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RES 2026-23 Amendment HR PoliciesTOWN OF TROPHY CLUB RESOLUTION NO. 2026 - 23 A RESOLUTION OF THE TOWN COUNCIL OF THE TOWN OF TROPHY CLUB, TEXAS, APPROVING AN AMENDMENT TO THE HUMAN RESOURCES POLICIES MANUAL, SECTION TM — 514 "COMPENSATION POLICY", TO REVISE THE FIRE/EMS PAY PERIOD FOR SECTION 207(k) EMPLOYEES FROM A FOURTEEN (14) DAY PAY PERIOD TO A TWELVE (12) DAY PAY PERIOD, AS SET FORTH IN EXHIBIT "A", AND ADDING NEW SECTION TM — 555 MUNICIPAL FLEET ELECTRIC VEHICLE CHARGING POLICY, AS SET FORTH IN EXHIBIT "B", ATTACHED HERETO AND INCORPORATED HEREIN; AND PROVIDING AN EFFECTIVE DATE. WHEREAS, pursuant to the Town Charter, the Town Council is designated as the approving authority for all municipal policies, including those governing human resources; and WHEREAS, the Town of Trophy Club Human Resources Policies Manual outlines the Town Council's established directive for various employee related matters; and WHEREAS, the Town Council is dedicated to maintaining a competitive employee benefit package to retain and recruit highly qualified employees; and WHEREAS, the Town Council adopted the Town of Trophy Club Human Resources Policies Manual on October 14, 2024, by Resolution 2024-19, as amended by Resolution 2025-23 on October 27, 2025, and the Town Council finds and determines that the adoption of amendments to Section TM-514 "Compensation Policy", which is attached to this Resolution as Exhibit "A", is necessary and the same hereby replaces and supersedes the previously adopted Section TM-514 "Compensation Policy"; and WHEREAS, the Town Council finds and determines that the adoption of new Section TM-555 "Municipal Fleet Electric Vehicle Charging Policy" is necessary and provides policy direction for the use of Town -owned fleet charging stations; and WHEREAS, upon consideration, the Town Council finds and determines that it is in the best interest of the Town to approve the amended Section TM-514 "Compensation Policy", as set forth in Exhibit "A," to revise the Fire/EMS pay period from fourteen (14) days to twelve (12) days and to add new Section TM-555 "Municipal Fleet Electric Vehicle Charging Policy" as set forth in Exhibit "B"; NOW, THEREFORE, BE IT RESOLVED BY THE TOWN COUNCIL OF THE TOWN OF TROPHY CLUB, TEXAS, THAT: Section 1. The facts and recitals set forth in the preamble of this Resolution are hereby found to be true and correct. Section 2. The Town Council has reviewed the amendments to Section TM-514 "Compensation Policy" of the Town of Trophy Club Human Resources Policies Manual, and hereby adopts the said amendments as set forth in Exhibit "A", a copy of which is attached hereto and incorporated herein in its entirety. RESOLUTION 2026-23 PAGE 2 Section 3. The Town Council has reviewed new Section TM-555 "Municipal Fleet Electric Vehicle Charging Policy" of the Town of Trophy Club Human Resources Policies Manual and hereby adopts the new section as set forth in Exhibit "B", a copy of which is attached hereto and incorporated herein in its entirety. Section 4. The Town Manager is authorized to approve minor adjustments in compensation, as may be required by law, including, but not limited to, any equitable adjustments necessary to provide accurate and fair compensation, if any, due to the change in schedule, subject to final review and approval by the Town Attorney. Section 5. This Resolution shall take effect immediately upon its passage and approval. PASSED AND APPROVED by the Town Council of the Towf Trophy Club, Texas, on this 12th day of October 2026. Rowe, Mayor Pro Tem ATTEST: APPROVED AS TO FORM: Den Roggia, ow r-Morney RESOLUTION 2026-23 PAGE 3 EXHIBIT A SECTION TM-514 "COMPENSATION POLICY" TOWN OF T-C---sr TROPHY CLUB Compensation Policy Policy Number TM - 514 Implementation Date: 10/27/2025 Last Revised Date: 10/12/2026 Policy Contact: Director of Human Resources Council Resolution Number 2025-23, 2026-23 This Policy requires Town Council approval. 1. STATEMENT OF PURPOSE The purpose of the Town's Compensation Policy is to establish a clear and equitable framework for employee compensation that supports the recruitment, retention, and recognition of a highly qualified and motivated workforce. This policy reflects the direction and philosophy of the Town Council and is grounded in principles of transparency, market competitiveness, internal equity, and legal compliance. The Town is committed to maintaining a compensation structure that aligns with the value of each position, supports consistent movement within established salary ranges, and rewards performance through merit-based increases when applicable. The Compensation Plan is designed to comply with all applicable federal and state laws, including the Fair Labor Standards Act (FLSA), and incorporates various forms of compensation as outlined in this policy to support a comprehensive and fair approach to total rewards. 