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Home My WebLink About1982-02-16 Info PacketG City of Iowa City MEMORANDUM DATE: February i12, 1982 TO: City Council FROM: City Manager RE: Informal Agenda and Meeting Schedule February 15, 1982 Monday NO INFORMAL COUNCIL MEETING - HOLIDAY_- CITY OFFICES CLOSED February 16, 1982 Tuesday 7:00 P.M. - Informal Council Meeting - Conference Room 7:30 P.M. - Regular Council Meeting - Council Chambers Adjourn to Informal Session to discuss redevelopment plans for Parcel 64-1 February 17, 1982 Wednesday 4:00 - 8:00 P.M. Highlander Inn 4:00 P.M. - Annual Meeting of City Council with chairpersons of boards and commissions 7:00 P.M. - Dinner February 22, 1982 Monda 4:30 - 6:30 P.M. Conference Room 4:30 P.M. - Discuss Senior Center Space 5:30 P.M. - Final decisions on CIP 6:20 P.M. - Executive Session ))I I i vvnnru urn nv 'JORM-"'MIC RCA B� CEDAR RAPIDS DES MDIYES 1® ti City Council February 12, '1982 Page 2 PENDING Economic Development Program Meet with Parks and Recreation Commission regarding parkland acquisition Inspection Policy, owner -occupied duplexes Parking for Senior Center Volunteers Southwest Area Study Meeting with Committee on Community Needs Historic Preservation Task Force Update Meeting with Airport Commission on Master Plan Residential Mobile Home Park Zone Use of Hickory Hill Park south of the dam Film on WaveTek Pool Electrical, Plumbing, Mechanical Permit Fees Amendments to Housing and Electrical Codes Transit Fare Policy Discuss Position of City Forester North Branch Dam Meeting of City Conference Board.- March 15, 1982 Meet with Mercy Hospital Staff regarding Expansion Project Report from John Hayek on Pending Litigation (executive session) Appointments to Committee on Community Needs,.Airport Commission, and Broadband Telecommunications Commission - March 2, 1982 Appointments to Airport Commission, Mayor's Youth Employment Program,:.Humlan Rights Commission, Housing Commission, Civil Service Commission, Resources Conservation Commission, Planning and Zoning Commission, and Board of Police and Fire Trustees - March 16, 1982 J _1 nnni urn nv �_1.. JORM-MICR(L_AB" , I CEDAR RAP]DS DES MOINES C —4 , City of Iowa Citi MEMORANDUM Date: February 11, 1982 /0 '.iii � �( To: Neal Berlin From: Anne Carroll Re: Affirmative Action Goals - First and Second Quarters FY82 As is required by the City Affirmative Action Policy, attached please find the Affirmative Action goals established by all City Departments for FY82 and the record of progress towards goal accomplishment during the first and second quarters. Unfortunately, development of our data collection procedures, all of which are performed manually, did not permit timely collection and publication of first quarter information. Henceforth, information concerning attainment of Affirmative Action goals will be published quarterly. Overall measures of the City of Iowa City's progress include the following: FY81 1st Quarter FY82 2nd Quarter FY82 Applicant Pool Minority Representation 8.6% 8.4% 11.5% Workforce 3.6% Permanent 3.5% Minority 4.0% Temporary 7.0% Representation 3.0%* 3.9% Combined 4.5% Johnson County (SMSA) Labor Force Minority Representation** 2.0% minority representation *Includes only full-time employees - temporary employee information not available. **Source: •Johnson County - Employment Status by Sex and Minority Status for 1980 - taken from Labor Market Information for Affirmative Action Programs 1981. A number of specific measures of individual departments' progress towards achievement of Affirmative Action goals follow. As can be seen by the above statistics, significant progress has been made in increasing the representation of minority group members in the applicant pool for City positions and in the City work, force (more specific information concerning goals for female and handicapped representation is attached). ' u�rnnenurn ev �.7 --"JOR LB M. -MIC R�A' l CEDAR RAPIDS DES MOINES _40 J� it 2 This progress has been made despite very low turnover within the workforce and a drop especially in positions we can advertise to the public, decreasing the opportunities to employ new minority group members. During the first and second quarters only sixteen vacancies were filled externally, compared to 85 for all of FY81, with 23 vacancies filled internally, compared to 49 in FY81. Continuation of the individual efforts of City