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HomeMy WebLinkAbout1998 [11] Nov 16 {Book 15} . CITY OF ST. JOSEPH i p.o. Box 668, St. Joseph, MN (320) 363-720 I Fax: 363-0342 .. MAYOR Kenneth J. Hieme z CLERK! ADMINISTRATOR Rachel Stapleton COUNCILORS Bob Loso Cory Ehlert .TWit " Niedenfuer Joint City Council Meeting & i Planning Commission , November 16,·1998 i ! 7:00 P.M. - City Hall I 1. 7:00 P.M. Call to Order 2. Review Planninb Commission's recommended changes to the Zoning Ordinance 3. Adjoum . . . . . CITY OF ST. JOSEPH I 21 First Avenue ¡w P.O. Box 668, St. Joseph, MN 56374 (320) 363-7201 ¡ Fax; 363-0342 I i Ilk i 1. 7:00P.M.l"tOOrder City Council Meeting November 19, 1998 MAYOR 7:00P.M. - City Hall Kenneth J. Hieme z \ 2. Approve Ag~mda I CLERK! 3. 7:00 P. M. . - ~oise Violation Hearing - 123 Cedar St. E. ADMINISTRATOR I Rachel Stapleton 4. CONSENT tGENDA a. Kirk sau,rto clean after Community Day festivities - $50 stipend COUNCILORS 5. Approve Min¡utes - November 5,1998 Bob Loso 6. Bills Payable Overtime and Callouts. Cory Ehlert I .Twit 7. PUBLIC COMMENTS TO THE AGENDA j Niedenfuer i 8. 7:20 P. M. D~partment Heads Report I 9. 7:30 P. M. City Engineer Reports 10. 7:45 P.M.W~tland Ordinance \ . 11. North Park Plat Correctron 12. Art and Edith Hiemenz Lot Split I I 13. Boy & Girls Qlub Program in St. Joseph 14. Copy MachiQe Proposal - Police Department I 15. Communications Site Lease Agreement with US West Wireless, LtC 16. Cable TeleviJ¡On Transfer I 17. Mayor's Rep~rt 18, Council Repo:rts I 19. ClerklAdmini~trator Reports 20. Miscellaneou~ or Announcement Items. 21. Adjoum\ Time slots arete1tative. The Meeting will be rebroadcast at a later date. . ì I I . . . '" i'Ji.'i~i)f"'i'·· '''?¡¡ß¡¡~ ,,\ '''@I'T¥,iÐFS\F!.¡ft!)SERH <,...··.i., ,';".'..·;···.}>.·.ê·/:,..,:···,.,.··..· .""" ':0 ,i :," "''',', ",.<,:.:' .. -,.-.., .,'...... :" ....', ,:- :.... '.",'''''', '.'.", ", ,";'..":. .. ",.',-? 21 First Avenue NW P.O. Box 668, St. Joseph, MN 56374 (320) 363-7201 ovember 2,1998 Fax: 363-0342 Mr. Mike Deutz 1ft ~O Box 634 St. Joseph MN 56374 E: 123 Cedar St. E. MAYOR Kenneth J. Hiemenz ear Mike: his letter has been prepared to provide you with notice and information regarding a proposed CLERK!. uspension. orrevocation of the rental license for the above referenced property. This action is being ADMINISTRATOR ~ken because of an all:eged violation of Ordinance No.1 02 of the St. Joseph Code of Ordinances. Rachel Stapleton lihis violation is alleged to have arisen out of an incident on October 31, 1998 (copy enclosed). i he St. Joseph Cityco~ncilWill review these allegations and consider appropriate action, including a COUNCILORS uspension or revocatiøn of your rental license, for up to a period of twelve months. The meeting will Bob Loso e conducted on Thurs~ay, November 19, 1998 at 7,:00 p.m. in .the St. Joseph City Hall, 25 - 1 st Cory Ehlert renlJe Northwest , Ken Twit i .~iedenfuer . i tthat time you are entitled to a hearing to be conducted in accordance with Minnesota Statutes J4.57to 14.70; This hearing will be for the purpose of determining whether or not the alleged " """".. ,,' .,'''' ü, fatiomdldinfactOCCbU, Atthät h~ring,you have the right.to erosse~minew.nesses,,"dp,"sent vidence on· your behalf. . The proceedings will be video recorded. Based upon the evidence ,','," , '",," "'. resenœd,' theCOUnelltil' then, makes d~erminæion 'as ~'whffiher ornct'thealleged violæiomdidJn f ct occur. 1YOUWiSh ~ ha"" an evidentiary hearing of this type, you, must contact the City Clerkll\dministra~r i writing at least seve~ days prior to the scheduled Council meeting. ,If a request for hearing is not leceived by the City Clerk/Administrator at least seven days before the hearing, you will.then be rnSidered ~ have waived your rightlD have an evidentiary hearing and no evidentiary hearing will be : eheduledA waiver of this right ~ hearing wHlbe equivalent ~an admission of the basic ailegation s) alleged herein and reported by the complaining party. ¡you waive your right ~ h""ri~g, or if an evidentiary hearing is conducted and the Coune;; etermines that·a violationdid'occur,:then. and, inthose.events,th~Councilwill !proceed.imm~diately it· " ',i,,;;,:>;,;;,' '..0 consider a disposition, which may include revocation or suspensionofyourrentallicense;and/ora,,'" fne. ~rior ~ thedete~inationofdisposition. you or your d~lgnaœd representative may ~ddress the i ity Council and at thejtime of disposition. 'in the event of,a revoc~tion or suspension of your rental license, the premises mustbe vacated of all ~enters, within thirty days of the Council action. Any r~ntal occupancy occurring after that time may ¡eSult in criminal, charges. ~ou ha"" the right~ bl reþresentedatthetime ofthisrT1eeting during either the evidentiary hearing, j, requested, orthe dispositional hearing. If you wish to have legal representation, you must hire your . wo attorney. ,If you .have any questions regardíngthelaw or your 'rights,. I suggest that you contact n attorney to discuss this matter. I r ;;¡ . Mr. Mike Deutz November 2,1998 Page 2 Your failure to appearat this meeting will be considered an admission of the allegation and a waiver of your right to address the Council before the determination of a disposition. If you fail to appear, the Council will take whatever action is deemed appropriate and you will be notified of this action at a later time. Sincerely, C?~~ Rachel Stapleton Clerk/Administrator cc: John Scherer Mayor and Members of the City Council Police Chief Bradley Lindgren Police Officer Jeffrey Young Police Officer Jean Gustin . . i I . f()LJCE DEPARTMENT BRADLEY J. LINDGREN. CHIEF OF POLICE I BOX 268. 25N.W. 1ST AVENUE} STj·¡JOSE~H. MINNESOTA 56374-0268 ····(612) 363-8250 EMERGENCY 91T i. .,' CHIEF LI~GREN . ... \ .ti1 ECT: NOISE ftRDINANCE VIOLATION 'I , i AS PER ST JOSEPH CITY ORDINANCE #102 (NOISE ORDINANCE)t PLE~SE BE ADVISE~ THAT 'YOU ARE HEREBY GIVEN NOTICE OF A NOISE VIO ATION THAT OCCURRED AT THE PLACE, TIME, AND DATE LISTED BELOW. J PLEASE FIND ENCLOSED A COPY OF THE AFOREMENTIONED ORD~NANCE. RESOL TION REGARDING ENFORCEMENT OF HOUSING REG I LATIONSt AS ~ELL AS A COPY OF THE ST JOSEPH POLICE DEPrRTMENT REPORi RELATIVE TO SAID VIOLATION. . DATt OF VI OLATIDlI 10- :J{- .'ì:!!' . TIM. OF VIOLATIO~." 0 t ? Y PLAiE OF VIOLATIdN I J:'l . [. C-~""¿ SINfERELV, 1 . ~~G~EN CHI~F OF POLICE 1 ST OSEPH POLICE ¡DEPARTMENT I \ . .1 I .. ,'" \ [cß-----~ . . I / . . . . t f" . Sat 10-31-8 . Joseph Police Department Time: 2:51 am In it fal . Complai nt Reco.,....d Case Numbe'" 1 98002628 Date Repprted: 10/31/98 Reported B : SCSD DOB: Address: 8 7 COURTHOUSE DR. .q.BOX217Apt. .#: Phone #: 612/251-4240 City: ST. LOUD I State: MN Zip Code: 56302 Danger (Y/N): N Complainan: DOB: Add.,....ess:· l. Apt. #: Phone #: City: ... ¡State: Zip Code: Dange.,.... (Y/N): Incident D scription. I ANONYMOUS COMPLOF LOUD MUSIC & VOICES COMING FROM AREA SOUiTH OF VILLAS APTS. LOUD MUSIC COMING FROM 123 E CEDAR TALKED T,O RENTERS CHRISTOPHER CLARK RYAN 122376 PATRICK THEO DOREGOODWIN020177 TOLD EVERYONE TO .LEAVE. SEE REPORTS Sql_I¡:\d/Badge #s: 7702 I 7704 Addt'l Répo.,....ts: Yes P.,....otected: No I i I : .V'dBY: 04 Day: SAT! Date. Committed: 10/31/98 Time Committed: 01 : 2Lt Mess. Key cont...",ol! Numbe.,.... (DCA) Cont. Agency NCIC Ident. (CAG) ECI p8002628 MN073~100 I Dat e Repo·f...ted (RPD> IT i me Repo.,....t ed (n~p) Locat i on Grid Numbe.,.... (LGN) 10/31/98 I 01 :. 24 i Place Committed (PLC): i 123 E~ ... CEDAR I HRD Squad/Badge # (SBN) Time Assig. <TAS) Time A.,.....,..... (H~R) Time Ch.... <TCL> R 7702 01 : 2Lt 01 : 2Lt 01 : 45 I S N U 0 C U C S 01 9250 S . ~ ." . . 1 ST. JOSEPH POLICE DEPARTMENT 1 SUPPLEMENTARY REPORT 1 ICR# 98002628 COMPLAINANT: ST. JOSEPH POLICE DEPARTMENT OFFENSE: NOISE VIOLATION AT APPROXIMATELY 0124 HOURS, SATURDAY, OCTOBER 31, 1998, MYSELF AND SERGEANT JEFF YOUNG WERE DISPATCHED TO A NOISE COMPLAINT. THE STEARNS COUNTY DISPATCHER ADVISED THAT THE COMPLAINANT WAS CALLING FROM THE CAMPUS VILU::¡S APARTMENTS, AND SAID THAT LOUD MUSIC AND VOICES COULD BE HEARD COMING FROM ONE OF THE HOUSES ON THE SOUTH BIDE OF THE COMPLEX. SERGEANT YOUNG AND MYSELF ARRIVED AND DROVE THROUGH THE SOUTH SIDE OF THE APARTMENT COMPLEX. I HAD THE SQUAD WINDOW ROLLED DOWN AND COULD HEAR LOUD VOICES COMING FROM 123 E. CEDAR ST. SERGEANT YOUNG AND MYSELF THAN WALKED UP TO THE HOUSE. AS WE GOT TO THE DOOR, MUSIC WAS . TURNED ON INSIDE THE HOUSE AND WAS QUITE LOUD. AN UNIDENTIFIED PERSON OPENED THE DOOR AND WE ASKED TO TALK TO A RENTER. WE ASKED SEVERAL PEOPLE TO GET A RENTERBEF(JRE CHRISTOPHER CLARK RYAN 12-23-76 CAME TO THE DOOR. HE WAS ADVISED OF THE NOISE COMPLAINT AND TOLD TO TURN THE MUSIC DOWN AND HAVE EVERYONE LEAVE. ANOTHER RENTER CAME TO THE DOOR IDENTIFIED AS PATRICK THEODORE GOODWIN 02-01--77. THEY WERE TOLD BY SERGEANT YOUNG THAT IF WE GOT CALLED BACK TO THE HOUSE, THEY WOULD BE ISSUED A CITATION FOR THE NOISE ORDINANCE. WE TOLD THEM THAT THIS WAS A NOISE VIOLATION AND THE LANDLORD WOULD BE NOTIFIED OF IT. n-IE LANDLORD, 1'r1IKE DEUTZ,WAS TE.LEPHONED AT AÇ-'Ç-'ROXIt'1ATELY Ø153 HOURS. HE DID NOT ANSWER THE PHONE, SOA MESSAGE WAS LEFT ON HIS ANSWERING J'r1ACHINE. AN ORANGE \"IOLATION NOTICE WAS POSTED AT THE RE:.SIDE.NCE. OFFICER JEAN GUSTIN . , . I ! UNOFFICIAl. MINUTES ¡ Page lof8 I · rsuant to due call and n~tice thereof, the City Council for the City of St. Joseph met in regular session on ursday, November 5,1998 at 7;00 p.m. in the St. Joseph City Hall. 1 I embers Present:· Mayor Kenneth J. Hiemenz, Councilors Cory Ehlert, Bob Loso, Ken Twit, Mary N edenfuer. Deputy Clerk I Judy Weyrens. I I hers Present: Steve Streng, Mark Haugen, JaimeeWeisser, Ashley Kuebelbeck, Rachel Drop, Melane B rkalo, Meghan Bot-Millh,Chad Carlson, Gary Heltemes, Steve Johnson, Karen Lander, Rob Peitzman, C stal Charter,· John Scherer, Jeff Young, Patti Torborg, Jerry Frieler. I ayorHiemenz opened the Canvasing Board at 7: 15 p.m. Hiemenz stated the purpose of the Board is to 9 . ew the local election r<!suIts ofþTovember 3, 1998 and canvas the reoul~. The results of the S~ Joseph ayor and Council Election are as follows: M 'OR " '2 " TOTAL KennethlJ. Hiemenz 128 424 346 898 Donald '¡Bud" Reber 134 374 177 685 Undervote 42 101 352 495 I Overvote 0 0 0 0 Write-inl 1 6 2 9 i CT'f COUNCIL I " '2 '3 TOTAL I i Sparky.!þty Loehlein 110 316 197 623 Cory D..Ehlert 166 487 262 915 Bob Loso 145 305 307 757 · Ross Rieke 79 302 91 472 Undervote 109 395 895 1399 Overvot~ 0 0 0 0 Write-inJ 1 5 2 8 I LrSO made a motiontocivas .theresults as stated above; seconded by Ehlert. D~SCUSSion: Ehlert questioned what constitutes an overvote and an undervote. Weyrens clarified that an o ervote occurs when a vQter votes for more candidates than allowed. An undervote occurs when a voter ether chooses not to vote in a particular category or votes for only one candidate when more than one is lowed. I I Ayes:. Hiemertz,Loso,Ehlert, Twit, Niedenfuer Nays; None. I . Motion Carried 5:0:0. . emenz closed the canvasing Board at 7:20 p.m. and opened the Council meetìng. I rove A enda:· Loso.niade a motion to approve the agenda as presented; seconded by Twit. Ayes: Hiemertz, Loso, Ehlert, Twit, Niedenfuer Nays; None. ¡ Motion Carried 5;0:0. I lonsent A enda: Ehlert rnade a motion to approve the consent agenda as follows; seconded by Niedenfuer. a. An amendment to Ordinance 102, Regulation of Noise, prolùbiting Jake Braking. b. Roth Hquse Bids - Fred Schulte, $ 2,500.00 c. Year 20pO Resolutionappoìnting Rachel Stapleton as the Y2K Coordinator. Ayes: Hiemexh,Loso, Ehlert, Twit, Niedenfuer Nays: None.: Motion Carried 5:0:0. · I Roth House Bids: Hiernénz requested the Council clarify the Roth House Bid. .The bid received does not I . dicate who will be respqnsible for site cleanup. Also, the Council may wish to establishatimeframe as I t when the house needs to be removed. Loso stated that the original bid specifications required the tjidder to clean up the site to include removing and filling of the basement. Ehlert discussed the cost of . , . . . u~ MlII/ITfS ' Page 2 of 8 clef<nup and suggested the City may wish to consider paying a portion of the costs involved. Niedenfuer · stal ed that if the desire of the City is to sell the house, the bid submitted would~over the costs of cleanup. E1¥ert made a motion to co*tact the bidder, Fred Schulte, and make the following counter offer: The City wi~l accept $ 2,000 for the sale of the Roth House with the buyer assuming all responsibility for site cleanup. The motion was seconded by Loso. Ayes: Hiemenz; Loso, Ehlert, Twit, Niedenfuer Nays: None. i Motion Carried 5:0:0. i Minutes: Loso made a motion to approve the minutes of October 6 and October 15, 1998 with the folowing corrections; the ~otion was seconded by Niedenfuer. October 6 I Page 1: ~ory Ehlert left at 7:55 p.m. to attend the St. Wendel Township meeting on behalf of the City of St. Joseph I I Page 2: ?elete:· Ken Heinen left at 8:00 p.m. October 15 Page 3: þaragraph5, 1st sentence: change show to shown Page 4: paragraph 2, 2nd sentence: change He had brought he to his request. Page 6: Fhlert Reports, 2nd sentence: add Hiemenz responded.. I Ayes: Hiemeni, Loso,Ehlert, Twit, Niedenfuer Nays: None. Motion Carried 5:0:0. E ert questioned the status of the contested assessment from October 6. He stated that the property owner, Rpbert Theisen, has contaCted him and is waiting for a response from the City as Ehlert was not present for · ~ ¡x>rtion of the .-ing}vhere this was <Jjscussed. he questioned the process for cot¡resting an a sessment. Hiemenz responded that if Mr. Theisen contacted the City he. should be informed that he needs t contact an attorney. The City could not provide Theisen with any additional information. Losomade a ~otion to send Robert Theisen a letter confirming that if he is contesting his assessment he will need to Tmctonattomey The motion was =nnded hyEhiert Ayes: Hiemem, Loso, Ehlert, Twit, Niedenfuer I Nays: None. ¡ Motion Carried 5:0:0. i I Bills Pavable: Loso madei a motion to approve the bills as presented, check numbers 26056 - 26120; I ....... ! S conded by Twit. ] Discussion: Ehlert questioned the deductible for glass coverage. The COWlcilrequested the City Offices contact tbe insurance carrier to determine the cost of adding glass coverage to the existing insurance policy. I ! Ayes: Hiemerlz, Loso, Ehlert, Twit, Niedenfuer Nays: None. I . . Motion Carried 5:0:0. ¡ eyreM~~~.iliecq~~ome the~. of~tionj~forooŒ ~o~on N~~ 3, 1998. Loso made a motion to pay the election judges as requested; seconded by Twit. Ayes: Hiemenz, Loso, Ehlert, Twit, Niedenfuer Nays: None. I Motion Carried 5:0:0. I allouts and Overtime: Niedenfuer made a motion to approve the Overtime and Callouts as presented; sbconded by Loso. ¡ Ayes: Hiemenz, Loso, Ehlert, Twit, Niedenfuer Nays: None. I Motion Carried 5:0:0. · I rbliccomments to the¡ Agenda Ashl Kuebelbeck:. Re+ested clarification on the Roth House. Hiemenz responded that the City is in the I rocess of selling the house and accepted bids for the removal thereof. I i , , i ~ .~ . . . I Page 3 of8 I \ · St e Stren : Questioned if a ballot containing and overvote is a valid ballot.. Weyrens responded that all lots submitted by voters 'are valid ballots. However, the race where the ballot contains too many votes is no counted, where the rest 'of the ballot is tabulated. ! i Y ENGINEER REPORTS I I 90 and 91 st· A venue Pro' ect: Joe Bettendorf, City Engineer, presented the bid results of the Utility ension projectfor 90 apd 910t Avenue. Randy rlamer Excavating $ 161,733.89 R.L. Larson 182,036.03 Three W:..y Excayating 182,910.24 Kuechle µnderground 188,432.02 Molitor ~xcavating 189,628.00 Breitbac4 Construction 196,684.11 Annandale Construction 199,922.50 LarsonExcavating 201,854.37 Redston¿ Construction 210,256.62 Northdal~ Construction 227,753.39 Engineers Estimate: 209,771.95 I C . uncilors questioned Bettendorf as to wherethebig discrepancies in the bids were and if the low bid is a cdmplete bid. Bettendorf ~tated that he has had an opportunity to review the bids, and it is his opinion that thb low bid is complete and recommends the Council accept the bid· Bettendorf further clarified that when thb City bids a project it is 'a quantity bid. The only way a contractor is paid funds in excess of the original bib is. if the· Council appro~es a change order. All the materials used must also meet a specified .standard · sd the Council need not wørryabout sub standard material. Bettendorf clarified the major differences from tHe Engineer's estimate are the removal of Bituminous Pavement and the 8" PVC Sewer Pipe. L~SO made a motion to acJept the low bid of Randy Kramer Excavating in the amount of $ 161,733.8 based on the recommendation oflthe City Engineer. The motion was seconded by Ehlert. Discussion: . Ehle1:t questioned what affect the bid will have on the proposed assessments. Bettendorf statedithe assessments will be based on the actual work and will be reduced. It is his hope to have a prpbable assessment role within 30 days. Bettendorf stated that he has allowed a 1argeJ:' contingencY for the project as a developer is looking at constructing a facility behind Whispering Pines. If that happens, the utilities will need to be extended... Ehlert questioned if it would be pruden~ planning to stub the utilities to the property behind Whispering Pines even if the I proposed develol1ment does not occur. Ayes: Hiemeriz, Loso, Ehlert, Twit, Niedenfuer Nays: None.! Motion Carried 5:0:0. I Proposed Street ImPfovenient - Industrial Park: Bettendorf presented the Council with the proposed street láyout for the IndustrialP~. . He stated the information relates to the proposed Buettener Plat which the 1amûngCOmmission~ be considering on November 9, 1993: J s h StreetFeasibili Je rt - Bettendorf presented the Council with a feasibility report for the I provement of Joseph street. The report contains projected assessments as well as the specifications of ork to be completed. Bettendorf stated that the Council needs to determine if a public improvement l1earing will be held TheiCouncil agreed to discuss this matter at a future meeting on the Capital Itnprovement Plan for .1999. · ~sessment Policy: BettJndOrf stated that he attended a meeting at St. Benedict's·· regarding future plans £ r the property owned b)j the Monastery of St. Benedict abutting CR 121 south of Kennedy Elementary chooL The Monastery is in the process of determining the best use for the property and has requested rojected assessment cost~,. Stearns County has placed the reconstruction ofCR 121 on the Street l provement Plan for 2001. At that time the City would be. installing utilities and replacing old water I I , , . . . , , I , UN~"'CIALMINUTfS i . .,. Page40f8 · matn. Bettendorf further clarified if the City attains a population of 5000 by 2001, they are eligible for Sta~e Aid Funds to help offset the cost of reconstruction. As CR 121 is a County Road, Stearns County wir pay for the center 24f1t of the road with the City paying the balance. Bettendorf further stated ~t when utilities are extended, a Lift Station will need to be constructed with the coSt disbursed to all benefiting properties, similar to the DBL Lift Station. St. Benedict's currently has 1 own ~ system, so .tJ¡ the J!lOPI:I1Y West of CR 121 would not be __Ie for~. Th · Council questioned if ley are ina position to determine probable assessments as there are many va?ables. Ehlert. questioned if Bettendorf could provide projected assessments based on the 1998 policies 1 mtosomng a Wor& cas<:_~rr.- fuathe would prepare so~ for ilie M ,nastery. I Ca ital 1m rovement Meetin : Hiemenz stated the Council needs to establish a special meeting to discuss th proposed Capital Impro.yements for 1999. The EDA is requesting to be part of this process. The Council established November 30, 1998 as a special Council meeting to discuss capital improvements. Jer Engineering Matters:1 Ehlert questioned the construction underway in Klinefelter Park. Bettendorf re~nded that as part of th~ Pond View Ridge Development, the developer is required to enlarge the drainage pond. Therefore, the contractor is cleaning out the upper part of the pond and expanding the I . ,. ! bo~om.. Bettendorf stated the contractor does not want to pay for sod along the upper edges of the pond, but they will be required toi1ay sod and clean the site. ~ 00_" have ~ ¡2~ Avenue SE and anticipate paving ilie """,the week ofNovember~, ¡99~. leatherpennitting, Able ~treet will also be paved. 1198 Street Improvement Bond Sale: Monte Eastvold of Juran and Moody appeared before the Council to · negotiate a bond sale for the 1998 Street Improvements. The bond issue breaks down as follows: I i I $ 240,000 1998 Street Improvement Water &1 Sewer to 90th & 91st 162,000 Estimated Contingencies 20,000 Estimateµ Engineering 91.000 ¡rotal Project 513,000 I IssuanceiExpenses 32,000 I ITotal Bond Issue 545.000 I E;stvold stated that Bond f<tles are at a twenty (20) year low. Ehlert explained the revenue source for the b, nd issue is assessments iffid a tax levy. The maturity rate is 15 years as they usually coincide with the term of the assessments. ~so, the bond has an early call feature so that if the City chooses it can be. paid in si years. Twit questioneq how the call date is established. Eastvold responded that Juran & Moody d,termines call dates. Eastvold stated the net effective rate for the proposed bond is 4.9709%. TLt made a motion autho~ing the issuance, . awarding the· sale, prescribing the form and details, and p oviding for paymentanq security of a $ 555,000 Bond to finance the 1998 Street Improvement Project d Utility Extension of 99th and 91"t Avenue. The motion was seconded by Loso. I I Discussion: Ehlert questioned if there would be an advantage to the City to wait to issue the bonds. Eastvold .