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SEPTEMBER 2020 Sunday Monday Tuesday Wednesday Thursday Friday Saturday

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Labor Day Office Closed

12:30 P.M. Administration Committee MeetingGCRA Conference Room

12:30 P.M. Operations Committee Meeting GCRA Board Room

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OCTOBER 2020 Sunday Monday Tuesday Wednesday Thursday Friday Saturday

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Columbus Day

12:30 P.M. Administration Committee MeetingGCRA Conference Room

12:30 P.M. Operations Committee Meeting GCRA Board Room

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ADMINISTRATION COMMITTEE MEETING AGENDA TUESDAY, SEPTEMBER 8, 2020 – 12:30 PM

Teleconference: +1 929 205 6099; Meeting ID: 892 2153 3619; Passcode: 513958

1. Opening and Roll Call

2. * Approval of Revision to the Employee Handbook (Pages 5-22)a) Approval of Adding a Section on Recording Time Worked in the Employee Handbookb) Approval of Adding a Section in the Vehicle Policy in the Employee

Handbookc) Approval of Adding Additional Language to the Confidential Information Section in the Employee

Handbookd) Approval of Adding a Section on Smoking in the Workplace and Tobacco Use in the Employee Handbooke) Approval of Revisions of the Family and Medical Leave of Absence Policy in the Employee Handbookf) Approval of a Revision of the Maternity Leave Policy in the Employee

Handbook

3. Administration Reportsa) HOME Compliance Report (Pages 23-25)b) CDBG Timeliness Test (Page 26)

4. Financial Reportsa) Financial Statements (Page 27-28))b) Funding Sources (Page 29)c) Rental Program Income (Page) 30)d) Check Register (Pages 31- 34)e) Vendor Total Report (Pages 35- 37)

5. Other Business

* Committee Approval Required------------------------------------------------------------------------------------------------------------------------Committee Members: Lawson Wetli, Chairman; Erin Smith, Vice-Chairman; Lawrence Black;

Jane Kizer; Walter Moragne; and K. Todd Yeomans

Staff Assistance: John Castile –Executive Director Imma Nwobodu – Program Director Pamela Proner – Finance Director Beverly Robertson – Human Resources Manager/Assistant to the Executive Director

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Memorandum

To: Administration Committee

From: Beverly Robertson Human Resource Manager

Date: September 8, 2020

Subject: Approval of Adding a Section on Recording Time Worked in the Employee Handbook

The Human Resource Manager along with Employment Attorneys have recommended the addition of a section on Recording Time Worked in the Employee Handbook. The addition of this policy recommendation is presented to the Administration Committee for review and approval will require ratification by the full GCRA Board.

Recommendation: Approve Adding a Section on Recording Time Worked in the Employee Handbook as below.

Approved__________________

Chapter 5

General Guidelines and Regulations

Proposed Addition:

5.3 Recording Time Worked

Each nonexempt employee is required to be on his/her job at the commencement of his/her work schedule and is not authorized to leave his/her job until his/her Manager gives him/her permission to leave the job or at the end of his/her schedule.

Nonexempt employees are required to accurately record all time. Non-exempt employees are prohibited from working “off-the-clock.” Any non-exempt employee that is asked to work “off-the-clock” by a manager must report the incident to the Executive Director or Hunan Resources Department so that a proper investigation can be conducted.

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Memorandum




Subject: Approval of Adding a Section in the Vehicle Policy in the Employee Handbook

The Human Resource Manager along with Employment Attorneys have recommended the addition of a section to the Vehicle Policy in the Employee Handbook. The addition of this policy recommendation is presented to the Administration Committee for review and approval will require ratification by the full GCRA Board.

Recommendation: Approve Adding a Section to the Vehicle Policy in the Employee Handbook as below.

Approved__________________

Chapter 5


Proposed Addition:

5.8.6 Non-GCRA employees who will be riding in a GCRA vehicle must have prior approval from their manager.

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Memorandum




Subject: Approval of Adding Additional Language to the Confidential Information Section in the Employee Handbook

The Human Resource Manager along with Employment Attorneys have recommended adding additional language to the section on Confidential Information in the Employee Handbook. The addition of this policy recommendation is presented to the Administration Committee for review and approval will require ratification by the full GCRA Board.

Recommendation: Approve Adding Additional Language to the Confidential Section in the Employee Handbook as below.

Approved__________________

Chapter 5


Proposed Addition:

5.16 Confidential Information

5.163 Nothing in this policy prohibits an employee from using Confidential Information, if necessary, to bring any concern or complaint of any unlawful activity to the attention of a government agency. Employees may not disclose trade secret information of GCRA as defined under the Defend Trade Secret Act of 2016 and applicable state trade secret laws.

The federal Defend Trade Secrets Act of 2016 provides immunity in certain circumstances to GCRA employees, contractors, and consultants for limited disclosures of GCRA Trade

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Secrets. Specifically, GCRA employees, contractors, and consultants may disclose Trade Secrets:

(1) in confidence, either directly or indirectly, to a Federal, State, or local governmentofficial, or to an attorney, “solely for the purpose of reporting or investigating asuspected violation of law,” or

(2) “in a complaint or other document filed in a lawsuit or other proceeding, if suchfiling is made under seal.”

Additionally, GCRA employees, contractors, and consultants who file retaliation lawsuits for reporting a suspected violation of law may also use and disclose related Trade Secrets in the following manner:

(1) the individual may disclose the Trade Secret to his/her attorney, and(2) the individual may use the information in related court proceeding, as long as the

individual files documents containing the Trade Secret under seal and does nototherwise disclose the trade secret “except pursuant to court order.”

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Memorandum




Subject: Approval of Adding a Section on Smoking in the Workplace and Tobacco Use in the Employee Handbook

The Human Resource Manager along with Employment Attorneys have recommended adding a section on Smoking in the Workplace and Tobacco Use in the Employee Handbook. The addition of this policy recommendation is presented to the Administration Committee for review and approval will require ratification by the full GCRA Board.

Recommendation: Approve the Addition of a Section on Smoking in the Workplace and Use in the Employee Handbook as below.

Approved__________________

Chapter 5


Proposed Addition:

5.23 Smoking In The Workplace and Tobacco Use

In keeping with the GCRA's intent to provide a safe and healthy work environment, smoking (to include e-cigarettes and vaping) and the use of tobacco in the workplace is prohibited in the office area, break rooms, rest rooms, company vehicles, or any confined area with non-smokers, except in those locations that have been specifically designated. This policy applies equally to all employees, customers, and visitors.

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Memorandum




Subject: Approval of Revisions of the Family and Medical Leave of Absence Policy in the Employee Handbook

The Human Resource Manager along with Employment Attorneys have recommended revisions in the Family and Medical Leave of Absence Policy in the Employee Handbook. The revisions to this policy recommendation are presented to the Administration Committee for review and approval will require ratification by the full GCRA Board.

Recommendation: Approve the Revisions of the Family and Medical Leave Policy in the Employee Handbook as below.

Approved__________________

Chapter 8

Fringe Benefit Package

Proposed Addition:

8.8.1 Family and Medical Leave of Absence

Under the federal Family and Medical Leave Act of 1993, as amended (FMLA), an employee may be eligible for a period of job-protected unpaid leave if he/she meets the criteria set forth in the FMLA. This policy provides a brief overview of the statutory criteria as well as GCRA’s own policies regarding FMLA Leave.

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General Eligibility:

To qualify for FMLA Leave under this policy, an employee must be employed by GCRA, must have worked at GCRA for at least 12 months (not necessarily continually), and must have worked at least 1,250 hours during the previous 12 months. GCRA is a public agency of the local government, therefore the 50 employee threshold does not apply.

Types and Duration of FMLA Leave:

Basic FMLA Leave and Active-Duty Leave

An employee may be eligible for up to 12 weeks of unpaid leave in a rolling 12-month period for the following reasons:

• The birth of an employee’s child and to bond or care for such child, or placement foradoption or foster care of a child.

• To care for an immediate family member (spouse, child under 18 years old, or child 18and over that is incapable of self-care, or parent) with a serious health condition.

• Because of a serious health condition which renders the employee unable to work.• Because of any qualifying exigency arising out of the fact that the employee’s spouse,

son (of any age), daughter (of any age) or parent, who is serving in any branch of themilitary (including the National Guard or Reserves), has been deployed or called toactive duty in a foreign country (“active duty leave”)..

Military Caregiver Leave

An employee may also take Military Caregiver Leave to care for a spouse, son (of any age), daughter (of any age), parent or next of kin who is: (1) a current member of the Armed Forces, including the National Guard or Reserves, and who is undergoing medical treatment, recuperation, or therapy, is otherwise in outpatient status, or is otherwise on the temporary disability retired list, for a serious injury or illness, which was incurred in the line of duty (or for a pre-existing injury or illness which is aggravated in the line of duty) and that renders the service member medically unfit to perform the duties of his or her office, grade, rank, or rating, or (2) a veteran who was a member of any branch of the Armed Forces, including the National Guard or Reserves, and who is undergoing medical treatment, recuperation, or therapy, for a serious injury or illness that occurred in the line of duty (or for a pre-existing injury or illness which was aggravated in the line of duty) at any time within 5 years preceding the treatment, recuperation or therapy. A covered service member incurs a serious illness or injury for purposes of this paragraph when one of the following occurs:

• The injury or illness makes him or her medically unfit to perform the duties of his orher office, grade, rank or rating.