employees, with the assistance of the Human Relations Department, is and will be the corner- stone of our Affirmative Action progress. Please contact me if I may provide you with any additional information. bj4/1-2 I ! ui�onc �i uE� ov 1 JORM - MICR<6LAB-- 1 CEDAR RAPIDS • DES MOINES JV r CITY OF IOWA CITY AFFIRMATIVE ACTION GOALS IST AND 2ND QUARTERS FY82 utroACTIMM ov 1.. JORMMIC R�LAB CEDAR RAPIDS DES MOINES I Affirmative Action G..dls 1st and 2nd Quarters - FY82 Administration - City Manager and City Clerk Offices, Legal and Human Relations Department Goal: Administrative Departments will take Affirmative Action in continuing to provide leadership and assistance to all other City departments in furthering their accomplishment of Affirmative Action goals, in the day-to-day operations of the Affirmative Action program, and in fulfillment of the responsibilities specified under the Affirmative Action policy. Assistance provided included: Development of job-related, non- discriminatory selection procedures, development of job descriptions accurately reflecting non-discriminatory minimum training and experience requirements, counseling Administrative employees concerning their Affirmative Action responsibilities, reissuance of the City's policy on Affirmative Action and sexual harassment via the Personnel Handbook manuals, and presentation of training sessions on the topics of handicapped discrimination and sexual harassment. Goal: Administrative Departments will continue to provide leadership in promoting the City as an Affirmative Action employer. Ongoing. Goal: Administrative Departments will strive to maintain representation of To—men and minority group members in professional and administrative positions at levels above those found in the labor market. Goal: As professional vacancies arise, Affirmative Action will be taken to recruit women and minority group members on a national basis, utilizing minority skills banks were possible. No professional or administrative vacancies occurred; however, in the second quarter a paraprofessional position (Para -legal) was created and filled by a white female applicant. Goal: As clerical vacancies arise, Administrative Departments will take Affirmative Action to recruit and hire minority group members into such positions. First Quarter: No clerical vacancies occurred during this period. Second Quarter: No clerical vacancies occurred during this period. Goal: Administrative Departments will take Affirmative Action to employ the physically and mentally handicapped. No hires of the physically or mentally handicapped were reported; however, a seminar for all Administrative employees was conducted coverning handicapped discrimination regulations and hiring of the handicapped. Increased contact with the Iowa Department of Vocational Rehabilitation regarding placement of Vocational Rehabilitation clients has occurred. uvnncnurn vv JORM MICR46C:AB` CEDAR RAPIDS DES MDIYES I r, Affirmative Action 6....Is 1st and 2nd Quarters - FY82 Finance Department Accounting, Treasury, Purchasing, Word Processing Divisions Goal: The Finance Department will take Affirmative Action to recruit and hire minority group members into temporary and entry level permanent clerical positions. One permanent clerical vacancy occurred during this period and was filled internally by a transfer of a white female employee. Goal: The Finance Department, working in conjunction with the Human Relations Department, will plan and provide training in conducting career counseling for current department supervisory staff. For accomplishment in the third quarter. Goal: The Finance Department, working in conjunction with the Human Relations Department, will provide career counseling and skills training to enable current female employees to become interested in and qualify for promotional opportunities. Skills training through Kirkwood Community College is in the planning stage. Parking Division Goal: The Parking Systems -Division will take Affirmative Action to recruit and hire women and minority group members as temporary and federally funded employees in maintenance worker positions. " First Quarter Hired: 14% minority male, 86% white male. Second Quarter Hired: 100% white male Goal: The Parking Systems Division will continue to take Affirmative Action to recruit and hire women and minority group members into entry level positions. Entry level position