Language updated within EMS Levy Resolution

   During the July 12 Jones County Board of Supervisor meeting, the board took action to repeal and replace the EMS Levy Resolution from what was previously approved.

   The action was recommended by County Attorney Kristofer Lyons.

   "It doesn't change the levy rate," Lyons stipulated of the language changes. "We just need to make sure that we're in compliance with the law."

   The new resolution states:

   "Whereas, … the supervisors coordinated efforts with local EMS services agencies to establish a county EMS system advisory council to assist in research and assessing the service needs of the county and guiding implementation of services in the county within a council structure.

   "Whereas, … the supervisors are in receipt of a recommendation from the county EMS system advisory council, which recommends funding at a level of 35 cents per $1,000 of assessed value on all taxable property within the county…

   "Whereas, it is the intention of the … supervisors to issue the ad valorem property tax raise the funds for EMS."

   The language proposed on the ballot come the November election will state:

   "Shall the Jones County Board of Supervisors be authorized to impose an ad valorem property tax for the purpose of creation and maintenance of a stable revenue stream for its essential community EMS services, in the amount of 35 cents per $1,000 of assessed value on all taxable property within the county to be used for funding of EMS for a maximum period of 15 years?"

In other county business:

   • The board approved modifying staff hours for JETS.

   Misty Von Fossen, dispatch, will work five eight-hour days. JETS Manager Jamie Ginter will work four 10-hour days due to scheduling conflicts.

   “As long as things continue to work out,” noted Supervisor Joe Oswald of the change.

   “And not affect services,” added Supervisor Ned Rohwedder.

   • The board will start departmental reviews during their regular meeting on Aug. 2. Elected officials will also be asked to provide updates.

   • The board approved a clerical correction to the FY 2023 Salary Resolution.

   Auditor Whitney Hein explained that three county employees were left out of the original resolution.

   • The board repealed and replaced the Opioid Remediation Fund Resolution.

   • IT Coordinator Lisa Mootz met with the board to discuss back-up internet service.

   A recent breaker outage took down the fiber that feeds internet to the courthouse. This left offices without computer usage as well as phone service, which runs off the internet.

   Mootz said their main source of internet is Mediacom. Their back-up was DSL through CenturyLink.

   “We’ve added lots of technology since then,” Mootz said of over-powering the system.

   Since the outage, Mootz spoke with Maquoketa Valley Electric Coop (MVlink) who did a walk-through of the courthouse and Broadway Place Annex. Later this year, MVlink will be installed near the courthouse.

   Mootz told the board that it’s important that the county’s back-up provider be different than their main source in case of another outage.

   “We can balance our load between Mediacom and REC,” Mootz suggested. “So neither one is tasked.”

   MVlink is $299.95 a month. The county would need to upgrade the firewall, at a cost of $6,300 plus a maintenance fee. A three-year contract with MVlink comes at a cost of $11,600.

   • Sheriff Greg Graver brought an issue to the board’s attention concerning the union employee contract and the county handbook.

   A staff member within the jail has given notice to pursue a new job elsewhere. The jailer has not worked a full year yet with the county. The jailed is both a union employee and a county employee. However, Graver said the jailer would not be paid out of his/her vacation earned because he/she has not worked a full year for the county, according to the handbook. The union contract doesn’t dictate that an employee has to fulfill a full year.

   “The problem is the two don’t have the same language,” Graver said. “It creates confusion. The union contract is more binding than the handbook.”

   Graver said union employees should be compensated for their benefits earned. He offered to reach out to the county’s HR director on the matter to correct the language within the employee handbook.