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83-12-13 ~ITY OF MOUND ROUND, MINNESOTA AGENDA HOUND CITY COUNCIL SPECIAL MEETING TUESDAY, DECEMBER 13, 1983 o Status Report - MSA Road Construction Fund Refund 1983 Dock Permits (Unused) Letter Putting Sander & Company on Notice for Roof Repair Damage Claim. Review and Approve: 1984-86 Public Works Labor Agreement ]984-86 Po]ice Patrolman Labor Agreement 1984-85 Police Supervisor Labor Agreement Set Date for 1984 Discussion Session on Next Year's Program and Priorities. Suggested Date: January 7th at 9:00 AM - Noon. Comments and Suggestions From Citizens Present Payment of Bills INFORMATION/MISCELLANEOUS A. Notice of Public Hearing Regarding the Selection and Purchase of the West Riverbank Site for A,Solid-Waste Resource Recovery Facility B. LMCD Agenda and Minutes Co LMCD Task Force Resolution D. Minutes - Ind. School District #277 E. Hennepin County Transportation Coordination Prog. F. Metro Council "Review" G. Humphrey Institute Calendar Pg. 2954-2955 Pg. 2956 Pg. 2957-2959 Pg. 2960-2985 Pg. 2986-3010 Pg. 3Oll-3039 Pg. 3040 Pg. 3041 Pg. 3042-3048 Pg. 3049-3051 Pg. 3052-3054 Pg. 3055-3956 Pg. 3057-3058 Pg. 3059-3061 Page 2953 December 2, 1983 McCOMBS-KNUTSON ASSOCIATES, INC. CONSULTING ENGINEERS · LAND SURVEYORS · PLANNERS Reply To: 12800 Industrial Park Boulevard Plymouth, Minnesota 55441 (612) 559-3700 Mr. Oon Elam City Manager City of Mound 5341Maywood Road Mound, MN 55364 Subject: City of Mound MSA Construction Fund #7023 Dear Jon: We will attempt to bring you up to date on where the City is with MSA mon- ies and what to-look for in the future. As of December 31, 1983, the City should have $95,462.49 in their construction fund. The tentative apportionment for 1984 is $141,872.00, of which $34,000 will be earmarked for maintenance, leaving $107,8972 to be added to the construction fund. Each year the City must. make their interest and principal payment from these funds for the MSA Bonds sold in 1981. The following is a schedule of the remaining principal payments which must be made from the construction fund. Bond Repayment Schedule *Principal Only 1984 $35,000 1985 $40,000 1986 $40,000 1987 $50,000 1988 $50,000 *Only principal is paid from the construction fund, interest is p~id from maintenance funds. We have estimated what the City can expect to have in their construction fund through 1988. The following schedule shows the approximate balance in the construction fund at the end of each year through 1988, if no monies were spend except for the bond principal payments. Year Approximate Construction Fund Balance 1983 $ 95,462.49 1984 168,000.00 1985 236,000.00 1986 306,000.00 1987 368,000.00 1988 433,000.00 Mr. 3on Elam December 2, 1983 Page Two The State Aid rules set a maximum which is allowed to accumulate in the construction fund. This maximum is $300,000.00 or twice the annual allotment (whichever is greater) as of Sune 30 of the current year, not including the current year's allotment. I would interpret this to mean the City would not have to use any of this fund until at least 1987 and possibly 1988. The one street that could be considered for improvement is Auditors Road. The State has the first 530 feet east of Commerce designated as one section and from this point across Lost Lake to Cypress Lane at City Hall as another section. The dividing point for these two sections is approximately at the M.T.C. drive. The estimated cost for complete improvements for this first section, as per MSA estimates, is approximately $67,000.00 The City at this time is .4 of a mile short of their maximum State Aid designation. The extension of Belmont Lane past the Post Office could probably be added to the system. HSA monies could then be used for upgrading this sec- tion along with all of Auditors Road. A rough approximation of the total cost for Auditors Road and the section of Belmont Lane would be in the neighborhood of $150,000.00. The previous table showing the approximate construction fund balance would indicate that the money is available to accomplish this construc- tion at any time. We will further address these possibilities, along with the Preliminary En- gineering RepOrt forthcoming on the Post Office improvements. We would be available to discuss the NSA system with the Council at any of their upcoming meetings. Very truly yours, NcCONBS-KNUTSON ASSOCIATES, INC. OC:sj INTEROFFICE MEMO Fisher ~_~ DATE ~, Dec ~ 19~ FROM: park director SUBJECT: Dock Detroit refunds Would you please send this refund list to the city council for payment. Thanks Renate Kelly 1725 Wi!dhurst $65.00 16773 Robert M Holz 2549 Emerald Ln $65.00 17B86 Donald E Willis 6048 Beachwood Rd · ~65. O0 17272 A. THOHAS WURST, P.A. CURTIS A. PEARSON, P.A. ~IosEPH E:. HAHILTON, P. A. JAMES D. LARSON, P.A. THOMAS [~. UNDERWOOD, ROGER J. FELLOWS l-AW O ~-~IC E:S WURST, PEARSON, HAMILTON, LARSON & UNDERWOOD IIOO FIRST BANK PLACE WEST MINNEAPOLIS, MINNESOTA November 29, 1983 Mr. Jon Elam City of Mound 5341 Maywood Road Mound, MN 55364 Ms. Jan Bertrand City of Mound 5341 Maywood Road Mound, MN 55364 Re: Mound City Hall-Roof Leak Dear Jon and Jan: Enclosed is a draft of a letter to Sander. not you have any additions or changes. JDL:cnm Enclosure Let me know whether or Very truly yours, Jame"s/ D. Larson cc: Mr. Curtis A. Pearson (w/encl) LAW OFFICES WURST, PEARSON, HAMILTON, LARSON ~,, UNDERWOOD MINNEAPOLIS, MINNESOTA 55402 November 29, 1'983 Mr. Tom Kleven Sander and Company, Inc. 9530 James Avenue South Minneapolis, MN 55431 Re: Mound City Hall Roof Leak Dear Mr. Kleven: We represent the City of Mound. The City has asked us to assist them in recovering for damages they have incurred which resulted from defective work performed by Sander and Company. The City has advised, us that in July, 1980, Sander and Co. applied a General Electric silicone roof on the Mound City Hall Building. Sander and Co. and General Electric Company provided the City with a five year extended guarantee. On September 15, 1980, Sander and Co. was notified by the City that the roof was leaking. Leakage occurred again during the week of May 29, 1981, and again Sander and Co. was notified. Sander indicated they would send someone to look at the roof. Leaks continued and a dialogue was established between Sander and Co. and the City relating to how the leak should be repaired. Sander agreed to recover the roof, at no charge, in conjunction with a skylight alteration. - Sander and Co. patched the roof on December 27, 1982. An inspection was done by Forensic Engineers in August, 1983. The inspection revealed that the GE silicone roof was applied unevenly, creating several ridges and valleys which trapped standing water. Contraction cracks occurred in the GE silicone roof, allowing water penetration. The GE silicone roof did not bond to the skylights, allowing water to run down the skylight plexiglass, under the GE silicone roof, and into the building. The inspection showed that the GE silicone roof had striations and layering, evidence of incomplete bonding. This lack of bonding allowed water seepage. In addition to the Roofing System Warranty (Warranty No. 2022), Sander and Co. made express warranties that the GE silicone roofing system would not leak, and would bond to the plexiglass skylights. WURST, PEARSON, HAMILTON, LARSON & UNDERWOOD Mr. Tom Kleven November 29, 1983 Page 2 Because the GE silicone roofing system was not suited for the use that was intended, and because the system was not properly applied, the City has incurred extensive damges. Considerable water damage has occurred on the interior of the building. As you know, it was necessary to take up the roof you installed, and replace it. The total cost to the City of the repair work was $41,268.00. We would welcome the opportunity to meet with you for the purpose of addressing an appropriate settlement of our claim. Please consider this a demand or claim by the City of Mound in the amount of $41,268.00 against Sander and Co. and General -Electric. Very. truly yours, JDL:cnm James D. Larson AGREEMENT BETWEEN THE CITY OF MOUND, MINNESOTA AND MINNESOTA TEAMSTERS PUBLIC AND LAW ENFORCEMENT EMPLOYEES UNION, LOCAL NO. 320 MAINTENANCE PERSONS & UNIT SUPER¥ISORS EFFECTIVE JANUARY 1, 1984 THROUGH DECEMBER 31, 1986 ARTICLE I ARTICLE II ARTICLE III ARTICLE IV ARTICLE V ARTICLE VI ARTICLE VII ARTICLE VIII ARTICLE IX ARTICLE X ARTICLE XI ARTICLE XII ARTICLE XIII ARTICLE XIV ARTICLE XV ARTICLE XVI ARTICLE XVII ARTICLE XVIII ARTICLE XIX ARTICLE XX ARTICLE XXI ARTICLE XXII ARTICLE XXIII Purpose of Agreement Recognition Union Security Employer Security Employer Authority Employee Rights - Grievance Procedure Definitions Savings Clause Work Schedules Overtime Pay Call Back On-Call Pay Standby Pay Legal Defense Discipline Seniority, Layoff & Recall Probationary Periods Safety Job Posting Insurance Holidays Vacation Schedule Sick Leave 2 7 7 12 13 14 14 15 15 16 16 17 18 19 19 20 20 21 22 23 ARTICLE XXIV ARTICLE XXV ARTICLE XX¥I ARTICLE XXVII ARTICLE XXVIII ARTICLE XXIX ARTICLE XXX ARTICLE XXXI ARTICLE xxXII Severance Pay Funeral Leave Uniforms Eye Examination' Safety Glasses Working Out of Classification Wages Waiver Duration 24 24 24 24 25 26 LABOR AGREEMENT BETWEEN THE CITY OF MOUND AND MINNESOTA TEAMSTERS PUBLIC AND LAW ENFORCEMENT EMPLOYEES UNION, LOCAL NO. 320 ARTICLE I. PURPOSE OF AGREEMENT This Agreement is entered into between the City of Mound, hereinafter called the Employer, and Minnesota Teamsters Public and Law Enforce- ment Employees Union, Local No. 320, hereinafter called the Union. The intent of this Agreement is to: 1.1 Establish certain .hours, wages and other conditions of employment; 1.2 Establish procedures for the resolution of disputes, concerning this Agreement's interpretation and/or appli- cation; 1.3 Specify the full and complete understanding of the par- ties; and 1.4 Place in written form, the parties' agreement upon terms and conditions of employment, for the duration of this Agreement. The Employer and the Union, through this Agreement, continue their dedication to the highest quality of public service. Both parties recognize this Agreement as a pledge of this dedication. ARTICLE II. RECOGNITION The Employer recognizes the Union as the exclusive representative, under Minnesota Statutes, Section 179.71, Subdivision 3 as amended 1983, as an appropriate bargaining unit, consisting of the following job classifications: Maintenance Person Unit Supervisors ARTICLE III. UNION SECURITY In recogniztion of the Union as the exclusive representative, the Employer shall: 3.1 Deduct each payroll period, an amount sufficient to pro- vide the payment of dues established by the Union, from the wages of all employees authorizing in writing such deduction, or a "fair share" deduction; as provided in Minnesota State Statute 179.65, Subdivsion 2, if the employee elects not to become a member of the Union; 3.2 Remit such deduction to the. appropriate designated Offi- 3.3 3.4 cer of the Union. The Union may designate certain employees from the bar- gaining unit to act as stewards and shall inform the Employer, in writing, of such choice. The Union agrees to indemnify and hold the Employer harmless against any and all claims, suits, orders or judgements brought or issued against the Employer as a result of any action taken or not taken by the Empioyer, under the provisions of this Article. ARTICLE I¥. 4.1 4.2 4.3 4.4 4.5 EMPLOYER SECURITY The Union agrees that durinE the life of this Agreement it will not cause, encourage, participate in or support any strike, slow-down or other interruption of or inter- ference with, the normal functions of the Employer· Any employee who engages in a strike may have his/her appointment terminated by the Employer, effective the date the violation first occurs. Such termination shall be effective upon written notice served upon the employee. An employee who is absent from any portion of his/her work assignment, without permission, or who abstains wholly or in part, from the full performance of his/her duties, without permission from his/her Employer, on the date or dates when a strike occurs, is prima facie pre- sumed to have engaged in a strike on such date or dates· An employee who knowingly strikes and whose employment has been terminated for such action, may subsequent to such violation, be appointed or reppointed or employed or reemployed, but the employee shall be on probation for two (2) years with respect to such tenure of employment, or contract of employment, as he/she may have heretofore been entitled. No employe shall be entitled to any daily pay, wages or per diem for the days on which he/she engaged in a strike. ARTICLE V. 5.1 5.2 EMPLOYER AUTHORIT~ The Employer retains the full and unrestricted right to operate and manage all manpower, facilities and equip- ment: to e~t~blfsh functions and programs: to set and amend budgets; to determine the utilization of techno- logy; to establish and modify the organizational struc- ture; to select, direct and determine the number of personnel; to establish work schedules and to perform any inherent managerial function not specifically limited by this Agreement. Any term and condition of employment not' specifically established or modified by this Agreement shall remain solely within the discretion of the Employer, to modify, establish or eliminate, ARTICLE ¥I. 6.1 6.2 6.3 EMPLOYEE RIGHTS - GRIEVANCE pROCEDURE Definition of a Grievance. A grievance is a dispute or disagreement as to the interpretation or application of the specific terms and conditions ofthis Agreement. Union Representatives. The Employer will recognize representatives designated by the Union, as %he grievance representatives of the bargaining unit, having the duties and responsibilities established by this Article. The Union shall notify the Employer, in writing, of the names of such Union representatives and of their successors, when so designated. Processing of a Grievance. It is recognized and accepted by the Union and the Employer that the proqessing of 6.4 grievances, as hereinafter provided, is limited by the job duties and responsibilities of the employees and, therefore, shall be accomplished during normal working hours only when consistent with such employee duties and responsibilities. The aggrieved employee and the Union representative shall be allowed a reasonable amount of time without loss in pay when a grievance is investigated and presented to the Employer during normal working hours provided the employee and the Union representative have notified and received the approval of the designated supervisor who has determined that such absence is reasonable and would not be detrimental to the work programs of the Employer. Procedure. Grievances, as defined by Section 6.1, shall be resolved in conformance with the following procedure. Step 1. An Employee, claiming a violation concerning the interpretation or application of this Agreement, shall, within fourteen (14) working days after such alleged violation has occured, present such grievance to the employee's immediate supervi- sor, as designated by the Employer. The Employer-designated representative, Unit Super- visor will discuss and give an answer to Step 1 grievance within ten {10) calendar days after receipt. A grievance not resolved in Step 1 and appealed to Step 2 shall be placed in writing, setting forth the nature of the grievance, the Step 2. Step 3. facts on which it is based, the provision ~ ~of the Agreement allegedly violated and the remedy requested and shall be appealed to Step 2 within ten (10) calendar days after the Employer-designated representative's final an- swer in Step 1. Any grievance'not appealed in writing to Step 2 by the Union, within ten (10) calendardays,shallbe considered waived. If appealed, the written grievance shall be presented by the Union and discussed with the Employer-designated Step 2 representative, City Manager. The Employer-designated representative shall give the Union the Employer's Step 2 an- swer, in writing, within ten (10) calendar days after receipt of such Step 2 grievance. A grie- vance not resolved in Step 2 may be appealed to Step 3 within ten (10) calendar days following the. Employer-designated representa- tive's final answer in Step 2. Any grievance not appealed in writing to Step 3 by the Union, within ten (10) calendar days, shall be consid- ered waived. A grievance unresolved in Step 2 and appealed to Step 3 shall be submitted to arbitration, sub- ject to the provisions of the Public Employment Relations Act of 1971, as amended. The selec- tion of an abitrator shall be made in accordance with the 'Rules Governing the Arbitration of 9 6.5 Grievances', as established by the Public Employment Relations Board. Arbitrator's Authority. A. The arbitrator shall have no right to amend, modify, nullify, ignore, add to or subtract from, the terms and conditions of this Agreement. The arbitrator shall consider and decide on the specific issue(s) submitted in writing by the Employer and the Union and shall have no authority to make a decision on any other issue, not so submitted. B. The arbitrator shall be without power to make deci- sions contrary to, or inconsistent with, or modifying or raring in any way, the application of laws, rules or regulations having the force and effect of law. The arbitrator's decision