HomeMy WebLinkAbout04-04-2022 Council Work Session PacketCITY COUNCIL WORK SESSION AGENDA
CITY OF LINO LAKES
Monday, April 4, 2022
Community Room
6:00 P.M.
1. Lakeview Area Storm Drainage Plan, Diane Hankee
2. Water Treatment Plant Next Steps, Michael Grochala
3. Rookery Policies, Holiday Schedule, and Rental Fee Structure Discussion, Lisa Lamey
4. Blue Heron Days Update, Rick DeGardner
5. Public Services Department Staffing Adjustments, Rick DeGardner
6. Liquor License Fee Discussion, Julie Bartell
7. Personnel Policy Revisions, Sarah Cotton
8. Council Updates on Boards/Commissions, City Council
9. Adjourn
WS—I
WORK SESSION STAFF REPORT
Work Session Item No. I
Date: April 4, 2022
To: City Council
From: Diane Hankee PE, City Engineer
Re: Lakeview Area Storm Drainage Plan
Background
The Lakeview Drainage Area, located on the City's western border with Blaine, is an urban area
that drains poorly and does not have a storm sewer system. It is bound by Elm Street, Sunset
Avenue, North Road, and Sunrise Drive. This area, which encompasses the Lexington Park and
Lakeview neighborhood, was platted in 1946. In 1987, the City completed a Comprehensive
Storm Drainage Plan for the area that is yet to be implemented. There are areas in the
neighborhood that do not drain well especially in the springtime. City public works staff
annually pumps surface water in certain locations during spring thaw conditions.
The roadways in this neighborhood are planned to be reconstructed in 2027. This area is
currently served by private wells and individual onsite septic systems. Due to the limited lot
sizes, the City would coordinate the extension of municipal sanitary sewer and water with the
roadway and drainage improvements.
As a first step, staff is looking to update the Lakeview Area Storm Drainage Plan to reflect
current design requirements, evaluate potential ponding areas, and identify/confirm the preferred
storm water routing. The City currently owns two parcels available for stormwater ponding in
the area. The City also has open space in Sunrise Park that could be used if necessary.
This information would be used to determine the extent of the 2027 Street Reconstruction
project.
Requested Council Direction
Staff is requesting City Council direction to request a proposal from W S B to update the
Lakeview Area Storm Drainage Plan.
Attachments
1. Project Location Map
Lakeview Drainage Area Study
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WS-2
WORK SESSION STAFF REPORT
Work Session Item No. 2
Date: April 4, 2022
To: City Council
From: Michael Grochala, Community Development Director
Re: Water Treatment Plant Next Steps
Background
The water treatment plant feasibility study, completed in June of 2020, recommended the
construction of a conventional gravity filtration system that is modified to provide for biological
filtration with an initial treatment capacity of approximately 6,000 gallons per minute (gpm). In
March of 2022, WSB and Associates presented the results of the Pilot Study, undertaken during
the fall of 2021.
The study confirmed the effectiveness of biological filtration to meet the treatment goals of the
study. Manganese, Iron and Amonia concentrations where reduced to levels below the
designated targets. Furthermore, the biological filtration is expected to reduce both chemical and
water use when compared to a conventional gravity system without the biological filtration
modification.
As a result of the study, WSB and Associates have reaffirmed their recommendation to construct
a conventional gravity filtration system, modified for biological filtration. The plant would be
designed with an initial treatment capacity of 6,000 gpm. This design volume is anticipated the
meet the city's needs through 2040. The plant would be designed to accommodate future
expansion.
If the City Council decides to move forward our next step would be to authorize preparation of
plans and specifications. The project schedule is tentatively as follows:
Task
Date
Authorize Preparation of Plans and Specs
May 2022
Authorize Land Acquisition
June 2022
Approve Plans and Specs Authorize Ad for Bid
October 2022
Approve Utility Rate adjustment
November 2022
Award Contract
November 2022
Complete Construction and start up
October 2023
The estimated project cost, adjusted for inflation, is $25,000,000. The estimated design fee is
approximately $1,800,000.
Requested Council Direction
Staff is requesting City Council direction to move forward and request a proposal from WSB for
the preparation of plans and specifications.
