
8.3 Access cards are programmed to allow access to specific areas during des
employee groups. Access to the building will be determined by th
schedule.
Employees are not permitted to lend their access card to another-employee to
access areas of the building. Non-employees are not permitted in restricted areas at any time. Any
employee found to be misusing access privileges will have their and face disciplinary
action.
8.4 If card is lost or damaged, employees are to notify their supervon
of a lost card, all access to the card will be discontinued. A c
before a new card is issued. Employees may be required to pay a fee of $10 for a replacement card,
if the card is lost, damaged or stolen. The replacement fee must be paid to Wave Board & Customer
Service Clerk.
BUDGET ORDINANCE
Cape Fear Public Transportation Authority
ORDINANCE MAKING APPROPRIATIONS FOR THE FISCAL YEAR
BEGINNINGJULY 01, 2014
BE IT ORDAINED:
That the following appropriations are hereby made by the Cape Fear Public Transportation Authority,
and that the following revenues are anticipated to be available during the fiscal year to meet these
appropriations.
Operating Appropriations
General Operating Expenses $ 8,472.006
Operating Revenues
Passenger Fares $ 1,072,000
FTA 5303 46,000
FTA 5307 2,816,694
FTA 5316 136,000
FTA 5317 181,500
NCDOT CTP 186,150
New Hanover County Department of Aging 35,000
New Hanover County DSS (Van) 620,000
New Hanover County DSS (Work First) 18,000
Other Agencies 17,500
City of Wilmington 1,285,000
NCDOT SMAP 640,000
New Hanover County 275,000
NCDOT ROAP 204,000
Brunswick Consortium 91,875
UNCW 820,000
Other Income 72,587
Less: Capital Match (45,300)
$ 8,472,006
Total Operating Revenues
Monthly Passenger Summary
April 2014
Total Passengers Fixed Route
140,000
180,000
160,000
120,000
140,000
100,000
120,000
80,000
100,000
80,000
60,000
60,000
40,000
40,000
20,000
20,000
0
0
Seahawk Shuttle Paratransit
60,000
50,000
40,000
30,000
20,000
10,000
0
Passengers by Route April 2014
Fixed Route
PassengersTransfers
No. Name
TOTAL
96,03211,650
UNCW
UNCW Total
43,275
Para-Transit Services
Para-Transit Total
4,334
TOTAL PASSENGERS
143,641
MONTHLYFiscal Year to Date
FIXED ROUTE
This Month
% Change
Ridership Statistics Current% ChangeCurrentPrior
Last Year
Total Bus/Trolley Passenger Trips 96,032 96,301-0.28% 925,751 1,036,152-10.65%
Total UNCW Passenger Trips 43,275 41,2424.93% 330,810 298,63910.77%
Total Fixed Route Passenger Trips 139,307 137,5431.28% 1,256,561 1,334,791-5.86%
Average Weekday Passenger Trips 5,817 5,6662.67%
Average Saturday Passenger Trips 2,164 2,208-1.99%
Average Sunday Passenger Trips 978 9770.10%
Operating Statistics - Fixed Route
Total Revenue Miles 115,661 104,36910.82% 1,027,175 965,3056.41%
Total Revenue Hours 8,490 8,2932.38% 73,705 67,9688.44%
Accidents Non Preventable 3 -300.00% 18 11 63.64%
Accidents Preventable - 1-100.00% 11 14 -21.43%
Passenger Trips/Revenue Mile1.201.32-8.75%1.221.38-11.53%
Passenger Trips/Revenue Hour16.4116.59-1.09%17.0519.64-13.19%
Operator Overtime 1.57%3.51%-55.27%
Farebox Revenue $81,283$79,3992.37%$815,385$710,21714.81%
Average Fare per Bus Passenger$0.85$0.822.66%$0.88$0.6928.50%
PARATRANSITMONTHLYFiscal Year to Date
This Month
% Change
Ridership Statistics Current% ChangeCurrentPrior
Last Year
Total ADA Passenger Trips1340115016.52%118901041814.13%
Total Non ADA Passenger Trips29943721-19.54%2919534328-14.95%
Total Paratransit Passenger Trips43344871-11.02%4108544746-8.18%
Average Weekday Passenger Trips190224-15.18%
Average Saturday Passenger Trips382740.74%
Average Sunday Passenger Trips56-16.67%
Operating Statistics - Paratransit
Total Revenue Miles3624946697-22.37%325617331845-1.88%
Total Revenue Hours19122381-19.70%1560316314-4.36%
Accidents Non Preventable000.00%5366.67%
Accidents Preventable30300.00%6450.00%
Passenger Trips/Revenue Mile0.120.14-12.02%0.130.19-32.76%
Passenger Trips/Revenue Hour2.272.47-8.37%2.633.21-18.01%
Operator Overtime 2.70%1.80%50.00%
WavePool
Passengers2071927.81%2264N/AN/A
Revenue Miles502349291.91%47280N/AN/A
Revenue Hours8286-4.65%749N/AN/A
Special Services
Greyhound Ticket Revenue$3,619$2,90324.66%$27,383$37,115N/A
Amtrak Passengers On and Off20485140.00%1413382N/A
Cape Fear Public Transportation Authority
Statement of Operating Position
Date : 7/1/2013 - 4/30/2014
Budget Scenario : 2014 (2) (Board Adopted Budget Revised)