shall be submitted in writing within thirty (BO) days, following the close of the hearing or th'e submission of briefs by the parties, whichever be later, unless the parties agree to an extension. The decision shall be binding on both the Employer and the Union and shall be based solely on the arbitrator's interpretation or applica- tion of the express terms of this Agreement and to the facts of the grievance presented. C. The fees and expenses for the arbitrator's services and the proceedings shall be borne equally by the Employer and the Union, provided that each party shall be responsible for compensating its own repre- 6.6 6.7 sentatives and witnesses. If either party desires a verbatim record of the proceedings, it may cause such a record to be made, providing it pays for the record. If both parties desire a verbatim record of the proceedings, the cost shall be shared equally. Waiver. If a grievance is not presented within the time limits set forth above, it shall be considered waived. If a grievance is not appealed to the next Step within the specified time limit or any agreed extension thereof, it shall be considered settled on the .basis of the Employer's answer. If the Employer does not answer a grievance or an appeal thereof, within the specified time limit, the Union may-elect to treat the grievance as denied at that Step and immediately appeal the grievance to the next Step. The time limit in each Step may be extended by mutual agreement of the Employer and the Union. Choice of Remedy. If, as a result of the written Employer response in Step 2, the grievance remains unre- solved, and if the grievance involves th~ suspension, demotion or discharge of an employee who has completed the required probationary period, the grievance may be appealed either to Step 3 of Article VI or a procedure such as: Veteran's Preference or Fair Employment. If appealed to any procedure other than Step 3 of Article VI, the grievance is not subject to the arbitration procedure, as provided in Step 3 of Article VI. The aggrieved employee shall indicate, in writing, which procedure is to be utilized, Step 3 of Article VI or another appeal procedure and shall sign a statment to the effect that the choice of any other hearing precludes the aggrieved employee from making a subsequent appeal through Step 3 of Article VI. ARTICLE VII. 7.1 7.2 7.3 7.4¸ 7.5 7.6 7.7 7.8 7.9 DEFINITIONS UNIO~ The Minnesota Teamsters Public and Law Enforce- ment Employees Union, Local No. 320. EMPLOYER; The City of Mound, Minnesota. UNION MEMBER;.. A member of Minnesota Teamsters Public and Law Enforcement Employees Union, Local No. 320. EMPLOYEE[ A member of the exclusively recognized bar- gaining unit. BASE PAY RATE: The employee's hourly pay rate, exclu- sive of longevity or any Other special allowances. SENIORITY; Length of continuous service with the Employer. COmPENSATOrY TI~E.;. Time off the employe.e's regularly scheduled work schedule, equal in time to overtime worked. SEVERANCE PAY; Payment made to an employee upon honor- able termination of employment. OVERTIME: Work performed at the express authorization of the Employer, in excess of either eight (8) hours within a twenty-four (24) hour period (except for shift 12 7.10 7.11 7.12 ' changes) or more than forty (40) hours within a seven (7) day period. CALL BACK~ Return of an employee to a specified work site to perform assigned duties at the express authoriza- tion of the Employer at a time other than an assigned shift. An extension of or an early report to an assigned shift, is not a call back. STRIKE;. Concerted action in failing to report for duty, the willful absence from one's position, the stoppage of work, slow-down or abstinence in whole or in part from the full, faithful and proper performance of the duties of employment for the purpose of inducing, influencing or coercing a change in the conditions or comPensation or the rights, privileges-or obligations of-employment. _WORK YEAR; The work year shall consist of 2080 hours and shall run from 12:01 A.M. January 1 through 12:00 Midnight December 31. ARTICLE VIII. SAVINGS CLAUSE This Agreement is subject to the laws of the United States, the State of Minnesota and the City of Mound. In the event any 'provision of this Agreement shall be held to be contrary to law by a court of competent jurisdiction from whose final judgement or decree no appeal has been taken within the time limits provided, such provision shall be voided. All other provisions of this Agreement shall continue in full force and effect. The voided provision may be renegotiated at the written requ'est of either party. ARTICLE IX. 9.1 9.2 9.3 9.4 WOBK SCHEDULES The sole authority in work schedules is the Employer. The normal work day for an employee shall be eight (8) hours. The normal work week shall be forty (40) hours, Monday through Friday. Service to the public may require the establishment of regular shifts for some employees on daily, weekly, sea- sonal or annual basis, other than the normal ?:00- 3:30 day. The Employer will give advance notice to the employees affected by the establishment of work days different from the employee's normal eight (8) hour work day. In the event that work is required because of unusual circumstances, such as, but not limited to, fire, flood, snow, sleet or breakdown of municipal equipment or faci- lities, no advance notice need be given. It is not required that an employee', working other than the normal work day, be scheduled to work more than eight (8) hours· However, each employee has an obligation to work overtime on call backs, if requested, unless unusual circumstances prevent him from so working. Service to the public may require the establishment of regular work weeks that schedule work on Saturdays and/or Sundays. ARTICLE X. 10.1 OVERTIME PAY Hours worked in excess of eight (8) hours, within a 10.2 10.3 10.4 10.5 twenty-four (24) hour period, except for shift changes, or more than forty (40) hours within a seven (7) day period, will be compensated for at one and one- half (1-1/2) times the employee's regular base pay rate. All work performed on Sundays shall be compensated for at two and one-half (2 1/2) times the employee's regular base pay rate, unless Sundays fall within the provisions of Article IX, 9.4. Overtime will be distributed as equally as practicable. Overtime refused by employees will, for record purposes, under Article 10.2, be considered as un.paid overtime worked. For the purpose of computing overtime compensation, over- time hours worked shall not be pyramided, compounded or paid. twice for the same hours worked. Holiday pay shall be paid at a rate three and one-half (3 1/2) times the employee's regular base pay rate. ARTICLE XI. CALL BACK An employee called in for work at a time other than his/her normal scheduled shift, will be compensated for a minimum of two (2) hours pay at one and one-half (1 1/2) times the employee's regular base pay rate, except on Sunday when it shall be two and one-half (2 1/2) times the employee's regular base pay rate or on Holidays when it shall be three and one-half (3 1/2) times the employee's regular base pay rate. ARTICLE XII. ON CALL PAY If an employee is assigned to be "on call" for a twenty-four (24) hour period (over weekends, holidays or other specifically assigned · periods), the employee shall remain accessible and will receive four (4) hours of pay at one and one-half (1 1/2) times the employee's regular base pay rate if on Saturday; at two and one-half (2 1/2) times the employee's regular base pay rate if on Sunday; and at three and one-half (3 1/2) times the employee's regular base pay rate if on an approved Holiday (Article XXII). ARTICLE XIII. STANDBY pAY Any employee placed on standby duty by the Employer shall receive one- half (1/2) hour's pay for each one (1) hour required to standby for duty. ARTICLE 14.1 14.2 LEGAL DEFENSE Employees involved in litigation because of negligence, ignorance of laws, non-observance of laws, or as a result of employee judgmental decision, may not receive legal defense by the municipality. Any employee who is charged with a traffic violation, ordinance violation, or criminal offense, arising from acts performed within the scope of his/her employment, when such act is performed in good faith, as defined in Minnesota Statutes, Chapter 466, Section 466.07 and under direct order of his/her supervisor, shall be reimbursed for reasonable attorney's fees and court costs actually incurred by such employee, in defending against such charge. 16 ARTICLE 15.1 15.2 15.3 15.4 15.5 15.6 15.7 DISCIPLINE The Employer will discipline employees for just cause only. Discipline will be in the form of: a. Oral reprimand; b. Written reprimand; e. Suspension; d. Demotion; or e. Discharge. Suspensions, demotions and discharges will be in written form. Written reprimands, to become part of an employee's per- sonnel file shall be read and acknowledged by signature of the employee. Employees and the Union will receive a copy of such reprimands and notices of suspension and discharge. Employees may examine their own individual personnel files at reasonable times un. der the direct supervision of the Employer. Discharges will be preceded by a five (5) day suspension without pay. Employees will not be questioned concerning an investiga- tion of disciplinary action unless the employee has been given an opportunity to have a Union representative pre- sent at such questioning. Grievances relating to this Article shall be initiated by the Union in Step 2 at the grievance procedure under Article VI. ARTICLE XVI. 16.1 16.2 16.3 16.4 _~ LAYOFF A ~C~ Seniority will be the determining criterion for transfers, promotion and layoffs, only when all other qualification factors are equal. Layoff Application. An employee on layoff shall retain his/her seniority and right to recall within classifica- tion in seniority order for a period of two (2) years after date of layoff. Layoff. In the event the City of Mound determines to reduce a position or positions, employees shall be laid off, with at least two (2) weeks notice, in inverse order of seniority within areas of classification. A senior employee shall not be placed on layoff while a junior employee on the seniority list occupies a position with the same or lower grade, providing the senior employee has the qualifications to satisfactorily perform the job. Recall. Employees shall be recalled in order of seniority for a position within the same classification held prior to layoff available for a qualified employee on layoff, the employor shall mail by certified mail the notice to such employee who shall have fourteen (14) calendar days from the date of mailing of such notice to accept the reemployment. If written acceptance is not received by the City Manager within such fourteen (14) calendar day period, it shall constitute a waiver on the part of such employee to any further rights of employment or 18 reinstatement and shall forfeit any future reinstatement of employment rights. The employee must accept the first offer of hiring at same classification from which the employee was laid off or the employee shall be removed from the recall list. The employee may refuse an offer for a lower classification position without losing recall rights to a position at the same classification from which the employee was laid off. However, once an employee is offered a lower classification position and refuses such offer, only higher classification positions need be offered. ARTICLE X¥II. pROBATIONARY PERIODS 17.1 Effective January 1, 1.984, all 17.2 17.3 17.4 newly hired employees will serve a one year probationary period. All existing employees will serve a six (6) month proba- tionary period in any job description in which the employee has not serve a pr6bationary period. At any time during the ~robationary period a newly hired empIoyee may be terminated at the sole discretion of the Employer. At any time during the probationary period, a promoted or reassigned employee may be demoted or reassigned to the employee's previous postion at the sole discretion of the Employer. ARTICLE XVIII. SAFETY The Employer and the Union agree to jointly promote safe and healthful working conditions, to cooperate in safety matters and to form a Safety Committee to help advise the Employer or any unsafe conditions that exist or need attention. The Supervisor's shall serve as this Committee. ARTICLE XIX. 19.1 19.2 19.3 19.4 JOB POSTING The Employer and the Union agree that permanent job vacancies within the designated bargaining unit, shall be filled based on the concept of promotion from within, provided that applicants: a. Have the necessary qualifications to meet the stan- dards of the job vacancy, or; b. Have the ability to perform the duties and responsi- bilities of the job vacancy. Employees filling a higher job class, based on the provi- sion of this Article shall be subject to the conditions of Article XVII. Probationary Periods. The Employer has the right of final decision in the selection of employees to fill posted jobs, based on qualifications, abilities and experience. Job vacancies, within the designated bargaining unit, will be posted for five (5) working days so that members of the bargaining unit can be considered for such vacan- cies. ARTICLE XX. 20.1 The Employer agrees to pay 1005 of the hospitalization/- 20 20.2 20.3 ~ 20.4 major medical insurance premiums for each full-time em- ployee and 85% of dependent coverage after thirty (BO) days of continuous employment. The Employer agrees to pay the full premium payment for a five thousand dollar ($5,000) life insurance policy and a long-term disability insurance policy for each full-time employee, after thirty (30) days of continuous employ- ment. The Employer agrees to provide dental insurance coverage and pay at the rate of twenty-two dollars ($22.00) per month for each full-time employee, including dependents, after thirty (30) days of continuous employment. Upon retirement, for all full-time employees hired before January 1, 1984, after 20 years of service and age 55, the EmPioyer will pay full premiums for-hospitalization/ major medical and dental insurance for retiree and spouse, but only if the retiree and spouse are not covered by other hospitalization/major medical and dental insurance from another source. ARTICLE XXI. 21.1 HOLIDAYS The Employer agrees to provide the following paid Holi- days: New Years Day President's Day Memorial Day Independence Day Labor Day 21 Thanksgiving Day The Day After Thanksgiving Day 1/2 Day Christmas Eve Day Christmas Day 1/2 Day New Years Eve Day 21.2 21.3 Veteran's Day One (1) Floating Holiday If any of the above Holidays fall on a Saturday, the preceding Friday shall be the Holiday. If any of the above Holidays fall on a Sunday, the following Monday shall be the Holiday. (If New Years Day or Christmas Day fall on a Sunday or Monday, the 1/2 day Holiday allowed for New Years Eve or Christmas Eve shall be the preceding Friday). Any employee required to work on a Holiday shall receive three and one-half (3 1/2) times his/her hourly rate for all hours worked. ARTICLE XXlI. 22.1 22.2 22.3 VACATION SCHEDULE Employees shall accrue vacation according to the follo- wing schedule: YEARS HOURS EARNED NUMBER OF OF PER BI-WEEKLY DAYS SERVICE PAY pERIOD PER YEAR 0 - 5 3.077 10 6 - 15 4.616 15 16 - 20 6.154 20 21 and over 7.693 25 On an employee's twenty-fifth (25th) anniversary of ser- vice, he/she shall be granted five (5) additional working days of vacation with pay for that year. This vacation leave must be taken off during that year and cannot be waived to receive extra salary. Paid vacation shall be earned during the first year of 22 22 .~1 employment, but cannot be taken until the end of the first year of employment without the approval of the Employer. An employee can carry-over up to one and one-half (1 1/2) times earned vacation from one year to the next. ARTICLE XXIII. SICK LEAVE Sick leave shall be accumulated at the rate of one (1) day per month. ARTICLE XXIV. SEVERANCE pAY 24.1 The following is the severance pay schedule which shall become effective for all full-time employees upon reaching tenure of three (3) years (36) months. 24.2 After 3 years service. 33.3% After 5 years service 35% After 10 years service 40% After 15 years service 45% After 20 years service After 25 years service 55% to a maximum of 12 days to a maximum of 20 days to a maximum of 48 days to a maximum of 81 days to a maximum of 120 days to a maximum of 165 days The Employer shall pay a full-time employee the full amount of severance pay at the time of termination, if requested. The employee may elect to receive equal amounts over a period of five (5) years. ARTICLE XXV. FUNERAL LEAVE Funeral leave, for immediate family, not to exceed three (3) days will be allowed by t~e City Manager. If more than three (3) days are required, the employee may choose to deduct the extra days over three (3) from either vacation leave or accumulated sick leave. ARTICLE XX¥I. _~ 26.1 The Employer shall furnish during the life of this con- tract, seven (7) sets of shirts and pants, and 2 Winter jackets. 