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R-1347 - 03/25/2014 - CONTRACTS - Resolutions Supporting Documents ITEM 6.F.6) vQN OF 0AIr10 O O v� G O V� UNJ ('` AGENDA ITEM Regular Board of Trustees Meeting of March 25, 2014 SUBJECT: Award of Contract - Aquatic Services FROM: Trey VanDyke, Sports Core Director BUDGET SOURCE/BUDGET IMPACT: Program #812 (Swimming Operations) $114,147 RECOMMENDED MOTION: I move that the Village Board award a Professional Services Agreement, subject to attorney and staff review, to the company with the best overall value, Pool Guards, Inc, 520 N. Oakhurst Drive,Aurora, IL for the 2014 Aquatic Services at the Bath & Tennis Club. Additionally, that the Village Board approves Resolution 2014-B&T/P-R-1-/, A Resolution Approving and Authorizing the Award of Contract to Pool Guards, Inc. to Provide Aquatic Services. Background/History: On January 28, 2014 staff received authorization to obtain proposals for aquatic services for the Oak Brook Bath & Tennis Club. The Village has used two vendors for many years to provide pool management, life guarding, pool maintenance, and chemical delivery. They are Jeff Ellis Management (pool management and lifeguarding) and Aqua Pure (pool maintenance). Within the Chicago market, at least two vendors have combined all of these services under one umbrella and the Village sought to determine if one of these firms could deliver a better value. The Village sent a request for proposal to three firms and received proposals from all three. The Request for Proposals (RFP) was also advertised on the Village website. Each proposal was a little different. They are as follows: Jeff Ellis Management $86,989.04 (Lifeguarding & Pool Management only) Guarding Waters, Inc. $106,590.00 (All Services) Pool Guards, Inc. $114,147.00 (All Services) Included in the Village budget in various accounts is $129,000 for these services. VN Last saved by rserence J:\WORDDOC\Bid Recommendations\2014 Bid Recommendations\2014 Aquatic Services.doc Last printed 3/19/2014 12:04 PM After reviewing each proposal, staff recommends Pool Guards, Inc. as providing the best value to the Village. These are the reasons for this conclusion: 1) Pool Guards, Inc. is an established firm with many satisfied clients in the area with similar operations to the B&T. 2) Pool Guards is large enough to draw staff from other locations to fulfill staffing requirements of the B&T if necessary. 3) Pool Guards showed in their proposal that they have more experience and more of a sustained track record of providing satisfactory aquatic services to customers with similar needs to those of the Village than the other proposals received. 4) Results from last year's community wide survey regarding the Sports Core revealed lower than expected customer satisfaction with the management and maintenance of the aquatic area of the B&T. 5) Guarding Waters is the pool management division of Aqua Pure. 6) Staff believes there will be a benefit in combining pool management and pool maintenance under the supervision of one firm. Staff believes Pool Guard, Inc. affords the Village with the best overall aquatic services solution and affords the best opportunity to increase customer satisfaction at the Oak Brook Bath & Tennis Club. Recommendation: That the Village Board award a Professional Services Agreement, subject to attorney and staff review, to the company with the best overall value, Pool Guards, Inc, 520 N. Oakhurst Drive, Aurora, IL for the 2014 Aquatic Services at the Bath & Tennis Club. Additionally, that the Village Board approves Resolution 2014-B&T/P-R-137, A Resolution Approving and Authorizing the Award of Contract to Pool Guards, Inc. to Provide Aquatic Services. Last saved by rserence J:\WORDDOC\Bid Recommendations\2014 Bid Recommendadons\2014 Aquatic Services.doc Last printed 3/19/2014 12:04 PM RESOLUTION 2014-B&T/P-R-1347 A RESOLUTION APPROVING AND AUTHORIZING THE AWARD OF A CONTRACT TO POOL GUARDS, INC. TO PROVIDE AQUATIC SERVICES WHEREAS, in 2006, the Village of Oak Brook ("Village") privatized the facility management, life guarding, pool maintenance, and chemical treatment services for the Sports Core aquatic facility (collectively, "Aquatic Services'; and WHEREAS, the Village issued a request for proposals to provide the Village with the Aquatic