maintco agenda 4-5-2011

8/7/2019 MaintCo Agenda 4-5-2011

http://slidepdf.com/reader/full/maintco-agenda-4-5-2011 1/24

!"#$%&$"$'&()*++#%%&&(

,-&./"0(123#4(5%67(89:9(;<=(>=,?@A(

B(2C+C((

!"#$%"&#'()$*&&+#,-.(/#$0&12#$

343$5-'67&'$8.,##.$

$92.(:-.#7$:##.('6$.(:#;$$<$"&1,2$

$ $ $

$!"#$% &'(#)% *+,-),.% /0$#% /1+#%

*"#=>?('$

• @''&1'=#:#'.2$

• @++,&/#$%,#/(&12$A##.('6$B&.#2$

• @6#'7-$C#/(#D$

$

$

$?$

B(>>($8EF$

!&'G$@E$

HI$:('$ J'K&$F$L(2=122(&'$F$

L#=(2(&'$

@6#'7-$

• 0&12#$J221#2$

• M('-N$O176#.$L#=(2(&'$

$$$$

$$

$?$

B(>>($8EF$

!&'G$@E$

$

$HI$:('$

$PI$:('$

$

L(2=122(&'$

L#=(2(&'$*"#=>?&1.$$

• !->#$0&:#F$*"#=>$Q1.$

$ $ $HI$:('$ L(2=122(&'$

!,*$0(1$/&3.*$( ( ( ( ( ((((((((((((D#EE#(F#G$&3(2'0-"#-'-3#%4,,.50-'",.% % % % %%%2'0-"#-'-3#%67703#.%

:-('.#'-'=#R:-7(2&'=&::1'(.GE=&&+$ $ $$$'(>>(E2(6'#,R6:-(NE=&:$ $

S3ITU$<H4?4VVH$ $ $ $ $ $$$$$$$$$$$$S<3<U$<WH?VT43$

$$$



MCC 2011-2012 BUDGET w/3% increase in maintenance from 10/11

Actual Estimated PROJECTED Aggregate

BUDGET Expenses BUDGET Actual for BUDGET for Difference

FY2009-2010 FY2009-2010 FY2010-2011 FY2010-11 FY2011-12

$/per

member/per

month

$/per

member/per

month

REVENUES

Owned House Income 631,560 629,116 648,370 648,370 668,257 $278.44 $15.29

Interest Income 2,000 1,365 2,000 1,200 1,200 $0.50 -$0.33

Co-op Loan Repayments (interest) 2,360 2,486 2,400 2,400 1,900 $0.79 -$0.19

Late Fees 3,000 2,785 3,500 3,500 3,500 $1.46 $0.21

Misc. Income 200 -91 200 2,700 200 $0.08 $0.00

TOTAL REVENUES 639,120 635,661 656,470 658,170 675,057 $281.27 $14.97

EXPENSES

1. *Staff Salaries 125,618 127,374 125,294 125,294 137,628 $57.35 $5.00

2. *Employer Taxes 9,968 9,718 9,755 9,755 11,105 $4.63 $0.47

3. *Accounting Fees 3,000 3,000 3,700 3,700 4,100 $1.71 $0.46

4. Advertising (Membership committee) 300 410 150 150 480 $0.20 $0.08

5. Attorney Fees 7,000 10,712 11,000 15,000 12,000 $5.00 $2.08

6. Board Travel (accessibility) 0 0 50 50 100 $0.04 $0.04

7. Child Care 0 0 50 50 100 $0.04 $0.04

8. Child Subsidy 15,740 8,156 12,092 11,478 14,192 $5.91 -$0.65

9. Computer 500 500 6,000 6,768 600 $0.25 $0.04

10. Education (Membership Committee) 600 350 1,000 1,000 1,500 $0.63 $0.38

11. *Health Benefits 21,789 22,095 22,020 18,947 25,344 $10.56 $1.48

12. *HOR Expense 3,288 2,407 2,480 2,888 2,512 $1.05 -$0.32

13. *Insurance 51,168 48,846 52,682 46,800 50,574 $21.07 -$0.25

14. *Interest Expense 65,935 61,874 45,000 40,584 36,276 $15.12 -$12.36

15. *Jim Jones Fund Donation 1,000 1,000 1,000 1,000 1,000 $0.42 $0.00

16. Literature 100 0 100 150 100 $0.04 $0.00

17. *Mileage & Parking 700 650 700 700 700 $0.29 $0.00

18. Misc. Administrative 250 164 250 250 250 $0.10 $0.00

19. Misc. Expense & Contingency Fund 1,500 1,508 1,500 1,200 1,500 $0.63 $0.00

20. *Mortgage Principal 21,174 22,463 29,863 29,858 32,051 $13.35 $4.53

21. NASCO Scholarships 1,500 1,142 1,500 2,000 2,000 $0.83 $0.2122. NASCO Intern 0 -428 1,075 1,100 1,200 $0.50 $0.50

23. NDS 0 0 1,200 1,200 1,200 $0.50 $0.50

24. Newsletter 280 454 280 280 480 $0.20 $0.08

25. *Office Supplies 2,500 2,678 3,000 2,400 2,400 $1.00 -$0.04

26 *Officer Stipends 14 700 14 875 14 700 14 700 $7 88 $1 75



!"#$%&#%'()&*+%,&-./0./122&!"#$%&'(#)*+,($-."#$&/*01#23$4*0"#$&56"7+#$8199$&$/0#"#:1$;990:1*$')161$&'+90"$<")=($&/0#"#:1$>++*20#")+*$?3.@30$&A(,")0"$813301$&5.2*1$B+.*21$

%01**1$&C>A$<")=711#$&%=+1#0D$!"#$'$&B+)=7+*01#$>="*$>"**+7$/3&!"#4#5(&$%%+6"#4'%+7)&8(9%+'&

;91E$*1,+*)3$3)077$#+)$2+#1F$-3&:$$&;<6=('&/122>/12/&

8199G$'=+.72$H1)$021"$+9$I=")$I1$#112$0#$)1*J3$+9$J"0#)1#"#:1K$I=")$I1$:"#$"99+*2K$"#2$

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



!"#$'G$A+.31$03$2060212K$R&Z[K$+#1$H.($)=0#E3$21:*1"31$4*0"#G$\+$+#1$311J12$)+$="61$"#$+,0#0+#F$%+330O71$0#2091*1#:1$

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

%01**1G$N($=+.31$I077$"77$J+61$+.)$O($#1D)$(1"*K$3+$#+)$"$61*($,*+2.:)061$30).")0+#F$Z&Q[$03$J+3)$91"30O71F$U1$="61$O11#$,.3=0#H$O":E$"$7+)$+9$,*+M1:)3$"#2$J"(O1$)=")W3$I=")$I1W*1$,"(0#H$9+*$#+IF$<")=711#G$N+3)$,1+,71$0#$J($=+.31$H+)$099($"O+.)$J+60#H$+.)$"*+.#2$PSQ&`R$>="*G$N0:E$3"(3$5.2*1$B+.*21$"#2$B+)=7+*01#$"*1$)=1$+#7($=+.313$)=")$=1$I077$O1$9+:.30#H$+#F$5$J1JO1*$03$H+0#H$)+$:+#)":)$"7.J#0$"#2$3+70:0)$2+#")0+#3F$8.3)$J1)$I0)=$1D1:.)061$20*1:)+*$+9$7"#2$)*.3)F$8199G$$

