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MAYOR AND CITY COUNCIL !II <br /> PAGE TWO <br /> MAY 31, 1990 <br /> I would like to summarize those bills adopted by the <br /> Legislature in 1990 that are of interest to the City of Mounds <br /> View under twoe general headings. The first is general <br /> legislation which is all legislation other than Truth In <br /> Taxation, Tax Increment Financing and the LGA/levy limits. <br /> Those two I would like to summarize in a seperate section of <br /> this memorandum identified as a "Tax Bill" . <br /> A. GENERAL LEGISLATION <br /> 1. PAY EQUITY (COMPARABLE WORTH) CHAPTER 512 (S.F. <br /> 488) The pay equity legislation adopted during <br /> 1990 clarifies the previous pay equity law put <br /> into place in 1984 and amended in 1986 and 1988. <br /> The legislation stated that pay equity is <br /> applicable to females only and that no <br /> governmental jurisdiction bound to the provisions <br /> of this law is required to adjust male wages, even <br /> if the results of a pay equity study or an adopted <br /> pay schedule indicate that wage increases for male <br /> employees or male dominated groups are <br /> appropriate. The definition for equitable <br /> compensation was revised to read, " . . .the <br /> compensation for female dominated classes is not <br /> consistently below the compenstation of male <br /> dominated classes of comparable work value. " The <br /> Department of Employee Relations (DOER) has been <br /> given the authority to review reports submitted by <br /> local governmental units by December 31, 1991 to <br /> determine whether or not the wage schedules in <br /> those units are consistent with the intent of the <br /> law and has enforcement authority, including a <br /> $100 per day penalty clause which would be <br /> deducted from the jurisdiction's Local Government <br /> Aid if the Department of Employee Relations <br /> determines that the pay schedule is in violation. <br /> The law does not provide specific direction as to <br /> how compliance is determined and at this time the <br /> Department of Employee Relations has not handed <br /> down any guidelines that we may use to evaluate <br /> our pay structure in light of their standards. It <br /> is my hope that we will be receiving some <br /> information from them in the very near future so <br /> that any wage adjustments that might be necessary <br /> to bring them within their standards can be <br /> accomplished before the December 31, 1991 <br /> reporting deadline. <br />