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The Mounds View Vision A Thriving Desirable Community Item No: 5A. Meeting Date: August 7, 2023 Type of Business: Consent Agenda Administrator review: _______ City of Mounds View Staff Report To: Honorable Mayor and City Council From: Rayla Sue Ewald, Human Resource Director Item Title/Subject: Resolution 9792, Terminating the Employment of Rene Montero Background: Public Service Workers are required to have a Commercial Driver’s License (CDL) upon hire at the City of Mounds View. Consistent when transferring from other departments into the Public Works department, employees without a CDL are given six months to obtain their licensure. Discussion: Public Service Worker Rene Montero transferred from the position of Facilities Maintenance effective March 29, 2022. He received a copy of the job description and was aware of the requirements for the CDL, and notified he would receive the six month extension to obtain the CDL. After multiple failed attempts testing for the CDL with the Department of Motor Vehicles (DMV), Mr. Montero was placed on an extended probation effective March 17, 2023. During the period of March 17, 2023 – July 14, 2023, Mr. Montero received multiple coaching sessions from the Public Works Superintendent and Human Resource Director Ewald. During the June 8, 2023 coaching session, staff informed Mr. Montero the City would pay for one-on-one training with Class A Leasing, Minnesota Truck & Trailer School. And, Mr. Montero was notified his employment would cease if he had not obtained his CDL by July 28, 2023. Class A Leasing provides students two attempts to test at the DMV using their CDL vehicle. Mr. Montero failed his first attempt on July 13, 2023, and was unable to re-test with the DMV again until August 3, 2023. The City extended the July 28, 2023 deadline to August 3, 2023 in order to assist Mr. Montero. On August 3, 2023, Mr. Montero arrived at the DMV testing site without requesting Class A Leasing attend with a CDL vehicle, required for testing (provided as a part of the training payment). Mr. Montero was required to schedule a truck for the test with Class A Leasing; he had done previously for his CDL test on July 13, 2023. Mr. Montero was placed on paid administrative leave effective August 3, 2023. The HR Committee was made aware of this situation earlier this summer, and supports the termination process. Article 26 of the Labor Agreement provides for separation compensation of accrued and unused vacation hours and accrued compensatory time. Mr. Montero has a remaining vacation balance of 57.18 hours and zero hours of compensatory time. Article 27 of the Labor Agreement states employees who have completed two years of service shall contribute 50% of unused sick leave to the Retirement Health Savings Plan. Fifty-percent of Mr. Montero’s accumulated sick leave equals 19.06 hours. However, Policy 2.11 in the City’s Personnel Manual states employees must leave the City in good standing in order to be eligible for their sick leave hours. The following represents the separation payout for Mr. Montero: Hours Hourly rate Payout Vacation Hours 57.18 $29.30 $1,675.37 cash payout Total Separation Payout: $1,675.37 Strategic Plan Strategy/Goal: Create a culture where employees desire to work. Financial Impact: The amount of separation payout is estimated to be $1,675.37 Recommendation: Staff recommends Resolution 9792, Terminating the Employment of Rene Montero effective August 7, 2023. Respectfully submitted, _______________________ Rayla Sue Ewald Human Resource Director Attachment: Res. No. 9792