HomeMy WebLinkAbout2003-04-02 Council MinutesN
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To Reeve and Members of Council
From Planning and Development Council Agenda #6c
Date April 2, 2003
Issue
Addition to current Development Control policy — Fee Schedule
Background
The current policy has not been amended since June 1998 Since that time, the Natural Resources
Conservation Board (NRCB) has assumed primary regulatory responsibility relating to the
development of Confined Feeding Operations (CFOs) and Manure Storage Facilities (MSFs) as
noted in section 618 1 of the Municipal Government Act (MGA), which states
`This Part and the regulations and bylaws under this Part respecting development permits do not apply to
a confined feeding operation or manure storage facility within the meaning of the Agricultural Operation
Practices Act if the confined feeding operation or manure storage facility is the subject of an approval,
registration or authorization under Part 2 of the Agricultural Operation Practices Act '
Although municipalities are not authorized to decide on applications relating to CFOs or
MSFs, it is stated within the Agricultural Operations Act that when considering an
application for a CFO or a MSF, the NRCB Approval Officer must deny the application
when, in the opinion of that Officer, there is an, `inconsistency with the municipal
development plan" (AOPA 20[11) Therefore, municipalities still retain a great deal of
influence regarding the placement of the aforementioned operations
Discussion
Prior to the NRCB assuming authorization responsibility for CFOs and MSFs the County
stipulated that applicants for these operations must abide by the LUBs, submit a Development
Permit application and pay the requisite fee Because CFOs and MSFs are listed as Discretionary
Uses only for those designations that do not prohibit these operations, a fee of $ 40 00 plus $
2.00/$1000 00 of the construction value was required in order to process an application.
However, because the County is no longer authorized to accept or consider a County issued
Development Permit application, there is no longer any reason to have a fee associated with
these developments.
Financial Implications
The County will no longer be able to accrue any revenue via the processing of applications for
either CFOs or MSFs
Recommendation
That Council receive the attached policy
Je eent n
et
Plannd evelopment
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Title Fee schedule
Policy No 5 1
Category Development Control Policies
Purpose. Reconcile County fee schedule with changes in the Agricultural Operation
Practices Act relating to Confined Feeding Operations and Manure Storage
Facilities
POB cv Guidelines
Livestock Operations and Manure Storage Facilities, which require approval from the
NRCB, and any other type of development that requires NRCB approval.
No fee or County Development Permit required
Amendment to Policy #5-1
Addition to #5-1 Under Development Permits in the Fee Schedule
Confined Feeding Operations/Manure Storage Facility — No fee
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To Council
Council Agenda Item # 7c
From Terry Nash — As Prepared by Joanne Klauer — Brownlee Fryett
Date. April 2, 2003
Issue• Voluntary Early Retirement Incentive Plan
Background -
To alter the current Early Retirement Incentive Policy that was implemented August 11 1998 tc
minimize the risk of future challenges to the Alberta Human Rights Commission as prepared by
J Klauer — Brownlee Fryett
Discussion
It may assist the County in avoiding future challenges if the basis for the calculation of available
benefits based upon age of retirement/years of service was specifically set out within the Plan
itself so that the employees will understand that the Plan is not seeking to deny benefits to
anyone but, rather, is designed to ensure economic equality for all retirees, regardless of age
The Plan would subsidize the retirement benefits available under LAPP to early retirees to ensure
economic equality for all retirees regardless of age, the County may want to ensure that the
provisions dealing with such things as eligibility (including minimum age), date upon which age
is calculated (ie Some policies require age to be determined as at January 1 of the current year)
etc reflect the LAPP provisions
The other consideration is that if LAPP benefits increase by percentage on a sliding scale from
55-60, then this same sliding scale should be implemented under the plan in order to support the
County's argument that the Plan is intended to equalize the benefits available Ie
55 Years 60%
56 Years
50%
57 Years
40%
58 Years
30%
59 Years
20%
60 Years
10%
(Currently, we have 2 employees that are within this 5 year window, and 3 additional
employees that are within 5 years away from the 55 year mark.) Original Policy was
implemented for the first time August 11, 1998
Recommendation
1) Council receive the draft early retirement policy