Attachments
1. None.
WS — Item 3
WORK SESSION STAFF REPORT
Work Session Item No. 3
Date: April 4, 2022
To: City Council
From: Lisa Lamey, Rookery Activity Center Manager
Re: Rookery Activity Center Holiday Schedule, Policies and Code of Conduct,
and Rental Fee Schedule
Background
The Rookery Activity Center staff has developed a holiday schedule indicating the days
that the Rookery Activity Center will be closed through the year. The Rookery is
proposing to have 6 identified closure dates, 2 dates with reduced hours, and one
unidentified maintenance/cleaning closure in a calendar year.
Staff has developed the policies, procedures, and code of conduct that will govern
behavior and the management of the activity center and the members and guests. This
document will be used to train staff, develop interior signage, and inform members of the
proper behaviors while using the facility. This document will be made available to all
members and guests through the website. This document will be reviewed after the first 6
months of operations and then annually.
A rental fee schedule is being proposed to identify 2022 rental rates for the birthday party
room (to the left of entrance), multipurpose room, and the gymnasium. Staff reviewed
rates of other facilities in the area to determine the proposed schedule for The Rookery.
These rates will be evaluated annually in the regular fee schedule process.
Requested Council Direction
The Council will be asked to approve these documents for the Rookery Activity Center at
the April 11 th regular meeting.
Attachments
Draft — Rookery Activity Center Holiday Schedule
Draft — The Rookery Activity Center Policies and Code of Conduct — to come on
Monday
Draft — Rental Fee Schedule
Hours of Operation
The Rookery Activity Center will be open during the following times
as specified below.
General Hours:
Monday -Friday: 5:00 a.m. — 10 p.m.
Saturday & Sunday: 6 a.m. — 8 p.m.
Holiday Schedule:
*New Year's Day - Closed
*MLK DAY - Regular Hours
*President's Day - Regular Hours
*Easter — Regular Hours
*Memorial Day — Closed
*4t" of July — Closed
**Labor Day — Closed
Veterans Day — Regular Hours
*Thanksgiving - Closed
*Day after Thanksgiving — Regular Hours
*Christmas Eve, December 24 - Reduced Hours
*Christmas Day, December 25 - Closed
*New Year's Eve, December 31 - Reduced Hours
Other Modified hours:
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*The Rookery may be closed on identified dates throughout the year for annual
maintenance and/or cleaning.
*Parts of the facility and/or the entire facility may unexpectedly close due to unanticipated
equipment or system failures. The closures are intended for the safety of all members and
guests.
Proposed 2022 Rental Rates
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2022 Rental Rates
Location
Resident Rate
Non -Resident Rate
Meeting Room
$30/hour
$40/hour
Multipurpose Room
$40/hour
$50/hour
Gymnasium — full gym
$60/hour
$75/hour
Gymnasium —'/2 m
$30/hour
$37.50/hour
WS — Item 4
WORK SESSION STAFF REPORT
Work Session Item 4
Date: April 4, 2022
To: City Council
From: Rick DeGardner, Public Services Director
Re: Blue Heron Days Update
Background
The initial meeting of the Blue Heron Days Committee in February was attended by
representatives from the Quad Area Chamber, Rotary, Legion, Lino Lakes Ambassadors,
Councilmember Cavegn, Public Services Administrative Assistant Kellie Schmidt, and
myself. Discussion topics included the structure of the committee, selecting the 2022
BHD dates, parade route options, identifying potential events, and exploring funding
opportunities.
The second meeting was held on March 31. The recommended dates for the 2022 Blue
Heron Days is August 18 - 21. The primary location of events is recommended to take
place in the Town Center area (near the Rookery Activity Center and Community Green).
There has been quite extensive discussion revolving around whether to retain the parade
route along Lake Drive in front of the American Legion, or move it to the Town Center
area.
The tentative schedule of events will be distributed at Monday's work session.
WS — Item 5
WORK SESSION STAFF REPORT
Work Session Item 5
Date: April 4, 2022
To: City Council
From: Rick DeGardner, Public Services Director
Re: Public Services Department Staffing Adjustments
Background
The 2022 adopted Recreation Budget provides for the hiring of a .5 FTE Recreation
Coordinator. The intent of this position is to allow for the reinstatement of some of the
programs that had been discontinued due to the elimination of the Recreation
Department. The primary driver behind this position was bringing back a more extensive
Blue Heron Days (BHD) community celebration. Other special events such as the
Family Corn Roast and instructional programs such as T-ball and pickleball lessons were
also planned.
