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Home My WebLink About1988-214 CCR(AAPC7RSW) Member Gene Lhotka introduced the following resolution and moved III its adoption: RESOLUTION NO. 88 -214 RESOLUTION SETTING WAGES AND SALARIES FOR THE CALENDAR YEAR 1989 WHEREAS, Section 2.07 of the City Charter for the City of Brooklyn Center states that the City Council is to fix the salary or wages of all officers and employees of the City; and WHEREAS, the 1984 Minnesota Pay Equity Act requires every political subdivision to establish "equitable compensation relationships" between its employees; and WHEREAS, the City Council has reviewed the 1989 Employee Position and Classification Plan; and WHEREAS, the 1989 Employee Position and Classification Plan meets the requirements of establishing "equitable compensation relationships and WHEREAS, the 1989 Employee Position and Classification Plan establishes that pay increases will be awarded on a pay for performance basis; and WHEREAS, the structure of the 1989 Employee Position and Classification III Plan provides for pay increases awarded for improvements in job performance; and WHEREAS, an individual employee's movement through his or her respective pay schedule reflects a progression in corresponding levels or improved job performance: NOW, THEREFORE, BE IT RESOLVED that the City Council hereby sets wages and salaries for the calendar year 1989 by adoption of the attached Position and Classification Plan (Schedules A through J) for the calendar year 1989 which sets ranges and maximums which the City Manager shall be authorized to pay in classified positions; and BE IT FURTHER RESOLVED that the City Manager may move an individual employee to pay grades in the attached Position and Classification Plan (Schedules A through J), but he is limited to authorizing increases due to Pay Equity Act compliance for an individual employee of no more than $1.50 per hour in 1989 and to the balance of any remaining increase in 1990; and BE IT FURTHER RESOLVED that all increases due to Pay Equity Act compliance must be within the Annual Budget constraints adopted by the City Council; and RESOLUTION NO. 88 -214 BE IT FURTHER RESOLVED that the 1989 City Employee Position and III Classification Plan is approved and adopted because it is generally an equitable pay plan for City employees, however parts of the Plan were approved and adopted solely for the purpose of compliance with the mandate of Minnesota statutes, Sections 471.999; that adoption of said Plan shall create no vested rights, terms or conditions of employment or entitlement to any given level of compensation for any employee or group of employees; that said Plan shall be subject to continuing review and reconsideration and may be amended from time to time by the City Council; and BE IT FURTHER RESOLVED that the City Manager be authorized to employ such temporary part -time and temporary full -time employees as may be necessary, and to establish competitive rates of pay for such help consistent with the 1989 budget appropriations; and BE IT FURTHER RESOLVED that the City Manager be authorized to make interim appointments to fill vacant positions whenever a position is vacant because the regular employee is on leave of abscence, vacation leave, sick leave, or is absent for any other reason and to establish rates of pay for such appoint- ments consistent with the 1989 budget appropriations; and BE IT FURTHER RESOLVED that authorized wage adjustments, not to exceed the maximums contained herein, shall become effective January 1, 1989; and BE IT FURTHER RESOLVED that the City Council, in recognition that labor III contract provisions are not as yet settled for calendar years 1988 and 1989 with the bargaining unit represented by L.E.L.S. Local No. 82, extends existing (1987) wage and salary rates for related job classicicatons in the Police Department. December 19, 1988 ATTEST: Ape /1 Clerk The motion for the adoption of the foregoing resolution was duly seconded by member Bill Hawes and upon vote being taken thereon, the following voted in favor thereof: Dean Nyquist, Gene Lhotka, Celia Scott, Bill Hawes, and Rich Theis; and the following voted against the same: none, whereupon said resolution was declared duly passed and adopted. Date M�6rJJ 1 1 (AAPC7CP) CITY OF BROOKLYN CENTER, MINNESOTA 1989 EMPLOYEE POSITION AND CLASSIFICATION PLAN EFFECTIVE JANUARY 1, 1989 Adopted: beaen.6t■-ii, 1988 Resolution No. 88- A 1 `I Note: Since labor contract provisions are not as yet settled with the bargaining unit repre— sented by L.E.L.S. Local No. 82 (Police), wage and salary rates for related job classifications for organized employees in the Police Department are shown in this pay plan at 1987 rates. 1 1 (AAPC7TC) CITY OF BROOKLYN CENTER 1989 EMPLOYEE POSITION AND CLASSIFICATION PLAN TABLE OF CONTENTS Contents n Schedule Page Positions Authorized A 1 -2 Executive Pay Plan B 3 Executive Pay Plan Conversion Schedule B-1 4 Executive Positions Salary Maximums B-2 5 Supervisory Professional Pay Plan C 6 Supervisory- Professional Monthly Salary Schedule C-1 7 Supervisory Professional Conversion Schedule C-2 8 Technical Secretarial Pay Plan D 9 Technical Secretarial Hourly Wage Schedule D-1 10 Technical Secretarial Conversion Schedule D-2 11 Police Officers Pay Plan -E 12 Local No. 49 Pay Plan F 13 Liquor Stores Part -Time Employee Pay Plan G 14 Employee Insurance Benefits H 15 City Manager Compensation Agreement I 16 -17 Personnel Expense Reimbursement Policy J 18-19 ORGANIZATIONAL UNIT POSITION ASSESSING DEPARTMENT: Assessor Appraiser II Assessment Technician (YYPC7A) CITY OF BROOKLYN CENTER 1989 EMPLOYEE POSITION AND CLASSIFICATION PLAN SCHEDULE A PERMANENT FULL -TIME AND SALARIED PART —TIME POSITIONS AUTHORIZED POSITIONS AUTHORIZED III CITY MANAGER'S OFFICE: City Manager E.D.A Coordinator Personnel Coordinator City Clerk Administrative Aide Administration /Licenses Secretary Administration /Elections Secretary Switchboard Operator /Receptionist FINANCE DEPARTMENT: Director of Finance /City Treasurer Assistant Director of Finance Staff Accountant Payroll /Personnel Technician Utilities Technician Accounting Technician Finance Secretary Data Entry Operator III GOVERNMENT BUILDINGS DIVISION: Maintenance Supervisor Maintenance Custodian Lead Custodian Custodian FIRE DEPARTMENT: Fire Chief POLICE DEPARTMENT: Police Chief /Civil Defense Coordinator Police Captain Police Sergeant Police Officer Administrative Assistant Administrative Services Manager Code Enforcement Officer Public Safety Dispatcher Police Secretary Police Classification Operator Police Receptionist III PLANNING AND INSPECTION DEPARTMENT: Director of Planning and Inspection Inspector /Building Official Inspector Planner Housing Inspector Planning and Inspection Secretary Planning and Inspection Receptionist —1— POSITIONS AUTHOR— IZED EXEMPT ORGAN- FROM SALARY IZED OVERTIME SCHEDULE 1 No Yes —Exc B 1 No Yes —Adm C 1 No Yes —Adm C 1 No Yes —Adm C 1 No Yes —Adm' C 1 No No D 1 No No D 1 No No D 1 No Yes —Exc B 1 No Yes —Adm C 2 No No D 1 No Yes —Exc B 1 No Yes —Adm C 1 No Yes —Adm C 1 No No D 1 No No D 1 No No D 1 No No D 1 No No D 1 No Yes —Adm C 1 No No D 1 No No D 1 No No D 1 No Yes —Exc B 1 No Yes —Exc B 3 No Yes —Adm C 5 L #82 No E 27 L #82 No E 1 No Yes —Adm C 1 No Yes —Adm C 2 No No D 6 No No D 2 No No D 1 No No D 1 No No D 1 No Yes —Exc B 1 No Yes —Adm C 1 No Yes —Adm C 1 No Yes —Adm C 1 No Yes —Adm C 1 No No D 1 No No D 1989 Positions Authorized, Schedule A, Continued: III ENGINEERING DIVISION: Director of Public Works 1 No Yes —Exc B City Engineer 1 No Yes —Adm C Public Works Coordinator 1 No Yes —Adm C Administrative Aide 1 No Yes —Adm C Engineering Technician IV 1 No No D Engineering Technician III 3 No No D Engineering Receptionist 1 No No D STREETS DIVISION: Public Works Superintendent 1 No Yes —Adm C Supervisor of Streets and Parks Maintenance 1 No No C Maintenance II 11 L #49 No G Mechanic 3 L# No G Night Service Person 1 L #49 No G Public Works Dispatcher 1 No No D PARRt AND RECREATION DEPARTMENT: Director of Recreation 1 No Yes —Exc B Program Supervisor 3 No Yes —Adm C Supervisor of Streets and Parks Maintenance 1 No No C Aquatics Supervisor 1 No Yes --Adm C Maintenance II a 7 L#49 No G Parks and Recreation Secretary 1 No No D III MUNICIPAL GOLF COURSE: Golf Course Manager TOTAL PERMANENT FULL —TIME POSITIONS AUTHORIZED: —2— 134 1 No Yes —Adm C PUBLIC UTILITIES DIVISION: Supervisor of Public Utilities Ld 1 No No C Maintenance II 6 L #49 No G LIQUOR STORES DEPARTMENT: Liquor Stores Manager 1 No Yes —Exc F Supervisor, Retail i 2 No Yes —Adm SCHEDULED PART —TIME POSITIONS AUTHORIZED: FIRE DEPARTMENT: Assistant Fire Chief 1 No Yes Vol C Fire Secretary 1 1 No YesVoi C Senior Fire Training Officer 1 No Yes —Vol C Fire Training Officer 1 No Yes —Vol C Fire Inspector, Days 1 No Yes —Vol C Fire Inspector 4 No Yes —Vol C Fire Education Officer 1 No Yes Vol C III LIQUOR STORES DEPARTMENT: Clerk /Stocker As Needed No No H Cashier As Needed No No H Cashier /Office Assistant 1 No No H 1 D (YYPC7B) CITY OF BROOKLYN CENTER 1989 EMPLOYEEEP SITION AND CLASSIFICATION PLAN SCHEDULE B III EXECUTIVE POSITIONS ANNUAL SALARY SCHEDULE EXECUTIVE PLAN POSITION City Manager Director of Public Works Director of Finance/ City Treasurer Chief of Police Dirsetor of Recreation Director of Planning and Inspection Fire Chief City Assessor III Liquor Stores Manager SALARY RANGES: RANGE I GROWTH OVERTIME: These positions are exempt from overtime. RANGE II RANGE III PERFORMANCE MERIT MIMIMUM MAXIMUM MINIMUM MIDPOINT MAXIMUM MINIMUM MAXIMUM 60,539 67,661 68,373 71,222 74,783 75,496 81,906 49,607 55,444 56,027 58,362 61,280 61,863 67,116 46,125 51,552 52,095 54,265 56,978 57,521 62,405 44,928 50,214 50,743 52,857 55,500 56,028 60,786 40,498 45,262 45,739 47,644 50,027 50,503 54,791 40,063 44,776 45,247 47,133 49,489 49,961 54,203 39,161 43,768 44,229 46,072 48,376 48,836 52,983 38,397 42,914 43,366 45,172 47,431 47,883 51,948 34,245 38,274 38,677 40,289 42,303 42,706 46,332 INTERVALS: Each range has a spread of approximately 35% from minimum to maximum. The minimum is approximately 85% and the maximum is approximately 115% of the midpoint. I: GROWTH RANGE. The lower range (approximately 85% to 95% of the midpoint) should normally include relatively inexperienced employees, as well as those whose performance remains below fully satisfactory levels. II. PERFORMANCE RANGE: The middle range (approximately 96% to 105% of the midpoint) should include the normally experienced, fully satisfactory employees and represent the established "going- rates III. MERIT RANGE. The top range (approximately 106% to 115% of the midpoint) should include only those employees who have demonstrated superior performance over a significant period on the job or at comparable levels of responsibility. SALARY SETTING AUTHORITY: The City Council must approve individual salary adjustments within Merit Range III. Salaries within Growth Range I and Performance Range II may be established by the City Manager. The City Manager is authorized to set salaries below the minimum range when performance or qualifications are less then required for the position. The City Manager's salary is established by the City Council. -3- (AAPC7B1) CITY OF BROOKLYN CENTER 1989 EMPLOYEE POS ON TION PLAN SCHEDULE B-1 EXECUTIVE POSITIONS ANNUAL SALARY CONVERSION SCHEDULE EXECUTIVE PLAN CONVERSION TABLE RANGE I RANGE II RANGE III GROWTH PERFORMANCE MERIT POSITION MINIMUM MAXIMUM MINIMUM MIDPOINT MAXIMUM MINIMUM MAXIMUM City Manager Annual: 60,539 67,661 68,373 71,222 74,783 75,496 81,906 Monthly: 5,045 5,638 5,698 5,935 6,232 6,291 6,825 Hourly: 29.105 32.529 32.872 34.242 35.954 36.296 39.378 Director of Annual: 49,607 55,444 56,027 58,362 61,280 61,863 67,116 Public Works Monthly: 4,134 4,620 