~tated that the rates are at a 20 year low and while interest rates are low there is no guarantee theX will. continue to decline. In fact, over the. past two weeks bond rates have increased slightl~. If rates would decrease, they would only drop about 1/10th of a percent. I I · Ayes: Hiemeriz, Loso, Ehlert, Twit, Niedenfner Nays: None. I Motion Carried 5:0:0. astvold stated that state l'awallows municipalities to negotiate a bond sale if the issue is less than 1.2 }lliIDL Therefore,>the Çbuncil needs to authorize IDI1Iß & Moody to pnrchase the ,bond issue. I ,. . . I i I I . . . · urt MlMII7fS.1 . .. .. Page 5 of 8 Twtt made a motion to ente~ into an agreement to sell to Juran andMoody $ 545,000 in General Obligation Im1M'ovement Bonds of 1998 to be dated November 1, 1998, and to mature December 1,1999-2013. All bo~ds will be Book Entry and in multiples of $ 5,000. The average interest rate is calculated at 4.7524%. The net effective rate is calcW.ated at 4.9709%. The motion was seconded by Niedenfuer. Ayes: Hiemenz,1 Loso, Ehlert, Twit, Niedenfuer Nays: None. I Motion Carried 5:0:0. RE Steams: Hiemenz stated that the representatives from REM Steams .could not attend the meeting but in~oduced Rob Peitzmanfr()m Steams County Social Services. Peitzman stated that he.is the Division Director of Human Service~ for Steams County and as such he oversees foster care. The foster care factlity at Ill. - 6th Avenue NW is owned by REM (Robert E. Miller) and will be used to provide housing for four (4) disabled senior ~itizens. REM is a fairly large organization that provides residential living for disabled persons. I pe~tzman stated that it is hiJunderstanding that some question has arisen as.to whether background checks or reighbor notification shoUld be required before a facility is placed in a neighborhood. He stated that there is no need for neighb6r notification as providing a home for disabled persons is no different than prÓviding housing for those' who are not disabled. All persons caring for vulnerable persons are required t0j:ve background checks ~s well as the organizations providing care. State law limits the number of di abled persons per household and most providers are families. Hilmenz questioned if an Jganization purchases a home for.the sole purpose of boarding disabled adults, dOfs it then become a busi~ess operation which would not be compatible with a neighborhood. City Attorney, John Scherer,. s~ted that all foster care providers are paid whether the provider is a family or an organization. Therefore, . the fact than income is generated is not an issue. Further, state law makes · prtvisions for the operation of an location of foster homes. Nifdenfuer stated that she. i'snot opposed to the foster home, but residents have expressed concern. She sptted she is disappointed that the concerned residents did not attend the meeting and requested that pei.tzman leave hisphone ¡umber with the City Offices should further questions arise. Cable Access Channel Rules and Regulations: The Cable Commission submitted proposed rules and pqlicies for the operation of Cable Access Channel 3. Hiemenz stated that his only concern was if someone submitted a tape that was p,ogrammed to damage the equipment.. Steve Johnson, General Manager, Mark T~ain Cablevision, stated that he is unaware of a tape having the capability to do such and does not feel I . , th twould pose a problem. I N edenfuer made a motion;to accept the Cable Policies and Procedures as presented by the Cable C mmission. The motion was seconded by Ehlert. I I I Discussion: Twitl stated that the Cable Commission needs to be prepared to tape all the meetings as stated if the Co~cil approves the policy. Ayes: HiemeU?:, Loso, Ehlert, Twit, Niedenfuer Nays: None. ..) Motion Carried 5:0:0. E ert questioned if the C~ble Commission could be compensated for their time and tapping of meetings. Hiemenz stated that they are currently paid for meetings and are working on job descriptions. It is his ~derstan¥g that after thf job description is complete they will be submitting a proposal for c . mpensatlon. ! clble Television Franchisi Transfer:. Steve Johnson stated that Fanch Communications is in the process of · ~lling Mark Twain Cablerision to US Cable and is requesting the Council consider transfer of the anchise agreement. . Jolulson introduced Karen Lander of US Cable.. Lander discussed the following . ormation: I I I I , , . . . UN FFICIALMINUTfS Page 6 of8 .:. US Cable was formed lit 1976 and started as a limited partnership. At its peak they served 300,000 . customers within 4 stat~s. In 1980 the system was built outand Telecommunications Systems Inc. bought outUS Cable. I .:. US Cable can provide telephone and cable services and is a one million dollar franchise. The franchise is currently serving the :United Kingdom providing cable and telephone. Jnthe UK they have nine times the customers of US West. ¡ I .:. If the cable franchise is! approved, Minnesota will be the largest state served by US Cable .:. US Cable has a history bf keeping pace with technology and have always maintained the system. In fact, US Cable was the 'fIrst cable company to provide 54 channels. .:. The franchise transfer ~hould not create any visible changes to the customer for the first year. It is not the intent of US Cable to make changes to the existing system. I I I .:. The current system is at maximum capacity and will need to be rebuilt. During the process itis anticipated the current Systetnwill be enhanced. AsI the Franchise Agreemerit is rather lengthy and complete, the Council referred the matter to the Cable C9mmission for review. anq comment. Loso requested to work with the Commission in reviewing the agreement. The CouncIl approved the request. Jerican Legion Liquor License Violation: Mayor Hiemenz stated the Council has received a copy of a Po~ice report whereby the tegion received an after hours Liquor Violation which included serving to a ~or Iliem= ~ fue:C~ has~ _on~ m ç~ a peoahy and may msh m coomder a su pended fine of $100 and payment of all administrative fees. I . I L~gion Manager, Patty Torþorg, spoke on behalf of the Legion. She stated the Legion is waiving the right to ¡have an evidentiary hearing and acknowledged the incident did occur. She apologized to the Council an(1 stated she understands 'the seriousness of the violation. JOb Scherer ~ that if L Cooncil suspends the fine, it needs m be clarifio<hvhat constitutes a vi· lation, a similar violation or an after hours violation. 40 "'40 a motiontoleJ a $ 500.00 _<led fine m the American Legion Club Post #328 for ~Uing al· ohol after hours. . The fffie shall be suspended provided the American Legion is not cited for selling al' ohol after hours within ~ period of six months. Further, the American Legion will reimburse the City for al fees/costs related to this violation. The motion was seconded by Niedenfuer. I emenz extended the me~ting at 10:00 p.m. Discussion:. EWeh questioned Torborgas to what preventive measures have been taken since the ;¡ation mas_Ibm the~~ nm be repemed Toroorgresponded that me has _ mthtlre ~ d informed them that they are to leave as soon as they are finished working and minors m:e not be served. T . t expressed concern as Ito whether the fine should be suspended The liquor laws have been established fOl a long time and he doe~ not feel a violation should be considered lightly. The Council needs to c nsider the affect on other liquor establishment and the tolerance level that will be established. ! Ayes: HiemetJ:, Loso, EWert, Twit, Niedenfuer Nays: Twit. Motion Carried 4:1:0. Officer Young stated that the Police. Chief notifies each liquor establishment monthly of liquor citations for . ~eir respective establislurients. The Council requested that this information be submitted to the Council ch month as well as the license holder. Js West Lease AgreemeJ Scherer stated that he and the Mayor have been working with representatives of us West Communications to place telecommuniçation towers on the water tower. The proposed lease is s'milarto the lease with C~1lu1ar2000. However, the towers proposed by US West are to be mounted NE I I I ~ . . . . I U,OFFICIAI. MlNUTES]Page 7 of 8 oflthe tower. The antenna~will be similar to the green utility boxes placed in housing developments. . Söherer stated US West is Willing to landscape around the. equipment. The Council requested Scherer to COt I tact US West and obtanl a ground photo of equipment I j M yor Hiemenz stepped dQwn from his chair at 10:20 p.m. LotSpil- Art & &tith lIiJmenz ~ Mayor 1m1 stated the Council reœive4a requestor ¡\II & &tith æ!emenz to SPlitth. e north 1~.1..20 f Lot 11 Bloc k23.. Peter 1.0 SO.A. ddi.·fi·on.Th. e Council questioned if this m er should be reviewed þy the Planning Commission prior to the Council acting on the matter. Weyrens ted that the Ordinance allows the Council to approve a simple lot split without approval of the Planning C.~!mnu ., '.'S sion .'·Sc herer stat. 00'.. that itW.O u1 dbe. prudentt O. hav ethe Plamun 'gComnu ·s.s.ion revI.'ew th e lot split to make sure the remainin&lots are in confonnance with the Ordinance. Ehlert stated that the Planning C, mmission is meeting onjNovember 9, 1998 and this matter can be placed on the agenda. Niedenfuer m de a motion to refer the lot split request of Art & Edith Hiemenz to the Planning Commission for "J..onSid eration on.. NO..'v,.em be~...:. 9,1998.. Th .e motioo ~.. see onded by Loso, Ayes: Loso,.Ehlert, Twit, Niedenfuer . Nays: None. i Motion Carried 4:0:0. i emenz resumed his chah- at 10:28 p.m. T~t infonned Hiemenz ~t the Council, acting on the recommendation of the City Attorney, referred the lot split to the Planning Commission. Hiemenz stated that by Ordinance the Planning Commission does n , t need to review a simpl~ lot split. Twit stated the infonnation as presented in the Council packet did nit contain a recommendaton from the Planning Commission as in the past. Therefore, he assumed the Panning Commissionw0111d be acting on the matter as previous lot splits. . Copy Machine~oposal - Police Department; Mayor Reports; Councilor Reports - only necessary it ms will be reported; ClrrklAdministrator Reports is all information only. COUNCIL REPORTS I ~ ~ ~nneJ C.+. tiee. ",U forward the ~ Change. s. ,.0 the Persom>cl Policy to the Council E ert: Ehlert stated that he will not be at the November 19 Council meeting. Ehlert requested the Cable Cpmmission consider re-bfoadcasting the Council meeting on a second night rather than three times on 1ondays. i Niedenfuer: Niedenfuer stated that she was in the La Playette on a weekend night and was ina position to o¥serve the patrons upon entering the establishment. The bouncer this particular night was a, peer. At one ~i n.ttw 0 cu. S.tom,.e rsw e,reea.., r,d ed.an'd.e V.entua.,llY let m·.to th. e e..sta bli' shmen t. Niedenfu, erstated.tha tit wa. s o . ous they were underage. She approached the bouncer and identified herself. When questioned about e two patrons that were allegedly minors he responded with flip answers. Niedenfuer stated that she as p oblem with peer bouncer and whether they can perform the job effectively. L~~~r that ~e ~ght she*oticed that ~th back ~oors were locked in.amanner prohibiting patrons from eflting the building. Upott some checking she discovered that Mr. Zmuner had been fined last year by the F~re Marshall's Office for Ithe same offense. Due to the seriousness of the situation, Niedenfuer stated that sre contacted the Fire Chief. N!edenfuer stated that she!has discussed this matter with Chief Lindgren and has received information from I\i¡finneapolis on Alcohol Compliance. Checks. Niedenfuer and Lindgren will be presenting this iMonnation to the City Cquncil in ~ember. ' . dommunitv Dav:NiedeJuerreportedthat Community Day is scheduled for November 22, 1998. qommunityDay will invo,lve a spaghetti .·lunch prepared by the Boy Scouts. Students from S1. John's and SIt. .B~~edi~'s will serve ~e food and cleanup. Lunch will be served from. 11:0.0 a.m. to .1:00 p.m. and actIVItIes wIll be SChedu1¡t from 11:00 a.m. to 2:00 p.m. The Core Comnuttee IS requesting the Council ,"' ~ . . . v ..... uhtMlNII7ft . .. Pago 8 of 8 . aut0rize thefollowing expbnditures: $ 300.00 - food expenses; $ 50.00 school rental fee. Loso made a motion to authorize the ex¡Xmditure of $ 350.00 for Community Day. . The motion was seconded by Ehlert. I Ayes: Hiemenzj Loso, Ehlert, Twit, Niedenfuer Nays: None. I Motion Carried 5:0:0. Sa e of Surplus Property: The Fire Board received bids on the 1986 Rescue Van and is recommending the COFcil authorize the sale to Eden Valley, the high bidder. Ehlert made a motion to accept the bid from Eden Valley in the amount of $ 3,370.00 for the purchase of the 1986 Ford Rescue Van. The motion was sedonded by Twit. I Ayes: Hiemenz~ Loso, Ehlert, Twit, Niedenfuer Nays: None. Motion Carried 5:0:0. I The City has 10 surplus Christmas decorations and the Fire Department is recommending the Council relbase them to the Departtrtent of Natural Resources who will donate them to a needy City.··, Niedenfuer m de a motion to release thb surplus Christmas decorations to the Department of Natural Resources as I rested; seconded by Loso. Ayes: HiemenzJ, Loso, Ehlert, Twit, Niedenfuer Nays: None. Motion Carried 5:0:0. Councilor Twit stepped dok from his chair at 10:45 p.m. FiJe Relief Association 19919 Contribution: . Ken Twit, Treasurer of the Relief Association, presented a prfposal for the 1999 Relief contribution. Twit discussed the alternatives available to the City. If the City dOFs not make a contribution to the. fund, the Relief Association gains control while the City is still liable. ~e other alternative is to illcreasethe annual contribution creating a deficit. This deficit would then re ,uire a local contribution:and the City would retain control of the fund Therefore, the Fire Board has . retommended the City Council approve an increase in the annual retirement contribution from $ 1,200 to $ ,500 effective January 2) 1999. Loso made a motion to amend Appendix A of the Fire Relief Dues to th! following: Effective January 2, 1999 the St. Joseph Fire Relief Association shall pay to each member oflthest. Joseph VolunteeriFire Department the sum of $ 1,500 for each year that the member has served as an active member of the.8t. Joseph Volunteer Fire Department. The motion was seconded by Nr ... ... Ayes: Hiement Lo8O, Ehl~Niedeofoor , . Nays. None.: Motton Camed4.0.0. i I T I it resumed his chair at lr:55. Ad'oum: Loso made a m~tion to adjourn at 10:55 p.m.; seconded by Twit. Ayes: HiemenZ, Loso, Ehlert, Twit, Niedenfuer I Nays: None. I Motion Carried 5:0:0. I ~;J~~ Deputy Clerk . ,.,:¡. ...,. . . . . 13 Nov 1998 Bills Payable Page 1 Fri 12:37 PÞI I City of St. Joseph I Novelber 19, 1998 . I ' Check Transaction Depart . NUlber Nale i Alount COllents Description Fund 26121 ClAIRE~1 RON I 90.00 election judge Elections 101 26122 SRPKO, . I 90.00 election judge Elections 101 26123 GILL,. .. I 105.00 election judge Elections 101 26124 GILLITZER, ADELINE i 105.00 election judge Elections 101 26125 JOHNSON, ~RIS I 90.00 election judge Elections 101 26126 LESNICK,. RGE : 90.00 election judge Elections 101 26127 LlEII..EIN, RAYÞIOND r 300.00 CDllunity Day, Food LegislativeCollitties 101 26128 MEYER, l£IINDER 90.00 election judge Elections 101 26129 NAHAN,T' 90.00 election judge Elections 101 26130 PFANt£NS~IN, JAM : 90.00 election judge Elections 101 26131 PFANNENS~IN, GENE : 90.00 election judge Elections 101 26132 REBER, KEµY i 63.00 election judge Elections 101 26133 SADLO, DOROTHY 105.00 election judge Elections 101 26134 SOŒiDERnO ANN 90.00 election judge Elections 101 26135 ST. J~ LAB sam. 50.00 COllunity Day, Rent Legislative CDllitties 101 26136 TAIfEN, I OSIE 72.00 election judge Elections 101 26137 TRINKLIEN, CAROLINE 90.00 election judge Elections 101 26138 ABBOTT, tONNIE I 45.003 park board leetings Legislative CDllitties 101 26139 AIRCDMM OF ST. CLOUD '60.00 relove radio/siren rescue Fire Fighting 105 26140 AMERICAN PAGING 17.07 pager, Lindgren COllunicationService 101 26141 AT & T 40.58 long distance Salaries & Adlinstrative 101 26141 AT & T 6.21 long distance Salaries & Adlinstrative 101 . 26141 AT & T 6.28 long distance COllunication Service 101 26142. AT &T3W RE1..ESS SERVICES 11.69 cell phone ,po lice cO.lluni cation Service 101 26143 AUTO PAR S WEST 29.82 balllDUnt (hitch) Fire Fighting 105 26144 AVON IME ' 225.00 lile, ballfield Ball Park and Skating Rink 101 26145BRANNAN'~ LOCKSMITH I 2.61 keys, police Crill! Control & Investigation 101 26146 BR{} NINGffiRRIS INDUSTRIES I 182.84 refuse rmval Park Areas 101 26146 BRDWNI~RRIS INDUSTRIES I 96.32 dUlpstet', plant Adlinistration and general 602 26146 BRDWNING)ÆRRIS INDUSTRIES I 7,544.00 dUlpster, residential Waste Collection 603 26147 CELLULARI2000 56.03 cell phone, dick Adlinistration and General 601 26147. CELLULAR! 2000 132.58 cell phone, police COIIunicat ion Service 101 26147 CELLULAR 2000 0.74 cell phone-1-19407-8 Salaries & Adlinstrative 101 26148 CENTRAL ~ORCAR SPECIALTIES 283.40 repair squad car,98 LUlin AutolotiveServices 101 26149CHADER BUSINESS EQUIPMENT 490.49 service contract,copy Icn Crile Control & Investigation 101 I 26150 CITY OF ST. CLOUD 8,347.02 seller. use rental, october Sewage Treahent Plant 602 26151 COLD spdU41 ELECTRIC SERVICES I 2,101. '51. chrishas light, wiring Ice & Snow RelDYal 101 26152 DISPLAy'1SALES i 7,000.25 christlas decorations Street Maintanence 101 26152 DI~Y.lSA..ES 95.21 chrishas bulbs Street Maintanence 101 26153 OJ'S ~ICIPAI.. SYPP\..Y CO. i 111.245 broOlS, squeegee Street Maintanence 101 26154 DIJÐIN, IKIM I 69.22 cleaning services City Hall 101 26154 DUNCAN, IKIM 69.22 cleaning services City Hall Annex 101 26155ELECTaI SYSTEMS & SOFTWARE 14.70 election supplies Elections 101 26156 ELECTRI I ÞlJTOR. SERVICE 89.65 bolts, truck repair Street Maintanence 101 261'51 EME I MEDICAL PRODUCTS 86.26 ledical supplies Medical Services 105 26158 .F IRS TStATEBAN<. i 3.15 collection fee Adlin istrat ion and General 601 26158 FIRST S ATE BANK I 3.15 collection fee Adlinistration and general 602 I . 26158 FIRST STATE BANK 3.15 collection fee Waste Collection 603 26159 G & K SERVICES 43.95 tONels, fire hall Fire Fighting 105 26160 GALL'S Nt 85.97 slil jil, car opening wdg Crile Control & Investigation 101 i , , I I I I I i I I " 13 Nov 1998 Bills Payable Page 2 Fri 12:37 PM City of St. Joseph NOYl!lber 19, 1998 . DIeck Transaction Depart NUlber Nale Alount COllenh Description Fund 26161 SOPHER STATE ONE-CIti 49.00 notification fee Adlinistration and General 601 26161 SOPI£R STATE 0NE-cAlL 49.00 notification fee Adlinistration and general 602 26162 HARDRIVES 24.71 street repair lix Street Maintanence 101 26162 HARDRIVES 194.04 street repair lix Street Maintanence 101 26162 HARDRIVES 37.06 street repair lix Street Maintanence 101 26163 HAWKINS WATER TREATMENT Gm 12.00 Nater tests Puri fication 601 26163 HAWKINS WATER TREATJIENT Gm 24.00 Nater tests Purification 601 26163 HAWKINS WATER TREATÞENT Gm 12.00 water tests Purification 601 26164 HEIMAN FIRE EOOIPMENT, IHe 37.34 sloke fluid Fire Fighting 105 26164 HEIMAN FIRE EOOIPMENT, lHe 147.95 socks and pads Fire Fighting 105 26164 HEIMAN FIRE EOOIPMENT, IHe 122.50 hellet Fire Fighting 105 26165 I£NRY & ASSOCIATES 986.89 leter connections, flags Di stribut ion 601 26166 HIEÞlENZ, KENNETH 27.95 IHeage Mayor 101 26166 HIEÞIENZ, KENNETH 10.28 apo ltg, mls Mayor 101 26167 HONER RENTAL SUPPlY 91.60 cOlpressor-bloN water In Park Areas 101 26168 HIlS NJRSERY 2,130.00 20 trees Park Areas 101 26169 KLN DISTRIBUTING 35.00 trouble shoot cOlputer pr Salaries & Adlinstrative 101 26170 LEE'S ACE HARDWARE 101.64 repair supplies Maint Shop 101 26170 LEE'S ACE HARDWARE 6.21 repair supplies Adlinistration and General 601 26170 LEE'S ACE HARDWARE 32.29 repair supplies Park Areas 101 26170 LEE'S ACE HARDWARE 6.66 repair supplies Street Maintanence 101 . 