Several factors have led to the recommendation to modify our plans to hire a .5 FTE
Recreation Coordinator. With the creation of the BHD Committee, we anticipate more
community support to make the 2022 BHD events a success (reducing the reliance on
city staff). The Legion plans on again hosting the Family Corn Roast this year, lessening
the need for the City to plan and host another Family Corn Roast. The Centennial
Community Education Department, with assistance of the Public Services Department, is
offering T-ball classes and pickleball lessons.
Kellie Schmidt, Public Services Administrative Assistant, has been involved in all
aspects of Blue Heron Days planning and has done a fantastic job providing her expertise
and guidance to making past Blue Heron Days a huge success. I am recommending that
Kellie be appointed to be staff liaison with the BHD Committee and become the primary
employee to oversee all BHD events.
To offset the time Kellie will be attending to BHD planning, I recommend hiring a
temporary part time Office Assistant position. With the approved, budgeted amount of
the Recreation Coordinator position at $24,595 and the Office Assistant position
amounting to $16,330, 2022 budget savings would be $8,265.
WS — Item 6
WORK SESSION STAFF
REPORT Work Session Item No. 6
Date: April 4, 2022
To: City Council
From: Julie Bartell, City Clerk
Lisa Hogstad Osterhues, Deputy City Clerk
Re: Intoxicating Liquor Fees, June 2022 — July 2023
BACKGROUND
The City issues licenses for on -sale intoxicating beverages. The annual license period runs
from July lst through June 301h and staff is currently in the process of providing renewal
materials to restaurants and bars in the City.
In the past two years, the council has provided fee refunds or waivers in recognition that these
on -sale intoxicating beverage establishments were impacted by mandated closures and the
COVID 19 situation in general.
First Refund in May of 2020 - Pro rata refund (as a future credit) of license fees for months when
establishments were not able to be open for a majority of days in the month due to the
Governor's emergency orders;
Second Refund approved in December 2020 - credit to fees based on months under emergency
orders; credit applied to all fees for the liquor license period commencing July 1, 2021 — June
30, 2022.
RECOMMENDATION
Staff is asking if the council would like to consider any fee waiver or refund for the July 1, 2022
— June 30, 2023 license period.
ATTACHMENT
List of On -Sale Intoxicating Beverage License
A licant
License Type
Fees
American Legion Post 566
On Sale Club
$300
7731 Lake Drive
Sunday
$200
Lino Lakes, MN 55014
The Tavern on Main
On Sale
$4.500
8001 Lake Drive
Sunday
$200
Lino Lakes, MN 55014
Trapper's Bar & Grill
On Sale
$4,500
6810 Lake Drive
Sunday
$200
Lino Lakes, MN 55014
Chomonix Golf Course
On Sale
$4,500
700 Aqua Lane
Sunday
$200
Lino Lakes, MN 55014
Fiesta Mexican Grill & Bar
On Sale
$4,500
'; 7090 — 21" Avenue North
Sunday
$200
Lino Lakes, MN 55038
Don Julio Mexican Restaurant
On Sale
$4,500
701 Apollo Drive, Suite #130
Sunday
$200
Lino Lakes, MN 55014
Chili Thai Cuisine
3.2 On -Sale Wine
$300
730 Apollo Drive, Suite 110
$500
Lino Lakes, MN 55014
El Zocala Grill & Cantina
On Sale
$4,500
566 Lilac Street
Sunday
$200
Lino Lakes, MN 55014
Campanelle Restaurant & Bar
On Sale
$4,500
7114 Otter Lake Road, #150
Sunday
$200
Lino Lakes, MN 55028
Mac Kitchen Vietnamese Cuisine
3.2 On -Sale Wine
$300
717 Apollo Drive, Suite 140
Sunday
$500
Lino Lakes, MN 55014
$200
MAMA Mia Mexican Grill
3.2 On -Sale Wine
$300
7997 Lake Drive, Suite 110
Sunday
$500
Lino Lakes, MN 55014
$200
WS — Item 7
WORK SESSION STAFF REPORT
Work Session Item No. 7
Date: April 4, 2022
To: City Council
From: Sarah Cotton, City Administrator
Re: Personnel Policy Revisions
Background
Staff periodically reviews the City's Personnel Policy and recommends updates as
needed. Due to changes in service delivery models and the addition of many part-time,
seasonal, and temporary staff at the City, staff is recommending several revisions to the
Personnel Policy.
Attached is a draft of the revised sections of City of Lino Lakes Personnel Policy.
Requested Council Direction
The Council will be asked to approve these revisions at the April 1 Ith regular meeting.
