Frequently Asked Questions

Palm Beach Gardens follows the water restrictions put in place by the South Florida Water Management District for Palm Beach County. A detailed schedule can be found here: https://www.sfwmd.gov/sites/default/files/documents/year_round_3days_schedule.pdf

Residency depends on if you live within the incorporated boundaries of Palm Beach Gardens. To check your residency, please visit www.pbgrec.com/residency.

Per the City's Code of Ordinances, Sec. 46-14. - Pets and animals: No person shall bring or allow any pet or animal in any City park, except those assisting or aiding impaired or physically disabled persons, unless such park is specifically designated for use by such pet or animal.  They are more than welcome to use the dog park located off of Lilac Drive, next to Lilac Park.

You can register for a class in person at any Recreation service desk or online at PBGREC.COM/LOGIN.

The walking trail at the Burns Road Community Center is currently 1 mile in length.

The hours of operation for the Burns Road Community Center walking trail is dawn to dusk.

The hours of operation for the Burns Road Community Center playground are dawn to dusk.

The daily lap swim admission for residents is $3.50 + tax per person. The admission for daily swim for non-resident fee is $7.00 + tax per person.

There is a Palm Tran bus stop just south of Burns Road on Military Trail. Visit their

Cash, Visa, Mastercard, Discover or American Express

The Gardens Life brochure is published three times per year: Winter/Spring (January - May), Summer (June - August), and Fall (September - December). It is available approximately 2 weeks before the start of the new period.

The City of Palm Beach Gardens no longer mails out brochures to resident households. You may pick up a copy at any Recreation facility or download it from our website

Permits are required for group use of any park facilities, athletic fields, picnic pavilions and lighted facilities. Permits can be completed in person at the Burns Road Community Center or online at PBGREC.COM/LOGIN.

Permits are required for group use of any park facilities, athletic fields, picnic pavilions and lighted facilities. Permits can be completed online by clicking the Pavilion & Facility Rentals button on the Recreation home page at PBGREC.COM or in person at the Burns Road Community Center.

Burns Road Community Center regular business hours of operation are as follows: Monday-Thursday 7am-8pm, Friday 7am-6pm, Saturday & Sunday 8am-5pm. However, hours may change or be extended depending on the season and programming. 

The Gardens GreenMarket is now held every Sunday at the City Hall Municipal Campus, 10500 North Military Trail, Palm Beach Gardens, FL 33410. The hours of operation is 8am-1pm.

Juniors play at a discounted rate. We also offer a Junior Pass, which allows juniors to play at the same rate as our Passholders. 

Yes – Incorporated, tax-paying Palm Beach Gardens residents receive a 15% Discount off of applicable rates. The Gardens Resident must purchase a FOB from the Golf Shop to receive the discount. Please call 561-630-1178 to schedule an appointment.  

No – Outside food, drink, and coolers are forbidden. The Dancing Crane is located in the Clubhouse and will provide all of your food and beverage needs.

Our Public Media Relations Director can be reached at 799-4152 for general inquiries about the City of Palm Beach Gardens.

Contact the Public Works Division at 561-804-7034.

Parks, facility and pavilion reservations can be made by contacting the Burns Road Community Center at 561.630.1100.

Contact the Public Works Division at 561.804.7034.

All City parks are open from dawn until dusk, with the exception of scheduled events and inclement weather.

Contact the Public Works Division at 561.804.7034.

We offer a hands-only CPR class in partnership with Palm Beach Gardens Medical Center; no certification is given at this class. If you need to obtain a formal CPR certification, contact your local American Red Cross office or your local American Heart Association office.

Please use the following link to submit your request for medical records, fire incident reports, fire inspection reports, fire code violations, etc.: Request Fire / Rescue Records.

If you need to complete a HIPAA release form as a part of your request and you do not already have one, please use the form found at the following link: Palm Beach Gardens Fire Rescue HIPAA Release Form (PDF).