4,669 4,863 5,107 5,155 5,593 Hourly: 23.850 26.656 26.936 28.058 29.461 29.742 32.267 Di ector of Annual: 46,125 51,552 52,095 54,265 56,978 57,521 62,405 Finance /City Monthly: 3,844 4,296 4,341 4,522 4,748 4,793 5,200 Treasurer Hourly: 22.176 24.785 25.045 26.089 27.393 27.654 30.002 Chief of Police Annual: 44,928 50,214 50,743 52,857 55,500 56,028 60,786 Monthly: 3,744 4,185 4,229 4,405 4,625 4,669 5,065 Hourly: 21.600 24.141 24.396 25.412 26.683 26.937 29.224 Director of Annual: 40,498 45,262 45,739 47,644 50,027 50,503 54,791 Recreation Monthly: 3,375 3,772 3,812 3,970 4,169 4,209 4,566 Hourly: 19.470 21.761 21.990 22.906 24.051 24.280 26.342 Director of Annual: 40,063 44,776 45,247 47,133 49,489 49,961 54,203 Planning and Monthly: 3,339 3,731 3,771 3,928 4,124 4,163 4,517 Inspection Hourly: 19.261 21.527 21.754 22.660 23.793 24.020 26.059 Fire Chief Annual: 39,161 43,768 44,229 46,072 48,376 48,836 52,983 Monthly: 3,263 3,647 3,686 3,839 4,031 4,070 4,415 Hourly: 18.827 21.042 21.264 22.150 23.257 23.479 25.472 City Assessor Annual: 38,397 42,914 43,366 45,172 47,431 47,883 51,948 Monthly: 3,200 3,576 3,614 3,764 3,953 3,990 4,329 Hourly: 18.460 20.632 20.849 21.717 22.803 23.021 24.975 Liquor Stores Annual: 34,245 38,274 38,677 40,289 42,303 42,706 46,332 Manager Monthly: 2,854 3,190 3,223 3,357 3,525 3,559 3,861 Hourly: 16.464 18.401 18.595 19.370 20.338 20.532 22.275 NOTE: The Executive positions are classified as exempt under the Fair Labor Standards Act (FLSA) and are compensated at an annual salary. This schedule converts the annual salary to a monthly salary by dividing the annual salary by twelve months. The schedule converts the annual salary to an hourly equivalent by dividing the annual salary by the normal work hours in the current year. The number of normal work hours is determined by subtracting Saturdays and Sundays from the total number of days in the year and multiplying that number by eight hours. There are 2,080 normal work hours in 1989. This conversion schedule is for informational purposes only and is not an official wage schedule. 1 1 (AAPC7B2) CITY OF BROOKLYN CENTER 1989 EMPLOYEE POSITION AND CLASSIFICATION III EXECUTIVE POSITIONS 1989 MAXIMUM ANNUAL SALARIES ESTABLISHED PLAN SCHEDULE B-2 EXECUTIVE POSITIONS 1989 ANNUAL SALARY MAXIMUMS IN ADDITION TO THE SALARY SETTING AUTHORITY GRANTED THE CITY MANAGER IN EXECUTIVE PLAN SCHEDULE B TO SET SALARIES IN GROWTH RANGE I AND PERFORMANCE RANGE II, THE CITY MANAGER IS HEREBY AUTHORIZED TO SET INDIVIDUAL SALARIES WITHIN MERIT RANGE III DURING THE CALENDAR YEAR 1989 TO THE MAXIMUM SALARIES SHOWN IN THIS SCHEDULE. POSITION Director of Public Works Director of Finance/ City Treasurer Chief of Police City Assessor 62,507 59,257 57,720 48,380 CONVERSION -TABLE MAXIMUM MONTHLY HOURLY ANNUAL SALARY EQUIVALENT EQUIVALENT 5,209 30.051 4,938 28.489 4,810 27.750 4,032 23.259 NOTE: The Executive positions are classified as exempt under the Fair Labor Standards Act (FLSA) and are compensated at an annual salary. This schedule also converts the annual salary to monthly and hourly. The conversions are for informational purposes only and are not a part of the official wage schedule. 1 1 1 POSITION D D D (CCCPC7C) CITY OF BROOKLYN CENTER 1989 EMPLOYEE POSITION AND CLASSIFICATION PLAN SCHEDULE C SUPERVISORY AND PROFESSIONAL POSITIONS GRADE RANGE AND MONTHLY SALARY SUPERVISORY- PROFESSIONAL GRADE RANGE MONTHLY SALARY RANGE FROM SCHEDULE C-1 FROM SCHEDULE C-1 EXEMPT GOING GOING FROM MINIMUM RATE MAXIMUM MINIMUM RATE MAXIMUM OVERTIME City Engineer S34A S36C S38C 3,470 4,019 4,223 Yes Police Captain S32A S34C S36C 3,303 3,825 4,019 Yes E.D.A. Coordinator S32A S34C S36C 3,303 3,825 4,019 Yes Public Works Superintendent S31A S33C S35C 3,222 3,732 3,921 Yes Assistant Director of Finance 531A S33C S35C 3,222 3,732 3,921 Yes Pe^ *onnel Coordinator S29A S31C S33C 3,067 3,552 3,732 Yes Planner S23A S25C S27C 2,644 3,063 3,218 Yes Administrative Assistant, Police S23A S25C S27C 2,644 3,063 3,218 Yes Inspector /Building Official S22A S24C S26C 2,580 2,988 3,140 Yes Staff Accountant S22A S24C S26C 2,580 2,988 3,140 Yes Public Works Coordinator S21A S23C S25C 2,517 2,916 3,063 Yes City Clerk S21A S23C S25C 2,517 2,916 3,063 Yes' Appraiser II S21A S23C S25C 2,517 2,916 3,063 Yes .Supervisor of Streets and Parks S20A S22C S24C 2,456 2,844 2,988 No Supervisor of Public Utilities S20A S22C S24C 2,456 2,844 2,988 No Golf Course Manager S20A S22C S24C 2,456 2,844 2,988 Yes Program Supervisor, Recreation S20A S22C S24C 2,456 2,844 2,988 Yes Inspector, Planning and Inspection S18A S20C S22C 2,337 2,707 2,844 Yes Administrative Services Manager, Police S17A 519C S21C 2,280 2,641 2,775 Yes Maintenance Supervisor 516A S18C S20C 2,225 2,577 2,707 Yes Housing Inspector S12A S14C S16C 2,015 2,335 2,453 Yes Administrative Aide, Engineering S8A S10C S12C 1,826 2,115 2,222 Yes Supervisor, Liquor Retail S8A S10C S12C 1,826 2,115 2,222 Yes Aquatics Supervisor S8A S10C S12C 1,826 2,115 2,222 Yes Administrative Aide, City Manager's Office S8A S10C S12C 1,826 2,115 2,222 Yes Part -time Positions: Assistant Fire Chief 435 Yes Fire Secretary 160 Yes Fire Education Officer 160 Yes Senior Fire Training Officer 295 Yes Fire Training Officer 230 Yes Fire Inspector, Days 400 Yes Fire Inspector 230 Yes 1 1 (AAPC7C1) CITY OF BROOKLYN CENTER 1989 EMPLOYEE POSITION AND CLASSIFICATION PLAN SUPERVISORY PROFESSIONAL POSITIONS MONTHLY SALARY SCHEDULE PROGRESSION STEPS MERIT STEPS GRADES A B C D E S1 1,536 1,613 1,694 1,778 1,867 S2 1,574 1,653 1,736 1,823 1,914 S3 1,614 1,695 1,779 1,868 1,962 S4 1,654 1,737 1,824 1,915 2,011 S5 1,696 1,780 1,869 1,963 2,061 S6 1,738 1,825 1,916 2,012 2,112 S7 1,781 1,870 1,964 2,062 2,165 S8 1,826 1,917 2,013 2,114 2,219 S9 1,872 1,965 2,063 2,167 2,275 S10 1,918 2,014 2,115 2,221 2,332 S11 1,966 2,065 2,168 2,276 2,390 S12 2,015 2,116 2,222 2,333 2,450 S13 2,066 2,169 2,278 2,391 2,511 S14 