HR Committee — Burlington, VT
Date: 2025-03-17
Time: 14:30

Monday, March 17, 2025, 2:30 PM, HR Conference Room, 200 Church St., Burlington,
 VT

2:30 pm, HR Conference Room, 200 Church St., Burlington, VT OR Remotely via ZOOM:
Please click the link below to join the webinar:
Zoom Link: https://zoom.us/j/94820907375?pwd=ZWdzWk5KTGp5K29vZ1dEd2dLaU9jQT09
Meeting ID: 948 2090 7375
Passcode: 616429



1. Approve Minutes
  Subject 1.1. Approve minutes from 02.03.25 Meeting
  Meeting March 17, 2025 - HRPC 03/17/2025 - Monday, March 17, 2025, 2:30 PM, HR
 Conference Room, 200 Church St., Burlington, VT


  Category 1. Approve Minutes

  Department Human Resources


  Type

  Recommended Action

2. Adopt Agenda
  Subject 2.1. Adopt Meeting Agenda
  Meeting March 17, 2025 - HRPC 03/17/2025 - Monday, March 17, 2025, 2:30 PM, HR
 Conference Room, 200 Church St., Burlington, VT
  Category 2. Adopt Agenda
  Department Human Resources


  Type

3. Public Forum

4. Policy Review
  Subject 4.1. Discuss / approve new policies to be added to the City of Burlington's
 Comprehensive Personnel Policy Manual


  Meeting March 17, 2025 - HRPC 03/17/2025 - Monday, March 17, 2025, 2:30 PM, HR
 Conference Room, 200 Church St., Burlington, VT


  Category 4. Policy Review

  Department Human Resources
  Type

  Recommended Action

5. Other Committee Business

6. Adjournment
  Subject 6.1. Motion to adjourn
  Meeting March 17, 2025 - HRPC 03/17/2025 - Monday, March 17, 2025, 2:30 PM, HR
 Conference Room, 200 Church St., Burlington, VT


  Category 6. Adjournment

  Department Council and Board


  Type

  Recommended Action

7. Informational and Non-Discrimination Statements
 The City of Burlington will not tolerate unlawful harassment or discrimination on the basis of political or religious
 affiliation, race, color, national origin, place of birth, ancestry, age, sex, sexual orientation, gender identity,
 marital status, veteran status, disability, HIV positive status, crime victim status or genetic information. The City
 is also committed to providing proper access to services, facilities and employment opportunities. The programs
 and services of the City of Burlington are accessible to people with disabilities. Individuals who require special
 arrangements, auxiliary aid, service for effective communication, or a modification of policies or procedures to
 participate in a program, service, or activity of the City of Burlington, should contact the office of the Title II
 Burlington ADA Coordinator at 802-865-7000 as soon as possible but no later than 48 hours before the scheduled
 event.

Monday, March 17, 2025, 2:30 PM, HR Conference Room, 200 Church St., Burlington,
 VT

2:30 pm, HR Conference Room, 200 Church St., Burlington, VT OR Remotely via ZOOM:
Please click the link below to join the webinar:
Zoom Link: https://zoom.us/j/94820907375?pwd=ZWdzWk5KTGp5K29vZ1dEd2dLaU9jQT09
Meeting ID: 948 2090 7375
Passcode: 616429



1. Approve Minutes
  Subject 1.1. Approve minutes from 02.03.25 Meeting
  Meeting March 17, 2025 - HRPC 03/17/2025 - Monday, March 17, 2025, 2:30 PM, HR
 Conference Room, 200 Church St., Burlington, VT


  Category 1. Approve Minutes

  Department Human Resources


  Type

  Recommended Action

2. Adopt Agenda
  Subject 2.1. Adopt Meeting Agenda
  Meeting March 17, 2025 - HRPC 03/17/2025 - Monday, March 17, 2025, 2:30 PM, HR
 Conference Room, 200 Church St., Burlington, VT
  Category 2. Adopt Agenda
  Department Human Resources


  Type

3. Public Forum

4. Policy Review
  Subject 4.1. Discuss / approve new policies to be added to the City of Burlington's
 Comprehensive Personnel Policy Manual


  Meeting March 17, 2025 - HRPC 03/17/2025 - Monday, March 17, 2025, 2:30 PM, HR
 Conference Room, 200 Church St., Burlington, VT