Billing statements and inquiries for third parties (e.g., law firms and attorneys) are not available through this office. Please submit your request directly to Digitech Computer, LLC via Chartswap.

If your rescue (ambulance) transport occurred prior to March 1, 2024, please reference the following contact information for Digitech Computer, LLC:
Phone: 888-227-5513
Fax: 305-459-0597

If your rescue (ambulance) transport occurred on or after March 1, 2024, please reference the following contact information for Digitech Computer, LLC:
Phone: 888-221-4536
Fax: 833-689-5804
Email: pbgfl@payambulance.com

Palm Beach Gardens Fire Rescue outsources its rescue (ambulance) billing functions to Digitech Computer, LLC.

If your rescue (ambulance) transport occurred prior to March 1, 2024, please reference the following contact information for Digitech Computer, LLC:
Phone: 888-227-5513
Fax: 305-459-0597

If your rescue (ambulance) transport occurred on or after March 1, 2024, please reference the following contact information for Digitech Computer, LLC:
Phone: 888-221-4536
Fax: 833-689-5804
Email: pbgfl@payambulance.com

Please call 561-799-4300 should you wish to speak directly to a representative from Palm Beach Gardens Fire Rescue.

Yes, you may apply to schedule a ride-along. The application process includes a criminal background check and requires submission of a valid state-issued ID. Please contact 561-799-4300 for additional information about the application process.

We no longer have a volunteer division.

Contact your local college for more information on how to become a firefighter, EMT, or paramedic. The Florida Department of Health maintains a list of approved EMS Training and Education programs.

If you know the name of the person who is reviewing your plan, you can contact them directly. If you are unsure of who is reviewing your plan, please contact the Assistant Fire Marshal.

We send a fire engine on medical calls to provide additional assistance to the ambulance crew.

No, however, there is a Sharps and Medical Waste program offered through the Health Department of Palm Beach County.

Please click here for General/SEIU positions. Please click here for Police and Fire union positions

FAQS

Veterans' Preference

Q: What is the definition of a “Veteran” for Veterans’ Preference eligibility?

The term Veteran means a person who served in the Unites States of America active military, naval, or air service and who was released with an Honorable discharge.

Q: Who qualifies for Veterans’ Preference?

Individuals eligible for Veterans’ Preference (VP) are as follows:

1. Disabled Veterans who have served on active duty in any branch of the Armed Forces and who presently have an existing service-connected disability that is compensable under public laws administered by the Department of Veterans’ Affairs (DVA), or are receiving compensation, disability retirement benefits, or pension by reason of public laws administered by the DVA and the Department of Defense (DoD).

2. The spouse of a Veteran:

a) Who has a total and permanent service-connected disability and who, because of this disability, cannot qualify for employment; or

b) Who is missing in action, captured in line of duty by a hostile force, or detained or interned in line of duty by a foreign government or power.

3. A Veteran of any war, who has served at least one day during that wartime period as defined in section 1.01(14), F.S., or who has been awarded a campaign or expeditionary medal. Active duty for training shall not be allowed for eligibility under this paragraph.

4. The un-remarried widow or widower of a Veteran who died of a service-connected disability.

5. The mother, father, legal guardian, or un-remarried widow or widower of a service member who died as a result of military service under combat-related conditions as verified by the DoD.

6. A Veteran as defined in section 1.01(14), F.S. The term “Veteran” is defined as a person who served in the active military, naval, or air service and who was discharged or released therefrom under honorable conditions only or who later received an upgraded discharge under honorable conditions. “Active Duty for Training” does not qualify for VP.

7. A current member of any reserve component of the United States Armed Forces or The Florida National Guard.

Q: What are the Wartime periods?

 World War II: December 7, 1941 - December 31, 1946.

 Korean Conflict: June 27, 1950 - January 31, 1955.

 Vietnam Era: February 28, 1961 - May 7, 1975.