2,118 .2,223 2,335 2,451 2,574 S15 2,170 2, 2 ,393 2,513 2 6 3 8 S16 2,225 2,336 2,453 2,575 2,70 S17 2,280 2,394 2,514 2,640 2,772 S18 2,337 2,454 2,577 2,706 2,841 S19 2,396 2,516 2,641 2,773 2,912 S20 2,456 2,578 2,707 2,843 2,985 S21 2,517 2,643 2,775 2,914 3,059 S22 2,580 2,709 2,844 2,987 3,136 S23 2,644 2,777 2,916 3,061 3,214 S24 2,711 2,846 2,988 3,138 3,295 S25 2,778 2,917 3,063 3,216 3,377 S26 2,848 2,990 3,140 3,297 3,462 S27 2,919 3,065 3,218 3,379 3,548 S28 2,992 3,142 3,299 3,464 3,637 S29 3,067 3,220 3,381 3,55 3,728 S30 3,143 3,301 3,466 3,639 3,821 S31 3,222 3,383 3,552 3,730 3,916 S32 3,303 3,468 3,641 3,8 4,014 S33 3,385 3,554 3,732 3,919 4,115 S34 3,470 3,643 3,825 4,017 4,218 S35 3,557 3,734 3,921 4,117 4,323 S36 3,645 3,828 4,019 4,220 4,431 S37 3,737 3,923 4,120 4,326 4,542 S38 3,830 4,021 4,223 4,434 4,655 S39 3,926 4,122 4,328 4,545 4,772 S40 4,024 4,225 4, 4,658 4,891 NORMAL PROGRESSION: A is starting wage. Advance to Step B after six months probationary period. Advance to Step C after eighteen months employment. Additional grade advances in Step C, within the City Council authorized limits shall be at the discretion of the City Manager. CITY MANAGER'S DISCRETION: Starting grade and grade /step advances, within the City Council authorized limits set for each position, shall be at the discretion of the City Manager. The City Manager is authorized to set salaries below the minimum grade range when performance or qualifications are less then required for the position. INTERVALS: Grades 1 through 40 represent 2 1/2% advances. Steps A through E represent approximately 5% advances. MERIT STEPS: Merit steps shall only be awarded with express approval of the City Council. -7- SCHEDULE C-1 (aacr7C2) 1 ti r i a 4 k. CITY OF BROOKLYN CENTER 89 rti ZrIPOSTrION‘Ille CL SIFICATION PLAN SUPERVISORY PROFESSIONAL POSITIONS MONTHLY SALARY CONVERSION SCHEDULE III SCHEDULE C-2 MONTHLY RATE CONVERSION TABLE MONTHLY ANNUAL HOURLY MONTHLY ANNUAL HOURLY MONTHLY ANNUAL HOURLY 1,536 18,432 8.862 1,613 19,356 9.306 1,694 20,328 9.773 1,574 18,888 9.081 1,653 19,836 9.537 1,736 20,832 10.015 1,614 19,368 9.312 1,695 20,340 9.779 1,779 21,348 10.263 1,654 19,848 9.542 1,737 20,844 10.021 1,824 21,888 10.523 1,696 20,352 9.785 1,780 21,360 10.269 1,869 22,428 10.783 1,738 20,856 10.027 1,825 21,900 10.529 1,916 22,992 11.054 1,781 21,372 10.275 1,870 22,440 10.788 1,964 23,568 11.331 1,826 21,912 10.535 1,917 23,004 11.060 2,013 24,156 11.613 1,872 22,464 10.800 1,965 23,580 11.337 2,063 24,756 11.902 1,918 23,016 11.065 2,014 24,168 11.619 2,115 25,380 12.202 1,966 23,592 11.342 2,065 24,780 11.913 2,168 26,016 12.508 2,015 24,180 11.625 2,116 25,392 12.208 2,222 26,664 12.819 2,066 24,792 11.919 2,169 26,028 12.513 2,278 27,336 13.142 2,118 25,416 12.219 2,223 26,676 12.825 2,335 28,020 13.471 2,170 26,040 12.519 2,279 27,348 13.148 2,393 28,716 13.806 2,225 26,700 12.837 2,336 28,032 13.477 2,453 29,436 14.152 2,280 27,360 13.154 2,394 28,728 13.812 2,514 30,168 14.504 2,337 28,044 13.483 2,454 29,448 14.158 2,577 30,924 14.867 2,396 28,752 13.823 2,516 30,192 14.515 2,641 31,692 15.237 2,456 29,472 14.169 2,578 30,936 14.873 2,707 32,484 15.617 2,517 30,204 14.521 2,643 31,716 15.248 2,775 33,300 16.010 2,580 30,960 14.885 2,709 32,508 15.629 2,844 34,128 16.408 2,644 31,728 15.254 2,777 33,324 16.021 2,916 34,992 16.823 2,711 32,532 15.640 2,846 34,152 16.419 2,988 35,856 17.238 2,778 33,336 16.027 2,917 35,004 16.829 3,063 36,756 17.671 2,848 34,176 16.431 2,990 35,880 17.250 3,140 37,680 18.115 2,919 35,028 16.840 3,065 36,780 17.683 3,218 38,616 18.565 2,992 35,904 17.262 3,142 37,704 18.127 3,299 39,588 19.033 3,067 36,804 17.694 3,220 38,640 18.577 3,381 40,572 19.506 3,143 37,716 18.133 3,301 39,612 _19.044 3,466 41,592 19.996 3,222 38,664 18.588 3,383 40,596 19.517 3,55 42,624 20.492 3,303 39,636 19.056 3,468 41,616 20.008 3,641 43,692 21.006 3,385 40,620 19.529 3,554 42,648 20.504 3,732 44,784 21.531 3,470 41,640 20.019 3,643 43,716 21.017 3,825 45,900 22.067 3,557 42,684 20.521 3,734 44,808 21.542 3,9 47,052 22.621 3,645 43,740 21.029 3,828 45,936 22.085 4,019 48,228 23.187 3,737 44,844 21.560 3,923 47,076 22.633 4,120 49,440 23.769 3,830 45,960 22.096 4,021 48,252 23.198 4,223 50,676 24.363 3,926 47,112 22.650 4,122 49,464 23.781 4,328 51,936 24.969 4,024 48,288 23.215 4,225 50,700 24.375 4,436 53,232 25.592 NOTE: The Supervisory Professional positions are classified as exempt under the Fair Labor Standards Act (FLSA) and are compensated at a monthly salary. This schedule converts the monthly salary to an annual equivalent by multiplying the monthly rate by twelve months. The schedule converts the annual salary to an hourly equivalent rate by dividing the annual rate by the number of normal work hours in the current year. The number of normal work hours is determined by subtracting Saturdays and Sundays from the total number of days in the year and multiplying that number by eight hours. There are 2,080 normal work hours in 1989. This conversion schedule is for informational purposes only and is not an official wage schedule. -8- (AAPC7D) CITY OF BROOKLYN CENTER 1989 EMPLOYEE POSITION AND CLASSIFICATION PLAN SCHEDULE D TECHNICAL AND SECRETARIAL POSITIONS GRADE RANGE AND HOURLY RATES TECHNICAL- SECRETARIAL PLAN 11F o 1 d f HOURLY WAGE RANGE y 5 GRADE RANGE N FROM SCHEDULE D-1 FROM SCHEDULE D -1 GOING GOING POSITION MINIMUM RATE MAXIMUM MINIMUM RATE MAXIMUM Engineering Technician IV T37A T39C T41C 15.53 17.99 18.90 Engineering Technician III T27A T29C T31C 12.13 14.06 14.77 Maintenance Custodian T24A T26C T28C 11.27 13.05 13.71 Lead Custodian T20A T22C T24C 10.21 11.82 12.42 Public Works Dispatcher T19A T21C T23C 9.96 11.54 12.12 Paytoll /Personnel Technician T19A T21C T23C 9.96 11.54 12.12 Public Safety Dispatcher T19A T21C T23C 9.96 11.54 12.12 Assessment Technician T17A T19C T21C 9.48 10.98 11.54 Utilities