HomeMy WebLinkAbout1981-02 01-12 CCO CITY OF BROOKLYN CENTER
ORDINANCE 140. 81-2
AN ORDINANCE AMEN DING CHAP'T'ER 17 OF THE CITY ORDINANCES
RELATIVE TO PERSONNEL POLICIES
THE CITY COUNCIL OF THE CITY OF BROOKMYN CENTER DOES ORDAIN AS FOLLOWS:
Chapter 17 of the City Ordinances is hereby amended as follows:
CHAPTER 17 PERSONNEL ORDINANCE
Section 17 -101. PURPOSE OF THE ORDINANCE. It shall be the purpose of this
ordinance to establish a uniform and equitable system of municipal personnel
administration for all employees of the City of Brooklyn Center. It is hereby
declared to be the policy of the City that:
1. [Employment in the City service shall be based on merit and fitness, free
of personal, political, religious, gender, age, and racial consideration.]
The City shall recruit and select the most qualified persons for positions
in the City's service. The City shall pursue a policy in the areas of
recruitment and selection to insure open competition, .equal
employment opportunity and to prohibit discrimination because of race,
color, creed, religion, sex, national origin, marital status, age,
status with regard to public assistance disability or other non -job-
related factors_:,.
2. Just and equitable incentives and conditions of employment shall be
established and maintained to promote effectiveness and economy in
the operation of the City government.
3. Positions having the same duties and responsibilities shall be classified
and compensated on a uniform basis.
4. Good employee morale be promoted by consideration of the rights and
interests of employees consistent with the best interests of the
public and the City government.
5. Tenure of employees shall be subject to proper conduct, the satisfactory
performance of work, the availability of work, and the availability
of funds.
Section 17 -102. DEFINITIONS. For the purpose of this ordinance, the
following definitions shall apply:
1. Employer: The City of Brooklyn Center.
2. Permanent Employee: An employee who has successfully completed a
probationary period and who has been appointed to serve on a
permanent full -time or permanent part -time basis in a position so
provided in the budget or otherwise expressly established by the
City Council.
Section 17 -102 (continued)
3. Temporary employee: An employee who has not acquired the status of a
permanent employee, and who is employed on a temporary full -time or
temporary part -time basis.
4. .Benefits: Privileges granted to an employee in the form of vacation leave,
sick leave, holiday leaves, military leave, military induction pay, insur-
ance, or severance pay.
5. Regular pay rate: An employee's hourly or monthly pay rate, excluding
special allowances other than police [college] educational incentive.
Section 17 -103. POSITIONS COVERED BY `PHIS ORDINANal. All offices and
positions in the municipal employ, now existing or hereafter created, shall be
subject to the provisions of this ordinance, except that:
1. The following offices and positions shall be wholly exempt from the
provisions of this ordinance.
a. Officials elected by the people.
b. Members of boards and commissions.
c. Volunteer members of the Fire Department.
d. City Manager.
e. City Attorney.
2. Employees covered by formal labor contracts with the City shall be
exempt from those provisions of this ordinance which are in conflict
with labor contract provisions and such employees shall be limited to
the benefits provided in such labor contracts.
Section 17 -104. APPOINTM= PROCEDURE AND CONDITIONS.
1. By City Manager. All appointments to positions in municipal service
shall be made by the City Manager according to merit and fitness,
consistent with the provisions of the City Charter.
2. [Relationship to Other City Personnel. Whenever possible, and with due
regard for merit and fitness, the City Manager shall avoid the appoint-
ment of any person when such person is related to any elected or appointed
officer or permanent employee of the City.] a ployment of More than One
Family Member. More than one family member may not be employed within
any department where they routinely interact with each other in the course
of business or where one may influence the work or working conditions of
another; nor may relatives be placed where they will work under the
direction of the same immediate supervisor. (In the application of this
policy, a person shall be regarded as related if such person is a brother,
sister, spouse, the lineal ancestor or descendant of the prospective
employee, or the husband or wife of any such brother, sister, ancestor
or descendant, or the first cousin, or the spouse of the first cousin
of the prospective employee.)
