Okaloosa County BOCC — September 16, 2014 — reading text

OUT-----REPORT IT. We pay for non-burning lights! You may e-mail lightout@gulfpower.com or phone 1-800-GUPOWER Our Acct # may be asked for. It is #28920-58018. VIII. OLD BUSINESS: A. Streetlight at the end of Santa Rosa Blvd: The streetlight ownership question from last month has been answered. Ms. Bednar, after many phone calls and emails, was able to determine that the streetlight belongs to the Military and they have no plans to replace it. She suggested installing a 100 watt light as opposed to a 200 watt light on an existing Packet Pg. 37  pole which is close to the last home. President Hudson suggested notifying the homeowner before requesting the streetlight. Ms. Bednar felt that a streetlight was needed since the area could be a hazard and is not well lit. The new Board will be meeting within 30 days and will be asked to notify the liaison for the streetlight request and recommendation of the Board. The County Commissioners will make the final decision. IX: NEW BUSINESS: A. Complaint: New fence on Cardinal may be encroaching on access way. Ms. Payton has been advised and is looking in to the matter. B. Welcome to New Island Residents: David and Caron Taylor on Sailfish and Bill Alexson on Dorado. C. Flood Insurance: President Hudson advised the Island Property Owners to keep their flood insurance current since Okaloosa County Flood Maps will be revisited in 2016. D. New Board Members Installed: 1. Jim Hendricks of Tropic Drive 2. Dave Hancock of El Matador 3. Jill Higgins of Sailfish Drive X. ADJOURNMENT: There being no further business, the meeting was adjourned at 8:23pm. Packet Pg. 38 Packet Pg. 39 Packet Pg. 40 NOTE: This letter was received from Fred (Tripp) Tolbert, President of Okaloosa Island Leaseholders Association. Packet Pg. 41 -----Original Message----- From: robert beaudoin <rbrtbeaudoin@yahoo.com> To: Maryl Bednar <BEDNARDON@aol.com> Sent: Fri, May 2, 2014 10:11 am Subject: Street Light Request Hey Mrs. Bednar this is Robert Beaudoin. For a while now, the western end of Santa Rosa Blvd was literally blacked out from where you turn to on Park St. to access El Matador till the End of Santa Rosa Blvd. I contacted the county and they have fixed the light between the 3rd and 2nd to last house on the Blvd, and that has helped a lot. It's important to have this area well lit because most people don't realize that the road ends and they have to U turn. So I am requesting that a new street light be installed at the very end of Santa Rosa Blvd for safety reasons. As you well know, the military moved their gate back about 50 yards a few years ago because they got tired of cars crashing into their gate. There is a power pole right at the end to hang a light on. Thanks for your consideration and I'll see you the next time we vote. Robert Beaudoin Packet Pg. 42 Packet Pg. 43 Packet Pg. 44  BOARD OF COUNTY COMMISSIONERS AGENDA REQUEST DATE: September 16, 2014 TO: Honorable Chairman and Members of the Board FROM: Kay Godwin SUBJECT: Tobacco Free Workplace DEPARTMENT: Human Resources BCC DISTRICT: BACKGROUND: In looking for efforts the County could take toward lowering health insurance premiums, Commissioner Parisot requested a review of a non-smoking/non-tobacco use policy and actions the County would need to take to implement such a program. OPTIONS: Provide staff direction or take no action. RECOMMENDATIONS: Provide staff direction if desired. RECOMMENDED BY: APPROVED BY: Ernie Padgett, County Administrator Packet Pg. 45  Better You from Blue A Tobacco Free Workplace GOING TOBACCO FREE Better You from Blue acknowledges the growing trend of companies becoming a tobacco free workplace in order to create a supportive environment for a healthy lifestyle. To become a tobacco free workplace the Centers for Disease Control (CDC) has developed a toolkit to assist in policy implementation and the Department of Health and Human Services (DHHS) has provided a timeline of activities prior to an effective date. Better You from Blue can assist with this initiative by providing telephonic coaching, onsite classes and online tools for employees to become tobacco free. Planning Guide to a Tobacco Free Workplace 6-10 months before effective date:  Survey/gather employee perceptions about tobacco free workplace  Begin offering tobacco cessation services  Work with a planning committee to review results, explore customized policy and gain support from leadership  Determine policy specifics, scope, enforcement, objectives of policy change and effective date 3-4 months before effective date:  Design marketing and communications for new policies  Announce policy effective date  Continue to promote tobacco cessation services 2 months before effective date:  Hold trainings, information sessions, and send out communications on effective date  Continue to offer cessation services and support employees trying to quit Effective date:  Tobacco Free Policy becomes effective on set date Planning Committee  Better You from Blue  Human resources  Area Health Education