Late Items Agenda of General

Description: Maranoa Logo Process

Late Items

BUSINESS PAPER

General Meeting

Wednesday 23 January 2013

Roma Administration Centre

NOTICE OF MEETING

Date: 23 January 2013

Mayor: Councillor R S Loughnan

Deputy Mayor: Councillor W S Wason

Councillors: Councillor J L Chambers

Councillor R J Denton

Councillor P J Flynn

Councillor W M Newman

Councillor C J O’Neil

Councillor M L Price

Councillor D J Schefe

Chief Executive Officer: Ms Julie Reitano

Senior Management: Mr Tony Klein (Director Community & Commercial Services)

Mr Barry Omundson (Director Infrastructure Services)

Mr Rob Hayward (Director Development & Environment Services)

Officers: Ms Jane Frith (Corporate Communications Officer)

Please find attached agenda for the General Meeting to be held at the Roma Administration Centre on January 23, 2013 at 9.00am.

Julie Reitano

Chief Executive Officer

Maranoa Regional Council

General Meeting - 23 January 2013

TABLE OF CONTENTS

Item Subject

L Late Items

L.1 Amendments to the Councillor Remuneration Policy

Prepared by: Donald Wells, Manager - Human Resources

Attachment 1: Local Government Remuneration and Discipline Tribunal - November 2012 - Councillor Remuneration 2013

Attachment 2: LGSuper - Super Contributions for Councillors

Attachment 3: Draft Councillor Remuneration Policy

Attachment 4: Bulletin - Queensland Government - Department of Local Government - Adoption of Councillor Remuneration Schedule Now Applicable (02 January 2013)

L.2 Supply of Council Field Staff Uniforms - Amendment to Contract Number 2011/10

Prepared by: Alan Marchant, Manager - Finance

Attachment : Letter of Request Samios Trading Post

LC Confidential Items

LC.1 Roma Refuse Tip - Weighbridge Tender 12/7

Classification: Closed Access

Local Government (Operations) Regulation 2010 Section 72(f) starting or defending legal proceedings involving it.

LC.2 Sale of 29A Bowen Street Roma - Neighbourhood Centre site

Classification: Closed Access

Local Government (Operations) Regulation 2010 Section 72(h) other business for which a public discussion would be likely to prejudice the interests of the local government or someone else, or enable a person to gain a financial advantage.

LC.3 Request for Discount to be Granted after Late Payment of Rates

Classification: Closed Access

Local Government (Operations) Regulation 2010 Section 72(d) rating concessions.

LC.4 Proposed Amendments to the Organisational Structure and Position Appointments

Classification: Closed Access

Local Government (Operations) Regulation 2010 Section 72(a) the appointment, dismissal or discipline of employees.

Maranoa Regional Council

General Meeting - 23 January 2013

Officer Report

Meeting: General 23 January 2013	Date: 16 December 2012
Item Number: L.1	File Number: D12/45053

Subject Heading: Amendments to the Councillor Remuneration Policy

Classification: Open Access

Name of Applicant: Not Applicable

Location: Not Applicable

Author & Officer’s Title: Donald Wells, Manager - Human Resources

Executive Summary:

The purpose of this report is to advise Council of the Local Government Remuneration and Discipline Tribunal determination on remuneration to be paid in 2013 to the Mayor, Deputy Mayor and Councillors.

This report also advises Council on changes within the Local Government Act 2009 on Council and Councillor superannuation contributions.

Officer’s Recommendation:

That the Councillor Remuneration Policy as presented be considered for adoption by Council.

Body of Report:

Prior to the adoption of the new Local Government Regulation 2012 on 14 December 2012 superseding the Local Government (Operations) Regulation 2010 (LGOR), remuneration applying to Queensland Local Government Councillors was determined by the Remuneration and Discipline Tribunal (Both the category of Council, as well as the base salaries).

Advice from the Department of Local Government (the Department), released via a bulletin on 2 January 2013, (attached) is that the schedules as determined and gazetted under the provisions of the LGOR still apply. Given that Section 42 (5) of the LGOR is applicable in setting Councillor Remuneration, the Department further advises that Councils should adopt the remuneration schedule as per the requirements of the LGOR no later than 13 March 2013.

To be noted is that under the provisions of the new Local Government Regulation 2012, once the new framework is established (future report), any additional changes to Councillor Remuneration will then not require adoption by Council.

Remuneration

The Remuneration and Discipline Tribunal completed a review (attached) and determined the levels of remuneration that will be paid to the Mayor, Deputy Mayor and Councillors. As discussed in a previous report the Remuneration and Discipline Tribunal determined that Maranoa Regional Council be classified a Category 3 Council.