Services ("RFP'); and WHEREAS, the Village posted the RFP online and sent the RFP to various local firms that provide Aquatic Services, and the Village received three proposals in response to the RFP; and WHEREAS, the lowest priced proposer proposed providing only some of the desired Aquatic Services; and WHEREAS, the Village finds that Pool Guards, Inc. of Aurora, Illinois ("Pool Guards' has more of a sustained track record of providing satisfactory Aquatic Services to customers with similar needs to those of the Village than some of the other proposers; and WHEREAS, the Village has determined that Pool Guards is the low qualified responsive and responsible proposer, based upon experience and upon offering all of the requested Aquatic Services; and WHEREAS, the Village desires to award the contract and enter into an agreement with Pool Guards for Pool Guards to provide the Aquatic Services to the Village for an amount not to exceed $114,147.00; and WHEREAS, the President and Board of Trustees have determined that it is in the best interests of the Village to enter into the Agreement in a final form approved by the Village Manager; NOW THEREFORE, BE IT RESOLVED BY THE PRESIDENT AND BOARD OF TRUSTEES OF THE VILLAGE OF OAK BROOK, DU PAGE AND COOK COUNTIES, ILLINOIS as follows: Section 1: Recitals. The foregoing recitals are hereby incorporated into, and made a part of, this Resolution as the findings of the President and Board of Trustees of the Village of Oak Brook. Section 2: Approval of Purchase. The President and Board of Trustees shall, and do hereby, approve the award of contract to Pool Guards for Pool Guards to provide the Aquatic Services to the Village in a total amount not to exceed $114,147.00. Section 3: Authorization and Execution of the Agreement. The Village President and Village Clerk shall be, and hereby are, authorized to execute a final Agreement on behalf of the Village after review and approval of the final form of the Agreement by the Village Manager. Section 4: Effective Date. This Resolution shall be in full force and effect upon passage and approval in the manner provided by law. (SIGNATURE PAGE FOLLOWS] Resolution 2014-B&T/P-R-1347 Award of Contract to Provide Aquatic Services Page 2of2 APPROVED THIS 25th day of March, 2014 Gopal G. Lalmalani Village President PASSED THIS 25th day of March, 2014 Ayes: Nays Absent: ATTEST: Charlotte K. Pruss Village Clerk #28654523 vi Po ' uar s Inc. POOL GUARDS, INC. PROPOSAL FOR: OAK BROOK BATH & TENNIS CLUB AQUATIC MANAGEMENT SERVICES TO: THE VILLAGE OF OAK BROOK Proposal Form C. Proposal Form In compliance with this Request for Proposals, and subject to all conditions thereof, the undersigned offers and agrees, if this proposal is accepted, to furnish the services as outlined herein for the Village of Oak Brook, subject to modification through negotiations. The time and material, not to exceed, cost proposed shall include all anticipated expenses. Time and Material (including expenses) Not-to-Exceed Cost to conduct the Oak Brook Bath &Tennis Club Aquatic Management Services for the 2014 Pool Season as indicated in the Scope of Services irclodes G, 1't�e9rvA t J. I Eaol INt,crngg¢✓' S 44 $ . 3 wCA� servYces Alternate_Proposal.: - -�I�w.�ua� 1) Not-to-Exceed Cost to conduct only the aquatic facility management (pool check-in, lifeguarding, day-to-day operations, etc.) for the Oak Brook Bath & Tennis Aquatic Facility for the 2014 Pool Season(#'s 1 —9 of the Scope of Services) 2) Not-to-Exceed Cost to conduct only the maintenance and repair services, supply pool chemicals, and open/close services the Oak Brook Bath &Tennis Aquatic for the 2014 Pool Season(#'s 10 and 11 of the Scope of Services) � ' 0 Include with your proposal a spreadsheet indicating the hourly rates, estimated expenses, and any other anticipated costs that are included in the above NTE cost. Also include a full narrative that describes your overall process for maintenance and repair, and lifeguard services. jAworddcclrfp12014 rfp\2014 aquatic services.doc Page 12 Firm Name: �FvS r►C"' Address: 520 Q • O?4"unL-� City, State,ZIP: �� `�" J^� Signature: Name Printed: � �✓� Title:�t � Telephone:�I���o�2� IWO Date: If a Corporation: A . ecretary j:\worddoc\rfp\2014 rfp\2014 aquatic services.doc Page 13 Detailed Cost Spreadsheet