2) Council to decide if a sliding scale should be incorporated into the policy
3) ouncil to decide if existing employees who have worked for the County 10 years or
re to should still be entitled to payment as set out in the 1998 policy
4Terry , Assistant CAO Ge e iviaho, CAO
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VOLUNTARY EARLY RETIREMENT INCENTIVE PLAN
POLICY
1 Council supports the implementation of a Voluntary Early Retirement Incentive Plan (the
`Plan") for permanent County employees ("Employees"), except FCSS and KCRP
employees The Plan is designed to offer County employees the economic opportunity to
retire earlier than would otherwise be possible if the Employee s retirement benefits were
limited to available benefits under the Local Authorities Pension Plan ("LAPP")
2 Available benefits under the Plan are indexed to the benefits available to Employees
under LAPP with the intention that an Employee will not suffer negative economic
consequences by retiring earlier than age 61 being the age where benefits available under
LAPP maximize, and that all employees eligible for retirement benefits under LAPP and
this Plan are eligible to receive the same amount of retirement benefits, regardless of age
at time of retirement
3 Participation in the Plan is strictly voluntary on the part of the Employee and no
Employee can be compelled to retire early under this Plan
ELIGIBILITY
4 To be eligible for benefits identified in the Plan, the Employee must
a) Be a permanent employee with a minimum of fifteen years of continuous
employment with Kneehill County
b) Be currently employed with Kneehill County, and
C) Be eligible to receive benefits under LAPP as at the date of the Employee's
proposed retirement
APPLICATION
5 Application to receive benefits available under the Plan, including the intended date of
retirement, must be made in writing and submitted to the County's CAO six months prior
to the date of retirement The County Council may consider waiving this timing
requirement in the event that the Employee's medical circumstances do not permit
compliance with this requirement
6 The Kneehill County Council has exclusive discretion regarding approval or refection of
any application
7 The County Council will consider the application and respond, in writing, to the
Employee indicating acceptance or refection of the request no later than 30 days
following the receipt of the application
8 Approvals are made on a one time basis and cannot be deferred to later years
PAYMENT
9 The amount of benefits available to the Employee under the Plan is calculated as follows
a) If the Employee retires before the age of sixty one years of age, he/she will
receive a one time payment of 60% of the Employee s current annual salary at
the time of the last day of employment The Employee has the option of
having this amount paid out in one lump sum payment or having the amount
paid out over a three year period in three equal installments which will be
made on January 1St of the year following the year of retirement and then on
January 1St of the two subsequent years
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b)
C)
If the Employee retires after the age of sixty one years, he/she will receiv,
one time payment of 10% of the Employee's current annual salary at the i
of the last day of employment The Employee has the option of having th]
amount paid out in one lump sum payment or having the amount paid out
a three year period in three equal installments which will be made on Jam
1St of the year following the year of retirement and then on January 1St of 1
two subsequent years
Regardless of age at the time of retirement, the Employee will bepermr ti, L„
remain on the County s group health plan inclusive of Alberta Health Care,
extended medical benefits, group life insurance and dental coverage ("Health
Coverage"), subject to the following terms and conditions
i The County will pay 80% of the Health Coverage premiums on behalf of
the Employee up to the end of the month in which he/she attains the age of
65,
ii The Health Coverage benefits under the Plan does not include dependant
and spouse life coverage Accidental Death and Dismemberment
(AD&D), Short Term Disability (STD) or Long Term Disability (LTD),
iii If applicable, the extended group health and dental benefits include the
Employee's spouse and dependants,
iv Employee life insurance coverage will be established at 50% of the
Employee's life insurance coverage at the date of the Employee's
retirement from the County, to a maximum coverage amount of
$50,000.00 and
10 If the Employee accepts another permanent position with the County after retirement and
receiving benefits under the Plan, he/she will be required to pay back the full amount of
all benefits received under the Plan
OTHER
1 County Council may review and change the terms of the Plan as Council deems
appropriate from time to time
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