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HomeMy WebLinkAboutAgenda 08-18-2025NEW HANOVER COUNTY BOARD OF COMMISSIONERS 230 Government Center Drive, Suite 175, Wilmington, INC 28403 P: (910) 798-7149 1 F: (910) 798-7145 1 NHCgov.com Bill Rivenbark, Chair I LeAnn Pierce, Vice -Chair Dane Scalise, Commissioner I Stephanie A.C. Walker, Commissioner I Rob Zapple, Commissioner AUGUST 18, 2025 9:00 AM LOCATION (NHC Historic Courthouse, 24 North 3rd Street, Room 301) CALL TO ORDER (Chair Bill Rivenbark) I NVOCATI ON (Imam Abdul Rahman Shareef, Tauheed Islamic Center of Wilmington) PLEDGE OF ALLEGIANCE (Commissioner Stephanie A.C. Walker) APPROVAL OF CONSENT AGENDA ESTI MATED MINUTES CONSENT AGENDA ITEMS OF BUSINESS 1. Approval of Minutes 2. Approval to Amend the 2025 Schedule of Agenda Review and Regular Board of Commissioners Meetings for December 3. Approval of Sale to Cape Fear Community College of Building at 319 North Third Street 4. Approval of Offer to Purchase .0087 Acres of Surplus Property and Associated Upset Bid Process 5. Adoption of Budget Amendments 6. Adoption of Personnel Policy Changes 7. Adoption of Resolution Authorizing Opioid Litigation Settlements 8. Adoption of Child Support Awareness Month Proclamation 9. Adoption of of National Immunization Awareness Month Proclamation REGULAR AGENDA ITEMS OF BUSINESS 10 10. Presentation of Service Awards and Introduction of New Employees 15 11. Presentation by the New Hanover Community Endowment 15 12. Presentation by Youth Ambassadors from Young Scientist Academy 5 13. Presentation by Boys and Girls Clubs of Southeastern North Carolina Member and North Carolina Association of County Commissioners (NCACC) YouthVoice 2025 Delegate Zaiden Williams 45 14. Public Hearing Text Amendment Request (TA25-03) - Request by New Hanover County to Board of Commissioners - August 18, 2025 amend Articles 3 and 4 of the New Hanover County Unified Development Ordinance to change the approval process for Additional Dwelling Allowances from quasi-judicial to legislative 5 15. Committee Appointments PUBLIC COMMENTS (limit three minutes) ESTIMATED MINUTES ADDITIONAL AGENDA ITEMS OF BUSINESS 16. Additional Items County Commissioners County Manager Clerk to the Board County Attorney 17. ADJOURN Note: Minutes listed for each item are estimated, and if a preceding item takes less time, the Board will move forward until the agenda is completed. Mission New Hanover County is committed to providing equitable opportunities and exceptional public services through good governance to ensure a safe, healthy, secure and thriving community for all. Vision A vibrant, prosperous, diverse coastal community committed to building a sustainable future for future generations to come. Shared Values Professionalism - Equity - Integrity - Innovation - Stewardship - Accountability Board of Commissioners - August 18, 2025 NEW HANOVER COUNTY BOARD OF COMMISSIONERS REQUEST FOR BOARD ACTION MEETING DATE:8/18/2025 Consent DEPARTMENT: Governing Body PRESENTER(S): Kym Crowell, Clerk to the Board CONTACT(S): Kym Crowell SUBJECT: Approval of Minutes BRIEF SUMMARY: Approve minutes from the following meetings: Agenda Review held on July 17, 2025 Regular Meeting held on July 21, 2025 STRATEGIC PLAN ALIGNMENT: • Good Governance o Effective County Management ■ I ncrease transparency and awareness about county actions RECOMMENDED MOTION AND REQUESTED ACTIONS: Approve minutes. COUNTY MANAGER'S COMMENTS AND RECOMMENDATIONS: (only Manager) Recommend approval. COMMISSIONERS' ACTIONS: Board of Commissioners - August 18, 2025 ITEM: 1 This page intentionally left blank. NEW HANOVER COUNTY BOARD OF COMMISSIONERS REQUEST FOR BOARD ACTION MEETING DATE:8/18/2025 Consent DEPARTMENT: Governing Body PRESENTER(S): Kym Crowell, Clerk to the Board CONTACT(S): Kym Crowell SUBJECT: Approval to Amend the 2025 Schedule of Agenda Review and Regular Board of Commissioners Meetings for December BRIEF SUMMARY: By consensus, the Board has agreed to amend the December 2025 meeting schedule by canceling the November 26, 2025 Agenda Review and December 1, 2025 Regular Meeting, and changing the start time of the December 15, 2025 Regular Meeting to 4:00 p.m. STRATEGIC PLAN ALIGNMENT: • Good Governance o Internal business processes ■ Communicate what the county does and why RECOMMENDED MOTION AND REQUESTED ACTIONS: Approve the amendment to the 2025 Schedule of Agenda Review and Regular Board of Commissioners Meetings. ATTACHMENTS: Amended 2025 Board Calendar COUNTY MANAGER'S COMMENTS AND RECOMMENDATIONS: (only Manager) Recommend approval. COMMISSIONERS' ACTIONS: Board of Commissioners - August 18, 2025 ITEM: 2 This page intentionally left blank. NEW HANOVER COUNTY BOARD OF COMMISSIONERS 2025 Agenda Review and Regular Meeting Schedules REVISED 8/4/2S (DRAFT) Agenda Review Meeting Dates & Times Location: NHC Government Center Conference Room 138-139 Regular Meeting Dates and Times Location: NHC Courthouse, 24 North 3rd Street Room 301 Thursday, January 2 4:00 p.m. Monday, January 6 4:00 p.m. Thursday, January 16 4:00 p.m. Tuesday, January 21 9:00 a.m. Thursday, January 30 4:00 p.m. Monday, February 3 4:00 p.m. Thursday, February 13 4:00 p.m. Monday, February 17 9:00 a.m. Thursday, March 6 4:00 p.m. Monday, March 10 4:00 p.m. Thursday, March 20 4:00 p.m. Monday, March 24 9:00 a.m. Thursday, April 3 4:00 p.m. Monday, April 7 4:00 p.m. Thursday, April 17 4:00 p.m. Monday, April 21 9:00 a.m. Thursday, May 1 4:00 p.m. Monday, May 5 4:00 p.m. Thursday, May 15 4:00 p.m. Monday, May 19 9:00 a.m. Thursday, May 29 4:00 p.m. Monday, June 2 4:00 p.m. Thursday, June 12 4:00 p.m. Monday, June 16 9:00 a.m. Thursday, July 17 4:00 p.m. Monday, July 21 4:00 p.m. Thursday, July 31 4:00 p.m. Monday, August 4 4:00 p.m. Thursday, August 14 4:00 p.m. Monday, August 18 9:00 a.m. Thursday, August 28 4:00 p.m. Tuesday, September 2 4:00 p.m. Thursday, September 11 4:00 p.m. Monday, September 15 9:00 a.m. Thursday, October 2 4:00 p.m. Monday, October 6 4:00 p.m. Thursday, October 16 4:00 p.m. Monday, October 20 9:00 a.m. Thursday, October 30 4:00 p.m. Monday, November 3 4:00 p.m. Thursday, November 13 4:00 p.m. Monday, November 17 9:00 a.m. Thursday, December 11 4:00 p.m. Monday, December 15 4:00 p.m. Conference Dates: NACo Legislative Conference, Washington D.C. March 1 - 4, 2025 NCACC Advocacy Days, Raleigh, NC June 10-11, 2025 NACo Annual Conference, Philadelphia, PA July 11 - 14, 2025 NCACC Annual Conference, Pitt County, NC August 21 - 23, 2025 Board of Commissioners - August 18, 2025 ITEM: 2 - 1 - 1 This page intentionally left blank. NEW HANOVER COUNTY BOARD OF COMMISSIONERS REQUEST FOR BOARD ACTION MEETING DATE:8/18/2025 Consent DEPARTMENT: Finance PRESENTER(S): Eric Credle, NHC Chief Financial Officer CONTACT(S): Eric Credle SU BJ ECT: Approval of Sale to Cape Fear Community College of Building at 319 North Third Street BRIEF SUMMARY: In April 2023, at the request of Cape Fear Community College ("CFCC"), the County purchased a 5-story, 55,000- square-foot building located at 319 North Third Street for $11,375,000 (the "Building"). The purpose of the purchase was to provide CFCC with the ability to expand its nursing and other allied health programs for the benefit of the county/region. As part of the same transaction, the County was provided an option to purchase an approximately 5,742-square-foot parking surface with sixteen parking spaces on the same block and located in the southwest portion at the corner of Grace and 2nd Street that is subject to a long-term lease. The option price for this property is $500,000, and the expiration date is April 13, 2028. In September 2023, CFCC was allocated $30 million by the North Carolina State Legislature to be used for health program capital improvements. A portion of these funds was designated by CFCC for renovations to the Building, including reimbursing the County in June 2025 for approximately $4.7 million in renovation costs incurred prior to receipt of the state funds, and a portion of the funds is available to purchase the Building from the County. Subsequent to the purchase, the building was leased by the County to CFCC for one dollar per year. CFCC immediately began renovations on the building, which are nearly complete. As phases of the renovation have been completed, instructional activities have been transitioned into the building. This agenda item is a request to approve a direct sale of the Building to CFCC at the same price as the original cost of $11,375,000 (as permitted by NCGS 160A-274) and to assign the option contract to CFCC. If approved, upon the closing of the transaction, the proceeds received by the County are expected to be deposited into the General Fund. STRATEGIC PLAN ALIGNMENT: • Good Governance o Effective County Management ■ Increase transparency and awareness about county actions RECOMMENDED MOTION AND REQUESTED ACTIONS: It is recommended that the Board approve and direct staff to complete the sale of 319 North Third Street to Cape Fear Community College for $11,375,000 and to assign the option contract for the surface lot, as described above. ATTACHMENTS: Map COUNTY MANAGER'S COMMENTS AND RECOMMENDATIONS: (only Manager) Recommend approval. Board of Commissioners - August 18, 2025 COMMISSIONERS' ACTIONS: ITEM: 3 This page intentionally left blank. 319 North Third Street '7. ��Existing ypRl.NL17j. �ft Offico Parcel I` R �- I - 593.39 •.. F ] b I P — q 13SR � { i -st Parcel SB R n F 4 t 6556 2g _ R .36 ft� RSouth Parcel- - �. s-3i" 61 R 29.T n. '36R 36n BRfl �^A$R 962n may, � 19a.S R t2t fl Portion of Parking Lot Subject to Option Highlighted in Yellow Board of Commissioners - August 18, 2025 ITEM: 3 - 1 - 1 This page intentionally left blank. NEW HANOVER COUNTY BOARD OF COMMISSIONERS REQUEST FOR BOARD ACTION MEETING DATE:8/18/2025 Consent DEPARTMENT: County PRESENTER(S): Lisa Wurtzbacher, NHC Assistant County Manager, Eric Credle, NHC Manager Chief Financial Officer CONTACT(S): Lisa Wurtzbac her, Eric Credle and Kemp Burpeau, NHC Deputy County Attorney SU BJ ECT: Approval of Offer to Purchase .0087 Acres of Surplus Property and Associated Upset Bid Process BRIEF SUMMARY: New Hanover County has received an offer to purchase a 379 square foot (.0087 acre) parcel of surplus property located at 712 S. 7th Street. This surplus tract is a remnant of the former Pine Tree Burial Ground, which the County once controlled as an abandoned cemetery. The County determined that no graves remained and has disposed of most of the remaining site. A map of the subject property is included as an attachment to this agenda item, along with the offer letter. The offer price of $2,500 is consistent with the 2025 valuation established by the County Tax Department. Should the Board wish to proceed, the proposed sale will be advertised through an upset bid process as required by NCGS 160A-269. Through the upset bid process, the offeror will be required to deposit 5 percent of the bid, or $125, with the Clerk to the Board when the offer is accepted. Once the notice has been published, any person may raise the bid by not less than 10 percent of the first $1,000 and 5 percent of the remainder. When no further qualifying bids are received, staff is requesting that the Board delegate authority to the County Manager to accept the offer and sell the property to the highest bidder. STRATEGIC PLAN ALIGNMENT: • Good Governance o Effective County Management ■ Increase transparency and awareness about county actions RECOMMENDED MOTION AND REQUESTED ACTIONS: Accept offer and direct staff to notice the upset bid process and authorize the County Manager to accept and sell the property to the highest bidder. ATTACHMENTS: Sketch Map of Subject Property Offer Letter Public Notice COUNTY MANAGER'S COMMENTS AND RECOMMENDATIONS: (only Manager) Recommend approval. COMMISSIONERS'ACTIONS: Board of Commissioners - August 18,2025 ITEM: 4 This page intentionally left blank. p vi m T rn D< r v 0yr v m c 3 w m n N A CD S 3 o (D o H r . ram,, ,�M �oarAe dommis'sfbners-gust ITEM: 4 - 1 - 1 This page intentionally left blank. May 27, 2025 Kemp Burpeau New Hanover County Attorney 230 Government Center Drive Wilmington, NC 28403 RE: R05409-021-035-000 712 S. 7111 Street Dear Mr. Burpeau: Please be advised that we would Like to purchase the small parcel of land R05409-021- 035-000 currently owned by New Hanover County. Our property located at 707 S. 61h Street R05409-021-032-000 and 713 S. 6t" Street R05409-021-006-000 connects to this small parcel of land. We plan to build a house on 707 S. 6' Street and it be our permanent residence. If New Hanover County would allow us to purchase this parcel, it would make our property line straight. We would like to offer $2,500 to purchase this parcel of land from New Hanover County. Phil Hester 919-412-9776 Aileen Hester 919-522-7527 250 Jocassee Ridge Way Salem, SC 29676. Attachments RECEIVED 3 0 2025 i NHC LEGAL Board of Commissioners - August 18, 2025 ITEM: 4 - 2 - 1 Public Notice Public Notice is hereby given that New Hanover County has received an offer ("Offer") to purchase a 0.0087 acre portion more or less of property located at 712 S. 121" Street, Wilmington, NC, being Tax Parcel #R05409-021-035-000. The Offer price for the parcel of land is $2,500. The property is subject to all covenants, easements, and encumbrances of record. This Offer is subject to upset bids. Within 10 days and no later than September 1, 2025, any person may raise the bid by not less than ten percent (10%) of the first one thousand dollars and five percent (5%) of the remainder. Such persons must deposit five percent (5%) of the total increased bid price and the property would then be readvertised for other upset bids. New Hanover County reserves the right at any time to reject any and all offers. This property is sold subject to N.C. General Statute 160A-269, Negotiated Offer, Advertisement and Upset Bids. Upset bids, with the required deposit, must be received by September 1, 2025, and must be mailed or hand -delivered to: Eric Credle, Chief Financial Officer New Hanover County 230 Government Center Dr. Suite 165 Wilmington, NC 28403 Kymberleigh G. Crowell Clerk to the Board of Commissioners August 22, 2025 Board of Commissioners - August 18, 2025 ITEM: 4 - 3 - 1 NEW HANOVER COUNTY BOARD OF COMMISSIONERS REQUEST FOR BOARD ACTION MEETING DATE:8/18/2025 Consent DEPARTMENT: Budget PRESENTER(S): Eric Credle, NHC Chief Financial Officer CONTACT(S): Eric Credle; Amanda Kostusiak, N HC Budget Officer SU BJ ECT: Adoption of Budget Amendments BRIEF SUMMARY: The following budget amendments amend the annual budget ordinance for the fiscal year ending June 30, 2026. 26-003 - Various Departments - This CBA budgets for purchase orders that will be carried forward from FY2025 to FY2026. These purchase orders were open and had outstanding balances that require payment in FY2026 when goods and services are delivered. 26-004 - Senior Resource Center - This CBA budgets an increase in a grant that was budgeted in the FY26 adopted budget. The increase amount is $30,200. The county's portion of the increase is $4,200. Funds will be transferred from the special purpose fund to the general fund for this amount. This grant increase will allow for approximately 742 additional transportation trips for older adults. STRATEGIC PLAN ALIGNMENT: • Good Governance o Strong Financial Performance ■ Proactively manage the county budget RECOMMENDED MOTION AND REQUESTED ACTIONS: Adopt the ordinances for the budget amendment listed. ATTACHMENTS: 26-003 26-004 COUNTY MANAGER'S COMMENTS AND RECOMMENDATIONS: (only Manager) Recommend approval. COMMISSIONERS' ACTIONS: Board of Commissioners - August 18, 2025 ITEM: 5 This page intentionally left blank. AGENDA: August 18, 2025 NEW HANOVER COUNTY BOARD OF COMMISSIONERS AN ORDINANCE AMENDING THE FISCAL YEAR 2026 BUDGET BE IT ORDAINED by the Board of County Commissioners of New Hanover County, North Carolina, that the following Budget Amendment(s) be made to the annual budget ordinance for the fiscal year ending June 30, 2026. Section 1: Details of Budget Amendment Strategic Focus Area: Strong Financial Performance Strategic Objective(s): Control costs and manage to the budget Fund: General Department: Various Expenditure. Decrease Increase Total CBA 26-003 General Government S $ 4,683,365.00 $ 4,683,365.00 CBA 26-003 Human Services S $ 634,206.00 $ 634,206.00 CBA 26-003 Public Safety S $ 4,073,940.00 $ 4,073,940.00 CBA 26-003 Culture and Recreation S $ 19,225.00 $ 19,225.00 CBA 26-003 Education S $ 275,000.00 $ 275,000.00 Total $ - $ 9,685,736.00 1 $ 9,685,736.00 Revenue: Decrease Increase Total CBA 26-003 Appropriated Fund Balance S - $ 7,880,778.00 $ 7,880,778.00 CBA 26-003 Grant --Local (G0657) S - $ 1,798,265.00 $ 1,798,265.00 CBA 26-003 Grant -State (G0058) S - $ 3,761.00 $ 3,761.00 CBA 26-003 Grant -Federal -State (G0441) $ - $ 2,932.00 $ 2,932.00 Total $ $ 9,685,736.00 $ 9,685,736.00 General Fund Budget Appropriated Fund Balance Prior to Actions Today $ 445,578,894.010 $ 17,323,345.00 Fund: Room Occupancy Tax (ROT) Denartment: Finance Total if Actions Taken $ 455,264,630.00 $ 25,204,123.00 Expenditure. Decrease I Increase 11 Total CBA 26-003 Room Occupancy Tax 1 $ 117,857.0011 $ 117,857.00 Total $ - I $ 117,857.00 1 $ 117,857.00 Revenue: Decrease I Increase 11 Total CBA 26-003 Appropriated Fund Balance $ 1$ 117,857.0011 $ 117,857.00 Total $ I $ 117,857.00 1 $ 117,857.00 Prior to Actions Today ROT Budget $ 11,636,349.00 Appropriated Fund Balance $ - Total if Actions Taken $ 11,754,206.00 $ 117,857.00 Board of Commissioners - August 18, 2025 ITEM: 5 - 1 - 1 Fund: Fire Rescue Department: Fire Rescue Expenditure. Decrease Increase 11 Total CBA 26-003 Fire Rescue $ $ 675,496.00 $ 675,496.00 Total $ - $ 675,496.00 $ 675,496.00 Revenue: Decrease Increase 11 Total CBA 26-003 Appropriated Fund Balance S $ 675,496.00 $ 675,496.00 Total $ - $ 675,496.00 $ 675,496.00 Fire Rescue Budget Appropriated Fund Balance Prior to Actions Today $ 28,669,662.00 $ - Fund: Emergency Telephone System Department: 911 Center Total if Actions Taken $ 29,345,158.00 $ 675,496.00 Expenditure. Decrease Increase I Total CBA 26-003 Emergency Telephone System $ $ 742,494.00 $ 742,494.00 Total $ - $ 742,494.00 $ 742,494.00 Revenue: Decrease Increase 11 Total CBA 26-003 Appropriated Fund Balance $ - $ 742,494.00 $ 742,494.00 Total $ - $ 742,494.00 $ 742,494.00 Emergency Telephone Budget Appropriated Fund Balance Fund: Stormwater Department: Engineering Prior to Actions Today $ 2,279,142.00 $ 186,437.00 Total if Actions Taken $ 3,021,636.00 $ 928,931.00 Expenditure. Decrease Increase I Total CBA 26-003 Stormwater Fee S $ 577,892.00 $ 577,892.00 Total $ - $ 577,892.00 $ 577,892.00 Revenue: Decrease Increase Total CBA 26-003 Appropriated Fund Balance S - $ 358,738.00 $ 358,738.00 CBA 26-003 Grant - Federal S $ 219,154.00 $ 219,154.00 Total $ - $ 577,892.00 1 $ 577,892.00 Stormwater Fee Budget Appropriated Fund Balance Fund: Opioid Settlement Department: Opioid Settlement Prior to Actions Today $ 5,690,020.00 Is 979,494.00 Total if Actions Taken $ 6,267,912.00 $ 1,338,232.00 Expenditure: Decrease Increase Total CBA 26-003 Opioid Settlement S $ 53,040.00 $ 53,040.00 Total $ - $ 53,040.00 $ 53,040.00 Revenue: Decrease Increase 11 Total CBA 26-003 Appropriated Fund Balance S $ 53,040.00 $ 53,040.00 Total $ - $ 53,040.00 $ 53,040.00 Board of Commissioners - August 18, 2025 ITEM: 5 - 1 - 2 Opioid Settlement Budget Appropriated Fund Balance Prior to Actions Today $ 3,806,163.00 $ - Fund: Special Purpose Denartment: Sheriff-Snecial Purnose Total if Actions Taken $ 3,859,203.00 $ 53,040.00 Expenditure: Decrease Increase I Total CBA 26-003 Sheriff -Special Purpose $ $ 4,000.0011 $ 4,000.00 Total $ - $ 4,000.00 1 $ 4,000.00 Revenue: Decrease I Increase 11 Total CBA 26-003 Appropriated Fund Balance S -1 $ 4,000.0011 $ 4,000.00 Total $ I $ 4,000.00 1 $ 4,000.00 Special Purpose Budget Appropriated Fund Balance Prior to Actions Today $ 15,315,519.00 $ 14,729,611.00 Fund: Recycling and Solid Waste Denartment: Recvcling and Solid Waste Total if Actions Taken $ 15,319,519.00 $ 14,733,611.00 Expenditure: Decrease Increase 11 Total CBA 26-003 Recycling and Solid Waste $ $ 224,253.00 $ 224,253.00 Total $ - $ 224,253.00 $ 224,253.00 Revenue: Decrease Increase Total CBA 26-003 Appropriated Fund Balance $ - $ 224,253.00 $ 224,253.00 Total $ - $ 224,253.00 $ 224,253.00 Prior to Actions Today Total if Actions Taken Recycl & Solid Waste Budget I $ 25,354,485.00 $ 25,578,738.00 Appropriated Fund Balance Is 3,561,785.00 $ 3,786,038.00 Section 2: Explanation CBA 26-003 budgets for purchase orders that will be carried forward from FY2025 to FY2026. These purchase orders were open and had outstanding balances that require payment in FY2026 when goods and services are delivered. Section 3: Documentation of Adoption This ordiance shall be effective upon its adoption. NOW, THEREFORE, BE IT RESOLVED by the Board of County Commissioners of New Hanover County, North Carolina, that the Ordinance for Budget Amendment(s) 26-003 amending the annual budget ordinance for the fiscal year ending June 30, 2026, is adopted. Adopted, this 18th day of August, 2025. (SEAL) William E. Rivenbark, Chairman ATTEST: Kymberleigh G. Crowell, Clerk to the Board Board of Commissioners - August 18, 2025 ITEM: 5 - 1 - 3 This page intentionally left blank. AGENDA: August 18, 2025 NEW HANOVER COUNTY BOARD OF COMMISSIONERS AN ORDINANCE AMENDING THE FISCAL YEAR 2026 BUDGET BE IT ORDAINED by the Board of County Commissioners of New Hanover County, North Carolina, that the following Budget Amendment(s) be made to the annual budget ordinance for the fiscal year ending June 30, 2026. Section 1: Details of Budget Amendment Strategic Focus Area: Cormrnmity Safety and Well Being Strategic Objective(s): Build relationships & create opportunities that enhance engagement for a diverse community. Fund: General Department: Senior Resource Center Expenditure: Decrease I Increase 11 Total 26-004 Grant Expenditures $ - I $ 30,200 JIS 30,200 Total $ - I $ 30 Is 30,200 Revenue: Decrease Increase Total 26-004 Grant Revenue $ - $ 26,000 $ 26,000 26-004 Transfer from Special Purpose Fund $ - $ 4,200 $ 4,200 Total $ - I $ 30,200 $ 30,200 Fund: Special Purpose Department: Senior Resource Center Expenditure: Decrease Increase Total 26-004 Special Purpose Expenditures $ (4,200) $ - $ (4,200) 26-004 Transfer to General Fund $ 4,200 $ 4,200 Total $ (4,200)1 $ 4,200 11 $ - Prior to Actions Today Departmental Budget $ 6,009,20L] Total if Actions Taken $ 6,039,4021 Section 2: Explanation BA 26-004 budgets an increase in a grant awarded to the Senior Resource Center (SRC). Section 5310 Transportation for Elderly Persons and Persons with Disabilities Community is a reoccurring grant awarded to the SRC each year and was included in the FY26 budget. The increase is $30,200. The county's portion of the increase is $4,200 therefore funds will be transferred from the special purpose fund to the general fund for this amount. This grant increase will allow for approximately 742 additional transporation trips for older adults. Section 3: Documentation of Adoption This ordinance shall be effective upon its adoption. NOW, THEREFORE, BE IT RESOLVED by the Board of County Commissioners of New Hanover County, North Carolina, that the Ordinance for Budget Amendment(s) 26-004 amending the annual budget ordinance for the fiscal year ending June 30, 2026, is adopted. Adopted, this 18th day of August, 2025. (SEAL) William E. Rivenbark, Chairman ATTEST: Kymberleigh G. Crowell, Clerk to the Board Board of Commissioners - August 18, 2025 ITEM: 5 - 2 - 1 This page intentionally left blank. NEW HANOVER COUNTY BOARD OF COMMISSIONERS REQUEST FOR BOARD ACTION MEETING DATE:8/18/2025 Consent DEPARTMENT: Human Resources PRESENTER(S): Mark Francolini, NHC Chief Human Resources Officer CONTACT(S): Mark Francolini SU BJ ECT: Adoption of Personnel Policy Changes BRIEF SUMMARY: The attached personnel policy changes are submitted for your consideration and approval. Revisions are proposed in eight articles of the Personnel Policies and Procedures, most of which involve text modifications to clarify existing language or reflect updated practices. Substantive changes are being recommended in four articles: Article 3 — The Pay Plan; Article 6 — Conditions of Employment; Article 7 — Leave Policies; and Article 9 — Appeals and Grievances. Corresponding updates are also reflected in the Table of Contents. Article 3 — The Pay Plan: Substantive changes include revisions to emergency duty pay (Section 3.16), which also required renumbering of subsequent sections. A new section (Section 3.18) is recommended to authorize the County Manager, in consultation with the Board, to implement adjustments to any pay - related policies during emergency situations. • Article 6 — Conditions of Employment: Substantive updates include a change to the political activity policy (Section 6.5), requiring employees to resign upon filing for candidacy in specified elections and to provide notification of any intent to run for election or seek appointments to any political office. The social media policy (Section 6.23) has been revised to reinforce the need for employees to distinguish personal views from County positions. Anew section (Section 6.25) is proposed, addressing truthfulness and cooperation during investigations. Article 7 — Leave Policies: Recommended changes include allowing new hires to accrue personal leave based on creditable service in the retirement system when transferring from peer organizations (Section 7.2.1); reducing the time period to transfer remaining sick leave balances from peer organizations from five years to three (Section 7.3.5); adding restrictions to administrative leave eligibility (Section 7.10.1); expanding bereavement leave from three to five days for the loss of certain immediate family members (Section 7.12.1); and reducing the return -to -work requirement following paid parental leave from 60 days to 45, while allowing for prorated repayment if the requirement is not fully met. Article 9 — Appeals and Grievances: A substantive clarification has been added to specify that employee coaching is not a grievable issue. STRATEGIC PLAN ALIGNMENT: • Good Governance o Internal business processes ■ Communicate what the county does and why Board of Commissioners - August 18, 2025 ITEM: 6 RECOMMENDED MOTION AND REQUESTED ACTIONS: Adopt Personnel Policy Changes. ATTACHMENTS: Actual changes to the polices and table of contents, with mark-ups COUNTY MANAGER'S COMMENTS AND RECOMMENDATIONS: (only Manager) Recommend approval. COMMISSIONERS' ACTIONS: Board of Commissioners - August 18, 2025 ITEM: 6 NEW HANOVER COUNTY PERSONNEL POLICIES & PROCEDURES Employees in the introductory period of employment shall have a performance review to determine eligibility to continue employment at the end of the introductory period. Merit awards for such employees will be determined in accordance with merit eligibility guidelines established for the fiscal year. Merit awards are subject to the availability of funds and to any r- e & idehnes established for a fiscal year. Merit may be awarded as an increase to base pay, a lump -sum bonus, or a combination of the two, as determined by the s guidelines established for a fiscal year. 3.4 Merit Pay - EXCEL AAEXCEL is a performance -based merit program, at is an nh-,.,e.,.Y ent to the ^ plan ..,high FewaFdS for employees fA-.r se.rviee 4.A.ghe iI'd ^+h^R •4-se be ineligible for a merit award h^ra,,S^ ^f h^i^rt at a pay Fate ^^due to reaching the high end of the 2their pay range. Eligible employees may receivers a FegulaFmerit increase, a ^^F cent increase that wA,dd +.,k^ them to the maximum pay rate on cemhipatie^, with a one time any balance awarded as a lump - sum bonus fer the h-,I-,^, e of the Fn rit award.. For example, 4-an employee is twe per nt 42%4 below the maximum rate but the departmente_pd wants to award a four per ^*'who earns a 4%}%merit award, the ^ pleye^ would receive a twe peF nt r2 ^�^' +^rpaph the rye-% pay increase and a two peF eent �2°' m % lump -sum bonus to ma'(^ u ^ the tetal FneFit awaFd.. If currently at the maximum rate, the employee euld_ Fecei ereceives the entire A-upt ^f ^ award as a lump -sum awardWith RO ehaRge to the basepay rate This inerease is bjeet to the . EXCEL merit awards depend on the availability of merit funds and to any guidelines established for the fiscal yea5just ac ^r^like regular merit awards. 3.5 Merit Pay - Bonus Merit bonuses may be used as an alternative to, or in some combination with, regular merit increases. They may be given in recognition of a single accomplishment or for continued meritorious performance. Merit bonuses are given as a lump sum award, with no change to the base pay rate. This bonus is subject to the availability of merit funds, just as are regular merit awards. 3.6 Merit Pay - Incentive Plan The County Manager may provide alternative compensation for employees, outside of the parameters of the salary plan, through the establishment of an incentive plan. The incentive plan shall consist of recognition/reward programs for employees who perform particularly meritorious service for the County. 3.7 Establishing Pay Rates All employees covered by the position classification and pay plans, shall be paid at a base pay rate within the salary range established for their respective job classifications, except for employees Established: May 1977 Article 3 - The Pay Plan Page 2 Last Revised: june 5, 2023August 18, 2025 Board of Commissioners - August 18, 2025 ITEM: 6 - 1 - 1 NEW HANOV_ER COUNTY PERSONNEL POLICIES & PROCEDURES in a "trainee" status or employees whose performance has resulted in a pay rate assignment below the minimum rate of the pay grade for their classification. 3.7.1 Establishing Pay Rates - Pay Zones and Differentials There may be pay differentials to distinguish some positions from others in the same broad position classification, as follows: a. Pay Zones: Pay zones may be established to distinguish levels within the same broad position classification when there may be varying responsibilities or required qualifications. The Chief Human Resources Officer establishes pay zones. A pay zone structure overlays the range structure, and may be designated as a separate pay grade/range. b. Differential Pay: Department heads may use differential pay to compensate for certain differences among positions within the same broad classification which are not substantial enough to distinguish levels or classifications, e.g., shift assignment, special skills or additional responsibilities. Differential pay can be short-term or long- term. Differential pay does not change the base pay rate assignment; it is treated as separate pay, and it shall be taken away if the situation changes so that the difference no longer exists. Differential pay is not a performance -based award, and shall not be a substitute for merit awards. Department heads shall use this pay with discretion, and must present proposals and get prior approval from the Chief Human Resources Officer. 3.7.2 Establishing Pay Rates - Trainees Applicants or employees who do not meet the established minimum requirements of the position to which they are appointed should be appointed at a pay rate lower than the minimum rate of the assigned pay grade. Normally, the trainee pay rate is the minimum rate of the pay grade below the pay grade established for the job (or a similarly lower rate if no lower pay grade exists), unless placement at an even '^;Afe*a different rate is appropriate and approved by the Chief Human Resources Officer. An employee will remain at a trainee rate until the department head certifies that the trainee is qualified to assume full responsibilities of the position and the Chief Human Resources Officer or County Manager approves the certification. Trainees are eligible to receive salary adjustments or merit increases, subject to the applicable sections of this Article, except that such increases cannot result in placement at a pay rate equal to or above the minimum rate of the pay range established for the job. When trainees have been approved for removal from trainee status, they will receive a salary adjustment to the minimum rate of the pay range established for the job, unless a higher rate is aaarooriate and aaaroved by the Chief Human Resources Officer. Established: May 1977 Article 3 - The Pay Plan Page 3 Last Revised: klRe 5, 2023August 18, 2025 Board of Commissioners - August 18, 2025 ITEM: 6 - 1 - 2 NEW HANOV_ER COUNTY PERSONNEL POLICIES & PROCEDURES department head and approved by the Chief Human Resources Officer, and would be contingent on the severity of the offense or deficiency. Employees involuntarily demoted for reasons other than discipline or performance or who request a voluntary demotion should also expect to have their salary reduced to a salary within the pay range of the new position. The amount of reduction would be determined by the supervisor and the department head based on consideration of several factors such as internal equity and the employee's qualifications compared to the qualifications of the job, and it must be approved by the Chief Human Resources Officer. 3.7.6 Establishing Pay Rates - Part-time Service The pay plan established by this policy is for full-time service. An employee appointed to a regular (benefits -eligible) for less than full-time service will be paid at a base rate within the pay range established for full-time positions within the classification. However, the annual salary will be affected by the number of hours budgeted/worked in the year. 3.7.7 Establishing Pay Rates - Casual Part -Time and Temporary Employees Casual part-time and temporary positions are not budgeted regular (benefits -eligible) positions and, therefore, are not classified and evaluated in the same way. Employees in casual part-time and temporary positions shall be classified and paid at a rate in the pay grade established for regular (benefits -eligible) positions in the classification, in consultation with the Chief Human Resources Officer. In the absence of corresponding regular (benefits -eligible) positions, the Chief Human Resources Officer will determine the job title and pay rate. 3.8 Salary Adjustments — Regular (benefits -eligible) Employees) Maintenance of the pay plan may include annual surveys of labor market statistics and comparative salary data. As a result, appropriate range changes or in -range adjustments may be made to the pay plan. These adjustments are called market adjustments. Individual employees' rates may or may not change, depending upon their pay rates before the adjustment, the extent of the adjustment, their employment status and their performance rating at the time of the adjustment. Salary adjustments may be tied to changes in the cost -of -living -index, typically to the consumer price index (CPI). As a result, regular (benefits -eligible) employees may be eligible to receive an increase to their base pay rate as a cost of living adjustment (COLA). Salary Adjustment Eligibility Criteria: a An pley, e's department Head Must ,.eFtif„ that the pleyee's we-* The employee must meet the eligibility guidelines established for each type of salary adjustment. b. Regular (benefits -eligible) employees in an active work status who meet the established eligibility guidelines will receive the salary adjustment. Established: May 1977 Article 3 - The Pay Plan Page 5 Last Revised: klRe 5, 2023August 18, 2025 Board of Commissioners - August 18, 2025 ITEM: 6 - 1 - 3 NEW HANOVER COUNTY PERSONNEL POLICIES & PROCEDURES 3.16_ Emergency Pay - Employees w h^ SA exempt and non-exempt employees performing emergency duty may be required to record time werked as special emergency pay. The use of FeGE)F iRg time as and guidelines for special emergency pay and ^ uide"Res regapdong its use will be deter. mined at th�eestablished when an emergency that Fequires ^leyees perfeFm emergeney duty has been is declared. 3.16.1_ Emergency Pay -- Exempt and Non -Exempt Employees NAP PXP emergencpay is determined, employees required torwork ^ .,t •••ark i^ r^s^^^i^ t^ duringthe emergency &#, will be compensated at twice their regular hourly rate of_ for all hours worked. ^^Y overtime that may Fes, A will be paid with the"eyeFtime pay" Addit+e"", �,lly, ReR Bpi work is Employees working outside of -their regular werk schedule or during a per+ed e# administrative leave faryVhieh they would otherwise he eligible because their effire i elesec will also be granted aR amount 9fegual paid leave that is equal to Such for hours worked. The i # h^--red ,.,ithie on .Jays fr..m when it i granted er by the end of the fi-s ..,' year, , .,hieheyer is gFeateF. The leave, which will not expire or be paid out upon termination of GhhaRge to a rot-at-,us,t-h cs the employee iRelr^ih'^ for paid leave—. Employees assigned to public safety critical first responder roles that require 24/7 operations are generally not eligible for special emergency pay when performing their regularly scheduled duties during emergency events. However, in limited circumstances, and solely at the discretion of the County Manager, special pay, a pay differential, or additional leave may be authorized when normal County operations are suspended and/or public facilities or attractions are closed due to unsafe conditions. Any such authorization will be determined on a case -by -case basis and should not be considered a guaranteed benefit or precedent for future events. 3.16.2 Emergency Pay— Exemp% Employees '2�_ Emergency Pay -Travel Time — Established: May 1977 Article 3 - The Pay Plan Page 9 Last Revised: j6lRe 5, 2023August 18, 2025 Board of Commissioners - August 18, 2025 ITEM: 6 - 1 - 4 NEW HANOVER COUNTY PERSONNEL POLICIES & PROCEDURES NOR exempt ^mpleyees Fepap4^^for emergency duty may be eligible for compensation for travel time and few -mileage reimbursement fer trave' fr hemp +^ the emergeRey site and- -back heme. if eligible, this time shall be ea.m.peRsated as- eFAeFgenGy pay, usiRg the emeFgenGY pay sede e.A the—t+rre sheet. Mileage Feirnb ,.s^m^^* shall be at the ^`*a"' hed ceupvtyat the County's established rate. This will be recorded as emergency pay. 3.16.43 Emergency Pay - Sleep Time — A RGR exempt employee whe is FequiFed e "^Employees on duty for less than 24 hours +care considered to be working even if allowed to sleep during on -duty times when he or she is not busy. The sleep time is considered to be hours worked even if the employee is provided with sleeping facilities on the employer's premises. If an employee is required to be on duty for 24 hours or more, sleep time may be excluded if all of the following conditions are met: a. The employer and employee have made a written or implied agreement to exclude a bona fide regularly scheduled sleep period of not more than 8 hours or less than 5 hours. b. The employer provides the employee with adequate sleeping facilities. c. The employee can usually enjoy an uninterrupted night's sleep. Sleep time may traverse two (2) days. Show actual sleep time on each day. 3.16.154 Emergency Pay - Duty in Other Locales- %V Tep _a ne exempt empleyeeveluTteeFs(with prieF appreval by the supe.rvise;-.T;a depaictment head) or ;s When employees are assigned to perform emergency related work in another jurisdiction, such time shall "^*^d ^.rd_aAPP With +"^ under a federal disaster declaration, the pay and leave provisions P thk 4twele, WSiRg the emergeRGY pay eede ep the time sheet Travel time hetween home -aid WArk PAP] hack, asWell as tra„^l fPAPA WArksite tawArk s+te s;h;;" -"he cempensablefrom this article may apply. 