!"#$'G$$C$I"3$+9$+,0#0+#$)=")$N($=+.31$03$,*1))($J.:=$.#"#0J+.3K$Z[$+*$RF$C9$I1$="61$+.)3021$9.#20#H$"#2$J"0#)1#"#:1$,"*)013K$"#2$"3E$J"0#)1#"#:1$)+$9+:.3$+#$J"M+*$9+.#2")0+#"7$I+*E$#+)$,"0#)0#HF$>"#$I1$,*131#)$J.7)0,71$O.2H1)3$)+$O+"*2K$,*+,+31$+#1$)=") 03 R[ 0#:*1"31T



<")=(G$;#$3,1"E0#H$"O+.)$)=131$0)1J3K$C$2+#W)$)=0#E$0)$="3$"#()=0#H$)+$2+$I0)=$3)"99$:+#970:)K$I+.72$="61$V.13)0+#12$)=131$#+$J"))1*$I=")F$C9$C$="2$0#:*1"312$0)1J3$0#$J($O.2H1)$O($QR[$

,1+,71$>+.72$="61$O11#$N*F$N"H++$"#2$C$I+.72$="61$V.13)0+#12$0)F$$<")=711#G$'+$O+)=$)=1$J"0#)1#"#:1$"#2$H1#1*"7$N>>$O.2H1)$="61$f"2J0#03)*")061$1D,1#313g$"#2$fJ03:F$"2J0#03)*")061$1D,1#313g$:+.72$(+.$1D,7"0#$I=")$E0#2$+9$)=0#H3$)=131$H+$)+I"*23T$<")=(G$C#$N>>$O.2H1)K$J03:F$"2J0#03)*")061$1D,1#313$03$P`QR$0#$:"31$+9$O"#E$911K$+*$30J07"*$911F$$>+#)0#H1#:($911$PSKQRR$"#()=0#H$)=")$I"3#W)$O.2H1)12$9+*$)=")$I1$#112$)+$,"(F$/+*$J"0#)1#"#:1$O.2H1)$C$2+#W)$E#+I$)=1$20991*1#:1$O1)I11#$"2J0#03)*")061$"#2$J03:F$"2J0#03)*")061$1D,1#313F$8199G$!+$"77$)=131$:+J1$9*+J$+#1$J"0#)1#"#:1$"::+.#)T$<")=(G$Y=131$"77$="61$"::+.#)$#.JO1*3K$"*1$31,"*")1$"::+.#)3$')161G$<")=($"#2$>="*$="61$61*($71H0)0J")1$:+#:1*#3F$C$)=0#E$20"7+H.1$03$#11212K$C$2+#W)$=+I$I0770#H$10)=1*$3021$03$)+$)=")F$h#)07$)=")$=",,1#3$C$2+#W)$E#+I$=+I$J.:=$90#"#:1$)"7E0#H$"O+.)$0)$:"#$J+61$)=0#H3$9+*I"*2F$/"6+*$8199W3$,7"#F$!"#$'G$U=1#$I1$)"7E$"O+.)$+.*$O.2H1)$"3$"$=+.31K$I1$7+31$,1+,71$161*($(1"*$)+$\+))0#H="JK$_061#2177K$O1:".31$)=1($"*1$PSRR$7133F$U1$"7I"(3$)"7E$"O+.)$=+I$)+$*12.:1$

:+3)3$")$N>>K$)"7E$"O+.)$i#+#&#1H+)0"O713iK$0F1F$90#20#H$3)"99$I=+$I077$I+*E$9+*$7133$J+#1(F$%1+,71$"*1$3"(0#H$I1$#112$:*1")061$3+7.)0+#3$161#$09$I1$+#7($="61$Z[$0#:*1"31K$1D"J,71$J"0#)1#"#:1$,"*)013F$8199G$C#21,1#21#)$:+&+,3K$"$7+)$+9$)=1J$=03)+*0:"77($="61$="2$)+$:+J1$)+$N>>$9+*$=17,$j0#$9+*J$+9$7+"#3kK$O1:".31$)=1$+#7($I"($)=1($:"#$,"($9+*$J"0#)1#"#:1$I0)=+.)$3"60#H3$03$)=*+.H=$:.**1#)$J1JO1*3$+*$7+"#3F$C9$)=1($170J0#")12$"77$:.**1#)$0#:*1"313$0#$"2J0#03)*")061$:+3)3FFFT$>="*G$%1+,71$")$\+))0#H="J$="61$3+$J"#($J"0#)1#"#:1$,*+O71J3$)=")$)=1($="61#W)$,"02$9+*$

0#$(1"*3$)=1($"*1$0#$31*0+.3$)*+.O71F$C9$I1$*1+*H"#0@1$J"0#)1#"#:1$3+$)=")$J"0#)1#"#:1$:++*20#")+*$"#2$I+*E1*$H*+.,$,1*3+#$$I+*E$I0)=$,1+,71$0#$+.*$=+.313F$h312$)+$O1$)=")$=+.313$="2$)+$,"($N>>$9+*$J0#+*$J"0#)1#"#:1F$$?3.@30G "2J0#03)*")061 :+3)3 J"0#)1#"#:1 2+.O70#H 03 )=1 3"J1 ":*+33 "77 )=131 ,*+,+3"73



)=1J$R&Z[$)=1(W2$="61$)+$H+$I0)=$M.3)$N0:EF$C$)=0#E$I1$3=+.72$M.3)$H+$)+$R[$O1:".31$)=1#$I1W2$="61$)+$H+$)+$:*1")061$3+7.)0+#3$"#(I"($"#2$I1$I+.72$E11,$N0:E$"#(=+I$

')161G$U1$*1"77($#112$)+$E11,$N0:EF$B+)$+9$0#21,1#21#)$:+&+,3$+.)$)=1*1$="61$,"02$+99$)=10*$7+"#3K$+.*$N>>$O.30#133$J+217$03$)+$0#613)$0#$:+&+,$21617+,J1#)F$Y=03$=+.31$I+.72$="61$O11#$3+72$`$(1"*3$"H+$I0)=+.)$N>>F$CWJ$I0)=$7+I13)$,+330O71$0#:*1"31K$J"(O1$161#$#+$0#:*1"31F$8199G$m+)0#H$)0J1F$,c$*+.)0#1$+#H+0#H$J"0#)1#"#:1$1D,1#31$F$%"H1$cK$7++E$")$Z[K$0)$03$2060212$0#)+$J"0#)1#"#:1$"2J0#03)*")061$:+3)$"#2$*+.)0#1$+#H+0#H$1D,1#31F$C9$J+61$)=1$`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