• It causes the service member to have a VA Service Disability Rating is at 50% orgreater.

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• It is a mental or physical condition substantially impairs their ability to obtaingainful employment

• The VA enrolls the employee in the Department of Veteran Affairs Program ofComprehensive Assistance for Family Caregivers.

Eligible employees are entitled to a total of 26 weeks of unpaid Military Caregiver Leave during a single 12-month period. This single 12-month period begins on the first day an eligible employee takes Military Caregiver Leave (as long as it is within 5 years of the covered service member’s active duty) and ends 12 months after that date. Military Caregiver Leave applies on a per-covered service member, per-injury basis, so that an employee may be eligible to take more than one 26 week period of Military Caregiver Leave, but no more than 26 weeks of leave may be taken during any one 12-month period.

An eligible employee is entitled to a total of 26 weeks of unpaid Military Caregiver Leave during a single 12-month period. This single 12-month period begins on the first day an eligible employee takes Military Caregiver Leave and ends 12 months after that date. For example, if an employee takes 10 weeks of FMLA leave due to his/her own serious health condition, the employee may take only 16 weeks of Military Caregiver Leave during that same 12-month period.

Definitions: A "serious health condition" referenced above in the Basic FMLA Leave and Active Duty Leave section above means an illness, injury, impairment, or physical or mental condition that involves: • In-patient care (i.e., an overnight stay) in a hospital or other medical care facility

(including any period of incapacity or any subsequent treatment in connectionwith such in-patient care).

• A period of incapacity of more than three consecutive full calendar days, and anysubsequent treatment or period of incapacity relating to the same condition thatalso involves (1) treatment two or more times by a health care provider or underthe supervision of a health care provider within 30 days of the start of theincapacity, or (ii) treatment by a health care provider on at least one occasionwithin seven days of the start of the incapacity which results in a regimen ofcontinuing treatment under the supervision of a health care provider.

• Any period of incapacity due to pregnancy, or for prenatal care.• Any period of incapacity due to a chronic serious health condition requiring

periodic visits of at least twice a year for treatment by a health care provider.• A period of incapacity which is permanent or long-term due to a condition for

which treatment may not be effective, during which the employee (or familymember) must be under the continuing supervision of, but need not be receivingactive treatment by, a health care provider.

• Any period of absence to receive multiple treatments by a health care provider or

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under the supervision of a health care provider, either for restorative surgery after an accident or other injury, or for a condition that will likely result in a period of incapacity of more than three consecutive calendar days in the absence of medical intervention or treatment. A “qualifying exigency” referenced above in the Basic FMLA Leave and Active Duty Leave section above refers to the following circumstances: • Short-notice deployment: to address issues arising when the notification of a call

or order to active duty is seven days or less.• Military events and related activities: to attend official military events or family

assistance programs or briefings.• Childcare and school activities: for qualifying childcare and school related

reasons for a child, legal ward or stepchild of a covered military member.• Financial and legal arrangements: to make or update financial or legal affairs to

address the absence of a covered military member.• Counseling: to attend counseling provided by someone other than a health care

provider for oneself, for the covered military member, or child, legal ward, orstepchild of the covered military member.

• Post-deployment activities: to attend official ceremonies or programs sponsoredby the military for up to 90 days after a covered military member’s active dutyterminates or to address issues arising from the death of a covered militarymember while on active duty.

• Care of the covered military member’s parent if the parent is incapable of self- care.• Rest and recuperation: to spend up to fifteen (15) calendar days for each period in

which a covered military member is on a short-term rest leave during a period ofdeployment; or

• Additional activities: for other events where GCRA and the employee agree onthe time and duration of the leave.

When Spouses Work Together When spouses are both eligible for FMLA and both work at GCRA, spouses are eligible for a combined 12 weeks of unpaid leave for the birth or placement of a child or to care for a parent who has a serious health condition. A spouse will be eligible for a combined 26 weeks of unpaid Military Caregiver Leave as discussed above. If the spouse taking Military Caregiver Leave also takes leave for the birth or placement of a child or to care for a parent who has a serious health condition, that leave also may count toward the 26 weeks of combined Military Caregiver Leave during a single 12-month period.

Notice of Need for FMLA Leave

If the leave is foreseeable (birth or placement, planned medical care, leave due to active duty of immediate family member), the employee must provide at least 30 days advance notice to Management. If circumstances prevent providing the thirty days advance notice,

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then the employee should provide as much notice as reasonably possible.

If an employee fails to give the required notice for foreseeable leave with no reasonable excuse, the employee may be denied the taking of the leave until he provides adequate notice of need for the leave. The employee should make every reasonable effort to schedule medical treatments so as not to disrupt the ongoing operations of GCRA.

Intermittent FMLA Leave

Leave on an intermittent or reduced schedule basis may be available when medically necessary due to an employee’s serious health condition or an employee’s immediate family member's serious health condition. Intermittent or reduced schedule leave for the birth or placement of a child for adoption or foster care may be taken only with approval from Human Resources. Military Caregiver Leave may be taken intermittently or on a reduced leave schedule when medically necessary. Active Duty Leave may also be taken on an intermittent or reduced leave schedule.

An employee taking intermittent leave must follow GCRA’s standard call-in procedures absent unusual circumstances.

If it is necessary, GCRA may transfer an employee on intermittent or reduced schedule leave to an alternate position and/or location for which the employee is qualified and which better accommodates periods of intermittent leave. Management must contact Human Resources prior to any transfer of the employee.

If it is necessary, GCRA may require an employee to furnish a fitness-for-duty certification up to once every 30 days if an employee has used intermittent leave, reduced schedule or block leave during the 30-day period for their own serious health condition and if reasonable safety concerns exist regarding the employee’s ability to perform his duties, based on the serious health condition for which the employee took such leave.

Documentation Supporting FMLA Leave

The reason for the leave must be covered under FMLA and the employee must provide a completed FMLA Certification of Health Care Provider Form supporting the need for the leave. A request for reasonable documentation of family relationship verifying the legitimacy of a FMLA Leave may also be required.

The employee will have 15 days in which to return a completed Certification form following receipt of the form from GCRA. If the employee fails to provide timely certification after being required to do so, the employee may be denied the taking of the leave under FMLA. If the Certification form is incomplete or insufficient, an employee will be given written notification of the information needed and will have seven days after receiving such written notice to provide the necessary information. Once GCRA has fully completed sufficient certifications and documentation, it will notify the employee of whether FMLA Leave is granted.

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If there is reason to doubt the validity of the medical certification, a second opinion, at the expense of GCRA, related to the health condition may be required. If the original certification and the second opinion differ, a third opinion, at the expense of GCRA, may be required. The opinion of the third health care provider, which GCRA and the employee jointly select, will be the final and binding decision.

A request for Active Duty Leave must be supported by the Certification of Qualifying Exigency for Military Family Leave form as well as appropriate documentation, including the covered military member’s active duty orders. A request for Military Caregiver Leave must be supported by the Certification for Serious Injury or Illness of Covered Service member form or Certification for Serious Injury or Illness of a Veteran for Military Caregiver Leave form as well as any necessary supporting documentation.

Recertification

Under certain circumstances as provided by law, including, but not limited to, situations in which the need or nature of the approved leave changes, GCRA may, in its sole discretion, require recertification of the employee’s serious health condition. GCRA may also request recertification once every six months when FMLA Leave is taken for any serious health condition that lasts longer than one year. Additionally, for any conditions or situations lasting greater that one year, the employee will be required to renew this request for FMLA Leave and eligibility decisions will be reviewed. In these situations, the employee will have 15 days in which to provide, at his expense, a completed Recertification form.

Paid Time During a Leave

An employee is required to exhaust all available PTO when on a leave of absence under the FMLA. All paid time off will run concurrent with any unpaid time off under FMLA. Any employee that is on FMLA Leave for his/her own serious health condition and qualifies for short-term disability (STD) benefits, may request to supplement pay through available PTO while on STD up to 100% of the employee’s regular base pay. Employees will only be entitled to a total of 12 weeks or 26 weeks of FMLA leave. The FMLA prohibits employers from discharging, interfering with, or discriminating against employees that exercise rights under the FMLA.

Benefits During FMLA Leave

During the approved FMLA Leave, the employee’s coverage under GCRA benefits will continue, and the employee will remain responsible for his/her share of the insurance premium.

In most circumstances, upon return from FMLA Leave an employee will be restored to his original or equivalent position with equivalent pay, benefits, and other employment terms. If however, an event occurs that would have terminated or altered the employment of the employee had he not been on leave (e.g., a reduction in force, elimination of a shift), the

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employment, leave rights, employment conditions, or restoration rights of that employee will terminate at the same time as if the employee had not been on leave.

