Agenda Packets - 2011/03/28 - Laserfiche WebLink

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Personnel Manual – Section 3 Revisions March 28, 2011 Page 3 PHASE III. PAY EQUITY COMPLIANCE The State of Minnesota's Pay Equity Law requires that "every political subdivision of this state shall establish equitable compensation relationships between female-dominated, male- dominated, and balanced classes of employees in order to eliminate sex-based wage disparities in public employment in this state." (Minn. Stat. § 471.992, subd. 1) The term “equitable compensation relationship” means that the compensation for female- dominated classes is not consistently below the compensation for male-dominated classes of comparable work value . . .” (Minn. Stat. §. 471.991, subd. 5). The City resolves to follow the statutory requirements of the Pay Equity Act as established presently and as may be amended in the future. A. In order to meet the requirements of the Pay Equity Law, the City Administrator shall annually conduct an analysis of compensation using the job evaluation study method determined by the City Council. B A Pay Equity Adjustment may be necessary if the annual Pay Equity analysis indicates a pattern of compensation for female and male-dominated classes which is inconsistent with the requirements of State Law and the Pay Equity Regulations as set forth by the Department of Employee Relations. C. The Pay Equity Analysis and any subsequent resulting compensation adjustment necessary to achieve compliance represents the final Step in the overall compensation process. Recommendation: Staff recommends that the City Council approve Resolution 7759, a resolution authorizing revisions to the Personnel Manual in Section 3.01 (Compensation Policy) and Section 3.45 (Retirement Health Savings Plan) and the addition of a new Section 3.47 (Severance) to address severance benefits not covered in Section 3.45. Respectfully submitted, ________________________ James Ericson City Administrator