Section 17 -104 (continued)
3. Residency Policy. Emergency public safety response requirements dictate
that a reasonable public policy be established for police officer resi-
dency. It is thereby declared that within eighteen months after original
appointment, police officers shall comply with the following residency
requirements:
All sworn personnel must establish his or her residence so
that the driving time between his or her residence and the
police station will be no more than thirty (30) minutes.
Any officer residing east of the Mississippi River, and
who would use either Interstate 694 Bridge or the Cowden
Bridge in Minneapolis, must establish his or her residence
so that the driving time from his or her residence to either
of the aforementioned bridges is no more than .fifteen (15)
minutes.
Section 17 -105. PROMOTION FRCM WITHIN THE SERVICE. It shall be the
polio to fill nonmanagement vacancies in the municipal service by promotion of
permanent employees insofar as consistent with accepted management practices; to
post notice of intent to fill such vacancies for five days; and, in case of equal
qualifications, to give consideration to length of service.
Section 17 -106. PROBATIONARY PERIOD.
1. Purpose. The probationary period shall be regarded as an integral
part of the examination process and shall be utilized for:
a. Closely observing employees' work.
b. Securing the most effective adjustment of employees to their
positions.
c. Dismissing employees whose performances do not meet required
work standards.
2. Duration. All original permanent appointments shall be probationary.
Nonpolice employees shall be subject to a probationary period of
six months service after appointment. At any time during the pro-
bationary period employees may be transferred or dismissed: if their
performances do not meet the requirements for the position as defined
by the City Manager.
3. lies to subject to a probationary
App Promotions. Promotion shall be sec p y
period of six months. If employees who have been promoted are found
unsuited for the work of the positions to which promoted, they may be
reinstated to the position and rate of pay of the position.)frcxn
which promoted, so long as a vacancy exists.
4. Affects Leave Benefits. During the initial probationary period, but
not during a promotional probationary period, employees will not be
entitled to sick leave or vacation leave during the first six months
of service. After six months of service employees will be entitled
to sick leave and vacation leave, the sick leave and vacation leave
to be accrued from the start of the probationary employment.
Section 17 -106 (continued)
5. How Completed. Three weeks before employees have completed their proba-
tionary service, their respective department heads shall evaluate their
records and performances. If the employees' records and performances are
satisfactory, the department heads shall so certify to the City Manager
and, upon approval of the City Manager, these employees shall thereupon
assume the status of permanent employees. If the employees' records
and /or performances are found to be unsatisfactory at any time during
the probationary period, the department heads shall so certify to the
City Manager and the City Manager may, upon written notice, terminate the
If employee
employees immediately. pe rformances are found to be marginal
during the probationary period, the City Manager and a respective employee
may mutually agree to an extension of the probationary period to permit
further possible satisfactory develoFment.
Section 17 -107. COMPENSATION
1. [All employees of the City of Brooklyn Center shall be compensated within
wage and salary schedules established annually by the City Council,
provided, however, that the City Council may amend such schedules at any
time that it deems necessary in the interest of good personnel adminis-
tration as recommended by the City Manager.] An Employee Position and
Classification Plan shall be adopted by the City Council and shall
constitute the official compensation plan for all positions in the
municipal service, except where labor agreements take precedence. The
City Council may amend the Employee Position and Classification Plan at
any time that it deems necessary in the interest of good personnel
administration as recommended by the City Manager.
2. Any wage or salary so established shall represent the total remuneration
for employment, but shall not be considered as reimbursement for official
travel or other expenses which may be allowed for the conduct of official
business. Unless approved by the appointing authority, no employee shall
receive pay from a municipality in addition to that aufhoized for any
position or positions to which [he has] they have been appointed. This
shall not be construed to prevent employees from working in more than
one position when authorized by the City Manager.