ActualBudget Variance83%Annual
GL account
Operating revenues
Farebox revenues
998,828976,66722,16185.22%1,172,000
Passes
187,236191,667-4,43181.41%230,000
Contracted services
908,626861,78346,84387.86%1,034,140
Total: Operating revenues
2,094,6902,030,11764,57385.98%2,436,140
Operating expenses
Salaries and wages
2,838,7813,045,867207,08677.67%3,655,040
Taxes and benefits
1,133,5461,198,50064,95478.82%1,438,200
Fuels and lubricants
883,931912,33328,40280.74%1,094,800
Maintenance
303,096391,57888,48264.50%469,893
Communications
49,01951,2502,23179.71%61,500
Tires
50,10483,33333,22950.10%100,000
Professional services
304,180341,47337,29374.23%409,767
Other services
52,50668,08315,57764.27%81,700
Utilities
39,12643,3334,20775.24%52,000
Insurance
691,182584,583-106,59998.53%701,500
Office supplies and expenses
22,48026,1673,68771.59%31,400
Marketing
42,26739,583-2,68488.98%47,500
Other expenses
84,247101,41717,17069.23%121,700
Total: Operating expenses
6,494,4656,887,500393,03578.58%8,265,000
Nonoperating revenues
Subsidies
Federal grants2,240,5502,672,730-432,18069.86%3,207,276
State grants939,762745,111194,651105.10%894,133
Subsidy from primary government1,558,0001,298,333259,667100.00%1,558,000
Subsidy from other governments91,87576,56315,313100.00%91,875
Local Government Pledged to Capital0-10,35310,3530.00%-12,424
Other Income73,17075,000-1,83081.30%90,000
Total: Subsidies
4,903,3574,857,38345,97484.12%5,828,860
Net Results
503,582
Cape Fear Public Transportation Authority.Page 1 of 15/13/2014 10:46 AM
Cape Fear Public Transportation Authority
Operations Center Project Update
May 2014
Construction
An unseasonably dry May produced a very productive month for con
area has been erected with the exception of the roof decking whi
on the first floor and underway on the second floor. Rough-in plumbing, electrical and HVAC continue.
The slab in the maintenance area was poured in early May and the-engineered metal building is being
erected. Interior block masonry throughout both sections of the
The bus wash building slab has been poured. Curb and guttering continue to be poured and the majority of the
site at grade. Underground utilities for natural gas to service the
June and the parking areas will be paved shortly thereafter. Overall, the pro
for completion in November 2014.
Compressed Natural Gas (CNG) Fueling Station
Design of the CNG fueling station was delayed due to coordinatio the diesel and gas fueling station.
The diesel and gas station design documents have been submitted
design documents are still on target to submit for permitting in
underground utilities for the CNG station are on schedule to be installed
June.
Change Orders
The total cost of May change orders is a credit of $11,443. Thi
installed at the fuel island. The original design for the reels was incomple
fluid dispensing system were unanswered. Also included in the c
vehicle lifts, additional geogrid fabric for soil stabilization
Budget
The budget continues to tighten as ancillary costs are identifie
.97% or $131,133 at the end of May. This amount reflects the above referenced ch
RESOLUTION
_____________________________________________________________________
RESOLUTION AUTHORIZING THE EXECUTION AND FILING OF UNITED STATES
DEPARTMENT OF TRANSPORTAION/FEDERAL TRANSIT ADMINISTRATION GRANT
AGREEMENTS, GRANT APPLICATIONS, AND OTHER REQUIRED DOCUMENTS
WHEREAS
WHEREAS
WHEREAS
NOW, THEREFORE, BE IT RESOLVED
RESOLUTION
_____________________________________________________________________
FEDERAL TRANSIT ADMINISTRATION SECTION 5310 PROGRAM RESOLUTION
WHEREAS
WHEREAS
WHEREAS
WHEREAS
WHEREAS
WHEREAS
NOW THEREFORE, BE IT RESOLVED
RESOLUTION
_____________________________________________________________________
RESOLUTION REQUESTINGAPPROVAL TO
CONTRACT FOR MOTOR VEHICLE FUEL
WHEREAS
WHEREAS
WHEREAS,
WHEREAS
WHEREAS,
NOW THEREFORE, BE IT RESOLVEDTHAT
RESOLUTION
_____________________________________________________________________
RESOLUTION REQUESTING LOCAL MATCHING FUNDS
WHEREAS
WHEREAS
WHEREAS,
WHEREAS
WHEREAS,
WHEREAS,
WHEREAS,
WHEREAS,
WHEREAS,
NOW THEREFORE, BE IT RESOLVEDTHAT
Cape Fear Public Transportation Authority
High Priority Amenity Locations
Prioritized Shelter Replacements
Bus Stop Location Route(s) Shelter Quantity
101 and all 200 series
routes 3
Downtown Transfer Station
105/106/209 2
Independence Mall Transfer Station
Market St. (EB) and Kerr Ave.