2. POLICY It is the policy of the Town to administer a fair, consistent, and competitive compensation program that supports the Town's goals and operational needs. Compensation shall be based on job responsibilities, market conditions, internal equity, and individual performance, while ensuring compliance with all applicable federal and state laws. The Town's Compensation Policy applies to all employment classifications and is intended to promote transparency, fiscal responsibility, and the long-term sustainability of the Town's workforce. 3. COMPENSATION PAY PLAN A. Town Council shall approve the Compensation Pay Plan to establish the base salary Pay Range of all Town Classifications during the budget process. The Town Manager is authorized to make adjustments to the Compensation Pay Plan throughout the year Compensation Policy as necessary to accommodate organizational needs. This may include new classifications or reclassifications, as needed. B. The Town Manager and/or their designee shall conduct an annual review to ensure the Town is remaining competitive and paying fair market value for the duties performed. The annual review and recommendation to Town Council may include the following data: (1) A compensation study of the Town's Benchmark Agencies (2) Federal Cost of Living Adjustment (3) Metroplex municipalities annual pay adjustments (4) Dallas/Fort Worth Living Wage The Town shall conduct a comprehensive Compensation Study of the Town's Benchmark Agencies at least every three years, and will strive to set the minimum pay range for each classification at the 50th Percentile. C. Benchmark Agencies The Town Council has established Benchmark Agencies consisting of comparable and competitive local municipalities, to compare compensation data to ensure the Town is paying fair market value for the services rendered and duties performed by all classifications within the Town. The Town's 16 Benchmark Agencies are as follows: Comparable Competitors Azle Coppell Forest Hill Flower Mound Highland Village Grapevine Glenn Heights Justin Melissa Keller Mineral Wells Northlake Red Oak Roanoke Royse City Southlake D. Town Officer Authority The Town Manager has the authority to set staff salaries within the Pay Range and budget set forth by Town Council. E. Performance Merit Increases During the annual budget process, Town Council shall consider appropriating funding for performance merit increases for employees meeting performance standards. Compensation Policy Approved October 27,2025; Amended October 12, 2026 Page 2 of 10 Compensation Policy 4. FLSA WORK PERIODS A. Standard Work Period For the purposes of compliance with the Fair Labor Standards Act (FLSA), the official Work Period for all employees, excluding those covered under Section 207(k), is a seven-day period that begins at 12:00 a.m. on Sunday and ends at 11:59 p.m. on Saturday. B. Police Employees - Section 207(k) Employees (1) In accordance with Section 207(k) of the Fair Labor Standards Act (FLSA), also referred to as 7k Schedule, the Town has established a 14-day Work Period for eligible law enforcement personnel. (2) The official 207(k) Work Period begins at 12:00 a.m. on Sunday and ends at 11:59 p.m. on the second Saturday following the start date. (3) Only employees who meet the FLSA definitions for law enforcement activities are covered under the Section 207(k) exemption. This includes the following classifications: Police Officer, Police Sergeant, Police Detective. Non-sworn or administrative roles are not eligible for the 207(k) exemption. C. Fire Employees - Section 207(k) Employees (1) In accordance with Section 207(k) of the Fair Labor Standards Act (FLSA), also referred to as 7k Schedule, the Town has established a 12-day Work Period for eligible fire protection personnel. (2) The official 207(k) Work Period begins at 12:00 a.m. on the first day of the pay cycle and ends at 11:59 p.m. on the last day of the 12 day pay cycle. (3) Only employees who meet the FLSA definitions for fire protection activities are covered under the Section 207(k) exemption. This includes the following classifications: Firefighter, Driver Engineer, and Fire Captain. Part-time firefighters working sporadic, irregular schedules and other civilian or administrative roles are not eligible for the 207(k) exemption. 