  Category 4. Policy Review

  Department Human Resources




 Page 1 of 11
  Type

  Recommended Action

5. Other Committee Business

6. Adjournment
  Subject 6.1. Motion to adjourn
  Meeting March 17, 2025 - HRPC 03/17/2025 - Monday, March 17, 2025, 2:30 PM, HR
 Conference Room, 200 Church St., Burlington, VT


  Category 6. Adjournment

  Department Council and Board


  Type

  Recommended Action

7. Informational and Non-Discrimination Statements
 The City of Burlington will not tolerate unlawful harassment or discrimination on the basis of political or religious
 affiliation, race, color, national origin, place of birth, ancestry, age, sex, sexual orientation, gender identity,
 marital status, veteran status, disability, HIV positive status, crime victim status or genetic information. The City
 is also committed to providing proper access to services, facilities and employment opportunities. The programs
 and services of the City of Burlington are accessible to people with disabilities. Individuals who require special
 arrangements, auxiliary aid, service for effective communication, or a modification of policies or procedures to
 participate in a program, service, or activity of the City of Burlington, should contact the office of the Title II
 Burlington ADA Coordinator at 802-865-7000 as soon as possible but no later than 48 hours before the scheduled
 event.




 Page 2 of 11
 Human Resources Policy Committee Meeting
 Monday, Feb. 3, 2025, 2:00 PM, HR Conference Room, 200 Church St., Burlington, VT

2 pm, HR Conference Room, 200 Church St., Burlington, VT OR Remotely via
ZOOM: Please click the link below to join the webinar:
Zoom Link: https://zoom.us/j/94820907375?pwd=ZWdzWk5KTGp5K29vZ1dEd2dLaU9jQT09
Meeting ID: 948 2090 7375
Passcode: 616429



Present:
Councilor Sarah Carpenter, Chair (SC)
Councilor Marek Broderick (MB)
Councilor Evan Litwin (EL)

Other in Attendance:
Lynn Reagan, HR Acting Director (LR)
Erin Jacobsen, Chief of Staff (EJ)
Meaghan Diffenderfer, HR Administrative Coordinator

Meeting called to order, 2:07 pm by Chair Carter

 1. Adopt Agenda

MB moves to adopt the agenda without the tentative executive session
EL seconds
All in favor, motion so moved and adopted


 2. Approve Minutes
MB moves to approve the minutes from the 12/2/24 meeting as written
EL Seconds
All in favor, motion so moved and approved



 3. Public Forum

None.

 4. Policy Review
 Subject 4.1. Burlington Police Department Press Releases
SC invited Chief of Staff Jacobsen to provide an update on the police department press policy. Included in
the agenda packet were two policies: the PPM policy that requires all department heads or designees to
confirm with the Mayor’s office on press releases, and Departmental Directive 30 (DD30)– a Departmental
Directive for the Police Department with detail on BPD should handle its own communications. Additionally
there was a copy of the executive order by the mayor on 1/8/25 clarifying those policies. The Chair invited
Erin to let us know if there are any updates.

 Page 3 of 11
EJ shared the mayor’s office has asked BPD to take up the review of DD 30 and to suggest any updates
they would like to see made by the end of the month, in order to provide the changes jointly to the Police
Commission at their next meeting. The Mayor’s Office has also asked that in doing the review, the BPD
consider policies of other VT jurisdictions (cities, VT State Police, and International Association of Chiefs of
Police, other trade institutions, etc) to take into consideration other policies and past practices. It is then
up to the commission to vote on that new directive. While it is not anticipated that Personnel Policy Manual
(PPM) will need to be updated, the Mayor’s Office will review if the city wide policy will need to be revised.
Since the office has been reviewing the press releases issued by BPD, they have provided very few edits,
but have asked some informative questions and made light edits. The floor was then opened for committee
member questions.

SC asks if any edits are made to DD 30, will that have to come forward to the Council, and if so, would it
come forward to this committee prior to the larger council?

EJ clarifies that this falls under BPD and the Police Commission. Edits will be made by those groups and
then brought forward to the full Council, not this committee. If there are any impacted changes made to
the PPM, those changes would then come forward to HRPC.

SC asks if the communication policies are on the City webpage.

EJ directs to Joe Magee, Director of Communications for the Mayor’s Office. She sees no reason why the
policies could not be on the website, and there have been no issues with the PPM policy with any personnel
or media. Large changes to the DD and PPM are not anticipated.

EL asks if the PPM needs to be revisited to clarify police communications or emergency communication.

SC clarifies her understanding that DD 30 is the clarification since there are so many different layers of
communications that come from BPD.