Section 17 -108. WORK PERIODS.
1. Regular Work Day and Week. Except for [sworn] employees in the Police
Department, the full -time regular workweek shall be forty hours, generally
with at least two consecutive days off each week and the regular workday
generally shall be eight working hours. Management personnel shall work
such additional 'hours necessary to satisfactorily fulfill the duties of
their position.
2. Police Work Year. [Sworn employees in the Police Department shall annually
accrue a minimum work year consisting of a number of hours equal to eight
(8) times the number of days in a respective year, excluding Saturdays,
and Sundays.] The normal work near for sworn employees in the Police
Department is two thousand and eiqhtv hours (2080) to be accounted for,
b�T each emplovee through hours on assigned shifts, holida,7s, assiqned
traininq, and authorized leave tine. Nothing in this section shall be
interpreted to be a guarantee of a minimum or maximum number of hours
the Employer ma;7 assign emolovees.
Section 17 -108 (continued)
3. Full -Time Service. Full -time service is work for the number of hours
which make up the regularly scheduled weekly or other period of service
in a particular classification, exclusive of leave with pay.
4. Pro -Rata Basis. Whenever permanent employees work for a period of less
than the regularly established number of hours a day, days a week, or
weeks a month, the amount paid shall bear the same relationship to the
full -time monthly rate for the classification as the time actually
worked bears to the time required for full -time service.
Section 17 -109. CALCULATION OF HOURLY RATES. Hourly compensation rates
shall be determined by dividing the annual wage (twelve times the monthly wage) set
for a classification by the number of hours equal to eight times the number of days
in the given year, excluding Saturdays and Sundays.
Section 17 -110. OVERTINIEE AN CAL i RA CK_ PAII&NT..
1. Pursuant to federal and state wage and hour laws, authorized overtime
work in excess of the [regular workweek] scheduled workday performed
by persons other than the City and exempted executives, administrators
and professional employees, shall be compensated for at one and one -half
times their regular rate of pay.
2. A permanent employee given less than twenty -four hours notice for a
call -back to duty at a time other than [his] their normally scheduled
work period shall be compensated at one and one -half times the employee's
regular pay rate for hours worked outside of the scheduled work period.
Section 17 -111. VACATION LEAVE.
1. Amount. Permanent employees shall earn vacation leave at the rate of
five sixths of one working day for each calendar month of full -time
service or major fraction thereof. Permanent employees with five
consecutive years of service through ten consecutive years of service
shall earn vacation leave at the rate of fifteen working days per year
(1 -1/ 4 days per month.) Permanent employees with more than ten con-
secutive years of service shall earn vacation leave according to the
following schedule:
During 11th year of service 16 working days per year (1 -1/3 days /mo.)
During 12th year of service 17 working days per year (1 -5/12 days /mo.)
During 13th year of service 18 working days per year (1 -1/2 days /mo.)
During 14th year of service 19 working days per year (1 -7/12 days /mo.)
During 15th year of service 20 working days per year (1 -2/3 days /no.)
Employees using earned vacation leave or sick leave shall be considered
to be working for the purpose of accumulating additional vacation leave.
2. Usage. Vacation leave may be used as earned, except that the City
Manager shall approve the time at which the vacation leave may be
taken.
Section 17 -111 (continued)
3. Accrual. Employees with less than five years of service may accrue
a maximum of fifteen working days vacation leave. Employees with
five to fifteen consecutive years of service may accrue a maximum
of twenty working days vacation leave. Employees with fifteen
consecutive years or nore of service may accrue a maximum of
twenty -five working days vacation leave. Accruals in excess of the
established maximums may be granted by the City Manager in the best
interests of the City.
4. Termination Provisions. Employees leaving the municipal service in
good standing, after having given proper notice of termination of
employment, shall be compensated for vacation leave accrued and
unpaid, computed to the date of separation.