<")=(G$U1$:+.72#W)$21J"#2K$O.)$J"E1$E#+I#$")$O+"*2$)=")$)=131$"*1$+.*$*1:+JJ1#2")0+#F$8199G$#+#&"2J0#03)*")061$:+3)3$7"3)$(1"*F$C9$I1$I1*1$)+$="61$Z[$0#:*1"31K$E11,$3"J1$J"0#)1#"#:1$"2J0#03)*")061$:+3)K$I+.72$="61$Q[$0#:*1"31$0#$*+.)0#1$+#H+0#H$J"0#)1#"#:1F$$')161G$C$9117$70E1$I1W*1$O+D0#H$I0)=$3="2+I3F$U+.72$O1$)+)"77($:++7$I0)=$R[$M.3)$)+$H1)$203:.330+#$H+0#HF$\112$)+$="61$J+*1$:+#61*3")0+#3$I0)=$J"0#)1#"#:1$O.)$CWJ$"9*"02$+9$J0:*+J"#"H0#HF$U1$3)077$="61$)+$203:.33$)=03$")$O+"*2K$)=1#$")$nNNF$8199G$,*+,+3"7$+9$R[$I+.72$*1V$<")=(G$L61#$09$)=1*1$03$"$R[$J"0#)1#"#:1$0#:*1"31K$*1#)3$I077$0#:*1"31$O($PQFRSK$.#7133$I1$

:.)$I1O$21617+,J1#)$PaFQRF$8199G$n061$)=.JO3$.,$9+*$Z[K$)=.JO3$2+I#$9+*$R[$j0#:*1"31$0#$J"0#)1#"#:1$O.2H1)kF$5O3)"0#$03$)=.JO$0#$J02271F$$Y=.JO3 .,G Q Y=.JO3 2+I#G a Y=.JO3 J02271G S 5O3)"0#0#HG `



Proposed Maintenance Budget 2011/12

Low Budget Version

Updated 4/3/11

Code# Item 2009/10 2009/10 2010/11 2010/11 2011/12 2011/12

Administrative Costs Budget Actual-May Budget Actual-Dec1 Budget Actual

5724 Worker Group Salary 35,770$ 24,494$ 42,900$ 27,197$ 63,909$ -$

5725 Worker Group Employment Taxes 2,500$ 1,925$ 3,000$ 2,142$ 5,113$ -$5726 Administrative Expense 2,500$ 215$ 3,000$ -$ 2,000$ -$

5727 Tools 1,500$ 1,594$ 1,800$ 1,237$ 1,800$ -$

5728 Mobile Phone Service 1,000$ 1,386$ 1,000$ 792$ 1,300$ -$

5729 Vehicle Principal Expense 2,500$ 1,398$ -$ -$ -$ -$

5730 Vehicle Expense 3,500$ 2,473$ 3,500$ 2,807$ 3,500$ -$

5731 Maintenance Education 500$ 16$ 500$ 46$ 5,000$ -$

5732 Fire Safety Education -$ -$ 250$ -$ 1,000$ -$

5733 Parking Lease Expence for Truck 600$ 600$ 600$ 350$ 600$ -$

5734 Supplies Restock 2,000$ 772$ 2,200$ 2,066$ 4,000$ -$

5735 Vehicle Interest Expense -$ 45$ -$ -$ -$ -$

5736 Matching Grant 4,000$ 234$ 4,000$ -$ 6,000$ -$

5737 Tool Room/Workshop Expense -$ 60$ -$ -$ 8,000$ -$

5738 Meetings -$ -$ -$ -$ -$ -$

5739 Misc. Admin Expenses 2,500$ 215$ 2,540$ 310$ 2,500$ -$

5740 Worker Group Health Care -$ 4,800$ -$ -$ 9,600$ -$

5741 Worker Group Retirement -$ 546$ -$ 165$ 2,556$ -$

5744 UPMC Guarantee Fund 350$ 262$ 350$ 162$ 350$ -$

5745 Worker Group Training Funds -$ 200$ -$ -$ 1,200$ -$

Total Administrative Costs 59,220$ 41,235$ 65,640$ 37,274$ 118,428$ -$

House Maintenance CostsMinor Maintenance

5701 Electrical 3,000$ -$ 3,000$ 763$ 1,500$ -$

5702 Fire Safety 3,000$ -$ 3,000$ 5,020$ 1,500$ -$

5703 Plumbing 3,000$ -$ 3,000$ 2,244$ 1,500$ -$

5704 Heating/Ventilation 3,000$ -$ 3,000$ 255$ 1,500$ -$

5705 Walls/Floors/Ceilings 3,000$ -$ 3,000$ 152$ 6,000$ -$

5706 Doors/Windows 3,000$ -$ 3,000$ 3,730$ 1,500$ -$

5707 Appliances 3,000$ -$ 3,000$ 3,882$ 1,500$ -$

5708 Structural/Foundation 3,000$ -$ 3,000$ -$ 1,500$ -$

5709 Exterior Repairs 3,000$ -$ 3,000$ 517$ 1,500$ -$

5710 Landscaping 3,000$ -$ 3,000$ 2,492$ 1,500$ -$5711 Weatherization/Energy Efficiency 10,000$ -$ 8,000$ -$ 2,500$ -$

5712 Preventative Inspection Repairs 3,000$ -$ 3,000$ -$ 1,500$ -$

5713 Building Inspection Repairs 3,000$ -$ 3,000$ 7,303$ 1,500$ -$

5714 Routine Maintenance 3,000$ -$ 3,000$ 3,215$ 1,500$ -$



Proposed Maintenance Budget 2011/12 Updated 3/5/11

Code* ItemAdministrative Costs5724 worker Grouo Sala

5725 Worker GrouD Employment Taxes5726 Administrative Expense

5727 Tools5728 Mobile Phone Service5729 vehicle Principal Expense5730 Venice Expense5731 Maintenance Education5732 Fire Safetv Education

5733 Parkino. Lease Exoence for Truck5734 Supplies Restock5735 Vehicle Interest Expense5736 Match no Grant5737 Tool Room/Workshoo Expense5738 Meetings

5739 Msc. Admin Expenses5740 Worker Grouo Health Care5741 Worker Group Retirement5744 UPMC Guarantee Fund5745 Worker Grouo Trainina Funds

Total Administrative Costs

2009/10 2009/10 12010/11B u d a e t A c t u a l - M a y l B u d g e t

2 0 1 0 / 1 1 2 0 1 1 / 1 2 1 2 0 1 1 / 1 2A c t u a l - D e c l i B u d a e t A c t u a l

House Maintenance CostsMinor Maintenance5701 Electrical5702 Fre Safetv

5703 Plumbin5704 Heatino/Ventilation5705 Walls/Floors/Cellinqs5706 Doors/Windows5707 Aop ances5708 Structural/Foundation5709 Exterior Repairs

5710 Landscaoln5711 Weathenzation/Enerqy Efficiency5712 Preventative Insoecton Repairs5713 Bulldlna Inspection Repairs5714 Routine Maintenance



Worker Group Policy?Worker Group

Worker group members are hired and managed at the discretion the maintenance coordinator and are at-will

employees. They are not offered contracts but may sign agreements that clearly show eligibility requirementsfor compensation, job duties and responsibilities, etc. Compensation for full time worker group is dictated bypolicy and any deviation from this policy will require approval from the coordinating committee and/ or themaintenance committee.