 Persian Gulf War: August 2, 1990 - January 2, 1992.

 Operation Enduring Freedom: October 7, 2001 – ongoing.

 Operation Iraqi Freedom: March 19, 2003 - August 31, 2010.

 Operation New Dawn: September 1, 2010 – ongoing.

 Service during a campaign or expedition for which a campaign badge has been authorized.

Q: What Character of Discharge must be on the DD Form 214 in order to qualify for Veterans’ Preference?

A Veteran MUST have been discharged with nothing less than an “HONORABLE” discharge.

Q: Does a General (Under Honorable Conditions) discharge qualify for Veterans’ Preference?

No, a General discharge is less than an Honorable discharge and does not qualify for Veterans’ Preference

Q: What if the applicant has multiple DD Form 214’s and one of them is less than Honorable?

To be eligible for VP an applicant must have one eligible period of active duty in which they received an Honorable discharge. Therefore, the applicant will be entitled to VP and the other DD Form 214 will be irrelevant.

Q: What is a DD Form 215 and why is it important?

A DD Form 215 is a document attached to a Veteran’s DD Form 214 which declares that some information contained on the DD Form 214 has been corrected, changed or added. This can include corrections to service dates and additions of medals. More importantly for our purposes, this can include upgrades to character of service. The change will supersede the previous one on the DD Form 214.

Q: Do you have to be a Florida resident to qualify for Veterans’ Preference?

No, you do not have to be a Florida resident to qualify for VP.

Q: Do you have to be a U.S. citizen to use Veterans’ Preference?

No, any VP qualifying U.S. citizen or lawfully authorized alien worker in the United States can apply with a political entity in the State of Florida and request VP on their job application.

Q: How often can an applicant use Veterans’ Preference?

Eligible applicants can use VP as many times as they want when applying for initial hire positions. There is no expiration of VP, however, you must have qualifying service (90 consecutive days while in your civilian position)

for internal promotions. If position is advertised externally, all VP eligible applicants can claim preference, even if it is a promotion for the veteran.

Q: What Veterans are guaranteed an interview?

30% or more disabled veterans (except for veteran-only position) and when the decision to interview applicants is based on a non-numerical scoring system, all VP eligible applicants MUST be granted an interview.

Q: What points/percentages are applied for Veterans’ Preference?

Employers who use a numerically based system for hiring must augment a VP eligible applicant’s score. The amount that is awarded the applicant is based upon their eligibility category. The points/percentages are ten (10), fifteen (15), or twenty (20) and are allotted as follows:

 Disabled Veterans: 20 points/percent

 The spouse of a Veteran with a total and permanent service-connected disability, missing in action, captured in line of duty by a hostile force, or Detained or Interned in line of duty by a foreign government or power: 20 points/percent

 A Veteran of any war who has served at least one day during that wartime period or who has been awarded a campaign or expeditionary medal: 15 points/percent

 The un-remarried widow or widower of a Veteran who died of a service-connected disability: 15 points/percent

 The mother, father, legal guardian, or un-remarried widow or widower of a service member who died as a result of military service under combat-related conditions: 15 points/percent

 A Veteran as defined in section 1.01(14), F.S.:” The term ‘Veteran’ means a person who served in the active military, naval, or air service and who was discharged under honorable conditions: 10 points/percent

 A current member of any reserve component of the United States Armed Forces or The Florida National Guard: 10 points/percent

Q: When are Veterans’ Preference points/percentages applied?

1. After the applicant meets the required minimum qualifications for the position.

2. After applicant achieves a passing score on any required exams.

Q: What steps get points added?

If a number system is used at ANY stage (ex: scoring KSAs, preferred qualifications, interviews) the score must be augmented to add Veterans’ Preference points.

Q: When there is multiple testing during an application process, when is Veterans’ Preference applied?