26.2 The Employer shall pay for the maintenance of such uni- form. ARTICLE XXVII. EYE EXAMINATION The Employer agrees to pay up to thirty-five dollars ($35.00) in each twenty-four (24) month period of full-time employment toward an eye examination or the purchase of eye glasses for each full-time employee. ARTICLE XXVIII. SAFETY GLASSES The Employer agrees to pay the additional cost for an employee to have his/her eye glasses converted to safety glasses. ARTICLE XXIX. WORKING OUT OF CLASSIFICATION Any employee assigned by the Employer to work at a higher job classi- fication shall be paid at the higher rate of pay for the duration of the assignment. Upon completion of the assignment, the employe shall revert to his/her original or assigned pay rate. ARTICLE XXX. ~AGE$ MAINTENANCE PERSON to start after 12 months after 24 months ,UNIT SUPERVISORS ]R8~ 1985 1986 9.15 9.75 10.00 10.04 10.57 11.19 11.20 11.82 12.52 11.90 12.57 13.32 ARTICLE XXXI. WAIVER 31.1 Any and all prior agreements, resolutions, practices, 31.2 policies, rules and regulations, regarding terms and conditions of employment, to the extent inconsistent with the provisions of this Agreement, are hereby superceded. The parties mutually acknowledge that during the negotia- tions which resulted-in this Agreement, each had the unlimited~right and opportunity to make demands and pro- posals, with respect to any term or condition of employ- ment not removed by law from bargaining. All Agreements and understandings arrive~ at by the parties are set forth in writing in this Agreement for the stipulated duration of this Agreement. The Employer and the Union, each voluntarily and unqualifiedly waive'the right to meet and negotiate, regarding any and all terms and conditions of employment referred to or covered in this Agreement or with respect to any term or condition or employment not specifically referred to or coverd by this Agreement, even though such terms or conditions may not have been within the knowledge or comtemplation of either or both the parties at the time this Agreement was nego- tiated or executed. ARTICLE XXXII. DURATION This Agreement shall be effective as of January 1, 1984 and shall remain in full force and effect until December 31, 1986. In witness whereof, the parties hereto have executed this Agreement on this of , 19__. FOR THE CITY OF MOUND, MN. FOR THE MINNESOTA TEAMSTERS PUBLIC & LAW ENFORCEMENT EMPLOYEES UNION, LOCAL NO. 320 Mayor City Manager Business Agent Steward ..~ LABOR AGREEMENT BETWEEN THE CITY OF MOUND AND MINNESOTA TEAMSTERS PUBLIC AND LAW ENFORCEMENT EMPLOYEES UNION, LOCAL NO. B20 POLICE OFFICER INVESTIGATOR/DETECTIVE JUVENILE OFFICER EFFECTIVE JANUARY 1, 1984, THROUGH DECEMBER 31, 1986 ARTICLE I ARTICLE II ARTICLE III ARTICLE IV ARTICLE V ARTICLE VI ARTICLE VII ARTICLE VIII ARTICLE IX ARTICLE X ARTICLE XI ARTICLE XII ARTICLE XIII ARTICLE XIV ARTICLE XV ARTICLE XVI ARTICLE XVII ARTICLE XVIII ARTICLE XIX ARTICLE XX ARTICLE XXI ARTICLE XXII ARTICLE XXIII ARTICLE XXIV INDEX Purpose of Agreement Recognition Definitions Employer Security Employer Authority Union Security Employee Rights - Grievance Procedure Savings Clause Seniority Discipline Constitutional Protection Work Schedule Overtime Court Time Call Back Time Working Out of Classification Safety Insurance Holidays Vacation Schedule Sick Leave Severance Pay Injury on Duty Funeral Leave PAGE 5 ? 8 8 9 15 16 16 17 17 18 18 18 18 '19 20 21 21 21 22 2 ARTICLE XXV ARTICLE XXVI ARTICLE XXVII ARTICLE XXVIII ARTICLE XXIX ARTICLE XXX ARTICLE XXXI ARTICLE XXXII Jury Duty Eye E~amination Standyby Pay Educational Incentives Uniform Allowance Wages Waiver Duration 22 23 23 24 24 25 LABOR AGREEMENT BETWEEN THE CITY OF MOUND AND MINNESOTA TEAMSTERS PUBLIC AND LAW ENFORCEMENT EMPLOYEES UNION, LOCAL NO. 320 ARTICLE I. PURPOSE OF AGREEMENT This Agreement is entered into, between the City of Mound, hereinafter ca'lied the Employer, and the Minnesota Teamsters Public and Law Enforcement Employees Union, Local No. 320, hereinafter called the Union. It is the intent and purpose of this Agreement to: 1.1' Establish certain hours, wages and other' conditions of employment; 1.2 Establish procedures for the resolution of disputes, concerning this Agreement's interpretation and/.or application; 1.3 Specify the full and complete understanding of the parties; and 1.4 Place in written form, the parties' Agreement upon terms and conditions of employment, for the duration of this A. greement. The Employer and the Union, through this Agreement, continue their dedication to the highest quality of public service. Both parties recognize this Agreement as a pledge of this dedication. ARTICLE II. RECOGNITION 2.1 The o Employer recognizes 4 the Union as the exclusive 2.2 representative, under Minnesota Statutes, Section 179.71, Subdivision 3 as amended 1983, for all Police personnel in the following job classifications: Police Officer Investigator/Detective Juvenile Officer In the event the Employer and the Union are unable to agree as to the inclusion or exclusion of a new or modified job class, the issue shall be submitted to the Bureau of Mediation Services for determination. ARTICLE III. DEFINITIONS 3.1 UNION; A member of the Minnesota Teamsters Public and Law Enforcement Employees Union, Local No. 320. 3.2 UNION MEMBER: A member of the Minnesota Teamsters Public and Law Enforcement Union, Local No. 320. 3.3 EMPLOYEE; A member of the exclusively recognized bargaining unit. 3.4 DEPARTMENT; The City of Mound Police Department. 3,5 EMPLOYER; The City of Mound, Minnesota. 3.6 CHIEF; The Chief of the City of Mound Police Department. 3.7 CITY MANAGER; The City Manager of the City of Mound. 3.8 UNION OFFICER; Officer elected or appointed by the Minnesota Teamsters Public and Law Enforcement Employees Union, Local No. 320. 3.9 INVESTIGATOR/DETECTIVE; An employee specifically assigned or classified by the Employer to the job classification and/or 5 position of Investigator/Detective. 3.10 OVERTIME Work performed at the express authorization of the Employer in excess of the employee's scheduled shift. 3.11 SCHEDULED SHIFT: A consecutive work period including rest breaks and a lunch break. 3.12 REST BREAK; Pe_riods during the scheduled shift which the employee remains on continual duty and is responsible for assigned duties. 3.13 LUNCH BREAK; A period during the scheduled shift during which the employee remains on continual duty and is responsible for assigned duties. 3.14 STRIKE; Concerted action in failing to report~for duty, the willful absence from one's position, the stoppage of work, slow- down, or abstinence in whole or in part from the full, faithfull and proper performance of the duties of employment for the pur- pose .of inducing, influencing or coercing a cha~ge in the condi- tions or compensation of the rights, privileges or obligations of employment. 3.15 pROBATIONARY~PERIOD: A period of time not to exceed twelve (12) calendar months from the date of employment subject to the condi- tions of Article IX, Section 9.2. 3.16 SENIORITY: Length of continuous employment with the City of Mound, as a Police Officer. 3.17 COMPENSATORY TIME: Time off the employee's regularly scheduled work schedule, equal in time to overtime worked. 3.18 SEVERANCE PAY.;.. Payment made to an employee upon honorable termi- nation of employment. 3.19 WORK YEAR: Shall consist of 2080 hours and shall run from 12:01 A.M. January '1 through 12:00 Midnight December 31. 3.20 CONTRACT YEAR: Same as work year. ARTICLE IV. EMPLOYER SECURITY 4el The Union agrees that during the life of this Agreement that the Union will not cause, encourage, participate in or support any strike, slow-down or other interruption of or interference with the normal functions of the Employer. 4.2 4.3 An employee who engages in a strike may have his/her appointment terminated by the Employer, effective the date the violation first occurs. Such termination shall be effective upon written notice served upon the employee. An employee who is absent from any portion of his/her work assignment, without permission, or who abstains wholly or in part,~ from the full performance of his/her duties, without permission from his/her Employer, on the date or dates when a strike occurs, is prima facie presumed to have engaged in a strike on suc'h date or dates. 4.4 An employee who knowingly strikes and whose employment has been terminated for such action, may subsequent to such violation, be appointed or reappointed or employed or reemployed, but the employee shall be on probation for two (2) years with respect to such tenure of employment, or contract, as he/she may have here- tofore been entitled. 4.5 No employee shall be entitled to any daily pay, wages or per diem for the days on which he/she engaged in a strike. ARTICLE ¥. EMPLOYER AUTHORITY 5.1 The Employer retains the full and unrestricted right to operate and manage all manpower, facilities and equipment; to establish functions and programs; to set and amend budgets; to determine the utilization of technology: to establish and modify the organizational structure; to select, direct and determine the number of personnel; to establish work schedules and to perform any inherent managerial function not specifically limited to this Agreement. 5.2 Any term and condition of employment not specifically established or modified by this Agreement shall remain solely within the discretion of the Employer, to modify, establish or eliminate. ARTICLE VI. 6.1 6.2 6.3 6.4 UNION SECURITY In recognition of the Union as the exclusive representative, the employer shall deduct from the wages of employe~s who authorize such deduction in writing an amount sufficient to provide the payment of dues established by'the Union, or a "fair share" deduction, as provided in Minnesota-State Statute 179.65, Subdi- vision 2, if the employee elects not to become a member of the Union. Such monies shall be remitted as directed by the Union. The Union may designate employees from the bargaining unit to act as a steward and an alternate and shall inform the Employer in writing of such choice and changes in the position of steward and alternate. The Employer shall make space available on the employee bulletin board for 'posting Union notice(s) and announcement(s). The 'Union agrees to indemnify and hold the Employer harmless against any and all claims, suits, orders, or judgements brought or issued against the Employer as a result of any action taken or not taken by the Employer under the provisions of this Article. ARTICLE VII. EMPLOYEE RIGHTS - GRIEVANCE pROCEDURE 7.1 Definition of a GrieYance. A grievance is a dispute or disagree- ment as to the interpretation or application of the specific terms and conditions of this Agreement. 7.2 Union Representatives. The Employer will recognize representa- tives designated by the Union, as the grievance representatives of the bargaining unit having the duties and responsibilities established by this Article. The Union shall notify the Employer, in writing, of the names of such Union representatives and of their successors, when so designated. 7.3 Processing of a Grievance. It is recognized and accepted by the Union and the Employer that the processing of grievances, as hereinafter provided, are limited by the job duties and responsi- bilities of the employees and, therefore shall be accomplished during normal working hours only when consistent with such employee duties and responsibilities. The aggrieved employee and the Union representative shall be allowed a reasonable amount of time without loss in pay when a grievance is investigated and presented to the Employer during normal working hours provided the employee and the Union representative have notified and received the approval of the designated supervisor who has deter- mined that such absence is reasonable and would be detrimental to the work programs of the Employer. 9 Procedure. Grievances, as defined by Section 7.1, shall be resolved in conformance with the following procedure. Step 1. An employee, claiming a violation concerning the interpretation or application of this Agreement, shall, within fourteen (14) working days after such alleged violation has occurred, present such grievance to the employee's supervisor (the Patrol Sergeant), as designated by the Employer. The Patrol Sergeant will discuss and give an answer to such Step 1 grievance within ten (10) calendar days after receipt. grievance not resolved in Step 1 and appealed to Step 2 shall be placed in writing, setting forth the nature of the grievance, the facts on which it is based, the provision or provisions of the Agreement alledgedly violated and the remedy requested and shall be appealed 'to Step 2 within ten (10) calendar'days after the Patrol Sergeant's final answer in Step 1. Any grievance not appealed in writing to Step 2 by the UniOn, within ten (10} calendar days, shall be considered waived. S~ep 2. If appealed, the written grievance shall be presented by the Union and discussed with the Employ.er-designated Step 2 representative (the Police Chief). The Police Chief shall give the Union the Employer's Step 2 an- swer, in writing, within ten (10) calendar days after receipt of such Step 2 grievance. A grievance not resolved in Step 2 may be appealed to Step 3 within · ten (10) calendar days following the Police Chief's 10 7.5 SteD ~, final answer in Step 2. Any grievance not appealed, in writing, to Step 3 by the Union, within ten (10) calen- dar days, shall be considered waived. I~ appealed, the written grievance shall be presented by the Union and discussed with the Employer-designated Step 3 representative (The City Manager). The City Manager shall give the Union the Employer's answer, in writing, within ten (10) calendar days after receipt of such Step 3 grievance. A grievance not resolved in .Step 3 may be appealed to Step 4 within ten (10) calen- dar days following the City Manager's final answer in Step 3. Any grievance not appealed in writing to Step 4 by the Union within ten (10) calendar days shall be considered waived. A grievance unresolved in Step 3 and appealed to Step 4 shall be submitted to arbitration, subject to the pro- visions of the Public Employment Relations Act of 1971, as amended. The selection of an arbitrator shall be made in accordance with the 'Rules Governing the Arbi- tration of Grievances', as established by the Public EmPloyment Relations Board. Arbitrator's Authority. A. The arbitrator shall have no right to amend, modify, null- ify, ignore, add to or subtract from, the terms and condi- tions of this Agreement. The arbitrator shall consider and decide on the specific issue(s) submitted in writing by the Employer and the Union and shall have no authority to make 11 7.6 a decision on any other issue, not so submitted. B. The arbitrator shall be without power to make decisions contrary to, or inconsistent with, or modifying or varying in any way, the application of laws, rules or regulations having the force and effect of law. The arbitrator's deci- sion shall be submitted in writing within thirty (30) days, following close of the hearing or the submission of briefs by the parties, whichever be later, unless the parties agree to an extension. The decision shall be binding on both the Employer and the Union and shall be based solely on the arbitrator's interpretation or application of the express terms of this Agreement and to the facts of'the grievance presented. C. The fees and expenses for the arbitrator's services and the proceedings shall be borne equally by the Employer and the .Unioh, provided that each party shall be'responsible for compensating its own representatives and witnesses. If either party desires a verbatim record of the proceedings, it may cause such a record to-be made, providing it pays for the record. If both parties desire a verbatim record of the proc'eedings, the cost shall be shared equally. Waiver. If a grievance is not presented within the time limits set forth above, it shall be considered waived. If a grievance is not appealed to the next Step within the specified time limit or any agreed extension thereof, it shall be considered settled on the basis of the Employer's last answer. If the employer does not answer' a grievance or an appeal thereof, within the specified time. limit, the Union may elect to treat the grievance as denied 12 7.7 at that Step and immediately appeal the grievance to the next Step. The time limit in each Step may be extended by mutual agreement of the Employer and the Union. Choice of Remedy. If, as a result of the written Employer response in Step 3, the grievance remains unresolved, and if the grievance involves the suspension, demotion or discharge of an employee who has completed the required probationary period, the grievance may be appealed either to Step 4 of Article VII or a procedure such as: Veteran's Preference or Fair Employment. If appealed-to any procedure other than Step 4 of Article VII, the grievance is not subject to the arbitration procedure, as pro- vided in Step 4 of Article VII. The aggrieved employee shall indicate, in writing, which procedure is to be utilized, Step 4 of Article VII or another appeal procedure and shall sign a statement to the effect that'the choice of any other hearing precludes the aggrieved employee from making a subsequent appeal through Step 4 of Article VII. ARTICLE VIII. SAVINGS CLAUSE This Agreement is subject to the laws of the United States, the State of Minnesota and the City of Mound. In the event any provision of this Agreement shall be held to be contrary to law by a court of competent jurisdiction from whose final judgement or decree no appeal has been taken within the time provided, such provisions shall be voided. All other provisions of this Agreement shall continue in full force and effect. The voided provisions may be renegotiated at the written request of either party. 