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<br />EXHIBIT A. <br /> <br /> <br /> <br /> <br />PHASE III. PAY EQUITY COMPLIANCE <br /> <br />The State of Minnesota's Pay Equity Law requires that "every political subdivision of this <br />state shall establish equitable compensation relationships between female-dominated, male- <br />dominated, and balanced classes of employees in order to eliminate sex-based wage <br />disparities in public employment in this state." (Minn. Stat. § 471.992, subd. 1) <br /> <br />The term “equitable compensation relationship” means that the compensation for female- <br />dominated classes is not consistently below the compensation for male-dominated classes <br />of comparable work value . . .” (Minn. Stat. §. 471.991, subd. 5). <br /> <br />The City resolves to follow the statutory requirements of the Pay Equity Act as established <br />presently and as may be amended in the future. <br /> <br />A. In order to meet the requirements of the Pay Equity Law, the City Administrator shall <br />annually conduct an analysis of compensation using the job evaluation study method <br />determined by the City Council. <br /> <br />B A Pay Equity Adjustment may be necessary if the annual Pay Equity analysis <br />indicates a pattern of compensation for female and male-dominated classes which is <br />inconsistent with the requirements of State Law and the Pay Equity Regulations as <br />set forth by the Department of Employee Relations. <br /> <br />C. The Pay Equity Analysis and any subsequent resulting compensation adjustment <br />necessary to achieve compliance represents the final Step in the overall <br />compensation process. <br /> <br /> <br /> <br /> <br /> <br />B. Employees who have a sick leave balance of 480 600 or more hours shall contribute <br />their excess balance to the RHSP at a 2 to 1 ratio with a maximum annual <br />contribution of 160 hours (80 hours converted) or that amount which brings the <br />employee’s sick leave balance down to 480 600 hours—whichever is less. The City <br />shall calculate and process the annual employee contribution to the RHSP on the first <br />payroll period of November of each year. <br /> <br />C. Non-exempt employees shall contribute three percent of their salary per payroll period <br />towards the RHSP. In addition, upon separation from the City, non-exempt <br />employees who have completed two or more years of service and leave in good <br />standing shall contribute 100% of accrued vacation compensation to the RHSP. <br />POLICY: COMPENSATION AND BENEFITS SECTION 3.01 <br /> <br />POLICY: RETIREMENT HEALTH SAVINGS PLAN SECTION 3.45 <br /> <br />A - 1