26170 LEE'S ACE HARDWARE 30.99 repair supplies Sewer Lift Stat ion 602 26170 LEE'S ACE HARDWARE 192.00 repair supplies Fire Fighting 105 26171lEEF BROS 5.20 floor runner City Hall 101 26171lEEF BROS 10.40 floor runner Ci ty Hall Annex 101 26171lEEF BROS 16.50 clothing allowance Street Maintanence 101 26171lEEF BROS 16.50 clothing allowance Park Areas 101 26171lEEF BROS 16.50 clothing allowance Adlinistration and General 601 26171lEEF BROS 16.50 clothing allowance Adlinistration and general 602 26172 LOoo'S STORE 6.77 pens Elections 101 26173 MCDOWALL COMPANY 24,857.00 roof repairs City Hall 101 26174 MERIDIAN AGGREGATES 112.45 street repair laterial Street Maintanence 101 26175 MUSKE, CHUCK 60.00 park board, 3 ItgS, sec Legislative COllitties 101 26176 NIEDENFUER, MARY 20.80 Iii eage Council 101 26177 NORTHERN STATES POWER 1,534.32 stt'eet lighting Street Lighting 101 26178 OFFICE MAX 73.87 Office supplies Street Maintanence 101 26178 OFFICE MAX 146.12 Office supplies Crile Control & Investigation 101 26178 OFFICE MAX 2.43 Office supplies Econolic Developlent Authority 101 26178 OFFICE MAX 180.73 Office supplies Salaries & Adlinstrative 101 26179 PFANNENSTEIN, NEt. 10.00 8' blue spruce Park Areas 101 26180 Rlm.PH'S IHe 51.39 tractor repairs Park Areas 101 26181 S & T OFFICE PRODOCTS 214.30 linute books (2) Salaries & Adlinstrative 101 26182 SAI4' S a.UB 5.99 election supplies Elections 101 26183 SCHRODEN'S OOERPRISES 135.00 weed cutting Waste Collection 603 26184 ST. a.oon FIRE EOOIPMENT 23.50 extinguisher fill Fire Fighting 105 26185 ST. a.oon TIMES 203.58 buettner, plat Legislative Conitties 101 26185 ST. a.oun TIMES 30.45 contardo, special use Legislative COllitties 101 . 26185 ST. a.OUD TIMES 85.26 election publications Elections 101 26185 ST. a.OUD TIMES 99.18 li11streal, publication Recreation Association 101 26185 ST. a.oun TIMES 256.41 election, ballot Elections 101 13 Nov 1998 Bill s Payable Page 3 Fri 12:37 PM City of St. Joseph . Check Nomber 19, 1998 i ¡Transaction Depart NUlber Hale I AlOunt COllents Descri tion Fund 26186 ST. ~MILUNG 22.51 grass seed Park Areas 101 26187· STAPLETOO . RACI£l. 55.00 access training Salaries & Adlinstrative 101 26188 STREICHER~ 172.90 jacket, leyer Crile Control & Investigation 101 26189 STlfVE'S RAGE INe 36.76 LOF, 96 Ford Autolotive Services 101 26189 STlfVE'S GARAGEINe 22.91 LOF, 98 LUlina Autolotive Services 101 26189 STlfVE'S RAGEINe 46.29 LOF,. Ford Crown Vic Autolotive Services 101 26190 TRUSTEE I TRIAL FUND 5,523.79 ledical dental life 101 26191lU U INSURANCE 330.63 disability. insurance 101 26193 US UN< 66.41 telephone COllunication Service 101 26193 US UN< 46.60 te lephone COIIunication Service 101 26193 US UN< 38.55 telephone Adlinistration and general 602 26193 US LIN< 46.60 telephone Salaries & Adlinstrative 101 26193 US LIN< 46.60 telephone Fire COllunications 105 26193 US LINK 46.60 telephone Puri fication 601 26193 US LINK 46.60 telephone Econolic Developlent Authority 101 26193 US LINK 92.59 telephone Salaries & Adlinstrative 101 26193 US LINK 41.62 telephone City Hall 101 26193 US LINK 17. 96 te I ephone COIIunication Service 101 26193 US LINK 46.60 telephone EconolÍc Developlent Authority 101 26193 US LINK 46.60 telephone Econolic Developlent Authority 101 26193 US LINK 0.77 long distance Salaries & Adlinstrati ve 101 . 26193 US LINK 0.74 long distance Fire COIIunications 105 26193 US LINK 0.21 long distance Mai nt Shop 101 26193 US LINK 0.22 long distance COllunication Service 101 26193 US LINK 2.41 long distance COllunication Service 101 26193 US LIN< 0.04 long distance City Hall 101 26193 US LINK 1.55 long distance Salaries & Adlinstrative 101 26193 US LINK 0.12 long distance Salaries & Adlinstrati ve 101 26193 US LINK 7.48 long distance Econolic DeveloplentAuthority 101 26194 US WEST ICATIONS 10.90 telephone Adlinistration and General 601 26194 US WEST ICATIONS 48.84 telephone Salaries & Adlinstrative 101 26194 US WEST ICATIONS 7.10 telephone City Hall 101 26194 US WEST ICATIONS 14.37 telephone Fire COllunications 105 26194 US WEST ICATIONS 6.49 telephone COllunication Service 101 26195VIKINSI TRIAL COOER 36.00 gloves Adlinistration and general 602 Grand Total 68,597.99 . . Overtime and Callouts Ray Bechtold Jason Dahl 10-17-98 2.00 hrs Weekend work 10-22-98 2.00 hrs Court 10-18-98 2.00 hrs Weekend work 10-26-98 4.00 hrs Asp Traînîng Joel Bill Virginia Gustin 10-16-98 5.00 hrs safe & sober 10-26-98 4.00 hrs Asp Trainîng 10..;18-98 .50 hrs suicidal female 10-22-98 10.00 hrs safe & sober Brad Lindgren 10-26-98 4.00 hrs Asp Traînîng 10-21-98 2.00 hrs Core Meetîng Jim Marthaler 10-26-98 4.00 hrs Asp Traînîng 10-22-98 5.00 hrs Street Cleaning Jeff Young 10-24-98 2.00 hrs Weekend work 10-25-98 2.00 hrs Weekend work 10-22-98 2.00 hrs Court 10-21-98 3.00 hrs Court 10-26-98 4.00 hrs Asp Traînîng 10-23-98 1.00 hrs Fînish arrest 10-27-98 2.00 hrs Court . . . 13 Nov 1998 Counc~ I Report Page 1 Fri 1:39 PM City of I St. Joseph I October 1&, through Ocober 29, 1998 ! . This This I Year To Year To Current i Pay liOd Period Period¡ Beginning Date Date Current Description Per ued Taken Taken I Balance Accrued Taken Balance Count Elployee NaIe Bechtol~, Raymd I Sick leave IIn~IIIII.lIIlIInu 0.001 720.00 0.00 0.00 720.00 1 Vac 5 * 1111111111 0.00, 232.00 169.18 205.50 195.68 1 Holiday Bal * 1111111111 0.00 0.00 0.00 0.00 0.00 1 COlp Tile III 1111111111 0.00, 0.00 0.00 0.00 0.00 1 - - -I -- - - - 0.00 0.00 0.001 952.00 1&9.18 205.50 915.68 4 Totals Elployee Na eBechtold, RaYlond I ! Elployee Nale Bill, J el Sick leave 1111'11111 1111111111 0.00 32.00 88.00 0.00 120.00 1 Vac 1 Police 1111111111 1111111111 0.00 0.00 40.00 0.00 40.00 1 Holiday Bal fIff~ Ilflffflfl I 0.~ 15.00 80.00 75.00 20.00 1 C"p n.. ß 1111111111 0.~ 0.00 49.00 13.00 3&.00 1 - - - - - - - I 0.00 0.00 0.00 47.00 257.00 88.00 21&.00 4 I Totals Elployee Na e Bill, Joel ¡'pl.y,.NaJ. eart:::!.::ad , I I .week 1IIIIIIIIm 0.00 0.00 73.77 52.00 21.77 1 leave :::f'lfIf flfflffiH 0.00 48.00 92.00 74.00 66.00 1 COlp Tile lIiH flffHHH 0.00 54.50 54.00 84.00 24.50 1 Ho !iday Bal · 1111 r ,.11, 111111.111 0.00 0.00 8.00 0.00 8.00 1 i I - - - -- - 0.00 0.00 0.00 102.50 2?.7.77 210.00 120.27 4 , Totals Eœployee NaIe Carlson, Chad I Elployee Nale Dahl,Jrson I i Sick leave IIII~IIIII HHHHII 0.00 0.00 76.00 1.00 75.00 1 , Vac 1 Police IHIHHH 1111111111 0.00 0.00 0.00 0.00 0.00 1 Holiday Bal I 0.00 0.00 60.00 30.00 30.00 1 IflffHIH III III I II I COlp Tile H~ 1111111111 0.00 0.00 23.50 21.50 2.00 1 , - - I - -- - - - 0.00 0.00 0.00 0.00 159.50 52.50 107.00 4 Totals Elployee NaIe Dahl, Jason ! I Elployee NaIe Generous, Mary Sick leave I~I 1111111111 0.~ 205.00 88.00 23.00 270.00 1 I Va!: 3 Week 11111111111 flffHHH 0.00 160.00 101.42 33.25 228.17 1 COlp TimeHHlHIH 1111111111 0.~ 70.25 23.62 18.50 75.37 1 ~!iday Bal "1"""1111111111 0.00 8.00 12.00 20.00 0.00 1 - - - - - - I 0.00 0.00 0.00 443.25 225.04 94.75 573.54 4 .tal, (IP1,y"T Soo"",. ~ I Elployee Nale Gustin, Virginia I Sick l.... "'r.m IIIUIIIII 0.00 439.50 88.00 0.00 527.50 1 I I . 13 Nov 1998 Council Report Page 2 Fri 1:39 PÞI City of st. Joseph October 16, through Ocober 29, 1998 · This This Current Year To Year To Leave Pay Period Period Period Beginning Date Date Current Description Per lÈC1'ued Taken Taken Balance Accrued Taken Balance Count Elployee Nale. Gustin, Virginia Vac 3 Police 1111111111 1111111111 0.00 120.00 0.00 110.00 10.00 1 Holiday Bal 1111111111 1111111111 0.00 5.00 80.00 65.00 20.00 1 COlp Tile 1111111111 1111111111 0.00 54.00 15.00 49.50 19.50 1 - - - - - - - - 0.00 0.00 0.00 618.50 183.00 224.50 577.00 4 Totals Elployee Nale Gustin, Virginia Elployee Nale Lindgren, Brad Sick Leave 1111111111 1111111111 0.00 333.70 88.00 40.00 381.70 1 Vac 3 Police 1111111111 1111111111 0.00 120.00 0.00 80.00 40.00 1 Holiday Bal 1111111111 fHfHHH 0.00 16.00 80.00 66.00 30.00 1 COlp Tin 1111111111 1111111111 0.00 82.75 81.50 114.00 50.25 1 - - - - - - - - 0.00 0.00 0.00 552.45 249.50 300.00 501.95 4 Totals Elployee Nan Lindgren, Brad Elployee Nale Marthaler, Jil Sick Leave HfHHfH 1111111111 0.00 720.00 0.00 0.00 720.00 1 · Vac 4 Ilk +2. I111111111 1111111111 0.00 210.00 148.72 124.00 234.72 1 Holiday Bal *111111111 11111111I1 0.00 0.00 12.00 12.00 0.00 1 COlp Tile fllIUIIU HHfHHf 0.00 37.00 10.00 5.00 42.00 1 - - - - - -- -- - 0.00 0.00 0.00 967.00 170.72 141.00 996.72 4 Totals ElployeeNale Marthaler, Ji. Elployee Nale Meyer, Brad Sick Leave flllllllll II11I11111 0.00 391.00 88.00 9.00 470.00 1 Vac 3 Police fHfHHH IIIIIIUII 0.00 160.00 0.00 135.00 25.00 1 Holiday Bal IUHHfH fHHUIH 0.00 15.00 80.00 65.00 30.00 1 COlp Tile fHHHfH fHHHfH 0.00 32.50 21.00 39.50 14.00 1 - - - - - - - - 0.00 0.00 0.00 598.50 189.00 248.50 539.00 4 Totals Elployee Nale Meyer, Brad Elployee Nan Stapleton, Rachel Sick Leave 1111111111 fHHHfH 0.00 720.00 11.00 11.00 720.00 1 Vac4 Week 1111111111 HHHfHf 0.00 200.00 135.30 112.50 222.80 1 COlpTile HHfHfH HfHHfH 0.00 80.00 7.50 41.75 45.75 1 HolidayBal fHHHfH 1111111 III 0.00 0.00 8.00 8.00 0.00 1 - - - - - - - - 0.00 0.00 0.00 1,000.00 161.80 173.25 988.55 4 · Totals Elployee Nale Stapleton, Rachel Elployee NaleSworski, Mike Sick Leave 1I11111111 1I11111111 0.00 504.00 88.00 0.00 592.00 1 , .^ 13 Nov 1998 Council Report Page 3 Fri 1:39 PM City of I St. Joseph . Octoberl6,thr~ugh Ocober29, 1998 This This Current I Year To Year To leave Pay ~eriod Period Periodl. Beginning Date Date Current Description Per ACcrued Taken Taken! Balance Accrued Taken Balance Count Elployee NaIe Sworski,l Mike ^ ¡ Vac 3 \leek 1111111111 iHfHHH 0.00! 120.00 101.42 112.00 10'M2 1 COlp Tile · ::::~IIIII UlIIIIIII 0.00 7.00 45.50 47.50 5.00 1 Holiday Sal ffiH 1111111111 0.001 0.00 0.00 0.00 0.00 1 I - - - -- - - -- - I 0.00 0.00 0.00 631.00 234.92 159.50 706.ltZ 4 Totals EIPIOyeeNT Sworski, Mike E~l,y.. Haft Tau;;:.¡::. I i Vac 5 IIIIIIIIII 0.00 261.00 169. 18 117.00 313.18 1 Sick leave mfHHH 1111111111 I 720.00 0.00 0.00 0.00 720.00 1 Holiday Sal I 1111111111 0.~ 0.00 16.00 16.00 0.00 1 COlp Tile 1111111111 0.00 79.00 67.00 59.00 87.00 1 - - , - - - - - 0.00 0.00 0.00 1,060.00 252.18 192.00 1,120.18 4 Totals Elployee Ha e Taufen, Dick Elployee Hale \leyrens Judy I .leave HH fHHHm 0.00 720.00 0.00 0.00 720.00 1 \leek UHHHH 0.00 200.00 135.30 45.00 290.30 1 COlp The Imf 1111111111 0.00 80.00 3.00 2.50 80.50 1 Holiday Sal mu muum 0.00 0.00 4.00 4.00 0.00 1 --- - - - - - - 0.00 0.00 0.~ 1,000.00 IltZ.30 51.50 1,090.80 4 Totals Elployee Nale Weyrens, Judy Espl.y., Na" Y,ong, r.flreY I i Sick leave UH~HHI. HHUHU 0.00 720.00 0.00 0.00 720.00 1 Vac 4+2 Pol mfr**** UfHHHf 0.00 250.00 -30.00 140.00 80.00 1 Holiday Sal UH~IHH HHUfm 0.~ 25.00 70.00 65.00 30.00 1 COlp Tile UfKUUf IUlIIIIII 0.00 90.00 46.00 60.00 76.00 1 I - -- -- - - - - I 0.00 0.00 0.00 1,085.00 86.00 265.00 906.00 4 I Totals Elployee N Ie Young, Jeffrey I - - - - - - -- - Grand Total 0.00 0.00 0.00 9,057.20 2,707.91 2,406.00 9,359.11 56 . 1'. ",:1< . . . .. ." V Raj kowski . ~~~~~~~ lid. 11 Seventh Avenue P.O. Box 1433 St. Cloud. MN November 11, 1998 320-251-1055 Ms. Rachel Stapleton St. Joseph Clerk Administrator Toll Free 800-445-9617 City Hall Fax 320-251-5896 P.O. Box 668 St. Joseph, MN 56374 rajhan@cloudnet.com RE: Proposed Wetland Ordinance Our File No. 18,889 Dear Rachel: I have had an opportunity to review the proposal regarding a wetlands ordinance, consider it in relation to existing state statutes and discuss local regulation with the . Stearns County Environmental Office. Before I begin drafting a proposed ordinance, I think it would be useful to provide the City Council with my comments and suggestions with respect to the adoption of a separate wetlands ordinance and other alternatives. As you are aware, the State of Minnesota enacted a comprehensive Wetlands Conservation Act in 1991. The statute, and administrative rules adopted pursuant thereto, identifies wetlands, prohibits a number of activities within a wetland, provides Frank J. Rajkowski .. for an evaluation process relative to wetlands and a procedure for the replacement of destroyed wetlands. Gordon H. Hansmeier The statutory provisions permit a local unit of government to adopt an alternative to Frederick L. Grunke the rules and regulations created by the State law.. The statute sets forth a process Thomas G. by which a local unit of government can adopt a comprehensive wetland protection John H. Scherer' and management plan acting under its statutory authority to regulate land use. Paul A. Rajkowski' In the event a City wishes to adopt its own wetland regulation, it must first provide notice to the State Board of Water and Soil Resources, Commissioner of Natural Kevin F. Gray Resources (the "Board), MPCA, adjacent local units of government and public notice William J. Cashman to the residents in the City of St. Joseph. The local plan must be implemented by ordinance, providing for classification and inventory of wetlands within the area. Richard W. Sobalvarro There must be an assessment of the wetland functions using a methodology chosen Beth S. Thompson by a technical evaluation panel from one of the methodologies approved by the Board. .idget M. Lindquist tte R. Hansen Mark E. Arneson Scott G. Hamak Frank J. Rajkowski and W Sobalvarro are admitted to practice in North Dakota, Gordon H. Hansmeier 1(1' North Dakota and ltVisconsin, Paul A. Rajkowski in Wisconsin and William J. Cashman in South Dakota. -Member of AmericanBoard of Trial Advocates. ·QuaJified ADR Neutral. v ~ ~ I Ms. Rachel Stapleton · November 11, 1998 Page -2- After the City adopts an ordinance, it has to go before the Board for review and approval. If not approved by the Board, it either has to be amended to meet with their approval, or ultimately submitted to the court to determine whether or not the local plan complies with the goals of the state statute. Overall, the process of adopting local regulation will carry with it time and significant expense. <The greatest part of the expense will come with the· need for technical support on the issues of wetlands identification and regulation. T assume that it will be necessary to employ an hydrologist or other professional to assist the City in enacting the ordinance and its ongoing enforcement. I spoke with the Steams County Environmental Office to see if any other cities or townships within the area have enacted their own ordinance. Sartell is the only one to do so as of this time. It is my understanding that Sartell contracts for technical support and administration of their ordinance. The Environmental Office did not know whom the City of Sartell used. The County office did not provide that service. Currently, the Steams County Environmental Office addresses wetland issues in other parts of the County, including St. Joseph. I recommend that the City of St. Joseph does not adopt its own comprehensive wetlands protective ordinance at this time. The State's system of regulation is currently in place and enforced by employees of Steams County with the appropriate expertise. The process of adopting our own ordinance would · be costly. Ongoing enforcement would be an additional expense to the City. With the existence of the State law, local regulation is not a necessity. On the other hand, I believe that the City may want to consider an amendment to the existing Zoning and Subdivision Ordinances addressing the issues raised in the proposed ordinance. Specifically, I would recommend amendments to our existing ordinance. 1. Creating setbacks from wetlands (as defined by Minnesota statute) for buildings, paved ·areas, septic systems, shallow wells, and industrial or commercial storage. 2. Requiring all preliminary plats to designate·. the location of wetlands so as to assure that the development will not adversely affect the wetlands and that any lots created by the plat will be sufficient in size to meet wetland setback requirements. 3. Prohibit the cutting or mowing of vegetation within a wetland, except for. the removal of noxious weeds as defined by Minnesota statute or the harvesting of agricultural crops. I. believe that these amendments to our existing statutes will provide. the additional protection of wetlands which is sought by the proposal while still leaving the vast majority of wetlands regulation and enforcement in the hands of the Steams County Environmental Office. ...If other concerns exist, let me know. I will determine if they can be addressed within the framework of the existing ordinances. In this manner, we will avoid placing the responsibility on the Planning Commission to regulate wetlands when they do not have the personal expertise or support staff to properly do so. · I . ." .,.,. - ~ . Ms. Ra9hel Stapleton NovemBer 11, 1998 Page -3- H the Council wishes to pursue these suggestions, please let me know. I will proceed with drafting the approprfate changes to the (existing ordinances, rather than commencing work on an entirely new ordinan[ which may requir! us to go through the statutory procedure. I will w it to hear from you.! Very truly yours, JHS/b . l:\gen\l8889\ 11098.012 . < . - · · · ~ . , 'VRaj~ . ... Hansrneier lid. ATTORNEYS AT LAW I 11 Seventh Avenue North P.O. Box 1433 November 11, 1998 St. Cloud, MN 56302-143 Ms. Rachel ~tapleton St. Joseph Clerk Administrator 320-251-1055 City Hail P.O. Box 66~ Toll Free 800-445-9617 St. Joseph, ~ 56374 Fax 320-251-5896 I Re: North Park Second Addition Plat Correction Our File No. 18889 rajhan@cloudnet.com Dear Rachel: I have had ån opportunity to review the proposed plat correction for North Park Second Add~tion. I . Since I am not a surveyor, nor do I have current access to the land records, I would not be in a p,osition to comment on whether or not the original plat was in error, and the extent to which the proposed corrections remedy any errors. In this regard, I would rely upon the review of the title company and surveyor. The change~ that are proposed are minor in nature. I presume that they will not result in an~ noticeable difference in the property lines, but will serve to correct the legal description to .avoid·the creation of gaps between parcels of property. I I Frank J. Rajkowski .. If the Council wants this request reviewed further from a technical aspect, I would suggest referring it to the City Engineer. Quite honestly, I don't believe there is Gordon H. Hansmeier enough reaspn for concern for the City to incur that additional expense. Frederick L. Grunke Therefore, I would recommend that the City Council authorize the. City Clerk to Thomas G. Jovanovich· execute the Surveyor's Certificate of Correction to Plat and return it as requested. John H. Scherer· Very truly yours, Paul A. Rajkowski· Kevin F. Gray William J. Cashman Richard W. Sobalvarro Beth S. Thompson eget M. Lindquist JHS ¡baw Lotte R. Hansen l:\zen \18889\af111198.261 Mark E. Arneson Scott G. Hamak Frank 1. Rajkowski and Ricrrd W Sobalvarro are admitted to prtctiŒ in North Dakota. Gordon H. Hansmeier in North Dakota and Wisconsin, Paul A. Rajkowski in Wisconsin and William J. Cashman in South Dakota. : .~II '-.t: ¡:;.' +T' ! .- '+; I nR~' I , I y LAMBERT & ASSOCIATES , FIRSTAR BANK BUILDING I 101 EAST FIFTH ST., SUITE 910 · , ST.P~tnL,~ 55101-1808 MARK W. ERT PHONE: (651)224-4741 =lY~UW FAX: (651) 223-5318 . DIRECf: (651) 223-5493 November 5, 1998 BY OVERNIGHT MAIL I Mayort'-en Heimenz and/or ~chel Stapleton : City of St. Joseph 21 Fir~ Avenue NW St. JOlh, MN 56374 I e: Plat Correctio~, North Park Second Addition I St. Joseph, ~nnesota I Dear Ken and Rachel: A couple of years ago, my title company discovered an error in the plat ofNorth Park Second I Addition. This error was a c~used by the surveyor use of the wrong legal description to prepare the :final pit. The surveyor ha~ agreed to correct the error and has prepared the enclosed Surveyor's Certifi ate of Correction to Plat. Ifhe have any questions about the effect of this document, please · call Da~e Reagan (the surv~yor) at 252-0409. . If everything is accePtable to you, both you should execute the document in the place where I have Frked. Please return this to me at your earliest opportunity. If you have any additional questions, feel free to contaþ; me at your convenience. i Very Tnùy Yours, LAMBERT & ASSOCIATES ~::v:~~ Mark W. Lambert Enclo es · . I . ~ CITY OF ST. JOSEPH 21 First Avenue NW P.O. Box 668, ovember 12, 1998 St. Joseph, MN 56374 . . (320) 363-7201 T Üty Coune,] Fax: 363-0342 . . . F OM: Kenneth J. Hlemenz, Mayor .. SUBJECT: Boys & Girls þlubs, St. Joseph Unit he Boys and Gir1s Club, St. Joseph Unit is offering evening programs at Kennedy Elementary from 6 - 9 MAYOR P on Tuesday ändFriday Evenings. There is a one time registration fee of$5.00 with registration open to Kenneth J. Hiemenz a 1 school age youth age ~ - 17. The:l activities will vary from Gym, Art, Games, Social Recreation etc. ~he program schedule runS with the school year. Due to a late start this year it will run from Nov. 6, 1998 CLERK! through May 1999. The next period starts in September 1999 going through May 2000. ADMINISTRATOR ~he cost to run this progr1m is between $10,000 and $11,000 for each nine month period. See attached Rachel Stapleton Program Concept Proposa~. These cost;could be less depending on in kind materials and equipment. ~ttended a meeting with Tom Wick fl-om the Boys and Girls Cluh and Dm Kllnefelte, from the B';an COUNCILORS . Inefclte,· Found.cion. ~e talked abouI p",",e"hlplog this p'"g.