Total Guard Hours for Season 5728 Cost of Guards x$12/hr. $68,736 Manager and Assist. Manager $12,000 $80,736 Overhead 20% $16,147 $96,883 Liability Ins. $3,599 Opening of Pools $2,500 Winterizing of Pools $1,600 Chemicals $6,000 Oxygen Tank $600 Lifejacket Allowance $2,000 Safety Supplies for Staff $600 Backboard $365 TOTAL $114,147 Narrative 520 N. Oakhurst Drive PQ wards Inc. P:630.692.1500 Aurora, IL 60502 F: 630.692.1528 www.pooiguards.com Pool Guards, Inc. Management and Maintenance Philosophy We are Chicagoland's most experienced full-service pool care company, specializing in pool management, lifeguard staffing, and maintenance and repair of commercial and residential pools. Being a full-service pool company allows us to oversee every aspect of pool operation. This ensures that repairs are done properly while also preventing premature wear on critical pool components. Having an in-house .maintenance team allows our pool managers and guards a direct link to our certified service technicians — reducing the time for any preventative maintenance or repairs to occur. This process begins before the pool season with the proper starting of your pool(s). This includes draining and cleaning (incl. acid washing), as well as a thorough inspection of your facility's components. Any items in need of attention will be brought to our client's attention, so that the facility may open on time, and in excellent condition. Throughout the pool season, our pool managers are our eyes and ears at your facility, communicating such details as water quality, chemical consumption rates, and the status of mechanical components to our offices and service team. In addition, our service team will provide your facility with three (3) weekly inspections by our APSP Certified Pool Operator technicians, who will perform in-depth inspections on all critical components, as well as clean the facility's filtration systems. For swimming pool service, repairs, renovations and chemicals, we use Swimming Pool Management Systems, Inc. For training of 1 feguards, swim lesson instruction, water exercise programs, we use DuPage Swimming Center, Inc. i a, At the conclusion of the pool season, your pool will be winterized in a manner to reduce any damage or wear-and-tear during the offseason. This includes the proper storage and protection of pool deck furniture and other components. You will also receive a full post-season report detailing the operation of the facility, future preventative maintenance items, as well as projections for larger, necessary projects so that you may properly budget for your facility's smooth operation for years to come. During the pool season, your facility will be staffed by our highly-trained lifeguards. Before beginning work, our guards must be certified in lifesaving, CPR, and the use of automated external defibrillators (AEDs). In addition, each guard is taught about the proper use of pool chemicals, cleaning standards, water chemistry, and operation of the pool vacuum for your facility. The seriousness of the task of iifeguarding is instilled in our staff, and they approach this task with the utmost in professionalism. Throughout the pool season, our pool manager will conduct several in-service training sessions with the staff to ensure that each guard remains sharp on all aspects of their jobs. Since 1983, we have striven to provide full-service, turn key aquatic solutions for our clients. By providing full, in-house solutions for all aspects of your pool facility, we are able to provide clients with an unparalleled high standard in operation, maintenance and enjoyment of their pool(s). References D. References 1. Company Name: Address: l kds S III WP 5 Ind(. kh V(CJ - , U- 6"VL Phone#:�`���J Contact: ,+M c e- 2. Company Name: CwMb9td ADA- Address:-P.c. i " 3W G Phone Jkw) Contact: 'DeA L btu-/ 3. Company Name:1-4otytwcol ROA-F''C-�,9- Address: �`.