3.17 Payroll Deductions There are three (3) classes of payroll deductions: Statutory deductions, mandatory for all County employees: FICA, federal and state income tax withholding, or retirement system (enrolled benefits -eligible employees only) Voluntary deductions authorized in writing by the employee for: Elective insurance, medical and dental insurance; statement savings program; United Way Fund; Deferred Compensation; Credit Union; 401(k); computer loan repayment; Flexible Spending Accounts Special deductions, which may be statutory or court -ordered or a part of some legal agreement or settlement, including but not limited to: Garnishments/levies; overpayment of wages; under -deductions of statutory deductions; court orders. Established: May 1977 Article 3 - The Pay Plan Page 10 Last Revised: klRe 5, 2023August 18, 2025 Board of Commissioners - August 18, 2025 ITEM: 6 - 1 - 5 NEW HANOVER COUNTY PERSONNEL POLICIES & PROCEDURES 3.18 County Manager's Authority to Implement Pay Policy Changes In emergency situations, the County Manager, in consultation with the Board of County Commissioners, may implement temporary adjustments to any pay -related policies. This includes changes to salary structures, pay increases, or other compensation provisions. These adjustments may remain in effect as long as deemed necessary to ensure the County's financial stability and operational needs. Established: May 1977 Article 3 - The Pay Plan Page 11 Last Revised: j6lRe 5, 2023August 18, 2025 Board of Commissioners - August 18, 2025 ITEM: 6 - 1 - 6 NEW HANOVER COUNTY PERSONNEL POLICIES & PROCEDURES No employee of the County will accept any valuable 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 whatsoever in business dealings with the County. No official or employee will accept any gift, favor, or thing of value that may tend to influence that employee in the discharge of duties. No official or employee will grant in the discharge of duties any improper favor, service, or thing of value. 6.4 Solicitation - Purpose and Applicability The County fully supports the efforts of employees to raise funds for charitable causes and non- profit organizations, as long as these activities do not conflict with conducting County business during regular hours of operation. Therefore, a policy has been developed with respect to soliciting donations on County property or time. This policy applies to all employees. 6.4.1 Solicitation Policy Employees shall not use the County e-mail system to broadcast solicitations for donations to a charitable cause or non-profit organization, unless with prior approval by the County Manager. However, employees may use the County intranet site to do so. Soliciting donations for charitable causes or non-profit organizations within an employee's department is allowable with prior approval of the department head. Soliciting donations from employees in other departments must be approved by the County Manager or his designee. Soliciting, taking and delivering orders, receiving payments and related activities shall not interfere with the employee's work or the work of others. These activities should be restricted to employee breaks and lunch times. There may be some fund-raising campaigns endorsed by the County which may be exempt from the prohibitions in this policy. 6.5 Political Activity Restricted Every employee has a civic responsibility to support good government by every available means and in every appropriate manner. Employees may join or affiliate with civic organizations of a partisan or political nature, may attend political meetings, may advocate and support the principles or policies of civic or political organizations in accordance with the Constitution and laws of the State of North Carolina and in accordance with the Constitution and laws of the United States of America. However, no employee will: a. Maintain their position with the County once they file as a candidate for nomination, election, or appointment to any elected office within New Hanover County Government (Commissioner. Sheriff, or Register of Deeds), the New Hanover County School Board, The New Hanover County Soil and Water Conservation District Board, or the North Carolina Established: May 1977 Article 6 — Conditions of Employment Page 2 Last Revised: FebFuary , 202 August 18. 2025 Board of Commissioners - August 18, 2025 ITEM: 6 - 1 - 7 NEW HANOVER COUNTY PERSONNEL POLICIES & PROCEDURES General Assembly (which includes the NC Senate and NC House of Representatives) when their current position with the County includes a chain of command up to the County Manager. Filing for candidacy will be considered a voluntary resignation by no later than the effective date of the candidacy. a b. Engage in any political or partisan activity while on duty (In addition to normal work, the words "on duty" shall be understood to include attendance and participation in functions where political candidates or parties are endorsed if County funds are used for expense of traveling or membership in such organization.); Vic. Use official authority or influence for the purpose of interfering with or affecting the result of an election or a nomination for office; Ed. Be required as a duty of office of employment or as a condition for employment, promotion, or tenure of office to contribute funds for political or partisan purposes; d-e. Coerce or compel contributions for political or partisan purposes by any other employee of the County; or e-f. Use any supplies or equipment or "funds" of the County for political or partisan purposes. County employees in certain federally -aided programs may be covered by the Hatch Act as amended in 1975. This Federal Act, in addition to prohibiting (b), (c), and (d) above, also prohibits candidacy for elective office in a partisan election. To prevent conflicts of interest and ensure compliance, employees whose chain of command leads to the County Manager must notify Human Resources of any intent to run for election or seek appointment to any political office. The Chief Human Resources Officer, in consultation with the County Manager, will determine whether a conflict of interest or liability exists and will provide final approval or denial of the activity Failure to notify Human Resources as required, or engaging in such activity after approval has been denied, may result in disciplinary action up to and including dismissal. If the activity is later found to interfere with attendance or work performance, any prior approval may be withdrawn. Any violation of this section shall be deemed improper and shall subject such employee to dismissal or other disciplinary action by the appointing authority. 6.6 Outside Employment Purpose and Applicability The County recognizes that sometimes an employee may be employed outside of the County. However, the work of the County will take precedence over other occupational interests or employment and this policy provides guidelines for appropriate outside employment. This policy applies to all County employees. 6.6.1 Outside Employment Policy Established: May 1977 Article 6 — Conditions of Employment Page 3 Last Revised: FebFWaFy 1, 202 August 18, 2025 Board of Commissioners - August 18, 2025 ITEM: 6 - 1 - 8 NEW HANOVER COUNTY PERSONNEL POLICIES & PROCEDURES County personnel who, either alone or in association with others, make an invention in which the County has or may have an interest shall disclose such inventions to the County Manager in writing. The inventor will be notified in writing of the decision of the County Manager as to whether the County will accept the invention for patenting or licensing. If the County chooses neither to file a patent application or otherwise make available commercially nor to dedicate to the public an invention in which it asserts its rights, the invention at the County Manager's discretion, may be released in writing to the inventor. As to any invention in which the County has an interest, the inventor, upon request, shall execute promptly all contracts, assignments, waivers or other legal documents necessary to vest in the County or its assignees any or all rights to the invention, including complete assignment of any patents or patent applications relating to the invention. 6.8.2 Patents and Copyrights - Prohibitions County personnel may not sign patent agreements with outside persons or organizations which may abrogate the County's rights and interest as stated in the Patent Policy or as provided by any grant or contract funding the invention, nor without prior authorization use the name of the County or any of its units in connection with any invention in which the County has an interest. 6.8.3 Patents and Copyrights - Waiver of County Rights If the inventor believes that the invention was made outside the general scope of his or her County duties, and if the inventor does not choose to assign the rights in the invention to the County, the inventor shall, in the invention disclosure, request that the County Manager determine the respective rights of the County and the inventor in the invention, and shall also include in the disclosure information on the following points: a. The circumstances under which the invention was made and developed; b. Whether he or she requests waiver or release of any County claims or his or her representation that the County has no claim; c. The extent to which he or she would be willing voluntarily to assign domestic and foreign rights in the invention to the County if it should be determined that an assignment of the invention to the County is not required under the Patent and Copyright Policies. 6.9 Employment of Relatives Limitations Members of an immediate family will not be employed at the same time if such employment would result in an employee directly supervising a member of his/her immediate family or where one member occupies a position which has influence over the other's employment, promotion, compensation, or other related management or personnel considerations. Immediate family is Established: May 1977 Article 6 — Conditions of Employment Page 5 Last Revised: F^bF61aFy' 202 August 18, 2025 Board of Commissioners - August 18, 2025 ITEM: 6 - 1 - 9 NEW HANOVER COUNTY PERSONNEL POLICIES & PROCEDURES defined for the purpose of this section as wife, husband, mother, father, daughter, son, sister, brother, grandmother, grandfather, granddaughter, grandson, mother-in-law, father-in-law, daughter-in-law, son-in-law, sister-in-law, brother-in-law, half-sister, half-brother, stepmother, stepfather, stepson, stepdaughter, stepsister, or stepbrother. If an employee indirectly supervises an immediate family member, the indirect supervisor will not be involved in any personnel action involving that immediate family member or have influence over the family member's employment, promotion, compensation, or other related management or personnel consideratio ns.- 6.10 Safety New Hanover County will provide a safe and healthful working place for all employees in accordance with the Occupational Safety and Health Act of 1970. The County Manager will insure a safe and healthful working place for all employees, through proper administration, implementation and enforcement of the provisions of these regulations. The Manager may appoint a Safety Officer to plan and recommend a continuing program of safety that adheres to all applicable Federal, State, and local laws, codes and regulations pertaining to employee safety. It shall be the responsibility of every employee of the County to display a positive attitude toward safety and injury prevention by following all safety rules and regulations established in the County's Safety Program. The employee will report all accidents and unsafe conditions to his immediate supervisor. Accidents are to include all unplanned occurrences, whether or not employee injury was involved. 6.11 Physical Examinations All sworn law enforcement officers and firefighters will be required to have a physical examination to determine fitness -for -duty prior to employment and may be subject to subsequent evaluations during employment. 6.12 Identification Badge Policy The County's badge system serves a dual purpose: to provide identification and to provide access to specific buildings or areas when the doors are locked to the general public. Consistent with established procedures, appropriate badges are issued to employees, board and committee members, and certain visitors. All employees are required to wear issued badges while in an official working capacity, including visiting other departments. Failure to do so may result in disciplinary action. A lost or stolen badge must be reported immediately to the Human Resources Department so that it may be deactivated. Employees failing to adhere to this requirement will be subject to disciplinary actions. Employees may be charged for replacement badges. Any exception to the provision of this policy must be approved by the County Manager. Established: May 1977 Article 6 — Conditions of Employment Page 6 Last Revised: FebFuary , 202 August 18. 2025 Board of Commissioners - August 18, 2025 ITEM: 6 - 1 - 10 NEW HANOVER COUNTY PERSONNEL POLICIES & PROCEDURES internal procedures to resolve the situation and/or complaint without fear of retaliation. Once a complaint is received, the County has an obligation to thoroughly investigate the complaint and take appropriate action. a. The complaining party should report, orally or in writing, any instances of perceived unlawful workplace harassment, including sexual harassment, to his or her supervisor, department head, and/or to any member of Human Resources staff. b. The supervisor or department head to whom the complaint is made shall notify the Human Resources Department within three (3) business days of the complaint. C. The Human Resources Department will receive the written complaint and any supporting evidence and/or documentation or cause a written complaint to be made from interviewing the complaining party. d. The Chief Human Resources Officer shall notify all concerned parties that a complaint has been filed. e. The Chief Human Resources Officer will assign the complaint to a Human Resources staff member who will immediately begin to investigate the complaint. f. The investigation will consist of interviewing all concerned parties, including the complaining party, the alleged offender(s) and witnesses, and gathering any other relevant evidence or documentation. g. The Chief Human Resources Officer will take appropriate interim action, if necessary. h. The investigation shall be completed and a report given to the Chief Human Resources Officer within fifteen (15) business days of the receipt by the Human Resources Department of the written complaint, unless an extension is graded by the G plainiRg PaFty , ,0II make detervmiRatiGR -,.- to theFe-ralut*ep .,f the CE)MplaiRt and Will Ratify the G ed .,Ries of the necessary by the Chief Human Resources Officer. i. The Chief Human Resources Officer will within five (5) business days following the receipt of the investigative report make a determination as to the resolution of the complaint and will notify the parties concerned of the determination. +j. Individuals found in violation of this policy sh,+I4may be subject to disciplinary actions, up to and including dismissal. The Chief Human Resources Officer will determine appropriate disciplinary action and will notify the employee in writing of the determination, the effective date, the reason therefore, and the employee's appeal rights under this Article. The written notification shall will be sent to the employee's here mailing address on record by certified, registered mail, unless arrangements are made for an in -person notification or email. All complaints and subsequent investigations will be held in strictest confidence. 6.16.4 Unlawful Workplace Harassment - No Retaliation Established: May 1977 Article 6 — Conditions of Employment Page 12 Last Revised: F^bF61aFy' 202 August 18, 2025 Board of Commissioners - August 18, 2025 ITEM: 6 - 1 - 11 NEW HANOVER COUNTY PERSONNEL POLICIES & PROCEDURES Retaliatory actions against the complaining party and his/her witnesses will not be tolerated by New Hanover County. Complaints of retaliation will be immediately investigated and appropriate action will be taken by the Chief Human Resources Officer. 6.16.5 Unlawful Workplace Harassment -Complaint Determination Appeal Procedures If the employee wishes to appeal t#e-a disciplinary action issued by the Chief Human Resources Officers and GIGS .;^';^aFy *i^^ and if the employee has successfully completed the introductory period, he or she may, within five (5) business days after receipt of the determination, appeal in writing to the County Manager. The appeal must be received by the County Manager's Office no later than 5:00 p.m. on the fifth day. The appeal must contain the employee's response to the charges, a response to the disciplinary actions taken, the remedy desired and any other pertinent information or evidence. If the appealed disciplinary action is dismissal, the County Manager may grant a hearing with the employee. Otherwise, the County Manager will review the contents of the file prepared by the Chief Human Resources Officer and the contents of the employee's appeal. If the appeal does not involve a hearing, the County Manager will render a decision, which includes the basis for the decision and evidence relied upon, within five (5) business days after receipt of the appeal and will send the decision to the employee's home mailing address of record by certified, registered mail, unless arrangements are made for an in - person or email notification. The decision of the County Manager will be final. In the event a hearing is held, the appealing employee and the Chief Human Resources Officer will both be present and have the right to be represented by counsel. Either party may request the presence of any person(s) who will provide information to assist the County Manager in making a decision. The names of such persons, including the name of counsel hired by the employee, and how each is related to the case, shall must be submitted to the County Manager no later than five (5) business days prior to the hearing date. The County Manager will reserve the right to limit the number of persons to appear. The County Manager will render a decision, which includes the basis for the decision and evidence relied upon, within five (5) business days after the hearing and will send the decision to the employee's home mailing address of record by certified, registered mail, unless arrangements are made for an in -person or email notification. The decision of the County Manager will be final. All hearings provided for herein shall will be conducted during scheduled working hours of the County Manager. While every effort will be made to accommodate the schedule of the appealing employee, the appealing employee is expected to be available for the hearing that he or she has requested with the County Manager at the time that the Established: May 1977 Article 6 - Conditions of Employment Page 13 Last Revised: F^bF61aFy' 202 August 18, 2025 Board of Commissioners - August 18, 2025 ITEM: 6 - 1 - 12 NEW HANOVER COUNTY PERSONNEL POLICIES & PROCEDURES Level 3: An act of violence which results in injuries or death When a violent act occurs in the workplace, the first priority will be to attend to the immediate danger and injuries. The first response to an actual act of violence is to contact appropriate emergency response personnel. As soon as possible, the supervisor on location will contact the Chief Human Resources Officer (or designee) or the County Safety Officer. The Chief Human Resources Officer or designee will be responsible for coordinating the administrative investigation of t#e-each incident and/or type of threat as outlined above and determining what other resources are needed for the County to respond to the incident. The County's response w4l-may include assembling resources to address employee needs and media requests. Details of the administrative investigation will be kept confidential, unless prohibited by law. 6.17.5 Workplace Protection Policy -Violation Appeal Procedures An employee found in violation of the workplace protection policy will be subject to disciplinary action up to and including dismissal. The Chief Human Resources Officer will ensure the appropriate disciplinary action has been taken against any employee found in violation of this policy. Depending on the circumstances surrounding the policy violation, the disciplinary action taken against an employee may be issued by the department head (or designee) or by the Chief Human Resources Officer. Disciplinary Action by a Department Head (or designee) If an employee found in violation of this policy wishes to appeal a disciplinary action taken by the department head (or designee), he or she should follow the appeal procedures found in Article 9, Appeals and Grievances, of the personnel policy. Disciplinary Action by the Chief Human Resources Officer When an employee is found to be in violation of the workplace protection policy following an investigation by Human Resources staff, the Chief Human Resources Officer will determine the appropriate disciplinary action and will notify the employee in writing of the determination, the effective date, the reason therefore, and the employee's appeal rights under this Article. The written notification shall will be sent to the employee's heme-mailing address of record by certified, registered mail, unless arrangements are made for an in -person notification or email. If the employee wishes to appeal the disciplinary action taken by the Chief Human Resources Officers deter ffli.natie^ and disciplinary aetien and if the employee has successfully completed the introductory period, he or she may, within five (5) business days after receipt of the determination, appeal in writing to the County Manager. The Established: May 1977 Article 6 - Conditions of Employment Page 18 Last Revised: FebFuary , 202 August 18. 2025 Board of Commissioners - August 18, 2025 ITEM: 6 - 1 - 13 NEW HANOVER COUNTY PERSONNEL POLICIES & PROCEDURES appeal must be received by the County Manager's Office no later than 5:00 p.m. on the fifth day. The appeal must contain the employee's response to the charges, a response to the disciplinary actions taken, the remedy desired and any other pertinent information or evidence. If the appealed disciplinary action is dismissal, the County Manager may grant a hearing with the employee. Otherwise, the County Manager will review the contents of the file prepared by the Chief Human Resources Officer and the contents of the employee's appeal. If the appeal does not involve a hearing, the County Manager will render a decision, which includes the basis for the decision and evidence relied upon, within five (5) business days after receipt of the appeal and will send the decision to the employee's herne mailing address of record by certified, registered mail, unless arrangements are made for an in - person notification or by email. The decision of the County Manager will be final. In the event a hearing is held, the appealing employee and the Chief Human Resources Officer will both be present and have the right to be represented by counsel. Either party may request the presence of any person(s) who will provide information to assist the County Manager in making a decision. The names of such persons, including the name of counsel hired by the employee, and how each is related to the case, shall must be submitted to the County Manager no later than five (5) business days prior to the hearing date. The County Manager will reserve the right to limit the number of persons to appear. The County Manager will render a decision, which includes the basis for the decision and evidence relied upon, within five (5) business days after the hearing and will send the decision to the employee's a mailinE address of record by certified, registered mail, unless arranizements are made for an in -person or email notification.- The decision of the County Manager will be final. All hearings provided for herein swill be conducted during the scheduled working hours of the County Manager. While every effort will be made to accommodate the schedule of the appealing employee, the appealing employee is expected to be available for the hearing that he or she has requested with the County Manager at the time that the hearing has been scheduled. If the appealing employee fails to show for the hearing at its scheduled date and time, the County Manager will conduct the hearing and render a decision based on the information provided by the parties in attendance. 6.17.6 Domestic Violence - Victim Workplace Issues The County shall not discharge, demote, deny a promotion, or discipline an employee because the employee took reasonable time off from work to obtain relief under Chapter 50B (domestic violence order of protection) or Chapter 50C (civil no -contact order for nonconsensual sexual contact or stalking). An employee who is absent from the Established: May 1977 Article 6 — Conditions of Employment Page 19 Last Revised: FebFuary , 202 August 18. 2025 Board of Commissioners - August 18, 2025 ITEM: 6 - 1 - 14 NEW HANOVER COUNTY PERSONNEL POLICIES & PROCEDURES until negative test result is obtained or 24 hours have elapsed following the determination of reasonable suspicion. Circumstances, such as the current location of the employee under reasonable suspicion, may occur that require alternatives to the steps above. Alternatives should be made in consultation with Human Resources. d. Random: Employees in designated safety -sensitive and security -sensitive positions will be subject to random, unannounced drug and alcohol screening. The Chief Human Resources Officer will develop and maintain a list of jobs approved for random testing. The rate of random selection for drugs and alcohol will be a percentage of the annual average employee base. Every employee in the pool has an equal chance of being chosen each time a random selection is made. When an employee is required to submit to random testing, s/he will be notified verbally by a supervisor. e. Post -accident: Employees will be tested following an on-the-job accident or other occurrence that involves one or more of the following events: a fatality, a serious injury to an employee or other individual, substantial damage to vehicles or other property, or if the employee receives a citation under state or local law for a moving traffic violation arising from the accident. Employees may also be tested after a series of minor on-the-job accidents or injuries as determined by the department director or County Safety Officer. Following such an accident, the employee must immediately notify the supervisor and must submit to a test as soon as is practicable. The supervisor is responsible for transporting the employee to the appropriate testing facility. If a test is conducted by a law enforcement officer at the scene of the accident, the employee is required to immediately contact his/her supervisor to report the test result and to provide the supervisor with the name, badge number, and telephone number of the law enforcement officer who conducted the test. If the employee is hospitalized for injuries, arrangements will be made for the testing to be conducted at the medical facility to which the employee has been admitted. Post -accident tests will be administered as soon as possible, but ideally not more than eight (8) hours after the accident. An alcohol test should be administered within two (2) hours of an accident. If unable to test within (2) hours, the supervisor must document the reason(s) for the time delay. If the test is not performed within eight (8) hours, the supervisor will cease attempts to administer the test and will document the reason(s) why the test was not conducted. The employee must refrain from consuming alcohol for eight (8) hours following an accident or until the alcohol test has been completed, whichever comes first. The employee must remain available for drug and alcohol testing or it will be considered a refusal, unless the employee is seriously injured. Established: May 1977 Article 6 — Conditions of Employment Page 25 Last Revised: FebFuary , 202 August 18, 2025 Board of Commissioners - August 18, 2025 ITEM: 6 - 1 - 15 NEW HANOVER COUNTY PERSONNEL POLICIES & PROCEDURES employees should not expect privacy in these containers. Search efforts may be conducted by the employee's supervisor or department director and a minimum of one (1) individual in a management, administrative or Human Resources position. Law enforcement officials and department directors will be notified in appropriate cases. 6.19.9 Alcohol and Drug Free Workplace Policy - Employee Options Employees may appeal disciplinary actions resulting from violations of this policy in accordance with the County employee appeal policy. Employees will be given an opportunity to seek assistance through the County's Employee Assistance Program (EAP), or another drug and alcohol rehabilitation program approved by the County. However, involvement in these programs after the fact of a violation will not influence the disciplinary action taken. The employee is eligible for this benefit for a limited period of time following termination. 6.20 Personal Use of County Equipment Employees may use certain tools and equipment for their own personal use while on County premises. Under no circumstances may this be done off County premises, or without prior management approval. In addition, employees may only use County property when they are on a non -paid break or during a scheduled time when not actively working such as a day off or after returning to work from home. While using County equipment for your personal use, the County will not be liable for personal injuries resulting from such use. The employee is responsible for any and all liabilities for injuries or losses which occur, or for the malfunction of equipment. The employee is responsible for returning the equipment or tools in good condition, and will be required to pay for any damages that occur while using the equipment or tools for personal projects. 6.21 Polygraph Examination Upon approval by the County Manager, an employee accused of misconduct may be required to submit to a polygraph examination during the County's investigation of the allegation. Prior to the administration of the polygraph examination, the affected employee must be informed: • That the questions will relate specifically and narrowly to the performance of official duties; • That the answers cannot be used against the employee in any subsequent criminal prosecution; and • That the penalty for refusing to participate in the polygraph exam is dismissal. 6.22 Attendance Employee's attendance is extremely important to the success of County services. T"ty expeets employees t strive f r p rfeet attend-ain,.,, andd t to ,, .Employees are Established: May 1977 Article 6 — Conditions of Employment Page 27 Last Revised: F^bF61aFy' 202 August 18, 2025 Board of Commissioners - August 18, 2025 ITEM: 6 - 1 - 16 NEW HANOVER COUNTY PERSONNEL POLICIES & PROCEDURES expected to show regular and predictable attendance and arrival for work by their scheduled starting time. However, it is understood that, on occasion, an employee may not be able to come to work or may need additional time before arrival. Sickness and other emergencies cannot always be anticipated and may require an employee to miss all or part of the work day. Employees who cannot report to work as scheduled must notify their immediate supervisor as soon as possible, but not later than thirty (30) minutes after the employee's regularly scheduled starting time to allow adequate time to plan for coverage, if needed. Employees must let their supervisor know for how long they will be out and when they expect to return or, as the case may be, arrive for work. Excessive absences, or lateness and excessive patterns of absences or lateness or failure to communicate appropriately regarding the inability to work scheduled hours in accordance with this policy may lead to disciplinary action, up to and including dismissal. Supervisors may restrict or limit the amount of approved paid leave as a corrective measure to such patterns. If an employee is absent from work for three (3) consecutive days without notice, the County will consider that the employee has voluntarily resigned his or her position. 6.23 Social Media Policy Employees are expected to act responsibly and exercise good judgment when interacting with social media FesouFeesplatforms. When using social media Tees for personal and mate FeasE)+spurposes, employees must enSUFe maintain a distinct clear cnnnrntJnn distinction between their personal opinions and and ^FgaR6Za*0^^;' Vipekhglsthose of the County and must not speak present themselves as a -representatives of the County. Employees who publicly comment on matters related to County operations or decisions should be aware that their comments may be perceived as reflecting their role as a County employee and should exercise appropriate ditrrPtinn. Inappropriate usage of social media ;yes platforms may be grounds for disciplinary action, up to and including dismissal. Inappropriate usage of social media sources for any reason includes but is not limited to: a. Use-efUsing County equipment to visit access social media sites for personal reasons in violation of County "acceptable use" policies; b. Net Failing to maintain a �'ia�t clear separation between personal and organizational views; c. Making statements that give -create the appearance a -,of being made by a Fepresentativeon behalf of the County when ee not authorized to make Statements , a ntat;..^do so; d. Engaging in Diseeukeeus discourteous treatment 4-or disrespectful behavior toward the public, public officials/leaders, or other employees, e. Engaging in &conduct or behavior unbecoming Hof a public officer or employee; A--f_Releasing information about the County that is confidential. Established: May 1977 Article 6 — Conditions of Employment Page 28 Last Revised: FebFuary , 202 August 18, 2025 Board of Commissioners - August 18, 2025 ITEM: 6 - 1 - 17 NEW HANOVER COUNTY PERSONNEL POLICIES & PROCEDURES 6.24 Report of Motor Vehicle Citations or Infractions and Criminal Charges and Convictions Motor vehicle citations or infractions and convictions and or any criminal (misdemeanor/felony) charges and convictions must be reported to the immediate supervisor by the first g business day following the charge or conviction. The supervisor or department head must immediately report the offense to Human Resources. In consultation with the Chief Human Resources Officer (or designee), Tthe severity of the offense will be evaluated in relation to the position held by the employee at the time it occurred. Failure by the employee to notify the immediate supervisor by the first business day and, min some cases, the severity of the offense may result in disciplinary action, up to and including dismissal. 6.25 Cooperation and Truthfulness During Investigations All employees are expected to cooperate fully and honestly during any County investigation, including but not limited to investigations involving misconduct, respectful workplace, unlawful workplace harassment, workplace violence, or policy violations. Employees who intentionally misrepresent facts or fail to cooperate may undermine the integrity of the investigation process and violate the County's standards of professional conduct. Providing false, misleading, or incomplete information during an investigation, whether as a complainant, respondent, or witness, may result in disciplinary action, up to and including dismissal. This includes knowingly making false accusations or intentionally omitting relevant facts. Established: May 1977 Article 6 — Conditions of Employment Page 29 Last Revised: FebFuary , 202 August 18, 2025 Board of Commissioners - August 18, 2025 ITEM: 6 - 1 - 18 NEW HANOVER COUNTY PERSONNEL POLICIES & PROCEDURES ARTICLE 7: LEAVE POLICIES 7.0 Purpose and Applicability The County's leave policies provide employees with the opportunity to attend to personal and family matters, to renew their physical and mental capabilities and to remain fully productive employees. Paid leave policies apply to regular (benefits -eligible) employees. The use of paid leave during any biweekly period must not result in hours paid that exceed an employee's scheduled (budgeted) biweekly hours. An exception to this may be when the leave is for a paid holiday when county offices are deemed closed for business, bereavement, or administrative leave due to an unforeseen county closure. Other unusual circumstances must be approved by the Chief Human Resources Officer. Casual part-time and temporary employees may be eligible for some unpaid leave due to circumstances specified below. 7.1 Holiday Leave New Hanover County will observe the same holiday schedule as designated by the North Carolina Office of State Human Resources. 7.1.1 Holiday Leave —Eligibility Only empleyeesEmployees assigned to regular (benefits -eligible) positions who, on the wer dayworkday preceding and following the holidays, were (1) at work, or (2) in an approved paid leave status, Beare eligible to receive holiday pay. If County offices are closed on the day before or after a County holiday due to furlough or if employees are otherwise required to take leave without pay on either day due to budgetary reasons, the County Manager may waive the requirement that employees work or are in an approved paid leave status on those particular furlough days. 7.1.2 Holiday Leave -Number of Hours Paid The amount of time allowed for a paid holiday is based on the number of annual hours for which an employee's position is budgeted. If employees' normal work schedules are other than the standard 2,080 hours/year, their holiday pay may be prorated based on the number of hours budgeted for their positions. Fire Services staff scheduled to work 24-hour shifts receive 12 hours of holiday pay for each holiday. 7.1.3 Holiday Leave - Working on a Holiday Established: May 1977 Article 7 — Leave Policies Page 1 Last Revised: FebFuaFy , 202 August 18, 2025 Board of Commissioners - August 18, 2025 ITEM: 6 - 1 - 19 NEW HANOVER COUNTY PERSONNEL POLICIES & PROCEDURES If employees must work on a paid holiday and they are in a position that is non-exempt from the FLSA, they will be paid for all time worked in addition to holiday pay. If they are exempt from the FLSA, they will be granted a paid holiday at a later date of their choosing with their supervisor's prior approval. They are encouraged to take this holiday before the end of the calendar year if possible. 7.1.4 Holiday Leave - Effect of Other Paid Leave Sick or personal leave or some other paid leave may not be used if an employee is not eligible for holiday pay. Employees eligible for holiday leave may use other paid leave to augment the holiday leave for reasons that may include accommodating flexible schedules. Employees eligible for holiday leave and scheduled to work on the holiday, may not use other paid leave and holiday leave if they fail to show for their work assignment. 