Failure to Return from Leave

If an employee takes FMLA Leave in excess of the weeks for which an employee is eligible or fails to return from leave as scheduled, the employee will not be guaranteed a position with GCRA upon his return. The employee may be entitled to a non-FMLA Leave extension for his/her own serious health condition or may be subject to disciplinary action, up to and including termination, depending on the circumstances. GCRA complies with the ADA and will participate in the reasonable accommodation process with any employee that is on a medical leave of absence due to his/her own medical condition.

Interaction with State Military Leave Laws

Certain States require employers to provide greater or different job-protected leave to family members of persons in the military. When applicable, GCRA complies with all such military family leave laws. When leave provided under one of these laws is covered under the federal FMLA, it will count toward the employee's federal FMLA entitlement and as FMLA Leave under this policy. These military family leave laws vary by state, and the employee should contact Human Resources if he/she has questions.

It is the policy of the GCRA to grant up to 12 weeks of family and medical leave per rolling 12 month period for eligible employees. This rolling twelve-month period is measured backward from the date the employee uses leave. Each time an employee takes FMLA leave, the remaining leave entitlement would be any balance of the 12 weeks which has not been used during the immediately preceding 12 months. An employee may take up to 26 weeks of military caregiver leave during a single 12 month period on a per-covered service member, per-injury basis (which may be taken continuously, intermittently, or on a reduced leave basis). The single 12 month period is measured forward from the date an employee’s leave to care for the covered service member begins even if the employer uses a different 12 month period for other types of FMLA leave. During any single 12 month period, the employee’s total leave entitlement is limited to a combined total of 26 weeks for all qualifying reasons under FMLA and military leave. Eligibility To qualify for FMLA leave, the employee must meet the following requirements: The employee must have worked for the GCRA for at least 12 months. These 12 months need not be consecutive. If an employee has a break in service that lasts more than 7 years, the prior service does not need to be counted toward eligibility for FMLA except if the break in service was due to National Guard or Reserve military service or if there was an agreement when the break in service occurred that the employer would later rehire the employee. Since an employer is not required to retain an employee’s personnel record longer than the 3 year FMLA record retention period, the burden is on the employee to prove prior service with GCRA if GCRA has not retained the documentation. The employee must have worked 1250 hours during the past 12 months immediately proceeding the date that FMLA would begin not when the employee requests leave.

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1250 hours is physical work; it does not include annual leave, sick leave, or any other approved leave.

Types of Leave To qualify for the leave, the employee must take leave for one of the following reasons:

• Birth of a child and to care for that child.• Placement of a child for adoption or foster care and to care for the newly placed

child.• To care for a spouse, child, or parent with a serious health condition.• To care for the employee’s own serious health condition.Qualifying exigency arising from the fact that child, spouse, or parent of the employee ison active duty (or has been notified of an impending call or order to active duty) in theU.S. Armed Forces in a foreign country. Such active duty or call/order to active duty ismade to members of the National Guard, Reserve components, Regular Armed Forces, ora retired member of the Regular Armed Forces or Reserve. Employees may take leavedue to 1) short-notice deployment (leave permitted up to seven days post notice if themilitary member receives seven or less days’ notice of a call to active duty 2) militaryevents and activities, 3) childcare and school activities (not on-going childcare) 4)financial and legal arrangements, 5) counseling by a non-medical counselor for self orchildren 6) rest and recuperation (leave permitted up to five days when the militarymember is on temporary rest and recuperation leave) 7) post-deployment activities.Military caregiver leave to care for a spouse, child, parent, or next of kin who is acovered service member of the Regular Armed Forces, National Guard, or Reserve orsomeone who retired within the last 5 years who is receiving/recovering from medicaltreatment, receiving therapy, is in out-patient therapy, is considered to be on “temporarydisability retirement” due to a serious injury or illness that was incurred in the line ofduty while on active duty or where military duty aggravated a pre-existing condition thatmakes the service member unable to perform his/her duties.

An employee may take leave because of a serious health condition that makes the employee unable to work and perform an essential function of the employee’s position. A serious health condition is an illness, injury, or physical or mental condition. • In-patient Care which is inpatient care in a hospital, hospice, or residentialmedical care facility, including any period of incapacity or subsequent treatment inconnection with or consequent to inpatient care.• Incapacity in Excess of Three Consecutive Calendar Days Plus At Least TwoTreatments that involves an incapacity of more than 3 full consecutive calendar days;requires treatment by a health care provider at least once within 7 days of the first day ofincapacity; and a second treatment by the health care provider within 30 days of the firstday of incapacity unless of extenuating circumstances.• Incapacity in Excess of Three Consecutive Calendar Days Plus At Least OneTreatment that involves an incapacity of more than 3 full consecutive calendar days;requires one treatment by a health care provider within 7 days of the first day ofincapacity; requires continuing treatment (including the use of prescription medication)under the supervision of a health care provider.

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• Pregnancy which is incapacity due to pregnancy or prenatal care. The patient does nothave to receive treatment from a health care provider during the absence. The husband ofa pregnant spouse is entitled to FMLA to care for the pregnant spouse who has severemorning sickness or other prenatal complications (and may need physical care) and toaccompany her to prenatal doctors’ appointments (and may need to be driven or needpsychological care). Leave is not available to a non-spousal father.• Chronic Conditions Requiring Treatments which requires visits for treatment by ahealth care provider or nurse at least twice a year; continues over an extended period oftime (including recurring episodes of a single underlying condition) and may causeepisodic rather than continuing period of incapacity (ex: asthma, epilepsy, diabetes, etc.).The patient does not have to receive treatment by a health care provider during theabsence.• Permanent/Long-term Conditions Requiring Supervision which includesconditions for which treatment is not effective. The employee or family member must beunder continuing supervision of, but need not be receiving active treatment from a healthcare provider (ex: stroke, terminal stages of diseases, Alzheimer’s disease, etc.).• Multiple Treatments for Non-Chronic Conditions which includes a period ofabsence to receive multiple treatments (including recovery) by a health care provider forrestorative surgery or for a condition that would result in a period of incapacity of morethan 3 full consecutive calendar days in the absence of medical intervention or treatment(ex: chemotherapy, radiation, physical therapy, dialysis, etc.).

Treatment for any of the above situations does not include routine physical exams, eye exams, or dental exams. Continuing treatment does not include activities that can be initiated without a visit to a health care provider.

The GCRA may require an employee to provide a doctor’s certification of the serious health condition. An eligible employee may take up to 12 weeks of leave in a rolling 12 month period. If both spouses work for the GCRA and each wishes to take leave for the birth of a child, adoption, or placement of a child in foster care, or to care for a parent with a serious health condition, the spouses may only take a combined total leave of 12 weeks. See general provisions for military caregiver requirements.

Employee Status and Benefits During Leave While an employee is on leave, the GCRA will continue the employee’s insurance benefits during the leave period as if the employee continued to work. While the employee is on leave and receiving a check, the GCRA will continue to make payroll deductions for insurance premiums. Once the employee is no longer drawing a check (but still an employee on approved leave), the employee will be responsible for paying his share of the premium to the GCRA to continue insurance coverage. If the employee does not continue these payments, the GCRA may discontinue coverage at that time. Once an employee returns to work benefits are automatically re-instated and the employee has 30 days to catch up premiums.

If the FMLA leave time includes an entire work week and includes a GCRA holiday the holiday will be paid; however, the holiday will count as a day of FMLA leave. If the

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employee takes less than one week and the time includes a holiday the holiday will be paid but will not count as an FMLA absence.

Employee Status After Leave Employees who fail to return to work when able or when their leave term expires will forfeit all rehire, seniority, and vesting rights and will be considered to have voluntary resigned. A fitness-for-duty certification may be required upon the employee’s return to work or in the case of intermittent or reduced leave every 30 days if reasonable safety concerns exist. An employee will be given 15 calendar days to provide a fitness-for-duty certification and GCRA cannot prohibit the employee from working while awaiting the certification. An employee who returns to work following an approved leave will be reinstated to his previous position if available or to an equivalent position with equivalent pay, benefits, and other terms of employment. Refusal of an offer of reinstatement will be treated as voluntary resignation. The GCRA may choose not to reinstate key employees. Key employees are defined as salaried FMLA eligible employees who are among the highest paid 10% of all employees working for the GCRA. If you are a key employee, restoration to employment may be denied following FMLA leave on the grounds that such restoration will cause substantial and grievous economic injury to the GCRA.

Use of Paid and Unpaid Leave If the employee has accrued annual, compensatory, and/or sick leave, the employee must use the accrued paid leave first and take the remainder of the 12 weeks as unpaid leave. The GCRA will notify the employee in writing within 5 business days of receiving certification if the leave will be designated as FMLA leave. The paid leave will run concurrently with FMLA leave and count towards the total entitlement.