VP is applied at every stage of the process. There are two ways of augmenting scores when there are multiple tests (as long as the minimum passing score is achieved at each stage):

1. If the VP applicant earns a minimum passing score on an exam, their score is augmented with their eligible VP points and they are able to move forward to the next test where, if a minimum passing score is achieved, that score will also be augmented with their eligible VP points. This pattern continues through all tests toward a total score.

2. An applicant takes a series of tests and all of their scores are added together to reach a single cumulative score. That score is then augmented with their VP eligible points (as long as the minimum passing score is achieved at each stage).

Q: How to determine whether to augment a score by points or by percentages?

If the total possible score during testing is 100 points, an applicant’s score should be augmented with 10, 15 or 20 points. If the total possible score is less than or more than 100 points, an applicant’s score should be augmented by 10%, 15% or 20% of the total possible score. For example, if the total possible score during testing is 50, an applicant who is a 10 point/percent Veteran, should have their score augmented by 10% of the 50 (total possible score) - in this particular example 5 points.

Q: What happens when the selection is reduced to a group of top scoring applicants and the top scoring applicants are considered equal?

If there is a VP eligible applicant in the group, and all applicants are EQUAL, the decision maker MUST select the VP eligible applicant. The decision maker is not able to skip over a VP applicant and select an equally qualified non-VP applicant.

If there is more than one VP applicant in the EQUALLY qualified group, the selection will be based upon how the applicants qualified for VP and their eligibility category. A qualifying disabled VP applicant will always be selected over any other category of applicants when EQUALLY qualified.

Q: What if a non-numeric system is used?

When an examination is not given, VP MUST be given at every step. At the very first step the VP eligible applicant, who meets the required minimum qualifications, is guaranteed an interview. However, the final selection of an applicant is based upon whom the decision maker believes is the most qualified applicant for a position.

If there are two VP candidates, who EQUALLY qualify, the selection shall be based upon how each candidate qualified for VP and their eligibility category. A qualifying disabled Veteran will always be selected over any other category of applicants when EQUALLY qualified.

However, when a VP eligible applicant is NOT selected, an upper management individual, who has the authority to reverse the decision, MUST review the selected applicant and the VP eligible applicant(s) and determine if the most qualified person was chosen. Employers should document this review process.

Q: What is the difference between a scored and non-scored interview?

Employment interviews can be either scored or non-scored. Scored interviews ensure applicants have equal opportunities to provide information and are assessed accurately and consistently because a rating scale is used. Therefore, points are augmented in a scored manner.

Scored Interviews

Non-Scored Interviews

All applicants are asked the same questions in the same order.

Applicants may be asked different questions.

All applicants are evaluated using a common rating scale.

A standardized rating scale is not required.

Interviewers are in agreement on acceptable answers.

Interviewers do not need to agree on acceptable answers.

Q: What documents must be shown in order to claim Veterans’ Preference?

1. DD Form 214

a) Disabled Veterans shall also furnish a document from the DoD or the DVA establishing that the Veteran has a service-connected disability. The type of disability does not have to be disclosed in most cases.

2. Spouses of disabled Veterans shall furnish an Award Letter stating that they are entitled to benefits under Chapter 35 from the VA or the DoD. This confirms that the Veteran is totally and permanently disabled. The spouse should also have an identification card issued by the DoD; spouses shall also furnish a marriage certificate or other official evidence of marriage to the Veteran and a statement that the spouse is still married to the Veteran at the time of the application for employment.

3. An un-remarried widow or widower of a Veteran who died of a service-connected disability shall supply documentation from the VA indicating the cause of death.

4. Spouses of active duty member shall furnish the following documents:

a) DoD or DVA documentation certifying that the Veteran is listed as missing in action, captured in line of duty, or forcibly detained or interned in line of duty by a foreign government or power.

b) Evidence of marriage.

c) Statement that the spouse is married to the Veteran on active duty at the time of application for employment.