7.1.5 Personal Floating Holiday €#1___ �danuaFy 1, 2021, empleyeesEmployees in a regular (benefits -eligible) position year will be eligible for one (1) personal floating holiday during each calendar year. The personal floating holiday s4" ay only be used for religious, cultural or federal holiday observances which have not otherwise been included on the designated holiday schedule, as identified in Section 7.1 of this article. The leave must be taken as time off on the actual holiday, between January 1 and December 31 of each calendar year, when the holiday being observed falls on an employee's regularly scheduled workday. The amount of time allowed for the personal floating holiday is based on the number of annual hours for which an employee's position is budgeted, i.e. eight (8) hours for the standard work schedule of 2,080 hours per year. If employees' normal work schedules are other than the standard 2,080 hours/year, their holiday pay may be prorated based on the number of hours budgeted for their positions. Paid leave from the personal floating holiday should not result in an employee being paid for more hours than their scheduled hours for the pay period. All leave requests must be approved by the supervisor prior to the employee taking such leave. Employees are encouraged to request leave for the religious, cultural, or federal holiday being observed as soon as possible, in order to allow for proper planning and staffing. Employees requesting leave for a personal floating holiday under this policy must be at work or in an approved paid leave status on the preceding and following work day, in order to be eligible to receive the personal floating holiday pay. In tracking the number of hours of leave for a personal floating holiday that an employee is paid each calendar year, the system will use the date of the pad- e#eepaycheck containing paid personal floating holiday as the date of use. For example, if an employee uses a personal floating holiday during the last week of the calendar year and is paid that Established: May 1977 Article 7 — Leave Policies Page 2 Last Revised: February 'I 202 August 18. 2025 Board of Commissioners - August 18, 2025 ITEM: 6 - 1 - 20 NEW HANOVER COUNTY PERSONNEL POLICIES & PROCEDURES leave in a paycheck in January of the new calendar year, the leave will count against the number of hours allowed in the new calendar year. No leave balance will be carried over to subsequent years. Leave for the personal floating holiday is non -cumulative and, upon separation, an employee will not be paid for any eligible leave that was not taken under this policy. 7.2 Personal Leave Personal leave may be used for rest and relaxation and for approved sick leave. Only regular benefits -eligible) employees can accrue personal leave. 7.2.1 Personal Leave -Accrual Regular (benefits -eligible) employees scheduled/budgeted to work 2,080 hours aper year s4a4will accrue personal leave based on consecutive years of New Hanover County service.- in a benefits-elieible status. Employees hired by New Hanover County as -as fellew-s-active enrollees in a state or local government employees' retirement system administered by the North Carolina State Treasury Department may have their personal leave accruals based on their immediately preceding, continuous years of service in the retirement system, provided there is no break in service between employers. Service that has been withdrawn from the retirement system or interrupted by a break in creditable service will not be considered consecutive for accrual purposes, regardless of any later creditable service buybacks or roinrtatomontr Personal leave accruals based on consecutive vears of service are outlined below: Years of Service Personal Leave Hours Accrued per Pay Period Personal Leave Days Accrued per Year Up to 2 3.0769 10 2-4 3.6923 12 5-9 4.6154 15 10-14 5.5385 18 15-19 6.4615 21 20 or more 7.3846 24 Established: May 1977 Article 7 — Leave Policies Page 3 Last Revised: February 1 202 August 18, 2025 Board of Commissioners - August 18, 2025 ITEM: 6 - 1 - 21 NEW HANOVER COUNTY PERSONNEL POLICIES & PROCEDURES Regular (benefits -eligible) part-time employees shall accrue personal leave at a rate which is prorated in accordance with the peF t ep rcent of full-time equivalency (FTE) scheduled/budgeted to work. For example, the accrual rate for a regular (benefits - eligible) part-time employee who is scheduled/budgeted to work 50% of a full-time position (.50 FTE; 1,040 hours a year; 20 hours a week) is 50% of the above accrual rates. Regular (benefits -eligible) employees scheduled/budgeted to work more than the standard 2,080 hours in a year and whose workday hours exceed the standard eight (8) hours, shall accrue personal leave at the prorated amounts indicated below: • Regular (benefits -eligible) employees scheduled/budgeted to work 2,184 hours a year shall accrue personal leave at a rate which is 5.0% higher than those scheduled/budgeted to work 2,080 hours a year. • Regular (benefits -eligible) employees scheduled/budgeted to work 2,340 hours a year shall accrue personal leave at a rate which is 12.50% higher than those scheduled/budgeted to work 2,080 hours a year. • Regular (benefits -eligible) employees scheduled/budgeted to work 2,904 hours a year shall accrue personal leave at a rate which is 39.62% higher than those scheduled/budgeted to work 2,080 hours a year. 7.2.2 Personal Leave -Use Personal leave may be taken as earned by the employee, subject to the approval of the employee's supervisor. When the personal leave is due to medical necessity, the County may require a health care provider's certificate concerning the nature of the illness and the employee's physical capacity to resume duties. Where the leave is requested to care for an ill family member, the County may require certification from that family member's health care provider specifically the care the employee will provide to the family member. 7.2.3 Personal Leave -Maximum Accumulation Employees working the standard 2,080 hours per year may accumulate personal leave to a maximum of 320 hours. The maximum accumulation for employees working other than the standard 2,080 annual hours, will be determined as a prorated amount of the standard maximum. When the maximum has been accumulated, all additional accrued personal leave over and above the maximum will be converted to sick leave and credited to the employee's sick leave balance. 7.2.4 Personal Leave -Pay or Deduction at Separation Upon resignation, an employee will be paid for personal leave accumulated to the date of separation, not to exceed the maximum accumulations stated in this Article. An employee involuntarily separated without failure in performance of duties or personal Established: May 1977 Article 7 — Leave Policies Page 4 Last Revised: Febwary , 202 August 18, 2025 Board of Commissioners - August 18, 2025 ITEM: 6 - 1 - 22 NEW HANOVER COUNTY PERSONNEL POLICIES & PROCEDURES conduct, will be paid for personal leave accumulated to the date of separation. For involuntary separation due to failure in performance of duties or personal conduct, accumulated personal leave may be withheld, given the circumstances of each employee's case, at the discretion of the County Manager. At the time of an employee's separation, any personal leave owed the County will be deducted from the employee's final compensation. 7.2.5 Personal Leave -Pay upon Death The estate of an employee who dies while working for the County will be entitled to payment for all 4-the accumulated personal leave credited to the employee's account. 7.3 Sick Leave Sick leave with pay is not a right which an employee may demand but a privilege granted by the Board of County Commissioners. Sick leave may be granted to an employee absent from work for any of the following reasons: personal sickness or bodily injury; doctor's office visits; prescribed diagnostic testing, lab work or medical treatment; or exposure to a contagious disease when continuing to work might jeopardize the health of others. An employee may also be granted sick leave to care for an immediate family who is ill and requires the employee's assistance. "Immediate family" will be deemed to include the father, mother, wife, husband, son, daughter, brother, sister, grandfather, grandmother, mother-in-law, father- in-law, son-in-law, daughter-in-law, brother-in-law, sister-in-law, grandson, granddaughter, half- sister, half-brother, stepmother, stepfather, stepson, stepdaughter, stepsister, or stepbrother. The County may require a health care provider's certificate concerning the nature of the medical condition and the employee's physical or mental capacity to resume duties. Where the leave is requested to care for an ill family member, the County may require certification from that family member's health care provider specifying the care the employee will provide. For scheduled treatment, notification of the desire to take sick leave should be communicated to the employee's supervisor as soon as the treatment is scheduled. For unscheduled treatment, notification should be communicated as soon as possible prior to the leave or not later than thirty (30) minutes after the beginning of the scheduled wayworkday, unless such procedures are otherwise dictated by departmental policy, as approved by the Chief Human Resources Officer. 7.3.1 Sick Leave - Accrual Regular (benefits -eligible) employees scheduled/budgeted to work the standard 2,080 hours per year shall accrue sick leave at the rate of 3.6923 hours per pay period, or 96 hours for each completed year of service. Established: May 1977 Article 7 — Leave Policies Page 5 Last Revised: February 1 202 August 18. 2025 Board of Commissioners - August 18, 2025 ITEM: 6 - 1 - 23 NEW HANOVER COUNTY PERSONNEL POLICIES & PROCEDURES b. The new employee must provide the New Hanover County Human Resources Department with a certified accounting from his/her previous state or local government employer of the sick leave balance which was available for the employee's use at the time of separation and for which the employee received no reeempeese.payment. c. Upon employment, New Hanover County will transfer up to the maximum of sick leave the employee would earn in a year under the New Hanover County Personnel Policy to the employee's sick leave balance. d. Upon completion of five 1 ree 3) years of service to New Hanover County, the remaining balance of prior sick leave will be transferred to the employee's sick leave account. 7.4 Sick Leave Bank - Purpose and Applicability The purpose of this policy is to provide needed additional sick leave tefor employees due to a personal catastrophic illness or the catastrophic illness of an immediate family member. This policy covers all regular (benefits -eligible) employees who have successfully completed the introductory period, who meet all ef-the eligibility criteria as described below, and who participate in the sick leave bank program by contributing the required accrued leave (excluding sick leave) to the bank. Participation in the sick leave bank program is voluntary. "Immediate family member" includes the employee's father, mother, wife, husband, son, daughter, brother, sister, grandfather, grandmother, mother-in-law, father-in-law, son-in-law, daughter-in-law, brother-in-law, sister-in-law, grandson, granddaughter, half-sister, half-brother, stepmother, stepfather, stepson, stepdaughter, stepsister, or stepbrother. 7.4.1 Sick Leave Bank -Policy This policy establishes a bank of available sick leave hours, voluntarily contributed to, or "deposited" by, employees on an annual basis. _Eligible employees may request sick leave from this sick leave bank in certain catastrophic situations. A catastrophic situation exists when a serious health condition of the employee or a member of the employee's immediate family requires the care of a physician for a prolonged period of time and forces the employee to exhaust all accrued leave. To be eligible, employees must have deposited accrued leave (excluding sick leave) to the bank during the enrollment period of the same plan year as when they request to withdraw leave; they must have exhausted all accrued leave; and they must have an approved catastrophic situation which prevents them from returning to work. Paid leave will not accrue during any full pay period an employee withdraws leave from the sick leave bank. This policy does not apply to job - related illnesses or injuries. 7.4.2 Sick Leave Bank Procedures - Enrollment Established: May 1977 Article 7 — Leave Policies Page 7 Last Revised: February 'I 202 August 18. 2025 Board of Commissioners - August 18, 2025 ITEM: 6 - 1 - 24 NEW HANOVER COUNTY PERSONNEL POLICIES & PROCEDURES a. Only FegulaFRegular (benefits -eligible) employees who have successfully completed the introductory period may participate. b. Employees with a minimum balance of 80 hours of accrued leave combined as of the beginning date of the new benefit plan year may participate. If an employee enrolls during the enrollment period but does not have the minimum leave balance required at the beginning date of the new plan year, no personal leave will be taken from the employee's personal leave balance to deposit into the bank and the employee will not be considered a participant. c. Full-time employees must deposit at least eight (8) hours from any available accrued leave, excluding sick leave, in the bank. Part-time employees must deposit personal leave in the bank in the amount of a prorated number of hours based on their position FTE status. For example, an employee in a 50% FTE position must deposit at least four (4) personal leave hours in the bank. d. Employees who wish to participate in the sick leave bank program must deposit to the bank during the open enrollment period established for each plan year. e. An additional enrollment process may be conducted when the number of hours in the bank is insufficient to fulfill a request. f. Employees who enroll during the annual open enrollment period or who enroll during a subsequent enrollment period will remain eligible until the end of the plan year. g. Deposited leave is not refundable. h. To allow reserves to be built, at the end of the benefit year, the balance of unused sick leave may be carried over to the next year. i. No unused leave will be returned to employees. 7.4.3 Sick Leave Bank Procedures - Withdrawal a. When an employee has a catastrophic situation as defined above, he or she may request sick leave from the bank by submitting a completed Leave Request Form and supporting medical certification to his or her supervisor or department director, who will process it through to the Chief Human Resources Officer or his designee. b. It is the employee's responsibility to submit timely requests with required supporting medical documentation. Employees are advised to apply for leave at least two (2) weeks prior to the exhaustion of all leave. Individual circumstances will be examined for timeliness of the request, but generally retroactive requests will not be approved. c. The submitted form must be complete and include the physician's certification that the employee is required to be absent from work for the specified period. d. Each request must be in increments of whole days. An exception may be granted for an increment less than whole day. when it is needed the consecutive day Established: May 1977 Article 7 — Leave Policies Page 8 Last Revised: Febwary , 202 August 18. 2025 Board of Commissioners - August 18, 2025 ITEM: 6 - 1 - 25 NEW HANOVER COUNTY PERSONNEL POLICIES & PROCEDURES before or after a full -day procedure for a catastrophic situation or serious health condition covered under this policy. d e. Intermittent leave, i.e., an hour or day here or there, is not an acceptable use and will not be approved. 4--f_The maximum number of hours granted to a full-time employee within a plan year is 240. The maximum number of hours granted to a part-time employee within a plan year will be a prorated amount, based on the employee's position FTE. f-.g_Leave will not be granted to employees for the period of time they receive short- term or long-term disability benefits. Leave may be granted for the disability benefit waiting period (provided they have no leave balances to otherwise cover them during the absence). The Chief Human Resources Officer or*js designee will consult with the employee's department head and will review the employee's file to determine if the employee is eligible to receive the requested leave. gh.The Chief Human Resources Officer or-i+s designee will review the employee's attendance records to determine if a history of excessive leave usage is documented. _FMLA leave will not be considered as excessive leave usage. k-,i. The Chief Human Resources Officer or*+s designee will notify the employee and the employee's department head of the determination within five (5) business days of receipt of the request. LEmployees do not have the right to appeal the Chief Human Resources Officer's, or #+s-designee's, determination. k_When a request for sick leave bank hours is granted, the Human Resources Department will credit the approved number of hours to the employee's sick leave account for the employee's approved use. tl_The Human Resources Department will monitor the usage of credited hours in the employee's sick leave account and reserves the right to debit the account if abuse is determined. Jim. Credited hours in the employee's sick leave account not withdrawn for approved use will be returned to the bank rather than remain in the employee's sick leave account. fin. Withdrawn days will be counted towards the employee's FMLA entitlement if the period of absence qualifies as FMLA leave. fA70. In cases of demonstrated abuse of sick leave privileges, the County may require a health care provider's certificate verifying that an employee's absence was due to illness for each occasion on which an employee uses sick leave or personal leave for reasons of sickness. +rpA supervisor or department head desiring a health care provider's certificate from an employee shall notify that individual of the requirement and specify that all such certifications are to be submitted to the Human Resources Department. q_Information received in the Human Resources Department will be reported to the ceneerned supervisor or department head on a strict need -to -know basis. Established: May 1977 Article 7 — Leave Policies Page 9 Last Revised: February 'I 202 August 18, 2025 Board of Commissioners - August 18, 2025 ITEM: 6 - 1 - 26 NEW HANOVER COUNTY PERSONNEL POLICIES & PROCEDURES ter. Medical certifications of an employee's ability to resume duties following an extended absence shall be in accordance with the Family and Medical Leave Act (FMLA) and the FMLA provisions in this policy. 7.5 Leave of Absence Without Pay A regular (benefits -eligible) employee may be granted a leave of absence without pay for up to six (6) months by the County Manager or 4i-s-designee (which may include and run concurrently with up to twelve weeks of approved FMLA leave). The leave will be used for reasons of personal or family disability, continuation of education, or special work that will permit the County to benefit -byfrom the experience gained or the work performed, or such other reasons for which the County Manager or - is designee deems appropriate. Leave without pay outside of approved FMLA leave is not an entitlement, and consideration of granting such requests include but are not limited to the effect that the requested length of absence will have on the needs and operations of the department and/or area of employee assignment. Employees sI+a4will be granted a military leave of absence without pay to serve in the military, for a longer period of time if needed, in accordance with the Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA) and the Military Leave section of this Article. 7.5.1 Leave Without Pay and Paid Leave Use Rule An employee may alternate leave without pay with working time, but no employee will be permitted to rotate between leave without pay status and a paid leave status. 7.5.2 Leave of Absence Without Pay - Rules and Procedures a. The employee will apply in writing to the supervisor for leave without pay. b. The employee is obligated to return to duty within or at the end of the time determined appropriate by the County Manager or fi-is-designee. c. If the employee decides not to return to work, he or she should notify his or her supervisor immediately. d. If the employee returns to work from leave without pay and within 30 days must be placed back on leave for the same reason, any time during leave without pay tiny will be continuous from the prior leave without pay period and counted toward the six (6) month maximum. If the employee is placed on leave 30 days following a return to work, any leave without pay that results will begin a new period. d-e. 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 a comparable position. e-f. Failure to report atupon the expiration of leave of absence will be considered a resignation by the employee. Established: May 1977 Article 7 - Leave Policies Page 10 Last Revised: February 'I 202 August 18. 2025 Board of Commissioners - August 18, 2025 ITEM: 6 - 1 - 27 NEW HANOVER COUNTY PERSONNEL POLICIES & PROCEDURES duties. Travel out-of-town will be compensated in accordance with the Fair Labor Standards Act (FLSA). 7.10 Administrative Leave - Purpose and Applicability There are times when the County Manager may deem it inadvisable for employees to report to work or for County offices to be open, such as inclement weather, an emergency situation, or a loss of power or some other environmental concern. The purpose of administrative leave is to provide wage or personal leave replacement for employees unable to work because the County offices are closed. This leave applies to all eligible employees. "Eligible" employees refer to regular (benefits -eligible) employees who would not normally be required to report to work when their offices are closed due to declared periods of administrative leave. The County Manager may authorize the use of administrative leave for other special purposes as deemed appropriate. The following policy relates to the use of it during emergency closings. 7.10.1 Administrative Leave - Policy The County Manager may declare periods of administrative leave during which eligible employees may receive administrative leave pay for any time they Beare unable to work during their regularly scheduled work hours due to the closing. Administrative leave may be designated for full days or partial days and for selected or all County offices, depending on the circumstances. Unless deemed ineligible for administrative leave pay, employees shall not be required to charge the use of personal leave or take leave - without -pay for lost work time. Administrative leave covers only the employee's regular hours of work on those days the employee is scheduled to work. It does not cover the periods of unscheduled or overtime work performed in relation to an emergency. Where work is performed in response to an emergency by an employee who is eligible for administrative leave during declared administrative leave period(s), the employee & a4 ay be granted an amount of paid leave that is equal to such hours worked. The leave must be used within 90 .days fr .,hen it is granted or by the eRd of the fiscal year, whichever is eater. The leave will not expire or be paid out HPeR terminatien ^ ,.hange t^ a status that .,. ake-S the ^ pleye^ ;neiig+blefeF paidweave—at separation. Every employee eligible for administrative leave who would otherwise be in an "at work" status when administrative leave is declared may receive the benefit of that leave. However, employees in an approved leave status (such as sick, personal, leave without pay) that is scheduled to last the duration of the administrative leave shall not be eligible for administrative leave. When the pre -approved leave is scheduled to end prior to the end of administrative leave, the employee shall be eligible for that leave on the date they are scheduled to return to work. Employees in an unapproved leave status immediately preceding, during or immediately following the declared administrative leave period shall Established: May 1977 Article 7 - Leave Policies Page 16 Last Revised: FebFuaFy , 202 August 18, 2025 Board of Commissioners - August 18, 2025 ITEM: 6 - 1 - 28 NEW HANOVER COUNTY PERSONNEL POLICIES & PROCEDURES not be eligible for administrative leave pay. This includes employees who do not report for any emergency response assignment, as required, and when there is not an approved absence during a designated period of administrative leave. Employees directed by official notice to evacuate their homes are entitled to administrative leave prior to the official start of the declared administrative leave period. Administrative leave for these employees will begin at the point the evacuation order is issued and upon notification to appropriate supervisory personnel. If the evacuation is completed before administrative leave begins, the employee should report back to work or request to use personal leave. Administrative leave for eligible employees required to work the first emergency shift may begin prior to the official start of administrative leave, at the discretion of the County Manger. This will allow those employees time to prepare for the emergency and rest prior to reporting for their shift. Employees returning home at the end of a shift to sleep before reporting for their next shift are not entitled to administrative leave between shifts. Administrative leave does not count as hours worked for overtime purposes 7.11 Education Leave — Purpose and Applicability Employees are encouraged to further their education. The County recognizes that some courses required for a degree program may only be offered during an employee's regularly scheduled work hours. This policy of providing paid educational leave for this purpose applies to regular (benefits -eligible) employees who have successfully completed their introductory period. 7.11.1 Education Leave — Policy Full-time regular (benefits -eligible) employees may request up to three (hours) per week of education leave, which includes reasonable travel time, to attend a course during their regularly scheduled work hours. Part-time regular (benefits -eligible) employees may be eligible for the same benefits on a pro-rata basis. EmpleyeefMployees must not be paid for hours greater than their scheduled hours during any pay period educational leave is taken. If the total leave requested is greater than three (3) hours per week or the part- time prorated amount, employees may be granted personal leave or leave -without -pay during regular working hours for the additional leave or may be allowed to work a flexible work schedule to attend courses of study which will benefit the employee and the County, with prior approval of their department head. Employees may also be granted an extended leave of absence without pay to further their education in a way that will benefit the employee and County. The educational leave of absence without pay will not exceed six (6) months. When in an educational leave of absence, employees may continue their Established: May 1977 Article 7 — Leave Policies Page 17 Last Revised: FebFuaFy , 202 August 18, 2025 Board of Commissioners - August 18, 2025 ITEM: 6 - 1 - 29 NEW HANOVER COUNTY PERSONNEL POLICIES & PROCEDURES group health and dental insurance coverage so long as they make timely payments, but they will be responsible for the total monthly costs (both employer and employee shares). 7.11.2 Education Leave —Procedures A request for education leave for the duration of each course(s) must be submitted to the supervisor and forwarded through the appropriate routes to the chief human resources officer (or elected official) as soon as possible after acceptance into the course, but no later than five (5) working days before the course begins, for approval or denial. The following guidelines will be followed when approving education leave: • The employee must be enrolled in a degree program directly related to a county function. • The course is a requirement of the degree. • The course is not offered at any other time outside of the employee's work hours. • The education leave will not significantly disrupt the flow of work of the individual or the flow of the department or unit. Employees will be notified of the final disposition of each request for education leave. This leave is non -cumulative, and an employee will not be paid out upon a4separation. 7.12 Bereavement (Funeral) Leave -Purpose and Applicability The County understands the deep impact that a death in the family can have upon an employee and the need for time to grieve, make arrangements for and attend funeral or memorial services. This policy of providing paid leave for this purpose applies to regular (benefits -eligible) employees. 7.12.1 Bereavement (Funeral) Leave -Policy Regular (benefits -eligible) employees may receive up to th-ee(3) days ef—paid bereavement (funeral) leave upon the death of a member of the employee's immediate family. Bereavement leave must be used within 180 days of the date of death (or discovery of death if circumstances cause the discovery of death to be significantly later than the date of death). The bereavement leave does not have to be used on consecutive days and may be used based on the employee's needs, subject to supervisor approval. The amount of leave varies depending on the legally established family relationship to the employee. "Immediate family" includes the employee's fatheF,;,atheF, wife, husband se,T-daughte , bmtheF, sister, gFandfatheF, gF-andmetheFparent, spouse, child, sibling, grandparent, great gFandfatheF, "Feat gFand'' Gthe", methergrandparent, parent -in-law, fatherchild-in-law, s-&RLbling-in-law, daughtefgrandparent-in-law, teethe great grandparent -in-law, sisteF OR laW, Rdfather *^ laW ndlm^*"^r OR law, great ^dfathe.-_i.,_law, great g Rdmath OR IaW g ,,dSOR Rdda g4te-grandchild, half- s+steFsibling, stepparent, stepchild or stepsibling. Established: May 1977 Article 7 — Leave Policies Page 18 Last Revised: February 'I 202 August 18, 2025 Board of Commissioners - August 18, 2025 ITEM: 6 - 1 - 30 NEW HANOVER COUNTY PERSONNEL POLICIES & PROCEDURES The maximum amount of bereavement received for an immediate family member is outlined below: • Up to five (5) days: Parent, spouse, child, sibling, grandchild, half-br stepparent, stepchild, or stepsibling. • Up to three (3) days: Grandparent, great grandparent, parent -in-law, child -in- law, sibling -in-law, grandparent -in-law, or great grandparent -in-law. The paid time -off will be prorated for regular (benefits -eligible) part-time employees. If an employee requests additional time off, the supervisor may approve it as personal leave or an authorized leave without pay. Temp *arCasual part-time and temporary employees may request and be approved for authorized leave without pay for this purpose. If an employee is incapacitated due to bereavement and unable to work, he or she may request sick leave in conjunction with the bereavement leave. The County may require a doctor's certification. An employee should submit notification of the desire to take this leave to his/her supervisor prior to taking the leave. The employee's supervisor should confirm that the time is recorded accurately on the timesheets. The supervisor may require verification of the need for the leave. This leave is non -cumulative, and an employee will not be paid for this leave upon onseparation. 7.13 Community Services Leave - Purpose and Applicability The purpose of the Community Services Leave program is to encourage employees to become more involved in supporting student education and community service in New Hanover County or in the employee's current county of residence by providing a few hours of paid leave to them so they may, on occasion, participate in these activities during normal working hours. Only employees budgeted in regular (benefits -eligible) positions as of January 1 of each year are eligible to participate in this program. 7.13.1 Community Services Leave - Policy Eligible full-time employees may be paid for up to eight (8) hours of Community Services Leave between January 1 and December 31 of each calendar year. Employees budgeted on a part-time basis will have their leave prorated, based on the number of hours for which the position has been budgeted. Leave must be used for participation in school Established: May 1977 Article 7 — Leave Policies Page 19 Last Revised: FebFuary , 202 August 18, 2025 Board of Commissioners - August 18, 2025 ITEM: 6 - 1 - 31 NEW HANOVER COUNTY PERSONNEL POLICIES & PROCEDURES activities with their children or in volunteering their services to their community during normal working hours. 7.13.2 Community Services Leave - Procedures All leave requests must be approved by the supervisor prior to the employee taking such leave. Examples of acceptable services under this policy would include; but not be limited to:_ attending teacher -parent conferences; attending school assemblies; attending school special events; participating in an established program as either a tutor or mentor; volunteering for special projects in a United Way Agency or other community --based program; and participating in other activities that serve, promote and enhance the community. In tracking the number of hours of leave an employee is paid each calendar year, the system will use the date of the pay eheekpaycheck containing paid community services leave as the date of use. For example, if an employee performs two hours of community service during the last week of the calendar year and is paid that leave in a paycheck in January of the new calendar year, the leave will count against the number of hours allowed in the new calendar year. No leave balance will be carried over to subsequent years. Community Services Leave is non -cumulative, and an employee will not be paid for any outstanding balance of this leave upon teffninationseparation. 7.14 Family & Medical Leave -Purpose and Applicability The purpose of this policy is to ensure family and medical leave is provided in compliance with the Family and Medical Leave Act (FMLA), which entitles eligible employees up to 12 weeks of unpaid leave in a 12-month period for certain family and health condition reasons, with preexisting health insurance coverage being maintained during the leave and reinstatement to the same or an equivalent position when the leave is concluded. This policy applies to "eligible employees" as defined by the FMLA: An employee who has been employed with the County for at least 12 months (not necessarily consecutive) and who has worked a minimum of 1,250 hours during the 12-month period immediately preceding the start of the leave. 7.14.1 Family & Medical Leave Act (FMLA) - Qualifying Reasons for Use Employees are entitled to take FMLA leave for the following reasons: To care for the employee's child after birth or placement for adoption or foster care, within 12 months of the birth or placement; To care for the employee's spouse, child or parent who has a serious health condition; Established: May 1977 Article 7 — Leave Policies Page 20 Last Revised: February 'I 202 August 18, 2025 Board of Commissioners - August 18, 2025 ITEM: 6 - 1 - 32 NEW HANOVER COUNTY PERSONNEL POLICIES & PROCEDURES Continuation of employee financed elective insurance benefits shall be pursuant to agreements between the employee and the respective benefit provider. Personal and sick leave accruals and retirement service credit will continue during any period of paid leave. However, no leave or retirement service credit will accrue during any period of leave without pay. 7.14.4 FMLA -Job Protection Employees returning to work at the conclusion of FMLA leave will be restored to their former position, or one with similar pay, benefits and terms and conditions of employment they enjoyed prior to the FMLA leave. If there are reductions in force while the employee is on FMLA leave, and the employee would have lost his/her position if not on leave, except as provided under the reduction in force policy on reinstatement, there is no obligation to restore the employee to his/her former or equivalent position. 7.14.5 FMLA -Employee Responsibility Regardless of the reason for the FMLA leave or whether leave is paid or unpaid, the employee is responsible for properly requesting and using FMLA leave as follows: a. Inform supervisor as soon as practicable of intent to use FMLA leave. b. Discuss plans with supervisor to assure department operations are not unduly disrupted, if possible. c. Provide information about the reasons for paid leave (including personal leave) which is sufficient for a determination of whether the paid leave would qualify as a deduction against the 12-week entitlement under the FMLA. d. Submit a completed New Hanover County Leave Request form to supervisor as soon as practicable before taking the leave, eensi eFiAg the facts of the ease.according to completion guidelines. e. Provide the appropriate medical certification (or legal certification of adoption or foster child placement) as soon as practicable before taking the leave, considering the facts of the case, but no longer than 15 days after receipt of FMLA leave information packet. f. Continue to timely pay premiums on health and dental insurance and optional benefits programs, if continued coverage during the leave is desired. g. Provide periodic reports to supervisor, as instructed, regarding intent to return to work. h. Provide reasonable notice of a need to extend FMLA leave beyond the planned conclusion of such leave. Established: May 1977 Article 7 — Leave Policies Page 23 Last Revised: February 'I 202 August 18. 2025 Board of Commissioners - August 18, 2025 ITEM: 6 - 1 - 33 NEW HANOVER COUNTY PERSONNEL POLICIES & PROCEDURES For leave related to serious health conditions or child childbirth, the employee is required to provide medical certification(s) from the employee's or family member's qualified health care provider. "Qualified health care provider" may be any licensed physician, dentist, podiatrist, clinical psychologist or optometrist authorized to practice in North Carolina. In some cases, other health care providers may be recognized for the purpose of awarding leave under the FMLA. 7.14.10 FMLA - Second and Third Medical Opinions The County may require a second medical opinion at the County's expense. In the case of conflicting opinions, the opinion of a third health care provider, agreed upon by both employee and the Chief Human Resources Officer or his designee and paid by the County, shall be final. 7.14.11 FMLA - Fitness for Duty/Return to Work Certification For some job classifications, the County may require the employee to obtain a fitness -for - duty certification from the health care provider, at the employee's expense. If an employee fails to provide a requested such certification, reinstatement will be delayed until the employee complies. If the certification is not submitted within fifteen (15) calendar days of the request where practicable, reinstatement may be denied. The County reserves the right to have the employee examined by another health care provider, at the County's expense. 