-am with oth" Intecested pe"onsand Bob Loso Cory Ehlert bl sinesses by raising the tlfnds to pay for the program. If the city would support the program with $2,500 Ken Twit fr the Nov 98 May 1999 period we will be weB on our way. eiedenfuer ¥y recommendations is th~t the City support this program for our youth and have this project become part o the Park and Rec. prog~am. I . BOYS AND GIRLS CLUBS OF CENTRAL MINNESOTA . EVENING OUTREACH PROGRAM PROGRAM CONCEPT PROPOSAL An Evening Outreach Program to reach 50 children per night offering Social Recreation, Phy Ed and Health, and Cultural Enrichment Activities based on the Youth Development Strategy of the Boys and Girls Clubs could serve an estimated 100-150 of the youth in the St. Joseph Area. Participation: Open to boys and girls 6-17. Targeted Age Group: 3rd through 8th graders Time Frame: 6:00-9:00 p.m. Tuesday and Thursday Possible Location: St. Joseph, Kennedy Elementary School Months of Operation: September through May Staffing Pattern: Existing Boys and Girls Club Program Manager from Kennedy . KlDSTOP. Additional Assistant Program Manager Two Youth Guidance Workers Program Manager 6 hours per week x 36 weeks x$l Olhour = $2.160 Assistant Program Manager 2 Eve x 4 Hours x 36 weeks x $6.50/Hour = $1,872 Two Youth Guidance Staff 2 Eve x 3.5 Hours x 36 weeks x $5.50IHour = $2.772 Payroll Ta;œs and Benefits @ 15% = $1,02-1 Supplies - Equipment (Balls bats, bases, games etc.) = $ 500 Supplies - Arts and Crafts and other consumable supplies =$ 900 (50 children x $.25 x 72 evenings) Training - Three staff x $100 = $ 300 Administrative. time· and material = $1.000 . Total = $10,525 With 150 new members to the Boys and Girls Club, income from membership at.$5.00 per child would support the program with $750. ,""\ ~ FLAHERTY & ASSOCIATES Professional Association · Nove ber 11, 1998 Rach~ Stapleton, City Ad¥1inistrator P.O. ox 668 ¡ St. JO$eph, MN 56374 : I Dear r' Stapleton: I am I iting to remind yo~ of an important date just a few weeks away. On Wednesday, Deee~ber 2,1998 in St. ~anl, CGMC is sponsoring its second annual environmental seminar at the L . ague of Minnesota <Cities building on University A venue across from the Capitol. The semilar will address several important topics, including EP A's 1998 Ammonia Criteria Update, Minn sota's Water Quality Standards Advisory Committee's final recommendations, and CGMF's grant for evaluating the cost-effectiveness and scientific validity of the State's water quality standards. John H~ll of Hall & Associates in Washington, D. C. will discuss his views on amm9nia, phosphorus, dis;solved oxygen, etc. Other presenters, including David Maschwitz from the MPCA, will.give their perspectives on these and other issues. We will definitely hear some rrovocative presentions, and are expecting a great tnmont similar to last year's. · Imm diately following this seminar, at 3:00 p.m., the CGMC Environment Committee will meet ~o: 1) finalize the 19?9 Legislative Initiatives; and 2) participate in an interactive review sessi~? with Wenck.As~o?iate~, ~he consultant we hired in ~ctober to evaluate the cost-. effectiveness and sCIentIfic valIdIty of the State's water qualIty standards. We'll have dInner at Gallitan's starting at 5:45] p.m. for those who can stay. For Jrur review and conV~nience, we have enclosed a preliminary agenda and registration form for tHe seminar. Please return the registration form and your payment by Thursday, Nov~mber 26. If you're k Environment Committee member registering for the seminar, we'll assume you'll also be participating in the meeting starting at 3 p.m. If you can only attend the meeting and the dinner, 'please R.S.V.P. to Lynn at Flaherty & Associates, (651) 225-8840, by Nrvember 27. In the ,meantime, if you have any questions whatsoever, please contact Kat n Ludwig, CGMC's environmental project manager, at (651) 225-8840. Kay Lndwig · Envi onmental Project Mrager Encl sures - 1- 444 Cedar Street . Suite 1200 Piper Jafftay Plaza . St. PauI,MN 55101. (651) 225-8840 . Fax (651) 225-9088 I . ,cot, 1 Water Quality Issues Seminar . Sponsor~d by the Coalition of Greater Minnesota Cities I i Wednesday, December 2,1998, 10 am to 2:30 p.m., St, Croix Room .' League Øf Minnesota Cities,. 145 University Avenue West St. Paul, MN 55103-2044 PRELIMINARY AGENDA 10:00 Welcome and Intr~ductions (Mayor Monie Lanning, Moorhead, Co-chair - CGMC Environment Conupittee) ! I 10:15 Water Quality S~dards and Their Application (John Hall, Hall & Associates, and David Maschwitz,MinnesotaPollution Control Agency) , · Will The~ Ever Change? · Water Quality Standards Advisory Committee (wQSAC) - Implementation of WQSAC Recommendations a status of MPCA GuidelinesIDirectives a Pr9posed Rule Changes and Schedule I . 10:45 Cost-Benefit Analysis: Has Its Time Come? . MPCA S~ping Study (William Ward, TetraTech) . CGMC C()st-Effectiveness .Grant Implementation (Michael Panzer, Wenck Associate~, Inc.) 11:45 Minnesota EconomIc and Science Evaluation Review Board (MESERB) Report (George Rosati, Public Works Director, Mankato) I I ¡ 12:00 LUNCH Speakers: o ¡ Senator Steven Morse, Chair of the Environment & Agriculture 'I Budget Division Committee- invited o i Bonnie Rietz, Mayor, City of Austin - invited o ¡David Pfeifer, U. S. EPA,Region5 - invited 1:00 Ammonia and Dissölved Oxygen Update (John Hall, Hall and Associates, and David I Maschwitz, MPCA~ . I 1:30 Phosphorus (John:fiall, Hall and Associates, andNorman Senjem, MPCA-Rochester) ·MPCA Strategy i · CGMC Initiatives] I . 2:30 Closing Remarks (¥ayor Morrie Lanning, Moorhead, Co-chair- CGMC Environment I Committee) I I I . 3:00 CGMC Environment Committee Meeting . · Review and Finalize CGMC Initiatives for 1999 Legislative Session (60 min.) .. · Meet with Wenck Associates (cost-effectiveness grant consultant) and participate in table-top review session of their work to date (90 min.) 5:45 Dinner at Ga1livans ". . ., . . -'" . I REGIS[RATIONFORM WATERlQUALITYISSUESSEMINAR I Sponsoreq by the Coalition of Greater Minnesota Cities 'I I I I I Please r¡egister ~e for the Water Quality Issues.Seminar on Wednesday, December 2, 1998, from 1ree a.m. to 2:45 p.:m. at the League of Minnesota Cities building in St. Paul. .' rame fity/company fosirion tddress l fity/State/Zip I I I rhone i Fax I am enrosing a check ma+ont to CGMCin the following amonnt: 0 $20 CGMC member . I i 0 $25 non-CG¥C representative REGISTRA TIQN FEE INCLUDES BOX LUNCH I Please ~ave yourregistratioh form and payment postmarked by W ednesday,November 26, 1998. 'or more information, please contact Kathryn Ludwig at (651) 225-8840. I . I, I Flaherty &; Associates, P.A. Attention: Lynn Schwab 4.44 Cedar Street, Suite 1200 St. Paul, MN 55101 \ ""'. '.. ,. · · · ¡ST. JOSEPH pARK BOARD I . St. Joseph, Minnesota 56374 ,I\1inutes of meeting held October 27, 1998 jeeting called to ord'7 by Joe Braun at 7.05 p.m. ]embers present: Joljn Walz, Joe Braun, Marge Lesnick, Lonnie Abbot and Chuck Muske. lernbers Absent: Cory Ehlert. Approval of Minutes: ~otion to approve Minutes by Joe, with the correction that the J Chairrrtaru; Re~ort, the Spruce tree was for the4-H Club not the Girl scouts Planted by the ¡John and Joe Planting Service. iason Report: N/ A.. I I i Ihairman Report Joe said that we got a grant for 1000 dollarsoff'the paving of the Northland Park Parking Lot.We will check to see if this will cover paving the I Handicap Parking Spot that we need. . ummer Recreation: Dave Heideman from the summer Rec.Program gave a summary of how things ran last summer.He made some suggestions for changes next year and said he wquld be willing to run the program next year. Motion made by Chuck and seconded by Lonnie to have Dave back again next year. Motion Bassed.5 to O. m Northland Park- Phase # lis done Joe and John finished it by planting the 20 tree's. Witli the help of Joe's Family. Thanks. . Marge said shè would check into getting poles for around the parking lot. Partner for Park: See Chairmans Report. Winter Skating Program. :. Chuck should. send a thankyou card to Ray Vogel for donating the paint and painting the inside of the warming houseJoç and Marge are planning the winter program.Lonnie suggested that we hold.a Open House to kick off the Winter Skating Season.Lonnie will start the planning tentitive date to be Dec. 20th. i Motioned by Lonnie and seconded by John to budget $350.00 for general supplies for the Ice Ririk. I . , I I ST. JOSEPH PARK BOARD St. Joseph, Minnesota 56374 . New Business: Frisbee Golf' St. Joe's Lion's member Dennis Ehlert and a member ofthe St. Cloud Frisbee Club gave a presentation. They were asking if the Park Board would be interested in putting a Frisbee Course in a St. Joe Park.The St. Cloud Frisbee Club would help design and setup the Course and the Lion's would also donate time and some money to build the Course. The board will check out the St. Cloud Course's. . Bike Trail's' Chad Carlson introduced Tom Mohs. Tom is a student at St. Johns. Tom is an intern and gave us some of his plans for setting up a trailto connect all of the St. Joe Area Parks. Tom will keep in touch with the Park Board about some of his suggestions. Comments' Joe suggested that we give John's Dad a gift certificate for Brunch for 2 at the Laplayette. John's Dad donated the equipment needed for planting the tree's at Northland Park.He also helped with the planting. Adjourned at 10:22 p.m. Next meeting is November24, at 7:00 p.m. City Hall Submitted by: . Chuck Muske, Secretary C~ f11-~ . I I ¡ I I I November 4, 1998 I . I The fire Advisory Board of the City and Township of St. Joseph met in regular ses.slon on Wednes.day, Nov~mber 4, 1998 at 8:00 p;m. In the St. Joseph Fire Hall. MEJBERS PRESENT: St. Jos.eph Township Representative Joe Bechtold, City Representative Bob Loso, Fire Chief Dave Theisen, City Clerk/Administrator Rachel Stapleton, St. Wendel Township Representative Rich~Ud Schleper: · I I OTHFRS PRESENT: Ken Twit and Judy Weyrens. I Chiet Dave Theisen called the meeting to order at 8:00 p.m. with all members present. I MINUTES: Loso made a motion to approve the minutes of the August 5 and August 13, 1998 meetings as I preSfllled; seconded by Bechtold. Ayes: Bechtold, Loso, Theisen. Nays: None. Motion carried. ST. ~OSEPH FIREFIGHTERS RELIEF ASSOCIA TIOH REpORT: st Joseph Firefighte", Relief Association Trea urer Ken Twit presented the Relief Association report showing an increase of pension level to $1,400 per ,ear and $1,500 per year. At a pension level of $1,400 per year, the Relief Ass.ociation fund would not need any city contribution for 1999. At a pension level of $1,500 per year, the Relief Association fund would shoW a deficit, and require a city contribution of $5,158. After a short discussion on the impact of no City contribution, and that the City contribution includes the Townships, Loso made a motion to approve the annJal pension level of $1,500 with a required contribution of $1,500 for 1999; s.econded by Bechtold. I . .. I Ayes: Bechtold, Loso, Theisen. . i Nays.: None.. Motion carried. Chief Theisen advised the Board that Steve Johnson would replace Ken Twit as Treasurer for the next fiscal year! ¡ I OL1 BUSINESS N~ RESCUE VAN - UNITS: Chief Theisen reported the New Rescue Van was. put into service on October 13 a d warranted at a new unit as of that date. I I FIRE CHIEFS' CONVENTION IN DULUTH: A focus. of the Fire Chiefs' conference, held in Duluth, was gearing up forY2000 and concerns related to it. Chief Theisen reported that besides the computer and techhology concerns of theY2000 problem, there is the feeling that terrorism will be a serious problem with Fire ~nd Rescue Services. being initial targets, in order to debilitate these services prior to other attacks. I FUN!DING FOR INFRARED SYSTEM: The level of funding for an. infrared system (such as the Iris. Helmet) has reached $8,686, with $10,000 additional funds needed. Chief Theisen discussed the advantages of a han~ held unit that is now available, over the Iris Helmet. He asked if.the Fire Board would assist in funding suc~ a unit and discussed the benefits of having two such units. Loso and Bechtold stated such equipment needs should have been included in the budget in order that there be funds for all the equipment needs. Losd and Bechtold recommended waiting until the end of the year to review the final budget figures, in order that ~II funding needs are met. They recommended placing this matter on the next agenda. Theisen also disc~s.sed a grant that was applied for funding assistance for this equipment. I . I REAORT ON NSP INSPECTION OF NEW FIRE STATION: Chief Theisen reported on the NSP Energy Audit of th:e New Fire station. Thermos.tats are Installed to maintain different temperatures in different areas of the buildings and are set at appropriate temperatures. It did not appear that there are many means available that lare not being used to reduce energy consumption. One possibility could be to reduce the outside . lighting. BIDf FOR OLD RESCUE VAN: Bids 'Nere opened as Iollaws lor the 1986 Ford Van Type 3 Ambulance: Jim Dauphinais, Parkers Prairie $1,600 I City of Eden Valley, Jim Rademacher 3,370 I I Pl1Q;e - 1 I November 4, 1998 . Loso made a motion to accept the high bid of the City of Eden Valley of $3,370; seconded by Bechtold. Ayes: Hiemenz, Loso, Ehlert, Niedenfuer, Twit. Nays: None. Motion carried. SNO.JOES DONATION OF TRAilER, SNOWMOBilE AND RESCUE SLED: The Sno-Joes have receiVed the donated funds and purchased a trailer, snowmobile, which they have turned over to the Fire Department. They are in the process of getting the rescue sled. Theisen asked Stapleton to check on the requirements for license plates for the Rescue Van. FIRE ALARM SYSTEM IN FIRE STATION: Chief Theisen had looked into the mechanics and costs associated with an alarm system for the Fire Station. He stated the system would cost about $900 plus the monthly cost of an additional phone line. The Board felt this was rather expensive. SOCIAL SECURITY WITH HOLDINGS FOR FIREFIGHTERS: Stapleton presented information from the Social Security Administration Fall 1998 newsletter in response to information Theisen had previously given her dated 1991 and 1992. She indicated the regulations have changed considerably since that time, and that the City did not withhold FICA from the firefighters checks in 1991 or in 1992. QUARTERLY FINANCIAL REPORT: Deputy Clerk Judy Weyrens presented the 2nd and 3rd Quarter Financial Report (April 1 through September 30, 1998. The Board discussed the negative budget number in Other Equipment due to the expenditure of the Rescue Van, and mechanics of dealing with it. They discussed supplementing the budget rather than showing a negative budget balance. Bechtold made a motion to accept the report; seconded by Loso. Ayes: Bechtold, Loso, Theisen. Nays: None. Motion carried. . NEW BUSINESS EQUIPMENT REQUESTS - TWO PORTABLE RADIOS AND CARBON MONOXIDE MONITOR: Loso made a motion to approve the requests of two portable radios, approximate cost $1,700, and a Carbon Monoxide monitor, costing $900, approval includes a 10% variance of the costs, with costs to be allocated to the Equipment Reserve Fund; seconded by Bechtold. Ayes: Bechtold, Loso, Theisen. Nays: None. Motion carried. FIRE STATION ANNUAL INSPECTIONS AND TESTS: Chief Theisen stated there are many more maintenance requirements for this facility than the old one. He stated most of them are completed except the filters still need to be changed on the core evacuation system. This will be done by Metro Plumbing and Heating. Theisen will itemize all these maintenance requirements when he receives the invoices. The one- year warranty has expired on the facility. The Board agreed to allow St. Cloud Refrigeration to do maintenance on the environmental system. DEPARTMENT OF NATURAL RESOURCES GRANT: Chief Theisen did not have a report on the matching grant application. He stated he had applied for $1,000 and may receive only $500 due to funding constraints. Loso made a motion to adjourn at 9:30 p.m.; seconded by Bechtold. Ayes: Bechtold, Loso, Theisen. Nays: None. Motion carried. ~~ . Clerk/Administrator Pa¡¡;e - 2 . The City of St. Joseph Information aboutthe City Council/Mayor, etc. * Incorporated January 1890 I * Statutory Class A Gity I * Operates under a Council of four representatives and a Mayor * Meeting Dates are ~st and3rd Thursday of each month at 7:00 p.m. in the City Hall, * There is·a Planning Advisory Commission; Park Board Commission; Personnel Committee, Econopuc Development Authority and Police Hiring Board I i * Volunteer Fire De¡)artment and Rescue Squad ! * Police Department!with reservists * St. Joseph is a STAR CITY. '. City of St. Joseph's Organization Chart . 9 What You Can Expect From The . City of St. Joseph The City of St. Joseph's established employee relations policy is to: 1. Operate anéConomically successful business so that a consistent level of steady work is available. 2. Select people on the basis of skill, training, ability, attitude, and character without discrimination with regard to age, sex, color, race, creed, national origin, _ religious persuasion, sexual preference, marital status, political belief, or disability that does not prohibit performance of essential job functions. . 3. Pay all emplöyees according to their effort and contribution to the success of our City. 4. Review wages, employee benefits and working conditions constantly, with the objective of pröviding benefits in these areas that are consistent with sound business practices. 5. Provide information to employees regarding benefits. 6. Dedicate ourselves to continuous Quality Service to our residents and visitors. 7. Develop competent people who understand and meet our objectives, and who accept . with open minds the ideas, suggestions and constructive criticisms of fellow employees. 8. Assure employees that after talking with their supervisor, there is an opportunity to discuss problems with the Personnel Committee or City Council. 9. Make prompt and fair adjustment of any complaints which may arise in the everyday conduct of our business, to the extent that is practicable. 10. Respect individual rights, and treat all employees with courtesy and consideration. 11. Maintain mutual respect in our working relationship. 12. Promote employees on the basis of their ability and merit. . 10 . I What the City of St. Joseph Expects Front An.Employee An e11j1ployee's first respolJsibility is to know the job duties and how to do them safely, promptly, cor1Y and pleasantly. Secon ly, an employee is lxpected to cooperate with management and fellow employees and maintkin a good team atti~ude. How an employee interacts with fellow employees and those whorrt the City serves,anq how directic>n.is accepted, can affect the success of each department. In turn, rperformance of of1e department can impatt the \Wtire ~rviceoffered by theOly. Cons quently, whatever Bosition an employee is in,.it is considered an important assignment. EVl task ~ho..ld be per£</rm~ in a saiemanner, Iç the veryi>esl ability of the employ"". The result. will be better perforance for the City overall/and personal sati$faction for each employee. We sttonglybelieve an.e11l-ployee should have the right to make their own choices in matters that con~and control their life. We believe in direct access to management. We are dedicated to ma . I g the City ofSt. JosJph a place where an employee can approach their. supervisor or City Coun il, to discuss any prpblem or question. We encourage each employee to voice their opinions and c ntribute suggestion~. Each mployeecan help create the healthy, pleasant and safe working conditions that the City promptes. An employee'sidignity and that of fellow employees, as well as that of our residents . and v'sitors, is important. 1 The City of St. Joseph needs each employee's help in continuing to make each working day ebjoyable and rewarding. I Personnel Administration I The handling of p~rsonnel records is controlled by the City Council. Personnel adrn.iflistration functions fpr the City of St. Joseph are directed to the City Council, subject to delet'on.Q\lestions re¡¡arding insurance, wages, and .interprelation of policies may be directed to the City ClerkjAdmini$trator. I I Empl yeePersonnel File I I Keeping an employee personnel file up-to-date can be important to each employee with regar to pay, deductions~ benefits and other matters. If an employee has a change in any of the folIo ing items, be sure t~ notify the City Clerkj Administrator, as soon as possible: 1. Legal Name 2. Home Address! 3. Home Telepho~e Number 4. Person to call in! case of emergency 5. Number of dependents 6. Marital Status ¡ 7. Change of beneficiary . 