Intermittent Leave or Reduced Work Schedule The employee may take FMLA leave in 12 consecutive weeks or up to 26 weeks for military caregiver leave, use it intermittently, or may use the leave to reduce the workday or workweek. The GCRA may temporarily transfer an employee to an available alternative position with equivalent pay and benefits if the alternate position better accommodates the intermittent or reduced leave schedule. A temporary transfer to an alternative position is permitted only if the leave is foreseeable based on planned medical treatment for the employee or family member. An employee on unforeseeable intermittent leave cannot be transferred to an alternative position.

Certification of Serious Health Condition The GCRA will ask for certification of a serious health condition. The employee must provide certification within 15 calendar days of the agency’s request. Failure to provide certification may result in denial of leave or continuation of leave. Request for medical certification must be made in writing as part of the employer’s response to an employee’s request. Certification shall include:

• The date the condition began.• The expected duration of the condition.

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• A brief statement of treatment.• If the leave is for the employee’s own serious health condition, the certification

must include a statement that the employee is unable to work and performessential functions of the position.

• If the leave is for a family member’s serious health condition, the certificationmust include a statement that the family member requires assistance or that theemployee’s presence will be beneficial to treatment or recovery.

• If an employee plans to take intermittent or reduced leave, the certification mustinclude dates and duration of the treatment as well as a statement of medicalnecessity for taking intermittent leave or reduced leave schedule.

The GCRA has the right to ask for a second opinion. The GCRA will select the doctor and pay for the second opinion. If necessary, to resolve a conflict between the first and second opinion, the GCRA will require a third opinion. The GCRA and the employee will mutually select the third doctor and the GCRA will pay for the opinion. That opinion is final. The employee will be entitled to leave under FMLA pending the second and/or third opinion.

Procedure for Requesting Leave All employees requesting leave must provide verbal notice to his/her manager/supervisor if the leave is foreseeable. A verbal notice is not required if the leave is an emergency or unforeseeable. The manager/supervisor must document all discussions regarding FMLA and notify the Senior Human Resources Specialist. An eligibility notice informing the employee of whether he/she is eligible for FMLA will be provided within 5 business days after the first time in the FMLA leave year that an employee requests FMLA for a particular reason or the GCRA determines FMLA may be necessary. If eligible, the employee will be provided with medical certification paperwork for completion. If the certification is not returned with 15 calendar days then FMLA leave is delayed and absences will not be protected under FMLA. Failure of the employee to provide a request cannot be grounds for denying the FMLA. It is the responsibility and the right of the GCRA to determine FMLA eligibility even if the employee does not specifically ask for FMLA leave. If GCRA is unaware that the employee was absent due to a FMLA reason and the employee wants the leave counted as FMLA then the employee must request FMLA within 2 business days of returning to work. Certification procedures would begin at that time.

If the leave is foreseeable, the employee must give the GCRA 30 days notice. If it is not possible to give 30 days notice, the employee must provide as much notice as possible and practical. Failure to provide timely notice allows GCRA to count any absences during the delay as non-FMLA absences and apply the attendance policy to those absences. The medical certification must be forwarded to the Senior Human Resources Specialist within 15 calendar days of the notice from the employee. If it is not submitted within 15 calendar days leave may be delayed. If it is submitted on time but is not complete or it is insufficient, GCRA will provide in writing the right for the employee to have 7 additional calendar days to cure the form. If the employee does not provide a cured certification after the allotted time, leave may be denied. Once the certification is

20

received, GCRA must provide written notice to the employee that the leave is either FMLA qualifying or does not qualify as FMLA leave. This designation notice must be provided within 5 business days after GCRA determines if the leave qualifies or not. A medical certification is effective as to a particular condition for the stated duration of the leave (if less than one year) or for the remainder of the employer’s designation FMLA leave year whichever is less. Recertifications may be required every 6 months or if an extension to an approved leave is requested, if circumstances since the last certification have changed, if GCRA receives information casting doubt on the stated reason for leave or the validity of the certification. An employee who will undergo planned medical treatment is required to make a reasonable effort to schedule treatment to minimize disruptions of the agency’s operations. While on leave, employees may be required to report to their manager/supervisor the status of their condition and their estimated return to work date.

GCRA may require certification for military exigency leave. Certification that the military member is a member of the National Guard, Reserves, or Regular Armed Forces who is on active duty or called to active duty may be required by an employee providing the active duty orders. Once that is furnished, GCRA may not require the same certification again for subsequent absences related to the same active duty of that particular military member. The other certification is a statement from the employee determining the nature and details of the exigency, the amount of leave needed, and the employee’s relationship to the military member. The employee must provide both certifications within 15 calendar days.

GCRA may require information from the health care provider and from the employee and/or covered service member to support military caregiver leave. The employee needs to obtain the forms from the Senior Human Resources Specialist. The employee must provide certification within 15 calendar days.

If the employee fails to provide certification within 15 calendar days, the GCRA may delay leave until certification is received. If the GCRA does not have the requisite knowledge to designate the leave as FMLA prior to the employee taking leave, it may, upon obtaining such knowledge retroactively designate the leave as FMLA while the leave is in progress.

It is unlawful for GCRA to interfere, restrain, or deny the employee’s right to request leave. GCRA cannot retaliate against those employees that request and/or take approved FMLA. The employee may bring a complaint to the Department of Labor or file a lawsuit if they feel their rights were denied.

21

Memorandum




Subject: Approval of a Revision of the Maternity Leave Policy in the Employee Handbook

The Human Resource Manager along with Employment Attorneys have recommended changing the Maternity Leave policy to Parental Leave and adding some additional language and deleting some language in the Employee Handbook. The revision of this policy recommendation is presented to the Administration Committee for review and approval will require ratification by the full GCRA Board.

Recommendation: Approve the Revision of the Maternity Leave Policy in the Employee Handbook as below.

Approved__________________

Chapter 8

Fringe Benefit Package

Proposed Addition:

8.7 Maternity Parental Leave

Two consecutive days of maternity parental leave with pay shall be granted to a male employee when his wife gives birth upon the birth of his child, or when a female employee gives birth. In the case of an adoption, the same number of maternity parental leave days applies for both male and female employees. Additional unpaid leave may be taken by utilizing FMLA if qualified. See section 8.8.1.

22

SNAPSHOT of HOME Program Performance--As of 09/30/2019

Category PJ

Program Progress:

% of Funds Committed

% of Funds Disbursed

Leveraging Ratio for Rental Activities

% of Completed Rental Disbursements to All Rental Commitments***

% of Completed CHDO Disbursements to All CHDO Reservations***

HOME Cost Per Unit and Number of Completed Units:

Rental Unit

Homebuyer Unit

TBRA Unit

Low-Income Benefit:

% of 0-50% AMI Renters to All Renters

% of 0-30% AMI Renters to All Renters***

Lease-Up:

% of Occupied Rental Units to All Completed Rental Units***

Overall Ranking:

%

%

%

%

%

State Average State Rank Nat'l Average Overall

%

%

%

%

%

%

%

%

%

%

***- This category is double-weighted in compiling both the State Overall Ranking and the National Overall Ranking of each PJ.

% %

% %

%

%

Nationally:/

Page 1

Greenville CountyParticipating Jurisdiction (PJ):

PJ's Total HOME Allocation Received: $27,250,707

State: SC

PJ Since (FY): 1992

97.56 94.01

96.46

3.03

100.00

92.69

78.61

41.62

100.00

91.20

3.78

99.20

91.25

80.64

37.11

100.00

5

0

0

1

6

9

6

1

94.31

92.60

5.93

97.51

92.69

82.65

46.79

98.07

$36,885

$30,011

$0

$22,181

$26,740

$1,537

$36,425

$17,930

$3,676

In State:

Group

Nat'l Ranking (Percentile):*

PJ's Size Grouping*:

Homeowner-Rehab Unit

763

0

173 Units

Units

Units

Units

* - A = PJ's Annual Allocation is greater than or equal to $3.5 million (32 PJs)

B = PJ's Annual Allocation is less than $3.5 million and greater than or equal to $1 million (173 PJs)

C = PJ's Annual Allocation is less than $1 million (375 PJs)

B

B

$28,306 $23,774 $21,966 228

** - E.g., a percentile rank of 70 means that the performance exceeds that of 70% of PJs.

%

%

%

%

Local Participating Jurisdictions with Rental Production Activities

PJs in State: 16

16

90

93

0

100

46

26

38

0.00

19.60

90

0

100

42

29

42

100

85

54

65.50

14.90

100

515

Source: Data entered by HOME Participating Jurisdictions into HUD’s Integrated Disbursement and Information System (IDIS)