5. Waiving Vacation Prohibited. Employees shall not be permitted to
waive vacation leave and receive double pay.
Section 17 -112. SICK: LEAVE.
1. Eligibility. Sick leave with pay shall be granted to probationary
and permanent employees at the rate of one working day for each
calendar month of full -time service or major fraction thereof.
2. Usage. Sick leave may be used only for absence from duty because
of personal illness, legal quarantine, or because of serious illness
in the immlediate family. Immediate fancily shall mean brother, sister,
parents, parents -in -law, spouse, or children of the employee. Sick
leave may be used for the purpose of attending the funeral of imme-
diate family members plus brothers -in -law, sisters -in -law, grand-
parents, grandparents -in -law, and grandchildren of the employee.
3. Accrual. Sick leave shall accrue at the rate of one day per month
until 120 days have been accumulated and at the rate of one -half
day per month after 120 days have been accumulated. Employees
using earned vacation leave or sick leave shall be considered to be
working for the purpose of accumulating additional sick leave. [Workmen's]
Workers' Compensation benefits shall be credited against the
compensation due employees during sick leave.
4. Procedure. In order to be eligible for sick leave with pay, employees
must:
a. notify their superior prior to the time set for the beginning
of their normal workday.
Section 17 -112 (continued)
b. Keep their superior informed of their condition_ [if the absence
is of more than three days duration.]
C. [Submit medical certificates for absences exceeding three days
if required by the City Manager.] Furnish a statement f_rcm a
medical practitioner upon the request of the Employer.
5. 11i.suse Prohibited. Employees claiming sick leave when physically fit,
except as otherwise [permitted in this section, shall be cause for
disciplinary action.] specifically authorized in Section 17 -112 (2)
shall be subject to disciplinary action up to and including discharge.
6. No Terminal Sick Leave. Sick leave benefits shall not be granted upon
termination of employment.
Section 17 -113. SEVERANCE PAY. Severance pay in the amount of [one- fourth]
one -third the accumulated sick leave employees have to their credit at the time
of resignation, retirement, or death shall be paid to employees who have been
employed for at least five consecutive years. If discharged for cause, severance
pay shall not be allowed.
Section 17 -114. MILITARY LEAVE.
1. Employees ordered by proper authority to National Guard or Reserve
military service not exceeding fifteen days in any calendar year
shall be entitled to leave of absence without loss of status. Such
employees shall receive compensation from the employer equal to the
difference between [his] their regular pay rate and [his] their
lesser military pay.
2. Employees called and ordered by proper authority to active military
service in time of war or other properly declared emergency shall be
entitled to leave of absence without pay during such service. Upon
completion of such service employees shall be entitled to the same
or similar employment of like seniority, status, and pay as if
such leave had not been taken, subject to the specific provisions of
Chapter 192 of the Minnesota Statutes.
Section 17 -115. LFAVES OF ABSENCE.
1. Leaves of absence without pay may be granted by the City Manager
where the best interests of the City will not be harmed. Such leaves
shall not exceed periods of ninety calendar days unless based on
disability or other good reasons. Vacation and sick leave benefits
shall not accrue during periods of leaves of absence without pay.
Section 17 -115 (continued)
2. LYaployees summoned for jury duty or subpoenaed to testify in court
on behalf of the Employer or for reasons growing out of City
employment shall receive an amount of compensation which will equal
the difference between the employee's regular pay and jury duty or
witness fee compensation received.
Section 17 -116. RELIEF PERIODS. Full -time employees working under con
ditions where a break period is practicable are authorized a fifteen minute
relief period during the first half of the work shift and a fifteen minute
relief period during the second half of the work period.
Section 17 -117. HOLIDAY LEAVE.