Employee Eligibility for Benefits

Employees shall be eligible for benefits upon meeting one of the following sets of criteria:

• They have worked 6 consecutive months for an average minimum of 25 hours per week MCC

• Have earned $6250 working for MCC during the last calendar year, including worker’s compensationpay

• Worked in either of the above categories for MCC 3 of the last 5 calendar years

Salary/Wages

Salary/Wages are based on State of Wisconsin Classification Specifications as detailed by the Office of State

Employee Relations:

• MCC Worker Group Member ~ State of Wisconsin Facilities Repair Worker • As of March 7, 2011 pay range for Facilities Repair Worker: $12.892 to $19.510

Pay scale is based on State of Wisconsin Facilities Repair Worker and a ladder consisting of 15 rungs, such thatfor the chosen pay range the 1st rung corresponds to the base living wage level ($11.82 as of March 7, 2011),the 15th rung corresponds to the maximum salary/wage level as described above ($19.510), and the difference

between each rung amounts to 1/15 of the difference between the minimum and maximum salary/wage levels.A full time worker group employee would start on a rung at the discretion of the maintenance coordinator taking into account their years of full-time, directly relevant work experience and skills. After a successfulevaluation by the maintenance officer and maintenance coordinator a full time worker group employee moves



the following; 12 days per year, earned on a monthly-prorated basis plus 3 additional days per year for parentsraising one or more children. Paid sick days can be used as paid vacation if all paid vacation to date has beenused, subject to prior approval by their supervisor.

Retirement

A. During January of each year, MCC will assist employees meeting one of the following sets of criteria insetting up a Simplified Employee Pension (SEP) plan and a parallel 403b. Employees with accounts alreadyopen (from previous years) will continue to be eligible regardless of the amount earned in the previouscalendar year. Coordinating staff are eligible as soon as they have worked 6 consecutive months for MCC.All other employees must conform to the full time employee eligibility criteria. Limited term employees arenot eligible for retirement benefits.

B. For each employee meeting the criteria, MCC contributes an amount equivalent to (in addition to) 4% of theemployee’s salary/wages per year. MCC’s contributions go into each qualified employee’s SEP plan. TheSEP plan is for MCC contributions only. MCC makes regular contributions on a quarterly basis (January,April, July and October).

C. MCC’s first SEP contribution for a contracted employee: Once a contracted employee has worked 6 months,they may open a SEP and 403b account. MCC makes its first contribution to their SEP plan the first quarter that they are qualified. That contribution is equivalent to 4% of the employee’s salary earned since they

began working for MCC. (Say a contracted employee starts to work for MCC during the month of February. Their first contribution would be made in October, in amount equivalent to 4% of their salary/wagesearned between February and October.)

D. MCC’s first SEP contribution for other employees meeting the above criteria: The first contribution is madeJanuary of the calendar year the employee first qualifies, at an amount equivalent to 4% of their wagesduring all previous years employee worked for MCC and did not qualify. From then on, contributions aremade quarterly.

E. Qualified employees who want to contribute additional funds to their retirement savings may also open a403b account to supplement the SEP plan. The 403b is for employee contributions only.



Cooperative (GHC), which MCC agrees to pay the actual costs of.

Or

They may choose to negotiate an amount to be placed in a healthcare reimbursement fund to purchase health

coverage from any insurance provider or health maintenance organization and/or to pay for treatment from anytraditional or alternative health care provider. This may include any provider of health care or wellness services,

including but not limited to the services of a doctor of medicine, doctor of osteopathy, physician's assistant,certified nurse practitioner, psychologist, certified nurse midwife, dentist, ophthalmologist, or optometrist;

chiropractor, naturopath, homeopath, massage therapist, acupuncturist, nutritionist/dietitian, biofeedback technician, marriage counselor or occupational therapist. This may also include health care medicines, cleansing

or wellness-promoting dietary items, herbs, apparatus, literature, etc. for use in the personal maintenance of physical and mental well-being. These funds shall accumulate and be carried over from year to year as the

employee desires or until their employment at MCC ends. At such time they must spend the funds on health

matters within three months of leaving MCC. Receipts must be submitted to the finance coordinator for reimbursement. Disbursements of reimbursement accounts are protected under the Health Insurance Portabilityand Accountability Act (HIPPA). Information in regards to these accounts are to be kept strictly confidential.

Reviews for full time worker group:

At the approximate yearly anniversary of beginning employment, a survey will be taken at the appropriatecommittee to offer input of whether or not the employee will be offered continued employment. The officer that

chairs said committee would be responsible for creating, distributing, and tabulating the surveys. A favorable

response would ensure a likely extension of continued employment. A negative response would possibly resultin termination. Final authority and responsibility for the employee would lie with the appropriate supervisor.

Time sheets

All employees are required to keep a daily time sheet that shows a description of tasks, hours worked, and

includes details of holidays, vacation, and sick days used. Worker group members must turn in a copy of their time sheet to their supervisor who will present it to the finance coordinator prior to the Monday following to the

last day of the pay period.

Overtime Pay

As an employee of MCC, under certain conditions, you may be required to work overtime. Overtime is definedh h k d k i f f h i d /di d k f d



Full time employees are eligible for a training fund of up to $600 per person per year. This fund is to be used for educational purposes that are pertinent to employee’s specific position. All disbursements of these funds aresubject to coordinating committee approval.

Work-Related DisabilityIf an absence from work is caused by a work related incident, you may be eligible for Workers’ CompensationBenefits.

Maternity or Paternity Leave

With at least one-month notice, employees shall be entitled to maternity or paternity leave.

Unpaid Leave

Full time employees shall be entitled, upon prior approval of their supervisor, to unpaid leave. If you are onfamily/medical leave, you will continue to receive the benefits you had originally chosen as though you are stillan active employee. If you are on leave for reasons other than family/medical your benefits will be prorated for the time you are on leave. If you elect, for non-medical reasons, to leave the company at the end of your leave,you will be responsible for reimbursing the firm the cost of the benefit premiums. You will not be responsiblefor these premiums if you cannot return to work due to your medical condition.