13 ARTICLE IX. ~_~ 9.1 Seniority shall be determined by the employee's length of con- tinuous employment with the Police Department· Seniority rosters may be maintained by the Chief on the basis of time in grade and time within specific classifications. 9.2 During the probationary period, a newly hired or rehired employee may be discharged at the sole discretion of the Employer. During the probationary period, a promoted or reassigned employee may be placed in his previous position at the sole discretion of the Employer~ 9.3 A reduction in work force will be accomplished on the basis of seniority· Employees shall be recalled from layoff on the basis of seniority· An employee on layoff shall have the opportunity to return to work within two (2) years of the time of his layoff before any new employee is hi~ed. 9.4 Senior employees will be given preference with regard to transfer, job classification assignments and promotions when the job relevant qualifications of employees are equal. 9.5 Layoff. In the event the City of Mound determines to reduce a position or positions, employees shall be laid off, with at least two (2) weeks notice. A senior employee shall not be placed on layoff while a junior employee on the seniority li~t occupies a position with the same or lower grade. 9.6 Recall. Employees shall be recalled in order of seniority for a position within the same classification held prior to layoff available for a qualified employee on layoff. The Employer shall mail, by certified mail, the notice to such employee who sha.ll 14 have fourteen (14) calendar days from the date of mailing of such notice to accept.the reemployment. If written acceptance is not received by the City Manager within such fourteen (14) calendar day period, it shall constitute a waiver on the part of such employee to any further rights of employment or reinstatement and shall forfeit any future reinstatement of employment rights. The employee must accept the first offer of hiring at same the classification from which the employee was laid off or the employee shall be removed from the recall list. The employee may refuse an offer for a lower classification position without losing recall rights to a position at the same classification from which the employee was laid off. However, once an employee is offered a lower classification position and refuses such offer, only higher classification positions need be offered. 9.7 Senior qualified employees shall be given shift assignment preference after eighteen (18) months of continuous full-time employment. 9.8 One continuous vacation period shall be selected on the basis of seniority until March 15 of each cal'endar year. ARTICLE X. DISCIPLINE, 10.1 The Employer will discipline employees for just-cause only. Discipline will be in one or more of the following forms: B. C. D. E. oral reprimand; written reprimand; suspension; demotion; or discharge. 15 10.2 Suspensions, demotions and discharges will be in written form. 10.B Written reprimands, notices of suspension, and notices of discharge which are to become part of an employee's personnel file shall be read and acknowledged by signature of the employee. Employees and the Union will receive a copy of such reprimands and/or notices. 10.4 Employees may examine their own individual personnel files at reasonable times under the direct supervision of the Employer. 10.5 Discharge will be preceded by a five (5) day suspension without pay. 10..6 Employees will not be questioned concerning an investigation of disciplinary action unless the employee has been given an oppor- tunity to have a Union representative present at such' questioning. 10.7 Grievances relating to this Article shall be initiated by the Union in Step 3 of the grievance procedure under Article VII. ARTICLE XI. CONSTITUTIONAL PROTECTION Employees shall have the rights granted to all citizens by the United States and Minnesota State Constitutions. ARTICLE XII. WORK SCHEDULE .12.1 The normal work year is two thousand and eighty be accounted for by each employee through: hours worked on assigned shifts; holidays; assigned training; oo/ 16 (2080) hours to D. authorized leave time. 12.2 Holidays and authorized leave time is to be calculated on the basis of %he actual length of time o£ the assigned shifts. 12.3 Nothing contained in this or any other Article shall be inter- preted to be a guarantee of a minimum or maximum number of hours the Employer may assign employees. ARTICLE XIII. OVERTIME 13.1 Employees will be compensated at one and one-half (1-1/2) times the employee's regular base pay rate for hours worked in excess of the employee's regularly scheduled shift. Changes of shifts do not qualify an employee for overtime under this Article. 13.2 Overtime will be distributed as equally as practicable. 13.3 Overtime refused by employees will for record purposes under Article 13.2 be considered as unpaid overtime worked. 13.4 For the purpose of computing overtime compensation, overtime hours worked shall not be pyramided, compounded or paid twice for the same hours worked. 13'.5 Overtime wilI be calculated to the nearest fifteen (15) minutes. 13.6 Employees have the obligation to work overtime or call backs if requested by the Employer unless unusual circumstances prevent the employee from so working. 13.7 Compensatory time may be taken, at the option of the employee, as payment for overtime worked, in lieu of money. ARTICLE XIV. COURT TIME An employee who is required to appear in Court during his scheduled off-duty time shall receive a minimum of two (2) hours pay at one and 17 one-half (1-1/2) times the employee's regular base pay rate. An extension or early report to a regularly scheduled shift for Court appearance does not qualify the employee for the two (2) hour minimum· ARTICLE X¥. ,CALL BACK TIME An employee who is called to duty during his scheduled off-duty time shall receive a minimum of two (2) hours pay at one and one-half (1- 1/2) times the employee's regular base pay rate. An extension or early report to a regularly scheduled shift for duty does not qualify the employee for the two (2) hour minimum. ARTICLE XVI. WORKING OUT OF CLASSIFICATION Any employee assigned by the Employer to work at a higher job classi- fication shall be paid at the higher rate of pay for the duration of the assignment. Upon completion of'the assignment, the employee shall revert to his/her original or assigned pay rate. ARTICLE XVII. SAFETY The Employer and Union agree to jointly promote safe and healthful working conditions, to cooperate in safety matters and to form a Safety Committee to help advise the Employer of any unsafe conditions that exist or need attention. ARTICLE XVIII. INSURANC..E. 18·1 The Employer agrees to pay 1005 of the hospitalization/major medical insurance premiums for each full-time employee and 855 of dependent coverage after thirty (30) days of continuous 18 oo3 employment. 18.2 The Employer agrees to pay the full premium payment for a five thousand dollar ($5,000) life insurance policy and a long-term disability insurance policy for each full-time employee, after thirty (BO) days of continuous employment. 18.3 The Employer agrees to provide dental insurance coverage for each full-time employee and pay up to twenty-two dollars ($22.00) per month for dependent coverage, after thirty (30) days of continuous employment. 18.4 Upon retirement, for all full-time employees hired before January 1, 1984, after 20 years of service and age 55, the Employer will pay 50% of the premiums for hospitalization/major medical and dental insurance for retiree and his/her spouse. If the employee elects to be gainfully employed by another employer, either public or private, and the employer provides insurance benefits comparable to the benefits contained in this article, he/she shall lose any and all rights to insurance benefits provided by the City of Mound. 18.5 Upon the employee's 62nd birthday and after 20 years of service for all employees hired before January 1, 1984, the Employer shall pay full premiums for hospitalization/major medical and dental insurance for the retiree and his/her sp6use. If the employee elects to be gainfully employed with another employer, either public or private, and the employer provides insurance benefits comparable to the benefits contained in this article, he/she shall lose any and all rights to insurance benefits provided by the City of Mound. 18.6 Employees retiring during the term of this contract shall be 19 entitled to the benefits as set forth in Sections 18.4 and 18.5. ARTICLE XIX. ~ 19.1 The Employer agrees to provide the following paid holidays: New Years Day President's Day Memorial Day Independence Day Labor Day Veteran's Day Thanksgiving Day The Day After Thanksgiving Day Christmas Day Two (2) Floating Holidays 19.2 If emplo'yes elects to work 5-3 or 6-3 schedule, the 11 holidays would be inclusive. On 5-2 schedules, holidays shall be used each calendar quarter as earned. Unused days shall be paid at the end of each quarter. 19.3 Employees who work any of the above listed holidays shall receive a cash payment of two (2) times his/her regular.base pay rate. ARTICLE XX. VACATION SCHEDULE 20.'1 Employees shall accrue vacation according to the following schedule: YEARS HOURS EARNED NUMBER OF OF PER BI-WEEKLY DAYS SERVICE PAY PERIOD PER DAY 0 - 5 3.077 10 6 - 15 4.616 15 16 - 20 6.154 20 21 and over 7.693 25 20.2 On an employee's twenty-fifth (25th) anniversary of service, he/she shall be granted five (5) additional working days 'of 20 vacation with pay for that year. This vacation leave must be taken off during that year and cannot be waived to receive extra salary. 20.3 Paid vacation shall be earned during the first year of employ- ment, but cannot be taken until the end of the first year of employment without the approval of the Employer. ARTICLE XXI. SICK L A~ Sick leave shall be accumulated at the rate of one (1) day per month. ARTICLE XXII. SEVERANCE PAY 22.1 The following is the severance pay schedule which shall become effective for all full-time employees upon reaching tenure of three (3) years (36 months). After 3 years service After 5 years service 35% After 10 years service 40% After 15 years service 45% After 20 years service 50% After 25 years service 55% to a maximum of 12~days to a maximum of 20 days to a maximum of 48 days to a maximum of 81 days to a maximum of 120 days to a maximum of 165 days 22.2 The Employer shall pay a full-time employee the full amount of severance pay at the time of termination, if requested. The employee may elect to receive equal amounts over a period of five (5) years. ARTICLE XXIII. INJURY ON DUTY 23.1 Upon employment, each employee shall immediately accumulate ninety (90) days of additional sick leave to be used only for 21 injuries or illnesses incurred on the job. After a five (5) working day initial waiting period per injury, the employee will be paid the difference between the employee's regular base pay rate and Worker's Compensation insurance payments for a period not to exceed ninety (90) working days per injury, not charged to employee's vacation or sick leave accumulated in Sections 1 and 2. Upon return to work from such injury on duty sick leave, the Employee shall immediately accumulate upon to ninety (90) days of sick leave. Sick leave under this section shall not apply to severance benefits. The Employer reserves the right to have the injured employee examined by a doctor of its choice to determine the employee's fitness for duty within his job classification and prior to returning to duty to determine if that employee is fit to perform all duties of his/her job classification. 2B.2 Upon the receipt of a request for extension of injury on duty leave, by the injured employee, the City Manager may at to extend the injury on duty leave up to thirty (30) working days. The extension wili be made only after the City Manager has the oppor- tunity to consult with a City appointed doctor, who has had a chance to examine the injured employee and made a recommendation to the City Manager about the extent of the employee's injury. ARTICLE XXI¥. FUNERAL LEAVE Funeral leave, for immediate family, not to exceed three (3) days will be allowed by the City Manager. If more than three (3) days are required, the employee may choose to deduct the extra days over three (3) from either vacation leave or accumulated sick leave. 22 ARTICLE XXV. JURY DUT~ Any City employee who is required to serve on jury duty shall be granted an amount of compensation which will equal the difference between the employee's regular base pay rate and the compensation paid for jury duty. ARTICLE XXVI. EYE EXAMINATION The Employer agrees to pay up to thirty-five dollars ($35.00) in each twenty-four (24) month period of full-time employment toward an eye examination or the purchase of eye glasses for each full-time employee. ARTICLE XXVII. STANDBY PAY Any employee placed on standby duty by the Employer shall receive one- half (1/2) hours pay for each one'(l) hour required to standby for du~y. ARTICLE XXVIII. EDUCATIONAL INCENTIVES If funds are not provided by any other Governmental Agency, the Employer shall pay cost of tuition equal to that charged by State Institutions after the employee has successfully completed a course with a grade of "C" or better. The course must be approved in advance by the City Manager. Upon completion of the course, the Employer will pay the empIoyee a one (1) time payment of five dollars ($5.00) for each credit hour the employee earned. ARTICLE XXIX. UNIFORM ALLOWANCE 29.1 Each employee shall be entitled to an annual uniform allowance. 23 1984 - $355. ; 1985 - $375. ; 1986 - $395. The uniform allowance to be paid by check directly to the employee by January 15th of each year. 29.2 The Employer agrees to replace all clothing damaged in the line of duty at no cost to the employee. ARTICLE XXX. WAGES Patrol Rate: After: 1983 ,,1984 1985 1986 Start. $1725 $1811 $1911 $2026/ 6 mo. 1835 1927 2033 2155 12 mo. 1970 2068 2182 2313 24 mo. 2124 2230 2353 2494 36 mo. 2276 2390 2521 2672 5.0% 6,0 IDvesti~ator/Detective: 0-6 mo. After: 6 mo. $62.50 per month over base rate $125.00 per month over base rate ARTICLE XXXI. WAIVER 31.1 Any and all prior agreements, resolutions, practices, policies, rules and regulations, regarding terms and conditions of employment, to the extent inconsistent with the provisions of this Agreement, are hereby superceded. 31 .2 The parties mutually acknowledge that during the negotiations which resulted in this Agreement, each had the unlimited right and opportunity to make demands and proposals, with respect to 24 any terms or conditions of employment not removed by law, from bargaining. All Agreements and understandings arrived at by the parties are set forth in writing in this Agreement for the stipulated duration of this Agreement. The Employer and the Union, each voluntarily and unqualifiedly waives the right to meet and negotiate, regarding any and all terms and conditions of employment referred to or covered in this Agreement or with respect to any terms or conditions of employment not specifically referred to or covered by this Agreement, even though such terms or condi'tions may not have been within the knowledge or contemplation of either or both the parties at the time this Agreement was negotiated or executed. ARTICLE XXXII. DURATION .This Agreement shall be effective as of January l, 1984 and shall remain in 'full force and effect until December 31, 1986. IN WITNESS WHEREOF, the parties hereto have executed this Agreement on this day of , 1983. FOR THE CITY OF MOUND FOR TEAMSTERS LOCAL NO. 320 25 LABOR AGREEMENT BETWEEN THE CITY OF MOUND AND LAW ENFORCEMENT LABOR SERVICE, INC. (LELS) LOCAL #35 SUPERVISOR/SERGEANT OF INVESTIGATION SUPERVISOR/SERGEANT OF PATROL EFFECTIVE JANUARY 1, 1984 TO DECEMBER 31, 1985 ARTICLE I ARTICLE II ARTICLE III ARTICLE IV ARTICLE V ARTICLE VI ARTICLE VII ARTICLE VIII ARTICLE IX ~RTICLE X ARTICLE XI ARTICLE XII ARTICLE XIII ~ARTICLE XIV ARTICLE XV ARTICLE XVI ARTICLE XVII ARTICLE XVIII ARTICLE XIX ARTICLE XX ARTICLE XXI ARTICLE XXII ARTICLE XXIII ARTICLE XXIV ARTICLE XXV INDEX PURPOSE OF AGREEMENT RECOGNITION MANAGEMENT RIGHTS LEGAL SERVICE UNION SECURITY EMPLOYER SECURITY EQUAL APPLICATION PREVAILING RIGHTS SAVINGS GRIEVANCE PROCEDURE DISCIPLINE JOB SAFETY VOLUNTARY SHIFT SWITCHING SENIORITY CONSTITUTIONAL PROTECTION WORK SCHEDULE COURT TIME OVERTIME SICK LEAVE SEVERANCE PAY ANNUAL LEAVE HOLIDAYS COMPENSATION ALLOWANCES AND FRINGE BENEFITS DURATION 4 5 5 6 7 7 8 8 12 13 14 14 15 16 16 16 17 18 19 20 20 21 21 2 DEFINITIONS APPENDIX "A" - WAGES APPENDIX "B" - INSURANCE - EYE EXAMINATIONS - UNIFORM ALLOWANCE 22 23 24 25 3013 This Agreement, dated , is~made and entered into by and between the City of Mound, hereinafter referred to as the Employer and Local #35 of Law Enforcement Labor Service, Inc., hereinafter referred to as the Union. ARTICLE I. PURPOSE OF AGREEMENT This Agreement has as its purpose the promotion of harmonious relations between the Employer, its Employees and the Union, the furtherance of efficient governmental services; the establishment ~of an equitable and peaceful procedure for the resolution of disputes ~hat may arise without interference or disruption of efficient operation of the department; and the establishment of a formal under- standing to all terms and conditions of employment. 