EL asks for clarification on the process of emergency communications (ex – when the public is at risk, like
a shooter at large.)

EJ provides clarification on the difference between an emergency communication and a press release. The
current practice is time sensitive emergency communications are sent out immediately. If there is a short
time frame for emergency communication or press release for review, that turnaround timeline is shared
by BPD staff when sent to the Mayor’s office for review. It has been a non-issue thus far.

Councilors discuss and point out that clarification to the public on the difference between a press release
and emergency communication may be helpful. EJ agrees this is one of the most helpful things councilors
can do in regards to this policy.

EL references a Seven Days article where the State Attorney advised that the press releases may violate a
“gag order.” Councilor Litwin asks if the City is reflecting on the guidelines set forth by the judge and
Attorney’s Office for DD30.

EJ Agrees and reflects that a lot of the material within DD30 is to be sure that communications coming
from DD30 aren’t violating any constitutional rights. The Mayor’s Office does want to be sure that those
guidelines are encapsulated in the policy.

EL asks for clarification that the turn around time set forth by BPD has not been an issue.

EJ shares that the longest time a release was not attended to by their office was by a few hours. It was
still reviewed before the press deadline. Reviewing the press releases is split between several members of
the Mayor’s Office, and no one has reported it being a cumbersome process.

EL asks if there is a template document to follow regarding what can and cannot be presented in a press
release.

EJ does not have one at this time, but Ingrid Jonas (Senior Advisor on Public Safety) has been looking into
it, as the Mayor’s Office has also identified it as a useful tool to have.

EL asks for an expansion on what clarifying questions or modifying information the Mayor’s Office has
asked when reviewing press releases.
 Page 4 of 11
EJ states any changes have been far and few between and very minor. The most recent one was that part
of the press release included court release conditions for a drug related arrest. The Mayor’s Office has
asked clarifying questions around what involves an incident with the police (which can include wellness
checks, if the person is a witness, etc.), and they are trying to differentiate instances of interaction versus
actual arrests. The end goal is for the policy to be efficient for BPD as well. There are also some tech tools
that can be utilizes to help generate the press releases.

EJ leaves the meeting at 2:41 pm.


 Subject 4.2. Review newly created ADA Interactive Process policy
LR provides an update on the ADA Interactive Process policy. This policy is cementing the practice that has
been in place by the department for years. In partnership with the City Attorney’s office, the HR office is
creating a clear outline of how ADA requests are being handled. This policy can then be referenced for any
public requests or for future use by the HR Department in the case of staff turnover. The policy is for
employees who made need accommodation to function in their role. Accommodations may be minor
(different keyboard/desk) or larger (private workspace, allowance of a service animal). The HR office
maintains confidentiality to every extent they can, but in some cases, need to inform the manager(s). This
process is initiated by the employee, and may require sharing medical information or working with a
healthcare professional to come up with an appropriate accommodation. The HR Office will then review the
accommodation ask to determine if it is reasonable to fulfil. At SCs recommendation, it will be brought
forward to the accessibility committee. The next steps for this policy are to be sent to all staff to have 15
days to review before it goes into effect.

EL asks if there is an appeal process.

LR will have to check to see if that would fall under grievance rights. There have not been incidents of
appeal. These decisions are not opinion based, but employment law. Determination of a reasonable
request is often around hardship on the City (monetarily or the impact on the employee to do their job in
full). If an accommodation requires a financial contribution by the city on behalf of the employee, that’s
when that factor comes into play. If we can keep the individual working, that’s what we want to do. We
have, for instance, purchased a new monitor. If a request costs thousands of dollars, that’s when deeper
evaluation may come into play.

SC asks if there is an external appeal process, and if so, if both internal and external appeal processes
should be laid out.

LR confirms she will look into it. The appeal could come to HRPC but it would have to be in executive
session and in a format that doesn’t violate HIPPA.

Councilors ask further clarifying questions around the potential grievance process. SC asks how claims of
discrimination are handles.

LR outlines the process: an internal investigation, or external as needed based on what employees are
involved in the claim.



 5. Department Head 360 Evaluation Update

LR provides updated on the Department Head 360 Evaluation process. There have been some slight
changes since the Committee last met. As this is the first time a Mayor has elected to roll out evaluations
in this format, there will not be any outside evaluators (including City Councilors and Commission
members). It will be strictly a self-evaluation, two peer departments heads, Chief of Staff and Deputy
Chief of Staff, and direct reports. The evaluation survey launched on January 31st and respondents will
have two (2) weeks to complete. All data will go to a member of the HR team who will then compile all
data, removing identifying information, and present it to the Mayor.

