Agenda Packets - 2005/08/08 - Laserfiche WebLink

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Item No. 8C Meeting Date: August 8, 2005 Type of Business: CB City of Mounds View Staff Report To: Honorable Mayor and City Council From: Kurt Ulrich, City Administrator Item Title/Subject: Resolution 6585 Approving a Severance Package for Regular Full-time Golf Course Employees Background: This item was previously reviewed by the City Council at the July 5, 2005 work session. The consensus of the Council at that time was to allow payout of vacation and sick leave in accordance with current policy and to allow accumulated flextime to be paid out over time to each employee. There was no consensus reached on whether there should be additional severance pay (e.g., one week per year of service) based on a lay-off situation. Currently, the City has no special severance pay provisions for economic lay-off situations and, as discussed by the Council, past practice (e.g., past Park and Recreation lay-offs) does not support such action. The golf course has three full-time employees who would be impacted by the sale and closure of the golf course; the Golf Course Manager, the Clubhouse Manager/Golf Instructor, and the Grounds/Equipment Manager. Discussion: All of the full-time golf course employees are non-union and therefore covered by the City Personnel Manual in regard to severance. According to Section 4.35 of the Mounds View Personnel Manual: SEPARATION COMPENSATION Vacation An employee will be compensated for accrued vacation and compensatory time upon separation. Sick Leave Severance Severance pay shall be granted to employees who leave in good standing in the amount of fifty percent (50%) of unused sick leave to employees who have completed two years of service. Maximum accumulation of sick leave is 120 days. Additional banked sick leave hours will not be computed in severance pay. The spouse or family of an employee is eligible for severance benefits, if the following conditions are met: