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is not part of the bargaining unit. I reviewed his sick leave and found an abundance of unused leave, <br /> making the arrangement under bargaining unit agreement costly. Cari's memo shows why. <br /> However, since the policy does not apply technically to Ramacher,we reviewed what I thought to <br /> be a more reasonable approach that serves his interest, but also the City's. Roughly, the severance <br /> payout would be over $15,000 at one time. Taking the health insurance option would commit the <br /> City to just over $38,000. However, those funds would be paid out only in the amount of the <br /> monthly insurance premium meaning the City retains the funds,earns interest over time and commits <br /> no more than this amount regardless of insurance premium costs. The funds cannot be used by <br /> Ramacher for anything else nor be paid out if he no longer wanted or needed (i.e. dies) insurance. <br /> It is also not transferable to spouse or family. As for his remaining in the health insurance group, <br /> he has that option anyway but at his cost, so if his health deteriorates and correspondingly his <br /> medical costs go up, he is entitled to be in the group regardless. All this being as it is, I would <br /> recommend the Council direct myself to formulate an agreement with Ramacher and utilize this <br /> option. In doing this we realized a couple of holes in the collective bargaining agreement and can <br /> address those Monday evening as well. <br /> Item 12 -Position Reclassifications: I have two positions to discuss with the Council that I think <br /> should be reevaluated and compensated differently. First, I think Carl Schmidt's position of <br /> Assistant to the City Administrator should be changed to Assistant City Administrator. I have lots <br /> of work to do in redefining that position, but essentially it means placing more direct authority in <br /> her position and compensating appropriately. I haven't worked on that side of it yet. Second,Tracy <br /> Sanchez's position of Communications Coordinator has taken on some responsibilities over the <br /> years, but may now warrant some further discussion. Council may recall that in the 1999 budget <br /> funds were put aside for an electronic filing system. Monday I would like to review this and go over <br /> what I think it will mean for personnel commitment. I threw in your packets some comparative job <br /> description, but to be honest I simply have not had the time to formulate something more specific <br /> for you. Generally,I am seeing the need and good reasoning to consider this, and that is why I am <br /> placing it on the agenda. <br /> Item 13 - City Administrator Review: I have not had a review from the Council since last year. <br /> In your packet is the outline that came from Brimeyer in my hiring, and a single page sheet that I use <br /> for reviewing employees. It is really up to the Council how you would like to do this. Also, since <br /> three members have only worked with me for two months,this can be a tool for laying out an agenda <br /> for the coming year. Finally, as I mention during the pay discussions last month, it may be more <br /> appropriate to deal with me and my wages separate from the other employees and in the context of <br /> a performance evaluation. <br /> Item 14 -Airline Ticket Policy: It has been suggested that we adopt this policy to demonstrate to <br /> Minneapolis our willingness to be considerate of their airport concerns. This may help in getting <br /> their support in our airport concerns. <br /> Item 15-Airport Coalition Resolution: Since we asked everyone else to adopt this resolution and <br /> three have, perhaps we should too. <br /> Item 16-Next Work Session Date: I'd like to ask that we change work session dates to have the <br />