1. Holidays Defined. Holiday leave shall be granted for the following
holidays:
NewYear's Day .........................January 1
Washington's Lincoln's
Birthdays ..........................Third Monday in February
B °amrial Day ...........................Last Monday in May
Independence Day ........................July 4
Labor Day ..........................First Monday in September
Christopher Columbus Day .................Second Monday in October
Veteran's Day .......................November 11
Thanksgiving Day .........................Fourth Thursday in November
Post Thanksgiving Day ....................Friday after Fourth Thursday
in November
Christmas Day .......................December 25
Floating Holiday ......................Scheduled with permission
of employees' supervisor.
Floating holidays must be
taken within the calendar
year; they cannot be
accumulated.
Section 17 -117 (continued)
2. Major Holidays. When New Year's Day, Independence Day, Veteran's Day
or Christmas Da fall on Sunday, the following day shall be observed
as a holiday. When the fall on Saturday, the preceding da
p g y shall
be observed as a holiday. Employees absent from work on the day
following or the day preceding sucn a three -day holiday weekend
without the express authorization of the City Manager shall for-
feit their rights to holiday pay for that holiday.
3. Premium Pay. Employees who work a Monday through Friday workweek
who are required to be on duty on any holiday as set out in para-
graph 1 as qualified in paragraph 2, and Police Department Clerk
Dispatchers who are required to be on duty on the day shift on
Thanksgiving, the mid -shift on Christmas Eve, the next succeeding
night shift, and the next succeeding day shift on Christmas Day, the
mid -shift on New Year's Eve, the next succeeding night shift and the
next succeeding day shift on Mew Year's Day shall be paid time and
one -half for the hours worked in addition to the holiday pay.
4. Irregular Work Schedules. In tine case of those employees whose work
function involves working schedules other than a Monday through
Friday workweek, compensation for holidays shall be as follows:
a. Compensatory time off shall be granted for each of the
earned and accrued holidays defined in paragraph 1 [,plus
an additional "floating for sworn Police Department
personnel and Clerk Dispatchers.] Each time off shall be taken
as soon as practicable after the holiday for which it is
accrued and as approved by the Employer.
b. Except as provided in paragraph 3 of this section and
paragraph c below, premium pay shall not be authorized to
tholes persons working irregular shifts for hours worked
on holidays when such work is part of the planned schedule.
c. Compensation for holidays in the form of premium time and
one -half pay in addition to holiday pay may be authorized
for employees working irregular shifts only when the City
Manager deems it imperative that such compensatory time
as may be accrued be waived, with the employee's consent,
in the best interests of the City.
Section 17 -118. TEMPORARY EMPLOYMENT BENEFITS. Temporary employees,
Including part -time liquor store clerks, shall not be entitled to benefits described
In Section 17 -102, subsection 4.
Section 17 -119. RESIGNATIONS.
1. Written Resignations Required. To leave employment in good standina
employees must submit written resignation to the Employer. Such
written notices must indicate the effective date of resignation and
must be submitted at least 14 calendar days before such effective
date. Failure to comply with this procedure may be considered cause
for denying future employment by the municipality and denial of
terminal leave benefits.
2. Unauthorized Absences. Unauthorized absence from work for a period
of three working days may be considered as resignation without benefits.
Section 17- 120.; LAYOFFS. After fourteen calendar days prior written notice,
the City Manager may lay off permanent employees because of shortage of Mork or
funds, abolition of positions, or other reasons. The City Manager may lay off
temporary employees with no prior notice. Permanent employees shall not be laid
off while there are temporary or probationary employees serving in the same positions
for which permanent employees are qualified, eligible, and available. Length of
service in the same position classification shall be considered, but shall net be
4 binding.
Section 17 -121.. DISCIPLINE.
1. General. Employees may be warned, reprimanded, suspended, demoted,
dismissed or subjected to other disciplinary measures.