Workers’ Compensation

Immediately effective on the day you begin working with the co-op, you are covered by Workers’Compensation Insurance. In the event that you become injured or ill on the job, you are to immediately alertyour supervisor. In addition, do not forget that it is your responsibility as an employee of this company toadvise your supervisor of any unsafe situations at work. Any workers compensation leave taken will be appliedagainst any eligible leave you may have under state or federal medical leave laws.

About Your Paycheck

All employees will receive their compensation bi-weekly every other Monday. Your paycheck will includecompensation for the number of hours you worked during the previous two weeks. It is your responsibility toturn in your timesheet to the financial coordinator prior to the Monday beginning the pay period after which youworked



• Medicare

Travel and Business Expenses

As an employee of the co-op, you can be reimbursed for reasonable expenses you incur while conducting

legitimate business on behalf of the company. If you make purchases for co-op business with your own funds,you can be reimbursed. In all cases, you must present a receipt to your supervisor who will approve it for reimbursement by the finance coordinator. Your supervisor can answer questions about what else may or may

not be reimbursed.

If the MCC maintenance vehicle becomes inoperable, or is otherwise in use, then an employee shall bereimbursed all mileage accrued on their vehicle in performing co-op work duties at the current applicable rate as

defined by the federal government.



3/7/11 7:11 PMMadison Community Co-operative

M adison C ommunity Co-op

HOME FIND A CO-OP FOR YOU! JOBS MEMBERS

General Personnel

Staff Health Care Policy Staff Training Funds Staff Contracts/Hiring Staff Reviews Staff Compensation Policies Staff Grievance Policy

MCC Adopts the Living Wage for its Employees Retirement Plan Policy-Part I Retirement Benefits for MCC Staff-Part 2

Staff Health Care Policy Print Preview

STAFF HEALTH CARE POLICY Adopted by the MCC Board 4/20/88

1) Th l f h b d f h l h ld b d $1900/ f 1988 9 b d

http://www.madisoncommunity.coop/policy.cfm?SectionID=16#MCC%20Adopts%20the%20Living%20Wage%20for%20its%20Employees

http://www.madisoncommunity.coop/policy.cfm?SectionID=16#Staff%20Contracts/Hiring

http://www.madisoncommunity.coop/policy.cfm?SectionID=16#Staff%20Health%20Care%20Policy

http://www.madisoncommunity.coop/onepolicy.cfm?PolicyID=27

http://www.madisoncommunity.coop/policy.cfm?SectionID=16#Retirement%20Benefits%20for%20MCC%20Staff-Part%202

http://www.madisoncommunity.coop/policy.cfm?SectionID=16#Retirement%20Plan%20Policy-Part%20I

http://www.madisoncommunity.coop/policy.cfm?SectionID=16#MCC%20Adopts%20the%20Living%20Wage%20for%20its%20Employees

http://www.madisoncommunity.coop/policy.cfm?SectionID=16#Staff%20Grievance%20Policy

http://www.madisoncommunity.coop/policy.cfm?SectionID=16#Staff%20Compensation%20Policies

http://www.madisoncommunity.coop/policy.cfm?SectionID=16#Staff%20Reviews

http://www.madisoncommunity.coop/policy.cfm?SectionID=16#Staff%20Contracts/Hiring

http://www.madisoncommunity.coop/policy.cfm?SectionID=16#Staff%20Training%20Funds

http://www.madisoncommunity.coop/policy.cfm?SectionID=16#Staff%20Health%20Care%20Policy

http://www.madisoncommunity.coop/members.cfm

http://www.madisoncommunity.coop/jobs.cfm

http://www.madisoncommunity.coop/membershipping.cfm

http://www.madisoncommunity.coop/index.cfm





Staff Training Funds Print Preview

Staff Training Funds

(Adopted July 29, 2009)

Food: MCC shall give a per diem equal to NASCO's per diem.* The NASCO liaison shall be

responsible for periodically asking NASCO what their current per diem is. The number of days thatthis per diem is granted shall equal the number of days of the conference.

Transportation: Staff are encouraged to take reasonably-priced transportation. Receipts must besubmitted for all travel reimbursements.

Lodging: Staff are encouraged to stay at co-ops when feasible and reasonably-priced motels/hotelsotherwise. Receipts must be submitted for all lodging bills. MCC will pay for lodging for a number

of nights equal to the length of the event plus one night.

*Editorial Note: As of April 2010 the NASCO per diem is $20.

Staff Contracts/Hiring Print Preview

STAFF CONTRACTS/HIRING






specified in each contract, and the board must vote to affirm or reject the recommendations of thecommittee. Newly hired staff shall be signed to probationary six-month contracts, also known asinitial contracts. Their job performance shall be reviewed after 5 months to determine if a long-term contract, also known as a permanent contract, should be recommended. A positive review will

result in the offering of a standard one-year employment contract to run concurrent with the MCCbudget year. This may mean offering a short-term extension on the current contract to bringcontracts into synchronization with the budget.

B. The review committee is recommended to consist of two members of the CoordinatingCommittee, two members of the appropriate committee, two members from the Board, and twoother MCC members. The Staff member being reviewed shall not be a member of their committee.Review committee members should be familiar with how the staff person performs their job. No

more than two members may be from the same house. The members will be chosen at committee orBoard by an instant run-off voting procedure with no objections. The staff member being revieweddoes not get a vote on their review. Quorum is six. Decision is to be made by consensus. Chairs andappropriate committees are as follows: Maintenance Coordinator: Maintenance Officer andMaintenance Committee; Finance Coordinator: Finance Officer and Finance Commitee; MemberServices Coordinator: Membership Officer and Membership Committee.

C. The role of the staff review committee will be to set the survey questions and review theperformance of staff persons, develop job descriptions/revise contract wording in cooperation withthe staff, set performance goals for the upcoming contract period in cooperation with the staff, andmake recommendations on contract renewal and contract wording to the MCC Board. Thecommittee shall meet at least three times: once to develop surveys, once as a meeting open to allmembers, and at least once for review committee members and the staff member only. The chair isresponsible for posting the date, time and location of the open review committee meeting at allhouses at least one week advance. After the open review meeting, the review committee is not

obligated to analyze further incoming attachments/comments. The review must include, but is notlimited to: 1) discussion of fulfillment of duties stipulated in contract, 2) discussion of contractrenewal, 3) discussion of modifications to the contract, 4) discussion of survey results (chair is to

i di ib d ll f h b hi ) d di i f




the evaluation, to include: complete results of the quantitative portion of the survey, all surveycomments and additional attachments, aspects of the job well done, specific areas in which the staff person needs to improve, with recommendations on how to make those improvements if this hasbeen determined, and specific ways to determine when the improvements have occurred. Additional

survey comments and attachments must be made fully available in hard or electronic form. Anymember may request a copy of the survey comments and attachments. Their report will alsoinclude recommendations on contract renewal and revisions. The results of the contract-year-endstaff review shall be provided for a Board meeting at least one month before the end of the currentstaff contract to allow time for a staff hiring process to occur should the committee recommendnon-renewal.