�' W • 5 r l VM—wol'lle, f G�oS63 Phone#: C(O?o) -7 (7 -"7 S� Contact: t—Al-, '/-A G\)tr(4 1 4. Company Name: ?I VIDOIL CUll Address:�� (�i4-�-1�✓r���ClJb JJ�. , ���,/b�I� . �L tG�IJ Z.7 Phone#:W. V) �33-G0 Contact: r v LPV-V— 5. Company Name: '�l /�l Address: 33 (,•,�w;� � . , 1V ii�I�, �L' �b� Phone#: t ' O 1q Contact: C-014 A 1 e- jAworddoc\rfp\2014 rfp\2014 aquatic services.doc Page 14 Contractor's Certification E. Consultants Certification The undersigned, being first duly sworn an oath, deposes and states that he has the authority to make this certification on behalf of the proposer for the construction, product, commodity, or service briefly described as follows: "Oak Brook Bath & Tennis Club Aquatic Management Services" 1) The undersigned certifies that, pursuant to Chapter 720, Section 5/33E of the Illinois Compiled Statutes, 1993, the proposer is not barred from bidding on this contract as a result of a conviction for the violation of State of Illinois laws prohibiting bid-rigging or bid-rotating. 2) The undersigned states under oath that, pursuant to Chapter 65, Section 5/11-42.1-1 of the Illinois Compiled Statutes, 1993, the proposer is not delinquent in the payment of any tax administered by the Illinois Department of Revenue. 3) The undersigned certifies that, pursuant to Chapter 775, Section 5/2-105. of the Illinois Compiled.Statutes, 1993, the proposer has a written sexual harassment policy.in place including the following information: a) An acknowledgment of the illegality of sexual harassment. b) The definition of sexual harassment under State law. c) A description of sexual harassment, utilizing examples. d) The Consultant's internal complaint process including penalties. e) The legal recourse, investigative and complaint process available through the Illinois Department of Human Rights'and the Human Rights Commission. f) Directions.on how to contact the Department or the Commission. Thi business firm is: (check one) �_ Corporation Partnership Individual FirmyName•: ?Cot �'1� 11�S ,� I✓ c- Address: J[�/ �` 02"L4/In� ' City, State, ZIP: / L Signature: Name Printed: Title: Telephone(� Date: j.kworddoc\rfp\2014 rfp\2014 aquatic services.doc Page 15 AT EST: 4 /� c"— -SEAL- SUBSCRIBED AN SWORN TO before me this 2.0b day of ry 20 OFFICIAL SEAL ' V DAN NELSON Notary Public NOTARY PUBLIC-STATE OF ILLINOIS MY COMMISSION EXPIRES DEC,31,2017 j:\worddoc\rfp\2014 rfp\2014 aquatic services.doc Page 16 Sexual Harassment Policy G. Sexual Harassment Policy t/ ✓LC— . hereinafter referred to as"Contractor"having submitted abid/proposal for v to the Village of Oak Brook, DuPage/Cook Counties, Illinois,hereby certifies t t said Contractor has a written sexual harassment policy in place in full compliance with 775 ILCS 5/2-105(A)(4) including the following information: 1) An acknowledgment of the illegality of sexual harassment. 2) The definition of sexual harassment under State law. 3) A description of sexual harassment, utilizing examples. 4) The contractor's internal complaint process including penalties. 5) The legal recourse, investigative and complaint process available through the Illinois Department of Human Rights and the Human Rights Commission. 6) Directions on how to contact the Department or the Commission. 7) An acknowledgment of protection of a complaint against retaliation as provided in Section 6-101 of the Human Rights Act. Each Contractor must provide a copy of such written policy to the Illinois Department of Human Rights upon request. By: _ Authorize Agent of Co actor Subscribed and sworn to before me this 2-cB day OFFICIAL SEAL of 2�a�V" ,20 I DAN NELSON NOTARY PUBLIC-STATE OF ILLINOIS MY COMMISSION EXPIRES DEC.31,2017 CL Notary ublic j.\worddoc\rfp\2014 rfp\2014 pool heater and pipe replacement and ventilation improvements.doc Page 15 SXtIAM Paq�G,uara's,Inc. Sexual Harassment Policy I. STATEMENT OF COMPANY POLICY This company is committed to providing a workplace that is free from all forms of discrimination, including sexual harassment. Any employee's behavior that fits the definition of sexual harassment is a form of misconduct which may result in disciplinary action up to and including dismissal. Sexual harassment could also subject this company and, in some cases, an individual to substantial civil penalties. The company's policy on sexual harassment is part of its overall affirmative action efforts pursuant to state and federal laws prohibiting discrimination based on age, race, color, religion, national origin, citizenship status, unfavorable discharge from the military, marital status, disability, and gender. Specifically, sexual harassment is illegal and is prohibited by the Civil Rights Act of 1964, as amended in 1991,and the Illinois