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Agreement. The captions of the various articles and paragraphs are for convenience and ease of reference only, and do not define, limit, augment, or describe the scope, content or intent of this Agreement.
12.9 Amendment; Modification. No supplement, modification or amendment of this Agreement shall be binding unless executed in writing and signed by both Parties.
12.10 Waiver. No waiver of any default shall constitute a waiver of any other default or breach, whether of the same or other covenant or condition. No waiver, benefit, privilege, or service voluntarily given or performed by a Party shall give the other Party any contractual rights by custom, estoppel or otherwise.
12.11 No Third Party Beneficiaries. Except to the extent expressly provided for in Section
12.7, there are no intended third party beneficiaries of any right or obligation assumed by the Parties.
12.12 Invalidity; Severability. If any portion of this Agreement is declared invalid, illegal, or otherwise unenforceable by a court of competent jurisdiction, the remaining provisions shall continue in full force and effect.
12.13 Prohibited Interests. Vendor maintains and warrants that it has not employed nor retained any company or person, other than a bona fide employee working solely for Vendor, to solicit or secure this Agreement. Further, Vendor warrants that it has not paid nor has it agreed to pay any company or person, other than a bona fide employee working solely for Vendor, any fee, commission, percentage, brokerage fee, gift or other consideration contingent upon or resulting from the award or making of this Agreement. Vendor further agrees to file, or shall cause its employees or subcontractors to file, a Statement of Economic Interest with the Town’s Filing Officer as required under state law in the performance of the Services. For breach or violation of this warranty, Town shall have the right to rescind this Agreement without liability. For the term of this Agreement, no member, officer or employee of Town, during the term of his or her service with Town, shall have any direct interest in this Agreement, or obtain any present or anticipated material benefit arising therefrom.
12.14 Cooperation; Further Acts. The Parties shall fully cooperate with one another, and shall take any additional acts or sign any additional documents as may be necessary, appropriate or convenient to attain the purposes of this Agreement.
12.15 Authority to Enter Agreement. Vendor has all requisite power and authority to conduct its business and to execute, deliver, and perform the Agreement. Each Party warrants that the individuals who have signed this Agreement have the legal power, right, and authority to make this Agreement and bind each respective Party.
12.16 Counterparts. This Agreement may be signed in counterparts, each of which shall constitute an original.
12.17 Entire Agreement. This Agreement contains the entire Agreement of the parties with respect to the subject matter hereof, and supersedes all prior negotiations, understandings or agreements. This Agreement may only be modified by a writing signed by both parties. [SIGNATURES ON NEXT PAGE]
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SIGNATURE PAGE FOR GOODS & SERVICES AGREEMENT
BETWEEN THE TOWN OF APPLE VALLEY
AND MONUMENT WAREHOUSE
IN WITNESS WHEREOF, the Parties have entered into this Agreement as of the day and year first above written.
TOWN OF APPLE VALLEY MONUMENT WAREHOUSE
By:
Its:
Printed Name:
By:
Its:
Printed Name:
Approved By:
Douglas Robertson
Town Manager
Attested By:
La Vonda M-Pearson
Town Clerk
Approved as to Form:
_____________________________________
Thomas Rice
Town Attorney, Best Best & Krieger LLP
Exhibit A-1 Goods and Services Agreement
EXHIBIT “A”
SCOPE OF SERVICES
Exhibit B-1 Goods and Services Agreement
EXHIBIT “B”
SCHEDULE OF SERVICES
Exhibit D-1 Goods and Services Agreement
EXHIBIT “C”
COMPENSATION
Monument Warehouse LLC , 1551 Mineral Springs Rd, Elberton GA 30635 (800) 300-8025 www.monumentwarehouse.com [email protected] Monument Warehouse LLC ,
1551 Mineral Springs Rd,
Elberton GA 30635
April 16 2025
Scope
Design, Manufacture, Engrave and delivery of Veterans Monument at Captain Joseph McConnell Jr.
USAF Park, Town of Apple Valley
Premium Jet Black granite monuments to meet the dimension and shape provided in the RFQ.
Laser etching on the front and back of the monument -
Unlimited design Customization - There is no limit to customization - Pictures, artwork, wordings. Shipping to site.
Installation assistance - Provide one site supervisor for 2 days of installation at site. - (8) Commemoration
marker with laser etching
Premium Jet Black Granite Benches
Price - $187,240.00
Work provided by the Town
Concrete foundation
Installation equipment - Crane, Crane Operators and Riggers Unloading of the monuments from the truck
Monument Warehouse
1551 Mineral Springs Rd
Elberton GA 30635
(800)-300-8025
Monument Warehouse
1551 Mineral Springs Rd
Elberton GA 30635
(800)-300-8025
Monument Warehouse
1551 Mineral Springs Rd
Elberton GA 30635
(800)-300-8025
Monument Warehouse
1551 Mineral Springs Rd
Elberton GA 30635
(800)-300-8025
Exhibit B-1 Goods and Services Agreement
SCHEDULE OF SERVICES
All work to be delivered and ready for installation prior to 10/31/2025
Exhibit D-1 Goods and Services Agreement
COMPENSATION
Monument Warehouse LLC , 1551 Mineral Springs Rd, Elberton GA 30635 (800) 300-8025 www.monumentwarehouse.com [email protected] Monument Warehouse LLC ,
1551 Mineral Springs Rd,
Elberton GA 30635
April 16 2025
Scope
Design, Manufacture, Engrave and delivery of Veterans Monument at Captain Joseph McConnell Jr.
USAF Park, Town of Apple Valley
Premium Jet Black granite monuments to meet the dimension and shape provided in the RFQ.
Laser etching on the front and back of the monument -
Unlimited design Customization - There is no limit to customization - Pictures, artwork, wordings. Shipping to site.
Installation assistance - Provide one site supervisor for 2 days of installation at site. - (8) Commemoration
marker with laser etching
Premium Jet Black Granite Benches
Price - $187,240.00
Work provided by the Town
Concrete foundation
Installation equipment - Crane, Crane Operators and Riggers Unloading of the monuments from the truck
Town Council Agenda Report
Date: May 27, 2025
To: Honorable Mayor and Town Council
Subject: PROPOSED AMENDMENTS TO PERSONNEL POLICIES AND
PROCEDURES MANUAL AND DIRECTION ON COMPENSATION
ADJUSTMENT OPTIONS
From: Douglas Robertson, Town Manager
Submitted by: Kristine Shoup, Human Resources Manager
Human Resources Department
Budgeted Item: Yes No N/A
RECOMMENDED ACTION
That the Town Council approve the proposed amendments to the Town’s Personnel Policies and Procedures Manual and provide direction on how best to address salary inequities and implement structural changes to employee compensation based on recent findings.
BACKGROUND
In recent years, the Town of Apple Valley has experienced increasing challenges related to employee recruitment, retention, and competitive compensation. As labor market conditions continue to evolve and neighboring public agencies adjust their compensation structures, it has become increasingly important for the Town to ensure that its own practices remain aligned with market standards and internal equity goals.
To address these concerns, a Compensation Committee was formed to review market data from comparable agencies, analyze base compensation and evaluate internal alignment across job classifications. The findings revealed that a significant portion of the Town’s job classifications fall below the median compensation levels offered by similar agencies. This disparity has contributed to difficulties in attracting qualified applicants, retaining high-performing employees, and ensuring consistent service delivery across departments.
The Committee's work highlights the need for the Town to take a more competitive, flexible, and equitable approach to employee compensation. As a result, staff is recommending the following policy amendments to streamline the Town’s Personnel
Policies and Procedures Manual, including changes to the merit increase structure, compensation survey practices, holiday leave, and the addition of a new automatic costof-living adjustment (COLA) policy based on the annual Consumer Price Index (CPI).
1. Section 3.13 Compensation
Increase the standard merit-based salary step from 2.5% to 5%, based on supervisor recommendation and satisfactory performance evaluation. Allow for rare occasions above (or below) 5% with Town Manager approval.
2. Section 3.14 Cost of Living Adjustments and Bi-Annual Salary Review Add automatic annual COLA effective each July.
Adjustments will be tied to the Consumer Price Index (CPI) for the designated region.
Provides consistent, predictable increases to help offset inflation and maintain salary value.
Replace the biannual survey requirement with language allowing compensation surveys to be conducted as needed or at the direction of the Town Manager.
Remove reference to the Municipal Code requiring a set survey schedule.
3. Section 4.5 Holiday Leave
Adds Winter Closure Days to be used during the annual Holiday Closure. The number of days to be determined by the Town Manager, or designee, based on the scheduled closure during the annual budget process. Supports work-life balance and minimizes impact on employees. See Attachment D for example of this year’s Holiday Closure.
Cost-of-Living Salary Adjustment
In addition to the proposed policy amendments, staff is requesting direction from the Town Council on the most appropriate and fiscally responsible approach to implementing market-based salary adjustments. While being mindful of budgetary constraints, there is a growing need to address the Town’s widening compensation gap to ensure continued employee retention and competitiveness in the labor market.
The last Town-wide salary adjustment occurred in 2022. Since that time, the Consumer Price Index (CPI) has increased by 11.8% due to inflation, yet the Town has not implemented corresponding adjustments which has led to the loss of staff and difficulty or inability to recruit. In contrast, neighboring agencies have continued to issue regular cost-of-living increases to keep pace with inflation and maintain competitive pay structures. To address this disparity, staff is recommending some level of pay adjustment across the board, with the exception of the Town Manager. For reference, an across-theboard salary increase of this amount would cost approximately $1.5 million with approximately $1 million being General Fund and the remainder coming from other restricted funds.