5. The mother, father, legal guardian, or un-remarried widow or widower of a deceased Veteran shall furnish a document from the DoD showing the death of service member while on-duty status under combat-related conditions or the DVA certifying the service-connected death of the Veteran, and shall further furnish evidence of marriage. The legal guardian shall show the court documents establishing the Guardianship.

6. Current Reserve members and National Guard members should provide a signed memorandum from their military supervisor confirming their Active status in the Reserves or Guard.

Q: What happens if the documents are not supplied?

If any of these documents are missing during the application process, the employer must let the veteran know what is missing by email and give the applicant 5 business days to cure the deficiency.

Q: Who is eligible for Veterans’ Preference in promotion?

In order to qualify for VP for promotion the eligible applicant must have a break in employment and be deployed/activated for 90 consecutive days unless released early while serving in a combat zone or due to medical reasons. After being discharged the applicant must return to the same public entity and be re-employed. The applicant must provide the employer a DD Form 214 or comparable documents, which show their discharge from Active Duty and their Character of Service. Active Duty for training does not qualify.

Full-Time duties and operational support assignments in the Reserve Component and The National Guard, for all purposes other than receiving training, are Preference-Eligible.

Q: What about Character of Discharge for Promotion?

A Veteran MUST have been discharged with nothing less than an “HONORABLE” discharge. If a DD 214 was not provided, the applicant should provide a copy of their orders, and a signed memorandum from their military supervisor confirming their Honorable service.

Q: When must Veterans’ Preference for a promotional opportunity be used and can it be used multiple times?

The eligible applicant must request VP the first time a promotional opportunity becomes available, and it is only good for a single promotion. A single deployment cannot be used multiple times. One deployment entitles the applicant to one promotion only.

Q: If a VP eligible applicant has multiple deployments, will they be entitled to multiple promotions?

It depends. VP for promotions cannot be stacked. A VP eligible employee would have to be employed, then deployed/activated while in their current position, and then return to their position. The employee can then use VP for the next available promotion. In order to use VP for promotion again, the employee must have been deployed/activated while in their current (promoted) position.

Example: Joe is deployed/activated in his current position three (3) times. Joe applies his VP for promotional opportunity and is promoted. Even though Joe had three (3) deployments/activations BEFORE he was promoted, he cannot again claim VP for the next available promotional opportunity UNLESS Joe is deployed/activated again while in his promoted position.

An employee MUST be deployed/activated while in their current position and return to that position to be eligible for VP for a promotion.

Q: Is a Veterans’ Preference eligible employee automatically guaranteed a promotion due to their deployment/activation?

No. At the time a promotional opportunity is available the employee must meet the required minimum qualifications and be considered the most-qualified candidate. If the employee is unsuccessful and fails to receive the promotion, the employee can apply for a promotion as many times as necessary, and apply their VP, until they succeed in receiving the promotion.

Q: Which employers must comply with the Veterans’ Preference requirements of Section 295.07, F.S., and Chapter 55A-7, F.A.C.?

The Statutes and the Rules are applicable to Public entities such as the State and all their Agencies. They also apply to the State University System, State Community College System, the Florida School for the Deaf and Blind, and the State’s political subdivisions including counties, cities, towns, villages, special school districts, special road and bridge districts, bridge districts, and all other districts in the State.

Q: Which positions qualify for Veterans’ Preference and which are exempt from Veterans’ Preference?

The following list identifies positions that qualify:

Positions of employment offered by the State as designated in Section 295.07(4)(a), and listed below:

a) All positions under the state Career Service System.

b) All positions under the University Support Personnel System of the State University System.

c) All Career Service System positions under the Florida College System and the School for the Deaf and Blind.

d) Equivalent positions at State Universities, Florida College System institutions or the School for the Deaf and Blind.

The following list identifies the positions that are exempt:

Positions of employment offered by the State as designated in Section 110.205(2), F.S and partially listed below (for a complete list see F.S.):

a) Persons employed on a temporary basis without benefits.

b) Heads of departments and certain managerial positions.

c) City managers, County managers, management and policymaking positions of political subdivisions of the State.

d) All members of state boards and commissions.

e) Certain positions that require licensure as a physician.

f) Positions that require employee membership to the Florida Bar.