5. PAY PERIOD AND PAYDAY A. The Town's standard pay period is a biweekly (14-day) cycle. Each pay period begins at 12:00 a.m. on Sunday and ends at 11:59 p.m. on the second Saturday following. Employees are paid for all hours worked during this period in accordance with the Town's payroll schedule and applicable laws. Compensation Policy Approved October 27, 2025; Amended October 12, 2026 Page 3 of 10 Compensation Policy B. The Town's payday occurs on the Friday immediately following the end of each pay period. Paychecks or direct deposits will be issued no later than this day to ensure timely compensation for all eligible employees. If the scheduled payday falls on a Town-observed holiday, payday will be advanced to the preceding business day. C. Pay Upon Separation Employees who separate from employment with the Town will receive their final paycheck, including any earned but unused leave or other final payments owed, on the next regular payday following their separation date. 6. PAYROLL DEDUCTIONS A. Employment with the Town requires certain payroll deductions. Deductions from pay will be made under the following circumstances: (1) As required by law. (2) For voluntary programs available to all regular employees, with individual consent and Town Manager approval. (3) To cover costs of fringe benefits or special programs authorized by the Town Manager. (4) To recover amounts owed to the Town for reasons including, but not limited to: a. Erroneous payments made to the employee. b. Loss, damage, or theft of Town property or equipment. c. Failure to meet conditions of the Tuition Reimbursement Program. d. Non-equipment related costs such as expense account overages, or excessive phone charges,. e. Specialized training where the employee has failed to meet certain requirements of the Town providing funding for that training. B. Repayments (except final paycheck adjustments) will be deducted over the same period in which the payments were originally made. An employee may request a modification to the repayment schedule to either repay the amount in full or to extend the repayment period to prevent undue financial hardship. 7. RATES OF PAY A. Hourly Rate The Hourly Rate of pay for each employee is that amount the employee is designated to receive within the salary range for the employee's job classification. The Hourly Rate of pay does not include certification pay, incentive, or allowance. Compensation Policy Approved October 27, 2025; Amended October 12, 2026 Page 4 of 10 Compensation Policy B. FLSA Regular Rate Under the Fair Labor Standards Act (FLSA), the Regular Rate of Pay includes an employee's hourly rate plus most other forms of compensation, including but not limited to nondiscretionary incentives, longevity, and differentials. This rate is used to calculate overtime pay for all non-exempt employees. C. FLSA Overtime Rate The FLSA Overtime Rate for non-exempt employees is calculated at one and one- half times their FLSA Regular Rate of Pay. 8. OVERTIME PAY LIABILITY A. Overtime Authorization Employees are not permitted to work overtime without prior authorization from their immediate supervisor or Department Director. Working unauthorized overtime may result in disciplinary action, up to and including termination. B. FLSA Standard Work Period Non-Exempt Employees subject to the FLSA Standard Work Period, as defined in section 4.A above, will be paid the FLSA Overtime Rate for all hours worked in excess of 40 Work Hours in the Work Period. FLSA Exempt Employees are not eligible for overtime. C. Section 207(k) Employees (Police) Non-Exempt Police Employees subject to the FLSA Section 207(k), as defined in section 4.B above, will be paid the FLSA Overtime Rate for all hours worked in excess of 80 Work Hours in the Work Period. D. Section 207(k) Employees (Fire) Non-Exempt Fire Employees subject to the FLSA Section 207(k), as defined in section 4.0 above, will be paid the FLSA Overtime Rate for all hours worked in excess of 91 Work Hours in the 12-day Work Period. E. Work Hours Work Hours for the purpose of calculating FLSA Overtime, includes all hours physically worked. In