'ARTICLE II~. RECOGNITIO~N 2.1 The Employer recognizes the Union as the exclusive representative under Minnesota Statutes 179.71, Subdivision 3, for all em'ployees of the Mound Police Department Supervisory bargaining unit as identified by the Bureau of Mediation Services, certification of Exclusive Representative dated March 5, 1979, case ~79-PR-658-A. 2.2 In the event that the Employer and the Union are unable to agree as to the inclusion or exclusion of a new or modified job class the issue shall be submitted to the Bureau of Mediation for determination. 4 ARTICLE III. MANAGEMENT RIGHTS B.1 The Employer retains the full and unrestricted right to establish policy as to functions and programs of the Employer, its overall budget, utilization of technology, the organizational structure, and selection and direction and number of personnel; and to perform any inherent managerial function not specifically limited by this Agreement. ARTICLE IV. LEGAL SERVICE 4.1 Except in cases of malfeasance in office or willful or wanton neglect of duty, Employer shall defend, save harmless and indemnify an Employee and/or his estate against any claim or demand, whether groundless or otherwise, arising out of an alleged act of omission occuring in the performance and scope of the Employee's duties. ARTICLE V. UNION SECURITY 5.1 The Employer agrees to cooperate with the Union in the deduction of regular monthly dues, for those Employees who request in writing to have regular monthly Union dues checked off by payroll deduction. The Employer agrees to remit such regular monthly dues in a manner to be prescribed by the Union. 5.2 The Union agrees to indemnify and hold the Employer harmless against any and all claims, suits, orders or judgements brought or issued against the Employer as a result of any action taken or not taken by the Employer under the provisions of paragraph A of this Section. 5.3 The Employer agrees not to enter into any additional agreements 5.4 5.5 5.6 5.7 with employees, individually or collectively concerning any terms or conditions of employment. The Union may designate members to act as stewards or officers and shall inform the Employer of such choice and of any changes in stewards or officers in writing. The Employer agrees to make space available on the employer bulletin board for the posting of Union notice(s) and announce- ments and to make space available for Union meetings when it does not conflict with the operation of the department. The Employer agrees to allow the officers and representatives of the bargaining unit reasonable time off and leaves of absence, with prior approval and without pay, for the purpose of conducting Union business when such time will not unduly interfere with the operations of the department. The Employer agrees to post all promotional opportunities within the department; to publish the method by which promotions shall be made within the department; and to make copies of all work rules and regulations available to Employees. ARTICLE VI. EMPLOYER SECURITY 6.1 Neither the Union, its officers or agents, nor any of the Employees covered by this Agreement will engage in, encourage, sanction, support or suggest any strike, slowdown, mass resignations, mass absenteeism, the willful absence from one's position, the stoppage of work or the abstinence in whole or part of the full, faithful and proper performance of duties of e~ployment for the purpose of inducing, influencing, or coer- 6 cing a change in the conditions, compensation or the rights, privileges or obligations of employment. ARTICLE VII. EQUAL APPLICATION 7.1 The provisions of this Agreement shall be applied equally to all Employees in the bargaining unit without discrimination as to race, color, creed, sex, national origin, religion or poli- tical affiliation. The Union and the Employees covered by this Agreement shall share equally with the Employer the responsi- biliti.es established by this Article. 7.2 The Employer shall not discriminate against, interfer with, restrain, or coerce an Employee from exercising the right to join or not to join the Union or participate in an official capacity on behalf of the Union, which is in accordance with the provisions of the AEreement. The Union shall not discriminate against, interfere with, restrain or coerce an. Employee from exercising the right to join or not to join the Union and will not discriminate against any Employee in the administration of the Agreement because of nonmembership in the Union. 7.3 The Union accepts its responsibilities as exclusive representative and agrees to represent all Employees in the bargaining unit without discrimination. ARTICLE VIII. pREVAILING RIGHTS 8.1 All benefits, rights, and privileges now in effect for Employees and not specifically contained in this Agreement s~all remain in full force and effect, without change or termination by the Employer. ARTICLE IX. SAVINGS 9.1 This Agreement is subject to the laws of the United States and the State of Minnesota. 9.2 In the event that any provision of this Agreement shall be held to be contrary to law by a court of competent jurisdiction from whose final judgement or decree no appeal has been taken within the time provided, such provision shall be voided. All other provisions of this Agreement shall continue in full force and effect. The voided provisions may be renegotiated upon written request of either party. ARTICLE X. 10.1 10.2 10.3 GRIEVANCE PROCEDURE For the purpose of this Agreement, the term "grievance" means any disputes arising concerning the interpretation or application of the express provisions of this Agreement or any term or condition of Employment. In the event of such grievance arising there shall be no suspension of operations but an earnest effort shall be made to resolve such grievances in the manner prescribed by this Agreement. The Employer and the Union agree that the investigation and processing of grievances shall be accomplished during the normal work day without a reduction in wages or loss of leave time to the aggrieved or the union steward while consistent with Employee duties and responsibilities. 10.4 Procedure.- Grievances, as defined by Section 10.1, shall be resolved in conformance with the following procedure: .STEP 1, An Employee claiming a violation concerning the interpretation or application of this Agreement shall, within fourteen (14) working days after such alleged violation has occurred, present such grievance to the Employee's supervisor, in writing, as designated by the Employer. The Employer-designated representative will discuss and give an answer, in writing, to such Step 1 grievance within ten (10) calendar days after receipt. A grievance not resolved in Step 1 and appealed to Step 2 shall be placed in writing setting forth the nature of the grievance, the facts on which it is based, the'provision or provisions of the Agreement allegedly violated, the remedy requested, and shall be appealed to Step 2 within ten (10) calendar days after the Employer-designated representative's final answer in Step 1. Any grievance not appealed in writing to Step 2 by the Union .within ten (10) calendar days shall be considered waived. STEP 2. If appealed, the written grievance shall'be presented by the Union and discussed with the City Manager (Employer-designated Step 2 representative). The Employer-designated representative shall give the Union the Employer's answer in writing within ten (10) calendar days after receipt of Step 2 grievance. A grievance not resolved in Step 2 may be appealed to 10.3 ,,STEP Step 3 within ten (10) calendar days following the Employer-designated representative's final answer in Step 2. A grievance not appealed in writing to Step 3 by the Union within tne (10) calendar days shall be considered waived. A grievance unresolved in Step 2 and appealed to Step B by the Union shall be submitted to arbitration subject to the provisions of the Public Employment Labor Relations Act of 1971 as amended. The selection of an arbitrator shall be made in accordance with the "Rule Governing the Arbitration of Grievances" as established by the Public Employment Relations Board. Arbitrator's Authority. A. The arbitator shall have no right to amend, modify, nulli- fy, ignore, add to, or subtract from the terms and condi- : tions of this Agreement. The arbitrator shall consider and decide only the specific issue(s) submitted in writing by' the Employer and the Union, and shall have not authority to make a'decision on any other issue not so submitted. B. The arbitrator's decision shall be submitted in writing within thirty (30) days following the close of the hearing or the submission of briefs by the parties,-whichever be later, unless the parties agree to an extension. C. The fees and expenses of the arbitrator's services and proceedings shall be borne equally by the Employer and the Union provided that each party shall be responsible for compensating its own representatives and witnesses. If either party desires a verbatim record of the proceedings, 10 10.4 10'.5 it may cause such a record to be made providing it pays for the record. If both parties desire a verbatim record of the proceedings, the cost shall be shared equally. Waiver. If a grievance is not presented within the time limits set forth above, the grievance shall be considered "waived". If a grievance is not appealed to the next step within the specified time limit or any agreed extension thereof, the grievance shall be considered settled on the basis of the Employer's last answer. If the Employer does not answer a grievance or an appeal thereof within the specified time limits, the Union may elect to treat the grievance as denied at ~that step and immediately appeal the grievance to the next step. The time limit in each step may be extended by mutual written agreement of the Employer and the Union in each step. Choice 'of Remedy If, as a result of the written Employer response in Step 2, the' grievance remains unresolved, and if the grievance involves the suspension, demotion or discharge of an Employee who has completed the required probationary period, the grievance may be appealed to either Step 3 or a procedure such as: Service, Veteran's Preference, or Fair Employment. If appealed to any procedure other than Step 3, the grievance is not subject to the arbitration procedure as provided in Step 3. The aggrieved Employee should indicate in writing which procedure is to be utilized Step 3 or another appeal procedure and should sign a statement to the effect that the choice of any other hearing 11 appeal through Step ARTICLE XI. DISCIPLINE 11.1 The Employer will discipline for cause only. be in one or more of the following forms: a. Oral reprimand b. Written reprimand c. Suspension d. Demotion, or 11.2 11.3 11 .4 Discipline will e. Discharge Notices of suspension, demotions and discharges will be in written form and will state the reasons for the action taken. Suspensions will set forth the time period for which the suspension shall be effective. Demotions will state the classification to which the Employee is demot%d, and will not cause the loss of departmental seniority. Written reprimands, notices of suspension, and notices of discharge which are to become part of an Employee's personnel file shai1 be read and acknowledged by signature of the Employee. The Employee will receive a copy of such reprimands and/or notices. A. The Police Department will establish a file separate from the Employee's personnel file for all disciplinary action. B. All oral and written reprimands will be purged from the disciplinary file and have no effect one (1) year after the date on which the Employee last received some sort of disciplinary action. Inwestigations. 11 .5 11.6 11.7 A. Employees will not be questioned concerning an investigation of disciplinary action unless the Employee has been given an opportunity to have a Union representative present at such questioning. B. Employees shall be informed of all charges or accusations made against them which, if proven, could result in disciplinary action. C. Employees under investigation concerning disciplinary action shall be informed of the nature of the investigation prior to any questioning and shall be informed of the names of all complainants. D. No complaint against an Employee shall be entertained, nor any investigation of such complaint be held, unless the complaint is signed by all complainants. Upon completion of all investigations concerning disciplinary actions, the Employer shall fully disclose all evidence against the Employee to the Employee in writing. Discharges will be preceded by a five (5) calendar day suspension without pay. Employees may examine their own individual personnel files at reasonable times under the direct supervision of the Employer. Grievances relating to this Article may be initiated by the Union in Step 2 of the grievance procedure. ARTICLE XII. JOB SAFETY 12.1 It shall be the policy of the Employer that the safety of Employees, the protection of work areas; the adequate training 12.2 12.3 in necessary safety practices and the prevention of accidents, are a continuing and integral part of its everyday responsibilities. As a part of those responsibilities, the Employer and the Employees jointly agree to form a Safety Committee made up of the Police Chief, Sergeant of Investigations and Sergeant of Patrol. It shall be the responsibility of all Employees to cooperate in programs to promote safety to themselves and the public and to comply with rules promulgated to insure safety. This Employee responsibility shall include the proper use ~of all safety devices in accordance with recognized safety procedures. ARTICLE XIII. VOLUNTARY SHIFT SWITCHING 13~1 -Employe~s may voluntarily switch shifts with ~he prior approval of the Police Chief. Voluntary switching of shifts shall not·' obligate the Employer for overtime pay. ARTICLE XIV. ~ 14.1 Definition Seniority shall mean an Employee's length of service in grade. An Employee's continuous service record shall be broken only by separation from service by reasons of resignation, discharge for cause, retirement or death. An Employee's continuous service record shall be reduced by time on suspension. When two or more Employees have the same seniority date, their position on the seniority list shall be determined by lot. 14.2 Lay Offs 14.2 i4.3 14.4 14.5 Lay Offs When a reduction in the work force becomes necessary, the Employee with the least seniority shall be permitted to bump back into the police officer job classification, provided that he/she has greater seniority than the police officer with the least seniority. If not, the Employee shall be laid off. The last Employee demoted or laid off shall be the first to be promoted or recalled to work. No new Employees shall be hired or promoted to fill the vacancy until either the lay off list has been exhausted or sixty (60) months have passed since the last lay off. Probationary Employees The probationary period for Employees covered by this contract shall be six (6) months for promoted Employees and twelve (12) months for new hires. During the probationary period a newly 'hired or rehired Employee may be discharged at the sole discretion of the Employer. During the probationary period a promoted or reassigned Employee may be returned to his previous position at the sole discretion of the Employer. Vacation Schedule One continuous vacation period shall be selected on the basis of seniority until March 15 of each calendar year. Assignments, Transfers, Promotions Shift assignments shall be made on the basis of seniority. ARTICLE XV. CONSTITUTIONAL PROTECTION Employees shall have the rights granted to all citizens by the United States and Minnesota State Constitutions. 15 ARTICLE X¥I. WORK SCHEDULE ]6.] Normal work week shall consist of 2,080 hours to be accounted for by each Employee through: Scheduled Hours of Work Holidays Roll Call and Staff Meetings Training Nothing contained in this or any other Article shall be interpreted to be a guarantee of a minimum or maximum number of hours the Employer may assign Employees. ARTICLE XVII. 17.1 COURT TIME An Employee who is required to appear in Court during his scheduled off-duty time or who received notice of cancellation of such a court appearance less than 18 hours prior to the scheduled t'ime for the court appearance, '-shall receive a minimum of two (2) hours pay at one and one-half (1 1/2) times" the Employee's regular base pay rate. An extension or early report to a regularly scheduled' shift does not qualify the Employee for the two (2) hour minimum. ARTICLE XVlII. OVERTIME : 18.1 Employees shall be compensated at one and one-half (1 1/2) times the Employee's regular base pay rate for hours worked in excess of the Employee's regularly scheduled shift. Changes in shifts do not qualify an Employee for overtime under this Article. Supervisors of patrol and investigations shall not be entitled to any overtime, or compensatory time, without the 16 18.2 18.3 approval of the Mound City Manager or his designate. Overtime will be distributed as equally as practicable. Overtime refused by an Employee will, for record purposes, be considered as unpaid overtime worked. For the purposes of computing overtime compensation, overtime hours worked shall not be pyramided, compounded or paid twice for the same hours worked. Overtime shall be calculated to the nearest fifteen (15) minutes. Staff and departmental meetings shall not qualify as overtime, up to a maximum of four hours per month provided at least"a forty-eight (48) hours notice is given of the meeting and it is scheduled during a regularly scheduled work day. ARTICLE XIX. SICK LEAVE 19.1 Employees shall be granted eight (8) hours of sick leave with · Pay' for each calendar month of employment. 