11 I 8. Driving record or status of driver's license -- for employees that operate anyCity . Vehicles 9. Military or draft status 10. Exemptions on W-4 tax form Coverage or benefits that an employee and employee's family may receive under the City of St. Joseph's benefited package could be negatively affected if the information in a personnel file is incorrect. Since the City of St. Joseph refers to personnel files when we need to make decisions in connection with promotions, transfers, layoffs and recalls, it's to the employee's benefit to be sure their personnel file includes: information about completion of educational or training courses, outside clvic activities, and areas of interest and skills that may notbe part oftheir cürrent position. An employee may see information which is kept in their own personnel file. Theymay request and receive copies of all documerits that have been signed by the employee. Please ask the department supervisor to make arrangements with the City Clerkj Administrator for this purpose. Employment Classüication At the time each employee is hired, they are classified as either full-time, part time or temporary and are also told whether they qualify for overtime pay. Unless otherwise specified, the benefits described in this Manual apply only to full-time employees. All other policies . described in this Manual and communicated by the City of St. Joseph apply to all employees, with the exception of certain wage, and salary time off limitations apply only to "non-exempt" (see the definition that follows) employees. If an employee is unsure of which job classification their position fits into, they should ask their supervisor or check with the City Clerkj Administrator. Regular Employees An employee who has successfully completed the Introductory Period (see the Employment Policies section for definition) of employment and who is scheduled and was hired for forty (40) hours per week is considered a regular employee. If an employee was a regular employee and was laid off, they will be considered a regular employee upon return to work, provided that they were not on layoff for longer than one (1) year. If an employee was a regular employee and was on an approved leave of absence, upon return they will be considered a regular employee, provided they return to work as agreed in the provisions of their leave. Part-Time Employees An employee who is scheduled and hired for less than an average forty (40) hour workweek is considered a part-time employee. A part-time employee is eligible for certain . 12 . benefi s as described in th~Manual. I i From time to time, the City of St. Joseph may hire employees for specific periods of time or for th~ completion of a spe~ific project. An employee hired under these conditions will be consi~ered a temporary employee. The job assignment, work schedule and duration of the POSitir will be determined on an individnal basis. Normally, a tempo~ary position will not exceed six (6) months in duration, unless specifically extended by a rritten agreement. Summer employees are considered temporary empTees. i . A temporary empl?yee is not eligible for benefits described in this Manual, except as grant d on occasion, or to ~he extent required by provision of state and federal laws. Those temp0h"ary employees classified as "non-exempt" (see the definition that follows) who work more than f rty (40) hours durm.g any work week will receive overtime pay. ¡~NønJE)(~mF"'~~!rlî1dlnEX~~""'tiïiiÍfIm"''Î(f''~~$'¡'¡iillll!Ui!!I!I!'il!U!U!!,,·I"'i'¡¡¡¡IIIIIII¡!!!!,,!!!li!!!m'!'!!mu""!I!IIUm'!'!¡u·'·¡""'¡!'i'I'¡ii"i¡!:¡I¡,¡¡II¡'I!¡II¡¡I"'m' . .............,...,.................."......... .... .......................................................".......-.......................-..... .....................................................,.......................................................................................................u....u.....................................,...u............................................................................... All employees are classµïed as either "exempt" or "non-exempt." This is necessary because, by law, ~PIOYees in certain !ypes of jobs are entitled to overtime pay for hours work .d in excess of fortyl}ours (40) per work week, in accordance with the Fair Labor Standards . Act ( LSA). These employees are referred to as "non-exempt" in this Manual. This means that they r not exempt from (and therefore should receive) overtime pay. Exempt employeeJ are executive, administrative managers, supervisors, professional staff, tech1cal staff, directors, and others whose duties and responsibilities allow them to be "exe~pt" from overtime p~y provisions as provided by the Federal Fair Labor Standards Act (FLS1) and any applicable state laws. If an employee is an exempt employee, they will be advised that t,ey are in this classification at the time they are hired, transferred, promoted, or fall under the criterr of exempt emPloyr' . . ** Plerse refer to the Fede~al Government Employees Fair Labor Standards Act filed in the City Office for more detail. I Employment Policies ¡ Carefully read this I Manual. The following information is designed to answer many of your ques ons about the practiçes and policies of the City of St. Joseph: I =rerS~ryDate ..... .... . ..i . 13 Aptitude & Ability Tests . Job-related tests will may given to help determine a person's aptitude or ability to perform a specific job. Such test may be given to candidates for job changes and promotions, as well as to new applicants. Test results are confidential. At Will Employment All employment and compensation with the City of St. Joseph is "at will" in that they can be terminated with or without cause, and with or without notice, at any time, at the option of either the City of St. Joseph or yourself, except as otherwise provided by law. Business Hours Our regular operating hours [The City Office is open from] 8:00 a.m. to 5 p.m. Monday through Friday. except f-or the Police Department which is on a twenty four hour schedule. An employee's particular hours of work and the scheduling of their lunch period will be determined and assigned by their supervisor or department head, subject to approval of the City Council. Most employees are assigned to work aforty (40) hour work week. Each employee is required to take a (minimum) one half hour unpaid lunch period daily. You may not "work through lunch" in order to arrive late or to leave early or to work extra time. Confidential Information . Our residents and persons that we do business with, entrust the City of St. Joseph with important information relating to their business. The nature of this relationship requires maintenance of confidentiality. An employee's employment with the City of St. Joseph assumes an obligation to maintain confidentiality, even after they leave our employment. Any violation of confidentiality seriously injures the City of St. Joseph's reputation and effectiveness. Therefore, do not discuss the City of S1. Joseph business with anyone who does not work for us, and never discuss business transactions with anyone who does not have a direct association with the transaction. Even casual remarks can be misinterpreted and repeated, so develop the personal discipline necessary to maintain confidentiality. If they hear, see or become aware of anyone else breaking this trust, consider what they might do with information they get from an employee. If an employee is questioned by someone outside the City about their department, they are not required to answer, and that we do not encourage any employee to do so. Instead, as politely as possible, refer the request to the department supervisor or the City Office. No one is permitted to remove or make copies of any City of St. Joseph records, reports or . 14 . docu ents without prioràpproval or in accordance with policy established and as permitted by Data fractices Act. Becau~e of its seriousness, disclosure of confidential information could lead to diSmir-Sal. . j Residen . isitor RelatioJs The operatiof\s of ~e City of St. Joseph depend upon the quality .of the relationships betw~en the City of St.Jos~ph, our employees, our residents, our visitors,. our business associates, .uPp~ers, a. well.. the. gjmeral pubIn:. Our l'e$idenf. and .mitor'. impre..ion of the City of St. Josep and their interest ~d willingness to work with us is greatly formed by the people who serve them. Regardless oj¡ an employee's position, they are the City of St.. Joseph's ambassador. The . ore goodwill they promote, the more our residents and visitors will respect and appreciate I . ..1.... . .. .. ... ... .. . .... .. ... .. . ... .. an e~ployee, the City of ~t. Joseph, and the services that we have to offer. There are several things an e ployee can. do to help give residents and visitors a good impression of the City of St. Joseph: I 1. Act competèntljr and deal with every person in a courteous· and respectful manner. 2. Communicate pleasantly and respectfully with other employees at. all times. I i 3. Follow up on orders and questions promptly, provide businesslike replies. to inquiries and requests, ~d perform all duties in an orderlymanner. 4. Take pride in ~e work and enjoy doing the very best. . I -r_;¡!~~îî!:¡IIII!!f!liî%!llllfiil!!!!!!I_IIIlIII!II!!!II!!_!llllfIlIl.HlI!I!'1IIIi,i.1ti¡F- ¡ The, are the building bilk!; .for an employee and the City.of St ¡o.eph'. continued .ucc.... Driver's license & Driviri Record , Employees whose work requires operation of a motor vehicle must present and maintain a valid~river's license and ~. driving record acceptable to our insurer. An employee will be asked to submit a copy of their drhring record .to the City of St. Joseph from time to time. .. Any changes in their driving record must be reported to the City Offices immediately. Failure to do so may result in disbplinary action, inclhding possible dismissal. C' I h' 1 I Ity Ve IC es ! \. City vehicles are tJ be used for official City business only. If it is necessary for a City vehic~e to be stored at an ETmployee's residence, it must be with. prior written approval from the C1ty Council. \ E ual Em 10 ment 0 ortuni The City of St. Jos~ph provides equal employment opportunity for everyone regardless of age, sex, color, race, creed~ national origin, religious persuasion, sexual preference, marital status, j . 15 i I I political belief, or disability that does not prohibit performance of essential job functions. In . addition, law regarding veterans' status are observed. This is reflected in all the City of St. Joseph practices and policies regarding hiring, training, promotions, transfers, rates of pay, layoff, and other forms of compensation. All matters relating to employment are based upon ability to perform the job, as well as dependability and reliability once hired. NOTE: Throughout this Employee Manual, masculinef feminine pronouns such as hef she, his fher, or him shall be constructed so as to include both sexes. Harassment The City of St. Joseph has adopted a harassment policy to include: age, sex, color, race, creed, national origin, religious persuasion, as listed under equal employment. The intentis to provide a work environment that is pleasant, healthful, comfortable, and free from intimidation, hostility or other offenses which might interfere with work performance. Harassment of any sort - - sexual, verbal, physical, mental or visual-- will not be tolerated. What is Harassment? Harassment can take many forms. It may be, but is not limited to: words, signs, jokes, pranks, intimidation, physical contact, or violence. Harassment is not necessarily sexual in nature. Sexual harassment may include, but is not limited to: subtly pressure for sexual activity, unwelcome sexual advances, requ.ests for sexual favors, unsolicited verbal sexual comments, sexist remarks about a person's body, patting, pinching, or unnecessary touching, or physical assault or . other verbal or physical contact of a sexual nature when such conduct creates an intimidating environment, prevents an individual from effectively performing the duties of their position, or when such conduct is made a condition of employment or compensation, either implicitly or explicitly. Resvonsibility I Revorting The City of St. Joseph employees are responsible for keeping our work environment free of harassment. Any employee who becomes aware of an incident of harassment, whether by witnessing the incident, being a victim of harassment, or being told oHt, must report it to the immediate supervisor. If they have reason to believe the supervisor will fail to respond to the situation, as where the supervisor is the perpetrator harassment should be reported to the City Council or Council Member of the City of St. Joseph with whom they feel comfortable. Whenthe City of St. Joseph becomes aware that harassment might exist, it is obligated by law to take prompt and appropriate action, whether or not the victim wants the City to do so. Investigation Appropriate investigation and action will be taken on all reported cases. All reports will be promptly investigated with due regard for the privacy of everyone involved. Any employee found to have harassed a fellow employee or subordinate will be subject to disciplinary action or possible discharge. The City ofSt. Joseph will also take any additional action necessary to . 16 . appropriately correct the situation. The City of St. Joseph will not retaliate against any employee , whol1[lakes a good faith report of alleged harassment, even if the employee was in error. Any empldyee who retaliates a~ainst co-employee for reporting harassment shall be subject to diSciP~' ary action. I I I The individualwh9.makesunwelcome advances, threatens or in any way harasses another empl yee is personally liable for such actions and their consequences. The City ofSt.Joseph will not.~vide lego~finoncml or. ony oilier ossffi_çe W on·mdividuoloccused of har..sm~t no æg~ complaint is filed. j SEE THE ADDENDUM OF HARASSMENT POLICY ADOPTED BY THE CITY OF ST. JOSEPH THAT OUTLINES SPECIFIC PROCEDURES, I I Healt Examinations --n E~ployment wìili~e City of $1. Jøseph moy be contingent<mpossing . physíca.I/heolili examination at the City of 1St. Joseph's expense. A routine physical is available every four years, for ealh employee. From µme to time, if deemed necessary, for performance of duties, an empl yee may be required to undergo a physical exam. I I , How An Em 10 ee Is Selected . Every appointmen~ to municipal service shall be made by the appointing authority (City Counfil) on the basis of merit and fitness for the position. We carefully select our employees throuph written applicatidn, personal interview and reference checks. After all available info~ation is carefully c~nsidered and evaluated, employees are selected to become a member of our team. I , This careful selectipn process helps the City of St. Joseph to find and employ people who arecorcemed with their qwn personal success and the success of the City of St. Joseph; people who fant to do ajob welljand who can carryon their work with skill and ability; and people who are co~ortable with the <+ity of St. Joseph and who can work well with our team. ! I Under Minnesota Statue 415.16, the City may not require a person to be. a resident of the City osOcondition ofem¡jloyment. It moy however, impose 0 reosonoble are> or response time residJncy requirement, if there is a demonstrated job-related necessity (such as police and fire fü:efi1'hters ond snow Plmr.., operators who must be able to respond in a relatively short period of time). I Intro . uctory Period I I· All new hired (W¡+ experience) or promote,i officers of ilie Police Department shill work 0 one year Introductory Per~od. (A newly hired police officer without experience shall serve a one year IhtrodudoryPeriod.j All other newly hired or promoted employees shall work a six month . 17 I Introductory Period. During the first six months of the Introductory Period, an . employee will not be eligible to utilize accrued benefits described in this Manual unless otherwise required by law. This Introductory Period will be a time for getting to know fellow employees, supervisor/ department head and the task involved in the job position, as well as becoming familiar with the City of St. Joseph's services. An employee's supervisory/department head will work closely with them to help them understand the needs. and processes of their jòb. This Introductory Period is a try-out time for both employee, and the City ofSt.joseph, as an employer. During this Introductory Period, the City of St. Joseph will evaluate an employee's suitability for employment, and the employee can evaluate the City of St. Joseph as well. At any time during this introductory period, either party may terminate employment without advance notice and without any detriment to their record. If during this period work habits, attitude, attendance or performance do not measure up to the City's standards, an employee may be released. For a veteran, the procedure, as described in Minnesota Statute 197.46, except a veteran as defined by Minnesota Statute 197.45, shall be followed. If an employee takes approved time off in excess of five working days during the Introductory Period, theJntroductory Period may be extended by that length of time. Employees that are part of a one. year Introductory Period are eligible to begin utilizing accrued benefits after six months of service. At the end of the six (6) month period, the supervisor/ department head, will discuss the employee's job performance with them. This review will be much the same as the normal job performance review that is held for regular full-time or part-time employees on an annual basis. During the course of the discussion, an employee is encouraged to give their comments and ideas as well. . Completion of the Introductory Period does not guarantee continued employment for any specified period of time, nor does it require that an employee be discharged only for "cause". Employees remain at will. A former employee who has been rehired after a separation from the City of St. Joseph of more than one (1) year is considered an introductory employee as follows: Police Officer ----- 1 year (without experience) 6 months (experienced officer) All Other Employees ----- 6 months Job Descriptions The City maintains a job description for each position in the City of St. Joseph. An employee will receive a copy andwhen their duties and responsibilities are changed, their job description is updated. (Each year during the performance review, the employee shall review and sign their job description). Outside Employment What an employee does during their free time is their own business. However, if employment by the City of St. Joseph is a full-time position, the City of St. Joseph will expect that . 18 i I . the position here is the employee's primary employment. . Any outside activìty mustnot interfere with tIT abilio/ to.pro~lIY ~rformthe job duties at the Cio/. of St. Joseph. Proof of U.S. Citizenshi lAnd Or Ri ht to Work I I Federal regulation~ require that 1) before commencing employment, all applicants .must comp~ete and sign Federa~ Form 1-9, Employment Eligibility Verification Form; and 2) all applicants who are hired qeed to present documents of identity and eligibility to work inthe U.S. Th I. d I I Id e 01 Nee s Em 0 ee eas , TheCity believes the person doing a job may be irithébestp()siti()n to thinkof ways of doing it more easily, mor~ efficiently, and more effectively. If an employee thinks of a better way of do' g a job, they can dfficuss it with their supervisor or department head, who will welcome their uggestions and ideas. There may be area$ in the City of St. Joseph's operation that could be improved. These could be in the. areas of servìce, methods, equipment, communications, safety, ways to reduce costs, losses, andf or wast~, or other improvements that there is a need for. The City of St. Joseph has a· uggestion box that may be used for suggestions, comments, etc. An employee may include their mame or remain anoÎ;lymous. (LOCATED WHERE?) . Limittion on Lawful coLsumable Products !l.1J>eemPIOyer shaJnoidiscriminateagainst an employee or job applic"llt for engaging in the e~joyment of any lawWI consumable products if the use or enjoyment takes place off the pre~es of the employer :during nonworking hours. Lawful consumable products shall include food, ~coholic or non-alcqholic beverages or tobacco. This policy does not restrict the employer from nacting reasonable rules regarding the use of consumable products during business hours or while the employee is on ~he employer's premises. Drug.and Alcohol Testing , I For purposes. of this policy the definitions contained in Minn. Stat. 181.950, Subd 1, shall be I appli able. i I The employer max require an employee or job applicant to undergo drug and alcohol with the· followingl circumstances: I I a) A job applicantl may be requested to undergo drug or alcohol testing provided that a job offer as been made to th~ applicant and the same test is requested or required of all job applicants conditionally offered employment for that position. I . ·1 I 19 b) An employer may request or require an employee to undergo drug and alcohol testing . as part of a routine physical examination, provided the drug or alcohol test is requested or required no more than once annually, and the employee has been given at least two weeks written notice that a drug or alcohol test may be requested or required as part of the physical examination. c) Employees in a "safety sensitive position" may be requested to undergo random drug or alcohol testing. d) The employer may request any employee to undergo drug or alcohol testing if the employer has a reasonable suspicion that the employee: 1. is under the influence of drugs or alcohol; 2. has violated employer's written work rules prohibiting the use, possession, sale or transfer of drugs or alcohol while the employee is on the employer's premise or operating the employer's vehicle, machinery, equipment, provided the work rules are in writing and contained in the employer's written drug and alcohol testing policy; 3. sustained personal injury or caused another employee to sustain a personal injury; or 4. has caused a work related accident or was operating or helping to operate machinery, equipment, or vehicles involved in a work related accident. e) An employer may also require an employee to undergo drug or alcohol testing if the . employee has been referred by the employer for chemical dependency treatment or evaluation or is participating in a chemical dependency treatment program under an employee benefit plan, in which case the employee shall be required to undergo drug or alcohol testing without prior notice during the evaluation or treatment, and for a period of up to two years following completion of any prescribed alcohol dependency treatment program. City of· St Joseph Drug Testing Policy All employees and job applicants may be subject to testing under this policy. Tests required under this policy shall be conducted at the St. Cloud Hospital. Thetesting laboratory shall conduct a "confirmatory test" on all samples that produce a positive testresult on the "initial screening test". The testing laboratory shall disclose to the employer a written test result report for each sample test within three working days after a negative test result on the initial screening test, or when the initial test produces a positive testresult within three working days after a confirmatory test. The test result must indicate the drugs, alcohol or drug or alcohol metabolites tested for and whether the test produced negative or positive test results. The laboratory shall retain and properly store for a period of.six months all samples that produced positive test results. Except as otherwise herein provided, the employer shall pay the cost of all tests. Samples used for testing shall be placed in a container as provided by the employer, sealed . 