Centers  Management  Florida Department of Health  Occupational health and safety  Employee benefits  Policy/Legal  Facilities and operations  Security/Enforcement  Health and safety Resources  Better You from Blue: Tobacco Cessation Program Options  CDC Implementing a Tobacco-Free Campus Initiative in Your Workplace- Toolkit  Florida Area Health Education Center (AHEC) www.ahectobacco.com  Department of Health and Human Services Marketing Materials Packet Pg. 46 Provided by Barnes Insurance & Financial Services Workplace Wellness: Creating an Incentive Program A well-crafted incentive program motivates your employees to take steps toward improving their health and well- being – resulting in a positive return on investment for you. To design a solid wellness incentive program at your facility, consider the following steps. 1. Determine what employee actions you want to increase or decrease with the use of an incentive. To determine which incentives to use, consider the behaviors that you want to encourage and the incentive values that have the greatest potential for driving those behaviors. Examples of possible wellness program components and a few incentives for each can be found at the end of this article. 2. Determine what may be preventing adoption of the desired actions, behaviors or modifications. 3. Select the rewards that you want to offer. They should be feasible based on your existing wellness program, while also producing the greatest behavioral change among your employees. o Incentives should be congruent with your work culture and appeal to a wide audience. o Employees should value your incentives. o Awards must be large enough to motivate employees to act. o Common incentives include health premium discounts, extra contributions to health reimbursement accounts or health savings accounts, employee recognition, company merchandise, coupons, gift cards, extra time off work, etc. 4. Develop guidelines for achieving incentives – exactly what must an employee do to earn a particular award? 5. Create a communication plan to introduce and promote the incentive program. o The rules of the incentives must be clear and easy to understand. o Senior management should strongly endorse the program by motivating others and by participating themselves. o Remind employees of the incentives through frequent, ongoing communication. 6. Put your incentive program into action and evaluate its effectiveness at least annually. Revise your program as necessary. Packet Pg. 47 Possible wellness program components and incentives for each Stress Management Incentives to increase the number of employees completing stress management training: • Hold training sessions on company time. • Offer a “door prize” for session attendees with a drawing held at the end of the session. • Provide an additional 20 minutes of lunchtime for attendees. Tobacco Cessation Incentives to encourage short-term smoking cessation and long-term maintenance of non-smoking: • Restrict smoking and tobacco usage on your worksite. • Offer a “performance-based” bonus for quitting smoking. • Offer a seminar on the health effects of smoking and using tobacco products. • Provide a prize for employees who abstain from smoking for a year after joining the program (extra day of vacation, discount on health premium, etc.). Healthy Weight Management Incentives to encourage participation in weight management programs and to achieve and maintain a healthy weight: • Provide a food diary for program attendees to identify cravings, triggers, thoughts about food and daily caloric intake. • Give gift certificates to employees for maintaining personal weight goals after one year. • Give employees extra paid time off for maintaining personal weight goals. • Keep track of small victories, such as exercising five days per week or eating five or more servings of produce daily. Provide small weekly rewards or accumulate “points” toward a larger reward. Hypertension Screening and Control Incentives to motivate employees to participate in screenings and help them maintain healthy blood pressure levels: • Provide on-site screenings on company time. • Invite employees’ spouses to attend screenings at no cost. • Provide gift certificates for employees who successfully lower their blood pressure, and for those who maintain a healthy blood pressure level one year after their initial screening. Cholesterol Testing Incentives to increase participation in cholesterol testing and improve cholesterol test scores in the long term: • Provide on-site cholesterol testing at no cost. • Offer a cash reward for employees who reduce their total cholesterol levels by 10 percent or reduce their LDL (“bad” cholesterol) level. • Provide material rewards (T-shirts, hats, etc.) for those who lower their cholesterol within a year of joining the program. This article is not intended to be exhaustive nor should any discussion or opinions be construed as legal advice. Readers should contact legal counsel or an insurance professional for appropriate advice. © 2008-2011 Zywave, Inc. All rights reserved.