representation - Cashier, Parking Enforcement Attendant, Maintenance Worker I lst Quarter 2nd Quarter White Male 33% 24% White Female 50% 57% Minority Male 10% 14% Minority Female 5% 5% 1 ` u�rnnni urn nv 1 - JOR M. "M IC R�LAB" CEDAR RAPIDS •DES 11014E5 I r'__'_ M _40 J� Affirmative Action L .ls 1st and 2nd Quarters - FY82 Equipment Service Division Goal: The Equipment Service Division will take Affirmative Action to recruit and hire women and minority group members as temporary and federally funded employees (CETA). First Quarter: Temporary Hires: 100% white male Temporary Applicant Pool: 8.5% female, 8.5% minority male CETA Hires: 100% minority white male (2) Second Quarter: Temporary Hires: 100% white male Temporary Applicant Pool: 6.0% female, 18% minority male CETA Hires: no CETA vacancies Goal: The Equipment Service Division will take Affirmative Action to recruit and hire women and minority group members into Maintenance Worker III positions (entry-level mechanic positions). First Quarter: no MWIII vacancies occurred during this period. Second Quarter: no MWIII vacancies occurred during this period. 1 uvoncn uen ov -� CEDAR RAVIDS DES MOIYES I _ J UA 10 I -I I , i UA 10 Affirmative Action is 1st and 2nd Quarters - FY82 Parks and Recreation Department Goal: The Parks and Recreation Department working in conjunction with the Human Relations Department, will take Affirmative Action in recruitment to increase the pool of minority applicants for positions with the Parks and Recreation Department to 6%. First Quarter Applicant Representation: Permanent 6.6% minority Temporary 3.6% minority Second Quarter Applicant Representation: Permanent: 100% white male. (MWIII position - internal) Temporary: 5.4% minority Goal: The Parks and Recreation Department will take Affirmative Action in hiring to increase the representation of minority group members hired as temporary employees to 4%. First Quarter: 3.4% minority (male and female) Second Quarter: 8.0% minority (male and female) i Goal: The Parks and Recreation Department will take Affirmative Action to recruit and hire increased number of women and minority group members for Maintenance Worker positions with a goal of 2% minority group members and 3.5% female representation in FY82. Female Representation MWIII/ MWI-II Total Maintenance Sr. Main. Wkr. Worker Represent. First Quarter 18.2% 20% 15% Second Quarter 16.8%* 11.1%* 15% *Changes in representation due to reclassifications Minority Representation There are no minority group members employed as Maintenance Workers currently. No Maintenance Worker vacancies were posted to the public during the 1st or 2nd quarter. Goal: The Parks and Recreation Department will take Affirmative Action to Wm—ploy the physically and mentally handicapped. Ongoing. Goal: The Parks and Recreation Department will work, through public relations, educational endeavors, and by increasing the public visibility of current women and minority group employees, to promote the entry of women and minority group members into park and recreation training programs and careers. i Ongoing. - - _ l' i uirnncn ucn av "JORM -MIC RIJLAO- ' CEDAR RAPIDS • DES MOINES I r, Affirmative Action L AS 1st and 2nd Quarters - FY82 Police Deoartment Goal: The Police Department will take Affirmative Action, within the Iowa City community and surrounding areas, to vigorously recruit women and minority group members for the position of Police Officer, with a goal of 11% female representation in FY82. Police Officer positions are currently being filled from the Civil Service list established in Summer, 1981 following a vigorous recruitment campaign. Female representation - Police Officer: First quarter: 12.5% Second quarter: 10.5%* *decrease due to demotion of white male to Police Officer. Goal: The Police Department will take Affirmative Action to provide training opportunities to current minority and female Police Officers to enable them to qualify for promotional opportunities. Training is ongoing. Goal: The Police Department will take Affirmative Action to promote female Police Officers into the position of Sergeant, with a goal of 14% female representation in FY82. First Quarter: No Sergeant vacancies occurred in this period. Second Quarter: No Sergeant vacancies occurred in this period. Goal: The Police Department will take Affirmative Action to hire minority group members into the position