Human Rights Act. Each employee of this company bears the responsibility to refrain from sexual harassment in the workplace. No employee -male or female- should be subjected to unsolicited or unwelcome sexual overtures or conduct in the workplace. Furthermore, it is the responsibility of all supervisors to make sure that the work environment is free from sexual harassment. All forms of discrimination and conduct which can be considered harassing, coercive or disruptive, or which create a hostile or offensive environment must be eliminated. Instances of sexual harassment must be investigated in a prompt and effective manner. All employees of this company, particularly those in a supervisory or management capacity, are expected to become familiar with the contents of this Policy and to abide by the requirements it establishes. II. DEFINITION OF SEXUAL HARASSMENT According to the Illinois Human Rights Act, sexual harassment is defined as: Any unwelcome sexual advances or requests for sexual favors or any conduct of a sexual nature when; (1) submission to such conduct is made, either explicitly or implicitly, a term or condition of an individual's employment. (2) submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual, or (3) such conduct has the purpose or effect of substantially interfering with an individual's work performance or creating an intimidating,hostile, or offensive working environment. The courts have determined that sexual harassment is a form of discrimination under Title VII of the Civil Rights Act of 1964, as amended in 1991. One example of sexual harassment is where a qualified individual is denied employment opportunities and benefits that are, instead, awarded to an individual who submits (voluntarily or under coercion) to sexual advances or sexual favors. Another example is where an individual must submit to unwelcome sexual conduct in order to receive an employment opportunity. Other conduct commonly considered to be sexual harassment includes: * Verbal: sexual innuendos, suggestive comments, insults, humor and jokes about sex, anatomy or gender-specific traits, sexual propositions, threats, repeated requests for dates, or statements about other employees, even outside their presence, of a sexual nature. * Non-verbal: Suggestive or insulting sounds (whistling), leering, obscene gestures, sexually suggestive bodily gestures, "catcalls", "smacking", or "kissing" noises * Visual: posters, signs, pin-ups or slogans of a sexual nature. * Physical: Touching, unwelcome hugging or kissing, pinching, brushing the body, coerced sexual intercourse, or actual assault. Sexual harassment most frequently involves a man harassing a woman. However, it can also involve a woman harassing a man or harassment between members of the same gender. The most severe and overt forms of sexual harassment are easier to determine. On the other end of the spectrum, some sexual harassment is more subtle and depends to some extent on individual perception and interpretation. The trend in the courts is to assess sexual harassment by a standard of what would offend a "reasonable woman" or "reasonable man", depending on the gender of the alleged victim. An example of the most subtle form of sexual harassment is the use of endearments. The use of terms such as "honey", "darling", and "sweetheart" is objectionable to many women who believe that these terms undermine their authority and their ability to deal with men on an equal and professional level. Another example is the use of a compliment that could potentially be interpreted as sexual in nature. Below are three statements that might be made about the appearance of a woman in the workplace: "That's an attractive dress you have on." "That's an attractive dress. It really looks good on you." "That's an attractive dress. You really fill it out well." The first statement appears to be simply a compliment. The last is the most likely to be perceived as sexual harassment depending on the perceptions and values of the person to whom it is directed. To avoid the possibility of offending an employee, it is best to follow a course of conduct above reproach, or to err on the side of caution. M. RESPONSIBILITY OF INDIVIDUAL EMPLOYEES Each individual employee has the responsibility to refrain from sexual harassment in the