Q: If a political entity posts a position, can a Veterans’ Preference eligible employee within that entity utilize their Veterans Preference’ for that position?

It depends. If the posting is made available to everyone (internal employees and external applicants), a VP eligible employee may use their VP benefit during the application process. However, if the posting is open only to internal employees, VP cannot be applied UNLESS the employee was deployed/activated while in their current position.

Can current Servicemembers claim Veterans’ Preference before they leave the service?

If the Servicemember is within 120 days of release from Active Duty, they can claim Veterans’ Preference. They will need to provide a Statement of Service from their military command that states their character of service and release date from the military.

Q: What if a veteran does not provide all of the required documentation for proof of Veterans’ Preference qualification?

The employer has an affirmative duty to notify the applicant of the missing documentation, and give them 5 business days to cure the deficiency. It is strongly encouraged that the employer use a written form of correspondence (email) to notify the applicant. This documentation can later be provided as evidence if a complaint is filed.

Q: How many days does an applicant have to file a complaint regarding the application of Veterans’ Preference, and what requirements must be first met?

1. The complainant must file a complaint within 60 calendar days from the date they received notice of non-select from the hiring agency.

2. Prior to filing a complaint, it is the responsibility of the complaint to contact the designated Human Resources contact person at least one time after 45 days have passed from the final date for submitting an application or the interview date, whichever is later in time, if the applicant has not received notice of a hiring decision. It is the complainant’s responsibility to maintain contact with the employer to stay informed as to the status of the position.

Q: How does an applicant file a complaint when they believe they have not been properly afforded Veterans’ Preference?

In order to file a complaint against an employer, which is a State Agency or a political subdivision, the following information is required to be submitted:

1. A detailed statement from the complainant. It is important to provide the sequence of events. The statement should include at a minimum:

a. The process used to notify the employer of eligibility for Veterans’ Preference.

b. Information regarding interviews, any documents obtained and communication between complainant and employer.

2. Copy of the complainant’s DD Form 214, and/or Certificate of Release or Discharge from Active Duty containing the character of service.

3. Position announcement.

4. Copy of the complainant’s job application and résumé.

5. Non-selection notification and verification that the position was filled, or a statement to the fact within 60 days of non-selection.

6. Any and all other documents, email threads, or other correspondence received from the employer.

Q: Where does an applicant file their complaint?

Emailed to: VeteransPreference@fdva.state.fl.us, or

Mailed to: Florida Department of Veterans’ Affairs

Attn: Veterans’ Preference Coordinator

11351 Ulmerton Road, Suite 311

Largo, Florida 33778-1630

Q: What happens when a complaint is filed?

Upon receipt of the information, FDVA will review the complaint and determine if FDVA has jurisdiction to proceed with an investigation. In order to have jurisdiction the claim must meet the criteria defined in Section 295.07, F.S., and Chapter 55A-7, F.A.C. If the complaint meets the criteria it will move forward and if does not meet the meet the criteria, the matter will not move forward. In either event the complainant will be contacted by FDVA.

Q: What is the timeline for a Veterans’ Preference claim?

The Veteran must file a claim with the FDVA within 60 days of the date they received notification of not being selected.

Within 10 days of receiving the complaint, FDVA provides a written acknowledgment to both the complainant and the employer.

Within 20 days of receiving the complaint, FDVA designates an individual to conduct an investigation.

Within 10 days of being assigned to conduct an investigation, the designated individual requests information from the employer.

Within 30 days of the FDVA request for documentation, the employer shall furnish the following:

a) Any and all materials concerning the hiring process and decision.

b) A plain statement justifying their hiring decision.

c) If applicable a statement as to whether the job functions can or cannot be performed by the preference-eligible applicant.