7.14.12 FMLA - Certification of Treatment Scheduling The employee must make reasonable efforts to schedule any medical treatments so as not to unduly disrupt the operations of the employee's department or work unit. During the course of the treatment and as the Chief Human Resources Officer or designee deems appropriate, the employee may be required to provide certification from the appropriate health care provider of the unavailability of treatment during non -work time, or at times that are less disruptive to the operations of the employee's unit. 7.14.13 FMLA - Family Relationship Certification The County may require an employee to certify the family relationship if the need for leave is pursuant to the adoption, foster care placement, or birth of a child or to care for the employee's parent. 7.14.14 FMLA - Abuse Established: May 1977 Article 7 — Leave Policies Page 26 Last Revised: FebFuaFy , 202 August 18, 2025 Board of Commissioners - August 18, 2025 ITEM: 6 - 1 - 34 NEW HANOVER COUNTY PERSONNEL POLICIES & PROCEDURES For any period of Workers' Compensation leave, the County will pay a differential to make up the difference between the Workers' Compensation payment and the employee's regular pay. After the first twenty-four (24) hours of absence, the County may require the employee to submit certification from a health care provider justifying the need for additional leave. Workers' Compensation Act, G. S. § 97-53 (29): "Infection with smallpox, infection with vaccinia, or any adverse medical reaction when the infection or adverse reaction is due to the employee receiving in employment vaccination against smallpox incident to the Administration of Smallpox Countermeasures by Health Professionals, section 304 of the Homeland Security Act (to be codified at 42 U. S. C. § 233), or when the infection or adverse medical reaction is due to the employee being exposed to another employee vaccinated as described in this subdivision." 7.16 On -site Wellness Clinic Leave The County provides an on -site wellness clinic to eligible regular (benefits -eligible) employees. To encourage use of the facility (which positively impacts both employee health and medical insurance costs), employees are provided with a special leave for visits to the clinic. 7.17 Blood Donation Leave The County recognizes the need for an adequate blood supply, and to encourage participation in the County -sponsored blood drives for the American Red Cross, the County provides paid leave for successful blood donation. For each successful donation during a County -sponsored blood drive, an employee ismay be credited with a minimum of four (4) hours of paid leave. Employees may not accrue more than 16 hours in a year. There is no maximum accumulation, but this leave will not be paid out at separation. 7.18 Other Leave As deemed appropriate by the County Manager, they may approve the use of special administrative leave in recognition of special achievements or for other uses. 7.19 Paid Parental Leave — Purpose and Applicability The purpose of this policy is to allow up to six (6) weeks of paid leave for regular (benefits -eligible) employees for the parental care of a newborn or a child placed for adoption, foster care, or guardianship within twelve (12) months of the qualifying event that occurs on or after the effective date of this policy. Paid parental leave addresses the lack of income experienced by many for the qualifying event that might not be provided under the Family & Medical Leave Act (FMLA) or another leave of absence available to employees. Established: May 1977 Article 7 — Leave Policies Page 28 Last Revised: FebFuaFy , 202 August 18, 2025 Board of Commissioners - August 18, 2025 ITEM: 6 - 1 - 35 NEW HANOVER COUNTY PERSONNEL POLICIES & PROCEDURES This policy applies to full-time and part-time employees who have been in a regular (benefits - eligible) status for at least twelve (12) months and have completed their introductory period prior to the qualifying event as defined in this policy. 7.19.1 Paid Parental Leave — Policy An employee may only receive paid parental leave for one qualifying event within a rolling 12-month period. The amount of paid leave for any one person shall not exceed six (6) workweeks in a rolling 12-month period. The total number of hours for the six (6) workweeks will be based on the employee's scheduled/budgeted hours per year. The maximum number of paid parental leave hours for eligible full-time employees scheduled to work the standard 2,080 hours per year (40 hours per week) will be 240 hours within a rolling 12-month period. The maximum number of hours for eligible part-time employees will be prorated in accordance with the peF eentpercentage of full-time equivalency (FTE) scheduled/budgeted to work. For example, the maximum number of hours for an eligible part-time employee scheduled/budgeted to work 80% of a full-time position (.80 FTE; 1,664 hours a year; 32 hours per week) will be eligible for 80% (192 hours) of the maximum number of hours in a rolling 12-month period. Full-time employees scheduled/budgeted to work more than the standard 2,080 hours in a year -a^d vines^ . ^r'-day heuFs ^ ^dd the standard eight (8) heuFs will be eligible for prorated maximum number of hours, as in the examples below: The maximum number of paid parental leave hours for eligible full-time employees scheduled/budgeted to work 2,184 hours per year is 5.0% higher (252 hours) than those scheduled/budgeted to work 2,080 hours a year. The maximum number of paid parental leave hours for eligible full-time employees scheduled/budgeted to work 2,340 hours per year is 12.50% higher (270 hours) than those scheduled/budgeted to work 2,080 hours a year. The maximum number of paid parental leave hours for eligible full-time employees scheduled/budgeted to work 2,904 hours per year is 39.62% higher (335 hours) than those scheduled/budgeted to work 2,080 hours a year. 7.19.2 Paid Parental Leave — Eligibility Full-time or part-time employees who have been in a regular (benefits -eligible) status for at least 12-months and have completed their introductory period prior to the qualifying event may request paid parental leave for any one of the qualifying events within 12 months of the qualifying event: a. Birth of a child of the employee; Established: May 1977 Article 7 — Leave Policies Page 29 Last Revised: FebFuaFy , 202 August 18, 2025 Board of Commissioners - August 18, 2025 ITEM: 6 - 1 - 36 NEW HANOVER COUNTY PERSONNEL POLICIES & PROCEDURES b. The legal placement of a child with the employee for adoption, foster care, or guardianship; c. Placement of a child with the employee for whom the employee permanently assumes and discharges parental responsibilities (in loco parentis). Employees may only be approved for paid parental leave for one qualifying event in a rolling 12-month period. The approved leave will only be allowed within twelve (12) months following the qualifying event and when the age of the child(ren) is under 18. using the same guidelines for such an event under the FMLA. The approved leave must be used concurrently with approved FMLA leave or another approved leave of absence for the qualifying event. For example, an employee approved for twelve (12) weeks of leave for a qualifying event defined in this policy must use paid parental leave during the 12-week period. They cannot return to work and request additional leave under this policy that would result in a total of more than 12 weeks for the same qualifying event. Likewise, an employee may not use paid parental leave for more than one qualifying event per child under this policy. Paid parental leave may be denied or the approved amount may be less than the maximum amount allowed when its usage will uecontinues a consecutive period of paid or unpaid leave and the total amount of leave for the entire period will exceed twelve (12) weeks. If an employee returns to work following an extended period of fewer than twelve (12) weeks of paid or unpaid leave and requests usage of paid parental leave within 30 days of the return, the leave will be considered as a continuation from the prior leave period and counted toward the twelve (12) weeks. 7.19.3 Paid Parental Leave —Amount of Leave Eligible employees may receive paid parental leave for one qualifying event within a rolling 12-month period. The amount of paid parental leave for any one person &w4will not exceed six (6) weeks in a rolling 12-month period in accordance with the maximum number of hours defined in this policy. All leave must be completed within 12 months of the qualifying event, in accordance with the maximum completion date of such events under the FMLA. 7.19.4 Paid Parental Leave — Documentation Requests for paid parental leave must include supporting documentation. Supporting documentation includes, but is not limited to the documentation submitted under FMLA (WH-380-E), or one of the following: • Birth of a child: Certificate of live birth or similar government -issued document, listing the employee as the legal parent; • Legal placement of a child: Certified copy of a court order granting legal custody of the child to the requesting employee; Established: May 1977 Article 7 — Leave Policies Page 30 Last Revised: FebFuaFy , 202 August 18, 2025 Board of Commissioners - August 18, 2025 ITEM: 6 - 1 - 37 NEW HANOVER COUNTY PERSONNEL POLICIES & PROCEDURES • In Loco Parentis: Notarized statement from the employee asserting that he or she is assuming and discharging the obligations of a parent to a child. The statement must include the age of the child, the degree to which the child is dependent on the employee, the amount of support, if any, provided by the employee, and the extent to which the employee exercises duties commonly associated with parenthood; • Non -legal placement of a child: Two (2) official records establishing the employee as named caregiver to the child (i.e., school enrollment, insurance records, or medical records); and documentation establishing the date when the placement occurred (i.e., insurance records and certificates of death) The request for paid parental leave and the supporting documentation should be provided at least 30 days prior to the birth, adoption or placement, if foreseeable or as soon as possible. 7.19.5 Paid Parental Leave - Usage Paid parental leave may only be used following the qualifying event. This includes waiting periods for any short-term disability benefits in which employees might have enrolled and after such benefits have been paid. Paid parental leave cannot be paid concurrently with short-term disability or any other leave. Paid parental leave may Abe used consecutively or intermittently. For example, if an employee uses only four (4) workweeks e-utof the six (6) workweeks provided under this policy for one (1) qualifying event, the employee may use the -remaining two (2) workweeks may be used for the same qualifying event within twelve (12) months following the event..-, providing the employee has remaining FMLA or other approved leave available that qualifies them to be approved for paid parental leave for the event. When the Fequest f9leave is ;;taken intermittently, the leave schedule must be approved by athe supervisor. Paid parental leave s4a4will run concurrently with an FMLA or other leave of absence for one of the qualifying events identified under this policy. Once paid parental leave has been exhausted, an employee may use other accrued paid leave or leave without pay, in accordance with the county's leave policies. 7.19.6 Paid Parental Leave - Return to Work An employee must return to work for at least 6045 days following the period of leave that included and/or exhausted any approved paid parental leave for a particular qualifying event. If an employee fails to return following their usage of paid parental leave, the value of the parental leaves ,'#�„l beTeseve.red. The vethe -paid -paretal lewill be recovered. The value of the paid parental leave owed will be determined based on the number of hours the employee worked upon return when compared to the number of Established: May 1977 Article 7 - Leave Policies Page 31 Last Revised: FebFuaFy , 202 August 18, 2025 Board of Commissioners - August 18, 2025 ITEM: 6 - 1 - 38 NEW HANOVER COUNTY PERSONNEL POLICIES & PROCEDURES hours of paid parental leave that was used. For example, if the employee does not return to work, the County will recover the entire amount of paid parental leave used. If the employee returned and worked a total of one-half of the hours received, the County will recover one-half of the paid parental leave used. The value of the paid parental leave owed will be deducted from the employee's final paycheck, including any annual leave to be paid out. When there is no final paycheck or when there is an amount owed after the deduction from a final paycheck, the county will use other means available to recover the value of the leave. 7.20 County Manager's Authority to Implement Leave Policy Changes For reasons of curtailment of work or lack of funds, the County Manager, in consultation with the Board of County Commissioners, may institute policy or rule changes to any paid leave policies, including but not limited to, the provision, accrual or use of personal leave, community services leave, civil leave, bereavement leave, or administrative leave or paid holidays. Such changes may be for as long as the County Manager deems necessary. Established: May 1977 Article 7 — Leave Policies Page 32 Last Revised: FebFuaFy , 202 August 18, 2025 Board of Commissioners - August 18, 2025 ITEM: 6 - 1 - 39 NEW HANOVER COUNTY PERSONNEL POLICIES & PROCEDURES provide a uniform administration of disciplinary actions and guidelines. However, the following procedures are designed so as not to restrict operating personnel and, in no way, guarantee an employee a right to continued employment. This policy applies to all County employees, with the exception of elected officials. Regular (benefits -eligible) employees who have satisfactorily completed their introductory period have certain due process rights, as described in this policy. 8.2.1 Disciplinary Actions - Policy Normally, the more stringent disciplinary actions of suspension, salary reduction, demotion, or dismissal will be preceded by a warning. However, employees may be suspended, have their salary reduced, or be demoted or dismissed without prior warning or other disciplinary action having been given to the employee, if the nature and seriousness of the failure in work performance or personal conduct warrant it. Disciplinary actions must be documented using a Disciplinary Action Memo or a memorandum, and must be presented to the affected employee. Whether or not the employee signs the document, the supervisor should give the employee a copy and advise the employee of any applicable appeal rights. 8.2.2 Failure in Performance of Duties The following causes relating to failure in the performance of duties are representative of, but not limited to, those considered to be adequate grounds for disciplinary action, up to and including dismissal: a. Inefficiency, negligence or incompetence in the performance of duties; b. Careless, negligent or improper use of County property or equipment; c. Discourteous treatment of the public or other employees; d. Absence without approved leave; e. Habitual improper use of leave privileges; f. Habitual pattern of failure to report for duty at assigned time and place; g. Guilty of gross misconduct or conduct unbecoming to a public officer or employee; h. Participation in any action that would in any way seriously disrupt or disturb the normal operation of the agency, institution, department or any segment of local government; i. Trespassing on the home of any public official or employee for the purpose of harassing or forcing dialogue or discussion from the occupants; j. Willful damage or destruction of property; k. Willful acts that would endanger the lives and property of others; I. Possession of unauthorized firearms or lethal weapons on the job; m. Brutality in the performance of duties; n. Refusal to accept a reasonable and proper assignment authorized by a supervisor (insubordination); o. Acceptance of gifts in exchange for favors or influence; p. Releasing/disclosing sensitive public security information, defined in in Chapter 132- 1.7 of the North Carolina General Statutes, or confidential information to Established: May 1977 Article 8 — Performance, Discipline Page 2 Last Revised: 6d August 18, 2025 Board of Commissioners - August 18, 2025 ITEM: 6 - 1 - 40 NEW HANOVER COUNTY PERSONNEL POLICIES & PROCEDURES unauthorized persons, including but not limited to information related to County buildings, operations, or employees; ^f nfidle.ntial nferma*i^^ to umautheFized q. Engaging in incompatible employment or serving a conflicting interest; r. Taking part in a political activity that is restricted by Article 6 of this personnel manual; s. Inappropriate usage of social media resources; t. Failure to report a motor vehicle citation or infraction or conviction or a criminal (misdemeanor/felony) charge or conviction by the first working day following the charge or conviction. u. Failure to obtain a certification, license, or educational/training program within the timeframe required for a position or as a condition of continued employment. v. Pattern of convictions for traffic offenses that impact the capacity to safely operate a vehicle or heavy piece of equipment to conduct county business, as required by the position. 8.2.3 Failure in Personal Conduct An employee may be disciplined for causes relating to personal conduct detrimental to County service. The following causes related to failure in personal conduct are representative of but not limited to those considered to be adequate grounds for disciplinary action, up to and including dismissal: a. Fraud in securing appointment; b. Conviction of a felony or of a misdemeanor which would adversely affect performance of duties or the entry of a plea of "no contest" to either; c. Misuse of County funds; d. Falsification of County records for personal profit or to grant special privileges; e. Reporting to work under the influence of alcohol or 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. 8.2.4 Disciplinary Warning Disciplinary warnings shall be documented and shall set forth the points for which the employee has received the warning; the corrective action that must take place; the dates of any previous performance discussions with the employee; and any other pertinent information. A copy of the warning must be forwarded to the Human Resources Department by the department head to be filed in the employee's personnel folder. A warning may result from any kind or class of conduct related or unrelated, constituting failure in performance of duties or in personal conduct at any time during employment, and are not limited to those listed in this Article. Cumulative Disciplinary Warnings Established: May 1977 Article 8 — Performance, Discipline Page 3 Last Revised: 6d August 18, 2025 Board of Commissioners - August 18, 2025 ITEM: 6 - 1 - 41 NEW HANOVER COUNTY PERSONNEL POLICIES & PROCEDURES preceded by prior warning, but, in the case of a serious infraction, may result from one incident. Failure in Personal Conduct Dismissal of an employee charged with failure in personal conduct may be preceded by prior warning, but, in the case of a serious infraction, may result from one incident. 8.2.9 Pre -dismissal Hearing Unless an incident warrants immediate dismissal, determined through consultation between the County Manager and the Chief Human Resources Officer, Tthe following activities must precede dismissal of any County employee who is in a regular (benefits - eligible) position and has satisfactorily completed the introductory period: 1. The department head or designee shall provide the employee with a written notification of the date, time and place of a pre -dismissal hearing. _The notification should include that dismissal is being considered as a disciplinary action and theIpFepe-redl effeeti e date. 2. If not included in the pre -dismissal hearing notification, at the pre -dismissal hearing the department head or designee must issue the employee a written notice of the charge(s) against the employee allow the employee to respond to the allegation(s). At this hearing, the employee may present any response to the charges or the proposed disciplinary action. The employee may not have a representative or attorney present at this hearing. 3. The department head will consider the employee's response, if any. Based on the results of the hearing, the department head, in consultation with the Chief Human Resources Officer, may elect to dismiss the employee as the appropriate disciplinary measure; impose less stringent disciplinary actions; suspend the employee without pay pending further investigation; suspend the employee with pay pending further investigation; or take no further actions against the employee. 4. The department head will notify the employee in writing of the determination within three (3) business days, but net 4essno sooner than one (1) business day following the pre -dismissal hearing. -The must include the reason(s) for the determination and information about the employee's appeal rights. The written notice must be sign edacknowledged by the employee. This may be accomplished by providing the notification in person, by email, or &efAby sending it to the employee's #erne mailing address on record by-eby certified; Established: May 1977 Article 8 — Performance, Discipline Page 5 Last Revised: july 1, ZQI�3August 18, 2025 Board of Commissioners - August 18, 2025 ITEM: 6 - 1 - 42 NEW HANOVER COUNTY PERSONNEL POLICIES & PROCEDURES mail with return receipt Mail. The Shall eentain statement of the Feasen(s) feF the dete.r.m.in-atieR and the employee's appeal rights. 5. If the department head elects administrative suspension pending further investigation, pursuant to the results of further investigation and in consultation with the Chief Human Resources Officer, that department head may, within fifteen (15) working days following the pre -dismissal hearing: dismiss the employee as the appropriate disciplinary measure; impose other disciplinary actions, as deemed appropriate; or reinstate the employee and, if necessary, award back pay for any period of interim suspension without pay. 8.2.10 Administrative Suspension In some cases, it may be determined that the removal from the workplace of an employee would be in the best interest of the employer or the employee. Possible reasons include, but are not limited to, to avoid undue disruption of work, to protect the safety of persons or property, or for other serious reasons. Also, such a suspension may be used to provide time to investigate, establish facts, and reach a decision concerning an employee's status or it may be appropriately used to provide time to schedule and hold a pre -dismissal hearing. Administrative suspensions may be directed with or without pay as described below in Subsections (a) and (b) of this Section, but shall not be used for the purpose of delaying an administrative decision regarding the employee's work status pending the results of a civil or criminal court matter involving the employee. (a) Administrative Suspension without Pay The department head, in consultation with the Chief Human Resources Officer or designee, may suspend an employee without pay for a period not to exceed fifteen (15) working days (unless an extension is granted by the Chief Human Resources Officer) during the internal investigation of that employee on any presumed violations of established internal policies or procedures; provided that such violations may, if proven, form the basis for disciplinary action. Suspension without pay must be preceded by a review of available evidence and a determination that such evidence comprises sufficient grounds to suspend without pay, pending the results of further investigation. Sufficient grounds are defined as: • Demonstrated evidence that the employee's presence and actions will cause undue disruption of work or pose a threat to the safety of persons or property; or • The evidence compiled during a preliminary investigation, including that offered by the concerned employee, is substantial enough to assume that the results of further internal investigations will prove the employee's guilt. (b) Administrative Suspension with Pay Established: May 1977 Article 8 - Performance, Discipline Page 6 Last Revised: julyI°August 18. 2025 Board of Commissioners - August 18, 2025 ITEM: 6 - 1 - 43 NEW HANOVER COUNTY PERSONNEL POLICIES & PROCEDURES ARTICLE 9: APPEALS AND GRIEVANCES 9.0 Employee Appeal of Disciplinary Actions - Purpose and Applicability The purpose of this policy is to ensure that corrective and disciplinary actions for performance or conduct deficiencies are consistent with the County disciplinary policy. This policy applies to all regular (benefits -eligible) employees who have successfully completed the introductory period, with the following exceptions: Employees in the offices of the Sheriff and of the Register of Deeds, elected officials who by North Carolina General Statutes have full authority in personnel decisions involving employees in their respective departments;. Any employees who are appointed by the County Commissioners whereas, in such appointments, the Board has full authority in personnel decisions over them. The Elections Director who is appointed by the Board of Elections which has full authority over the position in personnel decisions. 9.1 Employee Appeal of Disciplinary Actions - Policy This policy provides a procedure whereby eligible employees may be heard and disciplinary actions may be reviewed for validity and consistent application of applicable County policies. For purposes of this policy, the term "business days" refers to weekdays on which the County is open for regular business. Exceptions are weekend days, County holidays or other weekdays County offices are deemed "closed" for regular business. 9.1.1 Appeal of Suspension, Salary Reduction, Demotion or Dismissal An eligible employee who wishes to appeal a suspension, salary reduction, demotion or dismissal may, within five (5) business days after the disciplinary action and after notifying his/her department head in writing of his/her intentions, appeal the action in writing to the Chief Human Resources Officer. If the employee is a department head or a direct report of the County Manager, he/she may appeal the action in writing directly to the County Manager. The appeal must oemaininclude the employee's response of the emple ee to the charges, a Fes se testatement addressing the disciplinary actiensaction taken, the remedy desired- b-y-the employee seeks, and any other pertinent information. Appeals of disciplinary actions not issued by the Chief Human Resources Offices must be submitted to the Chief Human Resources Officer when filed by employees who are not department heads or do not report directly to the County Manager. Established: May 1977 Article 9 - Appeals and Grievances Page 1 Last Revised: November 16'^'^August 18, 2025 Board of Commissioners - August 18, 2025 ITEM: 6 - 1 - 44 NEW HANOVER COUNTY PERSONNEL POLICIES & PROCEDURES Appeals must be submitted to the County Manager when filed by department heads, employees who report directly to the County Manager, or in cases where the disciplinary action was issued by the Chief Human Resources Officer. If such employees want a hearing with the County Manager, it must be requested in the appeal. All appeals must be received no later than 5:00 p.m. on the fifth business day followi the emplovee's receipt of the discir)linary action notice. Appealing Employee is not a Department Head or not a DiFeete Direct -report of the County Manager or was not issued the disciplinary action by the Chief Human Resources Officer: The Chief Human Resources Officer will assign the appeal to a staff investigator to determine the merit of the action. Within fifteen (15) business days after receipt of the employee's notice of appeal, the staff investigator will make a recommendation to the Chief Human Resources Officer regarding the disposition of the appeal, and the basis for the recommendation and evidence relied upon. The Chief Human Resources Officer reserves the right to further investigate any issues raised in the appeal. Neither party shall have a legal representative or other third party present during the investigation, unless requested and approved under circumstances requiring a reasonable accommodation. The Chief Human Resources Officer will make awritten recommendation to the County Manager within five (5) business days after receipt of the staff investigator's recommendation. The recommendation to the County Manager will include the specifics of the charges, the investigator's findings and the basis for the recommendation. The Chief Human Resources Officer will also notify the employee by certified mail to his/her home address of the recommendation to the County Manager within five (5) business days after receipt of the staff investigator's recommendation. Unless a hearing is requested, the County Manager will render a final decision within five (5) business days after the deadline for requesting a hearing. The decision will be sent to the employee's home by certified mail. 9.1.2 Appeal Hearing ^* the rP_q4e-A± requested of the appealing employee, to include a departrReRt head or a d;. eGt F p .-+ . { if the County Manager determines it is necessary, the County Manager will conduct a hearing in the rn-;;t+or efcases involving suspension, salary reduction, demotion, or dismissal. A request by when the employee fee a-heaFiRg Shall "^ made erW#ais Peta department head, a direct report efto the County Manager, efor when the ^Ad;#0^^ ^{disciplinary action was issued by the Chief Human Resources Officer. The Established: May 1977 Article 9 - Appeals and Grievances Page 2 Last Revised: Navembep 16, '^'^August 18, 2025 Board of Commissioners - August 18, 2025 ITEM: 6 - 1 - 45 NEW HANOVER COUNTY PERSONNEL POLICIES & PROCEDURES Employees who are not department heads or direct reports to the County Manager and received the Chief Human Resources Officer's recommendation to the County Manger St S„N..it A. kkfrmttP-., r st feF a hearing with the !'aunty Manager from a department head or direct . er+ of the Ce Rty M + e+ shall be made within five (5) business days after receipt of the disciplinary action takenof receiving the Chief Human Resources Officer's recommendation. In the event a hearing is held, the appealing employee and his department head will both be present and have the right to be represented by legal counsel. When the appeal is from a department head, the deputy county manager or assistant county manager who directly supervises the department head will be present. Either party may request the presence of any person(s) who will provide information that will assist the County Manager in rendering a decision. The names of all such persons shall be submitted to the County Manager no later than five (5) business days prior to the hearing date. The County Manager will reserve the right to limit the number of persons to appear. The County Manager will render a decision, which includes the basis for the decision and evidence relied upon, within five (5) business days after the hearing and will send the decision to the employee's home by certified mail. The decision of the County Manager will be final. All hearings provided for herein shall be conducted during working hours. While every effort will be made to accommodate the schedule of the appealing employee, the appealing employee is expected to be available for the hearing that he or she has requested with the County Manager at the time that the hearing has been scheduled. If the appealing employee fails to show for the hearing at its scheduled date and time, the County Manager will conduct the hearing and render a decision based on the information 9.1.3 AVffll6dbfh00gfiP1! WMi0Wance. An eligible employee who wishes to appeal a disciplinary warning may within five (5) business days after the disciplinary action, and after notifying his department head in writing of his intentions, appeal the actiendisciplinary warning in writing to the Chief Human Resources Officer. The appeal must be delivered to the Human Resources Department no later than 5:00 p.m. on the fifth day. The appeal +„ the r-h;of u,,.,,�� ResGUF,.,,S Officer If the employee is a department head, a direct report of the county manager, or was issued the disciplinary warning by the Chief Human Resources Officer, the appeal should submitted to the County Manager according to the same timeframes The appeal must contain the response of the employee to the charges and the remedy desired by the employee. Established: May 1977 Article 9 — Appeals and Grievances Page 3 Last Revised: Novembep 16 24;19 ugust 18, 2025 Board of Commissioners - August 18, 2025 ITEM: 6 - 1 - 46 NEW HANOVER COUNTY PERSONNEL POLICIES & PROCEDURES TheWhen the appealing employee is not a department head, direct report to the county manager, or was not issued the disciplinary warning by the Chief Human Resources Officer, the Chief Human Resources Officer will assign the appeal to a staff investigator to determine the merit of the action. Within fifteen (15) business days after receipt of the employee's notice of appeal, the staff investigator will make a recommendation to the Chief Human Resources Officer regarding the disposition of the appeal, and the basis for the recommendation and evidence relied upon. Neither party shall have a legal representative or other third party present during the investigation, unless requested and approved under circumstances requiring a reasonable accommodation. The Chief Human Resources Officer reserves the right to further investigate any issues raised in the appeal. The Chief Human Resources Officer will render a decision within five (5) business days after receipt of the staff investigator's recommendation. The decision wiftay be sent to the hAm^ Af the appealing empleye^employee's mailing address on record by certified, registered mail..-, unless arrangements are made for an in -person notification or email. The decision of the Chief Human Resources Officer for such employees is final. When the appealing employee is a department head, direct report of the County Manager, or was issued the disciplinary warning by the Chief Human Resources Officer, the County Manager, they may request a hearing with the County Manager with their appeal. The County Manager will render a decision within five (5) business days after the hearing. If a hearing is not held, the County Manager will render a decision within five (5) business days after receiving the appeal. The decision may be sent to the employee's mailing address on record by certified, registered mail, unless arrangements are made for an in -person notification or email. The decision of the County manager for such employees is final. 9.1.4 Failure to Comply with Appeal Procedures If the appealing employee fails to comply with the procedures and time limits established herein, the Chief Human Resources Officer or County Manager may dismiss the appeal. 9.2 Grievance - Purpose and Applicability It is the policy of the County to foster the kind of work environment that supports the efforts of all employees to provide quality services to the citizens of New Hanover County. Accepting the inevitability of disagreements between employees and their supervisors, the purpose of this policy is to provide internal procedures whereby such disputes or employee concerns about treatment or conditions of work may be rapidly, fairly and consistently addressed. This policy may not be used to appeal a disciplinary action; the appeal policy should be used instead. This policy applies to all regular (benefits -eligible) employees, with the following exceptions: Established: May 1977 Article 9 —Appeals and Grievances Page 4 Last Revised: Novembep 16 24;19 ugust 18, 2025 Board of Commissioners - August 18, 2025 ITEM: 6 - 1 - 47 NEW HANOVER COUNTY PERSONNEL POLICIES & PROCEDURES • Employees in the offices of the Sheriff and Register of Deeds, elected officials who, by North Carolina General Statutes, have full authority in personnel decisions involving employees in their respective departments;_ • Any employees who are appointed by the County Commissioners whereas, in such appointments, the Board has full authority in personnel decisions over them. • The Elections Director who is appointed by the Board of Elections which has full authority over the position in personnel decisions. 9.2.1 Grievance Policy Eligible employees may use the employee grievance procedure to resolve a complaint based upon an event or condition which affects the circumstances under which the employee works, such as misinterpretation, unfair application, or lack of established policy pertaining to employment conditions. This grievance procedure does not apply to the following issues: • Disciplinary actions covered by the Appeal Policy;_ • Informal or formal coaching; • Complaints of workplace harassment covered by the Unlawful Workplace Harassment Policy;_ • Personnel actions which do not represent any harm to the employee, such as assignment to another position or location wherein the employee does not suffer any loss of pay;_ • Downgrades resulting from voluntary or involuntary demotions. This procedure is to be used internally only and does not confer upon either supervisor or employee any remedies other than those expressly contained herein. All parties involved in a proceeding within the purview of this policy shall be protected from reprisals for such involvement. Parties engaging in any form of retaliation will be subject to disciplinary action, up to and including termination. 