workplace. An individual employee who sexually harasses a fellow worker is, of course, liable for his or her individual conduct. The harassing employee will be subject to disciplinary action up to and including discharge in accord with the company's disciplinary policy and the terms of any applicable collective bargaining agreement. IV. RESPONSIBILITY OF SUPERVISORY EMPLOYEES Each supervisor is responsible for maintaining the workplace free from sexual harassment. This is accomplished by promoting a professional environment and by dealing with sexual harassment as with all other forms of employee misconduct. The courts have found that organizations as well as supervisors can be held liable for damages related to sexual harassment by a manager, supervisor, employee, or third party (an individual who is not an employee but does business with an organization, such as a customer, contractor, sales representative, or repair person. Liability is either based on an organization's responsibility to maintain a certain level of order and discipline, or on the supervisor acting as an agent of the organization. As such, supervisors must act quickly and responsibly not only to minimize their own liability but also that of the company. Specifically, a supervisor must address an observed incident of sexual harassment or a complaint, with seriousness, take prompt action to investigate it, report it, and end it, implement appropriate disciplinary action, and observe strict confidentiality. This also applies to cases where an employee tells the supervisor about behavior that constitutes sexual harassment but does not want to make a formal complaint. In addition, supervisors must ensure that no retaliation will result against an employee making a sexual harassment complaint. V.PROCEDURES FOR FILING A COMPLAINT OF SEXUAL HARASSMENT A.INTERNAL An employee who either observes or believes herself/himself to be the object of sexual harassment should deal with the incident(s) as directly and firmly as possible by clearly communicating her/his position to the supervisor, the company's offices, and to the offending employee. It is not necessary for the sexual harassment to be directed at the person making the complaint. Each incident of sexual harassment should be documented or recorded. A note should be made of the date, time, place, what was said or done, and by whom. The documentation may be augmented by written records such as letters,notes, memos, and telephone messages. Complainants are protected by Section 6-101 -of the Human Rights Act. No one making a complaint of sexual harassment will be retaliated against even if a complaint made in good faith is not substantiated. Any witness to an incident of sexual harassment is also protected from retaliation. The process for making a complaint about sexual harassment falls into several stages. 1. DIRECT COMMUNICATION. If there is sexually harassing behavior in the workplace, the harassed employee should directly and clearly express her\his objection that the conduct is unwelcome and request that the offending behavior stop. The initial message may be verbal. If subsequent messages are needed, they should be put in writing in a note or a memo. 2. CONTACT SUPERVISORY PERSONNEL. At the same time direct communication is undertaken, or in the event the employee feels threatened or intimidated by the situation, the problem must be promptly reported to the immediate supervisor or the company's offices. If the harasser is the immediate supervisor, the problem should be reported to the next level of supervision of the EEO Officer. 3. FORMAL WRITTEN COMPLAINT. An employee may also report incidents of sexual harassment directly to the company's offices. The management will counsel the reporting employee and be available to assist with filing a formal complaint. The company will fully investigate the complaint, and will advise the complainant and the alleged harasser of the results of the investigation. First instances of sexual harassment will result in documentation of the incident as well as administrative action up to, and possibly including termination of the offending employee's employment. This decision will be made by management given the circumstances and nature of the incident complained of. Second instances of harassment will result