At the conclusion of the investigation, FDVA will issue an opinion letter to both the complainant and the employer stating whether the claim has merit or lacks merit.

If the complaint has merit, the employer shall send a written statement of proposed action to the complainant, AND FDVA, to resolve the complaint within 30 days from the date of the findings by FDVA. If there is no resolution between the employer and the complainant, or the employer does not respond within 30 days, the complainant has 45 days from the date of the finding by FDVA to request a hearing with the Public Employees Relations Commission (PERC).

If the complaint lacks merit, the complainant may still petition PERC for a hearing within 20 calendar days from the date of the findings by FDVA.

Q: Can postsecondary education be waived for veterans?

Yes, based on the July 1, 2021 update to Florida Statute 295, the state and its political subdivisions may waive a postsecondary educational requirement for a position of employment, other than those positions made exempt under FS 110.205, for a current member of any reserve component of the United States Armed Forces or the Florida National Guard or a veteran who has been honorably discharged if the person is otherwise qualified for the position.

Q: Are political subdivisions of the state required to have a written veterans’ recruitment plan?

Yes, each state agency and political subdivision shall develop and implement a written veterans’ recruitment plan that establishes annual goals for ensuring the full use of veterans in the agency’s or political subdivision’s workforce. Each veterans’ recruitment plan must be designed to meet the established goals.

Yes, except on fee-simple, single-family, attached or detached, or duplex lots. Please review the brochure on Tree Removal and Pruning information provided by the City. Please contact the City Forester at 561-799-4243 or mhendrickson@pbgfl.com for more details.

Yes, Section 78-328 of the City Code. Please review the brochure on Tree Removal and Pruning information provided by the City. The City also has a Certified Arborist on staff to answer any questions.

Palm Beach Gardens follows the water restrictions put in place by the South Florida Water Management District for Palm Beach County. A detailed schedule can be found at: https://www.sfwmd.gov/sites/default/files/documents/year_round_3days_schedule.pdf

Starting Friday, August 18, 2023, at 6 p.m., for programming and general public use, except for:

• Access to the Aquatic Center will remain through the building until the Aquatic Center Closure at 6 p.m. on Sunday, August 27, 2023.
• The restrooms will be open for the public using the playground during posted hours until Monday, September 4, 2023.

The project is slated to begin in early September with an anticipated opening in Spring of 2025.

The community center project will include four (4) multi-purpose rooms/studios, a dedicated tot activity area, two (2) rooms dedicated to cultural arts, social gathering space, and the existing two (2) gyms and lockers rooms will remain. The portion of the center that was built in 1983 will be demolished and replaced with a new building that meets existing building codes and has enhanced security. 

No, all of the programming, plus more, will be held.  Please refer to the Recreation “Gardens Life” brochure for dates and times. 

All Recreation phone numbers and emails will remain the same.

Some specialty camps will be held next summer, although classic camps and schools-out camps will not be held due to the lack of indoor facilities. Parents are encouraged to contact local schools and nearby municipalities for availability.

Cards and games will be held at Mirasol Park, 12385 Jog Road 33418, several days per week, please refer to the brochure or website for the schedule.

No, not during the closure.

Due to the lack of indoor space, those programs not listed will not be held. Many programs are still listed in the brochure and patrons are encouraged to review those.

Yes, please contact the Tennis & Pickleball Center at 561.630.1180 or the Sandhill Crane Golf Club at 561.630.1160.

Yes, please refer to the Recreation “GardensLife” brochure and website for dates. The yard sales will be held outdoors in a park.

Due to the lack of indoor space, this event will not be held.  Patrons are encouraged to shop at The Gardens GreenMarket.

You can register for programs at any indoor recreation facility. Those include, when open, the Lakeside Center, Tennis & Pickleball Center, and the Aquatic Complex Building. Patrons are encouraged to register online. The Mirasol Park building location will accept credit card payments only.