SC asks how commissions will evaluate department heads as they are tasked to, and if the information will
be provided to associated commissions.

LR clarifies this does not replace that process, but is in addition to it. Since the evaluations are
confidential, they will not be shared with commissioners.

MB agrees that the format should be kept separately, especially now that commissioners are not
appointing the department head. The feedback from staff and commissions are both valuable, but serve
 Page 5 of 11
different purposes. If this is under our purview, it would make sense for the HRPC to formalize that
process for commissions.

Councilors weighed the options of what if any information would be valuable to be presented to the Council
when reappointments come to a vote. They expressed they would feel more well-informed to know how
Department Heads are received by staff, since internal and external/public facing communications can be
different.

LR will bring this feedback back to the Mayor’s office.

 6. Other Committee Business

EL returns to the BPD Press Release conversation to see if there are any follow up recommendations the
Committee wants to provide.

SC confirms the follow up actions will be two-fold: a review of DD 30 by the Police Commission which will
then come forward to City Council, and if necessary, changes to the PPM will be made which will come
forward to HRPC for review before going to Council.

EL brings forward further questions he has, including: what is being submitted by BPD and what are the
actual modifications and edits being made to press releases, and if those edits are done in line with the
ethical guidelines set forth by the courts/attorneys office or by opinion; if all departments are subject to
this policy; if it’s only being enforced now because of ongoing litigation.

SC encourages committee members to reach out to EJ directly with their further questions, as she was
invited to this meeting to answer the questions during the earlier agenda item. If the Committee would like
to ask EJ to join for the next meeting, they may do so. Some of the questions brought forth are not under
the purview of this committee, and some of these questions can be reserved for when the policy comes
forward to the full Council.

LR confirms that the role of the HRPC is to take on policies and communications that impact the
employees, not the public.
The cancelled Executive Session will tentatively be held on 2/25 at 8:30 am to review a final policy.

The next meeting is on 3/17 at 2 pm in the HR Conference Room and via Zoom.

 7. Adjournment
Meeting adjourned by Chair SC at 3:37 pm.

 8. Informational and Non-Discrimination Statements
 The City of Burlington will not tolerate unlawful harassment or discrimination on the basis of political
 or religious affiliation, race, color, national origin, place of birth, ancestry, age, sex, sexual
 orientation, gender identity, marital status, veteran status, disability, HIV positive status, crime victim
 status or genetic information. The City is also committed to providing proper access to services,
 facilities and employment opportunities. The programs and services of the City of Burlington are
 accessible to people with disabilities. Individuals who require special arrangements, auxiliary aid,
 service for effective communication, or a modification of policies or procedures to participate in a
 program, service, or activity of the City of Burlington, should contact the office of the Title II
 Burlington ADA Coordinator at 802-865-7000 as soon as possible but no later than 48 hours before
 the scheduled event.




 Page 6 of 11
Page 7 of 11
 Interactive Process Policy

This policy describes the process by which the City will address requests for reasonable
accommodations for disabilities. This policy will apply to current employees, applicants, and
those to whom a job offer has been extended but whose service has not yet commenced. In the
case of an applicant or individual whose employment is pending, it is understood that the process
will look different than in the case of a current employee insofar as the timeline for decision-
making may limit discussions and information gathering.

What is a Disability?

The term “disability” means,

 (A) a physical or mental impairment that substantially limits one or more major life
 activities of such individual;

 (B) a record of such an impairment; or

 (C) being regarded as having such an impairment.

This definition is from 42 U.S.C. § 12102, which contains additional relevant definitions. HR
should consult with the City Attorney’s Office in deciding what constitutes a disability. Note that
substance abuse disorder is a disability to the extent that the individual is receiving treatment for
the disorder and is not currently using a substance. For more information, refer to the Americans
with Disabilities Act.

What Is a Reasonable Accommodation for a Disability?

A reasonable accommodation includes any of the following:

 (1) A modification or adjustment to a job application process to enable a qualified applicant
 with a disability to be considered for the position.
 (2) Modifications or adjustments to the work environment, or to the manner or circumstances
 under which the position held or desired is customarily performed, to enable a qualified
 individual with a disability to perform the essential functions of that position.
 (3) Modifications or adjustments that enable employees with disabilities to enjoy equal
 benefits and privileges of employment as similarly situated employees.