Technician T17A T19C T21C 9.48 10.98 11.54 III Accounting Technician T17A T19C T21C 9.48 10.98 11.54 Code Enforcement Officer T14A T16C T18C 8.80 10.20 10.71 Planning Inspection Secretary T14A T16C T18C 8.80 10.20 10.71 Police Classification Operator T14A T16C T18C 8.80 10.20 10.71 Finance Secretary T13A T15C T17C 8.59 9.95 10.45 Police Secretary T13A T15C T17C 8.59 9.95 10.45 Data Entry Operator T13A T15C T17C 8.59 9.95 10.45 Administration /Licenses Secretary T13A T15C T17C 8.59 9.95 10.45 Parks and Recreation Secretary T13A T15C T17C 8.59 9.95 10.45 Planning Inspection Receptionist T13A T15C T17C 8.59 9.95 10.45 Engineering Receptionist T13A T15C T17C 8.59 9.95 10.45 Administration /Elections Secretary T9A T11C T13C 7.78 9.01 9.47 III Switchboard Operator /Receptionist T8A T10C T12C 7.59 8.79 9.24 Police Receptionist T8A T10C T12C 7.59 8.79 9.24 Custodian T6A T8C T10C 7.22 8.37 8.79 -9- (AAPC7D1) CITY OF BROOKLYN CENTER 1989 EMPLOYEE POSITION AND CLASSIFICATION PLAN TECHNICAL AND SECRETARIAL POSITIONS HOURLY WAGE SCHEDULE PROGRESSION STEPS MERIT STEPS GRADES A B C D E T1 6.39 6.70 7.04 7.39 7.76 T2 6.55 6.87 7.22 7.58 7.96 T3 6.71 7.04 7.40 7.77 8.15 T4 6.88 7.22 7.58 7.96 8.36 T5 7.05 7.40 7.77 8.16 8.57 T6 7.22 7.59 7.97 8.36 8.78 T7 7.41 7.78 8.16 8.57 9.00 T8 7.59 7.97 8.37 8.79 9.23 T9 7.78 8.17 8.58 9.01 9.46 T10 7.97 8.37 8.79 9.23 9.69 T11 8.17 8.58 9.01 9.46 9.94 T12 8.38 8.80 9.24 9.70 10.18 T13 8.59 9.02 9.47 9.94 10.44 T14 8.80 9.24 9.70 10.19 10.70 T15 9.02 9.47 9.95 10.44 10.97 T16 9.25 9.71 10.20 10.71 11.24 T17 9.48 9.95 10.45 10.97 11.52 T18 9.72 10.20 10.71 11.25 11.81 T19 9.96 10.46 10.98 11.53 12.11 T20 10.21 10.72 11.25 11.82 12.41 T21 10.46 10.99 11.54 12.11 12.72 T22 10.73 11.26 11.82 12.42 13.04 T23 10.99 11.54 12.12 12.73 13.36 T24 11.27 11.83 12.42 13.04 13.70 T25 11.55 12.13 12.73 13.37 14.04 T26 11.84 12.43 13.05 13.70 14.39 T27 12.13 12.74 13.38 14.05 14.75 T28 12.44 13.06 13.71 14.40 15.12 T29 12.75 13.39 14.06 14.76 15.50 T30 13.07 13.72 14.41 15.13 15.88 T31 13.39 14.06 14.77 15.51 16.28 T32 13.73 14.42 15.14 15.89 16.69 T33 14.07 14.78 15.51 16.29 17.10 T34 14.42 15.15 15.90 16.70 17.53 T35 14.78 15.52 16.30 17.12 17.97 T36 15.15 15.91 16.71 17.54 18.42 T37 15.53 16.31 17.13 17.98 18.88 T38 15.92 16.72 17.55 18.43 19.35 T39 16.32 17.14 17.99 18.89 19.84 T40 16.73 17.56 18.44 19.36 20.33 T41 17.15 18.00 18.90 19.85 20.84 NORMAL PROGRESSION: A is starting wage. Advance to Step B after six months probationary period. Advance to Step C after eighteen months employment. Additional grade advances in Step C, within the City Council authorized limits, shall be at the discretion of the City Manager. CITY MANAGER'S DISCRETION: Starting grade and grade /step advances, within the City Council authorized limits set for each position, shall be at the discretion III of the City Manager. The City Manager is authorized to set salaries below the minimum grade range when performance or qualifications are less then required for the position. INTERVALS: Grades 1 through 40 represent 2 1/2% advances. Steps A through E represent approximately 5% advances. MERIT STEPS: Merit steps shall only be awarded with express approval of the City Council. -10- SCHEDULE D (AAPC7D2) CITY OF BROOKLYN CENTER 1989 EMPLOYEE POSITION AND CLASSIFICATION PLAN TECHNICAL AND SECRETARIAL POSITIONS HOURLY RATE CONVERSION SCHEDULE SCHEDULE D-2 HOURLY RATE CONVERSION. TABLE HOURLY ANNUAL MONTHLY HOURLY ANNUAL MONTHLY HOURLY ANNUAL MONTHLY 6.39 13,291 1,108 6.70 13,936 1,161 7.04 14,643 1,220 6.55 13,624 1,135 6.87 14,290 1,191 7.22 15,018 1,251 6.71 13,957 1,163 7.04 14,643 1,220 7.40 15,392 1,283 6.88 14,310 1,193 7.22 15,018 1,251 7.58 15,766 1,314 7.05 14,664 1,222 7.40 15,392 1,283 7.77 16,162 1,347 7.22 15,018 1,251 7.59 15,787 1,316 7.97 16,578 1,381 7.41 15,413 1,284 7.78 16,182 1,349 8.16 16,973 1,414 7.59 15,787 1,316 7.97 16,578 1,381 8.37 17,410 1,451 7.78 16,182 1,349 8.17 16,994 1,416 8.58 17,846 1,487 7.97 16,578 1,381 8.37 17,410 1,451 8.79 18,283 1,524 8.17 16,994 1,416 8.58 17,846 1,487 9.01 18,741 1,562 8.38 17,430 1,453 8.80 18,304 1,525 9.24 19,219 1,602 8.59 17,867 1,489 9.02 18,762 1,563 9.47 19,698 1,641 8.80 18,304 1,525 9.24 19,219 1,602 9.70 20,176 1,681 9.02 18,762 1,563 9.47 19,698 1,641 9.95 20,696 1,725 9.25 19,240 1,603 9.71 20,197 1,683 10.20 21,216 1,768 9.48 19,718 1,643 9.95 20,696 1,725 10.45 21,736 1,811 9.72 20,218 1,685 10.20 21,216 1,768 10.71 22,277 1,856 9.96 20,717 1,726 10.46 21,757 1,813 10.98 22,838 1,903 10.21 21,237 1,770 10.72 22,298 1,858 11.25 23,400 1,950 10.46 21,757 1,813 10.99 22,859 1,905 11.54 24,003 2,000 10.73 22,318 1,860 11.26 23,421 1,952 11.82 24,586 2,049 10.99 22,859 1,905 11.54 24,003 2,000 12.12 25,210 2,101 11.27 23,442 1,953 11.83 24,606 2,051 12.42 25,834 2,153 11.55 24,024 2,002 12.13 25,230 2,103 12.73 26,478 2,207 11.84 24,627 2,052 12.43 25,854 2,155 13.05 27,144 2,262 12.13 25,230 2,103 12.74 26,499 2,208 13.38 27,830 2,319 12.44 25,875 2,156 13.06 27,165 2,264 13.71 28,517 2,376 12.75 26,520 2,210 13.39 27,85 2,321 14.06 29,245 2,437 13.07 27,186 2,265 13.72 28,538 2,378 14.41 29,973 2,498 13.39 27,851 2,321 14.06 29,245 2,437 14.77 30,722 2,560 13.73 28,558 2,380 14.42 29,994 2,499 15.14 31,491 2,624 14.07 29,266 2,439 14.78 30,7 2,562 15.51 32,261 2,688 14.42 29,994 2,499 15.15 31,512 2,626 15.90 33,072 2,756 14.78 30,742 2,562 15.52 32,282 2,690 16.30 33,904 2,825 15.15 31,512 2,626 15.91 33,093 2,758 16.71 34,757 2,896 15.53 32,302 2,692 16.31 33,9 2,827 17.13 35,630 2,969 15.92 33,114 2,759 16.72 34,778 2,898 17.55 36,504 3,042 16.32 33,946 2,829 17.14 35,651 2,971 17.99 37,419 3,118 16.73 34,798 2,900 17.56 36,525 3,044 18.44 38,355 3,196 17.15 35,672 2,973 18.00 37,440 3,120 18.90 39,312 3,276 NOTE: The Technical and Clerical positions are classified as non exempt under the Fair Labor Standards Act (FLSA) and are compensated at an hourly wage rate. This schedule