HomeMy WebLinkAboutC.054.93010_1002 (2)employs greater than 601% low and moderate -income persons and/or will create new jobs of which 60%,. of positions
will be filled by low and moderate -income persons.
3. The Iredell CountylEnergyUnited Water Corporation reserves the right to reduce the assessment fee charged to
any future users based on the economic impact on the Iredell County/EnergyUnited Water Corporation overall
economy.
4. All revenue generated by this assessment policy prior to completion of the project shall be used to reduce the
amount of the CDBG-ED fluids. Fifty percent (50'7) of all revenue generated by the assessment policy thereafter
shall, for a period of five (5) years, be returned to the CDBG Program at the Commerce Finance Center for funding
of future economic development projects. 'file fifty percent (50%) retained by the Iredell County/EnergyUnited
Water Corporation shall be used to finance future capital improvements to the City's water system with priority
placed upon improvements to benefit persons of low and moderate income.
EQUAL EMPLOYMENT PLAN
The County of Iredell maintains the policy of providing equal employment opportunities for all persons regardless
of race, color, religion, sex, national origin, handicap, age, political affiliation, or any other non -merit factor, except
where religion, sex, national origin, or age, are bona fide occupation qualifications for employment.
In furtherance of this policy the County prohibits any retaliatory action of any kind taken by any employee of the
County against any other employee or applicant for employment because that person made a charge, testified,
assisted or participated in any manner in a hearing, proceeding or investigation of employment discrimination.
The County shall strive for greater utilization of all persons by identifying previously under utilized groups in the
work force, such as minorities, women, and the handicapped, and making special efforts toward their recruitment,
selection, development, and upward mobility and any other term, condition, or privilege of employment.
Responsibility for implementing equal opportunities and Affirmative Action measures is hereby assigned to the
County Manager and/or other persons designated by the manager or Board of Commissioners to assist in the
implementation of this policy statement.
The County shall develop a self-evaluation mechanism to provide for periodic examination and evaluation. Periodic
reports as requested on the progress of Equal Employment Opportunity and Affirmative Action will be presented to
the Board of Commissioners by the County Manager.
The County is committed to this policy and is aware that with its implementation, the County will receive positive
benefits through the greater utilization and development of all human resources.
15. Request for the Confirmation of the County Manager's Actions to Waiver the Tipping
Fees Regarding the Winter Storm Debris Cleanup: County Manager Mashburn said it was
unknown how much ice storm debris would be taken to the landfill for disposal. He requested
confirmation of a tipping fee waiver. Mr. Mashburn said the county would not be losing
revenue since the debris was unexpected. Mashburn said the county had the necessary permits
and had contracted with Air Curtain Incinerator to burn the materials. He said 75% of the costs
for the assistance could be recovered from FEMA. Mashburn said the county could not,
however, continue the waiver for a long period of time.
------------END OF CONSENT AGENDA -------------------
APPOINTMENTS TO BOARDS & COMMISSIONS
Region F Aging Advisory Committee (1 alternate appointment): Commissioner Tice
nominated Victor Crosby.
No other nominations were submitted and Chairman Johnson ova to appoint Crosby by
acclamation.
VOTING: Ayes — 4; Nays — 0.
Nursing Home Advisor Committee 2 a ointments): No nominations were
submitted and Chairman Johnson ove to postpone these two appointments until the January
21 meeting.
VOTING: Ayes — 4; Nays - 0.