A modification or adjustment is not considered a reasonable accommodation if it will cause undue
hardship for the City as the employer. Undue hardship may take four forms:

 (1) Even with the modification or adjustment, the employee (or applicant or pending
 employee) still will not be able to do the essential functions of the job. An essential
 function is a core duty or competency. Each position in the City has enumerated duties
 and competencies associated with that position, but not every duty or competency is core.
 It would be a reasonable accommodation to excuse an employee from a non-core duty or
 competency because of a disability. However, core duties and competencies cut directly
 to the reason the job exists. For example, an employee hired to do manual labor cannot be

 1


 Page 8 of 11
 excused from performing all manual tasks because of a disability. That would undercut
 the reasons the position exists.
 (2) The modification or adjustment would enable the employee to perform essential functions
 of the job, but would impose a cost that is excessive relative to all available resources.
 (3) Allowing the modification or adjustment poses a “direct threat” to the health or safety of
 the employee or others. Determination of a direct threat requires substantial evidence that
 the threat is significant, actual, and currently existing.

What Are Some Examples of Potentially Reasonable Accommodations?1

 (1) Job restructuring, typically through reassigning tasks within a department.
 (2) Allowing an employee to take advantage of protected leave or leave provided as an
 employee benefit.
 (3) Modification of work from home policies.
 (4) Modified workplace policies (e.g., allowing an insulin-dependent employee to eat at desk
 even if otherwise not allowed).
 (5) Use of a service animal. For more information, please see:
 https://www.ada.gov/resources/service-animals-2010-requirements/.
 (6) Modified or part-time schedule, which may affect the employee’s compensation subject
 to personnel rules and/or a collective bargaining agreement. This option is not preferred
 but should be considered where the employee requests it or the alternative is dismissal.
 (7) Reassignment to another position for which the employee is qualified, which may affect
 the employee’s compensation subject to personnel rules and/or a collective bargaining
 agreement. This option is not preferred but should be considered where the employee
 requests it or the alternative is dismissal.
How Will the City Be Informed of the Need for a Reasonable Accommodation?

 (1) The need for the accommodation may be obvious.
 (2) The employee may request the accommodation orally or in writing. The employee does
 not need to use the magic words, “I need to request an accommodation”. All that is required
 is that the employee make clear the need for a modification or adjustment based on a
 disability. “I need a more comfortable chair” is not an example of a request for a reasonable
 accommodation, but “I need a more comfortable chair because I have a back problem” is.
 (3) Someone may also request the accommodation on behalf of the employee, such as a doctor
 or a spouse.2

What Information Can the City Require?

The City needs to verify that the employee has a disability, and the City needs to know how the
disability affects the employee’s ability to do their job. If the employee’s needs are clear, then the
City should not request further information. A discussion with the employee may also satisfy this
purpose. Where more information is necessary, the City should request reasonable documentation.

1 These may not necessarily be reasonable in all circumstances. Refer to factors in previous
section.
2 The receipt of a request from a third party does not, in itself, authorize staff to continue to

communicate with the third party rather than the employee.

 2


 Page 9 of 11
Where appropriate, this should include medical records, but the City may not require the employee
to provide more documentation than is reasonably necessary to establish the existence of the
disability and its effect on the employee’s ability to perform job functions. The employee is free
to provide more information than requested.

How Will a Reasonable Accommodation Be Selected?

If the employee proposes an accommodation that appears reasonable on its face, then the
accommodation shall be implemented with no further process. If the accommodation is not
reasonable on its face, one or more meetings shall be noticed in writing in which the employee, a
representative of HR, a supervisor if appropriate, an attorney in the City’s Attorney Office if
appropriate, and appropriate representatives of the employee shall participate. The meeting or
meetings should be recorded with the employee’s informed consent.

The goal of the meeting or meetings will be to brainstorm possible accommodations and to
consider whether any proposed accommodation is reasonable. Any agreed upon solution should
be documented in an informal writing. No accommodation should be rejected unless the employee
refuses it or unless the reasons it is not reasonable are supported by substantial evidence and
documented in writing. The City has the burden of explaining why an accommodation is not
reasonable.

Experts may be consulted as appropriate during the process, and the City should request
clarification whenever appropriate. The employee is expected to participate fully in the process
and to respond to reasonable requests for information or clarification in a timely manner.
Reasonable accommodations may be appropriate to help the employee participate and respond.

How Will Privacy Be Maintained?