In their considerations the Remuneration and Discipline Tribunal set the remuneration level for a Category 3 Council as follows:

Mayor 65% of reference rate $91,378

Deputy Mayor 37.5% of reference rate $52,717

Councillors 32.5% of reference rate $45,699

As per the Remuneration and Discipline Tribunal review Council’s Remuneration Policy, as attached, has been reviewed and amended to reflect the remuneration level set.

Superannuation

Maranoa Regional Council’s Current Councillor Remuneration Policy gives the option for Council to make employer contributions for a Councillor up to a maximum rate of 12%, provided the Council and Councillor make contributions in a ratio of two to one.

Advice received from the LGSuper Board of Directors (see attached letter) indicates that the new provision in the Local Government Act 2009 has an option for Councils to make employer contributions for a Councillor up to a maximum contribution rate of 12%.

However, there is no requirement in the new provision for the Councillor to make a member contribution. Legal interpretation, as received by LGSuper, means it is now up to each Councillor to decide how much, if any, they wish to contribute.

As per advice received from LGSuper, the Superannuation requirements cited in the Councillor Remuneration Policy, as attached, has been reviewed and amended to reflect the advice received.

Consultation (internal/external):

· LGSuper

· LGAQ (Greg Hallam)

Risk Assessment (Legal, Financial, Political etc.):

Nil

Policy Implications:

This report updates the Councillor Remuneration Policy to reflect the first of recent amendments.

An additional report (pending advice from LGAQ) will be required to align with the new regulation – i.e. linking Councillors’ salary to the Member of Parliament rates, so that a move in one will automatically trigger the increase to the Councillor rate.

Financial Resource Implications:

N/A

Link to Corporate Plan:

Corporate Plan 2009-2013 — 8.1.1(b) To structure Council’s governance functions in a manner so as to allow effective and efficient utilisation of elected members time and resources to the benefit of the constituents which Council serves.

Supporting Documentation:

1 View	Local Government Remuneration and Discipline Tribunal - November 2012 - Councillor Remuneration 2013	D12/45052
2 View	LGSuper - Super Contributions for Councillors	S12/14578
3 View	Draft Councillor Remuneration Policy	D12/45051
4 View	Bulletin - Queensland Government - Department of Local Government - Adoption of Councillor Remuneration Schedule Now Applicable (02 January 2013)	D13/2524

Report authorised by:

Julie Reitano, Chief Executive Officer

Attachment 3

Draft Councillor Remuneration Policy

POLICY STATEMENT

TITLE: Councillor Remuneration Policy

Category: (Statutory)

Endorsed by Council on: 18 January, 2012

Responsible Department: Executive Services

Reference No.: (To be inserted by Governance Division prior to endorsement)

1. ADOPTION

This policy was adopted by Maranoa Regional Council on ...... 2012.

2. REVIEW OF REMUNERATION STRUCTURE AND LEVELS

A review of the Councillor remuneration structure and levels is conducted annually after a remuneration review has been completed by Local Government Remuneration Tribunal.

3. COUNCILLOR REMUNERATION

3.1. The Remuneration component (excluding the Amalgamation Loading) has been set to a percentage of the allowance paid to State Government Members of the Legislative Assembly. As a category 3 Council the current percentage for Maranoa Regional Council as set by the Local Government Remuneration Tribunal (The Tribunal) is:

· Mayor – 65%

· Deputy Mayor – 37.5%

· Councillor – 32.5%

3.2. The Mayoral salary will be paid in fortnightly instalments to the person holding the position of Mayor to account for the responsibilities and associated costs in servicing the electorate in the following ways:

Attendance at:

· Ordinary (General) Meetings, Special Meetings and Committee Meetings of Council

· Regional Meetings

· Inspections

· Community Group Meetings

· Community Consultation Meetings

· Annual General Meetings, Handovers and Community Events

· Civic Receptions

· Community and Developers Delegations/Deputations

3.3. The Deputy Mayoral salary will be paid in fortnightly instalments to the person holding the position of Deputy Mayor to account for the responsibilities and associated costs in servicing the electorate in the following ways:

Attendance at:

· Ordinary (General) Meetings, Special Meetings and Committee Meetings of Council

· Regional Meetings

· Inspections

· Community Group Meetings

· Community Consultation Meetings

· Annual General Meetings, Handovers and Community Events

· Civic Receptions

· Community and Developers Delegations/Deputations

3.4. The Councillor salary will be paid in fortnightly instalments to the person holding the position of Councillor to account for the responsibilities and associated costs in servicing the electorate in the following ways:

Attendance at:

· Ordinary (General) Meetings, Special Meetings and Committee Meetings of Council

· Regional Meetings

· Inspections

· Community Group Meetings

· Community Consultation Meetings

· Annual General Meetings, Handovers and Community Events

· Civic Receptions

· Community and Developers Delegations/Deputations

4. TAXATION

4.1. Council can pass a unanimous resolution under s446-5 of Schedule 1 of the Taxation Administration Act 1953 establishing that a particular Councillor or Councillors are to be treated as PAYE taxpayers.