addition, vacation and personal leave are counted as hours worked. All other leave types are not considered time worked. Compensation Policy Approved October 27,2025; Amended October 12, 2026 Page 5 of 10 Compensation Policy F. Compensatory Time (CTO) (1) Exempt employes are not eligible to earn CTO. (2) Non-exempt employees are eligible to earn CTO in lieu of overtime pay, subject to advance approval by both the employee and their Supervisor or Department Director. (3) CTO is earned at the rate of 1.5 hours of compensatory time for each hour of authorized overtime worked. (4) Eligible employees may accrue a maximum of 48 hours of CTO. (5) Use of compensatory time must be scheduled in advance and is subject to supervisory approval based on operational needs. (6) Payout of CTO a. The Town reserves the right to pay out all or part of any accrued CTO at any time, at the employee's current Regular Rate of pay. b. Upon separation from employment, employees will be compensated for all unused CTO at their Regular Rate at the time of separation. 9. DISASTER RESPONSE The Town will determine compensation and leave usage during emergencies based on applicable laws, local policy, and the nature of the incident. This may include administrative leave, emergency pay, or alternate work arrangements, as authorized by the Town Manager. 10. ADDITIONAL PAYS A. Longevity Pay (1) Longevity pay recognizes and rewards continued, loyal service by Regular Full- time employees of the Town. (2) All Regular Full-time employees that have completed at least 12 full months of Full-time service are eligible to receive longevity pay. (3) Employees that have reached 12 months of Full-time service by December 31 each year will be eligible for that years Longevity Payment. Compensation Policy Approved October 27, 2025; Amended October 12, 2026 Page 6 of 10 Compensation Policy (4) Longevity pay is issued annually in December via a separate check. Except as provided in subsection (5) below, employees must be in active status on the issuance date to receive payment. Employees completing the required service within the year will receive eligible amounts in that December's payment. (5) Police and Fire employees who separate from employment before the annual longevity payout date will receive a pro-rated longevity payment based on the number of full months worked during the calendar year. (6) Paid leave counts toward continuous service. (7) Any break in service resets longevity accrual from the rehire date. (8) A month is counted as completed if the employee began work on or before the 15th of that month or left Town employment on or after the 16th of the month. (9) Pay amount will be determined by the Town Manager each year and in compliance with applicable laws and approved by Town Council in the budget. 61 months or more a. Maximum annual payment: $2,000 (10) Longevity Pay is subject to all applicable tax withholdings and TMRS contributions. B. Step Up Pay (1) Step-Up Pay is provided to compensate sworn Police and Fire employees who are temporarily assigned to perform the duties of a higher-level position for a limited period, such as covering a shift or cycle. (2) Eligibility and Scope a. Step-Up Pay applies exclusively to sworn Police and Fire personnel. b. The assignment must involve the performance of a higher-level classification's full range of duties for a short-term period (e.g., one shift or duty cycle). c. Any assignment lasting a full pay period or longer will be treated as a Temporary Reassignment and will follow the Working Conditions Policy. d. Step-Up Pay applies only for the time period in which the employee performs the higher-level duties. e. Step-Up Pay does not constitute apromotion, reclassification, or permanent assignment to the higher-level position. Compensation Policy Approved October 27, 2025; Amended October 12, 2026 Page 7 of 10 Compensation Policy (3) Approval and Documentation a. All Step-Up assignments must receive prior approval from the Department Director or designee. b. Employees must be qualified for the higher-level role and capable of performing the full scope of responsibilities. c. Supervisors are responsible for verifying qualifications before authorizing the assignment. Failure to properly verify qualifications may result in disciplinary action. d. Employees must accurately record all Step-Up assignments on their timesheet using the designated Step-Up code. (4) Compensation Employees