9.2.2 Grievance Procedure When an employee or group of employees has a grievance, the following successive steps are to be taken. The number of days indicated at each level should be considered as the maximum number of days unless provided otherwise and every effort should be made to expedite the process. However, when mutually agreed upon, time limits given below may be extended. If the grieving employee does not follow the timelines for successive steps, it may be considered as a withdrawal of the grievance and the grievance may be dismissed accordingly. Established: May 1977 Article 9 —Appeals and Grievances Page 5 Last Revised: Nevembep 16, 24;10August 18, 2025 Board of Commissioners - August 18, 2025 ITEM: 6 - 1 - 48 NEW HANOVER COUNTY PERSONNEL POLICIES & PROCEDURES department head's response in Step 2, submit a written request to the department head to forward the written grievance to the County Manager. In the request, the employee shall list the names of all employees he would like to be heard by the County Manager. The department head must forward the employee's written grievance to the County Manager within a maximum of three (3) business days from receipt of the employee's request. The County Manager shall arrange a time to hear the employee or group of employees as soon as is practicable, and the department head and employee will be notified of the date of the scheduled hearing. The County Manager shall determine the hearing procedures and who will be present during any part of the hearing, but basically the hearing will consist of an opportunity for both the employee(s), supervisor(s) and department head to be heard and the County Manager to ask questions to clarify issues. In the hearing, the employee must produce evidence justifying or otherwise supporting the allegations made in the grievance. Supervisors and the department head defending the charges at the hearing will be given the right to examine all evidence determined as relevant by the County Manager. The hearing is an internal procedure and neither party may have legal or other representation. The County Manager will make a decision as to an appropriate resolution andviill ^^+ify the empleyee of his deci-ri^^ within five (5) business days of the hearing by certified ^^-ai' The decision may be sent to the employee's hememailing address: on record by certified, registered mail, unless arrangements are made for an in -person notification or email. The County Manager's decision is final. No determination of any grievance will in any way conflict with any County policies, resolutions, or ordinances, or with any state or federal statutes applicable thereto. Established: May 1977 Article 9 — Appeals and Grievances Page 7 Last Revised: Navembep 16, '^'^August 18, 2025 Board of Commissioners - August 18, 2025 ITEM: 6 - 1 - 49 NEW HANOVER COUNTY PERSONNEL POLICIES & PROCEDURES County Commissioners who serve at least 10 years, which do not have to be consecutive, will pay 50% of the total cost for individual coverage, plus any additional costs for dependents. A Commissioner who leaves office and qualifies for continued coverage under this policy must at age 65 obtain primary coverage through the Federal Medicare plan (Parts A & B), which will become primary, and the County's medical insurance plan will assume secondary responsibility for covered medical expenses. Commissioners who are eligible for continued coverage must elect to continue or terminate coverage at the time they leave office. This election is subject to the same provisions outlined in Sections 10.1.6 and 10.1.7 that apply to retirees, including rules regarding the addition of dependents and the limited exception for coverage through a spouse who is an active County employee. 10.1.11 Medical and Dental Insurance - Premium Payment Participants must pay all premiums by the first day of the month for which coverage is in effect. New Hanover County bills participants monthly and allows a thirty (30)-day grace period for payment. Nonpayment or late payment will result in irrevocable cancellation. Participants receiving continuation coverage under COBRA provisions will be billed by a third party administrator contracted to administer the county's COBRA program. The Third Party Administrator allows a thirty (30)-day grace period for payment. Nonpayment or late payment to the third party administrator will result in irrevocable cancellation. 10.1.12 Continued Medical and Dental Insurance - COBRA Eligible employees who do not qualify for continued coverage under the County's group medical and dental insurance programs will be afforded continued coverage in accordance with the plan contract or any legislative mandates governing the continuation of group medical and dental insurance benefits (COBRA). 10.2 Retirement Benefits Employees become members of the North Carolina Local Government Employees' Retirement System (NCLGERS) on their date of hire, if hired as a full-time or part-time employee of New Hanover County and their duties require that they work at least 1,000 hours in any consecutive 12-month period. Employees who are sworn law enforcement officers shall be enrolled in the North Carolina Local Governmental Employees' Retirement System for Local Law Enforcement Officers on their date of hire, if hired as a full-time or part-time employee of New Hanover County and their duties require that they work at least 1,000 hours in any consecutive 12-month period. Contributions to the appropriate retirement system are deducted from the employee's pay checks and contributions are also made by the County, at a rate determined by the State Department of the Treasurer, Retirement Systems Division. 10.2.1 Retirement Benefits - Death of Employee Established: May 1977 Article 10 — Employee Benefits Page 5 Last Revised: j6dy 1, N49August 18, 2025 Board of Commissioners - August 18, 2025 ITEM: 6 - 1 - 50 NEW HANOVER COUNTY PERSONNEL POLICIES & PROCEDURES After one year of creditable service, employees are eligible for a death benefit. Should an eligible employee die while actively employed, the designated beneficiary(ies) will receive a single lump -sum payment which equals the highest 12 consecutive months of salary during the 24 months preceding death, but no less than $25,000 and no more than $50,000. This benefit is also paid if death occurs within 180 days of the last day for which an employee is paid a salary. 10.2.2 Retirement Benefits - Vesting After five years of creditable service in the NCLGERS, employees are vested for purposes of retirement benefits in accordance with the eligibility requirements established by the State Department of the Treasurer, Retirement Systems Division. 10.3 Supplemental Retirement Plans All regular (benefits -eligible) employees are eligible to participate in any supplemental retirement plan offered by the County, such as the 457 Deferred Compensation Plan or the 401(k) Supplemental Retirement Income Plan. All employee contributions are voluntary. As required by State law, the County contributes 5% of gross salary to the 401(k) Plan for qualified sworn law enforcement officers. For non -law enforcement positions, the County does not make a contribution. 10.4 Other Insurance Plans and Benefits The County offers other a wide array of group insurance plans and benefits. For some, the premiums are paid by the County; for others, the premiums are paid by the employee. The offerings are subject to change each benefit plan year and, therefore, it is not practical to list them in this policy. Current insurance plans and benefits listings and details can be found on the Human Resources internet or intranet website. 10.5 Employee Wellness Benefits Eligible employees and retirees may participate in the County's wellness program, access the on - site clinic, and receive on -site flu and tetanus immunizations. 10.6 Workers' Compensation Benefits County employees are covered by the North Carolina Workers' Compensation Act and may be eligible for Workers' Compensation benefits as a result of all injuries arising out of and in the course of employment. An employee has a responsibility to timely report any such injury to his or her supervisor or to the County safety officer. Established: May 1977 Article 10 — Employee Benefits Page 6 Last Revised: j6dy 1, N49Au ust 18, 2025 Board of Commissioners - August 18, 2025 ITEM: 6 - 1 - 51 NEW HANOVER COUNTY PERSONNEL POLICIES & PROCEDURES 11.6.4 References • httIqW/www.h6SteFy.AGdEF.^ and https://archives.ncdcr.gov/ • https://archives.ncdcr.gov/government • http://www.ncdcr.gov/resources/records-management • https://www.dncr.nc.gov/about/history/archives-records Established: May 1977 Article 11— Personnel Records and Reports Page 6 Last Revised: December' ^ 201 August 18, 2025 Board of Commissioners - August 18, 2025 ITEM: 6 - 1 - 52 NEW HANOVER COUNTY PERSONNEL POLICIES & PROCEDURES ARTICLE 12: IMPLEMENTATION OF POLICY 12.0 Conflicting Policies Repealed This policy constitutes a Personnel Resolution and thereby, does not create any contractual or statutory guarantees of continued employment. All policies, ordinances or resolutions that conflict with the provisions of this policy are hereby repealed. 12.1 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 orders to persons or circumstances other than those held invalid will not be affected thereby. 12.2 Violation of Policy Provisions An employee violating any of the provisions of this policy will be subject to disciplinary action, up to and including dismissal, in addition to any civil or criminal penalty which may be imposed for violation of the same. 12.3 Effective Date This policy is effective May 16, 1977. This policy is most recently fUlly Feviewedd and Mae diffif iedamended by the Board of Commissioners effective july 1, 2019August 18, 2025. Established: May 1977 Article 12 — Implementation of Policy Page 1 Last Revised: july 1, g -gAugust 18. 2025 Board of Commissioners - August 18, 2025 ITEM: 6 - 1 - 53 NEW HANOVER COUNTY PERSONNEL POLICIES & PROCEDURES Table of Contents 3.7.1 Establishing Pay Rates - Pay Zones and Differentials 3.7.2 Establishing Pay Rates - Trainees 3.7.3 Establishing Pay Rates - Hiring, Promotion, Reclassification, or Transfer 3.7.4 Establishing Pay Rates - Temporary Reassignment to Another Classification 3.7.5 Establishing Pay Rates - Involuntary and Voluntary Demotions 3.7.6 Establishing Pay Rates - Part-time Service 3.7.7 Establishing Pay Rates - Casual Part-time and Temporary Employees 3.8 Salary Adjustments - Regular (benefits -eligible) Employees 3.8.1 Salary Adjustments - Casual Part-time Employees 3.9 Overtime Pay 3.9.1 Overtime Pay and Other Paid Leave 3.9.2 Overtime Liability: Supervisor's Responsibility to Minimize 3.10 "Comp Time" 3.11 Unauthorized Work 3.12 Compensation Policies Applicable to the FLSA 3.13 Exempt Employee Pay Deductions 3.14 On -Call Pay 3.15 Call -Back Pay 3.16 Emergency Pay 3.16.1 Emergency Pay Exempt and Non -Exempt Employees 3.16.32 Emergency Pay - Travel Time 3.16.43 Emergency Pay - Sleep Time 3.16.-54 Emergency Pay - Duty in Other Locales 3.17 Payroll Deductions 3.18 County Manager's Authority to Implement Policy Pay Changes ARTICLE 4: EMPLOYMENT 4.0 Purpose and Applicability 4.1 Policy Established: May 1977 New Hanover County Personnel Policies — Table of Contents Page 2 Last Revised: F^h.-„^ry' '^"August 18, 2025 Board of Commissioners - August 18, 2025 ITEM: 6 - 1 - 54 NEW HANOVER COUNTY PERSONNEL POLICIES & PROCEDURES Table of Contents 6.17 Workplace Protection Policy - Purpose and Applicability 6.17.1 Workplace Protection Policy Statement 6.17.2 Workplace Protection Policy - Employee Responsibility 6.17.3 Workplace Protection Policy - Supervisory/Management Responsibility 6.17.4 Workplace Protection Violations — Response 6.17.5 Workplace Protection Policy —Violation Appeal Procedures 6.17.6 Domestic Violence Victim Workplace Issues 6.18 Weapons in the Workplace 6.19 Alcohol and Drug Free Workplace Policy —Purpose and Applicability 6.19.1 Alcohol and Drug Free Workplace Policy 6.19.2 Alcohol and Drug Free Workplace Policy— Responsibility 6.19.3 Employee Voluntarily Reveals Substance Abuse Problem 6.19.4 Enforcement- Drug/Alcohol Testing 6.19.5 Refusal to Test/Positive Test Results 6.19.6 Surrender of Drugs, Paraphernalia 6.19.7 Transportation to Medical Facility or Home 6.19.8 Alcohol and Drug Free Workplace Policy - Inspections and Searches 6.19.9 Alcohol and Drug Free Workplace Policy - Employee Options 6.20 Personal Use of County Equipment 6.21 Polygraph Examination 6.22 Attendance 6.23 Social Media Policy 6.24 Report of Motor Vehicle Violation and Criminal Charges and Convictions 6.25 Cooperation and Truthfulness During Investigations ARTICLE 7: LEAVE POLICIES 7.0 Purpose and Applicability 7.1 Holiday Leave 7.1.1 Holiday Leave - Eligibility 7.1.2 Holiday Leave - Number of Hours Paid Established: May 1977 New Hanover County Personnel Policies — Table of Contents Page 5 Last Revised: P^b.-„^py' '^"August 18, 2025 Board of Commissioners - August 18, 2025 ITEM: 6 - 1 - 55 This page intentionally left blank. NEW HANOVER COUNTY BOARD OF COMMISSIONERS REQUEST FOR BOARD ACTION MEETING DATE:8/18/2025 Consent DEPARTMENT: C o u nty Atto rn ey PRESENTER(S): Jordan Smith, NHC County Attorney CONTACT(S): Jordan Smith SU BJ ECT: Adoption of Resolution Authorizing Opioid Litigation Settlements BRIEF SUMMARY: There are two new proposed settlements resulting from the national opioid litigation. First, there is a proposed settlement with Perdue Pharma L.P. and the Sackler family totaling $7.4 billion nationwide. If approved, New Hanover County would receive approximately $3.7 million from this settlement. The second proposed settlement is with eight generic opioid manufacturers totaling $1.2 billion nationwide. If approved, New Hanover County would receive approximately $600,000 from this settlement. The generic manufacturers are Alvogen, Inc., Amneal Pharmaceuticals LLC, Apotex Corp., Hikma Pharmaceuticals USA Inc. f/k/a West -Ward Pharmaceuticals Corp., Indivior Inc., Sun Pharmaceutical Industries, Inc., Viatris Inc., and Zydus Pharmaceuticals (USA) Inc. The use of these settlement funds would be subject to the existing North Carolina Opioid Memorandum of Agreement (Opioid MOA), as well as the interlocal agreement with the City of Wilmington. The proposed resolution approves both settlements and authorizes the County Manager or County Attorney to execute any documents necessary to participate in both settlements. STRATEGIC PLAN ALIGNMENT: • Good Governance o Effective County Management ■ Increase transparency and awareness about county actions RECOMMENDED MOTION AND REQUESTED ACTIONS: Adopt the resolution. ATTACHMENTS: Resolution COUNTY MANAGER'S COMMENTS AND RECOMMENDATIONS: (only Manager) Recommend approval. COMMISSIONERS' ACTIONS: Board of Commissioners - August 18, 2025 ITEM: 7 This page intentionally left blank. RESOLUTION BY THE NEW HANOVER COUNTY BOARD OF COMMISSIONERS AUTHORIZING EXECUTION OF OPIOID SETTLEMENTS WITH SECONDARY OPIOID MANUFACTURERS, PURDUE PHARMA LP, AND THE SACKLER FAMILY, AND APPROVING THE THIRD SUPPLEMENTAL AGREEMENT FOR ADDITIONAL FUNDS BETWEEN THE STATE OF NORTH CAROLINA AND LOCAL GOVERNMENTS ON PROCEEDS RELATING TO THE SETTLEMENT OF OPIOID LITIGATION WHEREAS more than 41,500 North Carolinians lost their lives to a drug overdose from 2000-2023; and WHEREAS the Centers for Disease Control and Prevention has estimated the total economic burden of prescription opioid misuse alone in the United States to be $78.5 billion a year, including the costs of healthcare, lost productivity, addiction treatment, and criminal justice involvement; and WHEREAS certain counties and municipalities in North Carolina joined with thousands of local governments across the country to file lawsuits against opioid companies, manufacturers, pharmaceutical distributors, and chain drug stores to hold those companies accountable for their misconduct; and WHEREAS settlements (collectively "the Secondary Opioid Manufacturer Settlements') have been reached in litigation against Alvogen, Inc., Amneal Pharmaceuticals LLC, Apotex Corp., Hikma Pharmaceuticals USA Inc. f/k/a West -Ward Pharmaceuticals Corp., Indivior Inc., Sun Pharmaceutical Industries, Inc., Viatris Inc., and Zydus Pharmaceuticals (USA) Inc., as well as their subsidiaries, affiliates, officers, and directors (collectively "the Secondary Opioid Manufacturer Defendants") named in the Secondary Opioid Manufacturer Settlements; and WHEREAS representatives of local North Carolina governments, the North Carolina Association of County Commissioners, and the North Carolina Department of Justice have negotiated and prepared a Third Supplemental Agreement for Additional Funds ("SAAF-3") to provide for the equitable distribution of the proceeds of the Secondary Opioid Manufacturer Settlements; and WHEREAS settlements have been reached, under Purdue Pharma L.P.'s bankruptcy plan, whereby Purdue Pharma L.P. ("Purdue") and members of the Sackler family will pay approximately $7.4 billion to settle opioid claims across the nation, which settlements would be subject in North Carolina to the equitable distribution of the proceeds as set forth in the Memorandum of Agreement ("MOA") which has already been approved by this Board; and WHEREAS by joining the Secondary Opioid Manufacturer Settlements, approving the SAAF-3, and approving the bankruptcy plan and settlements relating to Purdue and the Sackler family, the state and local governments maximize North Carolina's share of opioid settlement funds to ensure the needed resources reach communities, as quickly, effectively, and directly as possible; and WHEREAS it is advantageous to all North Carolinians for local governments, including New Hanover County and its residents, to sign onto the Secondary Opioid Manufacturer Settlements, SAAF-3, and approving the bankruptcy plan and settlements relating to Purdue and the Sackler family, in order to demonstrate solidarity in response to the opioid overdose crisis, and to maximize the share of opioid settlement funds received both in the State and New Hanover County to help abate the harm; and WHEREAS both the MOA and SAAF-3 directs substantial resources over multiple years to local governments on the front lines of the opioid overdose epidemic while ensuring that these resources are used in an effective way to address the crisis. Board of Commissioners - August 18, 2025 ITEM: 7 - 1 - 1 NOW, THEREFORE, BE IT RESOLVED that the New Hanover County Board of Commissioners hereby authorizes the County Manager or County Attorney to execute, on behalf of New Hanover County, the necessary documents to enter into opioid settlement agreements, as set forth herein, with the Secondary Opioid Manufacturer Defendants, to execute the SAAF-3, and to approve the bankruptcy plan and settlement agreements relating to Purdue and the Sackler family, and to provide such documents to Rubris, the Implementation Administrator, subject to a pre -audit certificate thereon by the County Chief Financial Officer, if applicable, and approval as to form and legality by the County Attorney. Adopted this 18th day of August, 2025. (SEAL) ATTEST: Kymberleigh G. Crowell Clerk to the Board William E. Rivenbark, Chair New Hanover County Board of Commissioners Board of Commissioners - August 18, 2025 ITEM: 7 - 1 - 2 NEW HANOVER COUNTY BOARD OF COMMISSIONERS Consent Health and DEPARTMENT: Human Services REQUEST FOR BOARD ACTION MEETING DATE:8/18/2025 Vanell Walker, HHS Social Services Assistant Director of Economic PRESENTER(S): and Family Services; Amber Garner, HHS Social Services Program Manager CONTACT(S): Tonya Jackson, HHS Social Services Director SU BJ ECT: Adoption of Child Support Awareness Month Proclamation BRIEF SUMMARY: This proclamation, sponsored by the Health & Human Services Board in partnership with county staff, recognizes Child Support Awareness Month observed annually in August as a national initiative aimed at raising public awareness about the importance of child support and the vital role it plays in ensuring children's well-being. It is also a time to celebrate the successes of the child support program, which helps millions of families achieve financial stability, and to recommit to improving systems so that all children receive the support they need to thrive. STRATEGIC PLAN ALIGNMENT: • Community Safety & Well-being o The community supports a life that mitigates health and safety risks ■ Effectively and efficiently respond to public health and safety demands. RECOMMENDED MOTION AND REQUESTED ACTIONS: Adopt the proclamation. ATTACHMENTS: Child Support Awareness Month Proclamation COUNTY MANAGER'S COMMENTS AND RECOMMENDATIONS: (only Manager) Recommend approval. COMMISSIONERS' ACTIONS: Board of Commissioners - August 18, 2025 ITEM: 8 This page intentionally left blank. NEW HANOVER COUNTY BOARD OF COMMISSIONERS 14:II114-91a091i1_\Y4_1.44►I4.1.1uWLy111:1 PROCLAMATION WHEREAS, children are entitled to financial support from their parents; and WHEREAS, children who do not receive adequate financial and emotional support from their parents may experience greater difficulty in becoming happy, healthy, and productive residents; and WHEREAS, New Hanover County Child Support Services is dedicated to serving families and children across the county; and WHEREAS, New Hanover County continues to improve its efforts at child support collections; in Fiscal Year 2024-2025, $10,656,665.30 was collected to support children; and WHEREAS, many concerned and dedicated judges, district attorneys, clerks of court, sheriffs' personnel, and child support professionals work to establish and enforce child support orders for New Hanover County's children, one of the county's most vital resources. NOW,THEREFORE, BE IT PROCLAIMED by the New Hanover County Board of Commissioners that August 2025 will be recognized as Child Support Awareness Month in New Hanover County. ADOPTED this 181" day of August, 2025. NEW HANOVER COUNTY William E. Rivenbark, Chair /e1aI*II Kymberleigh G. Crowell, Clerk to the Board Board of Commissioners - August 18, 2025 ITEM: 8 - 1 - 1 This page intentionally left blank. NEW HANOVER COUNTY BOARD OF COMMISSIONERS REQUEST FOR BOARD ACTION MEETING DAT E: 8/18/2025 Consent DEPARTMENT: Health and Human Services PRESENTER(S): Jon Campbell, New Hanover County Health Director CONTACT(S): Jon Campbell SUBJECT: Adoption of of National Immunization Awareness Month Proclamation BRIEF SUMMARY: This proclamation, sponsored bythe Health& Human Services Board in partnership with county staff, recognizes August as National Immunization Awareness Month, highlighting the vital role vaccines play in protecting individual and community health across the lifespan. This proclamation affirms New Hanover County's commitment to increasing access to immunization services, promoting vaccine education, and supporting the county's strategic goal of ensuring every resident has access to services that support their physical health. It also acknowledges the collaborative efforts of public health professionals, healthcare providers, and community partners in encouraging routine immunizations as a cornerstone of preventive care. STRATEGIC PLAN ALIGNMENT: Community Safety & Well-being Every resident has access to services that support their physical health and mental well-being. ■ Connect residents to individualized services at the right time with a variety of service providers RECOMMENDED MOTION AND REQUESTED ACTIONS: Adopt the proclamation. ATTACHMENTS: National Immunization Awareness Month Proclamation COUNTY MANAGER'S COMMENTS AND RECOMMENDATIONS: (only Manager) Recommend approval. COMMISSIONERS' ACTIONS: Board of Commissioners - August 18, 2025 ITEM: 9 This page intentionally left blank. NEW HANOVER COUNTY BOARD OF COMMISSIONERS NATIONAL IMMUNIZATION AWARENESS MONTH PROCLAMATION WHEREAS, routine immunizations are a cornerstone of preventive healthcare, significantly reducing the risk of illness, hospitalization, and death from vaccine -preventable diseases across the lifespan; and WHEREAS, National Immunization Awareness Month is a nationally recognized observance that underscores the essential role of vaccines in protecting individual and community health, from infancy through older adulthood; and WHEREAS, increasing access to and awareness of vaccines directly supports New Hanover County's Strategic Plan goal that "every resident has access to services that support their physical health"; and WHEREAS, vaccines have been rigorously tested and continuously monitored for safety and effectiveness, helping to protect against diseases such as measles, whooping cough, influenza, polio, and respiratory viruses; and WHEREAS, public health professionals, healthcare providers, and community organizations in New Hanover County work collaboratively to ensure residents are informed about recommended vaccines and have opportunities to stay up to date with immunizations; and WHEREAS, discussing immunization schedules and needs with a trusted healthcare provider helps ensure that individuals and families receive the protection most appropriate to their circumstances; and WHEREAS, promoting routine vaccination is a vital strategy to protect vulnerable populations, reduce healthcare burdens, and uphold the County's vision of a safe, healthy, and thriving community. NOW, THEREFORE, BE IT PROCLAIMED by the New Hanover County Board of Commissioners that August 2025 will be recognized as National Immunization Awareness Month in New Hanover County. ADOPTED this 18th day of August 2025. NEW HANOVER COUNTY William E. Rivenbark, Chair ATTEST: Kymberleigh G. Crowell, Clerk to the Board Board of Commissioners - August 18, 2025 ITEM: 9 - 1 - 1 This page intentionally left blank. NEW HANOVER COUNTY BOARD OF COMMISSIONERS REQUEST FOR BOARD ACTION MEETING DATE:8/18/2025 Regular DEPARTMENT: Human Resources PRESENTER(S): Commissioners and Chris Coudriet, County Manager CONTACT(S): Bo Dean, NHC Human Resources Sr. Analyst SUBJECT: Presentation of Service Awards and Introduction of New Employees BRIEF SUMMARY: Service awards will be presented to retirees and employees. New employees will be introduced. STRATEGIC PLAN ALIGNMENT: • Good Governance o Internal business processes ■ Communicate what the county does and why RECOMMENDED MOTION AND REQUESTED ACTIONS: Present service awards and meet new employees. COUNTY MANAGER'S COMMENTS AND RECOMMENDATIONS: (only Manager) Present service awards and meet new employees. COMMISSIONERS' ACTIONS: Board of Commissioners - August 18, 2025 ITEM: 10 This page intentionally left blank. NEW HANOVER COUNTY BOARD OF COMMISSIONERS REQUEST FOR BOARD ACTION MEETING DATE:8/18/2025 Regular Shannon Winslow, Chair of the New Hanover Community Endowment DEPARTMENT: County Manager PRESENTER(S): and Sophie Dagenais Interim President & CEO / VP of Programs & Grants, of the New Hanover Community Endowment CONTACT(S): Chris Coudriet, N HC County Manager SUBJECT: Presentation by the New Hanover Community Endowment BRIEF SUMMARY: Shannon Winslow, Chair of the New Hanover Community Endowment, and Sophie Dagenais Interim President & CEO / VP of Programs & Grants of the New Hanover Community Endowment will present an update on the Endowment's activities to the Board. STRATEGIC PLAN ALIGNMENT: Good Governance o Effective County Management ■ I ncrease transparency and awareness about county actions RECOMMENDED MOTION AND REQUESTED ACTIONS: Hear presentation. ATTACHMENTS: New Hanover Community Endowment Presentation COUNTY MANAGER'S COMMENTS AND RECOMMENDATIONS: (only Manager) Hear presentation and provide feedback. COMMISSIONERS' ACTIONS: Board of Commissioners - August 18, 2025 ITEM: 11 This page intentionally left blank. .THE ENDOWMENT V NEW HANOVER COMMUNITY ENDOWMENT kI� Shannon Winslow Board Chair Our Leadership Sophie Dagenais Interim President & CEO VP, Programs & Grants Our Mission Improve the health, education, safety, and economic olnxwhmily of every person in our 'ty Social & Health Equity Education Community Safety To AAA, SHANNON WINSLOW Our Board CHRIS BONEY BILL BLAIR Fall, A DR. KHADIJIA TRIBIE REID MARY LYONS ROUSE DR. EDELMIRA SEGOVIA F SPENCE BROADHURST • HOLLY S SULLIVAN BILL CAMERON CEDRIC DICKERSON DAVID SPRUNT WOODY WHITE Our Community Advisory Council ANDREW (ANDY) HEWITT EVELYN D. ADGER 4 MIREYA LUPERCIO SUSIE SEWELL CAROLYN BEA TIMOTHY RYAN JARMAN J►` tit SEPTEMBER KRUEGER JEREMY HARDY NICK RHODES, JR. DR. MICHAEL D. PRIDDY FRANKIE ROBERTS ABDUL HAFEEDH BIN SANA Y. ROCKWELL ABDULLAH I, JAMAR JENKINS i DR. M. KENT LOCKLEAR Our Stall 4f SOPHIE DAGENAIS TYLER NEWMAN EMILY PAGE JOEL BEESON EILEEN O'MALLEY CHRISTINE TOBIAS INTERIM PRESIDENT & CEO VP, EXTERNAL AFFAIRS VP, RESEARCH & IMPACT CHIEF FINANCIAL OFFICER CHIEF TECHNOLOGY OFFICER CHIEF PEOPLE OFFICER VP, PROGRAMS & GRANTS mi-owl, Ir CRYSTAL COOPER CONTROLLER I AMBER ROGERSON COMMUNICATIONS DIRECTOR Vv"r�f.im t , KATHLEEN SALDIVAR GRANTS TECHNOLOGY & OPERATIONS MANAGER `i j G 1wi ' IL 't at MARY VAIL WARE DIRECTOR OF COMMUNITY SAFETY "� v k TAMARA JAMES SPECIAL ASSISTANT TO CEO DAVID STEGALL DIRECTOR OF EDUCATION TERRI BURHANS NETWORK OFFICER GABRIELLA DIAZ JODI-TATIANA CHARLES BOARD LIAISON CHIEF MARKETING OFFICER (CONSULTANT) w LEIGH QUARLES, MPH NETWORK OFFICER er I e GABRIEL RHOADES SENIOR ADVISOR, RESEARCH & IMPACT (CONSULTANT) Early Returns (2022-2023) Majority of Resources Support Community - Wide Programs By Age Groups Specifically supported adi (includes young adults) Supported all ages ecifically supported ldren and youth irlychildhood, K-12) *Analysis based on 1301144 grants (i.e., closed grants) Supported outcomes in one pillar Supported outcomes in multiple pillars Board of Commissioners - August 18, 2025 ITEM: 11- 1 - 7 Early Returns (2022-2023) Grants supported outcomes for grantee organizations, the individuals and families they served, and the community as a whole* Grantee Organizations In• .uals, Families, Children Community Enhanced infrastructure: facilities, Increased access to healthcare Enhanced community equipment, technology, operations services and health resources infrastructure Enhanced staff capacity and talent pool Increased partnerships and collaborations Increased service capacity and reach Increased access to nutritious food Increased access to affordable and stable housing Increased access to skill -building and enrichment opportunities Increased safety and preparedness Strengthened workforce Increased community integration, inclusion and connectedness Increased community awareness and engagement Analysis based on 1301144 grants (i.e., closed grants) Board of Commissioners - August 18, 2025 ITEM: 11- 1 - 8 Early Returns (2024) ���•lr,-�� 0 reserving and producing affordable housing; support ervices .$24million 5,000 residents served, 495 housing units (316 new, 79 repaired), and 89 transitional beds added 5.7 million grant commitment to Wilmington Housing ,uthority (120 senior units; 500-600 mixed income nits) New Hanover Healthcare Career Partnership Built on previous investments to address food insecurity ($1.7 million ) $2.3 million in 2024* Strengthening infrastructure, fostering coordination, and capacity -building *exclusive of cross pillar grants Board of Commissioners - August 18, 2025 ITEM: 11- 1 - 9 SMAL & HEALTH EQIATY BOLD GOAL: NHC is ranked the healthiest county in NC FOCUS AREA: Maternal & Infant Health Mental Health Preventative Ca re OBJECTIVES: • Increase access to prenatal care for all • Reduce infant & maternal mortality rates, and eliminate disparities • Decrease depression and mental distress among all ages • Improve health outcomes through preventive care :. _ Pre, ,► BOLD GOAL: NHC is ranked #1 in education in NC FOCUS AREA: Early Childhood Education K-12 Achievement Gaps OBJECTIVES: • Increase kindergarten readiness • Increase reading proficiency • Increase teacher effectiveness and culture of high expectations • OOMM LAITY SAFETY BOLD GOAL: Every NHC neighborhood is safe & resilient FOCUS AREA: Youth Development OBJECTIVES: • Reduce youth violence and involvement in crime • Increase employment among "opportunity youth" • Increase HS graduation rates • Increase sense of "community" & engagement in every NHC neighborhood BOLD GOAL: NHC has a vibrant economy and quality of life for all OBJECTIVES: FOCUS AREAS: • Increase availability of high -wage jobs Innovation & Entrepreneurial Development • Increase the number of businesses launched in and/or choosing tD locate in NHC Increase Recreational Opportunities for all NHC residents • Support world -class recreational enhancements ���.ti�i J111►, � � eyi:., Maternal & Infant Health Mental Health (Lifetime) Preventative Care (Lifetime) FOCUS: • Early Childhood Education • Kindergarten Readiness FOCUS: • K-12 Achievement Gaps • Teacher Effectiveness • Culture of High Expectations The Path Forward FOCUS: • Youth Development • Reduce Youth Violence • Increase High School Graduation Rates • Employment Opportunities !A FOCUS: • Vibrant Adulthood and Quality of Life • Innovation & Entrepreneurial Development • High Wage Jobs • World -Class Recreational Enhancements • Sense of Community The Work Now and Looking Forward Board of Commissioners - August 18, 2025 ITEM: 11- 1 - 12 Z025 Grants Financial Snapshot 2025 Grants Budget: $54,805,713 ^�F • Committed: $30,371,637 • Amount Remaining: $24,434,076 -� 2025 Letters of Inquiry YTD: $1441,9781,000 PF Board of Commissioners - August 18, 2025 ITEM: 11- 1 - 13 �V V SS�NG Focus: Grants and Committing 2025 Positioning for 2026 • Clarify Grant Pathways Activate Strategy Development Framework Invest in Capacity Building Board of Commissioners - August 18, 2025 ITEM: 11- 1 - 14 Strategy Development DATA ENGAGEMENT RESEARCH Board of Commissioners - August 18, 2025 ITEM: 11- 1 - 15 Closing and Gratitude Since Inception: 328 Grants > $132 million! As tine largest fourxbdon in tine region, we take our responsibility as a civic leader and Awed of public resources seriously. In partnership with our stakeholders and the entire New Hanover County community, and with the resources entrusted in us, we are poised for: Meaningful MeasurableLill 1111 TRANSFORMATIONAL IMPACT Board of Commissioners - August 18, 2025 ITEM: 11- 1 - 17 :T• CTHEENDOWMENT - ... mJ.. o OUR STRATEGIC PLAN _ring ours m�¢x. YR reaneuvf rb Ym1 m..ne 4 GRANT PARTNERS s VOA �Cape Fear 1„R COtlecfive HW" ...-..r- woo _.-.-...�... m�.u�nexweusa m.atedrwuna Board of Commissioners - August 18, 2025 ITEM: 11- 1 - 18 CZ THE ENDOWMENT NEW HANOVER COMMUNITY ENDOWMENT This page intentionally left blank. NEW HANOVER COUNTY BOARD OF COMMISSIONERS REQUEST FOR BOARD ACTION MEETING DATE:8/18/2025 Regular DEPARTMENT: County PRESENTER(S): Rob Condon, Founder & Executive Director, Lauren Tippett, Regional Manager Director, Young Scientist Academy; and Youth Ambassadors CONTACT(S): Commissioner Zapple SU BJ ECT: Presentation by Youth Ambassadors from Young Scientist Academy BRIEF SUMMARY: Commissioner Zapple has invited several youth ambassadors from the Young Scientist Academy to present their science research findings and solutions on climate change, urban sustainability and public health issues in New Hanover County. Young Scientist Academy Presenters to the County Commissioners: Dr. Rob Condon, Founder & Executive Director, and Lauren Tippett, Regional Director - Brief remarks (1 min) Maddie Woodhouse - Why Youth Science Is Important for the Future of N HC (3 minutes) Akram Qasim - Using technology to examine urban issues (3 minutes) Hala Mahmoud - Using STEM as a problem -solving tool (3 minutes) Hava Henzler - Globally relevant issues that affect New Hanover County (3 minutes) Video - How North Carolina Youth are Collaborating Internationally (3 minutes) STRATEGIC PLAN ALIGNMENT: • Good Governance o Internal business processes ■ Communicate what the county does and why ■ Develop and nurture inclusive partnerships to deliver strategic objectives RECOMMENDED MOTION AND REQUESTED ACTIONS: Hear presentation and take photo with representative(s). COUNTY MANAGER'S COMMENTS AND RECOMMENDATIONS: (only Manager) Hear presentation. COMMISSIONERS' ACTIONS: Board of Commissioners - August 18, 2025 ITEM: 12 This page intentionally left blank. NEW HANOVER COUNTY BOARD OF COMMISSIONERS REQUEST FOR BOARD ACTION MEETING DATE:8/18/2025 Regular DEPARTMENT: Governing PRESENTER(S): Zaiden Williams, Boys and Girls Clubs of Southeastern North Carolina Body Member and NCACC YouthVoice 2025 Delegate CONTACT(S): Kym Crowell, Clerk to the Board and Leandra Grady, Boys and Girls Clubs of Southeastern North Carolina SU BJ ECT: Presentation by Boys and Girls Clubs of Southeastern North Carolina Member and North Carolina Association of County Commissioners (NCACC) YouthVoice 2025 Delegate Zaiden Williams BRIEF SUMMARY: NCACC is reconvening YouthVoice for its 14th year during the forthcoming 118th Annual Conference, August 21-23, 2025, in Pitt County to involve the next generation of leaders as part of a youth leadership development initiative. The event brings together Youth Delegates from 4-H Youth Development clubs and Boys and Girls Clubs of North Carolina. The event will take place on Friday and Saturday of NCACC's Annual Conference. Sessions will be held to help youth gain a better understanding of what county governments do and the role of commissioners as the governing body for counties, and provide opportunities for youth and county officials to connect. Zaiden Williams will be representing the Boys and Girls Clubs of Southeastern North Carolina and New Hanover County during the event. In order to qualify to attend, Youth Delegates must speak at a Board of County Commissioners meeting prior to YouthVoice and submit a photo of themselves with their Board of Commissioners. Mr. Williams will speak to the Board regarding his involvement with the Boys and Girls Clubs of Southeastern North Carolina and what he hopes to gain from the event. Afterwards, Mr. Williams will have his photo taken with the Board. STRATEGIC PLAN ALIGNMENT: • Community Safety & Well-being o Residents feel supported and connected to their community ■ Build relationships and create opportunities that enhance engagement for a diverse community. RECOMMENDED MOTION AND REQUESTED ACTIONS: Hear presentation and take photo with Mr. Williams. COUNTY MANAGER'S COMMENTS AND RECOMMENDATIONS: (only Manager) Hear presentation. COMMISSIONERS' ACTIONS: Board of Commissioners - August 18, 2025 ITEM: 13 This page intentionally left blank. NEW HANOVER COUNTY BOARD OF COMMISSIONERS REQUEST FOR BOARD ACTION MEETING DATE:8/18/2025 Regular DEPARTMENT: Planning PRESENTER(S): Rebekah Roth, N H C Director of Planning& Land Use CONTACT(S): Rebekah Roth SU BJ ECT: Public Hearing Text Amendment Request (TA25-03) - Request by New Hanover County to amend Articles 3 and 4 of the New Hanover County Unified Development Ordinance to change the approval process forAdditional Dwelling Allowances from quasi- judicial to legislative BRIEF SUMMARY: This request is in response to the Board of Commissioners' generally stated concerns regarding the adequacy of the current approval process for Additional Dwelling Allowances to address community concerns about the impact of potential development projects on community infrastructure and services. The county manager directed development of this policy for consideration. During Additional Dwelling Allowance special use processes in recent years, residents have frequently expressed concerns about infrastructure capacity, public services, development patterns, connectivity, and project design. While these are within the County's authority, the current special use permit standards do not explicitly address them. The proposed amendment would shift the approval process from a quasi-judicial special use permit (SUP) process to the legislative conditional zoning process, which allows for broader consideration of these potential impacts. Conditional zoning has been authorized in North Carolina since 2005 and is now a commonly used and well -understood tool. This amendment would not affect existing developments approved under the current SUP process; those would remain as conforming uses. In addition, this amendment would not impact any completed SU P applications for additional dwelling allowances that have been submitted to the county as of today, as they would have permit choice and therefore not be impacted. The Planning Board considered the proposed amendment at its April 3, 2025 meeting. At that public hearing one person spoke in opposition to the proposed amendment (citing a potential conflict with Session Law 2024-57 (formerly Senate Bill 382) and suggesting the Board of Adjustment would be a better body to review SU Ps as they are experienced in quasi- judicial hearings). The Planning Board had a lengthy discussion about potential legal implications of Session Law 2024-57 that limits downzoning and whether this amendment would be in conflict. The county attorney does not hold the opinion that it would be a conflict, as this amendment does not take away the opportunity for someone to achieve additional dwelling allowances and instead changes the tool to achieve additional density from a quasi-judicial decision to a legislative decision. After a motion to recommend denial did not move forward, the Planning Board voted 5-1 to recommend approval. However, the Planning Board members expressed that they wanted to ensure Commissioners knew their concerns that the amendment could potentially fall within the scope of recent downzoning legislation that could expose the County to legal challenges. Board of Commissioners - August 18, 2025 ITEM: 14 STRATEGIC PLAN ALIGNMENT: • Good Governance o Effective County Management Continuous focus on the customer experience I ncrease transparency and awareness about county actions RECOMMENDED MOTION AND REQUESTED ACTIONS: The proposed amendment has been reviewed by the county attorney, and staff recommends approval of the proposed amendment. Recommended motion language can be found in the attached script. ATTACHMENTS: TA25-03 Scdpt - Board of Commissioners Staff Presentation TA25-03 Staff Report - Board of Commissioners TA25-03 Amendment Summary TA25-03 Proposed Amendment COUNTY MANAGER'S COMMENTS AND RECOMMENDATIONS: (only Manager) Recommend approval. COMMISSIONERS' ACTIONS: Board of Commissioners - August 18, 2025 ITEM: 14 SCRIPT for Unified Development Ordinance Text Amendment (TA25-03) Request by New Hanover County to amend Articles 3 and 4 of the New Hanover County Unified Development Ordinance to change the approval process for Additional Dwelling Allowances from quasi-judicial to legislative. 