H. During the staff review process, beginning when surveys are distributed to the Board meeting

discussing the staff member, any member has access to pertinent records. The member must submita written request to the chair with a purpose relevant to evaluation of the staff member. The chairmust facilitate a viewing of records with the member within ten days of the written requestsubmission.

I. The following items will be maintained in a permanent file in the MCC office: copies of staff contracts, amendments and extensions; minutes of SRC meetings; copies of SRC recommendations

to the Board; staff self-reviews and questionnaires received from members. The keeping of this fileshall be supervised by the MCC Secretary.

Staff Compensation Policies Print Preview

Staff Compensation Policies

(Adopted by the Board of Directors 9/28/05; Amended by the Board of Directors 2/13/08)





Establish a pay range ladder with 30 rungs, such that for the chosen pay range the 1st rungcorresponds to the minimum salary/wage, the 30th rung corresponds to the maximum salary/wage,and the difference between each rung amounts to 1/30 of the difference between the minimum andmaximum salary/wage. Coordinating staff member would start on a rung commensurate with their

years of full-time, directly relevant work experience, up to a maximum of 10 years or rungs. Foreach year of working for MCC, a coordinating staff member moves up one rung on the pay rangeladder. For example: A Member Services Coordinator with no prior relevant experience and 2 yearsas Member Services Coordinator could earn $16.33 per hour; a Maintenance Coordinator with 1year of prior relevant experience and 5 years as Maintenance Coordinator could earn $18.75 perhour; a Finance Coordinator with 25 years of prior relevant experience and 0 years as FinanceCoordinator could earn $21.17 per hour. Under this ladder system, coordinating staff members withinitial contracts are at a rung 5 steps below the rung they would be at if their contract werepermanent, not to go below the 1st rung. Health Coverage MCC agrees to pay the actual costs of anindividual or family health and dental care policy through ChamberCares Mendota Plan fromGroup Health Cooperative (GHC) for each staff member.

Staff Grievance Policy Print Preview

STAFF GRIEVANCE POLICY (approved by MCC Board Feb. 16, 1994)

This is a set of policies intended to formalize conflict resolution steps for staff members.

1) That conflicts between Staff members be brought before the Individual Issues (II) committee

initially to see if a solution can be brokered there. Two additional members of the committee couldbe added, as long as they were members of the Board.

2) If a Staff member is unsatisfied with the results of this mediation a second meeting of a





6) For Grievances between Officers and Staff, they will first be heard at a Coordinating Committeemeeting as an agenda item. If unresolved, or if it is taking too long than the grievance will be sentto II. If the GC is the Officer(s) in question, than the Staff member in question could pick anotherofficer or Board member to chair an Ad Hoc Grievance Committee. Outside help could be solicited

in the same manner as above.

7) In order to preempt conflict, if a Staff member disagrees with any direction given to them by aparticular Officer, they may request that it be discussed by the Coordinating Committee. The officermay, in the interest of time, solicit a simple majority of the Coordinating Committee in order torequest compliance. If this occurs, the issue must be discussed at the next Coordinating Committeemeeting.

8) Previous Coordinating Committee decisions are binding, unless brought to the CoordinatingCommittee again for reconsideration, or to the Board. No Officer may ask a Staff member to ignorethe direction of the Coordinating Committee as a whole.

9) In the event of a conflict between staff and a member, the procedure outlined above in #1 will beemployed.

10) In the case of a conflict between a staff member and a house, the houseﾒs Board of Directorsrepresentative(s) are the responsible parties concerning representation and communication on behalf

of the house. The staff member should direct all communication to the houseﾒs BoardRepresentative first and in writing, and the Board representative should convey this information ina timely manner to the rest of the house.

MCC Adopts the Living Wagefor its Employees

Print Preview





1) MCC sets up a 403b retirement plan for contracted staff members and any other staff employeeswho meet the criteria set our in part II.

2) Each year, MCC will contribute 4% of the employeesﾒ salaries to the plan. The amount the

employees contribute will be at the discretion of the individual employees, although some minimallevel of participation may be required for MCCﾒs 4% contribution to kick in.

Retirement Benefits for MCC

Staff-Part 2

Print Preview

Retirement Benefits for MCC Staff ﾖ Part 2- Passed by the BoD on 4/7/99

* During January of each year, MCC will assist employees meeting one of the following sets of criteria in setting up a Simplified Employee Pension (SEP) plan and a parallel 403b. Employeeswith accounts already open (from previous years) will continue to be eligible regardless of the

amount earned in the previous calendar year. Contracted staff (currently Seth, Brian and Richard):Eligible as soon as they have worked 6 consecutive months for MCC. All other MCC employees:Employee must have earned $6250 working for MCC during the last calendar year, including

workmanﾒs compensation pay (and therefore be eligible for a $250 benefit from MCC). orEmployee must have worked for MCC 3 of the last 5 calendar years. * For each employee meeting

the criteria, MCC contributes an amount equivalent to (in addition to) 4% of the employeeﾒs

salary/wages per year. MCCﾒs contributions go into each qualified employeeﾒs SEP plan. The SEP

plan is for MCC contributions only. MCC makes regular contributions on a quarterly basis(January, April, July and October). * MCCﾒs first SEP contribution for a contracted employee:Once a contracted employee has worked 6 months, they may open a SEP and 403b account. MCC

k i fi ib i h i SEP l h fi h h lifi d Th





employee. Brian finds that MCC employee "Steve", who is not currently receiving retirementbenefits, earned $10,000 in 1999. That January of 2000, Brian sends Steve to ACS InvestmentAdvisors, and Steve fills out his application for the SEP and 403b. At that time, Brian contributes

$400 (4% of $10,000) to Steveﾒs SEP account. After that, MCC contributes the equivalent of 4% of

his wages to his SEP on a quarterly basis.

Say, Steve works in 2001, but only earns $5000. Any consecutive year that Steve works for MCCafter his SEP account is open, MCC continues to contribute, regardless of the amount Steve earns.If Steve quits, and then comes back to work for MCC later, he must re-meet the criteria foreligibility.