23

Program and Beneficiary Characteristics for Completed Units

SC

$102,987 $30,271

$120,325 $17,297 $25,031

$135,225 $88,236 $26,222

0.9

1.1

20.2

74.0

0.0

0.0

0.0

0.0

0.0

0.0

0.0

0.6

5.2

29

37.6

25.4

16.8

13.3

4.0

2.3

0.0

0.6

16.8

27.2

43.4

9.2

3.5

8.7

0.0

27.2

64.2

30.9

55.4

0.4

0.0

0.0

0.0

0.0

0.0

0.1

1.0

12.1

24.1

25.3

27.4

6.6

2.1

0.7

0.3

21.4

6.3

46.0

18.1

8.3

1.7

63.2

35.5

0.0

0.0

0.0

0.0

0.0

0.0

0.0

0.0

0.9

54.4

33.8

5.7

3.5

1.8

0.4

0.0

0.4

15.8

63.6

7.9

6.1

6.6

0.0

0.0

0.0

0.0

0.0

0.0

0.0

0.0

0.0

0.0

0.0

0.0

0.0

0.0

0.0

0.0

0.0

0.0

0.0

0.0

0.0

0.0

0.0

0.0

Rental Homebuyer HomeownerTotal Development Costs:

PJ:

National:**

State:*

CHDO Operating Expenses: PJ:

National Avg:

RACE:

Rental %

Homebuyer %

Homeowner %

TBRA %

# of Section 504 Compliant Units:

HOUSEHOLD SIZE:

HOUSEHOLD TYPE:

SUPPLEMENTAL RENTAL ASSISTANCE:#

%

%

13.6

Participating Jurisdiction (PJ): Greenville County

$147,717

White:

Black/African American:

Asian:

American Indian/Alaska Native:

Native Hawaiian/Pacific Islander:

American Indian/Alaska Native and White:

Asian and White:

Black/African American and White:

American Indian/Alaska Native and Black:

Other Multi Racial:

Hispanic

1 Person:

2 Persons:

3 Persons:

4 Persons:

5 Persons:

6 Persons:

7 Persons:

8 or more Persons:

Single/Non-Elderly:

Elderly:

Related/Single Parent:

Related/Two Parent:

Other:

Section 8:

HOME TBRA:

Other:

No Assistance:

0.0 0.0 0.4 0.0Asian/Pacific Islander:

ETHNICITY:

(average reported cost per unit in HOME-assisted projects)

(% of allocation)

# Section 8 vouchers can be used for First-Time Homebuyer Downpayment Assistance.

* The State average includes all local and the State PJs within that state

** The National average includes all local and State PJs, and Insular Areas

Rental %

Homebuyer %

Homeowner %

TBRA %

HOME Program Performance SNAPSHOT

Page 2Source: Data entered by HOME Participating Jurisdictions into HUD’s Integrated Disbursement and Information System (IDIS)

24

SNAPSHOT WORKSHEET - RED FLAG INDICATORS

Local Participating Jurisdictions with Rental Production Activities

HOME PROGRAM

Greenville CountyParticipating Jurisdiction (PJ):

5State Rank:

51Group Rank:

54Overall Rank:

FACTOR DESCRIPTION THRESHOLD* PJ RESULTS RED FLAG

% OF COMPLETED RENTAL DISBURSEMENTS TO ALL RENTAL COMMITMENTS

% OF COMPLETED CHDO DISBURSEMENTS TO ALL

CHDO RESERVATIONS

% OF RENTERS BELOW 50% OF AREA MEDIAN

INCOME

% OF OCCUPIED RENTAL UNITS TO ALL RENTAL

UNITS

4

5

6

8

100

92.69

< 70%** 78.61

100

"ALLOCATION-YEARS" NOT DISBURSED***

Summary: 0 Of the 5 Indicators are Red Flags

* This Threshold indicates approximately the lowest 20% of the PJs

** This percentage may indicate a problem with meeting the 90% of rental units and TBRA provided to households at 60% AMI requirement

2.29

*** Total of undisbursed HOME and ADDI funds through FY 2013 HOME and ADDI allocation amount. This is not a SNAPSHOT indicator, but a good indicator of program progress.

(Percentile)

(Percentile)

SCState:

16 PJs

96.71%<

86.60%<

96.96%<

2.730>

Source: Data entered by HOME Participating Jurisdictions into HUD’s Integrated Disbursement and Information System (IDIS)

HOME Program Performance SNAPSHOT

Page 3 25

The U.S. Department of Housing and Urban Development require all grantees/participating jurisdictions have available for spending no more than 1.5 of their current year CDBG funding by May 2, 2021. This indicator is used to determine the jurisdictions timely expenditure of Community Development Block Grant (CDBG) funds.1 - Timeliness deadline2 - Draw ratio adjusted for Program Income

26

GCRA SUMMARY Statement of Net Position

7/31/2020

ASSETSCash and cash equivalents $5,968,265Accounts receivable 5,816Grants receivable 432,962Notes receivable 3,520Prepaid items 97,166Due from affiliates 143,757Loans receivable 9,835,919Real property held for inventory 7,227,305Real property held for rental 6,655,951Fixed assets 434,440Accumulated depreciation (1,035,596)Deferred outflows of resources 454,616

Total assets and deferred outflows 30,224,121

LIABILITIESAccounts payable and accrued liabilities 255,944Unearned revenue (72,928)Funds held in escrow 22,549Due to affiliates 143,757Noncurrent liabilities:

Retirement contribution 98,438Net pension liability 1,724,011Notes payable 2,904,547

Deferred inflows of resources 381,082Total liabilities and deferred inflows 5,457,400

NET POSITIONNet investment in capital assets 8,277,795Restricted net assetsUnrestricted net assets 16,488,926

Total net position 24,766,721

Total Liabilities and Net Position $30,224,121

27

GCRA SUMMARY Statement of Revenue Expenditures

For the One Month Ending Friday, July 31, 2020

July YTD %Budget Actual Actual Variance Total

REVENUES

Federal grants $8,843,995 $219,807 $219,807 ($8,624,188) 9.3%

Loan repayment 1,020,200 49,807 49,807 ($970,393) 2.1%

Sale of property 299,600 - - ($299,600) 0.0%

Rental income 509,700 48,705 48,705 ($460,995) 2.1%

Unrestricted income 3,049,750 2,025,000 2,025,000 ($1,024,750) 86.1%

Miscellaneous income 651,000 8,881 8,881 ($642,119) 0.4%

Total revenues 14,374,245 2,352,200 2,352,200 (12,022,045) 100.0%

EXPENDITURESHousing services

Delivery of service 1,275,580 59,994 59,994 1,215,586 14.3%

Acquisition 70,000 0 70,000 0.0%

Disposition 104,600 1,754 1,754 102,846 0.4%

Property maintenance 215,150 13,383 13,383 201,767 3.2%

Demolition 187,336 0 187,336 0.0%

Rehabilitation 284,400 0 284,400 0.0%

New construction 857,449 12,677 12,677 844,772 3.0%

Home repair program 100,000 80,576 80,576 19,424 19.2%

Facade improvements 45,000 0 45,000 0.0%

Economic development 116,000 0 116,000 0.0%

Infrastructure/public works 850,570 135,253 135,253 715,317 32.2%

Developer/housing partners 1,223,250 0 1,223,250 0.0%

Public service subrecipients 336,500 18,227 18,227 318,273 4.3%

Special projects 100,000 0 100,000 0.0%

Community housing dev. org. 179,137 0 179,137 0.0%

Housing assistance 3,418,266 13,172 13,172 2,683,525 3.1%

Shelter & outreach activities 2,696,697 0 0 3,418,266 0.0%

Administration and planning 1,673,160 69,163 69,163 1,603,997 16.5%

Capital outlay, rental development - 4,353 4,353 (4,353) 1.0%

Operating & capital reserves 34,450 0 34,450 0.0%

Interest expenditure 497,700 11,705 11,705 485,995 2.8%Total expenditures 14,265,245 420,257 420,257 13,844,988 100%

Excess (deficiency) of revenues over (under) expenditures 109,000 1,931,943 1,931,943 1,822,943

OTHER FINANCING SOURCES (USES)

Proceeds from issuance of long term debt (109,000) (10,004) (10,004) $98,996

Intercompany transfers - 3,000 3,000 $3,000Total other financing sources (uses) (109,000) (7,004) (7,004) 101,996

Net change in fund balances - 1,924,939 1,924,939 1,924,939

28

SUMMARY Income Statement by Funding Source


CDBG CDBG PI Home Home PI ESG MLF CDR Other TotalREVENUES

Federal grants $308,328 - ($112,242) - $14,195 - - $9,525 $219,806Loan repayment 8,566 8,495 31,408 521 817 $49,807Rental income 11,367 13,250 24,089 $48,706Unrestricted income 2,025,000 $2,025,000Miscellaneous income 3,685 4,893 303 $8,881

Total revenues 308,328 23,618 (112,242) 26,638 14,195 31,408 521 2,059,734 2,352,200

Percentage of total revenue 13% 1% (5%) 1% 1% 1% 0% 88% 100%

EXPENDITURESHousing services

Delivery of service 28,539 5,176 10,904 7,402 7,974 59,995Disposition 1,327 428 1,755Property maintenance 6,662 4,124 291 2,306 13,383New construction 512 12,165 12,677Home repair program 80,576 80,576

Infrastructure/public works 135,253 135,253Public service subrecipients 17,233 993 18,226ESG subrecipients 12,582 590 13,172Administration and planning 31,378 5,462 5,750 3,400 479 7,361 15,332 69,162