of Clerk/Typist-Front Desk to assist in promoting good relations with the minority community. First Quarter: No Clerk/Typist-Front Desk vacancies have occurred during this period. Second Quarter: No Clerk/Typist-Front Desk vacancies have occurred during this period. Goal: The Police Department will work through public relations, educational efforts and the ride -along program to promote the interest and entry of female and minority group members into the law enforcement field. Ongoing. Goal: The Police Department will take Affirmative Action to employ the physically and mentally handicapped in clerical support areas. First Quarter: No clerical support vacancies have occurred during this period. Second Quarter: No clericalsupport vacancies have occurred during this period. `i • rnnr�i urn n I-" JORM MIC RbLAE]` � I J CEDAR RAPIDS DES MDIYES i _y J Affirmative Action , Is 1st and 2nd Quarters - FY82 Fire Department Goal: As Firefighter vacancies arise, the Fire Department will continue to assist in a vigorous recruitment campaign to encourage applications from women and minority group members. Vacancies are currently being filled from the existing Civil Service lists established following a vigorous recruitment campaign in Spring, 1981. Goal: Prior to the employment of a women or minority group member as Firefighter, a training session for all department employees will be planned and conducted which will provide a forum for discussion of Affirmative Action issues. Goal: Prior to the employment of a woman or minority group member as a Firefighter, special training sessions will be conducted by the Human Relations Department with all Fire Department command staff, to acquaint them with their special Affirmative Action responsibilities. No women or minority group members are eligible for hire in the immediate future. However, a seminar and film on sexual harassment were presented to all shift officers and employees during the second quarter. -DORM"-MIC R�CA B'- - CEDAR RAPIDS •DES MOIYES I 0 Affirmative Action G...Is 1st and 2nd Quarters - FY82 Public Works Department Engineering Division Goal: The Engineering Division will take Affirmative Action to recruit and hire minority group members into Engineering Technician positions, as vacancies may arise. First Quarter: No Engineering Technician vacancies have occurred during this period. Second Quarter: No Engineering Technician vacancies have occurred during this period. Goal: The Engineering Division will take Affirmative Action to recruit and hire one woman or minority group member into a summer temporary position during FY82. tFourth Quarter objective. Water Division Goal: The Water Division will continue to take Affirmative Action to provide career counseling and training to enable current female employees to qualify for promotions to Treatment Plant Operator positions, with a goal of '25% female representation in FY82. One female employee is currently in on-the-job training for a Treatment Plant Operator position and will take the State Certification exam during the second half of FY82 it is anticipated. - Goal: The Water Division will take Affirmative Action to recruit and hire women and minority group members into Maintenance Worker I and II positions, as vacancies arise. First Quarter: No Maintenance Worker I or II vacancies occurred during this period. Second Quarter: One Maintenance Worker I vacancy occurred - one white male hired. Applicant pool: 7.7% minority male and female, 1.3% white female. Pollution Control Goal The Pollution Control Division will take Affirmative Action to recruit and hire women and minority group members into Maintenance Worker II and Treatment Plant Operator positions with a goal of 11% female or minority group i representation during FY82. I �— First Quarter: No vacancies in Maintenance Worker II or Treatment Plant Operator positions occurred during this period. Second Quarter: No vacancies in Maintenance Worker II or Treatment Plant Operator positions occurred during this period. Goal: The Pollution Control Division will take Affirmative Action to recruit women .and minority group members into part-time Laboratory Technician positions. 