in termination of the offending employee should management reasonably determine that an incident of sexual harassment has occurred. B. EXTERNAL The Company hopes that any incident of sexual harassment can be resolved through the internal process outlined above. All employees, however, have the right to file formal charges with the Illinois Department of Human Rights (IDHR) and/or the United States Equal Employment Opportunity Commission (EEOC). A charge with IDHR must be filed within 180 days of the incident of sexual harassment. A charge with EEOC must be filed within 300 days of the incident. The Illinois Department of Human Rights may be contacted as follows: CHICAGO (312) 814-6200 CHICAGO TDD (312) 263-1579 SPRINGFIELD (217) 785-5100 SPRINGFIELD TDD (217) 785-5125 MARION (618) 993-7463 The United States Equal Employment Opportunity Commission can be contacted as follows: CHICAGO (312)-353-2713 800-669-3362 TDD 800-800-3302 An employee who is suddenly transferred to a lower paying job or passed over for promotion after filing a complaint with IDHR or EEOC may file a retaliation charge with either of these agencies. The charges must be filed within 180 (IDHR) or 300 (EEOC) days of the retaliation. An employee who has been physically harassed or threatened while on the job may also have grounds for criminal charges of assault and battery. VI. FALSE AND FRIVOLOUS COMPLAINTS False and frivolous charges refer to cases where the accuser is using a sexual harassment complaint to accomplish some end other than stopping sexual harassment. 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N G1 .y •"?r „� :U vv u�y� ++ .CA .F,J,. p O I w cu bio GO „ > y Co W U] . co 0, 'ter bo 03 4-J G >, �° � N y� Crn a _ri �O'r :�cG O fA O cr -y©• x"w r O ,+,,�+ - 0 f e& CZ) a! O t], O O �O -- 'd N n In Project Approach Please see "Narrative" Terms and Conditions Proposed Services Contract—Terms may be negotiated on case-by-case basis 520 N. Oakhurst Drive P:630.692.1500 L 60502 �� �uarLLS Inc. F: 630.692.1528 Aurora, www.poolguards.corn March 6, 2014 Ms.Michelle Hrody Oak Brook Bath&Tennis Club 800 Oak Brook Rd. Oak Brook,IL 60523 Dear Michelle, Thank you for allowing us to submit a bid to service Oak Brook Bath&Tennis Club for the 2014 pool season! Pool Guards,Inc.provides full-service,top-to-bottom pool management, staffing, and maintenance and repair services. We strive to provide you exactly the right amount of services to allow for the smooth operation of your pool,while working within your budget. Based on my understanding of your needs for the 2014 pool season, our proposal for your facility includes the following details: • 24-hour on-call staff to receive phone calls and address potential needs and concerns. • We provide three 3)free weekly inspections of your pool facility by APSP-Certified technicians to oversee the filtration and mechanical systems of your pool(s). • All chemicals included in contract prices. • Opening Closing services included—we drain, clean,and acid wash your pool prior to the season, as well as winterize the pool at the conclusion of the season. • We will provide one(1)pool manager and six(6) lifeguards—one at the front desk,one at each of the 4 pools, and one rotating guard. • Automated payroll system used for all employees,which includes all workers- compensation,Federal and state withholdings, and required insurance. Contract Price: $114,147 for the 2014 Season Includes: 6 Lifeguards, 1 Pool Manager 3x weekly service by CPO®technician All required safety equipment(excluding AED) $2,000 allowance for lifejackets With over 31 years of experience in the pool management industry,Pool Guards is uniquely positioned to stay.ahead of any unforeseen problems with our preventative maintenance and inspection programs. Investing with Pool Guards this coming season will help keep your pool operating smoothly,not only this season,but for many to come. For swimming pool service, repairs, renovations and chemicals, we use Swimming Pool Management Systems, Inc. For training of lfeguards, swim lesson instruction, water exercise programs, pg. 1 we use DuPage Swimming Center, Inc. If you have any questions about our proposal,please call at(630) 692-1500 ext. 102 so that we may discuss how Pool Guards can earn your business. d egards, Se our, President Pg. 2