Capital outlay, rental development 4,353 4,353Interest expenditure 11,705 11,705

Total expenditures 297,332 18,627 17,166 14,926 13,061 27,791 0 31,354 420,257

Percentage of total expenses 71% 4% 4% 4% 3% 7% 0% 7% 100%

Excess (deficiency) of revenues over (under) expenditures $10,996 $4,991 ($129,408) $11,712 $1,134 $3,617 $521 $2,028,380 $1,931,943

29

RENTAL Statement of Revenue Expenditures


July YTD %Budget Actual Actual Variance Total

REVENUES

Rental income 509,700 48,705 48,705 (460,995) 99%

Miscellaneous income 96,710 552 552 (96,158) 1%

Total revenues 606,410 49,257 49,257 (557,153) 100%

EXPENDITURES

Housing services

Delivery of service 49,486 3,038 3,038 46,448 13%

Property maintenance 215,150 6,157 6,157 208,993 27%

Rehabilitation 34,400 34,400 0%

Administration and planning 47,224 2,633 2,633 44,591 12%

Operating & capital reserves 34,450 34,450 0%

Interest expenditure 116,700 10,961 10,961 105,739 48%

Total expenditures 497,410 22,789 22,789 474,621 100%

Excess (deficiency) of revenues over (under) expenditures 109,000 26,469 26,469 26,469

OTHER FINANCING SOURCES (USES)Proceeds from issuance of long term debt (109,000) (10,004) (10,004) (98,996)Intercompany transfers - (2,014) (2,014) 2,014

Total other financing sources (uses) (109,000) (12,018) (12,018) 12,018

Net change in fund balances - 14,451 14,451 (14,451)

30

Check Date Check Number Vendor Name Check Amount Description

8/7/2020 5035 Allstate Vehicle and Property Insurance Co. 1,714.04 513 Trade Street, Greer

8/7/2020 5036 Proctor Financial, Inc. 227.12 106 Pelham St Greer

8/7/2020 5037 State Farm Insurance Companies 753.00 1007 Miles Ct, Freetown North

8/14/2020 5038 State Farm Insurance Companies 833.00 6 Freetown Cir, Freetown

8/21/2020 5039 Allstate 582.84 101 Baker St, Greenville

8/21/2020 5040 Allstate 553.53 105 Mack St, Greenville

8/21/2020 5041 State Farm Insurance Companies 787.47 14 Coolbrook Dr, Greenville

8/21/2020 5042 Travelers Personal Insurance 1,244.00 8 Carver St, Greenville

8/28/2020 5043 Allstate Vehicle and Property Insurance Co. 99.55 513 Trade St, Greer

8/28/2020 5044 Allstate 814.85 19 Mill Park Ct, Greenville

8/28/2020 5045 Allstate 1,108.56 106 Old Paris Mtn Rd, Gvl

Total 8,717.96


8/7/2020 5471 Anders, Inc. 2,800.00 103 Rosemary Ln, FI

8/7/2020 5472 Apostolic Construction, Inc. 63,080.00 102 Telfair St, Worley Road

8/7/2020 5473 CLT, Inc. 159.31 Copier Supplies

8/7/2020 5473 CLT, Inc. 57.71 Page Count

8/7/2020 5474 Coffee Break Service 55.12 Monthly Bill

8/7/2020 5475 CreationWorks Landscaping, LLC 830.00 Landscape Service - Unincorp

8/7/2020 5475 CreationWorks Landscaping, LLC 1,035.00 Landscape Service - Brutontown

8/7/2020 5475 CreationWorks Landscaping, LLC 460.00 Landscape Service - Municipal

8/7/2020 5476 Crescom Bank 321.79 699 Ruddy Creek Cir, Greer

8/7/2020 5477 Hellams and Associates Builders 150.00 103 Rosemary Ln, FI

8/7/2020 5478 Robert Half International Inc. 881.25 Office Temp Services



8/7/2020 5479 Panagakos Asphalt Paving, Inc 25,331.00 Miller Place Court

8/7/2020 5480 Wex Bank 460.63 Fuel Purchases

8/14/2020 5485 AT&T Mobility 426.04 Monthly Telephone Bill

8/14/2020 5486 Bell Carrington & Price, LLC 468.50 Land Donation - Boiling Circle

8/14/2020 5487 Charter Communications 515.00 Monthly Bill

August 31, 2020

Escrow

Check Register

August 31, 2020

Operating

Check Register

31

8/14/2020 5488 Corporate Vision Inc 15,050.00 209 Berea Forest Circle, Greenville

8/14/2020 5489 Grease Monkey #241 51.46 Vehicle Maintenance

8/14/2020 5490 Lowe's 104.95 Miscellaneous Supplies

8/14/2020 5491 Momentum Telecom Inc Direct 1,238.13 Monthly Bill


8/14/2020 5493 Rogers & Callcott, Inc. 336.00 Miller Place Court

8/14/2020 5494 Safeguard Business Systems,Inc 296.84 Office Supplies

8/21/2020 5508 Acumen I.T., LLC 3,025.96 Monthly Bill

8/21/2020 5509 CIT Technology Fin. Svc.Inc. 437.90 Monthly Bill

8/21/2020 5510 Coffee Break Service 14.84 Monthly Bill

8/21/2020 5511 Duke Energy 250.00 ESG - Homelessness Prevention

8/21/2020 5512 Greenville Cty Property Mgmt 6,019.50 Monthly Bill

8/21/2020 5513 Greer CPW 77.88 699 Ruddy Creek Cir, Greer

8/21/2020 5514 Marsh/Bell Construction Company, Inc 53,251.20 Fountain Inn Senior Facility

8/21/2020 5515 Robert Half International Inc. 746.13 Office Temp Services - CV


8/21/2020 5516 Staples Credit Plan 104.54 Office Supplies

8/21/2020 5517 The Greenville News 212.95 Legal Notices

8/21/2020 5518 U-Stor Management Corporation 100.00 Monthly Bill

8/28/2020 5527 City of Greer 9,100.34 Needmore Youth Summer Program

8/28/2020 5527 City of Greer - Cannon Senior Center 5,258.70 Canior Senior Center

8/28/2020 5528 City of Simpsonville-Senior Center 10,000.00 Simpsonville Senior Center

8/28/2020 5529 CommunityWorks Carolina 338.92 Subrecipient

8/28/2020 5529 CommunityWorks Carolina 67,012.69 Subrecipient

8/28/2020 5530 CreationWorks Landscaping, LLC 375.00 Landscape Service - Unincorp

8/28/2020 5530 CreationWorks Landscaping, LLC 460.00 Landscape Service - Municipal

8/28/2020 5530 CreationWorks Landscaping, LLC 1,035.00 Landscape Service - Brutontown

8/28/2020 5531 Rebuild Upstate 3,128.75 Home Repair

8/28/2020 5532 SC Thrive 1,600.00 Membership

8/28/2020 5533 Souther Land Surveying 170.00 716 Pleasant Brook Ct

8/28/2020 5533 Souther Land Surveying 344.00 209 Berea Forest Cir, Gvl

8/28/2020 5534 Vaughn Excavating, LLC 2,800.00 209 Berea Forest Circle

8/19/2020 27999584 Santee Automotive LLC 23,230.00 Ford Escape Hybrid

Total 306,598.78

32


8/7/2020 5481 Freedom Mortgage Corporation 3,321.92 CDBG CV - Mortgage Assistance

8/7/2020 5482 Mr Cooper Group Inc 2,280.10 CDBG CV - Mortgage Assistance

8/7/2020 5483 RoundPoint Mortgage Servicing Corp 7,326.80 CDBG CV - Mortgage Assistance

8/7/2020 5484 RoundPoint Mortgage Servicing Corp 4,148.45 CDBG CV - Mortgage Assistance

8/14/2020 5495 SC Housing 1,463.00 CDBG CV - Mortgage Assistance

8/21/2020 5506 FirstBank 6,653.32 CDBG CV - Mortgage Assistance

8/21/2020 5507 Freedom Mortgage Corporation 3,693.54 CDBG CV - Mortgage Assistance

8/28/2020 5535 Dennis K. Leonhardt 1,200.00 ESG CV - Prevention

8/28/2020 5536 Duke Energy 536.77 ESG CV - Prevention

8/28/2020 5537 Greenleaf Investment Partners 1043, LLC 2,380.00 ESG CV - Prevention

8/28/2020 5538 Palmetto Asset Investments, LLC 3,620.00 ESG CV - Prevention

8/28/2020 5539 Reedy Property Group, LLC 825.00 ESG CV - Prevention

8/28/2020 5540 Spring Creek Apartments 2,471.74 ESG CV - Prevention

8/28/2020 5541 Met Property Holdings LLC dba The Park at Sorrento 2,476.00 ESG CV - Prevention