Home - Find a Co-op for You! - Jobs - Members

MCC Office - 1202 Williamson St. Suite C - Madison, WI 53703 - Phone: (608) 251 - 2667 - Fax: (608) 251 - [email protected]

mailto:[email protected]

http://www.madisoncommunity.coop/members.cfm

http://www.madisoncommunity.coop/jobs.cfm

http://www.madisoncommunity.coop/membershipping.cfm




Maintenance Budgets 2012 - 1998

Code#Item

Administrative Costs Budget Actual Budget Actual Budget Actual Budget Actual Budget Actual Budget Actual

5724 Worker Group Salary 63,909$ -$ 42,900$ 27,197$ 35,770$ 24,494$ 28,750$ -$ 26,100$ -$ 52,000$ -$

5725 Worker Group Employment Taxes 5,113$ -$ 3,000$ 2,142$ 2,500$ 1,925$ 800$ -$ 1,200$ -$ 3,000$ -$

5726 Administrative Expense 2,000$ -$ 3,000$ -$ 2,500$ 215$ 2,500$ -$ 2,500$ -$ 2,500$ -$

5727 Tools 1,800$ -$ 1,800$ 1,237$ 1,500$ 1,594$ 2,000$ -$ 1,750$ -$ 1,750$ -$

5728 Mobile Phone Service 1,300$ -$ 1,000$ 792$ 1,000$ 1,386$ 900$ -$ 2,000$ -$ 1,500$ -$

5729 Vehicle Principal Expense -$ -$ -$ -$ 2,500$ 1,398$ 2,100$ -$ 2,000$ -$ 2,750$ -$

5730 Vehicle Expense 3,500$ -$ 3,500$ 2,807$ 3,500$ 2,473$ 3,500$ -$ 1,200$ -$ 2,250$ -$

5731 Maintenance Education 5,000$ -$ 500$ 46$ 500$ 16$ 500$ -$ 500$ -$ 1,250$ -$5732 Fire Safety Education 1,000$ -$ 250$ -$ -$ -$ -$ -$ -$ -$ -$ -$

5733 Parking Lease Expence for Truck 600$ -$ 600$ 350$ 600$ 600$ 600$ -$ 600$ -$ 600$ -$

5734 Supplies Restock 4,000$ -$ 2,200$ 2,066$ 2,000$ 772$ 2,000$ -$ 2,000$ -$ 1,000$ -$

5735 Vehicle Interest Expense -$ -$ -$ -$ -$ 45$ -$ -$ -$ -$ -$ -$

5736 Matching Grant 6,000$ -$ 4,000$ -$ 4,000$ 234$ 2,500$ -$ 4,000$ -$ 4,000$ -$

5737 Tool Room/Workshop Expense 8,000$ -$ -$ -$ -$ 60$ -$ -$ -$ -$ -$ -$

5738 Meetings -$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$

5739 Misc. Admin Expenses 2,500$ -$ 2,540$ 310$ 2,500$ 215$ 2,500$ -$ 2,500$ -$ 2,500$ -$

5740 Worker Group Health Care 9,600$ -$ -$ -$ -$ 4,800$ -$ -$ -$ -$ -$ -$

5741 Worker Group Retirement 2,556$ -$ -$ 165$ -$ 546$ -$ -$ -$ -$ -$ -$

5744 UPMC Guarantee Fund 350$ -$ 350$ 162$ 350$ 262$ 250$ -$ 350$ -$ 350$ -$

5745 Worker Group Training Funds 1,200$ -$ -$ -$ -$ 200$ -$ -$ -$ -$ -$ -$

Total Administrative Costs 118,428$ -$ 65,640$ 37,274$ 59,220$ 41,235$ 48,900$ -$ 46,700$ -$ 75,450$ -$

House Maintenance Costs

Minor Maintenance -$ -$ -$ -$ -$ 45,941$ 45,000$ -$ 45,000$ -$ 40,000$ -$

5701 Electrical 1,965$ -$ 3,000$ 763$ 3,000$ -$ -$ -$ -$ -$ -$ -$

5702 Fire Safety 1,965$ -$ 3,000$ 5,020$ 3,000$ -$ -$ -$ -$ -$ -$ -$

5703 Plumbing 1,965$ -$ 3,000$ 2,244$ 3,000$ -$ -$ -$ -$ -$ -$ -$5704 Heating/Ventilation 1,965$ -$ 3,000$ 255$ 3,000$ -$ -$ -$ -$ -$ -$ -$

5705 Walls/Floors/Ceilings 6,000$ -$ 3,000$ 152$ 3,000$ -$ -$ -$ -$ -$ -$ -$

5706 Doors/Windows 1,965$ -$ 3,000$ 3,730$ 3,000$ -$ -$ -$ -$ -$ -$ -$

5707 Appliances 1,965$ -$ 3,000$ 3,882$ 3,000$ -$ -$ -$ -$ -$ -$ -$

5708 Structural/Foundation 1,965$ -$ 3,000$ -$ 3,000$ -$ -$ -$ -$ -$ -$ -$

5709 Exterior Repairs 1,965$ -$ 3,000$ 517$ 3,000$ -$ -$ -$ -$ -$ -$ -$

5710 Landscaping 1,965$ -$ 3,000$ 2,492$ 3,000$ -$ -$ -$ -$ -$ -$ -$

5711 Weatherization/Energy Efficiency 2,500$ -$ 8,000$ -$ 10,000$ -$ 12,750$ -$ 15,000$ -$ -$ -$

5712 Preventative Inspection Repairs 1,965$ -$ 3,000$ -$ 3,000$ -$ -$ -$ -$ -$ -$ -$

5713 Building Inspection Repairs 1,965$ -$ 3,000$ 7,303$ 3,000$ -$ -$ -$ -$ -$ -$ -$

5714 Routine Maintenance 1,965$ -$ 3,000$ 3,215$ 3,000$ -$ -$ -$ -$ -$ -$ -$

5715 Miscellaneous 1,965$ -$ 3,000$ 2,121$ 3,000$ -$ -$ -$ -$ -$ -$ -$

5716 Pest Control 1,965$ -$ 3,000$ 33$ 3,000$ -$ -$ -$ -$ -$ -$ -$

5717 Lead Safety 4,000$ -$ -$ 447$ -$ -$ -$ -$ -$ -$ -$ -$

5718 Asbestos Safety 6,000$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$

Minor Maintenance Total 46,010$ -$ 53,000$ 32,174$ 55,000$ 45,941$ 57,750$ -$ 60,000$ -$ 40,000$ -$

Major Maintenance

0000 Capital Replacement Set-aside Fund -$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$

0000 Major Maintenance 321,678$ -$ 60,330$ 53,945$ 49,000$ 103,604$ 112,750$ -$ 98,400$ -$ 92,100$ -$

5742 Maintenance Loan Principal (Capital Improve from loan) 28,614$ -$ 27,020$ 15,514$ 24,900$ 25,326$ -$ -$ -$ -$ -$ -$

5743 Maintenance Loan Interest (Capital Improve from loan) 14,854$ -$ 16,450$ 9,847$ 20,100$ 18,150$ -$ -$ -$ -$ -$ -$

5707- Appliances (To be capitalized/replacements) 15,000$ -$ 33,600$ 4,931$ 36,400$ 17,125$ 16,150$ -$ 14,500$ -$ 15,600$ -$