1. This is a public hearing. We will hear a presentation from staff. Then any supporters and opponents will each be allowed 15 minutes for their presentation and an additional 5 minutes for rebuttal. 2. Conduct Hearing, as follows: a. Staff presentation b. Supporters' presentation (up to 15 minutes) c. Opponents' presentation (up to 15 minutes) d. Staff response to Board questions and opponents' presentation (up to 5 minutes) e. Opponents' rebuttal (up to 5 minutes) 3. Close the public hearing 4. Board discussion 5. Vote on amendment. The motion should include a statement saying how the change is, or is not, consistent with the land use plan and why approval or denial of the rezoning request is reasonable and in the public interest. Example Motion of Approval I move to APPROVE the proposed amendment to modify the decision -making process for Additional Dwelling Allowance developments. I find it to be consistent with the purposes and intent of the 2016 Comprehensive Plan because it retains a tool to increase the County's housing supply while ensuring that project density, design, and community impacts can be fully considered. I find APPROVAL to be reasonable and in the public interest because the revised process reduces barriers of participation to impacted residents and better ensures that projects are aligned with Commissioner policy direction. Alternative Motion for Approval/Denial: I move to [Approve/Deny] the proposed amendment to the New Hanover County Unified Development Ordinance. I find it to be [Consistent/Inconsistent] with the purposes and intent of the Comprehensive Plan because [insert reasons] I also find [Approval/Denial] of the proposed amendment is reasonable and in the public interest because [insert reasons] Board of Commissioners - August 18, 2025 ITEM: 14- 1 - 1 This page intentionally left blank. STAFF REPORT OF TA25-03 TEXT AMENDMENT APPLICATION APPLICATION SUMMARY Case Number: TA25-03 Request: To amend Articles 3 and 4 of the Unified Development Ordinance to change the approval process for Additional Dwelling Allowances from quasi-judicial to legislative Applicant: Subject Ordinance: ML� New Hanover County Unified Development Ordinance (UDO) Subject Article(s) and Section(s): • Article 3: Zoning Districts o Section 3.1.3: Superseding Dimensional Standards • Article 4: Uses and Use Specific Standards o Section 4.2: Allocation of Principal Uses BACKGROUND & STAFF ANALYSIS Over the past several years, the Board of Commissioners have expressed concerns regarding the adequacy of the current approval process for Additional Dwelling Allowances to address community concerns regarding the impact of potential development projects on community infrastructure and services. This development type, known prior to 2019 as a High Density Development, was established in 1982 to replace a previous special use permit allowance for specifically multi -family development projects. At the time, County zoning districts did not allow densities beyond roughly 3.3 units per acre, so the High Density Development provision allowed additional levels of density for a variety of residential dwelling types to be considered by the Board as part of a special use permit quasi-judicial process. Since that time, changes to the County's zoning regulations and to the legal parameters for quasi-judicial approvals have reduced the effectiveness of this tool in achieving its original goals. During the Unified Development Ordinance Project (2018-2020), changes were made to the County's zoning regulations that reduced the need for an additional dwelling allowance special use permit to meet housing supply demand as new tools were created. In 2019, several new zoning districts were added to the ordinance to allow the full spectrum of residential densities outlined in the Comprehensive Plan. As shown on the graphic below (created for that 2019 amendment), the new districts' proposed densities provided for the same levels of residential densities only allowed previously with special use permit approval. TA25-03 Staff Report PB 2.6.2025 Page 1 of 4 Board of Commissioners - August 18, 2025 ITEM: 14- 3 - 1 Zoning Districts Current District -By Right Current District -Special Use Permit Proposed District -By Right AR (1) R-20 (1.9) RA (1) R-20S (1.9) RMF-L (10) R 10 (3.3) R-7 (6) R-15 (10.2] RMF-M (17} RMF-MH [25} R-15 (2.5) R-20 (4.25) R-5 (8) 0&1 (10.2) R-10 (17) RMF-H (36) 1D (4.25) LOW MODERATE 0-3 units/acre 3-6 units/acre 7-10 sf units/acre 16+ units/acre 12-15 mf units/acre Rural Residential Employment Center Community Mixed Use Urban Mixed Use General Residential Employment Center (multi -family only) Urban Mixed Use 6L Comprehensive Plan Place Types At the time, the decision was made to not remove the High Density Development tool from the ordinance in case it was still useful to meet the community's development goals. In 2019, however, its name was revised to Additional Dwelling Allowance in recognition that most of the densities possible through the tool were not considered "high density" under the density range outlined in the 2016 Comprehensive Plan. Since that time, most applications for densities higher than allowed by the current zoning district have been through a rezoning process to one of the residential districts adopted in 2019. Between that time and January 2025, 4 special use permit applications for higher densities were submitted, compared with 65 rezoning requests for residential projects with densities higher than previously allowed. These experiences have highlighted the differences in the two processes for supporting the community's planning goals regarding housing supply, impacts on infrastructure and public services, and project design. When first established as part of zoning regulations in the United States, the special use permit process was intended to apply in situations where a particular use or development type might be appropriate in a specific area but needed additional consideration. At the time, zoning districts often allowed a broad variety of uses and were applied by the government to parcels with differing site characteristics, infrastructure, and access availability. In the mid twentieth century, jurisdictions identified that in addition to permitted uses and prohibited uses, there could be a need for a "maybe." The special use permit would serve as this "maybe," though some ordinances may have used different names for it. As former UNC School of Government professor David Owens explains in a 2012 blog, "the idea was to add some flexibility to zoning ordinances while retaining oversight of individual projects ... [when a] use would not be TA25-03 Staff Report PB 2.6.2025 Page 2 of 4 Board of Commissioners - August 18, 2025 ITEM: 14- 3 - 2 suitable for every location in the district, but with a case -by -case review it could be allowed in some locations within the district" (https://canons.sog.unc.edu/201 2/1 1 /a -conditional -what -clarifying= some-confusing-zoning-terminoloay/). Because these "maybes" were determined based on pre -identified standards or criteria for approval, the courts determined that their consideration should be subject to quasi-judicial decision - making processes, which involves a number of requirements related to the presentation of evidence and the types of information that can be considered during decision -making. These requirements are intended to ensure both that the community's ordinance standards are met and that decisions are based on factual information, which is why special use permit processes are often used for land uses like congregate living facilities or landfills that may be necessary for a community but that citizens may have fears about or biases against. They also, however, are less familiar to residents, and may make it harder for the zoning layperson to participate effectively in the process. Since conditional zoning districts were authorized by the NC General Assembly in 2005, this legislative decision -making process for considering specific development proposals' appropriateness in particular locations has become increasingly popular with governing boards and familiar to general residents. Jurisdictions across the state, including the City of Wilmington, have worked in recent years to reduce the number of special use permits and instead rely on the conditional rezoning process when making "maybe" decisions. While New Hanover County did not decide to include a reconsideration of special use permits as part of the UDO Project, discussions have continued regarding the most appropriate decision -making process for some of the uses in the ordinances. The Additional Dwelling Allowance special use permit has been one of the primary special uses that has been discussed, leading to the current interest in considering whether a modification to the process may be appropriate. Concerns regarding impacts to infrastructure and public services, community development patterns and connectivity, and project design have been raised during Additional Dwelling Allowance special use permit processes in recent years that are part of the County's responsibility and purview but are not directly addressed by special use permit standards. Due to the recent passage of S 382 by the General Assembly, the Additional Dwelling Allowance cannot be removed from the ordinance without the permission of all impacted property owners. The proposed amendment does not remove the use or the possibility of the use from the ordinance, but it does modify the process for obtaining approval for this type of development. Existing developments with Additional Dwelling Allowance special use permits would not be impacted by the proposed development and would remain conforming uses. PROPOSED AMENDMENT The proposed text amendment is attached, with red italics indicating new language and stFikethFeuo indicating provisions that are removed. PLANNING BOARD RECOMMENDATION The Planning Board considered the proposed amendment at their April 3, 2025 meeting. At the public hearing one person spoke in opposition to the proposed amendment, asserting that by requiring a rezoning, the modification was not merely a procedural change, expressing concerns TA25-03 Staff Report PB 2.6.2025 Page 3 of 4 Board of Commissioners - August 18, 2025 ITEM: 14- 3 - 3 that the amendment would be contrary to the provisions in S 382, and proposing that special use permits be considered by the Board of Adjustment as that body was more familiar with quasi- judicial hearings than the Board of Commissioners. After a lengthy discussion about the impact S 382 could have on the amendment and a failed motion to recommend denial, the Planning Board voted 5-1 (Cameron Moore dissenting, Kaitlyn Rhonehouse absent) to recommend approval of the amendment with concerns that in light of the recent legal conversations and legal view points that currently surround Session Law 2024-57 or what has been broadly defined as down zoning, they feel that the text amendment could arguably be construed to meet the meaning or scope of this recent legislation. They also added as a follow- up that they believe the County could be opening itself up to potential litigation on this matter and that it would be prudent to allow our state legislature to either repeal or refine exactly what down zoning is before making this type of abrupt change. STAFF RECOMMENDATION The proposed amendment has been reviewed by the County attorney, and staff recommends approval of the proposed amendment, suggesting the following motion: I move to APPROVE of the proposed amendment to modify the decision -making process for Additional Dwelling Allowance developments. I find it to be consistent with the purposes and intent of the 2016 Comprehensive Plan because it retains a tool to increase the County's housing supply while ensuring that project density, design, and community impacts can be fully considered. I find APPROVAL to be reasonable and in the public interest because the revised process reduces barriers of participation to impacted residents and better ensures that projects are aligned with Commissioner policy direction. TA25-03 Staff Report PB 2.6.2025 Page 4 of 4 Board of Commissioners - August 18, 2025 ITEM: 14- 3 - 4 Additional Dwelling Allowance Approval Process Amendment Code Sections Affected Key Intent Section 3.1.3: Change the approval process for Additional Dwelling Allowances from quasi - Superseding judicial to legislative in response to Board of Commissioner concerns about the Dimensional adequacy of the current approval process to address the impact of potential Standards development projects on community infrastructure and services. Section 4.2: Allocation of Principal Uses Changes • Additional Dwelling Allowances allow developments to exceed the maximum residential density that would otherwise be allowed for a particular zoning district. Currently, permissions and provisions are outlined in Section 3.1.3: Superseding Dimension Standards, but this development option is not listed on the table that outlines Principal Use Permissions in Section 4.2: Allocation of Principal Uses. This amendment would add this use to that table, but no changes were made in the districts where an Additional Dwelling Allowance would be permitted. • The amendment does specify that Additional Dwelling Allowances would be allowed in those districts as part of a conditional zoning district (CZD), as opposed to the special use permit approval that is currently required. This change would modify the approval process for an Additional Dwelling Allowance from quasi-judicial (approved as long as certain ordinance standards are met) to legislative (approved if a majority of the Commissioners determines the request is reasonable and in the public interest). • Changes were made to Section 3.1.3: Superseding Dimensional Standards to reference the change in approval process. Board of Commissioners - August 18, 2025 ITEM: 14- 4 - 1 3.1.3.E Additional Dwelling Allowance Development is permitted up to the maximum densities set forth in Section 3.1.3.E.1, Site Capacity, subject to approval of a Special use p rmi+ conditional zoning district in the R- 20, R-15, R-10, and 0&1 districts, and in a Planned Development (PD) District in accordance with the applicable MPD Master Plan and MPD Terms and Conditions document, provided the development complies with the standards in this section (3.1.3.E). 1. 2. Site Capacity a. Site capacity for any proposed additional dwelling allowance is equal to the base site area multiplied by the density factor outlined below. The purpose of this section is to determine the extent to which a site may be used given its location and physical characteristics. b. Base site area shall be determined by subtracting the acreage of the following features from the gross site area as determined by an actual on -site survey of the parcel: 1. Water bodies and other areas below mean high water line, if tidally influenced, or below mean water line, if non -tidally influenced; 2. Land used as open space in prior residential development(s); and 3. Land used for commercial, office and institutional, and light industrial purposes in a PD district. C. The maximum number of dwelling units that may be built shall be determined by multiplying the base site area by the appropriate density factor in Table Table Density District Factor by Density Factor R-20 4.25 units/acre R-15 10.2 units/acre R-10 17 units/acre PD 4.25 units/acre OI 10.2 units/acre d. Residential units shall not be clustered at a density greater than 2.5 units per base site acre in the AE or VE special flood hazard areas or CAMA Estuarine Areas of Environmental Concern. Location and Access a. Developments allowed an additional dwelling allowance shall be located on a parcel of land that is either totally or primarily in, contiguous to, or within 250 feet of, the boundary of areas classified as Employment Center, Urban Mixed Use, or Community Mixed Use place types in the Comprehensive Plan. b. The development shall have direct access to and from an existing major or minor arterial as indicated on the most recent officially adopted Wilmington MPO Functional Classification Map. This direct access requirement will be satisfied if: Board of Commissioners - August 18, 2025 ITEM: 14- 5 - 1 1. One or more property boundary lines is contiguous with and utilizes access to and from an existing major or minor arterial; or 2. The development accesses an existing major or minor arterial roadway by a NCDOT-maintained public street, or by a private street designed and constructed in accordance with the County's minimum standards for a collector road. [05-03-20211 C. All interior drives shall be designed so as to provide adequate access for emergency service vehicles. 3. Required Open Space and Improved Recreational Land [11-16-2020] a. Minimum Requirements 1. Table 3.1.3.E.3.a.1: Required Minimum Open Space, establishes the minimum amounts of the gross site area that shall be set aside as open in accordance with the standards of Section 5.8, Open Space Requirements. TableOpen Additional Dwelling- Space Minimum Open Space [1] District R-20 50% R-15 35% R-10 20% GPD 35% O&1 35% NOTES: [1] As a percentage of the base site area. [11-16-2020] 2. If the development shall consist of detached single family units on subdivided lots no less than 6,000 square feet, however, the above minimum amounts for open space or improved recreational land may be reduced by one- half. 4. District Improvement Requirements Minimum improvements set forth in Table 3.1.3.E.4: Required Minimum District Improvements, shall be required to be constructed in accordance with the standards set by the county or appropriate local or state agency. Board of Commissioners - August 18, 2025 ITEM: 14- 5 - 2 Table District Public or Community Sewer Public or Community Water District Underground Storm Drainage Curb and Gutter Maximum Impervious Surface Ratio for Gross Site Area R-20 Yes Yes No No .30 R-15, 0&1 Yes Yes Yes No .40 R-10 Yes Yes Yes Yes .50 GPD Yes Yes No No .40 5. Setbacks a. The required minimum setback for developments with an Additional Dwelling Allowance shall not be less than 25 feet. b. When such projects are located and adjacent to any existing detached residential development (not including Mobile Home Parks, other developments with an Additional Dwelling Allowance or High Density Development special use permit or conditional zoning district approval, or General Planned Development districts), structures over 25 feet in height shall be setback a distance equal to the height of the structure. C. Multi -family dwelling units shall be spaced a minimum of 20 feet from any part of another dwelling unit. All other dwelling units shall be spaced a minimum of 10 feet from each other. [11-16-20201 6. Other Development Standards a. Buffer strips shall be required in accordance with Section 5.4, Landscaping and Buffering. b. Parking shall be provided in accordance with Section 5.1, Parking and Loading. C. Signs shall be in accordance with Section 5.6, Signs. d. Sewage disposal facilities shall be in accordance with the requirements for utility lines and facilities outlined in Section 4.3.3.1, Utilities. 7. Homeowners Association A homeowners association meeting the following requirements shall be established: a. When a plat or map is to be recorded, the maps or plat shall contain a Certificate indicating the book and page number of the homeowners association covenants, conditions and restrictions; b. Responsibilities for maintenance of private streets, open space, recreation facilities, and other common areas shall be specified; C. Responsibilities for exterior maintenance of attached dwelling units shall be specified; and d. The Association shall be authorized to rebuild damaged or destroyed portions of structures containing attached dwelling units when the individual owner fails to do so. Board of Commissioners - August 18, 2025 ITEM: 14- 5 - 3 8. Submittal and Review Requirements a. When a development proposal is submitted under this section, it shall be reviewed in accordance with the same standards as established in this ordinance for subdivisions even if the project does not involve the subdivision of land. The Technical Review Committee shall review such plans in addition to board approval of the special use permit. b. A site plan conforming to the requirements of Section 10.3.6, Site Plan, shall be submitted and shall include the approximate delineation of Corps of Engineers Section 404 and Section 10 wetlands. C. A drainage plan pursuant to Article 6: Subdivision Design & Improvements and the County's Stormwater Management Ordinance shall be submitted. d. Revisions for development plans with an Additional Dwelling Allowance shall be reviewed the same as an original submittal in accordance with the site plan requirements. Such revisions shall be limited to those areas still owned by the developer. Density calculations shall not include land areas already platted and/or sold. Board of Commissioners - August 18, 2025 ITEM: 14- 5 - 4 Board of Commissioners - August 18, 2025 ITEM: 14- 5 - 5 NEW HANOVER COUNTY BOARD OF COMMISSIONERS REQUEST FOR BOARD ACTION MEETING DATE:8/18/2025 Regular DEPARTMENT: Governing Body PRESENTER(S): Chair Bill Rivenbark CONTACT(S): Kym Crowell, Clerk to the Board SUBJECT: Committee Appointments BRIEF SUMMARY: Vacancies exist on the following boards and committees: New Hanover County Board of Examiners of Electricians New Hanover County Board of Mechanical Examiners New Hanover County Commission on African American History, Heritage, and Culture New Hanover County Inspections Department Advisory Council New Hanover County Library Advisory Board STRATEGIC PLAN ALIGNMENT: Good Governance o Effective County Management ■ I ncrease transparency and awareness about county actions RECOMMENDED MOTION AND REQUESTED ACTIONS: Make appointments. ATTACHMENTS: New HanoAer County Board of Examiners of Electricians New Hanoeer County Board of Mechanical Examiners New Hanoeer County Commission on African American History, Heritage, and Culture New Hanowr County Inspections Department Ad\isory Council New Hanoeer County Library AdNsory Board COUNTY MANAGER'S COMMENTS AND RECOMMENDATIONS: (only Manager) Recommend appointments. COMMISSIONERS' ACTIONS: Board of Commissioners - August 18, 2025 ITEM: 15 This page intentionally left blank. New Hanover County Board of Examiners of Etectricians Vacancy to appoint at this time: 1 Category: Mechanical Contractor Term: 2 years, expiring 9/1/27 NOTE: Advertising is ongoing for the other Independent Electrical Contractor. We are also awaiting notification of new appointees from the Power Companyand the county division of the NC Association of Electrical Contractors. Applicant: Eligible for Category Nominations Reappointment Independent Charles Harrell X Electrical Contractor Attachments: Committee Information Sheet Application Board of Commissioners - August 18, 2025 ITEM: 15- 1 - 1 Number of Members: 5, 1 Chief County Electrical Inspector, 2 Independent Electrical Contractors, 1 Electrical Contractor Nominee by Power Company, 1 Electrical Contractor nominated by the County Division of N.C. Association of Electrical Contractors Regular Meetings: Meetings are held as required, usually every two months, in the office of the County's Chief Electrical Code Enforcement Official at the County Government Center, 230 Government Center Drive, Wilmington. Compensation: None Term of Office: 2 years - may be reappointed Statute or Cause Creating Board: New Hanover County Code, Chapter 11, Article 4, Section 11 - 241 Brief on the Functions: The primary purpose of this Board is to issue certificates of competence to Journeyman Electricians and Apprenticeship cards to new electrician helpers. The Board establishes minimum journeyman standards and issues certificates to those passing a written examination. Generally, recognition is given to Journeyman certificates issued by other jurisdictions. TERM OF OFFICE CURRENT MEMBERS CATEGORY APPOINTMENT EXPIRATION 4-Vatabqr Vil Independent First 11/16/15 9/1/17 Russell F. Carlson Electrical Second 8/21/17 9/1/19 1106 Tewkesbury Court 01 A� W, Contractor Third 9/16/19 9/11/21 Wilmington, NC 28411910-520-6638 Fourth 9/20121 9/11/23 (H/C) 910-520-3722 (W) Fifth 8/21/23 9/11/25 Charles Harrell Independent Unexpired 6/19/23 9/1/23 6573 Murrayville Road Electrical First 8/21/23 9/1/25 Wilmington, NC 28411 Contractor 910-279-3341 (C/W) NC Assoc. Undesignated VACANT Appointee Power Undesignated VACANT Company Appointee Staff Support: John Brown, Chairman Chief Electrical Code Compliance Official File: /Electricians New Hanover County Building Safety Revised 08/2023 Government Center Drive, Suite 110 910-380-2905 13 Board of Commissioners - August 18, 2025 ITEM: 15- 1 - 2 Melissa From: Sent: To: Subject noreply@civicplus.com Thursday, July 10, 2025 9:19 AM Crowell, Kym; Long, Melissa Online Form Submission #26483 for Board and Committee Application External Email: Do not click links, open attachments, or reply until you know it is safe Board and Committee Application Board or Committee New Hanover County Examiners of Electricians Board Being Applied to Board of Examiners of Electrical contractor nominee by INC Assoc. of Electrical Electricians Categories Contractors First Name Charles Last Name Harrell Email, caharrellelec;triqfaD_ec.rr..qom Home Phone 910-279-3341 Cell Phone 910-279-3341 Business Phone 910-395-0717 Fax Field not completed. Home Address 6573 Murrayville Road City Wilmington State NC Zip Code 28411 Mailing Address (if Field not completed. different from home address) City Field not completed. State Field not completed. Zip Code Field not completed. Board of Commissiopers - August 18, 2025 ITEM: 15- 1 - 3 Years Living in New 64 Hanover County Personal information collected below is to assure a cross-section of the community is represented. Gender Male Race White Age 64 Occupation Electrical Contractor Applicant's Employer CA Harrell Electrical Services, Inc. Professional. Activities Business owner/operator for since 1989 Volunteer Activities WARM Projects, church trustee Why do you wish to To assist in the knowledge and training of out next generation serve on this board or of local electricians in our community committee? What areas of concern Field not completed. would you like to see addressed by this committee? Qualifications for Have been a local electrical contractor in the area for over 30 serving years Other municipal or none county boards / committees on which you are serving Do you have a family No member employed by New Hanover County? List three local personal references and phone numbers Reference 1 Bennett Potter Reference 1 Phone 910-520-6684 2 Board of Commissioners - August 18, 2025 ITEM: 15- 1 - 4 Reference Reference 2Phune Reference 3 Reference 3Phone Additionoioomnrnento � Upioadadditionoi information Wilbur Davis 810-612-7374 Dr. Ned Williams 910-620-0827 Field not completed. Field not completed. Date 7/10/2025 Consent J|understand that any board nrcommittee appointee may be removed without cause bvamajority ofCounty Commissioners., � | understand that information on this application |opublic record and may bedisclosed. BoardofCo August 18.2025 This page intentionally left blank. •ails] I ill 71MIM New Hanover County Board of Mechanical Examiners Vacancies to appoint at this time: 2 Category: Mechanical Contractor Terms: 2 years, expiring 8/31/27 NOTE: Advertising is ongoing for the Class / Journeyman Mechanic. Applicant: Eligible for Reappointment Category Nominations Mechanical Donald Lewis Contractor Mechanical Devin Skipper Contractor Attachments: Committee Information Sheet Applications Board of Commissioners - August 18, 2025 ITEM: 15- 2 - 1 NEW HANOVER COUNTY BOARD OF MECHANICAL EXAMINERS Number of Members: 6 appointed by the Board of Commissioners as follows: 2 mechanical contractors 1 person experienced in gas piping installations 1 person experienced in commercial grease extractor systems 1 person experienced in heat, ventilation and air Conditioning installations 1 N. C. Registered Mechanical Engineer Terms of Office: 2 years Qualifications: Each member shall have a minimum of five years of experience in his or her representative field. Compensation: none Regular Meetings: The Board shall meet after each examination, but not less than twice a year. Statute or cause creating Board: General Statutes 160D-Article 11, New Hanover County Code Chapter 11, Buildings and Building Regulations, Article V1, Regulation of Mechanical Work. Brief on Functions: To issue certificates to all persons who (1) provide satisfactory evidence to the Board regarding their training and education; (2) pass an examination administered by the Board, and (3) provide evidence of two years of experience in their perspective fields. To administer written or oral examination quarterly on the first Tuesday in January, April, July and October. The Board may revoke certificates and reinstate certificates in accordance with the County Code. CURRENT MEMBERS I CATEGORY I TERM OF OFFICE I APPOINTMENT I EXPIRATION Thomas L. Crittenden Jr. Class 11 First 8/16/04 8/31/06 1144 Princeton Drive Journeyman Second 8/14/06 8/31/08 Wilmington, NC 28403 Mechanic Third 9/22/08 8/31/10 910-763-4025 (H) 910-343-9262 (W) Fourth 9/20/2010 8/31/12 Fifth 10/15/12 8/31/14 Sixth 9/15114 8/31/16 Seventh 2/20/17 8/31/18 Eighth 10/1/18 8/31120 Ninth 2/15/21 (8/2020) 8131/22 Tenth 7/17/23 (8/2022) 8/31/24 Eleventh 6/16/25 8/31/26 (8/2024) Board of Commissioners - August 18, 2025 ITEM: 15- 2 - 2 NEW HANOVER COUNTY BOARD OF MECHANICAL EXAMINERS (CONT.) CURRENT MEMBERS CATEGORY TERM OF OFFICE APPOINTMENT EXPIRATION Steven Everhart NC First 2/15/21 8/31/22 528 Middle Sound Loop Road Registered (08/2020) Wilmington, NC 28411 Mechanical Second 8/22/22 8/31/24 910-617-3621 (H) 910-270-3747 (W) Engineer Third 7/21125 8/31/26 (07/2025) Donald K. Lewis besOr Mechanical First 8/21/17 8/31/19 1106 Tewkesbury Court joadC h OA X1 Contractor Second 8/12/19 8/31/21 Wilmington, NC 28411 -1-e ( Third 10/18/21 8/31/23 910-798-9976 (H) 910-515-5599 (C) Fourth 8121/23 8/31/25 Scott Mccomas Class II Unexpired 6/16/25 8/31/26 701 Glen Arthur Drive Journeyman Wilmington, NC 28412 Mechanic 910-367-4404 (H) 910-800-0872 (W) Devin Skipper Mechanical First 1/24/22 8/31/23 1702 Lincoln Road Contractor (08/2021) Wilmington, NC 28405 Second 8/21/23 8131/25 910-619-6798 (C) 910-777-3539 (W) rQ VACANT Class 1 8/31/26 Journeyman Mechanic Staff Contact: File: \Mechanical Hans Schult, Inspections Director Revised 07/2026 Building Safety Department 230 Government Center Drive, Suite 110 Wilmington, NC 28403 798-7008 Board of Commissioners - August 18, 2025 ITEM: 15- 2 - 3 From: noreply@civicplus.com Sent: Tuesday, July 8, 2025 5:09 PM To: Crowell, Kym; Long, Melissa Subject: Online Form Submission #26437 for Board and Committee Application External Email: Do not click links, open attachments, or reply until you know it is safe Board and Committee Application Board or Committee New Hanover County Mechanical Board of Examiners Being AppLied to Board of Mechanical Mechanical contractor Examiners Categories First Name Donald Last Name Lewis Email dlewi,snc a gMqiI.pom Home Phone 9105155599 Cell Phone 9105155599 Business Phone 9105155599 Fax Field not completed. Home Address 1106 Tewkesbury Court City WILMINGTON State North Carolina Zip Code 28411 Mailing Address (if 3224-C North College Rd different from home address) City WILMINGTON State North Carolina Zip Code 28405 Board of Commissidners - August 18, 2025 ITEM: 15- 2 - 4 Years Living in New 30 Hanover County Personal information collected below is to assure a cross-section of the community is represented. Gender Male Race White Age 80 Occupation Semi Retired Applicant's Employer Self Employed Professional Activities Provide training for HVAC contractors on computerized load calculations or provide load calcs if they would prefer. . Trouble shoot houses for HVAC contractors and builders that have Irvac/airflow/mold/mildew problems. Teach HVAC residential sales training for HVAC contractors. Volunteer Activities Church Activities - Senior Citizens Assistance Program - Why do you wish to With the many years of experience I have in the HVAC serve on this board or business I have seen many changes to the industry especially committee? over the last 15 years. With my knowledge of the past and keeping current on the new products and training coming out I feel I can relate to the younger members and also the older members with my knowledge. What areas of concern Field not completed. would you Like to see addressed by this committee? Qualifications for NC HVAC License H-2 Commercial and H-3 Residential. serving 20+ years of experience in the HVAC industry. Other municipal, or Advisory Board for Cape Fear Tech Electrical Program. county boards / committees on which you are serving Do you have a family No member employed by New Hanover County? .1 .......... Board of Commissi&ers - August 18, 2025 ITEM: 15- 2 - 5 List three local personal references and phone numbers Reference 1 Lloyd Prince Reference 1 Phone 910-279-5330 Reference 2 William Thompson Reference 2 Phone 910-740-0984 Reference 3 Tony Franks Reference 3 Phone 910-520-3480 Additional comments Field not completed. Upload additional Field not completed. information Date 7i8i2025 Consent I understand that any board or committee appointee may be removed without cause by a majority of County Commissioners., J 1 understand that information on this application is public record and may be disclosed. Email not displaying correctly? View it in your browser. Board of Commissi3ners - August 18, 2025 ITEM: 15- 2 - 6 Lonq, Melissa i j From: Sent: To: Subject: noreply@civicplus.com Friday, August 1, 2025 10:51 AM Crowell, Kym; Long, Melissa Online Form Submission #26874 for Board and Committee Application External Email: Do not click links, open attachments, or reply until you know it is safe Board and Committee Application Board or Committee Being Applied to Board of Mechanical Examiners Categories First Name Last Name Email Home Phone CeLL Phone Business Phone Fax Home Address City State Zip Code Mailing Address (if different from home address) New Hanover County Mechanical Board of Examiners Mechanical contractor Devin Skipper devinCo)saitairinc.com 9106196798 Field not completed. Field not completed. Field not completed. 