1 r r•- Y i YIr DACTIUM OV ---` � 'JORMMIC RbLA B- _.1 'L ~ 1 CEDAR RAPIDS • DES MDR1E5 f i _M Affirmative Action is 1st and 2nd Quarters - FY82 First Quarter: No vacancies in part-time Lab Tech positions occurred during this period. Second Quarter: No vacancies in part-time Lab Tech positions occurred during this period. Streets/Sanitation Goal: The Streets/Sanitation Division will take Affirmative Action to recruit and hire women and minority group members as temporary employees with a goal of 5% female and 5% minority group representation in FY82. First Quarter- Temporary applicants hired: 10% white female, 20% minority male. Second Quarter: Temporary applicants hired: 100% minority male (1). Goal: The Streets/Sanitation Division will take Affirmative Action to continue to hire mentally handicapped employees under federally funded programs. First Quarter: One mentally handicapped person employed - Sanitation. Second Quarter: One mentally handicapped person employed - Sanitation. Goal: The Streets/Sanitation Division will continue to provide training and career counseling to current female employees to enable them to qualify for promotional opportunities. Ongoing. Traffic Engineering Goal: The Traffic Engineering Division will take Affirmative Action to recruit and hire female or minority group members into Maintenance Worker II positions, as vacancies arise. First Quarter: No vacancies in Maintenance Worker II positions occurred during this period. Second Quarter: No vacancies in Maintenance Worker II positions occurred during this period. l t uvonruurn ov ' JORM"-'MICR46L:AB ` CEDAR RAPIDS • DES M014ES ' J M I _y �\ Affirmative Action L Is 1st and 2nd Quarters - FY82 Transit Division Goal: The Transit Division will strive to maintain a position of leadership in the utilization of women and minority group members as Transit Drivers and Maintenance Workers. Transit Driver: lst Quarter 2nd Quarter White Male 73% 72% White Female 18% 19.6% Minority Male 6.7% 6.5% Minority Female 2.2% 2.2% Goal: The Transit Division will take Affirmative Action to recruit, hire and retain women and the handicapped as night crew maintenance workers. Race/Sex of MWI & II 1st Quarter 2nd Quarter White Male- 75% 75% White Female 0 0 Minority Male 25% 25% Minority Female 0 0 No MWI or II vacancies occurred during the first or second quarter. No current employees report handicapped status. Goal: The Transit Division will continue .to take Affirmative Action through staff training to serve the public courteously and efficiently without regard to race, creed, color, sex, ancestry, religion, age, sexual orientation, marital status, mental or physical handicap or disability, Ongoing. f J V wranctimmOV I I JORM-MIC R�L:AB- `! I CEDAR RANIDS DES MOl4E5 I ! Jj r Affirmative Action Gudls 1st and 2nd Quarters - FY82 Housing & Inspection Services Department Goal: The Housing & Inspection Services Department will take Affirmative Action to recruit and hire qualified minority group members into positions as Housing or Building Inspectors, as vacancies arise. First Quarter: No vacancies occured during this period. Second Quarter: No vacancies occurred during this period. Goal: The Housing & Inspection Services Department will take Affirmative Action to recruit and hire minority group members into clerical and paraprofessional assistant positions in the Housing Division. First Quarter: Clerk/Typist vacancy: Hired: white female. Applicant pool: 17% minority female. 83% white female Second Quarter: Housing Specialist vacancy: Hired: White female. Applicant pool: 100% white female (internal posting) Goal: The Housing & Inspection Services Department will continue to provide career counseling and training to current female employees in the Inspection & Housing divisions to enable them to qualify for promotional opportunities. Ongoing - on-the-job training and external training seminars are provided. Goal: The Housing & Inspection Services Department will take Affirmative Action to employe the physically and mentally handicapped. Ongoing - no hires reported. 