Major Maintenance Total 380,146$ -$ 137,400$ 84,237$ 130,400$ 164,205$ 128,900$ -$ 112,900$ -$ 107,700$ -$

0000 Unexpected Expenses 12,000$ -$ 12,000$ -$ 10,000$ -$ 7,500$ -$ 5,000$ -$ 3,800$ -$

0000 Overruns/Surpluses -$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$

0000 Handicap Access -$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$

Final TOTAL 556,584$ -$ 268,040$ 153,685$ 254,620$ 251,381$ 243,050$ -$ 224,600$ -$ 226,950$ -$

Surplus/Overrun 556,584$ 114,355$ 3,239$ 243,050$ 224,600$ 226,950$

Increase from previous year 288,544$ 13,420$ 11,570$ 18,450$ (2,350)$ (45,150)$

108% 5% 5% 8% -1% -17%

Thornton Ave development project rehab(2011/12 FY) 573,900$

2006/072011/12 2010/11 2009/10 2008/09 2007/08



Maintenance Budgets 2012 - 1998

Budget Actual Budget Actual Budget Actual Budget Actual Budget Actual Budget Actual Budget Actual Budget Actual

48,950$ -$ 45,450$ -$ 1,600$ -$ 1,600$ -$ 2,500$ -$ 1,725$ 1,507$ 1,000$ 1,157$ -$ 704$

4,000$ -$ 9,000$ -$ 2,200$ -$ 5,000$ -$ 4,000$ -$ 4,693$ 6,612$ 3,500$ 7,753$ 2,700$ 4,818$

4,000$ -$ 2,800$ -$ 2,800$ -$ 4,500$ -$ 4,000$ -$ 4,000$ 5,249$ 1,700$ 6,868$ 1,500$ 3,439$

1,500$ -$ 1,000$ -$ 1,000$ -$ 1,500$ -$ 1,200$ -$ 2,500$ 4,489$ 2,500$ 3,111$ 1,500$ 4,708$

1,000$ -$ 1,100$ -$ 1,100$ -$ 1,100$ -$ 1,000$ -$ 1,000$ 1,482$ 850$ 1,255$ 650$ 1,309$

4,000$ -$ 1,000$ -$ 1,000$ -$ 1,000$ -$ 1,000$ -$ 4,000$ 6,772$ 2,000$ 2,000$ 1,000$ -$

2,000$ -$ 2,000$ -$ 2,500$ -$ 3,800$ -$ 3,500$ -$ 1,000$ 2,000$ 2,200$ 3,358$ 2,200$ 3,582$

300$ -$ 450$ -$ 800$ -$ 800$ -$ 2,000$ -$ 2,000$ 777$ 2,000$ 1,329$ 1,000$ 1,679$-$ -$ -$ -$ 350$ -$ 350$ -$ 500$ -$ 500$ -$ -$ -$ -$ -$

600$ -$ 600$ -$ 600$ -$ 650$ -$ -$ -$ -$ -$ -$ -$ -$ -$

750$ -$ 500$ -$ 500$ -$ -$ -$ -$ -$ -$ 182$ 500$ 1,726$ -$ 405$

-$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$

1,500$ -$ 2,000$ -$ 2,000$ -$ 2,000$ -$ 5,000$ -$ 5,000$ 972$ -$ 338$ 4,000$ -$

-$ -$ 700$ -$ 700$ -$ 650$ -$ 1,200$ -$ -$ 1,268$ 100$ 238$ -$ 2,220$

-$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$

2,500$ -$ 2,000$ -$ 1,400$ -$ 1,400$ -$ 1,000$ -$ 500$ 1,649$ 500$ 1,048$ -$ 1,339$

-$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$

-$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$

350$ -$ 350$ -$ 200$ -$ 200$ -$ 150$ -$ 150$ 98$ 150$ 144$ 150$ 198$

-$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$

71,450$ -$ 68,950$ -$ 18,750$ -$ 24,550$ -$ 27,050$ -$ 27,068$ 33,057$ 17,000$ 30,324$ 14,700$ 24,401$

40,000$ -$ 40,000$ -$ 43,800$ -$ 38,000$ -$ 17,530$ -$ 26,266$ 15,139$ -$ 49,200$ 43,864$ -$

-$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$

-$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$

-$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$-$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$

-$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$

-$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$

-$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$

-$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$

-$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$

-$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$

-$ -$ 22,653$ -$ 2,653$ -$ 2,653$ -$ 2,378$ -$ 4,556$ -$ 11,834$ -$ -$ -$

-$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$

-$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$

-$ -$ -$ -$ -$ -$ 5,800$ -$ 4,550$ -$ 5,170$ 2,374$ -$ 2,493$ 9,400$ -$

-$ -$ -$ -$ -$ -$ -$ -$ -$ -$ 1,885$ -$ -$ -$ -$ -$

-$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$

-$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$

-$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$

40,000$ -$ 62,653$ -$ 46,453$ -$ 46,453$ -$ 24,458$ -$ 37,877$ 17,513$ 11,834$ 51,693$ 53,264$ -$

-$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$

148,850$ -$ 137,600$ -$ 81,100$ -$ 138,760$ -$ 101,540$ -$ 81,290$ 60,535$ 148,944$ 140,963$ 211,750$ -$

-$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$

-$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$ -$

11,800$ -$ 12,000$ -$ 18,900$ -$ 24,000$ -$ 6,500$ -$ 6,000$ 6,377$ -$ 12,358$ -$ -$

160,650$ -$ 149,600$ -$ 100,000$ -$ 162,760$ -$ 108,040$ -$ 87,290$ 66,912$ 148,944$ 153,321$ 211,750$ -$

-$ -$

-$ -$ -$ -$ 18,000$ -$ 18,000$ -$ 10,000$ -$ 10,000$ 17,639$ -$ 16,751$ 2,850$ -$

-$ -$ -$ -$ -$ -$ (40,000)$ -$ -$ -$ -$ -$ 23,490$ -$ -$ -$

-$ -$ 2,437$ -$ 2,437$ -$ 2,437$ -$ 2,378$ -$ 12,034$ -$ -$ -$ 3,631$ -$

272,100$ -$ 283,640$ -$ 185,640$ -$ 214,200$ -$ 171,926$ -$ 174,269$ 135,121$ 201,268$ 252,089$ 286,195$ 24,401$

272,100$ 283,640$ 185,640$ 214,200$ 171,926$ 39,148$ (50,821)$ 261,794$

(11,540)$ 98,000$ (28,560)$ 42,274$ (2,343)$ (26,999)$ (84,927)$ 142,353$

-4% 53% -13% 25% -1% -13% -30% 99%

1998/991999/002005/06 2004/05 2003/04 2002/03 2001/02 2000/01

maintco agenda 4-5-2011

Documents