Patrons should refer to the rentals page on pbgrec.com/rentals for information, or should they need to contact the staff, use the email recrentals@pbgfl.com.

Yes, the PBGYAA will host their typical winter league. Stay tuned to PBGYAA.com for further information regarding the upcoming season.  

Please refer to the Supervisor of Elections office for that information. www.Votepalmbeach.gov.

There will be a designated pathway on the east and west sides of the playground that will lead patrons to the center entrance. A temporary trailer will be set up just outside the new Aquatic Building for check-in until the building is complete.

Yes, except the playground will close starting Tuesday, September 5, 2023, to Tuesday, September 19, 2023, for construction-related activities.

Limited parking will be available on the community center site along with parking at the Lakeside Center.  Overflow parking is available in Gardens Park.

Yes, a limited number will be available.  Patrons are encouraged to use the parking lot at the Lakeside Center, 10410 N. Military Trail.

To be eligible to receive funding, the applicant must apply for assistance and meet the following criteria:

• The applicant must be a resident of the City of Palm Beach Gardens and own their home within City limits. 
• The home must be owner-occupied and demonstrate homestead exemption. 
• The applicant must demonstrate and certify the total household income, which may not exceed more than 120% of the local Area Median Income (AMI) for the household size, as determined by Florida Housing Finance Corporation.
• The household liquid assets shall not exceed $50,000.
• The applicant may not have previously received grant assistance with Community Development Block Grant funds.
• The applicant must cooperate in providing all applications materials. All applicants will be required to sign a form declaring no conflict of interest. A conflict of interest exists when the following occurs:
  1. The applicant is a current City of Palm Beach Gardens official, employee, board member, commissioner, agent and/or other representative of the City. 

Liquid assets include checking accounts, savings accounts, whole life insurance, stocks, bonds, treasury bills, certificates of deposit, mutual funds, annuities, and money market accounts. 

Liquid assets do not include tax advantage retirement or educational savings accounts.

Household income must not exceed 120% Area Median Income (AMI) for Palm Beach County, as established annually by Florida Housing Finance Corporation (FHFC), adjusted for household size. For example, for a household of two, the household income cannot exceed $102,840. Please see the income limit chart under the eligibility section of the program webpage. These limits are subject to change and typically updated in April of each year.

Everyone who lives in the home, related or unrelated, including roommates, spouses, family, and children. Tenants are not included, however; income from a renter must be included in the income eligibility review.

The application is only available online. The link to the application form will be made available on this webpage on March 10, 2025.

The rehabilitation is limited to improvements to increase exterior home hardening, energy conservation, and accessibility. The included rehabilitation activities may include, but are not limited to:

• Roof repair and/or replacement
• Exterior window(s)
• Exterior door(s)
• Sliding Glass Door(s)
• Garage Door(s)
• Driveway Overlays
• Americans with Disabilities (ADA) Accessibility Ramps, etc. as requested/needed
• Landscaping
• Exterior Paint
• Any other improvement that may be determined necessary due to life safety and building code requirements by the program administrators. 

The City has an established pool of qualified contractors for his program. Contractors can be added to the pool at any time if the contractor meets all City requirements, including insurance, bonding, experiential, and licensing requirements to perform construction work under this program. To inquire about being added to the pool of contractors for this program, please contact the Purchasing Department.

The assistance is structured as a 0% interest, deferred payment loans to assist local homeowners in making needed improvements to their homes. The loan may be forgiven and transition to a grant after five years if no "qualifying event(s)" occur prior to the five-year anniversary date of the executed lien agreement. An example of a qualifying event is selling the home. 

Up to $40,000 may be allocated towards each home, based on need.

Please contact the Workforce Housing Team at workforcehousingteam@pbgfl.gov if you have any questions.

The City Council approved multiple programs for the City’s Workforce Housing Fund through Resolution 61-23 - Approving the Implementation of the Workforce Housing Fund Programs.