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MAYOR AND CITY COUNCIL <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. <br />4881 - The pay equity legislation auuy�=" .u��••y <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 />