HomeMy WebLinkAboutResolution 7759 RESOLUTION 7759
CITY OF MOUNDS VIEW
COUNTY OF RAMSEY
STATE OF MINNESOTA
RESOLUTION AUTHORIZING REVISIONS TO THE PERSONNEL MANUAL IN
SECTION 3.01 (COMPENSATION POLICY) AND SECTION 3.45
(RETIREMENT HEALTH SAVINGS PLAN) AND THE ADDITION OF A NEW
SECTION 3.47 (SEVERANCE) TO ADDRESS SEVERANCE BENEFITS
NOT COVERED IN SECTION 3.45
WHEREAS, the City Council acknowledges the necessity of ensuring that the policies
within the City's Personnel Manual are appropriate, consistent with applicable law and
reflective of the City's own goals and priorities; and,
WHEREAS, the City Council reviewed Section Three of the Personnel Manual relating
to Compensation and Benefits at its work session on March 7, 2011, and,
WHEREAS, the City Council recognizes that minor revisions to this section of the
Personnel Policy are warranted.
NOW, THEREFORE BE IT RESOLVED, that the Mounds View City Council approves
the identified revisions to Section Three of the Personnel Manual as noted in the attached
Exhibit A.
Adopted this 28th day of March, 2011.
J Flahe y�r
ATTEST:
James Ericson, City Administrator
(seal)
EXHIBIT A.
POLICY: COMPENSATION AND BENEFITS SECTION 3.01
PHASE III PAY EQUITY COMPLIANCE
The State of Minnesota's Pay Equity Law requires that "every political subdivision of this
state shall establish equitable compensation relationships between female- dominated, male
dominated, and balanced classes of employees in order to eliminate sex -based wage
disparities in public employment in this state." (Minn. Stat. 471.992, subd. 1)
The term "equitable compensation relationship" means that the compensation for female
dominated classes is not consistently below the compensation for male- dominated classes
of comparable work value (Minn. Stat. 471.991, subd. 5).
The City resolves to follow the statutory requirements of the Pay Equity Act as established
presently and as may be amended in the future.
A. in order to meet the requirements of the Pay Equity Law, the City AdministrateF shall
anRually GondUGt aR analysis ef Gernpensation US the job evaluation study method
determined by the City Co uncil
B A Pay Equity Adjustment may be necessary Of the annual Pay Equity analysis
ndiGates a patteFR Of GOMPeRsation for female and male dominated Glasses whiGh is
smstent with the requirements of State Law and the Pay Equity Regulations as
set forth by the ofE Relations
C- -The Pay Equity Analysis and any s resulting compensation adjustment
necessary to achieve compliance represents the final Step in the overall
compensation process.
POLICY: RETIREMENT HEALTH SAVINGS PLAN SECTION 3.45
B. Employees who have a sick leave balance of 489 600 or more hours shall contribute
their excess balance to the RHSP at a 2 to 1 ratio with a maximum annual
contribution of 160 hours (80 hours converted) or that amount which brings the
employee's sick leave balance down to 489 600 hours whichever is less. The City
shall calculate and process the annual employee contribution to the RHSP on the first
payroll period of November of each year.
C. Non exempt employees shall contribute three percent of their salary per payroll period
towards the RHSP. In addition, upon separation from the City, non exempt
employees who have completed two or more years of service and leave in good
standing shall contribute 100% of accrued vacation compensation to the RHSP.
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D. POST Certified Employees shall contribute five percent (5 of their salary per payroll
period toward the RHSP. In addition, upon separation from the City, POST Certified
Employees who have completed two or more years of service and leave in good
standing shall contribute 100% of accrued vacation compensation to the RHSP.
E. Employees who are Certified MuniGipal Clerks eF employees who have not Gornpleted
two years of serviGe shall not GORtribute any salary or vaGatiGR Gompensation to the
RHSP.
dP
F. All otheF Ron union employees who have Gompleted two or more years of serviGe and
leave i R good standing shall Gontribute 0 of aGGrued vacation GOMpensation to the
RHS
POLICY: SEVERANCE SECTION 3.47
Subject to the provisions of Section 3.45, upon separation of employment with the City,
employees shall be compensated for any accrued Vacation hours and Compensatory
Time hours not otherwise directed into their RHSP. (Unused Floating Holidays are not
eligible for Severance payout.) Employees with less than two full years of service are not
eligible for payout of Sick Leave hours. Employees with two or more years of service are
subject to the terms and provisions addressed in Section 3.45 regarding Sick Leave
balances upon separation.
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