Loading...
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 – 1 WORK SESSION STAFF REPORT Work Session Item No. 1 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 WSB to update the Lakeview Area Storm Drainage Plan. Attachments 1. Project Location Map 109thAveNE SunsetAveNESunsetAve12 CentennialParkOpalStNE108thLnNE 108thAveNE 107thAveNE 104thLnNE 104thAveNE 105thLnNEPackardStNEPackardStNE106thLnNE StutzStNEStutzStNE106thAveNE 53 EdgeDrCirDr DuenWayE Rd 103rdLnNE 101stLnNE Inner Dr ElmSt 2ndAveSunflowerLn MourningDoveRdSunriseDrGreenBriarDr AntelopeDrWildFlowerDr UlmerDrLakevi ewDrFairmontDr RiceLakeDrGladstoneDr SunrisePark GlenviewDr GlenviewLn2ndAveRu s tic Ln LakeviewDrUlmerDr Legend Standard Outlet (Apons) Outfall Conveyance Structural Pollution Prevention Device Storm Manholes Catchbasin Open Lid Manhole Standard (Apron) Drain Other Active Gravity Mains Storm Ponds Wetlands Parcels City Mask March 30, 2022 Map Powered By Datafi ± 1 in = 500 Ft Lakeview Drainage Area Study 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 11th 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 *4th 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: *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 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 – ½ gym $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 1st through June 30th 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 Applicant License Type Fees American Legion Post 566 7731 Lake Drive Lino Lakes, MN 55014 On Sale Club Sunday $300 $200 The Tavern on Main 8001 Lake Drive Lino Lakes, MN 55014 On Sale Sunday $4.500 $200 Trapper’s Bar & Grill 6810 Lake Drive Lino Lakes, MN 55014 On Sale Sunday $4,500 $200 Chomonix Golf Course 700 Aqua Lane Lino Lakes, MN 55014 On Sale Sunday $4,500 $200 Fiesta Mexican Grill & Bar 7090 – 21st Avenue North Lino Lakes, MN 55038 On Sale Sunday $4,500 $200 Don Julio Mexican Restaurant 701 Apollo Drive, Suite #130 Lino Lakes, MN 55014 On Sale Sunday $4,500 $200 Chili Thai Cuisine 730 Apollo Drive, Suite 110 Lino Lakes, MN 55014 3.2 On-Sale Wine $300 $500 El Zocala Grill & Cantina 566 Lilac Street Lino Lakes, MN 55014 On Sale Sunday $4,500 $200 Campanelle Restaurant & Bar 7114 Otter Lake Road, #150 Lino Lakes, MN 55028 On Sale Sunday $4,500 $200 Mac Kitchen Vietnamese Cuisine 717 Apollo Drive, Suite 140 Lino Lakes, MN 55014 3.2 On-Sale Wine Sunday $300 $500 $200 MAMA Mia Mexican Grill 7997 Lake Drive, Suite 110 Lino Lakes, MN 55014 3.2 On-Sale Wine Sunday $300 $500 $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 11th regular meeting. Attachments Draft – Revised Sections of Personnel Policy 1 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. 7. Exempt Employee. Executive, administrative, and professional employees who are exempt from overtime pay as defined by the federal Fair Labor Standards Act. 8. 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. 8.11. 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. 10. Non-Exempt Employee. Not exempt from the provisions of the Fair Labor Standards Act and is subject to overtime pay. 13. 11. 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. 2 15. 12. 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 part-time employees 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 and part-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 3 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 Veteran’s Day Martin Luther King, Jr. Day Thanksgiving Day President's Day Day after Thanksgiving Memorial Day Christmas Eve Day Independence Day Christmas Day Labor 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 by the City will accrue a floating holiday 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 20 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 11th 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 4 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 20 30 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. 5 • 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 es sential 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 employees An employee shallshall 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 or part-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. 6 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 20 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 ½ 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 7 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 1. 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 ½ 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.