19.2 Unused sick leave shall accumulate without limit. Time on suspension, absent without leave or leave without pay shall not be counted' in determining a calendar month of employment. Inability of an Employee to work due to either sickness or injury shall not result in the loss of his/her status as an Employee. 19.3 In the event of a death of a full time Employee (related to police work), the beneficiary designated by the Employee shall be entitled to the monetary value of the Employee's full accumulated sick leave. 19.4 The use of four (4) or more consecutive sick days will require the Employee to submit a doctors explanation of the sickness or 17 19.5 injury. Upon employment, each Employee shall immediately accumulate ninety ¢90) days of additional sick leave to be used only for injuries or illnesses on the job. After a five (5) working day initial waiting period per injury, the Employe will be paid the difference between the Employee's regular pay and Worker's Compensation insurance payments for a period not to exceed ninety (90) working days per injury, not charged to Employee's vacation or sick leave accumulated in Sections 1 and 2. Upon return to work from such injury on duty sick leave, the Employee shall immediately accumulate up to ninety ¢90) days of sick leave. Sick leave under this section shall not apply to severance benefits. The Employer reserves the right to have the injured Employee examined by a doctor of its choice to determine the Employee's fitness for duty within his job classification and prior to returning to duty' to determine if that Employee is fit to perform all duties of his/her job' classification. SEVERANCE PAY ARTICLE XX. 20.1 The following is the severance pay schedule which shall become effective for all Employees upon reaching tenure of three CB) years (36 months). After B years service After 5 years service After 10 years service After 15 years service After 20 years service 33 l/B% to a maximum of 12 days 35% to a maximum of 40% to a maximum of 45% to a maximum of 20 days 48 days 81 days 50% to a maximum of 120 days 18 After 25 years service 55% to a maximum of 165 days The Employer shall pay the Employee the full amount of severance pay at his final hourly rate at time of termination, if requested. The Employee may elect to receive equal amounts over a period of five (5) years. ARTICLE XXI. 21.1 ANNUAL LEAVE Employees hired before January 1, 1982, shall receive vacations based upon the following schedule: paid 0 - 5 years of service 6 - 15 years of service 16 - 20 years of service 21 years of service 10 days per year 15 days per year 20 days per year 25 days per year A. Employees starting after January 1, 1982, shall receive paid vacation based upon the following schedule: · YEARS DAYS OF VACATION YEARS DAYS OF VACATION 0 0 13 15 1 10 1~ 15 2 ' 10 15 15 3 10 16 16 4 10 17 17 5 lO 18 ~8 6 11 19 19 7 12 20 20 8 13 21 21 9 14 22 22 10 15 23 23 1.1 15 24 24 19 21.2 21 .B 21.4 12 15 25 25 On an Employee's twenty-fifth (25) anniversary of' service, he/she shall be granted five (5) additional working days of vacation with pay for that year. This vacation must be taken when the Employee reaches an accumulation of annual leave equal to one and one-half (1 1/2) his annual rate of accrual. Paid vacations shall be earned during the first year of employment but cannot be taken without the approval of the City Manager. The monetary value of all accrued annual leave would be paid to the beneficiary of the Employee upon death of the Employee. ARTICLE XXII. 22.1 22.2 HOLIDAYS The Employer agrees to provide the following paid holidays: 1/2 days before New Year's Day New Yea'r's Day President's Day Memorial Day Independence Day Labor Day Veteran's Day Thanksgiving'Day The Day After Thanksgiving 1/2 day before Christmas · 'Christmas Day One (1) Floating Holiday Employees who work on any of the above listed holidays shall receive a cash payment of two (2) times his/her~ regular base pay rate, plus one (1) day off at the regular base pay rate. ARTICLE XXIII. COMPENSATION Employees shall be compensated in accordance with the salary schedule marked "Appendix A" attached hereto and made a part of this Agreement. 2O ARTICLE XXI¥. ALLOWANCES AND FRINGE BENEFITS Allowances and fringe benefits shall be compensable as per "Appendix B" attached hereto and made a part of this Agreement. ARTICLE XXV. DURATION Except as herein provided, this Agreement shall be effective January 1, 1984, and shall continue in full force and effect until December 31, 1985, and thereafter until modified or amended by mutual agreement of the parties. Either party desiring to amend or modify this Agreement shall notify the other in writing by July 1 of the year 'in which modifications are desired, so as to comply with the provision of 6he Public Employment Labor Relations Act of 1971 as amended. Mayor City Manager CITY OF MOUND LAW ENFORCEMENT LABOR SERVICES DATED 21 For the purpose of this Agreement, the following terms and phrases shall have the meaning given to them. EMPLOXER: City of Mound, Minnesota UNION: Local #35 of Law Enforcement Labor Services, Inc. EMPLOYEE: A member of the exclusively recognized bargaining .. unit. OFFICER: Officer elected or appointed by the Union. MEMBER: A member of LELS Local #35 in the bargaining unit to which this contract applies. 22 APPENDIX "A" Effective January 1, 1984, the salary schedule shall be as follows: Supervisor/Sergeant of Patrol Supervisor/Sergeant of Investigation Monthly S_~ $2,595.00 $2,698.00 Effective January 1, 1985, the salary schedule shall be as follows: Supervisor/Sergeant of Patrol Supervisor/Sergeant of Investigation Monthly S_~ $2,738.00 $2,847.00 23 APPENDIX "B" A. The Employer agrees to pay 100% of thehospitalization/major medical insurance premiums for each full-time Employee and 85% of dependent coverage after thirty (30) days of continuous employment. B. The Employer agrees to pay the full premium payment for a five thousand dollar ($5,000.00) life insurance policy and a long-term disability insurance policy for each full-time Employee, after thirty (30) days of continuous employment. C. The Employer agrees to provide dental insurance coverage for each full-time Employee and pay up to twenty-two dollars ($22.00) per month for dependent coverage, after thirty (30) days of continuous employment. D. Upon retirement, after twenty (20) years of full-time service at age fifty-five (55), Employees who retire shall receive fifty percent (505) of his/her hospitalization/major medical and dental insurance for retiree and spouse paid by the Employer. If the Employee elects to be employed by another employer, either public or private, he/she shall lose any and all rights to insurance benefits provided b~ the City of Mound if the other employer provides insurance benefits comparable to those provided by the City of Mound. D. Upon the Employee's sixty-second (62) birthday and twenty (20) years of full-time employment for the City of Mound, the Employer shall pay full premiums for hospitalization/major 24 medical and dental insurance for retiree and spouse. E. Not withstanding the above, retirement insurance benefits provided within Appendix "B" are established to aid the Employee during retirement~ The retiree may avail himself of the retirement insurance benefits in Appendix "B" a maximum of two (2) times during the retiree's lifetime. F. The City of Mound reserves the right to coordinate insurance benefits available to the retiree in Appendix "B" with other retirement insurance benefits to which the retiree may be entitled. These benefits can be in the form of priva~te insurance or government insurance programs. EYE EXAMINATIONS The Employer shall pay thirty-five dollars ($35.00) toward an eye examination for each full-time Employee or toward to purchase of eyeglasses as prescribed by the Employee's doctor. UNIFORM ALLOWANCE A. Each Employee shall be entitled to an annual uniform allowance as follows: January 2, 1984 - $425.00 January 2, 1985 - $445.00 The payment to be made in one lump sum. B. The Employer agrees to replace all clothing damaged in the line of duty at no cost to the Employee. 25 Date: To: From: December 7, 1983 MAMA Communi ti es Robert Gatti Subject: -Police Compensation and Negotiation Enclosed is a copy of a summation of the police negotiation questionnaires mailed last month. Thanks to everyone for their input. It is the intention of the Police Committee to provide a steady flow of information to all communities. If you have changes in the status of your negotiations, please inform myself or any Committee member so we may keep everyone informed. LELS communities are represented by Jim Lacina 'and Dan Donahue; 320 communities are represented by myself and Les Johnson. 0 0 0 0 0 0 0 0 0 0 0 0 C:~ 0 0 0 0 0 0 0 0 ~:~ 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 ~ 0 0 0 0 0 0 0 ~ ,...-- CD 0 O~ 0 0 ~ 0 ;'~ 0 CD 0 0 0 0 0 0 0 0 0 0~... 0 CD CD 0 .ct' 0 0 C~ ~ ~J 0 OD 0 CD 0 0 0 0 O0 0 0 0 CO 0 0 0 CD 0 0 0 0 ~ o o o · o 0 0 C o o 0 o o 0 - 3- 6. Have you received 1984 demands? Settled Received Demands No Demands Mediation 12 21 l0 2 7. What is your suggestion for 1984 Police salary and benefit increases? Salary Insurance Other 2% (1) $3 (1) 3 (3) 5 (2) 3-4 (1) l0 (9) 3-5 (1) 10-15 (2) 4 (4) ll (1) 4-5 (6) lB (3) 4½-5½ (1) 18 (1) 5 (20) 20 (10) 6 (1) 22 (1) 7 (1) 23 (1) No Ans. (4) 26 (1) 27 (1) % (2) o (4) No Ans. (4) One additional holiday (1) 10% longevity (1) Uniform allowance up to $25 yearly (1) 5% package (1) 8. Are there any major issues (economic or other) you would like to see discussed? Elimination or capping of educational incentive and longevity was the number one concern of the persons responding. Other concerns were: Clarify managements rights to assign, promote, transfer, etc. Uniforms allowance I.O.D. Layoff by seniority only when job relevant qualifications between employees are equal. Eliminate specialist pay, e.g. investigator, school liaison officer, etc. Comparison information on special assignment pay and length of injury on duty benefits. Straight time comp for training vs. time and one-half. Modification to uniform provisions to pay only when receipt(s) presented. When determining wage equivalents, be sure to recognize all the economic items (e.g. all insurance contributions, etc.) Economics. 9. Do you prefer single or multi-year contracts? Si ngl e Mul ti 2 year Depends 1 2 30 1 2 BILLS ...... DECEi'tBEFL 13, 1983 Allstar Electric Earl F. Andersen & As$oc Acro-M i nnesota Butch's Bar Supply Bryan Rock Prod. Robert Cheney Coca Cola City Club Distributing Coast to Coast Bill Clark Oil Cargill Salt Day Distributing East Side Beverage Empire Crown Auto F1aherty's Happy Tyme Judy Fisher G 1 enwood Ing 1 ewood Henn Co. Sheriffs Dept Island Park Sketly J.B. Distributing Tom Jacobs Illies& Sons Kool Kube Ice Lowel 1 s Wm Mueller &.Sons Marina Auto Supply Minnesota MFOA Mound Fire Dept City.of Mound MN State Fi re Instr. Mack Truck Mi nnegasco N.S.P. Navarre Hdwe NW Bell Tele A.J. Ogle Co. Pepsi Cola Pog reba Distributing P.D.Q. Food Stores Pam Oil Inc. Royal Crown Beverage Reo Raj Kennels Spring Park Car Wash SOS Printing St. Louis Park Police Shepherds Rental Rugs Smith Heating Twin City Home Juice Thorpe Distributing Jim Thompson Title Ins. Thurk Bros. Chev. Assn 710.53 11.18 38.79 407.24 17.95 334.00 224.37 3,263.15 43.83 1,172.64 1,557.50 3,349.51 3,330.05 7.45 190.20 46.84 50.35 7,659.52 471 .10 8o.4o 125.OO 3,243.5O 120.O0 20.15 1,351.18 82O. 6O 10.00 5,516.60 25.00 90.12 939.O1 1,762.26 5,527.91 412.25 899.47 1,825.15 235.20 3,592.50 1,347.44 114.00 96.80 296. O0 88. O0 388.50 19.20 26.50 175.00 26.97 3,795.55 817.70 41.00 62.91 Trj State Pump Thurk Implement Unitog Rental Wall in Heating American Motel Dock Refunds (3) Griggs Cooper Dr. & Mrs Hannan Wm Hudson Johnson Bros. Liq. Johnson Welding Herman Kraft Metro Waste Commission City of Mound Mound Postmaster Metro Waste Control Old Peoria Nat'l Info. Data Joyce Nelson Ed Phillips & Sons W.J. White Co. P.E.R.A. State Treasurer TOTAL BILLS 8 .93 18.00 273.99 64.10 27.25 195.00 3,663.50 175.00 2,600.00 3,27].63 500.00 37.38 26,126.47 38.15 600.00 1,262.25 2,132.51 22.95 15.00 2,810.89 2,000.00 2,539.22 1,338.39 lo7,176.68 HENNEPIN Il DEPARTMENT OF ENVIRONMENT AND ENERGY 320 Washington Av. South Hopkins, Minnesota 55343 935-3381 1-5'-935-6433 December 2, 1983 NOTICE OF PUBLIC F~_ARING RE~4tRDING THE S~.mCTION AND FdR(]~t~R OF T6E WEST RIVERBANK SITE FOR A SOLID ~ RE~ REGOVERY FACILIT~ Rescheduling of Postponed Public }{earing The public hearing originally scheduled for November 2Bth by the Public ~ervice Committee of the Bennepin County Board of Commissioners, on the selection and purchase of the West Riverbank Site in Minneapolis for a resource recovery facility, has been rescheduled to: Monday, December 12, 19B3 7:00 P.M. Public Service Level Hennepin County Government Center The West Riverbank site, which is approximately 17 acres in size, is located on the west bank of the Mississippi River between 33rd Avenue North and 36th Avenue North. The County Board has approved, as a concept, the construction of an up to 2000 ton-per-day resource recovery facility, utilizing the West Riverbank site. A ~a~k force, consisting of County Board members and Minneapolis City Council members, after analyzing various sites for a resource recovery plant and considering criteria such as access, cost, pollution control, emissions, environmental factors, soil suitability and proximity to energy markets, recommended the use of the West Riverbank site· For information on the conduct of the public hearing or to ask to be put on a list to testify, please call Mary Ellen Hudson at 348-3168. For information on technical issues relating to the selection and purchase of the site and resource recovery, please call Warren Porter at 935-3381. Parking to the maximum extent possible will be provided in the Government Center Garage for persons attending the public hearing. Sincerely, Luther D. Nelson, P.E. Director HENNEPIN COUNTY an ~qual opportunity employer Jo / LAKE MINNETONKA CONSERVATION DISTRICT AGENDA Regular Meeting, 7:30 p.m., Wednesday, December 7, 1983 TONKA BAY VILLAGE HALL 4901 Manitou Road (County Road 19), Tonka Bay 2. 3. 4. Call to Order Roll Call Minutes: October 26, 1983 Treasurer's Report A. Monthly Financial Report B. Bills Committee Reports A. LAKE USE COMMITTEE (1) Committee Report (a) Seaplanes:'Wayzata Request (b) Fishing Contest Criteria (c) Boating Card Review (d) PFDs (2).Other (e) Speed Limit Review (f) Task Force Report Review (g) Water Patrol Report (h) Other WATER STRUCTURES & ENVIRONMENT CO}~ITTEE (1) Committee Report (a) Criteria Review: Boat Storage Density (b) PH Report: Cedarhurst (c) PH Review: Boyce/Arnott (d) " Willow Woods (e) " Hennepin Co. (2) Action Items (a) Cedarhurst Dock License (b) Boyce/Arnott Variance (c) Willow Woods License & Variance (d) Hennepin County Amendment (e) Rockvam Special Density Permit (f) 1984 Dock Licenses (3) Other (f) PH Review: A1 & Alma's (g) Task Force Report Review (h) 1984 Dock Licenses (i) PH Sp Density Permit Review: Rockvam (j) Sp Density Permit Review Other A. Designation of Official Depository B. Designation of Official'Publication~ C. Other 7. Adjournment 12-2-83 LA/CE MINNETONKA CONSERVATION DISTRICT REGULA~RMEETING SHOREWOOD CITY HALL October 26, 1983 The regular meeting of the Lake Minnetonka Conservation District was called to order by Chairman Brown at 8:02 p.m. on Wednesday, October 26, 1983 at the Shorewood City Hall. Members present: Richard Garwood (Deephaven), Robert Brown (Greenwood), Donald Boynton (Minnetonka Beach), Jon Elam (Mound), JoEllen Hurt (Orono), Robert Rascop (Shorewood), Ed Bauman (Tonka Bay), Richard Soderberg (Victoria), Robert MacNamara (Wayzata), and Robert Slocum (Woodland). Communities represented: Ten (10).· Rascop Moved, Elam Seconded that the minutes of the September 28, 1983 meeting be approved. Motion, Ayes (10), Nays (0). Boynton Moved, Bauman Seconded that the Treasurer's report be approved and the bills paid. Motion, Ayes (10), Nays (0). TASK FORCE REPORT: Brown reviewed the Task Force Report, which summarized the LMCD position: The Lake Minnetonka Conservation District (LMCD) should con- tinue to be the primary agency in coordinating the study, monitoring, and regulating of recreational use patterns that will balance the needs of the regional public, riparian interests, enjoyment and protection of the lake. Task Force areas of concern for the LMCD are: Define and monitor reliable parking (publicly-owned, or guaranteed by long-term written agreement) in the vicinity of public access sites. 