1 Nif OOmurn Ov JORM "MIC RJCA B'- CEDAR RAPIDS -DES MOINES I I Affirmative Action , .Is 1st and 2nd Quarters - FY82 Plannina and Proaram DeveloDment Department Goal: The Planning and Program Development Department will take Affirmative Action to provide internship opportunities to women and minority group members with a goal of 30% female representation and 5% minority representation during FY82. Intern Representation: 1st Quarter 2nd Quarter White Male 37.5% 50% White Female 50% 50% Minority Male 0 0 Minority Female 12_5% 0 8 interns employed 2 interns employed Goal: As vacancies arise, the Planning and Program Development Department will take Affirmative Action to recruit women and minority group members for Planner I, Sr. Planner, and Coordinator positions on a national basis, utilizing minority skills banks where possible. First Quarter: No Planner I, Sr Planner or Coordinator vacancies occurred during this period. Second Quarter: Planner I vacancy - filled internally by a white female employee. Planner II vacancy - filled internally by a white female employee. Goal: The Planning and Program Development Department will continue to provide career counseling and training to enable the current female employees to qualify for promotional opportunities. Ongoing - One white female promoted to full-time status as Planner I, one white female promoted from Planner I to Planner II during the 2nd quarter. Goal: The Planning and Program Development Department will take Affirmative Action to employ the physically and mentally handicapped. Ongoing - no hires reported. 1 - f II IrVAr TIMM RV 1 "DORM 'MIC RICA O'" L` I) CEDAR RAPIDS •DES MOIRES I / I I i \ J.Z Johnson Cc ity Council of Governm ~its %%r410EWUsh1rgEcnR bvvoCiry,bwa52240 Date: February 11, 1982 To: Iowa City Council and City Manager From:?Council John Lundell, Transportation Planner Re: Referral - JCCOG Participation In ECICOG In response to your questions regarding the necessity of JCCOG's associa- tion with the East Central Iowa Council of Governments (ECICOG), I have researched the following information. This information is only in regard to transportation matters and other obligations, political or otherwise, may exist that I am not aware of. At the last JCCOG Board of Directors meeting held on December 9, 1981, considerable discussion took place regarding JCCOG's association with the East Central Iowa Council of Governments (ECICOG). The major reason given for JCCOG participating in ECICOG was because of state and federal transit funds provided to Johnson County SEATS. It was stated that the Code of Iowa (Chapter 601-J) requires that SEATS be a part of a multi -county regional transit system (ECICOG) in order to receive State Transit Assistance and Federal Section 18 funds. After investigating this matter further, including discussions with Iowa DOT representatives, I feel association with ECICOG is not the only arrangement which would enable SEATS to continue receiving transit funds. Chapter 601-J states that "any organization receiving government aid (except schools) must be in compliance with the State Transit Plan." According to the 1981 Iowa Transit Plan developed by the Iowa Department of Transportation, in order for a transit operation to be in compliance, one of three criteria must be met: I. The operation is one of the 33 recognized public transit systems.* 2. The operation has contracted with one of the 33 recognized public transit systems to provide additional services. 3. The operation is not receiving any federal, state, or local funds. *In this area, the 3 recognized public transit systems are Iowa City Transit, Coralville Transit, and ECICOG's regional transit system. CAMBUS is not recognized by the State as a public transit system. Therefore, Johnson County SEATS could continue to receive transit assistance if it were operated by Iowa City or Coralville Transit while still serving the entire county. The Johnson County Board of Supervisors could then contract with Iowa City or Coralville for county -wide service. This would be the reverse of the current arrangement where the Cities contract with the County. The vehicle titles are currently in ECICOG's name but could be transferred to another agency. BE �f � � IAif PAF i1 NCO RV 1 "JORM MICR46LAM 1 CEDAR RAPIDS DES MOINES i , I _y it 2 This information is being provided for discussion purposes and the staff is not advocating that JCCOG withdraw their p this time. articipation from ECICOG at Please feel free to contact me with any further questions you may have. cc: Don Schmeiser JCCOG Board of Directors Jim Elza, ECICOG bj/sp JORM"'- MICR#I.'Ei B'-� CEDAR RAPIDS DES MOINES �_....:..... /f 1. -_ ___. .._. ... _.... .._. ...