All medical records, written requests for an accommodation, or records of the deliberative process
shall be kept in the employee’s personnel file and shall be available only to HR personnel,
supervisors on a need-to-know basis, attorneys in the City Attorney’s Office on a need-to-know
basis, the employee, other public agencies when requested pursuant to applicable law for
investigatory or legal compliance purposes, or otherwise when legally required.

What Happens If a Reasonable Accommodation Cannot Be Identified?

An employee may be terminated, subject to applicable law if:

 (1) The employee cannot perform essential job functions because of a disability, and
 (2) A reasonable accommodation was not identified through the interactive process or the
 employee refused a reasonable accommodation that would enable the employee to perform
 essential job functions.




 3


 Page 10 of 11
Market Factor
When it is determined by the Human Resources Director that the current Willis Compensation Plan is
insufficient to accurately calculate a Grade then the Human Resources Director and CAO may elect to conduct
an external market factor analysis. The purpose of an analysis is to align salaries with prevailing market rates
while maintaining internal equity and fiscal responsibility and to provide flexibility in offering competitive
salaries for positions with significant recruitment challenges. A market factor position salary will follow the
City’s current pay scale by having fifteen (15) steps within this new market factor Grade created. If an
employee is in a position that transitions from a Willis identified Grade to a market factor Grade then their
new rate of pay will be determined using Human Resource’s Step Placement process. To the extent that
previous relevant experience equals or exceeds the minimum necessary knowledge and skills, job duties, and
responsibilities of the position being held, those specific and relevant years of experience (less the minimum
number of years of experience required in the position description) may be converted to additional steps at a
3:1 ratio, up to and including the maximum of step five (5).




 Page 11 of 11

Human Resources Policy Committee Meeting
 Wednesday, March 17, 2025, 2:30 PM, HR Conference Room, 200 Church St.,
 Burlington, VT

 2:30 pm, HR Conference Room, 200 Church St., Burlington, VT OR Remotely via
 ZOOM: Please click the link below to join the webinar:
 Zoom Link: https://zoom.us/j/94820907375?pwd=ZWdzWk5KTGp5K29vZ1dEd2dLaU9jQT09
 Meeting ID: 948 2090 7375
 Passcode: 616429



Present:
Councilor Sarah Carpenter, Chair (SC)
Councilor Marek Broderick (MB)
Councilor Evan Litwin (EL)

Other in Attendance:
Lynn Reagan, HR Acting Director (LR)
Meaghan Diffenderfer, HR Administrative Coordinator

Meeting called to order, 2:32 pm by Chair Carter

 1. Adopt Agenda

MB moves to adopt the agenda without the tentative executive session
EL seconds
All in favor, motion so moved and adopted


 2. Approve Minutes
MB moves to approve the minutes from the 2/3/25 meeting as written
EL Seconds
All in favor, motion so moved and approved



 3. Public Forum

None.

 4. Policy Review
 Subject 4.1. Discuss / approve new policies to be added to the City of Burlington's
 Comprehensive Personnel Policy Manual

LR leads discussion around policy review of the new Interactive Process Policy and Market Factor policy.
Employee comments were shared with the committee.

Committee members asked clarifying questions.
MB moves to bring the policies forward to City Council.
EL seconds.
All in favor, motion so moved and accepted.

Next steps: Lynn will present policies to Board of Finance/Council, and Councilor Carpenter will add it to
consent agenda.



 5. Other Committee Business

Last committee meeting as this group, with presumed carry-over after organization day on 4/7. Should
know first week in April what committee make-up will be.

LR provided an update on the timeline of the BPOA and BFFA negotiations.

 7. Adjournment
Meeting adjourned by Chair SC at 3:00 pm.

 8. Informational and Non-Discrimination Statements
 The City of Burlington will not tolerate unlawful harassment or discrimination on the basis of political
 or religious affiliation, race, color, national origin, place of birth, ancestry, age, sex, sexual
 orientation, gender identity, marital status, veteran status, disability, HIV positive status, crime victim
 status or genetic information. The City is also committed to providing proper access to services,
 facilities and employment opportunities. The programs and services of the City of Burlington are
 accessible to people with disabilities. Individuals who require special arrangements, auxiliary aid,
 service for effective communication, or a modification of policies or procedures to participate in a
 program, service, or activity of the City of Burlington, should contact the office of the Title II
 Burlington ADA Coordinator at 802-865-7000 as soon as possible but no later than 48 hours before
 the scheduled event