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Item No. 9 <br />Meeting Date: July 5, 2005 <br />Type of Business: WK <br />WK: Work Session; PH: Public Hearing; <br />CA: Consent Agenda; CB: Council Business <br />City Administrator Review _______ <br /> City of Mounds View Staff Report <br /> <br />To: Honorable Mayor and City Council <br />From: Kurt Ulrich, City Administrator <br /> <br />Item Title/Subject: Employee Severance Policy <br /> <br />Background: <br />Due to recent Council action approving the Medtronic proposal, employees of the <br />golf course have inquired about the City’s severance policy in regard to lay off of <br />employees. Currently, the City has no special severance pay provisions for <br />economic lay-off situations. <br /> <br />The golf course has three full-time employees who would be impacted by the sale <br />and closure of the golf course; the Golf Course Manager, the Clubhouse <br />Manager/Golf Instructor, and the Grounds/Equipment Manager. <br /> <br />Discussion: <br /> All of the full-time golf course employees are non-union and therefore covered by <br />the City Personnel Manual in regard to severance. <br /> <br />According to Section 4.35 of the Mounds View Personnel Manual: <br /> <br />SEPARATION COMPENSATION <br />Vacation <br />An employee will be compensated for accrued vacation and compensatory time upon <br />separation. <br /> <br />Sick Leave Severance <br />Severance pay shall be granted to employees who leave in good standing in the amount <br />of fifty percent (50%) of unused sick leave to employees who have completed two years <br />of service. Maximum accumulation of sick leave is 120 days. Additional banked sick <br />leave hours will not be computed in severance pay. <br /> <br />The spouse or family of an employee is eligible for severance benefits, if the following <br />conditions are met: <br /> <br />• Employee worked for the City for two years prior to the termination of employment; and; <br />• The employee died while an employee of the City. <br />