FISCAL IMPACT
The fiscal impact will vary significantly depending on the salary adjustment option selected by the Council. Staff will conduct detailed cost modeling for each option and present estimates as part of the upcoming budget deliberations. Implementation of an annual COLA based on CPI is expected to have a moderate, predictable impact each year.
ATTACHMENTS
A. Policy Section 3.13 – Compensation
B. Policy Section 3.14 – Cost of Living Adjustments and Bi-Annual Salary Review C. Policy Section 4.5 – Holiday Leave
D. Fiscal 9/80 Schedule 2025-2026
Section 3.13 Compensation
The Personnel Officer or a designated representative shall be responsible for preparing and maintaining an employee classification plan for the Town of Apple Valley. The employee classification plan, and any amendments thereto, shall be approved by the Town Council of the Town.
New Town employees shall be hired at the minimum step (Step 1) of the salary range in which the position is classified. In the event a potential employee possesses extraordinary skill, training, or ability, or where exceptional recruitment difficulties are encountered, employment offers may be made at a higher rate whenever this would be in the Town’s best interest. Offers of employment up to the middle step of the salary range may be approved by the Personnel Officer. Offers of employment above the middle step of the salary range shall require the approval of the Town Manager.
All full-time and part-time regular employees shall be eligible for a merit-based salary step increase upon completion of the probationary period or any extension thereof, and annually thereafter, based on the recommendation of the department supervisor. Merit increases shall not exceed five percent (5%) and must be supported by a completed performance evaluation with a rating of “satisfactory” or higher. In rare exceptions, merit increases below or exceeding five percent (5%) may be considered with approval from the Town Manager.
All effective dates for pay increases occur on the due date of the annual performance review, unless the department supervisor has notified the Personnel Officer that the review is being extended.
Section 3.14 Cost of Living Adjustments and Bi-Annual Salary Review
1. Cost of Living Adjustments
This policy outlines the framework for providing annual Cost-of-Living Adjustments (COLAs) to eligible employees of the Town of Apple Valley to help maintain the purchasing power of employee compensation in response to inflation.
It is the policy of the Town of Apple Valley to evaluate and implement an annual COLA, effective July 1 of each fiscal year, based on changes in the cost of living as measured by the Bureau of Labor Statistics using the annual March-to-March Consumer Price Index (CPI) report, subject to budget availability and Council approval.
The COLA shall be based on the Consumer Price Index, as published by the Bureau of Labor Statistics. The CPI percentage change used will be the year-over-year change reported for March of the current calendar year, comparing it to March of the previous year. The COLA shall be equal to the CPI-U increase, up to a maximum of 3.9%. If the CPI-U increase is below 3.9%, the COLA will match the actual increase. If the CPI-U shows no change or a negative value, no COLA will be applied. If the CPI-U shows an amount exceeding the established threshold of 3.9%, this will be brought to the Town Council for review
Any approved COLA will become effective on July 1, coinciding with the start of the new fiscal year. All regular, full-time, part-time, and seasonal employees employed as of the effective date are eligible for the COLA.
Final implementation of this increase is subject to review and approval by the Town Council as part of the adopted budget. Any adjustments outside of the parameters of this policy require specific approval by the Town Council.
2. Bi-Annual Salary Review
The Town of Apple Valley is committed to maintaining a competitive and equitable compensation structure to attract and retain qualified employees.
To support this objective, total compensation surveys, including salary and benefits comparisons, may be conducted as needed or at the direction of the Town Manager. These surveys may consider comparable classifications in similar public agencies and/or relevant labor markets to ensure the Town’s compensation practices remain appropriate and aligned with organizational goals.
Recommendations resulting from compensation surveys may be presented to the Town Council for consideration as part of the annual budget process or at such other times as determined appropriate by the Town Manager.
Section 6.5 Holiday Leave
All regular full-time employees of the Town who are on the payroll the day before and the day after a designated holiday shall be paid for said holiday. Employees shall receive holiday pay for the number of hours regularly scheduled for that date. Temporary, Part-time, and seasonal employees do not receive holiday benefits. All full-time employees of the Town that are required to work on an approved Town Holiday shall be compensated at the overtime rate for all hours worked on that day and, at the employee’s discretion, either have the Holiday hours cashed out as regular time or banked to use at a later date.