converts the hourly rate to an annual rate by multiplying the hourly rate by the number of normal work hours in the current year. The number of normal work hours is determined by subtracting Saturdays and Sundays from the total number of days in the year and multiplying that number by eight hours. There are 2,080 normal work hours in 1989. The monthly wage is determined by dividing the annual wage by twelve months. This conversion schedule is for informational purposes only and is not an official wage schedule. POSITION Police Officer CONVERSION TABLE Monthly Annual p (AAPC7E) =E :3XTEftliH)' U SETTLEMENT REACHED CITY OF BROOKLYN CENTER 1987 EMPLOYEE POSITION AND CLASSIFICATION PLAN SCHEDULE E POLICE OFFICER POSITIONS HOURLY RATE SCHEDULE, L.E.L.S., LOCAL NO. 82 POLICE OFFICERS PLAN HOURLY RATE PROGRESSION STEPS P1 P2 P3 P4 P5 (65 (70 (80 (90 (100 10.016 10.787 12.328 13.869 15.410 1,736 1,870 2,137 2,404 2,671 20,834 22,436 25,642 28,847 32,052 NORMAL PROGRESSION: Step P1 is the starting wage. Advance to Step P2 after six months of employment. Advance to Step P3 after one year of employment. Advance to Step P4 after two years of employment. Advance to Step P5 after three years of employment. CITY MANAGER'S DISCRETION: Starting step and step advances, within the City Council authorized limits, shall be at the discretion of the City Manager. INTERVALS: P5 is top police officer salary. P1 is 65% of P5; P2 is 70% of P5; P3 is 80% of P5; P4 is 90% of P5. CONVERSION TABLE HOURLY MONTHLY ANNUAL Sergeant (P5 monthly salary plus $310) 17.198 2,981 35,772 LONGEVITY AND EDUCATIONAL INCENTIVE: Percent of Base Pay based on longevity or educational credits to be paid as supplementary pay: EDUCATIONAL LONGEVITY COLLEGE QUARTER CREDITS PERCENT 4--8 years 45 -89 3% 8 -12 years 90 -134 5% 12-16 years 135 -179 7% 16 years and over 180 or more 9% SPECIAL JOB CLASSIFICATION: 1. Employees classified or assigned by the City of Brooklyn Center to the following job classifications or positions will receive $110 per month or $110 prorated for less than a full month in addition to their regular wage rate: CONVERSION TABLE HOURLY MONTHLY ANNUAL A. Investigator 0.635 110 1 320 B. Juvenile Officer 0.635 110 1,320 C. Dog Handler 0.635 110 1,320 2. Employees classified or assigned by the City of Brooklyn Center to the following job classifications or positions will receive $50 per month or $50 prorated for less than a full month in addition to their regular wage rate: CONVERSION TABLE HOURLY MONTHLY ANNUAL A. Corporal 0.288 50 600 III NOTE: The Police Officer positions are classified as non exempt under the Fair Labor Standards Act (FLSA) and are compensated at an hourly rate. This schedule also converts the hourly wage rate to monthly and annual. The conversion tables are for informational purposes only and are not a part of the official wage schedule. —12— 1 1 (AAPC7F) CITY OF BROOKLYN CENTER 1989 EMPLOYEE POSITION AND CLASSIFICATION PLAN UNION OF OPERATING ENGINEERS, LOCAL NO. 49 POSITIONS HOURLY RATE SCHEDULE NOTE: The following Wage Schedule will be in effect from the first payroll 1989 through the last payroll period in 1989: POSITION Maintenance III Maintenance II Mechanic Night Service Person Maintenance I Maintenance I Maintenance I Maintenance I Welding Crew Lead c Beginning Step 1 Step 2 Step 3 SCHEDULE F LOCAL NO. 49 PLAN period in CONVERSION TABLE HOURLY RATE MONTHLY ANNUAL 12.98 2,250 26,998 12.46 2,160 25,917 12.98 2,250 26,998 12.26 2,125 25,501 9.17 1,589 19,074 9.99 1,732 20,784 10.82 1,875 22,495 11.64 2,017 24,206 12.73 2,207 26,478 0.54 in addition to regular rate when assigned in writing by the department head to assist a supervisor as crew leader while performing such duties. i LU IN IT -RATES SHOWN ABOVE: In addition to the above wage schedule, all employees shall be paid a lump sum payment for all hours that the employee would be normally scheduled to work (excluding all overtime hours) equal to two percent (2 of the employee's base pay rate. Payment of the lump sum shall be in three installments: 1. April 15, 1989, or as close to April 15, 1989 as possible, for all hours worked in January, February, March, and April; and 2. August 15, 1989, or as close to August 15, 1989 as possible, for all hours worked in May, June, July, and August; and 3. December 15, 1989, or as close to December 15, 1989 as possible, for all hours worked in September, October, November, and December. WORKING OUT OF CLASSIFICATION PAY: Employees required by the employer to operate certain items of heavy equipment will be paid the Maintenance III rate of pay for those hours assigned to the unit. Employees hired after February 7, 1984, in the Maintenance I class- ification who are required by the employer to operate certain items of light equipment will be paid the Maintenance II rate of pay for those hours assigned to the unit. STANDBY PAY: Public Utility employees who are designated by their supervisor to serve in a "standby" status on behalf of the City on a weekend will receive as compensation for such service five (5) hours of overtime pay for the period beginning the end of the work day on Friday and ending the start of the work day on Monday when serving in such status. Public Utility employees who are designated by their supervisors to serve in a "standby" status on behalf of the City on a holiday will receive as compensation for such service two (2) hours of overtime pay for each holiday served in such status. Such standby pay shall be in addition to other compensation which the employee is entitled to under this agreement. NOTE: The above positions are classified as non exempt under the Fair Labor Standards Act (FLSA) and are compensated at an hourly rate. This schedule also converts the hourly III wage rate to monthly and annual equivalents. The schedule converts the hourly rate to an annual rate by multiplying the hourly rate by the number of normal