1702 Lincoln Road Wilmington NC 28403 3306 Kitty Hawk Rd 100 City Wilmington State NC Zip Code 28405-8637 Board of Commissiopers - August 18, 2025 ITEM: 15- 2 - 7 Years Living in New 20 Hanover County Personal information collected below is to assure a cross-section of the community is represented. Gender Male Race Caucasian Age 40 Occupation Mechanical Contractor Applicant's Employer Salt Air, inc. Professional. Activities HVAC Service & Installation Volunteer Activities WARM, Ducks Unlimited Why do you wish to I would like to help further Board & Contractor relations. serve on this board or committee? What areas of concern Field not completed. would you Like to see addressed by this committee? Qualifications for H3 Class 1 & H2 Mechanical Licenses serving Other municipal or none county boards / committees on which you are serving Do you have a family No member employed by New Hanover County? List three local personal references and phone numbers Reference 1 Girard Newkirk Reference 1 Phone 9102289331 2 Board of Commissioners - August 18, 2025 ITEM: 15- 2 - 8 Reference 2 Ryan Short Reference 2 Phone 9103676419 Reference 3 Ed Phillips Reference 3 Phone 8434509822 Additional, comments Field not completed. Upload additional Field not completed. information Date 81112025 Consent I understand that any board or committee appointee may be removed without cause by a majority of County Commissioners., � I understand that information on this application is public record and may be disclosed. Email not displaying correctly? View it in oy ur browser. Board of CommissiWers - August 18, 2025 ITEM: 15- 2 - 9 This page intentionally left blank. Committee Appointments New Hanover County Commission on African American History, Heritage, and Culture Vacancies to appoint at this time: 5 Categories: 1 - Business Community 2 - Education Community 2 - Faith Community Terms: 3 years, expiring 8/31/25 NOTE: Advertising is ongoing for Civil Rights Community category. Eligible for Applicant: Category Nominations Reappointment Education Matthew Bigham Community Faith Sabrina Canty X Community Education Rebecca Clark Community Curtis Levy Business Community Education Debrorah Robinson X Community Faith Sunni Walker Community Attachments: Committee Information Sheet Attendance Applications Board of Commissioners - August 18, 2025 ITEM: 15- 3 - 1 NEW HANOVER COUNTY COMMISSION ON AFRICAN AMERVCAN HISTORY, HERITAGE AND CULTURE Number pfMembers: 13mernbens,eppointedintheca1eQoriesashdlows: 5 At -Large, 2 Business Comomunity, 2 Civil Rights Commnunity, 2 Education Community, 2 Faith Community Terms: Staggered initially; ] years thereafter; per County policy, nomember shall serve more than two (2)full consecutive terms unless there is a break of at least one (1) full term between appointments. Regular Meetings: Second Thursday of every month at 4:30 p.m. at the New Hanover County Government Center, 230 Government Center Dr., Wilmington, NC 28401. Statute or cause creating Board: BOCC bylaws adopted May 20,2O19. Brief on the functions: The commission shall be organized for the purpose of researching, investigating, discovering, preserving, collecting, cataloging, and celebrating African American culture, history, historical areas, sites and/or landmarks of focus in the county through collaboration with the Cape Fear Museum, New Hanover County Library, City of Wilmington Commission on African American History, NAACP, Arts Council of Wilmington and New Hanover County, UNCW, the North Carolina African American Heritage Commission, and other institutions, agencies and individuals with historical knowledge and expertise. The commission shall educate the community on historical areas and/or landmarks, and establish programs and initiatives that preserve and protect New Hanover County's African American history, heritage, arts and culture. The commission shall collaborate with the City of Wilmington Commission on African American History on special events and projects. TERM OF OFFICE CURRENT MEMBERS CATEGORY APPOINTMENT EXPIRATION Sabrina Canty 17 Apple Road Faith Unexpired 6/16/25 8/31/25 Castle Hayne, NC 28429 Community Veronica Carter -Edwards 903 Sheffield Drive At -Large First 8/23/21 8/31/24 Bernadette Correa 6313 Branford Road At -Large First 8/19/24 8/31/27 Wilmington, NC 28412 Brenda R. Fong 215 Avant Dr. Business First 8/12/19 8/31/22 Wilmington, NC 28411 Community Second 8/22/22 8/31/25 In 11 NEW HANOVER COUNTY COMMISSION ON AFRICAN AMERICAN HISTORY (CONT.) TERM OF OFFICE CURRENT MEMBERS CATEGORY APPOINTMENT EXPIRATION Daniel Jones 403 Dock Street Unexpired 3/18/24 8/31/24 Wilmington, NC 28401 At -Large First 8/19/24 8/31/27 919-816-6354 (H) 910-726-9504 (W) Deborah D. Maxwell 121 Jamaica Dr. Civil Rights First 8/12/19 8/31/22 Wilmington, NC 28401 Community Second 8/22/22 8/31/25 910-508-9414 (C) g0A 111. Nadira Nash 5616 Old Garden Road, Apt. 106 At -Large First 8/19/24 8/31/27 Wilmington, NC 28403 910-399-2045 (H) 201-563-2296 (C) Cynthia Pershia 1403 Setter Ct. Civil Rights Unexpired 11/18/19 8/31/22 Wilmington, NC 28411 Community First 8/22/22 8/31/25 910-508-9005 &ick-b -NY Terrilyn Phillips 809 Bluebird Lane Business Unexpired 12/16/24 8/31/27 Wilmington, NC 28409 Community 910-200-4742 (C) 919-901-1206 (W) Deborah Robinson 321 Wallington Road Education Unexpired 7/17/23 8/31/25 Wilmington, NC 28409 Community 910-617-0738 VACANT Faith Community 8/31/25 VACANT Education Community 8/31/25 Staff liaison: Linda Thompson Chief Diversity and Equity Officer 230 Government Center Dr., Suite 120 Wilmington, NC 28403 Revised: 6/2025 910-798-7414 0 Loncl, Melissa From: Corpening, Travis Sent: Monday, August 4, 2025 2:03 PM To: Long, Melissa Subject: Private Attendance: Deborah Robinson and Sabrina Canty Let me know if you need the Sabrina Canty 2025 7/25- (absent) 2023 7/23- (absent), 8/23- Present, 9/23- (CanceLted), 10/23- Present, 11/23- Present, 12/23-Present 2024 1/24- Present, 2/24-(absent), 3/24- (absent), 4/24- (absent), 5/24-Present joint meeting CRAC, 6/24 (absent), 7/24 (absent), 10/24- Present, 11 /24-Present 2025 1/11/25- Present, 2/25-Present, 3125-Present, 4/25-Present, 6/25-Present, 7/25-Present Let me know if you need me to re end inputting dates as weU. Travis Corpening Civic Engagement Coordinator 2 Pv�LQ't-r— fte #4Q-%AQ-EA 'F 2�g e-mw. (910) 798-7434 p 1 (910) 798-7843 f tcorponing@nhcgov.com 230 Government Center Drive, Suite 120 Wilmington, NC 28401 www.NHC_qov.com Lonq, Melissa From: noreply@civicplus.com Sent: Friday, June 27, 2025 6:44 PM To: Crowell, Kym; Long, Melissa Subject: Online Form Submission #26255 for Board and Committee Application External Email: Do not click links, open attachments, or reply until you know it is safe Board and Committee Application Board or Committee New Hanover County Commission on African American Being Applied to History, Heritage and Culture Commission on African Education community American History, Heritage & Culture Categories First Name Matthew Last Name --- .... . ..... . . .. Bigham Email mrbwilm(d)vahoo.com Home Phone 9105083758 Cell Phone 9105083758 Business Phone Field not completed. Fax Field not completed. Home Address 110 North Carolina Avenue City Wilmington State NC Zip Code 28401 Mailing Address (if Field not completed. different from home address) City Field not completed. State Field not completed. 9 Zip Code Field not completed. Years Living in New 27 Hanover County Personal information collected below is to assure a cross-section of the community is represented. Gender Male Race Caucasion Age 54 Occupation Teaching Assistant Applicant's Employer NHCS Professional Activities Mentor students at Winter Park Elementary School Volunteer Activities Democratic Party Precinct Chair for W26. LGBTQ+ Democrats of NHC, President Why do you wish to I believe that my background studying American History at serve on this board or UNCW along with my current role as an Educator in a Title I committee? school, gives me the experience to understand the unique place of African American history, heritage and culture here in New Hanover County. Public service is as important to me as is making sure the African American community is listened to as well as given the say and input that a key stake holder deserves. What areas of concern Making sure that local American history continues to explore would you Like to see the African American experience so that the public will get a addressed by this better understanding as to how our history has contributed to committee? our present. Qualifications for Received a MA in American History from UNCW. Wrote my serving thesis on the representation of Africans as well as African Americans at the turn of the twentieth century at world's fairs. It's titled, "Savegry" in the shadows of "civility:" Africans on the Midway. Other municipal or None county boards / committees on which you are serving 19 Do you have a family No member employed by New Hanover County? List three local personal references and phone numbers Reference 1 Jill Hopman ---------- Reference 1 Phone 9175668383 Reference 2 Tanya Argo Reference 2 Phone 9545602013 Reference 3 Nancy Hill Reference 3 Phone 9196982339 Additional comments Field not completed. Upload additional. Field not completed. information Date 6/27/2025 Consent I understand that any board or committee appointee may be removed without cause by a majority of County Commissioners., 4 1 understand that information on this application is public record and may be disclosed. Email not displaying correctly? View it in your browser. 3 Lon q,Melissa �I a S V- LAOtYI From: noreply@civicplus.com Sent: Thursday, July 31, 2025 9:37 PM To: Crowell, Kym; Long, Melissa Subject: Online Form Submission #26864 for Board and Committee Application External Email: Do not click links, open attachments, or reply until you know it is safe Board and Committee Application Board or Committee New Hanover County Commission on African American Being Applied to History, Heritage and Culture Commission on African Faith community American History, Heritage & Culture Categories First Name sabrina Last Name canty Email slicant aho�o.qom� y� Home Phone 9102287477 Cell Phone 9102287477 Business Phone Field not completed. Fax Field not completed. Home Address 17 AppleRoad City Castle Hayne State NC Zip Code 28429 Mailing Address (if Field not completed. different from home address) City Castle Hayne State NC Zip Code 28429 Years Living in New 45 Hanover County Personal information collected below is to assure a cross-section of the community is represented. Gender Female Race African -American Age 57 Occupation Medical assistant Applicant's Employer Wilmington Health Professional. Activities AAMA Volunteer Activities Why do you wish to serve on this board or committee? What areas of concern would you Like to see addressed by this committee? St. Phillip AME youth program Director Ella/ Price Area Youth Director for 33 churches NAACP youth advisor Missionary Steward board member North Side food co-op Men And Women for families and youth I want to serve the board by giving back to my community/churches by sharing and supporting our families outreach and compassion Youth and families Qualifications for I have served on different boards, outreach in my community , serving but share faith and God's love Other municipal. or None county boards / committees on which you are serving 2 Do you have af@mily No member employed bv New Hanover County? ` List three local personal references and phone OUrMbe7s Reference Angie Boyd Keaton Reference 1Phone 810-431-2333 Reference 2 Reference 2Phone _ Reference Reference 3Phone Jessica Batts 336-582-5133 010-822-3393 Additional comments VVbddng with youth and hani|leshas been mypassion for the last few years, inand out ofthe church. | think bvsharing your thoughts of religion openly gives u person room togrow in their faith. Upload additional Field not completed. information -- Date 7/31/2025 Consent �|understand that any board orcommittee appointee may be removed without cause byamajority ofCounty Commissioners., �| understand that information onthis application iepublic record and may bedisclosed. Email not displaying correctly? View it in your browser. ki Lonq, Melissa External Email: Do not click links, open attachments, or reply until you know it is safe Board and Committee Application Board or Committee New Hanover County Commission on African American Being Applied to History, Heritage and Culture Commission on African -Faith community American History, JE*C1Ut:'xL-ti0 e'l Heritage & Culture Categories First Name REBECCA Last Name CLARK Email rcLark156@nc rr corn Home Phone 9196014687 Celt Phone 9196014687 Business Phone 9196014687 Fax 9108052544 Home Address 3910 RIVER FRONT PL UNIT 103 City WILMINGTON State NC Zip Code 28412 Mailing Address (if 3910 RIVER FRONT PL UNIT 103 different from home address) City WILMINGTON State NC 0 Zip Code 28412 Years Living in New 16 Hanover County Personal information collected be|Ovv is to assure a cross-section of the community is represented. Gender Female Race Age 65 Occupation Semi -Retired Educator AppU:@nt'8E0ploye[ University of North Carolina Wilmington-Un Supervisor PEH-MAT Graduate Studies Professional Activities UNCW-WatsonCo|legoof Education (Educators of Color Network (ECC);NC-Become oTeacher ofColor Initiative; (NCA\PHERD-GyW)North Carolina Alliance for Athletics, Health/Physical Education, Recreation and Dance, Sports Management, American Red Cross First Aid8CPR/AEO |nmtructor/|TCertifigd ABL(Aotion-BaaedLearning) Advooate/Proomnbator VoiUn1eer/\ctivities D.C.Virgo Preparatory Academy (K-8Lab School) Chancellor's Advisory Board (University of North Carolina Wilmington); D.C. Virgo Preparatory Academy/School and Resiliency Committee; Family Promise Volunteer thruPartnership with Greater Wilmington Church; Greater Wilmington Church Benevolence Committee Why dnyou wish LO Aomformer and now semi -retired educator, itiestill rnydesire serve onthis board or toserve mnycommunity inanyway possible. Bypartnering with committee? local agencies and serving esavolunteer, | have been able b> foster and assist with the ongoing repairs ofbridging gaps and support healing within our community. Churches are "pi||ana" within our community that provide education, spiritual enlightnnenUeuppod.and can provide enriching activities for all generations. |tprovides a"vvhee|houee"ofgifts, talents and abilities from within itmembership that can serve and support our communities inegreat way. What areas ofconcern Educate: Continue h)promote and provide eventu/aotivitiesthat vv0Uidyou Like 1Osee foster the "bridging ofgapo"vvithinour diveracommunity. Spiritual Support: Providing opportunibaato"cnoaa" racial 0 addressed b»this barriers through joint partnerships/prayer events/family committee? supports Generational Gaps: Recognize and providaeventa/uctk/iUeo that can strengthen and foster acceptance and understanding from all ages. Qualifications for Member ofthe Greater Wilmington Church Benevolence serving Committee (see resume);Volunteer (GVVCMember) with the Family Promise Organization (HUB - Harrelson Cenbar); JunebaenthPlanning Community (see resume) Other municipal or Nona nmuDtyboardo/ committees onwhich you are serving � � Doyou have afarnik/ No member ernpiVy8dby New Hanover County? � List three local personal references and phone numbers Reference SabhnaHi|ABlaok Reference Phone (910)352-8788 Reference 2 Kevin Thompson Reference 2 Phone (810)442-7813 Reference Van Dempsey Reference phone (304)908-7176 AddhjPnaioornrnent8 Please feel free toemail ifthe file below does not cooperate. 0bemail address: rclarkl56@nc.rr.com LlpL)@d addidnn8i Re-2024 Rebecca Clark Resume 3.docx information Date 9/26/2024 �� Consent �|understand that any board orcommittee appointee maybe removed without cause bvamajority ofCounhy Commissioners., �| understand that information onthis application iapublic record and may bedisclosed. ki ...has sought ways to incorporate more technology and new innovative ways to deliver instruction. She seeks to enlighten her students on the importance ofpursuing lifelong physical activity within her classes... " Lloyd Gardner, Wake County Aerial Superintendent, former Principal, W.G. Enloe Magnet High School ":..makes physical education meaning Sul and fun. Through the 1Ylellness center (co -writer of the technology grant) she provides students and staff with a "safe haven" of healthy alternatives during and after school... " Vickie Peoples, Retired/Former Physical Education Department Chair, W.G. Enloe Magnet High School Rebecca R. Clark 3910 River Front Place Unit 103 Wilmington, NC 28412 919 601-4687 (mobile) rclark 156(cync.rr.com Professional Profile As a teacher -leader, I desire to continue to share my skills, knowledge, and expertise to be effective in the lives of future teachers. Education, Certifications, Honors • Master of Education in Physical Education and Health / 3.9 / Spring, 2020 University of North Carolina Wilmington, Wilmington, NC • Bachelor of Science Health and Physical Education / 4.0 / 1981 Winston Salem State University, Winston Salem, NC • Teacher of the Year D.C. Virgo Preparatory Academy, New Hanover County, 2014 W.G. Enloe Magnet High School, Wake County, 2005 Myrtle Grove Middle School, New Hanover County,1986 • National Board -Certified Teacher, EAYA (Physical Education) 2002- 2012; National Board Renewal, 2008-2022 • North Carolina Alliance for Athletics, Health, Physical Education, Recreation, Dance and Sports Management (NCAAHPERD-SM) *State Middle School Physical Education Teacher of the Year, 2014 *State High School Physical Education Teacher of the Year, 2006 *Artie K. Kamiya Horizon Award, Wake County, 2006 • Governor Teacher's Network Participant, 2014-15 Department of Public Instruction Raleigh, NC Pathway 2 Instructional Units/Curriculum Resource Writer, Wake County, Raleigh, NC • North Carolina Middle School Physical Education, 2014 Teacher of the Year, New Hanover County, Wilmington, NC • New Hanover County Council of PTA's, 2017 Making a Difference — Promoting Mission/Purpose Award • YWCA Women of Achievement Award Recipient, 2018 Volunteer of the Year Award, New Hanover County, Wilmington, NC • University of North Carolina Wilmington Graduate Teaching Excellence Award, 2018-2019, Wilmington, NC. • University of North Carolina Wilmington, Watson College, 2018- present Appointed D. C. Virgo Preparatory Chancellor's Advisory Board `Visionary...deeply dedicated in seeing herirofession come into the 211` century. Rebecca promotes lifelong physical activity and its importance through the use of interactive technology as well as provides rigorous and relevant curriculum beyond the standard high schoolgraduation requirements (County's first honors Health jPhysical Education offered at her school). " Ann Dishong, Director of Office of School Innovation Wake County Public Schools. Grant Awards • Carol B. White PEP Grant Recipient, $50,000.00 (Project Wind/Active), 2003. Co -writer and recipient of technology grant that provided state-of- the-art technology equipment at W.G. Enloe Magnet High School's, which established the school's first ever wellness center for students and staff. • John Belk Cannon Foundation Grant Recipient, $15,000.00, 2013. Submitted proposal for implementing technology within our physical education programs at D.C. Virgo Preparatory Academy. Employment University Supervisor, 2020-present, University of North Carolina Wilmington, Watson College of Education Responsibilities included providing support (mentor/coaching strategies) to PEH-MAT's graduate degree teaching interns, developing relevant power point presentations and instructional materials to support the edTPA submission process; performing off -site and virtual observations; facilitate weekly Zoom conferences meetings; complete evaluation process of teaching interns through use of the CPSAT evaluation tool; facilitated ongoing communication with partnership teachers. • Graduate Teaching Assistant, 2018-2020 University of North Carolina Wilmington, School of Health and Applied and Human Services/College of Health and Human Services • PED 531 Field Experience in Physical Education Online Course. Provided initial instruction to the edTPA process, provided feedback on all reflections, lesson plans and assessments, coordinated Zoom meetings to address course expectations and concerns and performed off -sight observations for course requirements. • EDN 409/590 Student Teaching in Education. Facilitated the edTPA, developed relevant power point presentations and instructional materials to support the edTPA submission process, performed off -site observations for teaching interns, evaluated teaching interns progress through use of the CPSAT evaluation tool and facilitated ongoing communication with partnership teachers. • Physical Education Instructor, Fall, 2018 PED 101 Physical Activity and Wellness (Lifetime Activities) Face to Face Lab — Implemented curriculum to (4) sections of undergraduate students. The course included fitness strategies, sports/games unit, and covered the importance of nutrition and self - care. • Trainer/Assessor/Scorer, Summer — 2014-present Pearson/National Boards Certified Teaching (NBCT) Scoring Projects Trained teachers to become scorers for NBCT candidate submissions. "...goals are very detailed and align with our vision of our bealtb and wellness programs. Mrs. Clark bas adjusted instruction to meet the needs of both 6-8tb grades. Clark continues to lead from an instructional standpoint and as a mentor on staff. " Dr. Eric Irizarry, Former Principal, D.C. Virgo Preparatory Academy, Wilmington, NC, New Hanover County Schools Employment (cont.) Health/Physical Education InstructorlAthletic Director, 2012-2015 D. C. Virgo Preparatory Academy, Wilmington, NC Developed and implemented curriculum to support the reopening of a a district county school, created and implemented lessons plans, assessments, and instructional materials supporting content instruction and literacy and provided staff guidance. • Health/Physical Education Instructor, 1993-2015 William G. Enloe Magnet High School, Raleigh, North Carolina Created and implemented lessons, assessments and instructional materials to support content instruction, supporting teaching interns, served as department chair, teacher -mentor to beginning teachers (BT's 1,2,3) and served as head and assistant athletic coach. • Health and Physical Education Instructor, 1988-1993 Myrtle Grove Middle School, Wilmington, NC Created and implemented lessons, assessments and instructional materials to support content instruction, supported teaching interns and served as head athletic coach. Community InvolvementlEngagement Member of Professional Development System (PDS) Educators of Color Network (EOC)- Watson College of Education, University of North Carolina, 2022-present: Educators of Color is a collaborative network of current and retired P-12 teachers and school leaders, university faculty and students who, together, envision and facilitate activities to recruit students of color into the teaching profession, retain current educators of color, and engage school partners in advocacy efforts to establish a broader, more diverse network of professionals. Member of Walking Towards Your Purpose: Becoming a Teacher of Color Initiative, 2022 to present: Watson College of Education University of North Carolina Wilmington Walk Towards Your Purpose: Becoming a Teacher of Color main goal is to highlight teaching as a career to high school students and prioritize the importance of teachers of color to build a more diverse teaching profession. Member of D. C. Virgo Preparatory Academy Chancellor's Advisory Board, 2018-present: University of North Carolina Wilmington and New Hanover County Schools have collaboratively supported a K-8 Laboratory School setting on the D. C. Virgo Preparatory Academy campus. As a former teacher and community advocate, I attended quarterly meetings and received updates on the operation and progress of the school, responsible for the biennial evaluation of the school's principal, and serve as liaison for both partnerships. `2 am encouraged to share the theme of being a `perpetual learner" has defined me as an educator. I look forward to inspiring my students to become 21" century health literate. " Rebecca R. Clark, (Retired 2015) Health and Physical Education Instructor/Athletic Director, D.C. Virgo Preparatory Academy, Wilmington, NC Member of D. C. Virgo Preparatory Academy School and Community Resiliency Committee, 2018-present: As a committee member I promote authentic relationships in which all stakeholders are welcomed, respected, and valued; provide resources that empower, equip, and educate all stakeholders; bridge the gap between the social and community partnerships to support and promote sustainability for the community/school through volunteerism, mentorship, and community building sustainability. Greater Wilmington Church Partnership with Family Promise, Volunteer, 2016-present: Family Promise is the nation's leading organization working to prevent and end family homelessness. Our innovative solutions include homelessness prevention, emergency shelter, stabilization, and housing. We also provide an array of community services: food pantries, drop -in community centers, clothing Closets, transportation programs, and more. As a partnership, our church provides volunteers to prepare meals, read a story to the children of the families, and provide spiritual support and encouragement. Member of the Greater Wilmington Church Benevolence Committee, 2015-present. Role and responsibilities are: The benevolence committee is responsible for the disbursement of funds according to the budget adopted by the church. Likewise, funds are not to be disbursed without an application being provided by the individual requesting funds. All disbursements from the Benevolent Fund is to be made directly to the party or entity to whom payment is due and not in form of cash given directly to the individual or family requesting assistance. Juneteenth Planning Committee, Greater Wilmington Church, 2023- present: Our church hosted Juneteenth events over the past couple of years to educate, celebrate and appreciate cultural diversity within the church and community. The event included a historical presentation and background of Juneteenth, songfest (educational songs of the period and their significance), games, food and a worship service that focused upon the importance of "black churches" then and now. Professional Development in Education • Color The Landscaper Engaging Legacy, Cultivating Purpose, and Creating Pathways For Educators of Color (UNCW Watson College of Education and NC Public Schools and Cape Fear Community College, 3/7/2023 • 2022 Color of Education Summit: Dudley Flood Center for Educational Equity & Opportunity/McKimmon Conference at NC State University, 10/28/22 • NC Healthful Living Standards 101: North Carolina Healthy Schools Conference, 2/22/22 • Future Teachers of North Carolina, Walk Towards Your Purpose: Becoming an Educator of Color (Sponsored by UNC Pembroke School of Education and UNC Wilmington Watson College of Education 6/7-10/21 • Regional Conference, NCAAHPERD-SM, University North Carolina Wilmington, 4/6/19 • Future Teacher Conference: University North Carolina Wilmington, Watson College of Education, 3/27/2019 & 10/30/18 • UNCW Watson College of Education -Professional Development System PDS Professional Learning Day: It Begins with Teachers ... It Starts with Coaching, 3/22/2019 • edTPA Southern Regional Conference, Birmingham, Al, 4/6-7/2018 • Educator Preparation Program Assessment, UNCW Watson College/UNCW, 2018 • Action Based Learning Certification, Charleston, SC, Port Washington, NY, Wilmington, NC, 2016-2017 Facilitate TraininglWorkshopslConferences • Color The Landscape: Engaging Legacy, Cultivating Purpose, and Creating Pathways For Educators of Color (UNCW Watson College of Education and NC Public Schools and Cape Fear Community College, 3/7/2023 • Future Teachers of North Carolina, Walk Towards Your Purpose: Becoming an Educator of Color (Sponsored by UNC Pembroke School of Education and UNC Wilmington Watson College of Education 6/7-10/21 • Action Based Learning Presentation: EDN 413 Seminar, 2/17/2020 Classroom Management, University North Carolina Wilmington Watson College of Education • University North Carolina, Watson College of Education Professional Development: It Begins with Teachers ... It Starts with Coaching, 2/22/2020 • NCAAHPERD-SM Workshop: Action Based Learning, School of Health and Applied Human Sciences/College of Health and Human Services, University of North Carolina Wilmington, 4/6/2019 • Professional Development Day: Action -Based Learning Strategies, New Hanover County Schools, Wilmington, NC 2016-2018 • American Red Cross CPR/FA/AED Instructor -2018 to present Professional Affiliations • North Carolina Alliance for Athletics, Health Physical Education, Recreation and Dance, Sport Management, 1993-present • American Red Cross First Aid/CPR/AED Instructor/IT Certified, 1993- present • Kappa Delta Pi International Honor Society in Education, 2018-2020 Board of Commissioners - August 18, 2025 ITEM: 15- 3 - 20 Lonq, Melissa From: noreply@civicplus.com Eill Sent: Tuesday, March 18, 2025 9:40 PM -IJ Ct To: Crowell, Kym; Long, Melissa Subject: Online Form Submission #21099 for Board and Committee Application External Email: Do not click links, open attachments, or reply until you know it is safe Board and Committee Application Board or Committee Being Applied to Commission on African American History, Heritage & Culture Categories First Name Last Name Email Home Phone Cell. Phone Business Phone Fax New Hanover County Commission on African American History, Heritage and Culture Business community curtis levy revcurtislevv(a)vahoo.com 3158770453 Field not completed. Field not completed. Field not completed. Home Address 5040 Market street apt# 251 City Wilmington State North Carolina Zip Code 28405 Mailing Address (if 5040 Market street apt# 251 different from home address) City Wilmington State North Carolina 1 Zip Code Years Living in New Hanover County 28405 2 Personal information collected below is to assure a cross-section of the community is represented. Gender Other Race African american Age 59 Occupation business owner Applicant's Employer self-employed �U-411_ 0(XMIL 1-} OMOA %CC 4Veqa0 CorUr Professional Activities I have several business ventures that I am working on one in fbod which I would like to find ways to give back to the Wilmington 'IT -ruck. less fortunate community. Volunteer Activities working with people dealing with substance abuse and mental health disorder Why do you wish to serve on this board or committee? What areas of concern would you like to see addressed by this committee? Qualifications for serving Other municipal or county boards / committees on which you are serving Do you have a family member employed by New Hanover County? my parents where born in sea breeze. I want to know more about my heritage. Housing, employment, mental health and Substance abuse. I founded Last House on the block ministries in NY State for 12 years as CEO and Founder I believe I can help make a difference here. This is where my family roots are. non at this present time I have only been back to Wilmington for about 2 years now. No �,rl r N V List three local personal references and phone numbers Reference 1 Lamont Williams Reference 1 Phone 315 807-4575 Reference 2 Ellen Reference 2 Phone 315 256-3532 Reference 3 Gary Markert Reference 3 Phone 315 427-4216 Additional comments I believe that I would be a great addition. I would love the opportunity to help make a difference in our community Upload additional Field not completed. information Date 3/18/2025 Consent I understand that any board or committee appointee may be removed without cause by a majority of County commissioners., � I understand that information on this application is public record and may be disclosed. Email not displaying correctly? View it in your browser. 3 From: noreply@civicplus.com Sent: Thursday, July 10, 2025 6:24 AM To: Crowell, Kym; Long, Melissa Subject: Online Form Submission #26481 for Board and Committee Application External Ennail° Do not click links, open attachments, or reply until you know it is safe Board and Committee Application Board or Committee New Hanover County Commission on African American Being Applied to History, Heritage and Culture Commission on African Education community American History, Heritage & Culture Categories First Name Deborah Last Name Robinson Email robinsoniiDsairl@aol.com Home Phone 910 617-0738 Cell Phone 910 617-0738 Business Phone Field not completed. Fax Field not completed. Home Address 321 Wallington Rd. City Wilmington State NC Zip Code 28409 Mailing Address (if Field not completed. different from home address) City Field riot completed. State Field not completed. 1 Zip Code Years Living in New Hanover County Field not completed. 3 Personal information collected below is to assure a cross-section of the community is represented. Gender Female Race B Age 63 Occupation Retired Educator Applicant's Employer Deborah Robinson Professional. Activities Chaplain Volunteer Activities Ambassador for Genesis Block Foundation, African American History, Heritage, and Culture Why do you wish to serve on this board or committee? What areas of concern would you like to see addressed by this committee? Qualifications for serving Other municipal or county boards / committees on which you are serving Do you have a family member employed by New Hanover County? I would like to continue serving on this board so that I can continue to contribute to the projects we have before us and to continue to represent the culture in such diverse and positive manner. Also serving provides a new perspective as well as strengthens community relations. I would like to see more interconnection with our city sister group. My educational experience as well as my community involvement. 71% 2 List three local personal references and phone numbers Reference 1 Yvette Robinson Reference 1 Phone 910 431-6355 Reference 2 Reference 2 Phone Reference 3 Reference 3 Phone Additional. comments Upload additional. information Date Consent Tracey Geneats 910 523-7038 Aariene Hansley 910 789-0241 Field not completed. Field not completed. 7/10/2025 I understand that any board or committee appointee may be removed without cause by a majority of County Commissioners., 41 understand that information on this application is public record and may be disclosed. Email not displaying correctly? View it in your browser. C Lan_ , Melissa From: noreply@civicplus.com Sent: Friday, June 27, 2025 1:27 PM To: Crowell, Kym; Long, Melissa Subject: Online Form Submission #26242 for Board and Committee Application External Email: Do not click links, open attachments, or reply until you know it is safe Board and Committee Application Board or Committee New Hanover County Commission on African American Being Applied to History, Heritage and Culture Commission on African Faith community American History, Heritage & Culture Categories First Name Sunni Last Name Email Home Phone Cell Phone Business Phone Fax Home Address City State Zip Code Mailing Address (if different from home address) ..... . .. ... Walker LINGARD.SUNNI@YAHOO.COM 7046425672 Field not completed. Field not completed. Field not completed. 4120 Hearthside Dr. Apt. 304 \AlilmIngton NC 28412 Field not completed. City Field not completed. State Field not completed. 9 Zip Code Field not completed. Years Living inNew 0.2 Hanover County Personal information collected below is to assure a cross-section of the community is represented. Gender Fnmoha Race African American Occupation Archivist/ Collection Assistant AppUcant'G Employer Cape Fear Museum of History and Science Professional. Activities | have over adecade ofexperience inarchives and information management, specializing inhistorical preservation, digital curaUon.and equitable community access torecords. |served moanArchivist otthe Catholic Diocese ofPittsburgh Archive and Record Center, gaining firsthand experience informal ecclesiastical naoon1keeping. I've also conducted archival research within the African Methodist Episcopal Zion (AK8E Zion) denomination, which deepened mycommitment bo inclusive historical preservation across diverse faith communities. Currently, | support collections work in o museum setting while managing church archives and serving oma ministry leader ato historically Black church in Wilmington. My work bridges cultural heritage, community memory, and public access. VoiunteerActivitiea As ministry leader within thaAK8E Zion denomination, I've led and supported faith -based outreach initiatives across multiple communities, focusing onyouth development, senior engagement, and inbarganenaUona|learning: Served aoDirector ofYouth for the Pittsburgh District (2024- 2025), leading programming that supported youth, families, and senior members within the church and surrounding community. Partnered with the HOPE for Tomorrow after -school program to provide educational enrichment and serve aaonactivity hub for children in the African American community. Created and taught Technology Tuesday classes hohelp 2 seniors inthe church and broader community gain confidence with digital tools and devices. Organized faith walks bopromote health among seniors and raise funds for church initiatives. Collaborated with local farmers markets and food banks b) distribute free healthy food boxes to families in need. K8entoredyoung girls and established myouth dance ministry at TrindvAME Zion Church tnfoster creativity, discipline, and belonging through the arts. Actively engaged inpreserving and organizing church historical records toensure the legacy ofthe congregation iopreserved and potentially included inmuseum collections. Why dpyou wish tV Aaonarchivist, public historian, and ministry leader, |om serve 0nthis board or committed bzpreserving and sharing the stories ofAfrican committee? American nonnmnunidea, especially those rooted in foith, family, and local leadership. K8ywork across Catholic and AK8E Zion archives has shown ma how religious institutions protect cultural memory. In Wilmington, I've led youth and senior outnaaoh, partnered with nonpnmUte, and actively worked to uplift underrepresented histories. | see this commission oaan opportunity toexpand that work otthe county level, and |would behonored tocontribute. What areas of concern | would like to see continued focus on preservingend vvnUidyou like tosee publicizing underrepresented local histories. especiallythose addressed by this rooted in African American faith institutions, youth committee? development, and community leadership. I'm also passionate about expanding educational outreach that connects younger generations toour cultural heritage and identifying overlooked historic sites orstories inWilmington and surrounding areas that deserve broader recognition and interpretation. CJuaUMcadmnsfmr |hold aBachelor ofArts hnHistory and aMaster ofScience in serving Library and Information Science with oconcentration in Archival Studies and Local History. |amalso omember ofthe Society ofAmerican Archivists. W1yarchival work spans religious, private, and government sectors, where I've preserved and cataloged historical materials with afocus on accessibility and cultural significance. &ooFirst Lady and ministry leader at Price Cathedral AK8E Zion Church; o historically Black church founded in1894.|support educational and outreach programs that uplift families, youth, and seniors throughout New Hanover County. This blend ofacademic training, archival expertise, and faith -based leadership grounds my commitment to preserving African American history with accuracy, care, and community voice. Other municipal or None county boards / committees on which you are serving Do you have a family No member employed by New Hanover County? List three local personal references and phone numbers Reference 1 Veronica A. Carter Reference 1 Phone (910) 409-8457 Reference 2 Clifford D. Barnett, SR. Reference 2 Phone (757) 537-2019 Reference 3 Tanya D. Armour Reference 3 Phone (513) 218-1324 Additional comments I would be honored to bring my archival expertise, educational background, and faith -based leadership to support the Commission's mission. I'm deeply committed to uplifting the stories and spaces that shape African American heritage in New Hanover County. Upload additional SunniWalker-Resume-BoardComission2025.docx information Date 6/2712025 Consent � I understand that any board or committee appointee may be removed without cause by a majority of County Commissioners., � I understand that information on this application is public record and may be disclosed. Email not displaying correctly? View it in your browser. 