4.2. Additionally any Councillor not being treated as a PAYE taxpayer will be responsible for dealing with their own tax liabilities. In this instance the Councillor must make provision of an Australian Business Number (ABN) to Council for payment of remuneration.

4.3. Any Councillor electing NOT to be treated as a PAYE employee will need to supply a GST compliant invoice quoting their ABN to ensure remuneration is paid.

5. SUPERANNUATION

As per s238. (1) of the Act, Council will make employer contributions for all elected Councillors up to a maximum contribution rate of 12%.

A Councillor is not required to make a member contribution. However, a Councillor may decide to make a member contribution and the value of that contribution.

6. SALARY SACRIFICE

As per s238. (1) of the Act, a Councillor may enter into an arrangement to participate in Salary packaging for the purpose of participating in voluntary superannuation contributions.

Only PAYE Councillors can participate in Salary Sacrificing arrangements.

A Councillor agrees, if he or she enters into an arrangement to salary sacrifice this will be on terms and conditions as outlined in Council’s Salary Packaging Participation Agreement.

Salary Packaging will be administered by Maranoa Regional Council in consultation with their Accountants.

The percentage or amount forgone by the Councillor must not be more than the equivalent of 50% of the Councillor’s remuneration entitlement.

POLICY SCOPE

This policy is in respect of the Councillors Maranoa Regional Council.

POLICY STATEMENT/DETAILS

This Policy contains the statutory framework for the remuneration of mayor, Deputy Mayor and Councillors.

RELATED POLICIES AND LEGISLATION

Local Government Act 2009.

Signatures

_______________________

Chief Executive Officer Mayor

DATE

Maranoa Regional Council

General Meeting - 23 January 2013

Officer Report

Meeting: General 23 January 2013	Date: 22 January 2013
Item Number: L.2	File Number: D13/2956

Subject Heading: Supply of Council Field Staff Uniforms - Amendment to Contract Number 2011/10

Classification: Open Access

Name of Applicant: Not Applicable

Location: Not Applicable

Author & Officer’s Title: Alan Marchant, Manager - Finance

Executive Summary:

In accordance with the terms allowable under their contract with Council for the supply of specific field staff uniform items, Samios Trading Post has requested an amendment to their prices based on information provided to Council that is considered fair and reasonable.

Officer’s Recommendation:

That Council accepts the requested price variations to the current contract with Council for the supply of specific field staff uniform items ,as outlined in Samios Trading Post’s letter to Council .

Body of Report:

Samios Trading Post entered into a contract with Council in November 2010 to supply Council with specific field staff uniform items for a period commencing 1 January 2011 to 31 December 2014.

Under the terms of the agreement , in respect to pricing , prices were to be maintained throughout the period of the agreement however , if evidence could be provided to Council’s satisfaction that any price rise was reasonable and was being applied generally in the trade then provision for negotiation between the two parties was permitted.

As per the attachment provided for Council’s information Samios Trading Post has requested Council’s consideration of price variations namely;

Prime Mover Range – High visibility open front work shirts (one and two toned colour options) from $22.95 to $23.95

Prime Mover Range – High visibility closed front work shirts (one and two toned colour options) from $22.95 to $23.95

Prime Mover Range – Men’s/Women’s standard work pants – from $21.60 to $29.95

Pilgrim Brand- Jeans –from $24.00 to $34.95.

As stated by Samios Trading Post the increases are due to the rising costs in the supply of cotton both in Australia and overseas since the original agreement was formulated.

The price increases are considered commensurate with movements in prices in the industry for such items over this period of time.

Consultation (internal/external):

Stores and Procurement Council Staff

Risk Assessment (Legal, Financial, Political etc.):

Nil

Policy Implications:

Nil

Financial Resource Implications:

The price increases are reflected above, and include the supply of Mitchell uniforms only.

Link to Corporate Plan:

Corporate Plan 2009-2013 — 8.2.1(a) To instil confidence to Council and other stakeholders in their decision making by developing and implementing financial procedures, processes and methodologies in an environment that promotes integrity and accountability.

Supporting Documentation:

1 View

Letter of Request Samios Trading Post

S12/18339

Report authorised by:

Claire Alexander, Finance Contractor

Julie Reitano, Chief Executive Officer