The following are approved paid holidays for the Town (the actual day of observance may be changed at the discretion of Town management):
1. January 1st.
2. The third Monday in January, known as “Dr. Martin Luther King, Jr. Day.”
3. The third Monday in February.
4. The last Monday in May, known as “Memorial Day.”
5. June 19th, known as “Juneteenth National Independence Day.”
6. July 4th.
7. The first Monday in September, known as “Labor Day.”
8. The second Monday in October, known as “Columbus Day.”
9. November 11th, known as “Veterans Day.”
10. Thanksgiving Day.
11. The day after Thanksgiving Day.
12. December 24th.
13. December 25th.
14. Winter Closure Days
In addition to the observed Town holidays, the Town closes non-essential operations at the end of the year, typically from Christmas Eve through New Year’s Day. All regular full-time employees will be provided additional “Winter Closure Days” to be used during this closure. The number of days granted each year is determined by the Town Manager, or designee, based on the length of the scheduled closure and will be communicated during the annual budget process.
Winter Closure Days are to be used only during the officially designated closure period. If the closure extends beyond the number of paid days provided, employees will use accrued leave to
cover the remaining days. These days will be paid at the employees’ regular rate of pay and not eligible to carry over or cash out. Employees required to work during the closure period due to operational needs will be allowed to use their Winter Closure Days, in full day increments, at an alternate time, subject to department approval.
Holidays which fall on Saturday shall normally be observed on the preceding Friday. Holidays which fall on Sunday shall be observed on the following Monday. Holidays which fall on a Friday which is an off day under the Town’s 9/80 schedule shall be observed on a day designated by the Town or, at the discretion of the Town, may be converted to a floating holiday. When a fixed holiday falls within a vacation period, the holiday time shall not be charged against the employee’s earned vacation benefits.
Town of Apple Valley
Fiscal 9/80 Schedule
(For Employees Only)
Sun Mon Tue Wed Thu Fri Sat Sun Mon Tue Wed Thu Fri Sat Sun Mon Tue Wed Thu Fri Sat 1 2 3 4 5 1 2 1 2 3 4 5 6
6 7 8 9 10 11 12 3 4 5 6 7 8 9 7 8 9 10 11 12 13
13 14 15 16 17 18 19 10 11 12 13 14 15 16 14 15 16 17 18 19 20 20 21 22 23 24 25 26 17 18 19 20 21 22 23 21 22 23 24 25 26 27 27 28 29 30 31 24 25 26 27 28 29 30 28 29 30
31 Sun Mon Tue Wed Thu Fri Sat Sun Mon Tue Wed Thu Fri Sat Sun Mon Tue Wed Thu Fri Sat 1 2 3 4 1 1 2 3 4 5 6
5 6 7 8 9 10 11 2 3 4 5 6 7 8 7 8 9 10 11 12 13
12 13 14 15 16 17 18 9 10 11 12 13 14 15 14 15 16 17 18 19 20 19 20 21 22 23 24 25 16 17 18 19 20 21 22 21 22 23 24 25 26 27 26 27 28 29 30 31 23 24 25 26 27 28 29 28 29 30 31
30 Sun Mon Tue Wed Thu Fri Sat Sun Mon Tue Wed Thu Fri Sat Sun Mon Tue Wed Thu Fri Sat 1 2 3 1 2 3 4 5 6 7 1 2 3 4 5 6 7
4 5 6 7 8 9 10 8 9 10 11 12 13 14 8 9 10 11 12 13 14
11 12 13 14 15 16 17 15 16 17 18 19 20 21 15 16 17 18 19 20 21 18 19 20 21 22 23 24 22 23 24 25 26 27 28 22 23 24 25 26 27 28 25 26 27 28 29 30 31 29 30 31
Sun Mon Tue Wed Thu Fri Sat Sun Mon Tue Wed Thu Fri Sat Sun Mon Tue Wed Thu Fri Sat 1 2 3 4 1 2 1 2 3 4 5 6
5 6 7 8 9 10 11 3 4 5 6 7 8 9 7 8 9 10 11 12 13
12 13 14 15 16 17 18 10 11 12 13 14 15 16 14 15 16 17 18 19 20 19 20 21 22 23 24 25 17 18 19 20 21 22 23 21 22 23 24 25 26 27 26 27 28 29 30 24 25 26 27 28 29 30 28 29 30
31 Closed for Holiday (paid) Closed on Alternating Fridays Council Approved Closure Date Day
January 19, 2026
February 16, 2026 Monday
May 25, 2026
December 25, 2025
Friday
Thursday
Day After Thanksgiving
December 24, 2025
Monday
November 27, 2025
March 2026
July 2025 August 2025 September 2025
October 2025 November 2025
January 2026
December 2025
February 2026
Holiday
Columbus Day
Labor Day
May 2026
Christmas Day
Christmas Eve
September 1, 2025
Veterans Day
June 2026
Thursday Thanksgiving
October 13, 2025
April 2026
Monday
November 11, 2025 Wednesday
Monday
December 26, 2025
Martin Luther King Day
Presidents Day
Memorial Day
Monday
Janauary 1, 2026 Thursday New Years Day
Independence Day Observed in Lieu of 7/4/2025
November 28, 2025
Friday
Wednesday