20 . and sRecifically marked with idèntification traceable to the employee. The sample shall remain in a seal~d container with th~ proper identification until delivered to the laboratory. To the extent possib e,all samples shall þe drawn or produced at the St. Cloud Hospital so as to avoid handling by an~ person other than ~mployees of the St. Cloud Hospital. . Records shall be madè of the cham of cus~odyindicating the ~ate on which the sample was provided, ~llpersonshaving custody of i fueS~fPk' an~ fue dares and times ofcustody.Ev~r= havmg c~rody Offu.e sample shall sign a chain of custody record at the time of transfer verifying this information. I Every employee afid job applicant shall be provided with a form to be signed by the emplqYee at the time of te~ting acknowledging that (s)he has seen the employer's drug and alcohol testini policy and indica~g any over-the-counter or prescription medications the individual is takin. or has recel1t1ytakep.or any otþer information relevant to the reliability of or explanation for a posi~ve test result befor~ any testis taken. Within three working days after notice of a positive test result on a confirmatory test, the employee or job applicant may submit information to the empl9yer in addition toariy information already submitted to.explain the result.. The employee or applicant may also request a confirmatory retest of the original sample, but such re-testing shall be at the lexpense of the emplpyee or job applicant. I I I The employer shall inform the employee of the test results in writing within three. days after rrceipt of the test resplts. If the testis positive, the employer shall advise the employee of the right to retest as wellasotper rights under this policy. An employee or job applicant requesting a confirfn,atoryretest must ~o request the retest in writing within five working days after notice of . the corfirmatory test. ..1 t. The employee or jqb applicant also has the right to request and receive from the employee a copy ,f the actual test res4lts. Within three days after receiving the test, the employer shall notify the orfginal testing lab of ~e request to retest or to transfer the sample to another laboratory properly licensed under Minn Stat. 181.953 to conduct a retest. If the confirmatory retest does not confirm the original positiye test results, no adverse personnel action shall be taken against.the emP1t'e or job applic",\tlba""d upon the original confumai<>ry rest. · An employer shalllnot discharge, discipline or discriminate against,orrequestorrequire rehab 'tation of an employee on the basis of a positive test result from ,an initial screening which has n . t been verified by t#e confirmatory test. i ¡ An.employee mayinot be discharged for a positive test result of a confirmatory test if the unles one of the following circumstances exist: a) The employer ~ad first. given the employee an opportunity to participate in, at the empl. yee'sown expense br pursuant to coverage under an insurance plan, either drug or alcohol coun~eling or rehabilitatio,n, whichever is most appropriate as determined by the employer after consultation with a certifi~d chemical use counselor or a physician trained in the diagnosis and trea I ent of chemical dep~ndencYi.and . 21 b) The employee either refused to participate in the counseling or rehabilitation program or . has failed to successfully complete the program as evidenced by withdrawal from the program before completion or by a positive test result of a confirmatory test after completion of the program. An employer may temporarily suspend a tested employee or transfer that employee to another position at the same rate of pay depending the outcome of the confirmatory test, and if requested, a confirmatory retest, provided the employer believes that it is reasonably necessary to protect the health or safety of the employee co-employees or the public. An employee who has been suspended without pay me be reinstated with back pay if the outcome of the confirmatory test or requested confirmatory retest is negative. If a job applicant has received a job offer, contingent on the applicant passing drug and alcohol testing, the employer may not withdraw the offer based upon a positive test result from an initial screening that has not been verified by a confirmatory test. Upon verification, the job offer may be withdrawn. The test results shall only be disclosed to the employer as it relates to the presence or absence of drugs or alcohol. Other medical information disclosed in the testing is confidential. Test results may not be disclosed by the employer or laboratory to any other employer or to a third person, governmental agency or private organization without the written consent of the employee or the job applicant tested, subject to the exceptions contained in Minn. Stat. 181.954 relating to arbitration, administrative hearings or judicial proceedings, federal government . contracts, or disclosure to a substance abuse treatment facility for the purpose of evaluation or treatment of the employee. Contributions to Organizations Employees shall not be required to participate in any contributions or donations to. charities or community organizations, including contributions to the employer itself. The employer shall no.t engage in any reprisal against the emplo.yee for failing to contribute, including but not limited to intimidation, harassment, threat, or any penalty regarding compensation, terms, conditio.ns, occasions or privileges of employ men V Use of Polygraph Testing The employer may not directly or indirectly solicit o.r require a polygraph, voice stress analysis or any other test to test the honesty of an employee or prospective employee. Butthis does not prohibit an employee from requesting such a test if the request by the employee is totally voluntary. Where an employee requests a polygraph test, the employer or agent administering the test shall inform the employee that taking the test is voluntary. The results of the test shall be disclosed to the employee. The City may not disclose the results of the test or the fact that the employee has taken the test to any other person." Political Affiliation . 22 I . , The employer shalllnot discriminate or retaliate against an employee due to an employee's political affiliation, sponsorship or party designation. An employee may not be coerced into suppo~ting any political candidate or issue. Any reprisal against an employee for these reasons shall t prohilnted. ' Restriction on S eech An employee of thi City will not be terminated for exercising his or her right to free speech. Thffi ttffinot uwve~, fue Oty does reserve fuenght bresmct some speech of employees. Speech that is a ma,tter of public concern (which relates to political, social, or other .. community concerns) is protected and may not be restricted by the employer. But speech which may bb disruptive to the c~>nduct and operations of the City is not protected. Matters which are only 0[: personal interest Ito the employer are not matters of public concern..· Matters concerning the m· agement or operations of the City, or statements interfering with work, involving personal relatidnships or an employee's job performance are not protected since they may detract from the empldyer's functions. Spe~h of .this nature is prohibited. Standards of Conduct I I I. Whenever people ~ather together to achieve goals, some rules of conduct are needed to help ¡cryone work toget\ter efficiently, effectively, and harmoniously. $ome people have . probl ms with "rules" and[ "authority figures," and past experience may have.justified these thoug ts and feelings; h0'rever, in the City of St. Joseph, we hold ourselves to a high standard of qualitY where the rules an~ authority figures simply assure that quality is maintained. I By accepting empl~yment with us, each employee has a responsibility to the City of St. JosePf and to their fellow 'employees to adhere to certain rules of behavior and conduct. The purp9se of these rules is ~ot to restrict their rights, but rather to be certain thatthey understand what f.onductis expected and necessary. When each person is aware that he or she can:r depend uPenfe~o", workers to follow fue rules ofconduct,fuen ourorganìzation will be a bett r place to work for ~veryone. Unacceptable Activities I I Generally speaking, we expect each person to act in a mature and responsible manner atall times'l However, to avoidlany possible confusion, some of the more obvious unacceptable activities are noted below. 1 A voidance of these activities will be to the employee's .benefit as well as fuetefit of the Çity of $t¡oseph. Hthere are any questions concerning any work or safety rule, . r any of the unacceptable activities listed, the department supervisor will offer an e1<P11.ation. · . ... Occurrence of any l~f the followiI1g violations, becaus~ of their seriousness, may result in immeâ.iatedismissal withput warning: . 23 I I * Willful violation of any City rule; any deliberate action that is extreme in nature and is . obviously detrimental to the City of St. Joseph * Willful violation of security or safety rules or failure to observe safety rules or the City of St. Joseph safety practices; failure to wear required safety equipment; tampering with the City of St. Joseph equipment or safety equipment. * Negligence or any careless action which endangers the life or safety of another person. * Being intoxicated or under the influence of controlled substance drugs while at work; use, possession or sale of controlled substance drugs in any quantity while on City premise, except medication prescribed by a physician which does not impair work performance. (See Drug Policy Addendum). * Unauthorized possession of dangerous or illegal firearms, weapons or explosives on City property or while on duty. * Engaging in criminal conduct or acts of violence, or making threats of violence toward anyone on City premises or when representing the City of St. Joseph; fighting, or horseplay, or provoking a fight on City property, or negligent damage of property. * Insubordination or refusing to obey instructions properly issued by a supervisor pertaining to work; refusal to help out on a special assignment. * Threatening, intimidating or coercing fellow employees on or off the premise-- at any . time, for any purpose. *. Engaging in an act of sabotage; willfully or with gross negligence causing the destruction or damage of City property, or the property of fellow employees, customers, suppliers, or visitors in any manner. * Theft of City property or the property of fellow employees; unauthorized possession or removal of any City property, including documents, from the prêmiseswithout prior permission from management (Council); unauthorized use of the City equipment or property for personal reasons; using City equipment for profit. * Dishonesty; willful falsification or misrepresentation on application for employment or other work records; lying about sick leave; falsifying reason for a leave of absence or other data requested by the City of St. Joseph; alteration of City records or other City documents. * Violating the non-disclosure agreement;. giving confidential or proprietary information about the City of St. Joseph; giving information to unauthorized City of St. Joseph employees; breach of confidentiality of personnel information. . 24 I . * Malicious gossie and/or spreading rumors; engaging in behavior designed to create discord and lacI.q of harmony; interfering with another employee on the job; willfully restricting work'output or encouraging others to do the same. i * Immoralcondu~t or indecency on City property or while on duty. * Conductingunl~censed lottery or gambling on City premises. I Occurrence ofanyf of thefollowingactivities, as well as violations of any of the City of St. Josep rules or policies, maybe subject to disciplinary action, including possible immediate dis ssal. This list is not kill-inclusive and, notwithstanding this list, all employees remain emplbyed "at will." * Unsatisfactory or careless work; failure to meet quality standards as explained to an employee by th~ supervisor/ department head; mistakes due to carelessness or failure to get necessary instructions. I * Any act of hara~sment, sexual, racial or other; telling sexist or racial-type jokes; making racial or ethnic slurs, i I I * Leaving work before the end of a workday or not being ready to work at the start of a workday withou~ approval of the supervisor¡ stopping work before time specified for such purposes. ! I . I * Sleeping on the ~ob¡ loitering or loafing during working hours. I * Excessive use of City telephones for personal calls. * Leaving work d-pring work hours without the permission of the supervisor. ! * Smoking in res~icted areas or at non-designated times, as specified by department rules. * Creating or contributing to unsanitary conditions. i * Posting, remov~gor altering notices on Official bulletin board on City property without permission from City Council, Clerk Administrator or the Deputy Clerk of the City of St. I Joseph. r * Failure to repor~ excessive absence or lateness to the City Council. * Obscene or abus'ive language toward any supervisor, employee, resident or visitor; indifference or rþdeness towards a resident, visitor or fellow employee¡ any disorderly/antagonistic conduct on City premise. I * Speeding or car~less driving of City vehicles, except police officers during performance of assigned duties.¡ I . I i I ¡ I i 25 ¡ i * Failure to immediately report damageto¡ or an accident involving City equipment. . * Soliciting sale of goods during working hours and/ or in working areas; collecting funds of any kind for charities or others without authorization during business hours on City premises. Authorized solicitations include: Boy Scouts¡ Girl Scouts¡ United Way¡ and Non-profit organizations. * Failure to maintain a neat and clean appearance in terms of the standards established by the supervisor; any departure from accepted conventional modes of dress or personal grooming; wearing improper or unsafe clothing. + * Eating food and/ or beverages in un-designated areas. (Employees working outside of an office areal could/ should in many cases¡ weather permittin& stay at that site for coffee break and/ or lunch period.) * Failure to use a time record; alteration of employee's own time record or attendance document; punching or altering another employee's time record¡ or causing someone to + alter an employee's time record. (Should time clocks be inserted here) Disciplinary Actions Unacceptable behavior dismissal may be dealt within the following manner: . Verbal Warning First Written Warning Second Written Warning Suspension Dismissal Written warnings will include the reasons for the supervisor's dissatisfaction and any supporting evidence. Disciplinary actions will be entered into the émployee's personnel record and should state the corrective action expected of the employee. An employee Will have an opportunity to defend their actions and rebut the opinion of their supervisor at the time the warning is issued. Disciplinary actions may also include finest suspensions or other measures deemed appropriate to the circumstances. Reprimands shall be done in a mannerthat shall not embarrass the employee before other employees or the public. An employee shall not bedischarged¡disciplined¡ or discriminated against or penalized because of the following: a) The reporting ofa violation or suspected violation of any federal or state law or rule adopted by law to an employer or to any governmental body or law enforcement official. b) If the employee has requested by public body or office to participate in an investigation¡ . 26 , , I I . hear' g or inquiry, or \ I i c) The employee r~fuses an employer's order to perform an action that the employee has an o~ective basis in fact to believe vîolates any state or federal law or rule or regulation adopted ~'::0ft to law; and the t"PIOyee informs the employer that the order is being refused for that . This policy does Jtpermît disclosures by an employerwhJch violates federål or state law or dîrpinishes or împairs tþe rîghts of any person to the continued protection of confidentiality of communîcation provided ¡by common law. An employercann:ot take retaliatory acts for the followmg activîties: I I 1. .An employee b~ing garnished 2. An ~mployee's ~ages being withheld for child support 3. Employees ser~ed with papers in a divorceor child support action 4. An employee making a complaint under the minîmum wage law 5. An employee ntal<ing a claîm for work compo benefits 6. An employee n1-aking a complaint under the OSHA laws 7. Due to the fact that the employee is a crîme vîctim or testifies for the prosecution at a trial I 8. The employee participates as an election judge 9. The employee is elected to public office or attends meetings of public office. . 10. The employee participates in a strike 11. The employee~eportsavîolationof the law, participates in an official hearing or investigatio:f¡,· or refuses to participate in an illegal activîty 12. That the employee requests parenting leave to which he or she is entitled 13. The employee fails to make charîtable contributions I Dismissal ~loyment and comPensation with the City ofSt. oseph is 'at will'. Art employee can be ter. . ated with. or withotttcause, and with or without notice at any time, at the option of either the Cl% of St. Joseph or tHe employee, except as otherwise provided by law. In the case of a veter· ,honorably disch~rged, the procedure described in Minnesota Statutes 197.46, shall be foll~+ed. . (Removal may þe only for incompetence or misconduct shown. after. a hearing on due notice). i ¡ llan employee's p~rforI11<Ulce IS unsatisfactory due to lack of ability, failur~to abide by the City . f St. Joseph rules or failure to fulfill the requirements of their job, they will be notified of the problem. Ifsatisfactory change does not occur, an employee may be dismissed. Somel incidents may resul~ in immediate. dismissal. An employeewholhas been involuntarily terminated may request in writing within five workt'g days following termination the reason for termination. Within five working days of recei . t of the request, the ;employer shall inform the employee in writing ofthe truthful reason for . ! I i I 27 I termination..This communìcation may not be used by the employee asa basis for an actionof . defamation against the employer. Wage & Salary Policies Employees of the City shall be compensated according to the schedule established, from time to time by the CityCouncil. Any wage or salary so established,js the total remuneration for employment, but shall not be considered as reÌ1nþ~rsement forofficìal travel or ()ther expenses whìch may be allowed for the conduct of officìal busìness, unless approved by Council. .. No employee shall receive pay from the City in addition to the salary authorìzed for the position to whìch he or she has been appointed. The City of St. Joseph has developed policìes to insure wages and salaries comparable to those of other employees with sìn1ilar jobs/positions at the City of St. Joseph or comparable sìzed Cities. Our wages and salary poli~y is designated to attract and retain well b~st qualified people available. The compensation. ()fa City position, is based on ìts"comparative work yalue" (i.e. and the value of work measured by the. skill, effort, responsibility, and working conditions normally rE:!quired.inthe performanceofthework). To carry out this policy, the City of St. Josephwill perìodìcally compare wage and salary policy with community rates for all sìn1ilar positions using appropriate published information from sources. The City of St. Joseph will carry an employee directly on their payroll. No person may be . paid directly out of petty cash or any other such fund for work performed. Call Back Pay (+ + + . Discussion of current practice and recent changes) Occasionally an employee may be asked to return to work after they have left the prenûses for the day. If this occurs, and only after an employee has put in a minÌ1num of 30 minutes, an employee will be paid actual time worked. Exempt employees working greater than two (2)hours will accrue comp time, for time after the initial two (2) hours. Computing Pay If an employee is "exempt salaried", employee whose pay is not based on an hourly rate, there may be times when it is necessary to compensate them for some daily or hourly pay. When this is necessary, the City of St. Joseph will compute the time on the forty (40) hour work week. Deductions From Paycheck (Mandatory) The City of St. Joseph is required by law tomakecertaindeductionsfromanemplÔyee's paycheck each time one is prepared. Among these are federal, state< and local in~ome taxes and the employee's contribution to SocìalSecurity and Medìcare as required by law. These deductions will be itemized on the check stub. The amount of the deductions may depend on earnings and on the information furnished on W-4 forms, regarding the number of dependents/ exemptions you claÌ1n. . 