8/28/2020 5542 United Housing Connections 2,535.25 ESG CV - Prevention

Total 44,931.89


8/14/2020 5496 Duke Energy 18.42 211 Whitney St, Slater

8/14/2020 5497 Duke Energy 18.81 233 Whitney St, Slater

8/14/2020 5498 Greenville Water System 18.78 625 Poinsett Hwy, Greenville

8/14/2020 5499 Souther Land Surveying 427.50 699 Ruddy Creek Cir, Greer

Total 483.51


08/07/2020 5470 Hellams and Assoc Builders 375.00 106 2nd St, FI

08/07/2020 5470 Hellams and Assoc Builders 300.00 129 Broadus St, Greer

08/07/2020 5470 Hellams and Assoc Builders 100.00 6 Hardin St, Greer

Rental

Check Register

August 31, 2020

Operating - COVID

Check Register

August 31, 2020

Unrestricted

Check Register

August 31, 2020

33

08/14/2020 5500 AT&T Mobility 47.00 Monthly Bill

08/14/2020 5501 CreationWorks Landscaping LLC 2,025.00 GCRA Homes - Landscaping

08/14/2020 5502 Greenville Water System 38.98 106 Heatherly Dr, Greenville

08/14/2020 5503 Greenville Water System 22.01 16 3rd Ave, Greenville

08/14/2020 5504 Greer CPW 82.55 6 Hardin St, Greer

08/14/2020 5505 Palmetto Exterminators 174.00 235 Whitney St , Slater

08/14/2020 5505 Palmetto Exterminators 174.00 434 Lindberg St, Slater

08/21/2020 5519 CountyBank 5,386.04 Marie St - Interest

08/21/2020 5520 Duke Energy 24.37 7 Malone St, Greenville

08/21/2020 5521 Greenville Water System 13.10 31 Journey Ln, Maulin

08/21/2020 5522 Greenville Water System 18.78 7 Malone St, Greenville

08/21/2020 5523 Hellams and Assoc Builders 575.00 137 Will St, Greer

08/21/2020 5523 Hellams and Assoc Builders 100.00 6 Hardin St, Greer

08/21/2020 5523 Hellams and Assoc Builders 50.00 112 Marie St, Brutontown



08/21/2020 5523 Hellams and Assoc Builders 125.00 279 Moore St, Greenville

08/21/2020 5523 Hellams and Assoc Builders 25.00 15 Speed St, Greenville

08/21/2020 5524 Laurens Electric Cooperative 19.58 Miller Rd - Irrigation

08/21/2020 5525 Laurens Electric Cooperative 27.52 31 Journey Ln, Maulin

08/21/2020 5526 Piedmont Natural Gas 8.00 106 Heatherly Dr, Greenville

08/28/2020 5543 CountyBank 13,331.12 Miller Rd - Interest

08/28/2020 5544 Duke Energy 168.15 116 Marie St, Brutontown

08/28/2020 5545 Greenville Water System 491.18 Miller Rd Irrigation

08/28/2020 5546 Greenville Water System 18.78 27 Journey Ln, Mauldin




08/28/2020 5550 Laurens Electric Cooperative 55.55 27 Journey Ln, Mauldin




08/28/2020 5554 Laurens Electric Cooperative 156.91 Miller Rd Lighting

08/28/2020 5555 Palmetto Exterminators 95.00 6 Bryant St, Greenville

08/28/2020 5556 Republic Services, Inc 225.00 Miller Rd

Rental 24,573.02

34

Vendor Name Amount

ACA Freewood Contracting 700.00

Acumen I.T., LLC 10,981.21

Allstate 9,309.88

American Strategic Insurance Corp 656.00

Anders, Inc. 2,800.00

Apostolic Construction, Inc. 63,080.00

AT&T Mobility 520.04

Bank of Travelers Rest 2,947.65

Bell Carrington & Price, LLC 5,680.06

Card Services Center 3,300.71

Catawba Regional Development 18,470.35

Center for Community Service FI 3,375.00

Center for Community Services - Mauldin 2,500.00

Center for Community Services SImpsonville 6,000.00

Charter Communications 1,030.00

CIT Technology Fin. Svc.Inc. 919.59

City of Greer 9,100.34

City of Greer - Cannon Senior Center 5,258.70

City of Simpsonville-Senior Center 10,000.00

CLT, Inc. 217.02

Coffee Break Service 84.80

CommunityWorks Carolina 67,351.61

Corporate Vision Inc 15,050.00

CountyBank 37,177.85

CreationWorks Landscaping, LLC 11,990.00

Creative Advancement Centers 3,151.80

Crescom Bank 321.79

D&B Glass, Inc 850.00

Dennis K. Leonhardt 1,200.00

Duke Energy 1,231.98

FedEx 62.42

FirstBank 6,653.32

Freedom Mortgage Corporation 7,015.46

35

Grease Monkey #241 51.46

Greenleaf Investment Partners 1043, LLC 2,380.00

Greenville County Redevelopmen 16,899.38

Greenville County Redevelopment Authority 31,692.80

Greenville Cty Property Mgmt 12,039.00

Greenville Water System 1,265.19

Greer CPW 374.15

Greer Relief 884.91

Hellams and Assoc Builders 3,450.00

Jamestown Pointe LP 300.00

Kinder Holdings LLC dba BioPure Environmental Service 450.00

Laurens Electric Cooperative 1,026.70

Lowe's 197.52

Marsh/Bell Construction Company, Inc 71,876.70

Mary Lasenbery 384.66

Met Property Holdings LLC dba The Park at Sorrento 2,476.00

Momentum Telecom Inc Direct 2,301.59

Mr Cooper Group Inc 2,280.10

Nationwide 1,146.99

Ogletree Deakins 587.50

Palmetto Asset Investments, LLC 3,620.00

Palmetto Exterminators 798.00

Panagakos Asphalt Paving, Inc 25,331.00

Pendleton Place, Inc 3,210.00

Piedmont Natural Gas 17.49

Pitney Bowes Reserve Account 500.00

Premier Auto Wash, LLC 15.00

Proctor Financial, Inc. 227.12

Propel HR 233,567.65

Raby Construction, LLC 116,627.25

Rebuild Upstate 83,705.20

Reedy Property Group, LLC 825.00

Republic Services, Inc 625.09

Robert Half International Inc. 9,253.13

36

Rogers & Callcott, Inc. 3,989.20

RoundPoint Mortgage Servicing Corp 11,475.25

Safeco Insurance Co of America 897.00

Safeguard Business Systems,Inc 296.84

Saluda Neighborhood Association 493.43

San Souci Nieghborhood Alliance 1,821.44

Santee Automotive LLC 23,230.00

SC Association for CED 750.00

SC Housing 1,463.00

SC Thrive 1,800.00

Souther Land Surveying 941.50

Spring Creek Apartments 2,471.74

Staples Credit Plan 273.74

State Farm Insurance Companies 2,975.47

STEP BY STEP 900.00

Sunbelt Human Adv.Resources 9,061.91

The Greenville News 249.95

Travelers Personal Insurance 3,764.00

United Housing Connections 2,535.25

UPC Insurance 489.00

USAA 399.99

U-Stor Management Corporation 200.00

Vaughn Excavating, LLC 2,800.00

Wex Bank 460.63

Wilson Services 725.00

Grand Total 1,013,838.50

37

OPERATIONS COMMITTEE MEETING AGENDA THURSDAY, SEPTEMBER 10, 2020 – 12:30 P.M.

Telephonically/Zoom – Phone #: (929) 205-6099 - Meeting ID: 822 0492 9207– Passcode: 850854__________

1) Opening and Roll Call

2) Operations Reportsa) Home Sales & Rental Property Reports (Pages 39-43)b) Operations Activity Report (Pages 44 – 45)c) Public Works Report (Page 46)

3) Other Businessa) Development Updates

* Committee Approval Required---------------------------------------------------------------------------------------------------------------------------------------Committee Members: Grant Cothran, Chair; Amy Coleman, Vice-Chair; Barry Coleman; David Doser; James

Hammond; and Charlotte Osmer

Staff Assistance: John Castile – Executive Director Joe Smith – Operations Director Meg Macauley – Project Coordinator Beverly Robertson – Human Resource Manager/Assistant to the Executive Director

If any Board member has questions or wishes to discuss any items of business prior to the Committee meeting, please contact John Castile or Joe Smith at 242-9801, extension 114 or 117.