Attachments
Draft — Revised Sections of Personnel Policy
SECTION 2: DEFINITIONS
2.1 Definitions
The following words and phrases will have the meaning as defined herein:
1. Absent without Leave. Any absence of an employee from duty, including any absence for
a single day or part of a day, which is not authorized by a specific leave of absence or time
off under the provisions of this policy.
2. Administrative Leave. Paid leave granted to an employee, who is the subject of an
investigation, when the City Administrator determines it is in the best interest of City
employees and the public that the employee be removed from duty until the investigation
is complete.
3. Anniversary Date. The month and day of initial hiring or promotion of a regular full-time
or regular part-time employee.
4. Child. Stepchild, biological, adopted, or foster child under 18, or under 20 if still attending
secondary school.
5. Compensation Plan. A schedule of pay ranges for all job classifications within the City.
6. Computers. Includes desktops, laptops, tablets, notebooks, mobile devices, smart phones,
servers, and other network equipment.
7. Exempt Employee. Executive, administrative, and professional employees who are
exempt from overtime pay as defined by the federal Fair Labor Standards Act.
8. Full -Time Employee. Employees who are required to work forty(40) or more hours
per week year-round in an ongoing_ position.
9. Immediate Family Member. An immediate family member shall be defined as spouse,
parent, spouse's parent, child, brother, sister, brother-in-law, sister-in-law, niece, nephew,
grandparent of the employee or employee's spouse, and grandchild.
10. -9—Job Classification. A position assigned to its appropriate pay range based on the duties
performed and the responsibilities assumed.
811. Job Reclassification. A change in a class of an individual position on the basis of
revisions to job duties and responsibilities, which places the position in a higher or lower
pay grade.
12. Non -Exempt Employee. Not exempt from the provisions of the Fair Labor Standards
Act and is subject to overtime pay.
13. Part -Time Employee. Employees who are required to work less than (40) hours per
week year-round in an ongoing position.
14. Pay Grade. A grouping of positions considered substantially equal and are paid the same
wage.
15. 472—.Pay Range. A schedule of minimum and maximum pay rates, which are established
for each job classification.
SECTION 5: EMPLOYEE BENEFITS
5.1 Health Care Benefits
The City provides a combination of health care benefits, such as medical, dental, long-term
disability, and life insurance. Regular full-time and part-time employees who work at least 30
hours per week on a regular basis are eligible for the health care benefit package commencing on
the first of the month following date of hire. Benefits for regular part-time employees are pro-
rated. Employees are responsible for participating in the cost of health care benefits pursuant to
the City's annual review of participation levels.
Employees who provide proof of insurance through an immediate family member, or who are
eligible for Medicare, may waive insurance coverage and receive a monthly cash payment, which
is established by the City Council annually.
5.4 Deferred Compensation
The City will provide regular full-time and raft timeemployees the opportunity to participate in a
pre-tax retirement savings program through payroll deductions. This voluntary retirement saving
plan is designed to allow tax savings for employees.
Full-time employees will be permitted to receive a cash payment for 50 percent of their unused
annual sick leave accrual exceeding 720 hours at the conclusion of each calendar year. The balance
of the unused sick leave will be added to the employee's sick leave bank up to the maximum
accrual of 960 hours. The cash payment will be paid at the conclusion of each calendar year into
the employee's designated deferred compensation plan as authorized by the City.
5.5 Long -Term Disability
Long-term disability insurance is provided to regular full-time and part-time employees who work
at least 30 hours per week on a regular basis. Long-term disability benefits for part-time employees
are pro -rated based on the number of hours worked per week. Long-term disability benefits are
available based upon the terms and conditions contained in the contract with the long-term
disability insurer. Terms and benefits under the program are subject to change from time to time.
5.11 College Savings Plan
Regular full-time employees may elect to contribute to the 529 Minnesota College
Savings Plan through payroll deductions. The plan has special tax advantages that are designed to
help college savings grow. All investment earnings and gains are income tax-free if used to pay
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for qualified higher education expenses. The Finance Department has more information on the
529 Minnesota College Savings Plan.
SECTION 6: LEAVES
6.1 Holidays
Regular full-time and part time employees are entitled to the holidays described herein. Part-time
employees who work at least 30 hours per week on a regular basis, receive a prorated amount
based on the number of hours worked each week. Temporary and seasonal employees are not
entitled to holiday pay.