� aq� { r 'City of Iowa Cit;• MEMORANDUM Date: February 11, 1182 To: City Cc ncil From: Don Schmels . Re: City/County Fringe Committee Please be advised that the planning staff. met with Bob Jansen and Pat White, the Assistant County Attorney, on February 5 to discuss what legally could be done to implement a joint effort by the City and County to control the City's environs to the benefit of both agencies. In general it was resolved that the City and County could enter into a 28E agreement (an agreement established under the procedures of Chapter 28E of the Code of Iowa) to do basically what each has the right to do on its own. It is now necessary for the City/County Fringe Committee to reconvene to meet with the legal staffs of the City and County. In order to do so, it is necessary for the Council to appoint a member to the Committee to replace Glenn Roberts. Councilman Clemens Erdahl is the other member to the Committee. It is, therefore, requested that you appoint a member to the Committee at your informal meeting of February 15. bj4/15 ani 1� J1 • Fp • ! uironn�urn o, "-DORM""MICR�LAB_ , Y� I CEDAR RANI DS DES MOINES on RECT`.'=;1 1 1982 AwC��.,,,,,,. AMERICAN TELEVISION & COMMUNICATIONS CORPORATION 160 INVERNESS DRIVE WEST • ENGLEWOOD, COLORADO 80112 . PHONE 13031773-3411 TRYGVE E. MYHREN President February 1, 1982 Mr. Neal G. Berlin City Manager Iowa City Civic Center Iowa City, Iowa 52240 Dear Mr. Berlin, Thank you for your letter of December 21, 1981, which addressed several issues relative to ATC's system in Iowa City. In response to your concerns, I will first address the extension policy problem. I have been briefed on the status of this issue and understand that it has been referred to our respective legal representatives for resolution. However, there was apparently a misunderstanding as to who would initiate contact on this matter. This communications problem has now been cleared and by the time you receive this letter, Ms. Stephanie Storms of ATC's legal staff will have contacted Iowa City's Assistant City Attorney, Mr. David Brown. I am optimistic they will be able to work out a mutually acceptable solution in the near future. As to the Public Library air conditioning equipment problem, we have received a copy of a letter dated December 22, 1981 from Mr. Ed Zastrow, President of the Library Board of Trustees. Attached to Mr. Zastrow's letter was a legal opinion on this matter from City Attorney, Mr. Robert W. Jansen. Our legal staff is presently reviewing Mr. Jansen's opinion and the lease agreement between the Iowa City Public Library and Hawkeye Cablevision Corporation. Once we receive a recommendation from our legal staff, we will then proceed accordingly to resolve this problem. I can assure you that it is our intent to abide by the terms and conditions of the Lease Agreement and we expect the same of the Public Library. Finally, in reply to your comment concerning inclusion of an acceptable cultural arts channel in the Iowa City channel lineup, I am sure you're aware that a channel of this type was not originally proposed by ATC and i urroncti urn av 'DORM MICR+LAEI- CEDAR RAPIDS • DES MOMES I a9CI _y D 1 Mr. Neal G. Berlin February 1, 1982 Page Two is not required by the Franchise Ordinance. However, consistent with ATC's philosophy to provide our subscribers with the best possible programming lineup, I'm pleased to inform you that a decision has been made to add CBS Cable to the Iowa City system during the first quarter of 1982. Again, thank you for taking time to call these problems to my attention. ATC looks forward to continuing the excellent relationship that has been established with the citizens of Iowa City. Sincerely, h T�ygv Wh TBI:sg cc: Bill Blough Bill Thomison Gerry Yutkin Ir MirDnrll Mrn YV L - DORM" --MICR�LAB` l /f CEDAR RAPIDS •DES MOINES. I i i i i MXU Fol—The-.P/ O–App:c.6ati-onFatly Nic__._.7riday,_lcbr"uar_y 19 —.- Tme—_5-30._8_30 eM. PliceJowa-City__Recr_ealion_Center Y —S'ucia.l_Hall ou re Invited_ Given By_S'tafF—pied 60 -ad Pra ram of Johnson Ca -�- :-- ----_----' eic erornt-us l aio sisrerrs or AretlticA I— — — i N ftp PAT onrncern av f. JORM'" MICR+LAE-" CEDAR RAPIDS • DES MOINES Rs VP 337-2145 �I G 1 2, Wackenhut Wackenhut Gets $4.8 Million Job CORAL GABLES, Fla. - Wackenhut Carp. said It was awarded a three-year, $4.8 million contract to provide fire protection and emergency ambulance services for Hall County, Ga. - The security and Investigative services concern said the contract Is effective hlarch I. with an option to extend It to four years. uvoz,, urn ow - 'JORM-'-MIC R#CAB- CEDAR RAPIDS • DES M0114ES I I I I 4 I 1 i I I / i I i j i a9