PLEASE CALL IF YOU CANNOT ATTEND

38

HOMES FOR SALE STATUS REPORT AUGUST 2020

Status Completion Address Neighborhood, AreaAcquisition Cost

Construction Cost Funding Total Cost Sales Price

1 New - Complete June 2020 27 Earnhardt Street Brutontown $89,000 $147,600 MLF $304,846 $177,000

2Under Construction w/ 2nd contractor (restart) February 2021 209 Berea Forest Circle Unincorporated, Berea $14,000 $120,000 HOME $134,000 $150,000

3 New - Complete May 2020 233 Whitney Street Unincorporated, Slater $0 $135,600 Bank $135,600 $138,0004 New - Complete May 2020 211 Whitney Street Unincorporated, Slater $32,004 $127,400 Bank $159,404 $138,000

5 Rebidding - due 9/3 TBD 636 Ruddy Creek Circle Greer (Creekside) $6,378 $134,000 Bank/HOME $140,378 $147,0006 Rebidding - due 9/3 TBD 640 Ruddy Creek Circle Greer (Creekside) $6,378 $129,690 Bank/HOME $136,068 $142,5007 Rebidding - due 9/3 TBD 644 Ruddy Creek Circle Greer (Creekside) $6,378 $125,400 Bank/HOME $131,778 $138,0008 Rebidding - due 9/3 TBD 648 Ruddy Creek Circle Greer (Creekside) $6,378 $131,500 Bank/HOME $137,878 $145,0009 Bidding in September TBD 716 Pleasant Brook Court Greer (Creekside) $6,378 TBD Bank/HOME TBD $138,000

10 Bidding in September TBD 752 Pleasant Brook Court Greer (Creekside) $6,378 TBD Bank/HOME TBD $145,00011 Bidding in September TBD 756 Pleasant Brook Court Greer (Creekside) $6,378 TBD Bank/HOME TBD $142,50012 On Hold (Legal) TBD 104 Scott Street Brutontown $10,184 TBD MLF TBD TBD13 On Hold (EC & Demo) TBD 15 Marie Street Brutontown $76,835 TBD MLF TBD $168,00014 On Hold (EC) TBD 117 3rd Street Judson $32,360 TBD HOME TBD $160,00015 On Hold (EC & Demo) TBD 6 Looper Street Judson $28,386 TBD HOME TBD $160,000

Homes Sold YTD: 1

Report Ending August 31, 2020

39

GCRA Rental Properties ‐ August 2020

Property Address Community Status Funding Rooms Rent1 6 Bryant Street Brandon Occupied HOME 2B/1B $4752 7 Saco Street Brandon Occupied CDBG 3B/1B $5003 203 Mack Street Brutontown Occupied CDBG 3B/1B $5254 10 Marie Street Brutontown Occupied HOME 3B/2B $8605 12 Marie Street Brutontown Occupied HOME 3B/2B $6506 18 Marie Street Brutontown Occupied HOME 3B/2B $7807 20 Marie Street Brutontown Occupied HOME 3B/2B $7608 110 Marie Street Brutontown Occupied HOME 3B/2B $1,0009 112 Marie Street Brutontown Occupied HOME 3B/2B $80010 114 Marie Street Brutontown Occupied HOME 3B/2B $1,05011 116 Marie Street Brutontown Occupied HOME 3B/2B $98012 120 Marie Street Brutontown Occupied HOME 3B/2B $1,03013 122 Marie Street Brutontown Occupied HOME 3B/2B $78014 130 Marie Street Brutontown Occupied HOME 2B/1B $45015 106 2nd Street Fountain Inn Occupied HOME 2B/1B $50016 107 Alice Avenue Freetown Occupied HOME 3B/2B $70017 111 Arnold Street Freetown Occupied HOME 2B/1.5B $65018 123 Baker Street Ext. Freetown Occupied HOME 4B/2B $95019 3 14th Street Greer Occupied CDBG 4B/2B $90020 11 24th Street Greer Occupied CDBG 2B/1B $72521 129 Broadus Street Greer Occupied CDBG 2B/1B $52522 324 E. Arlington Avenue Greer Occupied HOME 3B/2B $60023 6 Hardin Street Greer Occupied CDBG 3B/2B $57524 108 Harris Street Greer Occupied CDBG 2B/1B $50025 106 Lanford Street Greer Occupied CDBG 2B/1B $60026 511 Trade Street Greer Occupied CDBG 3B/2B $85027 125 Will Street Greer Occupied HOME 3B/1.5B $52528 133 Will Street Greer Occupied HOME 3B/2B $72529 137 Will Street Greer Vacant/Repairs underway for new tenant HOME 3B/2B $67530 16 3rd Avenue Judson Occupied HOME 3B/1B $600

40


Property Address Community Status Funding Rooms Rent31 1 D Street Judson Occupied Bank 2B/1B $80032 6 D Street Judson Occupied HOME 3B/1.5B $60033 7 D Street Judson Occupied HOME 3B/2B $80034 8 D Street Judson Occupied BANK 3B/2B $85035 105 Goodrich Street Judson Occupied HOME 3B/1.5B $70036 106 Heatherly Drive Judson Occupied CDBG 2B/1B $600

37 1 Journey Lane Mauldin OccupiedHOME, CDBG, Bank, GHF 3B/2B $875

38 3 Journey Lane Mauldin OccupiedHOME, CDBG, Bank, GHF 3B/2B









47 23 Journey Lane Mauldin OccupiedHOME, CDBG, Bank, GHF 3B/2B $1,131


49 27 Journey Lane Mauldin Vacant (Tenant moving in 9/4/2020HOME, CDBG, Bank, GHF 3B/2B $1,275

41


Property Address Community Status Funding Rooms Rent






55 304 Miller Road Mauldin Occupied HOME 3B/1B $30056 279 Moore Street Mills Mill Occupied HOME 2B/1B $60057 321 Tremont Avenue Mills Mill Occupied HOME 3B/1B $81558 21 McBeth (Adult Day center) Monaghan Occupied CDBG $3,90059 31 Norwood Street Monaghan Occupied HOME 2B/1B $37560 15 Speed Street Monaghan Occupied CDBG 3B/2B $80061 114 Westwood Drive Simpsonville Occupied HOME 3B/2B $77562 434 Lindberg Street Slater Occupied Bank 3B/2B $87563 235 Whitney Street Slater Occupied Bank 3B/2B $85064 6 Estelle Street Sterling Occupied CDBG 2B/1B $27565 19 Young Street Sterling Occupied CDBG 2B/1B $25066 21 Young Street Sterling Occupied CDBG 2B/1B $22567 105 Hodgens Drive Travelers Rest Occupied HOME 2B/1B $500

PENDING/ON HOLD:68 102 Telfair Street Worley Road Under construction through October 2020 HOME 3B/2B TBD

69 102 Heatherly Drive JudsonRebid & awarded; under construction through December 2020 HOME 2B/2B TBD

70 7 Malone Street GreenvilleSignificant repair needed; EC complete; out to bid ‐ due 9/17 CDBG 3B/1B $650

42

Unit RepairProperty Name August Late Fee Due Past Due Utility Charge133 Will $600.00304 Miller $300.00111 Arnold $590.00

11 Journey $450.00

16 3rd Ave $600.00 $1,601.22 $47.46114 Marie St $1,050.00 $1,365.00106 Heatherly $600.00 $1,670.36 $38.98116 Marie St $310.00 168.15

$4,500.00 $254.59

6 D St $1,360.00$5,996.58

TOTAL Past Due Balance For August$10,751.17

TOTAL Past Due Balance For July$15,876.47

Tenant Balance for August 31, 2020RENTAL REPORT

43

Operations Activity Report YTD – New Construction & RepairsFY 2020 GOALS: 21 $2,730,000 12 $150,0003 $360,000

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

NC FOR SALE # NC FOR SALE $ NC FOR RENTAL # NC FOR RENTAL $ O ‐O REPA IRS # O ‐O REPA IRS $

1 $7,450 $15,050

$109,980

21 $2,714,950 3

$250,020

11 $142,550

Brutontown Fountain Inn Greer Mauldin Simpsonville Travelers Rest Unincorporated Remaining44

Operations Activity Report YTD – Partners & InspectionsFY 2020 GOALS: $1,232,137

Construction Specialist Inspections Aug. YTD

ESG 2 2

CWC 2 5

GCRA 305 592

TOTAL 309 5990%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Partner Jobs # Partner Jobs $

5 $13,798

215 $1,218,339

Greer HF Greer CO HabitatHome Works Mercy Housing NehemiahRebuild Upstate UHC REMAINING

220

45

PUBLIC WORKS PROJECTS - AUGUST 2020

STATUS PROJECT FUNDING SOURCE TOTAL COST ESTIMATED COMPLETION COMMENTS

WIP

Sanitary Sewer Improvements & Paving - Partnership with GLDTC & Parker Sewer & Fire District, Sterling

CDBG $110,000

Sewer Imp's: 7/31/2020,

Whole Project: 11/30/2020

Memorandum of Understanding between GCRA and Parker Sewer & Fire District is in place; project is a partnership among GCRA, Parker Sewer, and the Greenville Legislative Delegation Transportation Committee (GLDTC). Sewer improvements were completed in July. Power pole relocation has stalled the project; GCRA and CoTransCo are working with Duke Energy to obtain right-of-way approvals.

WIP

Kids Planet Playground at Century Park - ADA Walkways & Parking Area, Greer

Greer CDBG $252,486 10/31/2020Project is ongoing; underground utilities and playground equipment are being installed. Walkways will be completed after utility installation is finished.

WIPActivities Center Bathroom & Office ADA Improvements, Fountain Inn

Fountain Inn CDBG$283,310 (including 3 Add-Alternates &

Change Order)10/31/2020 Project is ongoing; plumbing, electrical, millwork, and mechanical

work continues. Carpet and painting are progressing.

46

*&5$ &rpplwwhh 0hhwlqjv · 1. opening and roll call 2. * approval of revision to the...

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