HomeMy WebLinkAboutAgenda Packets - 2005/07/05
CITY OF MOUNDS VIEW
CITY COUNCIL WORK SESSION AGENDA
Tuesday, July 5, 2005
7:00 p.m.
THIS MEETING MAY BE CALLED TO ORDER
ROLL CALL: Marty, Stigney, Gunn, Flaherty, Thomas
PUBLIC COMMENT
Citizens may speak to issues not on tonight’s agenda. Before speaking, please give your full
name and address for the minutes. Also, please limit your comments to three minutes.
Agenda Items Discussed by Consensus
_______ 1. Review Fire Department Building Plans (Cf. Zikmund) – verbal report
_______ 2. Infrastructure Management
_______ 3. 5 -Year Employment Milestone Gift Certificates
_______ 4. City Hall Project – Council Chambers Dias
_______ 5. Review Highway 10 Renaming
_______ 6. County Road 10 Project Status Update
_______ 7. IP (Internet Protocol) Telephone and voice mail service
_______ 8. Street Sweeper Replacement
_______ 9. Employee Severance Policy
Next Council Work Session: Monday, August 1, 2005
Next City Council Meeting: Monday, July 11, 2005
Item No. 3
Meeting Date: July 5, 2005
Type of Business: WK
WK: Work Session; PH: Public Hearing;
CA: Consent Agenda; CB: Council Business
City Administrator Review _______
City of Mounds View Staff Report
To: Honorable Mayor and City Council
From: Desaree Crane, Administrative Assistant
Item Title/Subject: 5 Year Employment Milestone Gift Certificates
Background:
Staff was directed by the City Council on May 9, 2005, to discuss the parameters
of the 5 year Employment Milestone Gift Certificates to employees. Resolution
5617 (passed October 8, 2001), created a mechanism by which employees
would be appreciated and awarded for achieving certain level of years of service.
Resolution 5617 is attached for your reference.
Discussion:
Resolution 5617 was adopted by the Council to show its appreciation for City
employees for their dedicated and committed services. One of the clauses
indicates that Mounds View will provide to employees “gift certificates in the
amount of $5 per year of service at five-year increments” and also authorizes
providing retiring employees with “plaques.”
Recommendation:
Discuss Resolution 5617 and direct staff on whether to rescind or amend the
original resolution.
Respectfully Submitted,
Desaree M. Crane
Item No. 5
Meeting Date: July 5, 2005
Type of Business: WK
WK: Work Session; PH: Public Hearing;
CA: Consent Agenda; CB: Council Business
City of Mounds View Staff Report
To: Honorable Mayor and City Council
From: Kurt Ulrich, City Administrator
Item Title/Subject: Review Highway 10 Renaming
Attached for the City Council’s consideration, are feedback from the City of
Spring Lake Park and the City of Blaine with regard to renaming Highway 10.
Please review the responses from these cities, and direct staff on how the
Council wishes to proceed.
Respectfully submitted,
Kurt Ulrich, City Administrator
Item No. 9
Meeting Date: July 5, 2005
Type of Business: WK
WK: Work Session; PH: Public Hearing;
CA: Consent Agenda; CB: Council Business
City Administrator Review _______
City of Mounds View Staff Report
To: Honorable Mayor and City Council
From: Kurt Ulrich, City Administrator
Item Title/Subject: Employee Severance Policy
Background:
Due to recent Council action approving the Medtronic proposal, employees of the
golf course have inquired about the City’s severance policy in regard to lay off of
employees. Currently, the City has no special severance pay provisions for
economic lay-off situations.
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:
• Employee worked for the City for two years prior to the termination of employment; and;
• The employee died while an employee of the City.
Employees who have completed ten years of service and retire may elect, in lieu of
severance pay, to have the employer use sixty-five percent (65%) of the employee’s
accrued and unused sick leave for the retiree’s group health, dental and life insurance
premiums for as long as the funds are available up to the retiree’s 65th birthday.
Severance benefits will be paid at the employee’s regular rate of pay on the last date as
an employee.
According to the Mounds View Personnel Manual Section 4.15 in regard to
Layoff it states:
Order of Layoff
It is recognized that reductions in force may not impact all departments or divisions to the same
extent. Therefore, it may be necessary to transfer employees from one department or division to
another. When all other factors are equal, longevity shall be the determining criterion for layoffs
of employees in their respective classifications. Reductions in grade, i.e., demotions may be
made in conjunction with layoffs. Past performance and longevity shall be considered in the
event of a reduction in grade instead of a layoff. An employee being demoted must be qualified
for the position in which the employee will be employed. No regular employee shall be laid off or
reduced in grade while another provisional appointment or probationary appointment or an
appointment to a temporary position exists in the same classification.
Notice of Layoff
The City Administrator shall give written Notice of a Layoff to a regular or probationary employee
at least 14 calendar days before the effective date of the Layoff. A copy of the notice shall be
provided to the Human Resource Representative.
This policy only applies to regular part-time and full-time employees. Written Notice of Layoff
may be given to provisional or temporary employees at any time prior to the effective date of
Layoff.
The City currently has a position open in the Sewer and Water Division that is an
opportunity to hire one employee if they meet the qualifications.
Recommendation:
In addition to the standard severance pay as provided above, the following
provisions for golf course employees are recommended:
- Employees be allowed to remain on the payroll until all accumulated
vacation and flex time have been exhausted.
- Employees be given an additional severance of one week’s pay per year
of service due to economic lay-off. Employees will have completed three,
nine, and three years of employment respectively by the end of 2005.
Respectfully Submitted,
Kurt Ulrich, City Administrator