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Page 1 of 7 <br />CITY OF LITTLE CANADA <br />POLICY IMPLEMENTING AND ALLOWING EXPENDITURES FOR A <br />PREVENTIVE HEALTH AND EMPLOYEE RECOGNITION PROGRAMS <br />Minn. Stat. § 15.46. <br />BACKGROUND <br />Limited Statutory Authority Granted to Counties and Cities <br />Counties and cities have specific authority for a wellness and employee recognition <br />program under Minn. Stat. § 15.46. This statute states that a county or a statutory or <br />home rule charter city “may establish and operate a program of preventive health and <br />employee recognition services for its employees and may provide necessary staff, <br />equipment, and facilities and may expend funds as necessary to achieve the objectives of <br />the program.” <br />Additionally, the League of Minnesota’s Human Resources Reference Manual (HRRM) Chapter <br />5: Benefits, Sec. IV discusses and makes recommendations on how to develop and adopt such <br />policy: <br />Take formal action to adopt a program, preferably well in advance of any actual <br />expenditures, using language specifying the program is adopted as additional <br />compensation for work performed by the employees. <br />Develop a well-thought-out and modestly priced program applicable to all employees <br />who meet certain conditions. For example, “all employees who reach 25 years of service <br />will receive a plaque thanking them for their dedicated years of service to the <br />community.” Or, “all regular full-time and regular part-time employees will be invited to <br />attend the city’s summer employee picnic to thank them for their work throughout the <br />year.” <br />Each city council should decide whether it believes these types of employee benefits promote a <br />public purpose and serve the best interests of the citizens of their community. <br />Attachment 2 - Revised Proposed Policy