approved for Step-Up Pay shall receive at least 5% pay increase, or the minimum pay rate for the higher-level classification, whichever is greater. C. Certification and Incentive Pay (1) Certification Pay a. The Town encourages and supports professional development through training and certification programs that enhance employee skills and improve service to the community. b. Regular full-time employees may be eligible to receive Certification Pay for obtaining and maintaining approved professional certifications and licenses that are directly related to their job duties. c. Employees can only receive Certification Pay for one certification in each category, such as multiple IT certifications or law enforcement certifications. If an employee holds multiple certifications in the same category, only the highest-level one will be used to determine the pay. d. Employees are responsible for notifying their supervisor upon obtaining a new certification or license. In addition, employees are responsible for notifying their supervisor when their certification or license expires. e. Supervisors are responsible for completing and submitting a Personnel Change Notice, along with a copy of the certification or license, to the Department of Human Resources. In addition, supervisors are responsible for submitting a Personnel Change Notice to terminate the Certification Pay. Compensation Policy Approved October 27, 2025; Amended October 12, 2026 Page 8 of 10 Compensation Policy f. Employees are not eligible to receive back pay for Certification Pay, unless authorized by the Town Manager. (2) Incentive Pay a. Regular full-time employees may be eligible for Incentive Pay for performing specialized duties that contribute to enhanced efficiency, effectiveness, or service delivery within Town operations. b. Departments that identify the need for an employee to receive Incentive Pay, or the need to terminate the Incentive Pay must submit a Personnel Change Notice to the Department of Human Resources. c. Employees are not eligible to receive back pay for Incentive Pay unless authorized by the Town Manager. (3) The Town Manager shall have authority to establish a certification and incentive list and corresponding monthly compensation amounts. D. Shift Differential Pay (1) Sworn Police Employees will receive 2% Shift Differential pay for all hours worked between 6:00 pm and 6:00 am. (2) Employees must accurately record shift differential assignments on their timesheet using the designated PD Nights code. DEFINITIONS Classification A defined job title or role within the Town's organizational structure, assigned a specific salary range based on duties, responsibilities, and qualifications. PROCEDURES AND FORMS • Personnel Change Notice REGULATORY REFERENCES • Fair Labor Standards Act (FLSA), 29 U.S.C. § 201 et seq. • Internal Revenue Code (IRC) Compensation Policy Approved October 27, 2025; Amended October 12, 2026 Page 9 of 10 Compensation Policy • Texas Government Code, Title 6, Subtitle B — Municipal Officers and Employees • Texas Labor Code, Chapter 61 — Payment of Wages • Texas Local Government Code, Chapter 141 — Compensation and Benefits • Texas Municipal Retirement System (TMRS) Guidelines • U.S. Department of Labor Wage and Hour Division Regulations SUPERSEDES Compensation Policy —TC-001 Human Resources Policy and Procedure Manual Section: 402 — Compensation Compensation Policy Approved October 27, 2025; Amended October 12, 2026 Page 10 of 10 RESOLUTION 2026-23 PAGE 4 EXHIBIT B SECTION TM-555 "MUNICIPAL FLEET ELECTRIC VEHICLE CHARGING POLICY" TOWN OF C TROPHY CLUB Municipal Fleet Electric Vehicle Charging Policy Policy Number TM - 555 Implementation Date: 10/12/2026 Last Revised Date: Policy Contact: Human Resources Council Resolution Number 2026-23 This Policy requires Town Council approval. 1. STATEMENT OF PURPOSE The purpose of this policy is to establish clear requirements for the authorized, safe, and accountable use of electric vehicle charging stations owned, leased, or controlled by the Town. The policy reserves Town Fleet Charging Stations for Town Fleet Vehicles, protects the availability of charging equipment for Town operations, and prohibits the use of Town resources to charge Personal or Private Vehicles. 