Agenda Packets - 1991/12/23 - Laserfiche WebLink

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STAFF REPORT NO. 91-130C DECEMBER 23, 1991 PAGE TWO Per the 1990 amendment, cities have had to re-evaluate the relationships between female and male-dominated classes of employees . The rules of the game changed. The previously accepted method of using an all employee line with 10% corridors (90% and 110%) were no longer valid. Adjusting positions "into the corridor" or moving people to the "100% line" was no longer an acceptable method of determining compensation relationships and the corresponding pay adjustments . The pattern of female-dominated classes as they appeared in the overall compensation analysis had to be compared to the overall pattern of male-dominated classes. During the 1991 Legislative Session, the Legislature gave the Department of Employee Relations (DOER) the authority to develop regulations cities and other local government jurisdictions must follow for pay equity compliance. The regulations, which are currently unapproved by the State's Administrative Law Judge, developed 2 tests for base pay compliance and 2 additional tests for overall compensation (includes insurance, lump sum payments) . In order for a city to be "in compliance" , it must pass one of the two base compensation tests and all of the additional tests. Recently, the City submitted a preliminary compliance report to DOER for an early compliance determination. The City failed the more valid statistical analysis test by a substantial margin, but passed the lesser valid (and controversial) "T-test. Technically, the City is in compliance with the, as yet unapproved, regulations, but out of compliance with the intent of the law. Passage of the T-test is based on a compensation fluke that, when adjusted would render us out of compliance in both tests. Because the City of Mounds View has not made pay equity adjustments since 1987, it would be impossible to justify to DOER that the City has made "good faith efforts" to eliminate sex- based wage disparities. Consequently, pay equity adjustments are required for those female-dominated classes in Mounds View which have been determined by DOER to be paid consistently below male- dominated positions. Using the DOER regulations as a guide for internal comparisons, the following female-dominated positions were found to be paid consistently below male-dominated positions: Receptionist Clerk Community Service Officer