101/106/108 1
(Food Lion Shopping Center)
Front St. (NB) and Castle St.
201/205 1
(Solomon Towers)
101 1
Sigmon Rd. (EB) at WalMart Shopping Center
101 1
th
4 St. (SB) at MedNorth Health Center
17 th St. (NB) at New Hanover County Health
205 1
Department
5 th St. (SB) and Castle St.
202 1
(Halls Drug Store)
Wrightsville Ave. (WB) at Cape Fear Memorial
103 1
Hospital
Carolina Beach Rd. (SB) and Shipyard Blvd.
106/201 1
(Roses Shopping Center)
Dawson St. (EB) and 9 th St.
202/209 1
(Jervay Housing Complex)
101 1
th
Rankin St. (EB) and 11 St.
104/105/108 1
Market St. (EB) and Covil Ave. (CVS Store)
Independence Blvd. (NB) and Park Ave.
105/106/202 1
(Hanover Shopping Center)
203/207 1
Front St. (NB) and Harnett St. (PPD)
Total Replacement Shelters 18
Prioritized Shelter Additions for Existing Bus Stops
Bus Stop Location Route(s) Comments
Shelter was removed due to
th
South 17St. (WB) and John D. Barry Dr. 201unrepairable damage
103/107/UNCW Existing sidewalk network at
South College Rd (SB) at Harris Teeter Green current location
South College Rd. (SB) and Randall Pkwy. Existing sidewalk network at
(Halloween and More Store) 103/104/107current location
Concrete pad installed at this
location with the widening of
Randall Pkwy. project. High
concentration of individuals with
Randall Pkwy. (WB) at Brailsford Dr. 104disabilities.
Bench and existing sidewalk
16th St. (SB) at New Hanover Medical Group 105/205/209network at current location
Existing sidewalk network at
Independence Blvd. (NB) and Converse Dr. 105/106/209current location
High concentration of elderly
individuals and individuals with
th
Nixon St. (WB) and 5 St. 101disabilities
Bench and existing sidewalk
th
17 St. (SB) at Hospital Plaza 202network at current location
Randall Pkwy (WB) at Vocational Rehab High concentration of individuals
Building 104with disabilities
Market St. (EB) at Lullwater Dr. Existing sidewalk network at
(Miller Motte College) 101/104/106/108current location
Dawson St. (EB) at 5 th St. Existing sidewalk network at
(Urgent Care Family Practice) 202current location
Independence Blvd. (NB) and Canterbury Dr. Existing sidewalk network at
(Alderman Elementary School) 105/106/209current location
Encroachment agreement with
the City already secured for this
st
41 St. at Hoggard High School 202location
Nixon St. (WB) and 8 th St. (DC Existing sidewalk network at
Virgo Middle School) 101current location
Total New Shelters 14
Prioritized Bench Replacements and Additions for Existing Bus Stops
Bus Stop Location Route(s) Comments
Market St 101/106/108Red Roof Inn
Market St 101/105/108Budgetel Inn
Market St 105/106/108Church's Chicken
Treman and Treman Family
16th St 105/202Dentist
16th St 105/202/205/209New Hanover Medical Group
NHRMC (Women's and Children's
17th St 105/202/205Center)
Covil Ave 106Willow Pond Apartments
Market St 108Port City Java
Carolina Beach Rd201Residential
Carolina Beach Rd 201Hardee's
Carolina Beach Rd 201Monkey Junction Pit Stop
Carolina Beach Rd 201Legion Stadium
Carolina Beach Rd 201Bank of America
17th St. 202Hospital Plaza
Castle St 202Residential
Total New Benches 15