4 Long, Melissa From: Loeper, Jessica Sent: Tuesday, July 1, 2025 8:46 AM To: Baillon, (Cate; Walker, Sunni Long, Melissa Subject: Red Approval Request to Serve on County Advisory Board Hello Sunni, I am tine with you applying. However, as a casual part time employee, your role with the county must come first and cannot be in comllict with any meetings or activities of the commission. Thankyou, Jessica -ACM Appywo-4 From: Baillon, Kate <kbaHlon nhc ov.com> Sent: Tuesday, July 1, 2025 8:31, AM To: Walker, Sunni <suwalker nhc ov.com>; Long, Melissa <Irnelon nhc ov.com> Cc: Loeper, Jessica <jloeper nhcgov.com> Subject: RE: Approval Request to Serve on County Advisory Board Thankyou Sunni, Yes, I believe that you would be a great addition to that commission. l have copied Jessica Loeper on this email too. Thankyou Kate Date Bafflon (shel erlher ) Museurn Director New Hanover County - Cape Fear Museum (910) 798- 4656 p 1 (910) 798-4382 t kbaillon@nticgov.corn 814 Market Street Wi[mllington, NC 28401 N H gov.corn From. Walker, Sunni <suwalker nhcgov.com> Sent: Monday, ,.Tune .30, 202 10.06 AM Tor Baillon, Kate <kbaillon nhcgov.corn> Subject: Approval Request to ,Serve on County Advisory Board SuQe rviso� I Oep+. Mead Npn\/(j Dear Director Baffion, | hope you're well. I'm writing torequest your approval to same onthe New Hanover County Commission on African American History, Heritage, and Culture in a volunteer capacity. As aCounty employee, ny application requires written consent from both you and Assistant County Manager Jessica Loeper. The approval can b88rn@ik*ddirectly toMelissa Long, Clerk tothe BVard,Deputy-fOrtheNevvHanVver County Commissioners, @t with Ul8copied mnthe message. |fit's more convenient, I'd behappy tVforward ittoher onyour behalf. The deadline to submit the approval is Thursday, July 3rd by 5:00 p.m. Please let me know if you have any questions or concerns. I appreciate your consideration and support. Warm regards, Sunni Walker Sunni Walker Collections Assistant New Hanover County - Cape Fear Museum 814 Market Street Wilmington, NC 28401 Sunni Walker North Carolina, 28401 (704) 642-5672 1 1i sunni@y flgwd sun .... �Ahooxqm PROFESSIONAL SUMMARY access to digital and analog collections, including rare and historical. materials. Demonstrated proficiency in Microsoft Word and Excel - subiect and descri*ive catalo-' -_ metadata standards (RDA, MARC21, Dublin Core, and Into rated Library Systems (ILS). Recognized for exceptional accuracy in documentation, strict adherence to confidentiality protocols, and the ability to maintain precise bibliographic control. Versatile in supporting archival digitization initiatives, legal research, and e-resource inanagernent. Dedicated to public accessibility, digital preservation, and the strategic use of emerging technologies including Al, to optimize metadata work.flows and expand collection discoverability. Pennsylvania Western University, Clarion, PA 16214 (ALA accredited) Masters of Science in Library and Information Science (Concentration: Archival and Localffistory), December 2024 Relevant Coursework: Archival Management for Small Repositories Cataloging and Classification Metadata for Cultural Heritage Institutions Organization of Information .Digital Preservation Integrated Technologies in Libraries Digital Libraries Reference Services for Genealogy and Local History Livingstone College, Salisbury, NC 28144 Bachelor of Arts in History (Concentration: Political Science), May 2019 PROFESSIONAL ASSOCIATIONS Society of American Archivists (SAA), United States, September 2024- Present CAREER EXPERIENCE Administrative Assistant, Department of Mobility and Infrastructure (Full-time, 40 hours/week) Pittsburgh, PA, January 2024- April 2025 • Led the development of a digital database for 687 retaining walls and 446 bridges, ensuring compliance with organizational standards. • Creator and curator of the DOMI Historical Tools Collection -Physical display and digital exhibit (Orneka) Metadata • Directed the digitalization of 520 maps, drawings, and printed materials into an accessible web database, improving archival access and preservation. • Developed and implemented standard operating procedures (SOPs) and records management workflows to improve document tracking and retention practices. • Provided guidance on archival/ cataloging procedures and best practices for organizing and digitizing historical materials, ensuring alignment with educational objectives and user needs. • Collaborated with internal teams to ensure proper handling and storage of records, enhancing cross -departmental communication and archival practices. Archivist,Intern, Catholic Diocese of Pittsburgh Archive and Record Center (20 hours/week) Pittsburgh,PA, July 2023- November 2024 • Managed the arrangement and description of over 2,000 printed materials, manuscripts, audiovisual records, and digital assets, adhering to archival standards. • Contributed to the creation and implementation of the retention schedule, ensuring compliance with both short- and long-term archival practices. ® Oversaw the scanning and preservation of fragile documents, ensuring their long-term accessibility and preservation. Implemented digital archiving solutions and cataloged accessions, using ArchivesSpace and metadata standards to enhance digital stewardship and discove.rability. Reviewed and maintained digitalized materials and the Electronic Record Archive (ERA) by cataloging new accessions, handling updates, retrieving, and ensuring records meet archival standards. Executive MBA Academic Coordinator, University of Pittsburgh (Full-time, 40 hours/week.) Pittsburgh, PA, January 2022- July 2022 • Managed logistics for 15 conferences, seminars, and professional development events, ensuring successful execution and enriching the educational experience of students. Coordinated the development of cataloging policies for the university's student evaluation system, contributing to the improvement of internal information management processes. Genealogy Assistant, Rowan Public Library (20 hours/week) Salisbury, NC, January 2018- August 2019 • Led the digitization of fragile historical documents, ensuring their long-term preservation and easy access through digital cataloging and metadata creation. • Enhanced archival organization by meticulously cataloging and labeling historical. documents. • Assisted patrons with research requests, providing tailored archival materials and leveraging metadata to help users navigate the collection effectively. COMPUTER AND TECHNOLOCYY SKILLS Library Systems/Software/Languages: SIRSI, Sierra, OCIIC/WISE, Alma, ArcbivesSpace, Archivematica, ArchiveGrid, Past Perfect, Zotero, DROID, PROMO, JavaScript, MARC, LCSH, LCC, DACS, Metadata, MODS, METS, PSIS, EAD, RDF, XML, Dublin Core, Linked Data, BIBFRAME, Omeka, Github , WorldCat Other: HTML, Microsoft Office Suite, Google Suite, Canva, Adobe Pro, WIX (Web development), Pinterest, YouTube, Blogger, Dropbox, Zoom, Teams, Social Media, LexisNexis, NexisUni, Westlaw, Google Scholar Format Styles: APA, MLA, Chicago Manual of Style ARCHIVAL RESEARCH Annunciation Parish, North Side 1894-2000 Incarnation of the Lord Parish, North Side 1993-2018 St. Augustine Parish, Lawrenceville 1860-1993 St. Francis Xavier Parish, North Side 1909-1998 St. Gabriel Archangel Parish, North Side 1903-2001 St. Leo Parish, North Side 1888-2006 St. Matthias Parish, Evan City 1913-2019 Organization Project, Livingstone College 1979-2018 Raise Grant New Pathways to Equity, Pittsburgh 2024-2025 Retaining Walls, City of Pittsburgh 1818-2025 DOMI Historical Tools Collection 1950-2025 ACADEMIC RESEARCH Digital Preservation, Clarion University, Clarion, PA, Pennsylvania January/2024 Linked Data: Clarion University, Clarion, PA, Pennsylvania August/2024 MARC: Clarion University, Clarion, PA, Pennsylvania June/2024 Metadata: Clarion University, Clarion, PA, Pennsylvania June/2024 PastPerfect: Clarion University, Clarion, PA, Pennsylvania June/2024 ArchivesSpace: Clarion University, Clarion, PA, Pennsylvania July/2024 ReL)ositories and Digjia]J.�ih a�rv—Tnfra.-,tnj-ctime-C-Jirin-n-l-Lui:xei�,gitv-C-Jqrion-PA-Pe-nnsyLvania CERTIFICATIONS Data Analytics, Certification, IBM, August 2024 Director of Youth, Pittsburgh District AME Zion (2024-2025), coordinated educational and intergenerational programming Taught "Technology Tuesday" digital skills classes for seniors in the church and surrounding community Partnered with HOPE for Tomorrow after -school program to support youth in the African American community Mentored and established a youth dance team at Trinity AME Zion Church to keep young girls engaged and empowered Collaborated with local food banks and markets to distribute free healthy food boxes Organized faith walks to promote wellness and raise funds for community programs Managing archival materials of a historically Black church (est. 1894) with the goal of preserving its history in a museum co, .I This page intentionally left blank. UAW= New Hanover County Inspections Department Advisory Council Vacancy to appoint at this time: 1 Category: At -Large Term: 3 years, expiring 7/31/2028 Applicant: Eligible for Category Nominations Reappointment Calvin Beasley At -Large Stephanie :B:o:ft:on�At-La At -Large Attachments: Committee Information Sheet Applications Board of Commissioners - August 18, 2025 ITEM: 15- 4 - 1 This page intentionally left blank. In NEW HANOVER COUNTY INSPECTIONS DEPARTMENT ADVISORY COUNCIL Number of Members: 8, appointed in categories as follows: Commercial Builder, Electrical Contractor, Engineer, Mechanical Contractor, Plumbing Contractor, Residential Builder, and 2 At -large Term of Office: Three years - may not serve more than two consecutive terms and cannot be reappointed until at least one year after the last term. Regular Meetings: The Council shall meet at least quarterly and may, at its discretion, establish a more frequent meeting schedule. Meetings are held at the New Hanover County Government Center, 230 Government Center Drive, Wilmington, NC, Action Creating Council: The County Commissioners established the Council on June 15, 1998. Membership increased to 8 on July 13, 1998. Purpose: The Council will provide advice and guidance to the Building Safety Department to ensure consistent, timely, economical, professional, and efficient service as an integral part of the department's purpose to protect the lives and property of the citizens living in New Hanover County. TERM OF OFFICE CURRENT MEMBERS CATEGORY APPOINTMENT EXPIRATION Wesley Daniel Residential Builder First 7/21/25 7/31/28 1930 Deep Creek Run Wilmington, NC 28411 919-524-7139 (H) 910-512-3060 (W) Johnny Milam Plumbing First 7/22/24 7/31/27 212 Cornubia Drive Contractor Castle Hayne, NC 28429 910-540-8318 (c) 910-399-2030 (W) Adam Sisk Engineer Unexpired 4/18/22 7/31/24 708 Monroe Avenue First 7/22/24 7/31/27 Carolina Beach, NC 28428 910-465-2895 (H) 910-343-8007 (W) Shawn Sweeley Mechanical First 7/13/21 7/31/24 5208 Carolina Beach Road Contractor Second 7/22/24 7/31/27 Wilmington, NC 28412 910-274-4568 (H) 910-791-7888 (W) Kirby Trundle At -Large First 9/16/24 7/31/27 211 Racine Drive #101 Wilmington, NC 28403 919-896-2368 (C) Greg Uhl Commercial First 7/11/22 7/31/25 313 Colonial Drive Builder Second 7/21/25 7/31/28 Wilmington, NC 28403 910-231-1806 (C) Andrew Ward Electrical Unexpired 9/16/24 7/31/25 3405 Osprey Lane Contractor First 7/21/25 7/31/28 Wilmington, NC 28409 910-538-5096 (C) VACANT At -Large 7J31J28 Board of Commissioners - August 18, 2025 ITEM: 15- 4 - 2 CURRENT MEMBERS CATEGORY TERM OF OFFICE APPOINTMENT EXPIRATION Hans Schult, Inspections Director Revised: 7/2025 New Hanover Building Safety Department 230 Government Center Drive, Suite 110 Board ofCommissioners August 18.2025 Lon_ Melissa From: noreply@civicplus.com Sent: Tuesday, July 8, 2025 7:11 PIVI To: Crowell, Kym; Long, Melissa Subject: Online Form Submission #26439 for Board and Committee Application External Email: Do not click links, open attachments, or reply until you know it is safe Board and Committee Application Board or Committee New Hanover County Inspections Department Advisory Council Being Applied to Inspections Department At -large Advisory Council, Categories First Name Calvin Last Name Beasley Email 82feman oalgnail.qoM Home Phone 9105300508 Cell Phone 9105300508 Business Phone Field not completed. Fax Field not completed. Home Address 413 Jenoa Dr City Castle Hayne State North Carolina Zip Code 28429 Mailing Address (if Field not completed. different from home address) City Field not completed. State Field not completed. Board of Commissiobers - August 18, 2025 ITEM: 15- 4 - 4 Zip Code Field not completed. Years Living in New 7 Hanover County Personal information collected below is to assure a cross-section of the community is represented. Gender Male Race White Age 70 Occupation Engineer Applicant's Employer Bechtel National Inc Professional, Activities ASCE member NCEES exam volunteer Volunteer Activities St Stanislaus Church Knights of Columbus Why do you wish to To help improve the process of inspections Coordination with serve on this board or owners and design engineers committee? What areas of concern Standardised inspection process would you Like to see addressed by this committee? Qualifications for BS Civil Engineer, PE serving Project Engineer Construction Engineer Other municipal, or None county boards / committees on which you are serving Do you have a family No member employed by New Hanover County? Board of Commissic?hers - August 18, 2025 ITEM: 15- 4 - 5 List three local personal references and phone numbers Reference 1 Dominic Bianco Reference 1 Phone (910) 617-1607 Reference 2 Mark Loudermilk Reference 2 Phone (910) 622-0765 Reference 3 Angelo Cimini Reference 3 Phone (202) 369-8777 Additional. comments Field not completed. Upload additional Field not completed. information Date 7/8/2025 Consent I understand that any board or committee appointee may be removed without cause by a majority of County Commissioners. Email not displaying correctly? View it in your browser. Board of Commissioners - August 18, 2025 ITEM: 15- 4 - 6 From: nma us-com Sent: Wednesday, July 30,2O251:399KN To: Crowell, Nvn;Long, &4e|iosn Subject: Online Form Submission #26840 for Board and Committee Application External Email: Do not click links, open attachments, or reply until you know it is safe Board and Committee Application Board orCommittee New Hanover County Inspections Departmen Council Being AppUedt0 Inspections Department At -large Advisory Council, Categories First Name Stephanie _ Last Name Bolton Email. - Home Phone 9102180600 CmiiPhone 9107489833 Business Phone - 9102180600 ' Fax Field not completed. _ Home Address 2120Adams St city Wilmington State North Carolina Zip Code 28401 y4giiingAddress (if 921 Princess St#155 different from hurng address) City Wilmington State North Carolina Board ofCo August 18.2025 Zip Code 28401 Years Living inNew g Hanover County Personal information collected below iatoassure a of the community is represented. Gender Female Race Caucasian Age 47 C]CCVp@ti0D Owner ofPatriot Roofing Company LLC AopUC8nt'SEOOpkover Patriot Roofing Company LLC Professional. Activities Wilmington Chamber ofCommerce- Leadership Alum and VVonlen'aCouncil, Wilmington Cape Fear Honlebuildena Association Professional Women in Bui|dinQ. National Women in Roofng. National Women in Construction VOiUnteerACtiVitiHG Historic Wilmington Foundation Board ofDirectors and former Preeident, VVonxan'aImpact Network, Why doyou wish t0 |omavery active member ofour community and serve 0Dthis board V[ knowledgeable about construction and the inspection process. COrOrDi11e8Y | think it's important bogive back tothe community that has given aomuch bmme, mnyfamily, and myemployees. What areas Ofconcern Being new boaboard oracommittee, | think it's important to would you Like tosee listen tothe existing members tolearn about what | can doand addressed bxthis how | can best beofservice before creating onagenda. |do committee? value transparency for the public and access boeducational information. Qualifications for Licensed WCGeneral Contractor with over 2Oyears of serving experience and ohomeowner inaNew Hanover County historic neighborhood. Other municipal. Or None county boards / committees on which you are serving Board ofCommissioners August 18. 2025 D0you have afarnik/ No member employed bv New Hanover County? List three local personal references and phone nun0bers _ - - Referenca1 Cameron Moore Reference 1Phone (910)799-2011 Reference Trisha Wilson Reference Phone (010)762-2511 Reference -'- LmunaBmgdon-Phmovena Reference 3 Phone (810) 762-2811 Additional comments Field not completed. Upload additional Field not completed. infO[rOG1iOO Date 7/30/2025 Consent | understand that any board orcommittee appointee may be removed without cause byamajority ofCounhy Commissioners., �| understand that information onthis application iapublic record and may bedisclosed. Email not displaying correctly? View it in your browser. Board ofCommissi(:Biem August 18.2025 New Hanover County Library Advisory Board Vacancies to appoint at this time: 4 Terms: 3 years, expiring 8/31/2028 ELigibLe for AppLicant: Nominations Reappointment Liz Carbone X Karen Day Patricia Lawler X Earl Sheridan X Diane Withrow Attachments: Committee Information Sheet Attendance Applications Board ofCommissioners August 18.2025 KILTATAIII.Wri WLOV141141911101111 Number of Members: 12 Term: 3 years Regular Meetings: Third Thursday every month at 1:30 p.m. at the Main Library, 201 Chestnut Street, Wilmington, NC 28401 Statute or cause creating Board: Policy for the Governing and Operation of the Library. Brief on the functions: To develop necessary policies for the efficient and responsive operation of the County's public library system. Also responsible for making recommendations to the County Manager and County Commissioners concerning the operating and capital needs of the library. Board members are expected to actively promote the library's service program; keep abreast with trends in public library development and to work for the continued improvement of library services offered by the County. TERM OF OFFICE CURRENT MEMBERS APPOINTMENT EXPIRATION Shaun Assae) First 8/23/21 8/31/24 507 Orange Street Second 8/19/24 8/31/27 Wilmington, NC 28401 910-769-0207 (H) 917-414-0304 (C) Liz Carbone First 8/22/22 8/31/25 104 S 4t" Street #3 Wilmington, NC 28401 336-549-9888 (H) Va251 Y QS 01 i(1" Ann Clinton First 8/21/23 8/31/26 1351 Tidalwalk Drive Wilmington, NC 28409 919-889-9930 (C) Emily Colin Unexpired 8/31/26 7032 Orchard Trace 11/20/23 Wilmington, NC 28409 910-264-5157 (H) Scott Dodd Unexpired 3/18/19 8/31/20 3945 Halifax Road First 8/24/20 8/31/23 Wilmington, NC 28403 Second 8/21/23 8/31/26 910-620-4016 (C) e Board of Commissioners - August 18, 2025 ITEM: 15- 5 - 2 NEW HANOVER COUNTY LIBRARY ADVISORY BOARD (CONT.) TERM OF OFFICE CURRENT MEMBERS APPOINTMENT EXPIRATION Ellen Haragan First 8/19/24 8/31/27 1934 Hillsboro Road Wilmington, NC 28403 917-586-9985 (C) Cheryl Kozik First 8/23/21 8/31/24 4323 Peeble Drive Second 8/19/24 8/31/27 Wilmington, NC 28412 910-431-4260 (C) Patricia Lawler First 8/22/22 8/31/25 602 Walnut Street Wilmington, NC 28401 910-409-6599 (H) Paul Niggl Unexpired 8/31/25 215 Keaton Avenue 12/16/24 Wilmington, NC 28403 571-338-8056 (C) A Tiffany Salter First 8/19/24 8/31/27 515 Kenwood Avenue Wilmington, NC 28405 910-200-4702 (H) 910-833-4157 (W) Earl Sheridan Unexpired 5/19/25 8/31/25 4600 Bentley Drive Wilmington, NC 28409 910-799-5541 (H) 910-200-7419 (C) Harriet Smith First 8/21/23 8/31/26 1080 St. Joseph Street, Unit 2B Carolina Beach, NC 28428 704-560-2245 (C) Director: Dana Conners File: /Library New Hanover County Library Revised 5/2025 201 Chestnut Street Wilmington, NC 28401 910-798-6301 (Info) 910-798-6309 (Adm.) 910-798-6322 a 0 Board of Commissioners - August 18, 2025 ITEM: 15- 5 - 3 w Subject: RE: Attendance - NHC Library Advisory Board From: Mays, Yvette <YMays@nhcgov.com> Sent: Thursday, July 31, 2025 12:03 PM To: Conners, Dana <dconners@nhcgov.com>; Long, Melissa <melong@nhcgov.com> Subject: RE: Attendance - NHC Library Advisory Board Liz did have 1 excused meeting. Other than that, they all have perfect attendance. Yvette From: Long, Melissa < 2gLong ca nhc ov.corrl> Sent: Thursday, July 31, 2025 10:35 AM To: Conners, Dana <dconners@nhcgovocom> Subject: Attendance - NHC Library Advisory Board Good morning Dana — In connection with the upcoming appointments for the NHC Library Advisory Board, I will need the attendance records for the foRowing individuals to be included in the agenda packet: • Liz Carbone (8/2022-present) -- Has not yet applied for reappointment. • (Patricia Lawler (8/2022 present) Maul, Ni R ('12/24 2 -present) (Earl Sheridan (5/2025-present) i wRI need this Information by Monday, August "Jn order to meet the agenda deadline for the August 8" meeting. please let me know if you have any questions. Melissa Long Clerk To The Board, Deputy New Hanover County - County Commissioners (910) 798-7219 p 1 (910) 798-7808 f Board of Commissioners - August 18, 2025 ITEM: 15- 5 - 4 " er, 1, r') 4-rvkAv,,k1J- J Lon cl,Melissa )M . I From: noreply@civicpius.com Sent: Sunday, August 3, 2025 11:37 AM To: Crowell, Kym; Long, Melissa Subject: Online Form Submission #26891 for Board and Committee Application External Email: Do not click links, open attachments, or reply until you know it is safe Board and Committee Application Board or Committee Being Applied to First Name Last Name Email. Home Phone Cell Phone Business Phone New Hanover County Library Advisory Board Carbone eligabeth carbone �mail.com 336-549-9888 Field not completed. Field not completed. Fax Field not completed. Home Address 440 Superior Road City Wilmington State NC Zip Code 28412 Mailing Address (if Field not completed. different from home address) City Field not completed. State Field not completed. Zip Code Field not completed. Years Living in New 13 Hanover County Board of Commissiobers - August 18, 2025 ITEM: 15- 5 - 6 Personal information collected below is to assure a cross-section of the community is represented. Gender Female Race White Age 30 Occupation Nonprofit Consultant Applicant's Employer UNCW/Self Employed Professional. Activities Field not completed. Volunteer Activities Field not completed. Why do you wish to Applying for reappointment serve on this board or committee? What areas of concern Field not completed. would you like to see addressed by this committee? Qualifications for I have served on this committee for the past three years and serving hope to continue this service. I bring over 10 years of experience in community engagement and nonprofit management, and have a lifelong passion for literacy, libraries, and public services. Other municipal or N/A county boards / committees on which you are serving Do you have a family No member employed by New Hanover County? List three local personal references and phone numbers Reference 1 Patricia Lawler Reference 1 Phone 910-409-6599 2 Board of Commissioners - August 18, 2025 ITEM: 15- 5 - 7 Reference 2 Reference 2 Phone Reference 3 Reference 3 Phone Additional comments Upload additional information Date 813/2025 I understand that any board or committee appointee may be removed without cause by a majority of County Commissioners., ~ I understand that information on this application is public record and may be disclosed. Consent Jeff Hovis 910-512-2205 Sara Daniels 910-386-1702 Field not completed. Field not completed. Email not displaying correctly? View it in your browser. Board of Commissidhers - August 18, 2025 ITEM: 15- 5 - 8 TMVNE�� From: noreply@civicplus.com Sent: Tuesday, April 22, 2025 1:10 PM To: Crowell, Kym; Long, Melissa Subject: Online Form Submission #23603 for Board and Committee Application External Email: Do not click links, open attachments, or reply until you know it is safe Board and Committee Application Board or Committee New Hanover County Library Advisory Board Being Applied to First Name Karen Last Name Day Email, karencdavro).aol.com Home Phone 9179133609 CeLl. Phone 9179133609 Business Phone Field not completed. Fax Field not completed. Home Address 26A North Front Street City Wilmington State NC; Zip Code 28401 Mailing Address (if PO Box 2690 different from home address) City Wilmington State NC Zip Code 28402 Years Living in New 8 Hanover County Board of Commissiolbers - August 18, 2025 ITEM: 15- 5 - 9 Personal information collected below is to assure a cross-section of the community is represented. Gender Female Race White Age 68 Occupation Retired reference book publisher in NYC Applicant's Employer Retired Professional. Activities Retired Volunteer Activities Vestry of St. Paul's Episcopal Church Tour guide at Bellamy Mansion Former board member of Residents of Old Wilmington Why do you wish to I care about literacy, access to information, and the authenticity serve on this board or of scholarship, having worked for Charles Scribner's Sons for committee? 24 years and Oxford University Press for 4 years. What areas of concern Library funding, raising awareness of the delights of our would you like to see upcoming new library, planning interesting fundraisers. addressed by this committee? Qualifications for Nearly 30 years in book publishing in NYC, developing award - serving winning books and specialized encyclopedias for middle school, high school, public, and college libraries. Won the ALA's Dartmouth Medal twice, for Encyclopedia of the Renaissance and Civilizations of the Ancient Near East. Other municipal or None county boards / committees on which you are serving Do you have a family No member employed by New Hanover County? List three local personal references and phone numbers Reference 1 Gareth Evans Board of Commissi3ners - August 18, 2025 ITEM: 15- 5 - 10 Reference 1 Phone 9102513700 Reference 2 The Reverend Caleb Lee Reference 2 Phone 9107624578 Reference 3 Mona Clites, Masters in Library & Information Science Reference 3 Phone 3012682973 Additional comments Field not completed. Upload additional Field not completed. information Date 4/22/2025 Consent >J I understand that any board or committee appointee may be removed without cause by a majority of County Commissioners. Email not displaying correctly? View it in our browser. Board of Commissioners - August 18, 2025 ITEM: 15- 5 - 11 Lonq, Melissa From: To: noreply@civicplus.com Monday, July 21,2O251:48PM Crowell, Kvn;Long, Melissa Online Form Submission #26687 for Board and Committee Application External Email: Do not click links, open attachments, or reply until you know it is safe Board and Committee Application Board orCommittee New Hanover County Library Advisory Board Being Applied to First Name Patricia Last Name Lawler Email - _ - Home Phone 910-378-9650 CoU Phone 910-378-9650 Business Phone _ Field not completed. Fax Field not completed. Home Address 6O2Walnut St City Wilmington State NC Zip Code 28401 Mailing Address (if P.O. Box 1169 different from home address) - City Wilmington State NC - Zip Code 28402 Years Living in New 18 Board ofCommissio0 m August 18.2025 Personal information collected below is to assure a cross-section of the community is represented. Gender Female Race White Age 62 Occupation Retired Applicant's Employer Retired Professional Activities Before retirement: Southeast Regional Director, North Carolina Community Foundation; Senior Legislative Assistant, Congressman Bob Etheridge; Executive Director, Friends of the NC Museum of Natural Sciences; NC State Director, National Federation of Independent Business Volunteer Activities American Red Cross - deploy nationally as a shelter manager or disaster pet liaison, Cape Fear Chapter shelter coordinator, Red Cross instructor Cape Fear Literacy Council - Literacy Tutor Vintage Values on Castle Street - volunteer store assistant New Hanover County Library Advisory Board Why do you wish to As an enthusiastic library patron, I have taken advantage of serve on this board or many of the library's programs and services in addition to committee? checking out books, and I value the deep knowledge and professionalism of the staff. Library staff and resources have helped me research local history for plaque applications, make discoveries about my family through genealogical research, attend interesting author presentations, and continue learning through online language programs. I have thoroughly enjoyed serving on the Library Advisory Board these last three years, as I have learned even more about the library and its services, and I have been able to share this information with friends and family in New Hanover County. I believe another term on the board would allow me to continue supporting the library and its mission of "empowering curiosity to transform lives." What areas of concern As more people move to New Hanover County, the demand for would you like to see library services continues to increase, especially for children addressed by this and adult learners in our community. The Library Advisory committee? Board can continue to support the director and staff and act as a sounding board as they work to provide equitable opportunities and exceptional public service to all our residents. 2 Board of Commissioners - August 18, 2025 ITEM: 15- 5 - 13 DU8LifiCatiOO8fo[ My volunteer work with the Red Cross, Cape Fear Literacy serving Council and Vintage Values gives memunique perspective on the myriad needs and concerns ofNew Hanover County residents and how the library may serve some ofthese needs. K8yprofessional background innonprofit grantmnokinQand government service help meunderstand the importance of good planning and efficient budgeting tnmeet measurable performance goals. Finally, aomregular library patron who has visited all the branches and has used both physical and online resources, | have agood understanding ofthe library's operations and resources. - Other municipal or Nona county boards / committees onwhich you are serving Doyou have afarnik/ No member employed bv New Hanover County? (�o:��7��+�� List three local personal references and phone numbers Reference 1 James Jarvis Reference 1Phone 910-512-8027 Reference 2 YaeminTomkinson Reference 2Phone 910-251-0911 _ Reference Marty Rowan Reference 3 Phone 910-256-7947 Additional. comments Thank you for your consideration! UpkoadaddhiVnai Field not information Date 7/21/2025 Consent �|understand that any board orcommittee appointee may be removed without cause bvamajority ofCnunty Commissioners., �| understand that information onthis application 1epublic record and may bedisclosed. Board ofCommissioBiem August 18.2025 Melissa a 11 noreply@civicplus-com Thursday, July 31, 2025 1:53 PM Crowell, Kym; Long, Melissa Online Form Submission #26858 for Board and Committee Application External Email: Do not click links, open attachments, or reply until you know it is safe Board and Committee Application Board or Committee New Hanover County Library Advisory Board Being Applied to First Name Paul Last Name Niggl Email Pn iqql (cDq mail. com Home Phone 571-338-8056 Celt Phone Field not completed. Business Phone Field not completed. Fax Field not completed. Home Address 215 Keaton Ave City Wilmington State NC Zip Code 28403 Mailing Address (if Field not completed. different from home address) City Field not completed. State Field not completed. Zip Code Field not completed. Years Living in New 4 Hanover County Board of Cornmissiopers - August 18, 2025 ITEM: 15- 5 - 16 Personal information collected below is to assure a cross-section of the community is represented. Gender Male Race White Age 38 Occupation US Marine Applicant's Employer US Marine Corps Professional. Activities I've served in Marine Corps, Navy, and Special Operations organizations, and have an extensive background in long-term strategic planning. Volunteer Activities I've been a therapeutic foster parent in North Carolina and have helped resettle refugees from Tanzania and Afghanistan in New Hanover County. I am currently a volunteer in the New Hanover County Strategy Office by do you wish to As I near military retirement in October 2025, 1 look forward to serve on this board or shifting my focus from the challenges of providing for the committee? "common defense" to those institutions that reinforce "domestic tranquility," such as our county library system. I want to apply my experience, passion, and skills as a New Hanover County Library Advisory Board member to promote the library's service programs and continue to improve library services for generations to come. What areas of concern I want to see the library system achieve goals that strengthen would you Like to see our sense of community at the neighborhood level. addressed by this committee? QuaLifications for I've served my country in the Marine Corps for 20 years and serving am a father, husband, and proud resident of New Hanover County. I've also served on the Library Advisory Board since December 2024. Other municipal or one county boards / committees on which you are serving 2 Board of Commissioners - August 18, 2025 ITEM: 15- 5 - 17 Doyou have ofamily No member employed bv New Hanover County? [` List three local personal references and phone numbers Reference HerryTuohmayer _ Reference 1Phone (810)818-8552 � Reference 2 Elizabeth Cooper _ Reference Phone (704)458-7833 Reference - K8otthewDefhanbmugh Reference Phone (910) 581-0010 Additional comments fiel/no/oonpleted _ Upload additional Field not iDfV[DlabOn Data 7/31/2025 ' — — Consent | understand that any board or committee appointee may be removed without cause bya majority of County Commissioners., �| understand that information onthis application ispublic record and may be disclosed. Email not displaying correctly? View it in vour browser. Board ofCommissi*em August 18.2025 i=L' From: Sent: To: Subject Melissa V zlle')+yWWL noreply@civicplus.com Wednesday, July 9, 2025 11:32 PM Crowell, Kym; Long, Melissa Online Form Submission #26479 for Board and Committee Application External Email: Do not click links, open attachrnents, or reply until you know it is safe Board and Committee Application Board or Committee Being Applied to First Name Last Name Email Home Phone Cell Phone Business Phone Fax Home Address City State Zip Code Mailing Address (if different from home address) City State Zip Code Years Living in New Hanover County New Hanover County Library Advisory Board Earl Sheridan es.he,lr.i,d,,a,.n.(,�,2)gg.rr.com 910 799-5541 910 200-7419 Field not completed. Field not completed. 4600 Bentley Drive VVilmington NC 28409 Field not completed. Board of CommissiAers - August 18, 2025 ITEM: 15- 5 - 19 Personal information collected below is to assure a cross-section of the community is represented. Gender Male Race African American Age 71 Occupation retired college professor Applicant's Employer retired from UNCW Professional, Activities retired political science professor and department chair, former Wilmington city council member and mayor pro-tem Volunteer Activities former president NHC branch of the NAACP, former Meals on Wheels Volunteer, former member of Domestic Violence bd. Why do you wish to As a former educator I arn particularly interested in libraries serve on this board or and the knowledge they can provide to the community. committee? What areas of concern would you like to see addressed by this committee? Qualifications for serving Other municipal or county boards / committees on which you are serving Do you have a family member employed by New Hanover County? I would like to expand the library's offerings and maintain its accessibility . former college educator I am a current Library Advisory board member filling a partial term. I am applying for a full term. M List three local personal references and phone numbers Reference 1 Carolyn Johnson Reference 1 Phone 910 798- 2892 Board of Commissi3ners - August 18, 2025 ITEM: 15- 5 - 20 Reference 2 Walter Cohser Reference 2 Phone 910 799-4097 Reference 3 Rob Zapple Reference 3 Phone 910 798 -7306 Additional comments I have just started on the Library Advisory Board and would love to serve a full term. I am very dedicated and will work hard to do a good job. Upload additional Fe/d not completed. information Date 7/9i2025 Consent I understand that any board or committee appointee may be removed without cause by a majority of County Commissioners., � I understand that information on this application is public record and may be disclosed. Email not displaying correctly? View it in your browser. Board of CommissOners - August 18, 2025 ITEM: 15- 5 - 21 Lon_ , Melissa From: noreply@civicplus.com Sent: Thursday, July 10, 2025 12:58 PM To: Crowell, Kym; Long, Melissa Subject: Online Form Submission #26487 for Board and Committee Application E� tren-,.al Eii mfl',' Do rior. cfick, fir',ks 11("11 qpena.,1,tachjrr 1111tifl� YOU k,.now it is ,,,.afe "I . . .... Board and Committee Application Board or Committee New Hanover County Library Advisory Board BeingAppliedto First Name Diane Last Name Withrow Email dwLllli-r.cjwcz7—("f�. .L,%.dLI, aMtWV0W5-7 & ICAUJI6. coo Home Phone 9102642665 Cell Phone 9102642665 Business Phone Field not completed. Fax Field not completed. Home Address 1919 Wrightsville City WILMINGTON State NC Zip Code 28403 Mailing Address (if 1919 Wrightsville different from home address) City WILMINGTON State NC Zip Code 28403 Years Living in New 33 Hanover County Board of Commissiobers - August 18, 2025 ITEM: 15- 5 - 22 Personal information collected below is to assure ofthe community is represented. Gender Female Race Anglo Saxon Occupation Retired Applicant's Employer Retired after 3Oyears service atCape Fear Community College Professional Activities Retired from 3Uyears Program Director, FTInstructor, Hospitality Management including Culinary Arts at Cape Fear Community College. Prior, | taught atMt. AkovioivaCollege, Cresson, PA and worked in industry in the Caribbean and US. Volunteer Activities Good Shepherd Shelter Kitchen and Food Pantry, Neighborhood Free Food Pantry, Numerous events with student group for Domestic violence shelter, Caromue|House and other similar organizations. Why do you wish to Libraries, |believe serve communities by offering vital services serve on this board or hoevery citizen. As a community college instructor, | saw committee? students inevery age group and many situations and learning styles. Serving and meeting citizens where they are iovital to their education and needs. Learning computer skills including e-remourneo.audio and video, access toinhzrnetand beyond and old school print resources are all vital inmyview to a vibrant citizenry. These are things that a Library provides. | learned through my interactions with students about learning styles and how failing tothrive intraditional settings had discouraged many. | worked with home schooled young people, prisoners out for the day totake classes, unhmuaed students, veterans, returning bochange careers and students with disabilities. More, | have been an avid reader since | was three years old and have had elibrary card since that age. |am aware that all ||bariee are facing budget cuts. What areas of concern |have been aware of the conflicts regarding Save Our would you like t0see regarding the downtown branch and merger ofthat branch with addressed hvthis the Museum. Myview ksthat serving the citizens with what the committee? reality nfthe budget and needs iothe focus mtpresent. | wish ho serve with arealistic and faithful duty howhat iobest for the mission nfthe library and branches. Board ofCommi~ioAem August 18.2025 CjW@Uhc@d0OGf0r |have a Masters inHospitality Management which hao serving specialized MBA. Hospitality isthe management offood service eotab|iohmnets.lodging facilities and related businesses. | have worked inand managed restaurants, guest houses, and nncruise lines. | have taught classes in Restaurant Management, Hospitality Law (specialty Business Law including torts, labor, and |iab|ib/)Accounting (| was the TA inGrad school for the Accounting Professor, Dr. E||iza K8onnocz).Dining Room Service for our operating "Reataunany' atthe college (meaning that | have guest service experience both inmyprofessional life and teuching).Student club advisor, Academic advisor (experience working with people including mouae|ing)-courses taught too many hzlist Genuine desire bmserve my community inthis capacity Other municipal or None. |emserving on aNational Food Safety Advisory Board county boards / committees on which you are serving Q0you have @family No member employed bv New Hanover County? List three local personal references and phone numbers Reference 1 Dave Olin Rogers Reference lPhone 917-359-1752 Reference 2 Diane Halley Reference 2PhVOe 010-284-1789 Reference Jaime Crisp Chadwick Reference 3Phone 910-817-4791 Additional comments |amaware that many people seek toserve. | trust that you will select the best fit for the board. Ifthat kyperson iame, |will serve faithfully. Upload additional. Field not information Date 7/10/2025 Board ofCommis=iA=m August 18.2025 Consent 4|understand that any board orcommittee appointee may be removed without cause byamajority nfCounty Commissioners. Email not displaying correctly? Board ofCommissiAem August 18.2025 This page intentionally left blank.