2. Continue to encourage the diversity of services provided by commercial marinas on the Lake. 3. Consider lowering the night-time speed limit, for safety purposes. Long-term charges regarding: Lake use data (including pre- dictive model), conflict-use resolution with minimum regulation, scheduling of special event permits, and continued public education efforts. Continue as the primary Lake-management agency but with specific recommendations regarding agency-overlap: a. Memorandum of Understanding be prepared, specifying each CALL TO ORDER ATTENDANCE MINUTES TREASURER' S REPORT TASK FORCE REPORT LMCD Board Minutes October 26, 1983 Page 2 agency's role and responsibility; Provide the public with a single telephone number to disseminate Lake regulatory information. c. Require marina operators to distribute ordinance summaries to boat-slip lessees; and d. Increase law enforcement visibility (Water Patrol). Hurr Moved, Garwood Seconded to adopt Resolution No. 43 accepting the report of the Lake Minnetonka Task Force, referring it to the respective.LMCD committees for review and discussion, and, after such review and discussion, the committees to recommend to the Board appropriate action regarding the implementation of each of the areas of concern expressed by the Task Force Report. Elam Moved, Rascop Seconded that the motion be amended to "receive" rather than to "accept" the report. Amended Motion, Ayes (2), Nays (8), Elam and Rascop voting Aye (amendment failed); Main Motion, Ayes (10), Nays (0).. LAKE USE COMMITTEE: Bauman reported that the Lake Use Committee reviewed the after-the-fact Special Event Permit application for a boat show-at ChaskaMarina, reviewed the necessity of permits for boat shows at marinas, and recommended the application for approval. The committee reviewed with the representatives .of county maintenance and the Water Patrol the placement during 1983 of Quiet Water signs, QW buoys, and the navigation buoys: The 1983-1984 buoy program was discussed, with the county advising that navigation buoys are ordinarily placed in 8 feet of water, which may affect the location and distance from shore, depending on Lake level. There is ordinarily 10 feet of chain on each of these buoys, and occasionally, if water is low,_a buoy may be placed in 6 feet of water. 2. Some buoys were not placed this year because of high water, such as at the south side of Crystal Bay and at other locations. Channel markers were eliminated on the north end of Browns Bay and Pelican Channel because these channels have filled to the extent that they do not have a safe operating depth. 4. The number of buoys placed varies with the Lake level. The county will check the possibility of using aluminum buoys rather than plastic buoys, in order to cut down on damage and vandalism. RESOLUTION ACCEPTING TASK FORCE REPORT 1983 BUOYS LMCD Board Minutes October 26, 1983 Page 3 6. The county plans no change for the buoy-placement program for 1984. 7. The county could give notice for any change in the placement program made after LMCD approval. 8. The county needs to be notified of any change in Slow buoy locations by the District. 9. There were 341 buoys placed in the Lake in 1983. To further improve the program for 1984, the committee recommended that: The District develop jointly with the county and the Water Patrol buoy-placement criteria,.based on the county's placement map and legal requirements. ~ Bo Criteria be established jointly to provide for any administrative changes in the approved.plan of placement which may be needed during.the season. C. A formal system be established for promptiy reporting such ~changes. D. A log showing the handling of buoy-maintenance complaints be maintained and reports circulated on a regular basis. E. Improvementof response time to maintenance problems and to change-orders be the first priority for 1984. The committee reCommended (1) that the buoy program review be accepted, (2) that a letter of commendation be directed to the Sheriff and the county for the 1983 buoy-maintenance program, and (3) that the recommendations for the 1984 buoy program be accepted. The committee, held preliminary discussion of charter boat activity on the Lake and the possible need for District regulation. There was concern regarding Lake use, safety, use of public facilities, and the need for clarification of legal liability involved in a permit or license process. The committee continued the matter for development.of further information. The committee discussed Special Event Permits and the recommenda- tions concerning fishing contests and criteria. As an alternative to classifying an event by size or type of activity, possibilities of using a sliding scale, or a small fixed-fee-plus-cost-plus- percent of prizes were discussed. The committee continued the matter for further discussion. 1983 BUOYS (cont) 1984 BUOY PROGRAM CHARTER BOATS FISHING CONTEST CRITERIA LMCD Board Minutes October 26, 1983 Page'4 Also continued were review of the boating synopsis card and personal flotation devices (PFDs). The Water Patrol reported to the committee that there will be a training class starting in November. The Patrol requested the District to consider lowering the night speed limit. The list of people recommended for award will be available next week. Elam Moved, Hurr Seconded that the committee report be accepted, with the addition of Hurr being in attendance at the committee meeting. Motion, Ayes (10), Nays (0). Elam Moved, Hurt Seconded that the Special Event Permit applica- tion by Chaska Marine be approved. Motion, Ayes (10), Nays (0). Bauman Moved, MacNamara Seconded (1) that the review of the 1983 buoy program be accepted, including a letter of commendation to the Sheriff and the county for the 1983 buoy-maintenance program; and (2) that the recommendations for the 1984 buoy program be accepted.- Motion, Ayes (10), Nays (0). WATER STRUCTURES & ENVIRONMENT COMMITTEE: Rascop reported that the Dock Committee reviewed several public hearing reports: Boyce/Arnott variance- continued. Davis (Tonka Bay bridges) - tabled until the court's decision is known. Willow Woods - tabled until an alternative plan is submitted and there is response from the village. Greenhouse Eatery - recommended to deny. Hennepin County - tabled for 30 days to allow the county to submit an amended application. A1 & Alma's - tabled for further city action and for the applicant to amend the proposal. Schmitt's Marina - recommended for approval with stipulations: 1. The proposed fishing dock be constructed as the T dock, Plan B. The proposal is subject to agreement with abutting neighbors (county and city). (Note: Excelsior re- quests that stipulations include Satellite service nearby to serve both fishermen and the marina, and include provision of additional public parking for this use.) WATER PATROL REPORT CHASKA BOAT SHOW 1983 & 1984 BUOYS PUBLIC HEARING RECOs SCHI~ITT MARINA RECOs LMCD Board Minutes October 26, 1983 Page 5 3. If there are use problems, a railing is to be installed. If needed, posts 2 to 3 feet apart are to be in- stalled around the dock, to prevent temporary boat parking. Chain-link fencing is to be installed on the out- side of the new dock structure to prevent boat parking. Discussion on boat-storage density criteria was continued to the next meeting. The committee was briefed on possible future public hearings. Deicing renewal permits were recommended for approval. The Upper Watershed Project Painters Creek Section (CP-5) was ordered by the Watershed District on September 29. Elam Moved, Bauman Seconded that the committee report be accepted. Motion, Ayes (10), Nays (0). Hurr Moved, Elam Seconded that the Greenhouse Eatery applications be denied. Motion, Ayes (10), Nays (0). Elam Moved, Hurt Seconded that the Schmitt Marina applications be approved with the committee stipulations, but amending those stip- ulations by (a) that the marina will provide toilet facilities for both the public dock and the marina, and (b) that parking matters be resolved with the city. Motion, Ayes (10), Nays (0). EiamMoved, Hurr Seconded that the following deicing renewal permit applications be approved (1) subject to inspection and notice to abutting neighbors, and (2) subject to the stipulation that the Carlson-Duma fencing be maintained on solid ice all season: Dennis Carlson Fairview Hospitals Surfside, Inc. Tonka Bay Marina Motion, Ayes (10), Nays (0). CODE AMENDMENT: Hurr Moved, Garwood Seconded, regarding the proposed Code amendment relating to deicing equipment, that the Second reading be accepted, the third reading waived, and the ordinance adopted as Ordinance No. 60. Motion, Ayes (10), Nays (0). OTHER: The Executive Director reported on recent activities of the District. SCHMITT RECOs (cont) WATERSHED'S CP-5 GREENF DENIED SCHMITT MARINA SP DENSITY DEICING CODE: DEICING LMCD Board Minutes October 26, 1983 Page 6 The next Executive Committee meeting is December 3; the next Board meeting is December 7 at Tonka Bay Village Hall. The Board thanked the City of Shorewood for the use of its facilities during Tonka Bay's remodeling. Elam Moved, Bauman Seconded that the time of the next Board meeting be changed from 8 p.m. to 7:30 p.m. Motion, Ayes (8), Nays (2), Hurr and MacNamara voting Nay. ADJOURNMENT: Boynton Moved, Bauman Seconded at 10:10 p.m. that the meeting be adjourned. Motion, Ayes (10), Nays (0). NEXT MEETING MEETING TIME CHANGE ADJOURNED Submitted by: JoEllen L. Hurr, Secretary Approved by: Robert Tipton Brown, Chairman LAKE MINNETONKA CONSERVATION DISTRICT 473-7033 TO: FROM: DATE: SUBJ: LAKE MINNETONKA COMMUNITIES and LAKE MINNETONKA TASK FORCE Robert Tipton BroWn December 2, 1983 LMCD Resolution Enclosed for your information is a copy of LMCD Resolution No. 43 accepting the Lake Minnetonka Task Force Report. jm Enc. cc/enc: Task Force Staff R.T.B. LAKE MINNETONKA CONSERVATION DISTRICT Resolution #43 A RESOLUTION ACCEPTING THE REPORT OF THE LA/~E MINNETONKA TASK FORCE WHEREAS, the Lake Minnetonka Task Force was formed in 1982 to study the recreational use of Lake' Minnetonka; and WHEREAS, the Lake Minnetonka Conservation District (LMCD) has been fully represented on said Task Force; and WHEREAS, the Task Force has made recommendations regarding public access; and WHEREAS, the Task Force has made recommendations regarding surface-use patterns and conflicts; and WHEREAS, the Task Force has made recommendations regarding Lake manage- ment and enforcement programs; and WHEREAS, the LMCD has significant management responsibilities for Lake Minnetonka and is one of the potential implementing agencies for the Task Force recommendations; NOW, THEREFORE, BE IT RESOLVED That the Board of Directors of the Lake Minnetonka Conservation District accept the Lake Minnetonka Task Force Report of June 1983. BE IT FURTHER RESOLVED That the Task Force Report be referred to the respective LMCD committees for review and discussion. (more) LAKE MINNETON. KA CONSERVATION DISTRICT Resolution (t43 BE IT FURTHER RESOLVED That, after such review and discussion the committees recommend to the LMCD Board of Directors appropriate action regarding the implementation of each of the areas of concern expressed by the Task Force Report. Adopted by the Lake Minnetonka Conservation District Board of Directors this ~-~- day of ~22,-~ ., 1983. ATTEST: Frank m;a, E'x'ecu~eDirector .J ! .J U C) .J Z JEXPRESS I N O T E S I HENNEPIN COUNTY - O01 DINAIION ~ 3614 B~ont Av. S. Minneapolis, MN 55409 827-1721 "Recruiting Volunteers by Discovery and Invitation" is the topic of the workshop to be held Wednesday, December 7 from 1:00 - 3:00 p.m. at St. George's Episcopal Church, 5225 Minnetonka Blvd., St. Louis Park. Sponsored by the Hennepin County Transportation Coordi- nation Program and the Greater Minneapolis Council of Churches Chore and Home-delivered Meals Projects, the workshop will be presented by Jean Trumbauer Wieczorek, trainer and consultant, and Kathy Larson, Northeast Dinner B~ll ~ordinator. For more informa- tion and to register, call 870-3660. The Metropolitan Transit Commission (MTC) has requested funds from thD. Urban Mass Transit Administration to purchase up to 20 lift- equipped busses. The accessible busses will be integrated within the mainline service on an experimental basis, tentatively in early 1985. For more information, contact Judy Hollander, Director of Special Services, 221-0939. Metro Mobility is in the process of implementing a computerized system called CADMS - Computer Aided Dispatch & Management System. According to David Naiditch, Metro Mobility Manager, files are being organized on everyone certified to use the Metro Mobility system. Information on file will include certification number, age, type of disability, trips taken, etc. When requesting a ride, individuals will be able to give their certification number only, and all other information can be retrieved immediately. CADMS will also enable Metro Mobility to obtain statistics such as age of ridership and trips taken most frequently. Ultimately, CADMS will result in smoother and more accurate processing of rider information. The listinq "Transportation Services for Senior Citizens in Hennepin County," last revised in July, 1983, will not be revised in January 1984 as intended. Instead, an addendum listing the additions and changes in transportation services will be developed and s~nt'to those who have requested listings in the past. The distribution of this addendum is planned for January. The Hennepin County Transportation Coordination Program staff is currently evaluating its objectives for use in planning for the 1984/85 program year and applying for continuous Title IIIB funds. The Transportation Coordination Program staff would appreciate any comments on the program's activities to date from those organiza- tions and individuals interested in senior transportation in Hennepin County. Please feel free to contact Gary Kelsey or Kathy Farris at 827-1721. (OVER) TRANSPORTATION SPOTLIGHT - North Suburban Emergency Assistance Response North Suburban Emergency Assistance Response is an all-volunteer human service organization which provides transportation to persons .residing in Robbinsdale and parts of Crystal and New Hope. Utilizing volunteers driving their own cars, transportation is usually provided for senior citizens or mildly handicapped indivi- duals. On occasion, rides are provided for other individuals in need, such as non-English speaking residents° Rides are provided for medical-related (priority), social service, and shopping trips. Transportation is arranged for any time, depending on the availability of a volunteer driver. To arrange a ride, call 533-2836 three to four days in advance between 9:00 a.m. and 3:00 p.m..~ The' service is free, although donations are appreciated. For more information on NEAR, c~ntaet the Transportation Coordinator, P.O' Box 22555, Robbinsdale, 55422, 533-2836. HAPPY AND SAFE HOLIDAY SEASON from the staff of the Henn~pin County Transportation Coordination Program Program Assistant The Hennepin County Transportation Coordination Program is made possible in part under the FEDERAL OLDER AMERICANS ACT through a grant from the METROPOLITAN COUNCIL under an area plan approved by the MINNESOTA BOARD ON AGING. Hennepin County Transportation Coordination Program Senior Citizen Centers of Greater Minneapolis 3614 Bryant Avenue South Minneapolis, MN 55409 Jon Elam City .Manager City of Mound 5341 M~ywood Road MD%%nd, M~ 55364 NON PROFIT ORG. U. S. POSTAGE PAID Permit No. 299 300 Metro Square Bid§., St. Paul, MN 55101 General Office Telephone (612) 291-6359 'REVIEW "%."~1_k~_,'". A Metropolitan Council Bulletin for Community Lead, For more information on items in this pub/i¢otion, November 23, 1983 REC£!:T COUNCU. ACTIONS (Nov. 15-Nov. 23) MR. JON MANAGER CiTY OF 5341 MOUND Solid Waste -- The Metropolitan Council tabled the decision on whether to add the Credit River Twp. candidate solid waste landfill site to Scott Co'un:y's landfill inventory. The county agreed ~o submi~ info~ation on a new si~e !oca~ed near the existlnE ~u!svi!!e ~p. candidate site. Scott County has si~e~ Pequired of metropolitan counties Dy sta=e law. The CouMckl made reco~en~at!on$ the Minnesota LeEislatu~ on methods of reducing adverse ~9act$ f~m solid fac!lltle~ and on compensating o~ers ~d cobb!ties fop ~acts. The Council es=ab!!shlnE a ~5 ~llion compensation fund for the ~egion. For a copy of repor%~ Reco~endations for Deal!ns With Adverse Impacts o~ Solid WaSte YEti!it!es, Final Repot: :o Le~is!~t!ve Co~ission on Waste Mana~ez'ent~ no. 05~, call the ~Ica:ions ~par~en: a: 291-6a6~. M~dwes: As~hal~ Corp. has p~posed build ~ ~ncineratcr that would bu~ 200 tons of =np~cessed solid ~ste per day on five acres of land in the Walbu~ IndustrEal. Park in New Sri~hton. ~e facility,' expe:ted to be~in operation ~985, would sell steam to nearby industries. The Councll said the pro3ect does not need an environmental ~pact statement. Older Peo:le --~e Council state fmuds to support the following nutritional p~Erams in 198~ for Deop!e over 60 years ConE~gate dinlnE: Volunteers of ~erica Senior Nutrition Project, $1.8 mill!on; Ra~ey Action Program, Inc. Senior Nutrition Project, ~1.1 million; ~d ~cott-Carver Congresate Dining Project, $Z11,025. Hcme~e livered meals: Greater M~nneapo!is Council of Churches Pome- Delivered Meals Project, $~9~,705; County Consorti,~ Home-Delivered Meals Project, $176,69~; and Scott-Carver Home- Delivered Me~!s Project, T~e Council ~iso approve~ the ~986 ~ea P!