2. POLICY It is the policy of the Town that Town Fleet Charging Stations shall be used solely to charge eligible Town Fleet Vehicles while conducting or supporting official Town business. Town Fleet Charging Stations are not public or employee charging stations. Personal or Private Vehicles may not use Town Fleet Charging Stations or other Town electrical equipment for vehicle charging. Unauthorized use, tampering, negligent handling, or misuse may result in disciplinary action, repayment obligations, removal of the vehicle, or other appropriate corrective action, including, but not limited to, any action under Texas Penal Code § 39.02 - Abuse of Official Capacity. 3. SCOPE This policy applies to all Town employees, elected and appointed officials, volunteers, contractors, vendors, visitors, and members of the public. It applies to all electric vehicle supply equipment, charging cables, access credentials, parking spaces designated for charging Town Fleet Vehicles, Town property electrical outlets, and related infrastructure owned, leased, or controlled by the Town and designated for Town fleet use. This policy does not guarantee the availability, compatibility, charging speed, or continuous operation of any Town Charging Station. Charging equipment may from time to time be restricted, disabled, relocated, or removed at any time based upon operational, maintenance, safety, budgetary or other Town needs. Municipal Fleet Electric Vehicle Charging Policy 4. AUTHORIZED USE AND ACCESS A. Town Fleet Vehicles Only Town Fleet Charging Stations may be used only by electric or plug-in hybrid vehicles owned or leased by the Town and assigned for official Town operations. A personal vehicle does not become eligible for charging because it is occasionally used for Town business, qualifies for mileage reimbursement, or is driven by an employee receiving a vehicle allowance. B. Prohibited Personal or Private Use Employees, officials, volunteers, contractors, vendors, visitors, and members of the public may not use a Town fleet charging station to charge a Personal or Private Vehicle. Personal or Private Vehicles may not be connected to wall outlets, extension cords, portable chargers, adapters, or other Town electrical equipment for vehicle charging. C. No Public or Workplace Charging Service Town Fleet Charging Stations are not open to the public and do not constitute an employee workplace-charging benefit. D. Signage and Access Controls Town Fleet Charging Stations shall be clearly marked "Town Fleet Vehicles Only - No Personal or Public Charging." The Town may use methods to restrict and monitor access to the electric charging stations. 5. CHARGING AND PARKING REQUIREMENTS A. Operational Priority Charging access shall be managed according to operational need. Public safety, emergency response, and other time-sensitive service vehicles may receive priority as determined by the Department Director responsible for the charging station. Any unresolved conflict between departments shall be referred to the Town Manager. B. Active Charging A vehicle may occupy a fleet charging space only while it is actively charging or staged for charging. Vehicles shall be moved promptly when charging is complete or when directed to allow access for another Town Fleet Vehicle. Municipal Fleet Electric Vehicle Charging Policy Page 2 of 5 Municipal Fleet Electric Vehicle Charging Policy C. Safe Use of Equipment Employees shall follow manufacturer instructions and all applicable Town safety procedures when using charging equipment. Charging cables must be positioned to prevent trip hazards, protected from vehicle traffic, and properly secured or returned to the charging unit after use. Only Town-approved adapters and accessories may be used. D. Equipment Defects or Damage Damaged, malfunctioning, or unsafe charging equipment shall not be used. Employees must promptly report defects, damage, unusual heat, exposed wiring, tripped breakers, or other unsafe conditions to their supervisor and the Community Development Department. Employees may not modify, bypass, disassemble, or attempt to repair charging equipment unless specifically authorized and qualified to perform the work. 6. RESPONSIBILITIES A. Department Directors Department Directors are responsible for ensuring that charging equipment is used for authorized purposes, that employees receive appropriate instructions, and that unauthorized use is promptly addressed. Department Directors shall coordinate maintenance, repair, and access-control needs through the Town's established processes. B. Employees Employees authorized to operate or charge a Town Fleet Vehicle are