2. Discipline by Department Heads and Supervisors. Department heads
or their representatives may, upon their own motion or upon the recom-
mendation of a subordinate supervisor, discipline employees in their
departments by issuing warnings and reprimands, or by recommending
suspension, demotion, or dismissal to the City Manager. Supervisors
may, upon their own motion, discipline subordinates by issuing warnings
and reprimands or by recommending suspension, demotion, or dismissal
to a respective department head. For the purposes of this section only,
department heads are the following: Director of Finance, Director of
Public Works, Chief of Police, Director of Planning and Inspection,
Director of Parks and Recreation, Assessor, and Liquor Store Manager.
r
Section 17 -121 (continued)
3. Discipline by City Manager. The City Manager may, upon his own
motion or upon the recommendation of a department head, discipline
employees. The City Manager shall not impose disciplinary suspension
for periods of greater than thirty working days for any single offense.
The decision of the City Manager in such matters shall be final.
4. Procedure. In all cases of disciplinary action a dated written notice
of the proposed disciplinary action shall be presented to the employee.
Section 17 -122. DF1 Employees may be demoted by the City Manager
on the basis of merit, fitness or for cause.
Section 17 -123. DISMISSAL. Employees subject to the provisions of this
ordinance may be dismissed from the municipal service by the City Manager on the
basis of merit, fitness or for cause. Cause shall include, but not be limited to
evidence of any one of the following:
1. Incompetence or ineffective performance of duties.
2. [Conviction of a felony offense or a misdernanor involving moral
turpitude.] Involvement in the commission of a misdemeanor
involving moral turpitude, in tize commission of any gross misdemeanor,
or in the commission of any felony offense.
3. Insubordination.
4. Violation of any lawful or official rule, regulation or order, or
failure to obey any lawful direction made and given by a superior.
5. Intoxication on duty or the consumption of alcoholic beverages or
nonprescription drugs on duty.
6. Physical or mental defect which, iri the judgment of the appointing
authority, incapacitates the employee from the proper performance
of [his] their duties. (An examination by a licensed doctor may be
required and imposed by the appointing authority.)
7. Wanton use of offensive conduct or lanquage toward the public,
municipal officers, superiors or fellow employees.
8. Carelessness and negligence in the handling or control of municipal
property.
9. Inducing or attempting to induce an officer or employee of the munici-
pality to commit an unlawful act or to act in violation of any lawful
and reasonable official regulation or order.
10. Soliciting or accepting any gift, gratuity, loan, reward, discount,
valuable favor, or any such thing of value which is sought or offered
on a basis reasonably considered to be related to City employment
and not generally available to men hers of the general public.
11. Deliberately fi or make a false report or official statement.
12. Proven dishonesty in the performance of duties.
Section 17 -123 (continued)
13. Violations of the provisions of this ordinance.
14. holding any other public office or employment which is incom-
patible with City employment responsibilities, as determined
by the City Manager.
15., Failure to report any interest arising from any relationship
which a i interest with respect
may create a substantial conflict of
to official duties for the City of Brooklyn Center.
Section 17 -124. GRIEVANCE POLICY. It is the policy of the City insofar as
possible to deal promptly and fairly with grievances arising out of terms and condi-
tions of employment. A permanent employee claiming a grievance shall submit such
grievance to the employee's supervisor who shall consider and examine the grievance
and attempt to resolve it to the extent of [his] their supervisory authority.
Failing at that level, the grievance may be referred by the employee to [his] their
department head who shall consider and examine the grievance and attempt to resolve
it. Failing at that level the employee may refer [his] the grievance to the City
Manager for disposition. Failing at that level the employee may present [his]
the grievance to the Public Employment Relations Board pursuant to State law.
Section 17 -125. RETIREME14T. [1 subject to this ordinance shall
be automatically retired from municipal service upon reaching sixty -five years
of age, except that the City Manager may extend the employment of employees beyond
age sixty -five if such continued employment is considered to be in the best interests
of the City of Brooklyn Center.] The normal retirement date for an employee shall
be the employee's sixty-fifth 65 birthday. o The employee ee nas the option to remain
in the municipal service past age 65 according to the following procedure:
1. Thirty days prior to an employee's sixty -fifth (65) birthday the
City shall notify the employee that they have the option of
retiring at age 65 or continuing their employrlerit with the City
to age seventy (70).