New Year's Day
Martin Luther King, Jr. Day
President's Day
Memorial Day
Independence Day
Labor Day
Veteran's Day
Thanksgiving Day
Day after Thanksgiving
Christmas Eve Day
Christmas Day
New Year's Eve Day
When a holiday falls on a Sunday, the following Monday is considered the holiday. When a
holiday falls on a Saturday, the preceding Friday is considered a holiday. In order to be eligible
for paid holidays, employees must work on the day before and the day after such holiday, unless
on paid leave.
Rookery Activity Center employees who are required to work on a holiday recognized. the
City will accrue a floatingholiday oliday to be used within 60 days of receipt. Accrued floating
holidays are not paid out at time of separation.
6.2 Vacation Leave
Paid vacation leave is available to eligible employees in accordance with the schedule below. Part-
time employees who work at least 24-30 hours per week on a regular basis will accrue vacation
leave on a prorated basis. Temporary and seasonal employees will not earn or accrue vacation
leave. Probationary employees may not take vacation during their probationary period without
prior approval of the department director.
Years of Continuous Service
Per Year
Per Pay Period
Start through
4th Year
80 hours
3.08 hours
Beginning
5th Year
120 hours
4.62 hours
Beginning
1 Ith Year
128 hours
4.92 hours
Beginning
12th Year
136 hours
5.23 hours
Beginning
13th Year
144 hours
5.54 hours
Beginning
14th Year
152 hours
5.85 hours
Beginning
15th Year
160 hours
6.15 hours
Beginning
16th Year
168 hours
6.46 hours
Beginning
17th Year
176 hours
6.77 hours
Beginning
18th Year
184 hours
7.08 hours
Beginning
19th Year
192 hours
7.38 hours
Beginning
20th Year
200 hours
7.69 hours
Employees may not carry over more than 240 hours of accrued vacation into the next calendar
year without approval from the City Administrator.
Employees may elect to use up to four weeks of accrued vacation or PTO at the end of their
employment with the City, but are not eligible for holidays, leave accruals, or paid benefits
during this period.
6.3 Sick Leave
Sick leave is an authorized absence from work with pay, granted to qualified full-time and part-
time employees who work at least 30 hours per week on a regular basis. Sick leave is a privilege,
not a right. Employees are to use this paid leave only when they are unable to work for medical
reasons and under the conditions explained below. Sick leave does not accrue during an unpaid
leave of absence.
• Full-time employees accumulate sick leave at a rate of one day per month. The maximum
accumulation is 960 hours.
• Part-time employees regularly scheduled to work at least 2-W30 hours per week will accrue
sick leave on a pro -rated basis.
• Temporary and seasonal employees will not earn or accrue sick leave.
• Sick leave may be used only for days when the employee would otherwise have been at
work. It cannot be used for scheduled days off.
Sick leave may be used as follows:
• When an employee is unable to perform work duties due to illness or disability (including
pregnancy).
• For medical, dental or other care provider appointments.
• To care for children on the same basis as an employee.
• To take children or other immediate family members to medical, dental or other care
provider appointments.
• To care for an ill or injured spouse, adult child, sibling, parent, grandparent, stepparent,
parent in-laws, or grandchild, but is limited to a combined total of 160 hours for these
relatives within a 12-month period.
To be eligible for sick leave pay, the employee will:
• Communicate with his/her immediate supervisor as soon as possible after the scheduled
start of the work day, for each day absent.
Keep his/her immediate supervisor informed of the status of the illness/injury or the
condition of the ill family member.
• Submit a physician's statement upon request.
After an absence of three or more consecutive days, a physician's statement may be required on
the employee's first day back to work, indicating the nature of the illness or medical condition and
attesting to the employee's ability to return to work and to safely perform the essential functions
of the job with or without reasonable accommodation. To control abuse, an employee with a
pattern of frequent absences may be required to provide a physician's statement for absences of
less than three days.
All work restrictions must be stated clearly on the return -to -work form. Employees who have been
asked to provide such a statement may not be allowed to return to work until they comply with
this provision. Sick leave may be denied for any employee required to provide a doctor's statement
until such a statement is provided.
The City has the right to obtain a second medical opinion to determine the validity of an
employee's workers' compensation or sick leave claim, or to obtain information related to
restrictions or an employee's ability to work. The City will arrange and pay for an appropriate
medical evaluation when it is required by the City.
Any employee who makes a false claim for sick leave will be subject to discipline up to and
including termination.