28 i . Any . hange in name, ad4ress, telephone number, maritaFstatus or number of exemptions must be repor ed to the City Offices immediately, to ensure proper credit for tax purposes. The W-2 form! that' received each year, 'indicates precisely how much of the employee's earnings were deducted for thrse purposes. i I , . Any other mandatbrydeductions to be made from the paycheck, such as court-ordered attac ments, will œ expIa.!"ed whenever \he City of Sl Joseph is ordered to make such d~ductions, Error In Pa I I I Every effort is made to avoid errorsinpaychecks. If an employee believes an error has been J?1ade, they should bring it tö the attention of their supervisor immediately. He or She will take.fe necessary steps tol... research the problem and to assure that any necessary correction is made properly and promptly. (++ Should this be the City Clerk's Office) , Differential Pay I Differentialpay w¥1 be applied to regularly scheduled work hours from 6:00 p.m. through 6:00 aJ.m.(Not toincludeqvertime hours) It is payable in multiples of one hour, scheduled betw¥n 6:00 p.m. and 6:op a.m. of the next day. The rate is .W- .15 per hour as established by the City founcil. . Ovedime Pay . I Fromtime to. timeL may. be necessary for an employee to perform overtime work in. order to cOTplete a job ontime.¡ All overtime must be approved in advance bv the supervisor I depattment head and/or City Council. +++ (At the time of requesting approval, the depa~tment head should submitjustification·as to why the overtime is needed.) When it is necesfary to work overti1Íte, an employee is expected to cooperate as a condition of employment. Ther, are two types of ovrtime work: 1. Scheduled Overtime: pcheduled overtime work is announced in advance. This type of over e becomes part of µ'e required workweek of the people who are members of the depa I ent.1f an emploxee must be excused from performing scheduled overtime, they should spea with their supervis9r. He or she will consider the individual situation and the requirements Ofth1..depa rtm. en.. tin dec i4.. ing whether an employee m ay..be e xc u sedfr om performm' g the sche uled overtime. i I I 2. Incidental Overtime: Incidental overtime isn't scheduled, it becomes necessary in response to extenfatingcircum.. stance~.. It is extra.time needed to complete work normally completed during regular hours. Incidental.overtimemay become necessary when an illness or emergency keeps co- workfrs from being at work as anticipated. It may require an employee to return to the workplace for 1ergency work. ovttime is. at \he discretion of \h.e CityJoremploye.,. who are eligibæ, If a "non-exempt" employre performs overtime work, they will be paid one and one-half (1-1/2) times their regular hourly! wage for any time over forty (40) hours per week that an employee i . 29 works. If during that week, they were away from the job because of a job-related injury, paid . holiday, jury duty, ~;<Qcation taken in single day incremcnt-s, or paid sick time, those hours not worked will be counted as hours worked for the purpose of computing eligibility for overtime pay. +++ Does the City wish to require that overtime occurs after working 40 hours, not using benefits to constitute the 40 hours? 3. Emergency Overtime: Employees may be called for overtime work as a result in the disruption of service to the residents of St. Joseph. Services include, but are not limited to Water, Sewer, Police, Fire & Streets. 4. Compensatory Hours Worked: Overtime work performed which is compensated for by time and one half time off, in lieu of overtime payment. It may be taken in half day increments. Employees whose activities include: public safety, emergency response or seasonal v.'ork, may accumulate up to 40 hours of unused compensatory time bcf-ore monetary o~;-crtimc compensation must be paid. "'\11 other employees are subject to a f-orty (40) hour limit on QCcumulated compensatory time. +++ Employees may accumulate up to 100 hours of compensatory time before monetary overtime must be paid. . At the end of eåch calendar year, an employee may only carry forward 80 hours of compensatory time. Pay Period & Hours Our Payroll workweek begins on Friday at 12:01 a.m. and ends on Thursday at 12:00 . midnight. Pay Cycle: Fiscal Pay Period- Bi-weekly (26 Pay periods per year). Payday is normally every other Wednesday afternoon for services performed for the pay period ending the previous Thursday at 12:00 midnight. Paycheck Distribution & Cashin2: Procedures All City employees are paid through automatic deposit. Reporting Time Pay - Inclement Weather & II Acts of God" In the event that inclement weather, power/utility failure, fire, flood or some other "Act of God" keeps the City of St. Joseph from operating, an employee can use vacation days, accrued comp time for up to a maximum of two workdays, provided the City of St. Joseph officially declares that is non-operational forthatperiod of time. Every effort will be made to provide each employee with advance notice. in the event .that City operations will not take place. Resignation & Severance Pay . 30 . The City, of St. Joseph requests an employee to give at least two weeks notice in the event they' tend to leave our employment. ,Any accrued, but unused vacation time will be paid at the time of employment ter~ation,providedsixmonths of employment has elapsed. ! +++ I In additional any unused compensatory time, unused accrued holiday hours and one-half of the accumulated síckle&ve balance will be paid at the time of termination under the same. condítí~I'ons of accrued vaca~on. Any employee wishing to leave the municipal service in good standing, shall submit a letterJ resignation to ther supervisor! department head afleast two weeks prior to departiflg. Failurf to comply with thi~procedure may be considered cause for denying any future empl1yment with the Cit1 and denying benefits. Time Records : I By law" the ÇitY is ~bligated to keep accurate records of the time, worked J,y"l1on-exempt" empl~. yees. This is done with written documentation. (Time Clocks?) ! An employee tîme [record is the only way the payroll department knows how many hours they·' aveworked and ho\" much the employee will be paid. i\Re"'l'l0yœ'S 'time ,record iRdkatc<J . : ' . An employee will record lunch and absen es like a doctor'soridentist's appointment. i An employee is re$ponsible for their own time record. No one may record hours worked . on another employee's re50rd~ Tampering with another employees time recordis cause for disd~linary actio. n, inclUd~..· g POssibl.e dismissal, of both emp. loyees. (+ +ie: punching in or., out for a felllJw employee) Do nqt alter another person's record, or influence anyone else to alter an indi "duals record. In the: event of an error in recording the time it should be reported to the appr priate supervisormµnediately. It shall be the responsibility of the supervisor to sign all time cards after verifying accuiacy. Performance & Compensation Reviews Performance Reviews I A supervisor is continuously evaluating the employee'sjob performance., Day-to-day inter ction should give a11 employee a sense of how their supervisor perceives their performance. However, to avoiq haphazard or incomplete evaluations, the City of St. Joseph conducts a form I review once a year for each employee. ++tUld a Patagcaph~addedconvertiri'g the stèpsysfèm to ameritsy~tem aJ1dshould Jeviews be conducte~ every 6 months? Performance revie~s will be conducted annually during September of each year, by the . 31 employee's supervisor. They must be submitted to the City Council no later than October 1st of . the same year. The City Council will review the performance evaluations no later than November 1st of the same year. New employees may be reviewed more frequently.. A review may also be " conducted in the event of a promotion or change in duties and responsibilities. During formal performance reviews, the supervisor will consider the following things, among others: · Attendance, initiative and effort · The quality and quantity of work · Attitude and willingness · Knowledge of work · The conditions under which the employee must work The primary reason for performance reviews is to identify the employee's strengths and weaknesses in order to reinforce their good habits and develop ways to improve.in their weaker areas. This review also serves. to make an employee aware of and to document how their job performance compares to the goals and interests and future goals. An employee's supervisor is interested in helping them to progress and grow in order to achieve personal as well as work- related goals -- perhaps he or she can recommend further training or additional opportunities. ++ Should something be added to encourage training for all employees? In addition to individual job performance reviews, the City of St.Joseph periodically . conducts a review of job descriptions to insure that we are fully aware of any changes in the duties and responsibilities of each position, and that such changes are recognized and adequately compensated, which may include upgrading or downgrading a p~sition. Work Schedule The normal work week consists offive (5) days, eight (8) hours long, Monday through Friday, (++ with the exception of the police department who work 10 hour days). The normal work year shall consist of 2080 hours. The departments work schedules are prepared by the supervisor and are subject to review by the Council. A schedule of daily work hours will be posted by the supervisor at least 0I1e w.eek in advance of scheduled time to be worked. An employee will be notified (++oneweek in advance) promptly whenever a chan~ei~necessary. Should an employee have any questions concerning the work schedule, please ask the supervisor. Absence Or Lateness From time to>time,itmay be necessary for an employee to be absent from work. The City of St.. Joseph is. aware that emergencies,illn~ss, . or pressing persol1al busine~s that cannot be scheduled outside employee work hours may arise. Sickdaysandfor vacation days have been provided for this purpose. If an employee is unable to report to work, or if they will arrive late, they should contact . 32 I . their upervisorimmediafely. Give him or her as much time as possible to arrange for someone else t cover the position tintilthe employee can arrive.. If an employee knows in advance that they 'f~ need to be absen~, they are required to requested this time off directly from their superiVlsor. . I When anemploye~ calls in to inform the City of St. Joseph of an unexpected absence or late arriv l,they should ask for their supervisor. If they are unavailable, leave a message with the City Offic Staff. For late arriv~ls an employee should indicate when they expect to arrive for work. Notif ing a fellow-employee is not sufficient. If an employee is unable to call in themselves beca'te ofan illness,emigency or for some other reason, someone shou1dcall '" on their behalf: .1 Absence from wor~ for three (3) consecutive days without notifying the supervisor or the.. City fffices will be consi1ered a voluntary resignation. Atte dance i I ¡ Employees are eXRected to be at work and ready to work at the beginning of their assigned daily workhours. . They are expected to remain in their work area until the end of the assigned work hours, except for approved breaks and lunch. When the work takes the employee away from the work area, the s¥pervisor should know where the employee is going and how long they expe t to be gone. I Be aware that "exc~ssive" time off could lead to disciplinary action. , . Breaks /Rest Periods I J An employee shall be granted two (2) fifteen (15) minute rest breaks each day. Rest breaks I will e scheduled in mid-p:lOrningand mid-afternoon. Returning to work at the end of the break is alwåS expecred.tThefifreerr mn1Ure rest break will be œkenat the work sire, whenever possIDle closlre Mter Starlin Tiime I I If severe weatherçonditions exist and the City Offices decide to close the City of St. Joseph for ~e remainder ofthe ~ay,each employee -Will be notified as soon as possible. If an employee is sent Jjlome before having}'Vorkedtwo (2) hours, they will be paid for two (2) hours of work. If an emplþyeeis sent home after having worked two (2) hours, they will be paid for the time that they actu lly worked. ! I If the supervisor ~sks an employee to remain at work after the City of St. Joseph has closed beca seof severe weathe*conditions, they will be paid at time. and one-half for the remaining hour that they work beypnd the announced closing time. Closure Prior to Starlin !Time , I I Ifan employee reports to work and find that, due to severe weather conditions, the City of St. J 0 eph will unexpecte<¡Uy be closed for business, they will be paid for one (1) hour of work for . ! 33 I I I that day only. . Excessive Absenteeism Or Lateness In general, ++ (three [3]) five (5) absences in a 9O-day period, or a consistent pattern of absence, will be considered excessive, andthe reasons for the absences may come under question. Tardiness. or leaving early is as detrimental to the City of St. Joseph as an absence.. Three (3) such incidents in a90 day period will be considered a "tardiness pattern" and will carry the same weight as an absence. Other factors, like the degree of lateness, maybe considered. Be aware the excessive absenteeism, lateness or leaving early may lead to disciplinary action, including possible dismissal. Lunch Period If an employee works longer than four (4) hours, they will be given an unpaid lunch period. The time when lunch periods are scheduled varies among departments, depending on the needs of each department. An employee is expected to take their allotted time for lunch. They are requested not to perform any work during their regularly scheduled lunch period, unless specifically requested to do so by the supervisor. In that event, the lunch will be rescheduled or the employee will be paid for the time that they worked. The Benefits Package . In addition to receiving a salary and having an equal opportunity for professional development and advancement, an employee is eligible to enjoy other benefits which will enhance their job satisfaction. We are certain that each employee will agree that the. benefits program described in this Manual represents a very large învestmentby the City. of St. Joseph,· and we trust that employees will avoid abusing any of the program's benefits. A good benefits program is a solid învestmenfin the employees and City of St. Joseph. It not only insures the loyalty of long-time capable employees, however it also helps to attract talented newcomers. The City of St. Joseph will periodically review the benefits program and will make modifications as appropriate to the City's condition. Eli~ibility For Benefits A full-time employee is eligible for all benefits describedînthismanualas soon as the eligibility requirements for each particular benefit have been met. A part-time employee is eligible for only those benefits addressed to part-time employees or which are required by law to be afforded to each employee, provided that they meet the minimum requirements set forth by law and in the benefit plan (s). . 34 i . No benefits are available to an employee during their first six months of employment, exce t as provided by lavY F JohnE. At the end of the.six month period, an employee is entitled to use a crued.sick andforvacation leave, which has accumulated since the firsfdayof employment. I I Temporary emplo~ees are not eligible for benefits. , ! Paid Leaves of Absence i Time off for any reason during a working day will be deducted from employee's sick or vaca 'on days, as appropfiate.Oncean employee has used all of their eamedsick or vacation daysj time off may be grapted without pay. All leaves of absence are granted on a . ase by case basis at ~he sole discretion of the Council. .. . ! I Holidays i employees in regular positions are eligible for holiday pay. The City Offices shall be dosed for b siness on each suc~ holiday,bufemployees may be required to work on paid holidays when the neture of their duties, I or other conditions require it. + + Employees are not eligible to receive holi ay pay during their first six months of employment. Police Department employees are eligi Ie for holiday pay frpm the beginning day of employement. I i Part-timeemploy~es are entitled to holiday pay, only if they would normally be scheduled to w rk on the day of thel week designated as the holiday. They shall be paid only for the number . of hours they wouldhavê worked. Temporary employees do not receive holiday pay. Recognized Holidays 1 The following holidays are recognized by the City of St. Joseph as paid holidays: I ! New Year's Day I January 1st Martin Luther K~g Day 3rd Monday in January Individual Birthd#y Floating Holiday President's Day·! 3rd Monday in February Good Friday . 1/2 day. and another 1/2 day floating Memorial Day : Last Monday in May Independence Day July 4th Labor Day I 1st Monday in September Veteran's Day I November 11 I Thanksgiving Day 4th Thursday in November Christmas Eve. (1{2 day) December 24 (12:00 noon) Christmas Day I December 25 Holi a Policies I I I I Anemployee ma* take time offtoobserve their religious holiday. (Minn. Statute 15A.22) Vacation leave11lay be u~ed for this purpose, otherwise the. time off is without pay. An employee ! . I 35 I I I I ! must notify their supervisor one day in advance. . The City schedules all national holidays on the day designated by common business practice. . An employee required to work a holiday, shall receive another day off within thirty dåys thereafter, as a department head/ supervisor determines. Unless special consideration is given in determining work schedules, each holiday commences at the beginning of the first shift on the day on which the holiday occurs and continues for twenty four hours thereafter. In order to qualify for holiday pay, an employee must work the scheduled workday immediately before and after tl1e holiday.. Excused. paid absences will be considered as scheduled work days. ++ Is this the current practice? An employee is not eligible to receive holiday pay when they are on leave of absence. Police Officers who work Easter, Thanksgiving and Christmas any holiday with the exception of the individual Birthday, shall be paid time and one half and another day oftto be used within thirty days following the holiday worked. l\ll other holidays worked shall be strùight time with another day off with PQY. Vacations Vacation is a time for an employee to rest, relax, and pursue special interests. Full-time . employees are eligible for paid vacation. An employee is not eligible to use paid vacation during their first six months of employment. Vacation accrues· from the first day of employment. Temporary employees are not eligible for paid vacation. Amount Of Vacation Vacation shall be granted as follows: 1 year of Employment 40 hours 2 - 5 years of Employment 80 hours 6 - 10 years of Employment 120 hours 11- 20 years of Employment 160 hours 21 - 25 years of Employment 8 hours for each year of ~lllployment with a maximum of 40 additional hours Vacation Policies Every effortwill be made to grantanemployee's vacation at the time requested. Irany conflicts arise in requests for vacation time, preference will be given to the employ~e with the most seniority. .++ As determined by the. supervisor. . 