responsible for using charging equipment properly, protecting access credentials, reporting problems, and leaving the equipment and charging area in a safe and orderly condition. C. Volunteers Volunteers authorized to operate or charge a Town Fleet Vehicle are subject to the same equipment-use, safety, reporting, and charging requirements established by this policy. Authorization to use a Town vehicle or Town Fleet Charging Station is a privilege that may be suspended or revoked at any time. 7. MONITORING AND RECORDS The Town may monitor charging-station access, energy use, charging duration, connected- vehicle information, equipment status, and related activity for operational, fiscal, security, safety, or compliance purposes. Employees, volunteers, and other authorized users should not expect privacy when using Town Fleet Charging Station equipment or related access systems. Records shall be maintained in accordance with the Town's applicable records- retention requirements. Municipal Fleet Electric Vehicle Charging Policy Page 3 of 5 Municipal Fleet Electric Vehicle Charging Policy 8. EXCEPTIONS The Town Manager may authorize a temporary exception in writing for an emergency, mutual-aid response, visiting governmental vehicle, demonstration or testing activity, or other documented official public purpose. This section does not authorize personal or private charging for employee convenience or personal benefit. 9. VIOLATIONS AND ENFORCEMENT A. Employee Violations An employee who violates this policy may be subject to suspension of charging or vehicle privileges and disciplinary action, up to and including termination of employment, in accordance with the Town's Discipline Policy. An employee may also be required to reimburse the Town for unauthorized electricity use or damage caused by misconduct or negligence, consistent with the Property and Equipment Policy and applicable law. B. Volunteer Violations A volunteer who violates this policy may be subject to immediate suspension or revocation of access to Town Fleet Charging Stations, Town Fleet Vehicles, Town facilities, access credentials, and other Town property. The volunteer may also be required to reimburse the Town for unauthorized electricity use or damage caused by misconduct or negligence, consistent with applicable law. C. Unauthorized Vehicles An unauthorized vehicle occupying or using a Town Fleet Charging Station or designated charging space may be disconnected and may be subject to removal in accordance with posted signage, applicable law, and Town procedures. D. Reporting Misuse Suspected misuse, damaged access controls, or unauthorized charging shall be reported promptly to a supervisor, Department Director, or the Director of Human Resources. DEFINITIONS Active Charging A vehicle is connected to authorized charging equipment and is receiving or available to receive electrical energy. Municipal Fleet Electric Vehicle Charging Policy Page 4 of 5 Municipal Fleet Electric Vehicle Charging Policy Electric Vehicle Charging Station Electric vehicle supply equipment and related cables, connectors, access-control systems, software, parking spaces, and electrical infrastructure used to transfer electrical energy to a vehicle. Town Fleet Vehicle An electric or plug-in hybrid motor vehicle owned or leased by the Town and assigned for official Town operations. The term does not include a personally or privately owned vehicle used for Town business. Personal or Private Vehicle A vehicle that is not owned or leased by the Town, including a vehicle owned by an employee, official, volunteer, contractor, vendor, visitor, or member of the public. Town Fleet Charging Station An Electric Vehicle Charging Station owned, leased, or controlled by the Town and designated for municipal fleet use. Unauthorized Use Any use of Town charging equipment by an ineligible vehicle or person, or any use inconsistent with this policy, posted signage, access restrictions, or departmental procedures. PROCEDURES AND FORMS None REGULATORY REFERENCES • Town Discipline Policy (TM p520) • Town Workplace Safety Policy (TM - 550) • Town Vehicle Safety & Accident Policy (TM - 551) • Town Property and Equipment Policy (TM - 554) • Town Records Retention Schedule • Texas Penal Code § 39.02 - Abuse of Official Capacity • Applicable electrical, fire, building, and manufacturer safety requirements SUPERSEDES New Policy Municipal Fleet Electric Vehicle Charging Policy Page 5 of 5