Sick leave will normally not be approved after an employee gives notice that he or she will be
terminating employment. Exceptions must be approved by the City Administrator.
[See also Deferred Compensation Section 5.4 and Severance Section 9.4 for applicability to sick
leave.]
6.7 Funeral Leave
Regular full-time employ"„ oaq yee ,haQihall be granted paid funeral leave of up to: (1)
five days for the death of a spouse, child, or stepchild; (2) up to three days for a parent, stepparent,
sibling, or grandchild of the employee or employee's spouse; and (3) one day for a grandparent,
niece, or nephew of the employee or employee's spouse.
6.10 Jury Duty
Regular full-time employees called to serve as a juror, or subpoenaed as a court
witness, shall receive their regular pay as if they were working. Any compensation the employee
may receive as a result of jury duty or a witness fee, excluding mileage reimbursement if provided
by the court, shall be turned over to the City. Employees are expected to report to work when they
are released from court during regular office hours when practicable, and to make every effort to
complete the work assigned to them during the time they are serving as jurors or witnesses.
5
6.18 Personal Time Off (PTO) Leave
The personal time off (PTO) program combines vacation and sick leave benefits into a single pool
of paid time off benefits. PTO can be utilized for any purpose, subject only to necessary request
and approval procedures consistent with City and departmental policies.
A. Implementation
PTO leave will be implemented for newly hired benefit -earning non -union employees and for
union employees who elect to receive such paid time off benefits within a specific time period.
B. Accrual Rates for Full -Time Employees
Full-time employees accrue personal time off based on the schedule below. A part-time employee
who works a minimum of 2-0-30 hours per week accrues PTO on a prorated basis according to the
number of hours budgeted for that position.
Years of
Hours Earned
Annual Accrual in
Service
Each Pay Period
Hours per Year
Days
0-4
4.615
120
15
5-10
6.153
160
20
11
6.461
168
21
12
6.769
176
22
13
7.076
184
23
14
7.384
192
24
15
7.692
200
25
16
8.000
208
26
17
8.307
216
27
18
8.615
224
28
19
8.923
232
29
20+
9.230
240
30
PTO is accrued each pay period. The PTO year for each new employee will begin on the date of
employment with the City, or if there is a change of status, on the date the employee is eligible for
PTO.
Employees may not use personal time off until it has been credited to the employee's bank in the
payroll system. Personal leave may be used in increments of 1/2 hour or more. The maximum
amount of personal leave that can be carried into the next year is 600 hours.
C. Use of Personal Time Off
This PTO policy encourages advance planning of absences from work. To ensure necessary
departmental coverage, non -emergency (planned) use of PTO should be requested in advance.
Employees should give their supervisor advance notice equal to the amount of requested time off.
Unplanned use of PTO may require documentation and requires notice within a timely manner of
your scheduled work day. Established departmental rules and requirements concerning employee
absences from work will be applied.
In order to allow coordination of PTO with Family Medical Leave, employees seeking to use PTO
may be required to provide pertinent information as to the purpose of the time off to allow a
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determination of whether the time will also qualify for Family and Medical Leave. If the PTO
qualifies for Family and Medical Leave, the employee must take both leaves simultaneously.
Probationary employees may use no more than 24 hours of PTO during the first six months of their
probationary period without the approval of the City Administrator. This provision does not apply
to employees serving a probationary period following a promotion, transfer, or demotion.
D. General Provisions
Maximum Accrual. An employee may not carry over more than 600 hours of PTO from
one year to the next unless a written request has been submitted to and approved by the
City Administrator prior to December 15. Such waiver may be considered in the event of
a special circumstance.
2. Denial of PTO Leave. A department director may deny a request for planned PTO leave
when granting such leave would result in insufficient personnel to carry out necessary
functions of the City.
3. Impact on Other Benefits. Employees using PTO will be considered working for the
purpose of accumulating additional personal leave. The City will continue to make its
contribution toward an employee's group insurance benefits. PTO will not continue to
accrue during a suspension or while an employee is on an unpaid leave of absence.
E. Conversion of Vacation Days and Sick Leave Accruals
For employees who convert to the PTO plan, all accrued vacation leave (at hour for hour) and
of accrued sick leave (480 hours maximum) will be converted to PTO leave up to a balance of
600 hours. Unconverted sick leave will be placed into an extended illness leave bank.
F. Severance Payment
Upon separation, employees will be compensated for any unused PTO balance provided the
employee leaves the City in good standing.
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