36 . , An employee may hot receive advance vacation pay (for vacation time taken in excess of the va[ation accrual balanGe). Vacation time isba1ed on anniversary date and cannot be utilized until the following year. Vacation. time is earned one year and expendable the following year. All vacationtime~ay betaken in increments. If an employee is eligible for three (3) or four (4) weFks of vacation, the~ may take only two (2) weeks at one time unless written approval frOml the sur' ervisor is received in advance. I . I i ¡ .. . .... ,. . ..... .... .. . ,... Ifan employee isop an. approved leave of absence for less than thirty (30) days, their yacan,n eli~ìbility will 1'\0\ be affected; should the loave extend beY0tld thirty (30) days, va Canon time will not continue to accrue. I If aCity paid holiday falls during a scheduled vacation period, an employee will not be charT ~vacanOndaYf01'....·.that holiday. (++ should we require the employee to work the day befor ¡.and the day after?) ¡ Accum.ulation Ri hts j No more than fort)rhours/ five days of vacation time may be carried over and accumulated throu h anyone calendar I year. Any hours/ days in excess of the allotted carryover, will be . forfei)ed on December 31st of each year. Anniversary date (++ not allowed to accrue more than 1 years vacation at any time) Vacation days tha~ are carried over will be paid at the rate that they were earned. Vacation time ay be taken in incrl[:?ments of one or more hours. I I I The maximum tha,twill be paid as a lump sum, when an employee discontinues municipal servi ,eis,.their ,accumulated vacation (if applicable) and their current accrued vacation. Other Paid Ileaves Funeral Bereavement L~ave I I A full-time employee is granted up to three (3) days with pay to attend the funeral and take care. f personal matters r~lated to the death of a member of their immediate family. (A parent, spou e, spouse's parent, çhild, sp()Use's child by a former marriage, bother or sister.) One (1) day of patd funeral leave will ¡be granted in the case of the death of a grandparent, spouse's gran parent or sibling, o~ any member of an extended family living in th.eir home. With the supervispr's approval, an employee may take up to one day without.pay to attend fune als of other relative~ and friends. Vacation time may be used for this purpose. . i 37 i I I Pay for a funeral leave will be made for actual time lost from work. If the death occurs at a . time when work is not scheduled, payment will not be made. If a funeral leave is requested during an employee's vacation, they will not receive vacation pay in addition to a paid funeral leave. An excused absence for family death may not be retroactive, postponed or split. Jury and Court Leave It is an employee's civic duty asa citizen to report for jury duty whenever called. If an employee is called for jury duty, the City will permit them to take the necessary time off and the City wishes to help an employee ayoidany financial loss because of such service. If an employee has completed the Introductory Period, the City of St. Joseph will reimburse them for the difference between their jury pay and their regular pay, not to exceed eight (8) hours per day, for a maximum of ten (10) business days. An employee must notify their supervisor! department head within forty-eight (48) hours of receipt of the jury summons. On any day or half-day that the employee is notrequired to serve, they will be expected to return to work. In order to receive jury duty pay, they must present a statement of jury service and pay to. their supervisor! department. This document is issued by the court. Court leave is not available if an employee is called as a witness in anon-official capacity on behalf of a private party. If an employee's presence as a representative of the City of St. Joseph, . is required in an official capacity~ or on behalf of a private part in official capacity, they are only entitled to their regular salary. V oting Leave Every employee who is eligible to vote in an election maybe absent from work for the purpose of voting during the morning of that election without penalty.or deduction from salary or wages because of the absence. For purpose ofthis policy, "election" means a regularly scheduled state primary or general election, an election to fill a vacancy in the office of a United States Senator or United States Representative or a presidential primary. Sick Leave To qualify for sick leave an employee must be a full-time employee and have completed their Introductory Period. Time taken off beforetlle .completion ofthe introdllctory period will be without pay. Each employee will accrue sick leave at the rate of eight hours per month.. Sick leave mustbe accrued to be used. If an.employeemustbe absent from work because of a personal illness, they will be eligible to receive their regular straight time pay. Employees may accrue up to a maximum of ninety days. An employee may use their sick leave in units of no less than one (1) hour at anyone time. An employee must notify the supervisor! department head as soon as possible that they will be absent from work due to illness;·keep their supervisor informed of their condition. If the absence is for more than.a three days in duration, a medical certification may . 38 . must He submitted to the supervisor( departIn,ent for any absence. I I Sick leave may be gi-anted for the purposes of visiting doctors, dentists or other practi~onersjn their offices. This time may also be used for tending to a serious illness suffered by a me ber of an employee'~immediate family, in the event the illness requires their personal time and a ention.Forpurposesof this section, immediate family includes spouse, child, parent, or siblin living in their hom¿. If another person can attend to the needs of an ill family member, the emplo ee is expected to fu~ their duties as an employee of the City of St. Joseph. I I The City of St. Joseþhmay request "proof-of-illness" and may also use an appointed physi ian to examine. the e,mployee. If an employeeis réquired to take a disability leave of absence, any accrued sick leave may be pai at the time. the leave commences. Payment will be equal to one half of the accrued sick leave balance. ¡ If an employee is or an approved leave of absence for less than thirty (30) days, an empl9yee's sick leave eli~bility will not be affected; should the leave extend beyond thirty (30) calente days, sick leave r wiU not continue to accrue. The sick leave policy applies to all full time regular employees on the City of St. Joseph's parro: It also does not apply ~ síck leave is needed.. a result of self-in\licted injucy, illegal substÁnce abuse or alcoho~ abuse, or illness or injury incurred while in the. act of committing a . felonf. Sick leave is allmv¡ed for persons entering a certified treatment program for drug or Ch]al abuse. i ...... ..lnthe eVent Of an ~lness oe injucy coveced by woekees' compensation, this síck leave policy will at apply, but will deter to the State Statute. I I Sick days accumulate to a. maximum. of ninety 720 hours (90) days. For each sick day chec IS quarterly. I ' I Upon the termina~onof employment with the City of St. Joseph, an employee will be paid foe aricJ;¡um of ninety r20 houes (9OJ days of accumulated sick time at half time. Bone, Marrow Donation Absence I Anemployee, working an average of 20 hours or more per week, shall be entitled to a paid I leaV~f absence. when 11I1deegoing~medìaù peocedure tod~nate bone maqow. The. combined lengt. of the leave~ .of ab~ence to complete the procedures shall not exceed~Owor~ .ho~rs, unless the e ployer specifically:agrees to a greater leave. The employer may reqUlre verificahon by a phys~cian of the purpose land length of each leave requested by the employee to donate bone marrow. I ! . I I 39 I I maternity. To request a disability leave of absence from the supervisor/department head, an . employee should submit, or have someone submit for them, a statement of ill health or disability from their doctor. (Pregnancy is treated, for the purpose of policy, the same as an illness or disability). An approved disability leave may be granted for up to ninety (90) days. If necessary, an employee may request extensions in thirty (30) day increments for a maximum of one (1) year. Whenever possible, an employee is required to give as much notice as possible of their pendmg need for a disability leave of absence. In the case of pregnancy, please inform supervisor/ department head, as soon as possible of the date an employee and their doctor anticipated that they will begin their leave. A job statuswill be protected to the extent that the City will make every effort to allow an employee to return to their former work, or similar work if available, for which they may be qualified. At the time the disability leave begins, any accrued vacation or sick leave can be used. These benefits will not continue to accrue during a leave of more than thirty (30) calendar days. This policy applies to all employees. Employees who develop an illness or physical condition which requires medical treatment or restrictions and precautions as to their health will be required to submit a physician's statement. This statement must give approval that continued full-time employment in their present position will not jeopardize their health or the safety of others, in the event they continue to work. A similar statement is required upon return from a disability leave. Employees are eligible for up to six weeks unpaid leave in connection with the birth or . adoptionofa child. The leavemustbegin within six weeks priorto birth or adoption or within the following six weeks.. Unused vactó\tion and/or sick leave may be applied to parental leave, with prior approval of the Council. An Employee shall be allowed to take up to six weeks of leave without pay upon the adoption of a child. The period of time during which leave may be taken shall begin before or at the time of the child's placement in the employee's home and shall be for the purpose of arranging for the child's placement or caring for the child after adoption. Any employee who has been employed forat1eåst six conseClltive months and working an average number of hours per week equal toone-half ofa full time equivalent position in the employee's job classification may request parenting leave. The request for parenting leave may not exceed six weeks and would be unpaid. It would be granted in conjunction with.the birth or adoption of a child by the natural or adoptive parent. Leave must begin within six weeks after the birth or adoption. The child must be under the age 18 years or under the age of 20 if the child is still attending secondary school. During the period of leave, the employer shall continue to make insurance coverage available to the employee under the City's group. insurance policyforthe employee and any dependents. The employee shall pay the cost of insurance or health care while on the leave of absence. Unpaid School Conferences and Activities Leave . 41 , ,! . Employees shallbejentitled to leave of up to 16 hours during any 12 month periodior the purpo e of attending school conferences or classroom activities related to the employee's child, provi ed the conferences.dr dassroom activities cannot be scheduled during nonworking hours. The e p10yee shall provid~ reasonable prior notice of the leave andmake a reasonable effort to schedï1e the leave so as nqt to .unduly disrupt the operations of the employer. The leave shall be without pay, but the employee may substitute any accrued paid vacation leave orother paid leave for any part of the leave reruestedfor the attendance of the school conference or school activity. Sick I hiId Leave Absenc~ i An employee may use his or her own personal sick leave benefits for absences due to the illnes I orinjurytothe em~loyee'schildJºrsuch rea~onab1eperiodsas the employee's attendance with ;e child maybe nec~ssary. The use of the. sick leave shall be on the same terms as the emp1 yee is able to use skk leave benefits for the employee's own illnesses or injuries. For purp~ses of this policy, si¿k leave benefits does not include short term or long term disability or other ralary continuation rnefits. Returnin From A Leave of Absenèe I Anemployeeretu~ingfrom a parenting leave of absence is entitled to return to empl ' yment in the employee's former position, or position of comparable duties, number of hours andllay. If the leave of a1?sence was more than one month, the employee must notify his supe~visor at least two w~ks prior to return. An emp10yee.returning.from a leave of absence. to . care fl r a sick or injured child or for the attendance at school conferences is required to retumto emplyment in the employee's former position. I If during the leav~ of absence, the employer experiences a lay-off and the employee would have os! the position ha<l the employee.not been on !€ave, pursuant to a good faith operation of a bon;de layoff and recallisystem, the employee is not entitled to reinstatement in the former com arable position. In ~uch a case, the employee retains rights under the layoff and recall system as if no.1eave of absence h'ad been taken. An employee returning from such leave of absence is entitlrd to return to employment at the same rate of pay the employee had been receiving when the lrve commenced, plus any automatic adjustments that occurred during the leave of absence. The mployee is also entitled to retain all accrued benefits of employment and seniority whkh exisld ¡,efore.\aking thejeave. .. Art emPloyee,Wi.~ agreement of the employer, may return to part-time work during the leav1 period without forfritingthe right to return toemploymentat the end of the leave. Insurance Premium Pa ment Durin Leaves of Absence I The City of St. Joseph will continue to pay their share of insurance premiums for employee covJage an<l dependent koverage fora maximum of six (6) months while an entployee is on a disa ility leave of absencf. While an employee is on any other type of unpaid leave of absence fro the City of StJ oseph- an employee will beresponsibJe f?r paying the total premiums for their cove age and .that of the~ dependents while on leave. Failure to do so may result in loss of . I 42 i I I I I , Total disability means that an employee cannot perform any position that the City of St. . Joseph has available, that an employee is qualified for and normally able to perform. (Worker's Compensation benefits protect the employee if they are involved in a job-related sickness or accident.) The City shall not be liable to an employee for the insurer's failure to pay a claim. Health / Dental Insurance Today's many health insurance plans and options can be confusing and complicated. That is why the City of St. Joseph has taken the tim.e to carefully review the coverage and plans available. The City has selected the plan they feel provides the best coverage for .their employees. Refer to the. literature provided by our insurance company for details on thehealthfdental coverage. Life Insurance A regular full-time employee of the City of St. Joseph is covered by the City's Group Life Insurance. This insurance is payable in the event of the employee's death from any cause, at anY time or place, while they are insured.Paymentwi11be made ina lump-sum or in installments to the beneficiary, as designated by the employee. . An .employee may change their beneficiary whenever they wish by submitting the appropriate documents to the City Office. Refer to the literature provided by our insurance company for details on life insurance coverage. . Termination of Insurance Insurance coverage wilHerminate when the insurance policy terminates, because the employee has failed to make.an agreed contribution to premiumwhen due; when an employee ceases to be eligible for coverage under the terms of the group insuranceprogram,.or when an employee ceases to be employed as a regular full-time employee eligible for the insuraIlce. The CityofSt. Joseph may, by continuing to pay the premium, keep the insurance in effect fora brief period if an employee ceases to be an eligible employee for any reason other than resignation, dismissal, or failure to meet the terms of eligibility of the group insurance program. Pursuant to COBRA, an employee has the right to continue insurance. Upon termination, informatioIl will be provided to employee. Government Required Coverage What is Worker's Compensation? Minnesota's no-fault Worker's Compensation lawwas passed by the State legislature in the 1930's to guarantee prompt, automatic benefits to workers injured on the job. Today, if an employee isunabletoworkbecause ofajob injury, the employee shall be .entitled to the benefits available under the MinnesotaW orker's Compensation Act. . 44 ~ . I ¡ I All injuries, no mé7ltter how slight, must be reported immediately to their supervisorj department nead, to assure consideration under Worker's Compensation Insurance, sh01d complicationsde*elop later. . The supervisorj department head will see that the employee recei es medical attention. I I Employees retu~ing towork after being.absentdue to an injury must report to their supervisorj department ijead prior to beginning work, and must bring a doctor's clearance for retufuingto work I uneL 10 ment Com ensation I I The City of St.Jos~ph pays a percentage of its payroll to the Unemployment Compensation Fun' according to the City of St. Joseph's employment history. ·If an. employee becomes une+ployed,theymaybeeligible for unemployment compensation, under certain conditions, for a li~ted period of time'IUnemployment compensation provide temporary income for workers who have lost their jobs. ITo be eligible, an employee must have earned a certain amount and be wiJ;Xg and able to workl· An employee should apply for benefits through their local State Jobs and Tra' , ing Office as soon a~ possible. I I . ] The United States[Government operates a system of contributory insurance know as Social Secu ity. All employees,iexcept the police officers are required by law to contribute to a set amo tof their weekly "Yages to the trust fund from which benefits are paid. The City of St. Josefh, as theeIT,l~loyer, lis~equired to deduct this amo~t fro~ ea~h paycheck the employee rece ves. In addItion, thS CIty of St. Joseph mat-ches thell' contrIbution dollar for dollar, thereby I , Oth r Benefits I I I ¡ If the injury is very serious-- one where an employee won't be ableto workforayea.r or mo~-- the employee maybe eligible for additional benefits from Social Security. Forinformation con . ctthe nearest office.of the Social Security Administration, or an employee can discuss their S'Wfon ~ili .iliec~~p~enmtive Of..ilie 00/ Of.Sl Joo~h's Work=!.com~MatiOn Insu ance Carrier. [ I Employees retuJing to work after being absent due to an injury must report to their sup ¡rvisor j department *ead prior to beginning work, and must bring a doctor's clearance for retu ing to work . I Retirement Re . emenf Polic I I . I I ! 45 ! i I ~J , . The City of St. Joseph Employees'Retirement Policy (provided throughPERA and ICMA) . is to provide eligible employees (who have completed sufficient service) with a monthly pension benefit upon retirement. The policy includes provision for normal retirement at age sixty-five (65), and early retirement or disability retirement benefits for employees meeting certain qualifications. All employees, with the exception of the Police Department, shall have a mandatory retirement age of seventy (70). Every enforcement officer, employed by the City, shall automatically be retired as determined by the Federation Bargaining l'..greemcnt.Police Union. All regular full-time employees and part-time employee who earn at least four hundred twenty five ($ 425) per month are eligible to participate in the Employees' Retirement Plan. Participation in the policy begins on the first day of each month following an employee's hire date. If an employee is hired on the first day of a month, their participation in the policy begins on that day. The details regarding the City of St. Joseph and employee contributions, vesting, administration, investments, etc. are provided in the separate literature for the Employees' Retirement policy, which is available. City Fire Fighters see City Ordinance 24, section 24.10 which addresses retirement at age sixty. Statement Of Employee Retirement Income Security Act (ERISA) As a participant in the City of St. Joseph Employees' Retirement Plan, an employee is . entitled to examine the policy documents and the annual report and plan description filed with the U.S. Department of Labor. This inspection maybe made during normal business hours. Tax Defe1Ted l'"...IUtttity Information on this. method of saving pre taxed dollars is available to employees from the City Office. Other Benefits Education /Training (Attending Seminars I Training Sessions) From time to time, the City of St. Joseph may arrange to have both formal and informal training programs to enable an employee to progress in their technical knowledge. Severaltimes a year, specific schools, workshops, or training programs may be available... An employee will receive a normal paycheck if they attend these .schools or workshops. All or a portion of the expenses for off-premise training maybepaidfor by the City of St.Joseph depending on the nature of the course. If an employee becomes aware of a particular seminar that they believe is appropriate for . 46