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2019 Salary Resolution <br />Page 2 <br />FIRE DEPARTMENT CONFERENCE PAY (continued) <br />These conferences include, among others: <br />1) Minnesota State Fire Chiefs Association annual conference <br />2) Arrowhead Fire Officers annual conference <br />3) Duluth Fire Officers annual conference <br />4) Arrowhead EMS annual conference <br />5) Regional State Fire conferences <br />It is the Fire Chiefs opinion that these conferences keep the department membership informed of the most recent <br />advances in firefighting techniques as well as allow his officers to make important connections with other departments. <br />PUBLIC WORKS APPRENTICESHIP PROGRAM <br />The apprenticeship program currently contains the following pay ladder: <br />70% of Pay Grade 5 Minimum (starting) <br />80% of Pay Grade 5 Minimum (after one year) <br />90% of Pay Grade 5 Minimum (after two years) <br />100% of Pay Grade 5 Minimum (after three years) <br />The resolution contains a new clause that authorizes the Public Works Director to move an apprentice through the <br />program steps at a faster pace based on the apprentice's performance and acquired knowledge and skill sets. This may <br />occur at any time throughout the calendar year. <br />MEAL REIMBURSEMENT <br />The city's Personnel Policy contains maximum reimbursement levels for meals (breakfast, lunch, and dinner) when an <br />employee's duties keep them away from their home and the corporate limits of the city during normal meal hours. <br />These reimbursement levels have not been adjusted since 2011. Staff recommends that the salary resolution provide <br />for these reimbursement levels rather than the Personnel Policy. These levels are based on rates published annually by <br />the federal General Services Administration. The resolution reflects the rates for the Minneapolis/St. Paul metropolitan <br />area. Reimbursement for travel to destinations outside this area will be based on the GSA's published rates for that <br />particular destination. Costs for meals above these levels will not be reimbursed. <br />INSURANCE COVERAGES <br />The salary resolution provides for group health and dental insurance coverage for full-time employees and their <br />dependents at no cost to the employee. Short-term and long-term disability insurance coverage is provided for full- <br />time employees. The city does not offer employer paid life insurance coverage. Life insurance coverage may be <br />purchased through the Public Employees Retirement Association (PERA) via payroll deduction. <br />COMPARABLE WORTH COMPLIANCE <br />The adjustments will continue to allow the City to be in compliance with Pay Equity Statutes. Pay equity, or comparable <br />worth, is a standard that has been written into state law and applied to the public sector. The law specifically requires <br />that cities develop and administer compensation systems that establish and maintain equitable relationships between <br />female -dominated and male -dominated job classes. Our compensation system was found to be in compliance by the <br />Minnesota Department of Employee Relations two years ago and will be reviewed again in January, 2020. Using state <br />provided software staff ran the statistical analysis test and confirmed that the proposed salaries will keep our <br />compensation system compliant with pay equity guidelines. <br />