~u for AglnE. The Dian is the b~sls on ..,,c., :~e Counci~ a~-ards federal QlCer ~erlc~ns Act funds to local agencies and crg~ni:~:icns to carry out ...e.. service pr:grams for elderly people. The plan now ~oes %0 the Mir~esc~a Board on A~ing for approval. Air;crt. The ~lan :'in:-in.~ = · %he status of the airport consistent with state law. The Council had earlier recommended the airport be upgraded to "intermediate" status. The plan says facilities provided at the airport be consistent with those at other regional minor airports. The plan reco--~ends additional r~nway construction, improved instrumentation and a control tower. The Council also recommended the Metropolitan Airports Com~mission consider irmtituting an aircraft noise ordinance at the airport. Transportation -- The Council adopted revised guidelines to allocate f~nds to purchase metropolitan high~y rights of way. The guidelines are to help implement a 1982 state law authorizing the Council to levy a tax, with proceeds of about $1 million annually, to acquire metropolitan hiDhway ri~ts of way threatened by imminent development. The Council recommended that 10 suburban paratransit programs (primarily for elderly and handicapped people) be provided funds from the Minnesota Dep~-tment of Transportation (P.n/DOT) to held pay for the estimated $1.2 million in 198~ operating expenses. However, the Council also recommended that M~/DOT establish an evaluation process for such programs. Wa:er --The Council accepted five staff-written technical reports prepared to help local governments and ~mtershed =anage:ent org~i:at!on~ tc prep:re pl~no designed to protect regional lakes from polluted surface water runoff. Comorehensive Plans -- The Co~unci! said t~e Ham Lake comprehensive plan conforms with most plans for regional gro~h and development. However, the Council urged the city to adopt a rural density of one unit per 10 acres, rather t~mn the two-and-one-half-acre lot size currently specified in the plan. Bankln$ Practices --The Council decided to have its Management Committee perform a general review of the Council's banking practices, including a look at any potential conflicts of interest.. PUBLIC HEAE'_NGS, PU.=LIC MEETINGS Waste tc Ener~v --The Council "~'~ hold a .outfit meeting Dec. 6 to hear ccm-~ents on-~ dr~-ft environmental ~.-_-'ct statement (ELS) on the proposed Ramsey/Washington County Waste-~o-~ner~¢ Project. The meeting will be held at th Woodbury ~r. ~h School library, 1~25 School Dr., Woodbury, at 7 p.m. To speak at the meeting, call Shirle Smith, Planning Assistance. at 291-6~21. For a fr~.e su~mmary of the draft, or a copy {at cost) of the report, Ramse¥/Washin~ton County Waste-to-grief&? Pro,eot Draft HIS, no. O9-8~-13~, call the Comm'~icatlons Department at 6~8~. For information on the draft, Solid Waste Program Manaser Lynne Sly at 291-6a~2. Landfill Sites --The Council and Dakota County will hold a Joint public meeting on Dec. 7 at 7:30 p.m. at the Dakota County Area Vd Tech School (note change in location) to hear comments ~n two potential solid ~ste landfill sites. ~oth sites, AA and ~, located in 'Empire Twp. The school is' located at 1300 E. ~a~th St. (County Rd. gl), ~osemount. Go to combined Conference Rooms A,'B, C ~nd D; To speak at the meeting, call Shirle. Smith, Planning Assistance, at For a copy of a review of the Dakota Co~ty landfill sites, call the Cor_m~ications Department at 291-6~6~. N~g PUBLICATiUN$ Housin~ Vacancy and ~rnover in the ~in C~t~-~ .... Metrooolitan ~ea, ~u_y-' ~ Seotember 1983. Oct. 1983. The overall housing vacancy rate in third quarter 2.6 percent, or 15,983 vacant units, up sli~".tly from the same period last year. No. 19-83-~0; 9 pP.; no charger Hcusin~ Construction i~n the 25 Lar:es.__~: ~.~. Metrooolitan Area~, 1971- 1983. Nov. 1983. Eesidential construction in major urban areas greatl~ improved in 1582's fourth quarter, after five years of steady decline. T~in Cities Area ~nked seventh in housing cons:ruction in 1982, with ~1,100 tao. 0~-~B-1~2; q~ pp.; ~. APPOINTMENTS The Council app0inte~ the following ~rsons ~o l~s Metropolitan Waste nAdvisory Committee. The chair g~] West St. Paul. S: Gary Brown, Hastings; ~mes Bryah, St. Paul; Mary Heitzig, ~ok!yn Center; John Leadholm, .nneapolis; Barbara Lukermann, S~. Paul; ~orence Olson, Chaska; Erika Sitz, ~oka; and Ronald Ylitalo, Grant Twp. City and county members: Susan ~ies, Metropolitan Inter-County 5sociation; Hilmer Hartman, Dayton; Ray mag, Victoria; Bruce Nawrocki, Columbia ~lghts; Luther Nelson, Hennepin County; £ehard Person, St. Paul, Betty Sindt, akeville; Carolyn Voss, Coon Rapids; and ou& Wood, Washington County. ' Private waste management members: ary Ayde, Lake Sanitation; Russ Edhlund, nampion International; Del Edwards, Godwill Industries; Floyd Forsberg, enningson, Durham & Richardson; Ed regory, G & H Sanitation; Barbara elley, Minnesota Waste Association; Dick owlin, Larkin, Hoffman, Daly, indgren; Joanne Nelson, Recycling ~limited; an~ Richard Pecar, Resource '~nagement Associates. Ex-officio members: Louise iude~ling, Minnesota Waste Management ~ard; Laura Oatman, Minnesota Department ~f Health; and Richard Svanda, Minnesota ~ollution Control Agency. The Council appointed the following ~ersons to its Arts Advisory Committee, ~ith~Varner, Minneaoolis, ~o continue ~$ ch~ Wilma Sehm, ~rior Lake; Tom ~orrup,~.inneapolis; C~rol Daly, New- ~ope; Janet Dieterlch, St. Paul; Nancy {auser, Minneapolis; Ruthann !saacson, {innetonka; Monica Mayo, Minneapolis; ~anet .Miner, St. Paul; Marilyn O'Connor, ~rooklyn Center; George Roberts, ~inneapolls; Jeffrey Soberer, ~_inneapo!is; Donald Steinkraws, St. Paul; David Swanson, St. Paul; and Geol Weirs, ~nqeapolis. Reappointed were: Robert Derus, :orcowan; Cheryl Dickson, Roseville; ~al!y Dixon, St. Paul; Mary Katherine Johnson, Win~.eapolis; Karin McGinnis, ~i%e Bear Lake; Nancy Miller, Y~nn=apolis; Phyllis Rose, Minneapolis; Emily Staples, Plymouth; and 41nda ~yszynskl, Minneapolis. The Council also appointed Margaret !~nesrud, Brooklyn Park councilw~man, to %he .Me=ropo!itan Transit Commission. MINNESOTA INTERGOVERNMENTAL REVIEW REPLACES A-95 The Minnesota Intergovernmental Review Process has ~eplaced the A-95 review process for federal ~rants and Following is a partial list of )rograms subject ~o Council and state ~eview. "CFDA" means Ca%al0g of Federal Domestic Assistance published by ~he federal Office of Management and Budget. The asterisk means no CFDA number has 'yet been assigned. A list of remaining prog~a~ will be publishe~ over the next few issues of %he Review and can be ob~aine~ by calling ~he Communications Department at 291-6~6~. DF3ARTMENT OF INTERIOR CFDA No. Pro,ram 15.90~ Historic Preservation--Grants-In- 15.9~6 Outdoor Recreation Acquisition and Development 15.9~9 Urban Park and Recrea:ion DEPARTMENT OF JUSTICE 16.5q0 Juvenile Justice and Delinquency Prevention--Allocation to States Juvenile Justice and Delinquency Prevention--Special Emphasis' and Technical Assistance )EPART1~J~NT OF LABOR · Job Corps ~7.230 Migrant and Seasonal Farmworkers Program * Job Training Partnership Act 17.235 Se. nior Community Service Employment Program DEP~RTMENT OF TRANSPORTATION 20.205 Highway Planning and Constructior 20.500 UMTA Section ~ Discretionary Capital Grants 20.507 UMTA Section 5 Formula Grants 20.50~ UMTA Section 6 Mass Transportation Te~hno logy 20.505 UMTA Section 8 Technical Studies 20.506 UMTA Section 6 Demonstration Grants 20.5~0 UMTA Section 6 Planning Methods Research and Development · UMTA Section 9 Block Grant Program * UMTA Section 9A Mass Transit Account Formula Program 20.509 UMTA Section 18 Formula GrLnt Program for Non-Urbanized Areas · UMTA Section 18 Grants to Meet the Special Needs of Elderly and Handicapped 20.~02 Airport Development Aid Program 20.]06 Airport Improvement Program SMALL BUSINESS ADMINISTRATION 59.037 ~all Business Development Center Program ENVIRONMENTAL PROTECTION AGENCY 66.~18 Construction Grants for Wastewater Treatment ACTION 72.00~ Foster Grandparent Program 72.002 Retired Senior Volunteer Program 72.003 Senior Companion Program COMING MEETINGS (Dee. 5-16) (~ee~ings ~re ~en~ive; ~0 verify, call 291-6~6q.) Metropolitan Parks ~nd Open Space Commissionr Monday, Dec. ~, 3 p.m., Council Chambers. Pro,ram Development and Review Committee) Monday, Dec. 5, § p.m., Conference Room E. University Av./seuthwest Corridor Study Steerin~ Committee~ Tuesday, Dec. 6, Council Chambers. Management Committee; Tuesday, Dec. 6, I p.m. Conference Room E. Special Committee on Resource Mana~emnt~ Tuesday, Dec. 6, 3 p.m., Conference Room E. Technical Advisory Co.~.it~ee; Wednesday, Dec. ?, 9 a.m., Council Chambers. Metropolitan Waste Management Advisory Committee! Wednesday, Dec. 7, 2 p.m., Council Chambers. Committee on Me~rooolitan Commissions~ Wednesday, Dec. 7, 3 p.m., Conference Room E. Metropolitan Ridesharin$ Board~ Thursday, Dec. 8, 9:~0 a.m., Council Chambers. Metropolitan and Community Development Com~ittee~ Thursday, Dec. 8, 2 p.m., Council Chambers. Metropolitan Council~ Thursday, Dec. 8, ~ p.m., Council Chambers. Air Quality Advisory Committee~ Tuesday, Dec. 13, 9:30 a.m., Conference Room B. Manasement Committee~ Tuesday, Dec. 13, 1 p.m., Conference Boom E. Specia~ Committee on Resource ~ana~ement; Tuesday, Dec. 13, 3 p.m., Conference Room E. Metropolitan Health Plannin5 Boardt Wednesday, Dec. lq, q p.m., Council Chambers. Committee on Metropolitan Commissions? Wednesday, Dec. 1~, 1:30 p.m., Conference Room E. Advisory Committee on A~in$; Friday, Dec. 16, 1 p.m., Council Chambers. COUNC~- OFFERS AFFORDABLE HOUSING ~DUCATION PROGRAM '~nere will our children live? This is the theme of a Metropolitan Council affordable housing education program offered upon request to local civic groups. The ~5-m/nute program examines today's housing market and the need to provide affordable housing. Information kits and booklets provide info~ation on a variety of housing issues. For more information, call Council housing planners Guy Peterson or Arm Stern at 291-6~72. DECEMBER FUbl ~Education Office ~]u~. H~phrey Institute of Public Affairs 909 ~al Sciences 267 19th'Ave. S. ~inneapolis, Minnesota 55455 Contact Person: Betty Radcliffe (612) 376-9801 ~ecember 1 1:30-3:00 p.m. ~ecember 1-8 December 2 December 4 December 5 December 5,6 10:15-11:45 a.m. 7:00 p.m. 12:00 noon 2:00-4:30 p.m. 4:00-9:00 p.m. December 7 7:45 a.m. December 8 8:30-10:30 a.m. 3:30-5:00 p.m. 7:00-9:30 p.m. 9:00-11:00 a.m. 5:30-7:30 p.m. December 9 7:00 p.m. December 11 12:00 noon December 12 2:00-4:30 p.m. North-South Fel~o_wsPr~_Open House. Open to Institute students, staff and faculty. 9th Floor Social Sciences iounge.' ~tact: Mary Orr, 376-9855. Strate<~ic Management Colloquium.. ."Forms, Arenas, and Courts.' Guest: John Bryson. Room 15, Law Building. Contact: John Bryson, 376-3296. Weekend. Editor: Ted Kolderie. K~ TV. (Repeated Sundays, 12:30 p.m.) Minnesota Issues. Host: Arthur Naftaliru KTCA TV. "The Workin~ Woman and Her Disc°n- tents." Guests: Karen Nussbaum, Author of 9 to 5: The Workinq Woman's Guide__t° Office Survival, Wendy Robinson, Director, Minnesota Working Women, and Glennis Ter Wisschia, Field Representative and Organizer, Minnesota School Employees Association. Research Co,~ittee Seminars/Hearings. Topics: The Global Environment, Future of the North American Granary. 2610 Conference ~ Contact: Sally Menefee, 376-9666. Reflective Leadership Pro, ram. Leadership in Public Policy Seminar. "Leadership ' Skills: -Transactional, -Transformative." Resource Person: Monlca-----~----Manning. 2610 Living Room. Registered Students. Contact: Sharon Anderson: 376-9855. HHI Women's Caucus. Guest: Mary Jo Richardson, Minnesota Department of Economic Security. Ford Library. Donuts and Coffee provided. Cost: $.50. Contact: Maureen Hofrenning, 824-5270. Reflective Leadership Consultation Series. Dr. Stephen L. Zuckerman, Coordinator of Outreach Medical Specialty Service~, U--~ersity of Minnesota Hospitals, will lead a discussion on key policy issues affecting health care. 2610 Living ~ Reservations Required. Cost:S5. Contact: Sharon Anderson, 376-9855. Minnesota Development Policy Workshop. "Tourism as an Economic Stimulus in Northeast Minnesota. Guest: Ga~y Ballman, Dept. of Agriculture and Applied Economics. 230 Classroom Office Building, St. Paul Campus. Open, no cost. Contact Margi Dewar, 373- 4621. Reflective Leadership Progra~ Social 'Ethics in Policy ~inar. "Theory--Weber/Marx and Social' Analysis" Resource Person: Dr. ~a~d Cooperm~ 2610 Living Bocm. Registered Students. Contact: Sharon Anderson, 376-9855. ~ Institute Budget Office Workshop. "Document Preparation/University Procedures Collection. 2610 Conference Room. Open to Humphrey Institute Workshop/State Ta~ ~ employees. Contact: Zola Hoey, 376-3521. Humphrey Institute Al~ni Association Public' Policy Fora.. "Th~ Report of the Task Force on Higher Education and the Economy of the State." Panel: Dr. John Adsms, Dr. Ellen Fitzgerald, The Honorable Robert Sheran, and Dr. Jon Wefald. Open to Humphrey Institute alumni and faculty. Contact: Jayne Marecek, 376-9781. Weekend. Editor: Ted Kolderie. KTCA TV. (Repeated Sundays, 12:30 p.m.) Minnesota Issues. Host: Arthur Naftalin. KTCATV. "Higher Education in Minnesota: Too Much or Too Little?' Guests: Gerald Christenson, Chancellor, Minnesota C(mmunity College System; C. Peter Magrath, President, University of Minnesota; and JonWefald, Chancellor, State University System. Research Committee Seminars/Hearings. Topics: Public Service Redesign, Local Impact of Federallsm, Power Sharing. 2610 Conference RDom. Open to Institute faculty, fellows and staff. Contact Sally Menefee, 376-9666. !December 12,13 'December 14 December 15 December 16 4:00-9:00 p~. 2:00-5:00 p.m. 7:00-9:30 p.m. 7:30-9:00 a.m. 3:30-5:00 p.m. 4:00-6:00 p.m. 8:00-4:00 p.m. Reflective Leadership Pro, ram. .Leadership in Public Polic~ Seminar. "Leadership a~ International Style", Resource People: Pr-~fe~ M~ a--n~S]~-. 2610 Living Boom. Registered Students. Contact: Sharon Anderson: 376-9855. Cooperative Community Development Pro, ram. Special meeting of community development corporations and other' community groups involved in economic develo~ent will review legislation from other states providing technical assistance and financing, and begin development of a legislative package for the '84 Minnesota legislative session. Reservations closed. For further information, contact Mike Temali, 376-9996. Reflective Leadership Pro, ram. Social Ethics in Policy Seminar. "Theory--Weber/Marx and Social Analysis." Resource Person: Dr. ~-~d' Coopermaru 2610 Living ~ Regis- tered Students. Contact: Sharon Anderson, 376-9855. Reflective Leadership Consultation Series. "Wc~en and Leadership: Women as Leaders". 'Discdssion led by Arvonne Fraser, Sharon Anderson and Mary Stringer. 2610 Living ~ Space limited, reservations required. Contact: Sharon Anderson, 376-9855. Minnesota Development ~ Works~h p. Discussion session to draw conclusions about the ~---~-develo~ment options for Northeast Minnesota. 230 Classr°om Office Building, St. Paul Campus. Open, no cost- Contact Margi Dewar, 373-4621. Women's Economic Alliance Seminar. 2610 Conference Boom. Open to anyone interested. Contact: Para Hudson, 376-9779. Humphrey Institute Supervisors' Inservice Training Session. December 18 December 19 7:00 p.m. 12:00 noon 4:00-7:00 p.m. 2:00-4:30.p.m. December 21 Dece~er 23 December 25 3:00-5:00 p~. 7:00 p.m. 12:00 noon December 26 December 30 7:00 p.m. Upcoming Events in January January 1 January 2 January 12 Breakfast Weekend. Editor: Ted Kolderie. KICA TV. Minnesota Issues. Host: Arthur Naftaiin. KTCA TV. "Can We Plan a Prosperous Future?" Guests: Walter W. Heller, Regents Professor of Economics, University of Minnesota; and Kevin P. Phillips, Author, The Conservatives' Industrial Policy. Humphrey Institute Holiday OpenHouse. The Cleveland Residence, 5720 Camelback Drive, Edina. For Institute faculty, staff, students, and their guests. Contact: Avis Julien, 376-2221. Research Committee Seminars/Hearings. Topics: Industry Vitalization, International Economic Strategy, Minnesota Strategic Management. 2610 Conference Rocn~ Open to Institute Faculty, fellows, and staff. Contact: Sally Menefee, 376-9666. Faculty Meeting. 850 Social Sciences. UNIVERSITY HOLIDAY Weekend. Editor: Ted Kolderie. KTCA TV. (Repeated Sundays, 12:30 p.m.) CHRISTMAS Minnesota Issues. Host: Arthur Naftalin. KTCA TV. "Faith and Ferment: What Christians Believe." Guests: Robert S. Bilheimer, Executive Director, Institute for Ec~enical and Cultural Research; David Preus, Presiding Bishop, American Lutheran Church; and John R. RDach, Archbishop, St. Paul-Minneapolis Catholic Archdiocese. LgqISrERS ITY HOLIDAY UNIVERSITY HOLIDAY Weekend. Editor: Ted Kolderie. KTCA TV. NEW YEAR'S DAY UNIVERSITY HOLIDAY Reflective Leadership Consultation Series. "Issues Affecting Girls and Young W~men." Guests: Arvonne Fraser and Ira Schwartz. 2610 Living Room. Reservations Required. Contact: Sharon Anderson, 376-9855.