2. Employees must notify the City in writing, within 30 days of
receipt of such notice, of their intent to continue working
beyond their sixty -fifth (65) birthday.
3. into employee shall work in any City position who has attained the
age of severity (7 0) years.
Section 17 -126. POLITICAL ACTIVITY. The following rules shall apply
to all City employees:
1. [Campaigning for Others. No employee shall seek or accept election,
nomination, or appointment as an officer of a political organization
which is taking part in a political campaign for City elective office,
nor shall an employee serve as a member of a cormcittee, nor act as
spokesman of such organization. E<uployees shall not seek signatures
to any petition, act as a worker at the polls, use his or her name in
support of candidates, nor distribute badges or pamphlets, dodgers
or handbills of any kind favoring or opposing any candidate for election
or for nomination to a public office of the City.] Candidates for
Public Office. Any City employee who shall become a candidate for
any elective public office of the City of Brooklyn Center shall
automatically be given a leave of absence without pay until they
are no longer a candidate for office, and if elected., such employee
shall resign upon taking office.
Section 17 -126 (continued)
2. No employee of the City shall directl or indirectly, during their
hours of employment solicit or receive funds, or at any time use
their authority or official influence to compel any City employee
to apply for membership in or become a member of any organization,
or to pay or promise to pay and assessment, subscription, or con
tribution, or to take part in any political activity.
[2] -3. Voting and Seeking Office. This section shall not be construed to
prevent any employee from becoming or continuing to be a member of
a political club or organization or from attendance at a political
meting or from enjoying entire freedom from all interference in
casting [his] their vote for the candidate of [his] their choice.
[,nor shall construction of the section, except as provided Below,
limit or restrict employees from seeking election or accepting
appointment to elective public offices other than those of the
City. Employees of the City shall not seek nor accept elective
public offices of the City.]
[3] 4. [Leaves of Absence. Employees seeking public elective offices other
than those of the City may be granted leaves of absence without pay
during their campaigns if, in the judgment of the City Manager, such
a leave would not be detrimental to the best interests of the City.
However, if the needs of the City service require, the vacancy thus
created by the absence of the employee may be filled and the employee
terminated.] Employees shall comply with all state and federal laws
governing the political activity of local government employees (Hatch
Act, Minnesota Statutes 43.28).
[Section 17 -127. F;MPLOYEES ADVISORY BOARD. There shall be established
and amintained an Employee's Advisory Board to serve in an advisory capacity
to the City Manager in the administration of personnel programs.
1. Make -up and Selection. The Employee's Advisory Board shall consist
of three employees who shall be elected by all City employees. It
shall be the duty of the City Clerk to arrange for such elections.
Provisions shall be made such that no tvao of the elected members
shall be from the same department, except that no elected members
shall be precluded from completing his/her terra on the Employee's
Advisory Board because of transfer or promotion.
2. Terms of Office. Each of the elected employee members shall serve
three year terms. No board member may succeed himself/herself, but
shall be eligible for re- election to the Advisory Board following
at least a one year absence from board membership.
3. Vacancies. Board vacancies shall be filled through appointment by
remaining board members if the unexpired term of such vacancy is
less than one year. If the unexpired term is more than one year,
the vacancy shall be filled by a special election of all employees.
4. Functions. The Employee's Advisory Board shall be limited to an
advisory capacity to the City Manager, and members are not vested
with any administrative authority beyond that which they are
entitled by virture of their employment positions.]
This ordinance shall become effective after adoption and upon thirty
(30).days following its legal publication.
Adopted this 12th day of January 19 81
Ma7o z
ATTEST:
!-Clerk
Date of Publication January 1, 1981
Effective Date January 31, 1981
(Underline indicates new matter, brackets indicate matter to be deleted.)
(Notice of Ordinance Adoption Published January 29, 1981.)
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