work hours in the current year. The number of normal work hours is determined by subtracting Saturdays and Sundays from the total number of days in the year and multiplying that number by eight hours. There are 2,080 normal work hours in 1989. The schedule converts the annual rate to the monthly rate by dividing the annual rate by twelve months. The conversions are for informational purposes only and are not a part of the official wage schedule. -13- POSITION (AAPC7G) CITY OF BROOKLYN CENTER 1989 EMPLOYEE POSITION AND CLASSIFICATION PLAN SCHEDULE G LIQUOR STORES PART —TIME HOURLY RATE SCHEDULE LIQUOR STORES PART -TIME EMPLOYEES PLAN STEPS A B C D SENIOR Clerk /Stocker 4.75 5.35 6.15 6.40 6.90 Cashier 4.75 5.35 6.15 6.40 6.90 Cashier /Office Assistant 6.60 7.65 8.00 N/A N/A NORMAL PROGRESSION: A is starting hourly rate. Advance to Step B after six months employment. Advance to Step C after eighteen months employment. Advance to Step D after thirty —six months employment. Advancement to the Senior Step is at the discretion of the City Manager upon the recommendation of the Liquor Stores' Manager. No more than six employees may be designated as Senior at any time. CITY MANAGER'S DISCRETION: Starting grade and step advances, within the City Council authorized limits, shall be at the discretion of the City Manager. 1 (AAPC7H) CITY OF BROOKLYN CENTER 1988 EMPLOYEE POSITION AND CLASSIFICATION PLAN SCHEDULE H EMPLOYEE INSURANCE BENEFITS EMPLOYEE INSURANCE BENEFITS NON ORGANIZED CITY EMPLOYEES: CITY MANAGER: L.E.L.S., LOCAL NO. 82, POLICE OFFICERS: 1987 CONTRIBUTION EXTENDED UNTIL SETTLEMENT REACHED The City will contribute up to a maximum of $175 per month per employee toward health, life, long —term disability insurance, and dental insurance. (Dental insurance not to exceed $15.) INTERNATIONAL UNION OF OPERATING ENGINEERS, LOCAL NO. 49, AFL —CIO: The City will contribute, effective with insurance premiums due January 1, 1989, payment of an amount not to exceed $205 per month toward the cost of coverage under the Brooklyn Center Group Hospital— Medical Insurance Plans and Group Dental Insurance as fringe benefit compensation for full —time employees and eligible dependents. Dental Insurance not to exceed $20 per month. In addition, the City will provide a $10,000 Group Term Life Insurance policy. The City will contribute, effective with insurance premiums due January 1, 1989, payment of an amount not to exceed $205 per month toward the cost of coverage under the Brooklyn Center Group Hospital Medical Insurance Plans and Group Dental Insurance as fringe benefit compensation for full —time employees and eligible dependents. Dental Insurance not to exceed $20 per month. In addition, the City will provide a $10,000 Group Term Life Insurance policy. As provided in the City Manager's Personal Service Contract. (AAPC7I) CITY OF BROOKLYN CENTER 1989 EMPLOYEE POSITION AND CLASSIFICATION PLAN SCHEDULE I 1989 CITY MANAGER'S COMPENSATION AGREEMENT CITY MANAGER'S COMPENSATION AGREEMENT t.k.,,,,-- q i riT D 1 r all* 1 Filo f? r. 77.\ 1 7 s:„ Lr i j LflJ1JJLJi TERMS AND CONDITIONS OF EMPLOYMENT: 1. The City Charter, adopted by the voters of the City of Brooklyn Center on November 8, 1966, created the position of City Manager. 2. Gerald G. Splinter was appointed City Manager effective October 17, 1977 (Resolution 1 41o. 77 -168) and is currently serving in that position. 3. The position of City Manager is not covered by the provisions of Chapter 17 of the City Ordinances. 4. Other conditions of employment are hereby explicitly stated: III a. Mr. Splinter shall perform the duties and meet the obligations for the position of City Manager as set forth in the City Charter and Chapter 6 of the City Ordinances. b. Mr. Splinter's salary for 1989 shall be $72,228 per annum and adjustment to the City Manager's salary shall be reviewed annually in conjunction with the establishment of salaries for City employees. c. The City Manager shall be granted sick leave and holiday benefits granted to other employees and commencing January 1, 1983 he will earn four weeks vacation per year. d. The City Manager shall reside within Brooklyn Center within twelve months following the effective date of appointment. e. The full premium cost for individual and family coverage under the Brooklyn Center Group Health and Dental Plan and /or Insurance Plan and the full premium cost for two times his annual salary of term life insurance under the Brooklyn Center Group Life Insurance Plan shall be paid by the City on the City Manager's behalf. Because of the 1989 implementation of IRS Rule 89, it may be necessary, in order to maintain IRS nontax status of all employee insurance benefits, to modify this section of the City Manager's compensation package. If the Finance Director recommends modification in the payment of the City Manager's insurance benefits as the simplest and most effective method for assuring "qualification" of Brooklyn Center's employee group insurance plans under the new regulations of IRS Rule 89, then the City Manager's salary is to be adjusted an equivalent amount to compensate for any reduction in insurance benefits. III f. The City Manager shall receive $250 per month if the City does not provide a car for the City Manager's twenty —four hour business use. —16— 1989 Personnel Expense Reimbursement Policy, Schedule J, Continued III 7. Reimbursement for meals while on authorized travel will be for actual expenditures with a maximum of $31 per day allowable, including tips. There shall be no per diem for meals or any other expenses. The maximum meal reimbursement for any fraction of a full day shall be as follows: a. Breakfast $7.00 r y F b. Lunch $9.00 c. Dinner $15.00 The full cost shall be reimbursed for meals which are a scheduled activity of a conference or meeting and the cost of such meals is not included in the registration fee. 8. Employees and officials of the City shall be reimbursed for luncheon and dinner costs as authorized by the City Manager in accordance with the following provisions: a. The actual cost of the meal not to exceed $12.00 will be allowed for meals associated with attendance at training sessions when meals are an integral part of the program or when there are training sessions before and after the meal, or, for attendance at regular luncheon meetings of professional or related associations. III b. The entire cost of related meals shall be reimbursed to those employees or officials designated to represent the City at meetings or other City business functions that the Council or City Manager deems necessary. 9. Employees or officials of the City who, in the conduct of official City business, are authorized or required to use their personal automobiles for transportation shall be reimbursed at the rate of 24 cents per mile for mileage incurred in the conduct of such business. An itemized mileage expense claim must be submitted to the City Manager for approval. 10. Certain employees of the City are required to drive a City vehicle to their home and keep it there while off -duty. They must do so to be able to respond to emergency situations. These emergency situations include fire and police protection, civil defense and restoring City services such as water, sewer, and streets. It may also be necessary to keep a City vehicle at home for security purposes or other City business purposes. These vehicles must be used for City business use only and cannot be used for the personal use of any employee. The employees who are authorized to keep a City vehicle at their home on a regular basis while off -duty are as follows: The Director of Emergency Preparedness The Chief of Police The Supervisor of Street Maintenance The Supervisor of Parks Maintenance III The Supervisor of Public Utilities The Liquor Stores' Manager -19- 1 1989 City Manager's Compensation Agreement, Schedule I, Continued: g. In the event of resignation, notice thereof shall be submitted in writing to the City Council at least 30 days prior to the effective date. h. In the event of dismissal by the City Council, the City Manager shall be notified at least 30 days in advance of the effective date of dismissal and shall be furnished a written statement of the reasons therefor, and further, shall be granted a hearing thereon, if requested. i. In the event of voluntary resignation or death, the City Manager shall receive severance pay based on 100% of his unused vacation leave and one —third of his unused sick leave. j. In the event of involuntary resignation or dismissal, severance pay based on 100% of his unused vacation leave and one —third of his unused sick leave plus eight months pay (to include health, dental, and life insurance premiums) shall be paid to the City Manager. However, in the event that the City Manager is terminated because of his conviction of any illegal act involving personal gain to him, the City shall have no obligation to pay the eight months severance sum designated in this paragraph. k. Minnesota State Law provides City Managers with a choice of pension plans: PERA or a deferred compensation fund. The City of Brooklyn Center will contribute to the qualified fund of the City Manager's choice a dollar amount equivalent to the required PERA contribution. 1. The City will, at a minimum, provide the cost for the City Manager to attend the state or national ICMA conferences or job related courses, seminars, or training of equivalent cost. 1 1 (AAPC7J) CITY OF BROOKLYN CENTER 1989 EMPLOYEE POSITION AND CLASSIFICATION PLAN SCHEDULE J III PERSONNEL EXPENSE REIMBURSEMENT POLICY PERSONNEL EXPENSE REIMBURSEMENT POLICY 1 t 7 y A.3GH It is necessary that there be a uniform policy of reimbursement for travel, lodging, meals, and mileage expenses incurred by City employees and officials while performing their duties as representatives of the City of Brooklyn Center. It is also necessary that existing reimbursement policies be reviewed annually, and be adjusted when necessary, to reflect the current costs of travel, lodging, meals, and the use of personal automobiles for business use. Therefore, all existing reimbursement policies are hereby ammended to be as follows for costs incurred on January 1, 1989 and thereafter: 1. Reimbursements of travel expenses are intended to refund actual costs incurred by City employees and officials while traveling as authorized representatives of the City of Brooklyn Center. 2. In order to qualify for travel reimbursement, trips to a destination exceeding 100 miles from Brooklyn Center must have the prior approval of the City Manager. 3. Requests for travel advances intended to defray costs incurred while on a trip and prior to susbmission of an expense report shall be submitted to the City Manager for approval at least seven days in advance of the trip. 4. Travel advances shall be limited to 90% of the estimated expenses for lodging, meals, and other related travel expenses. Costs of transportation and registration shall be advanced in full. 5. A properly verified, itemized expense claim shall be submitted to the City Manager for approval within ten days following the date of return from an authorized trip. Expense claims shall be accompanied by receipts for: a. Transportation costs to and from the destination via coach, tourist, or economy class transportation. b. Lodging costs not to exceed a reasonable single occupancy rate as determined by the City Manager. c. Conference or meeting registration fees. d. Any unusual items for which advance approval has been obtained from the City Manager. 6. The mode of transportation must be approved by the City Manager prior to any authorized trip. Personal automobile use for authorized trips will be reimbursed at a rate of 24 cents per mile, or an amount equal to air travel tourist class, whichever is the lesser.