01/29/1996 SPEC - 4841r
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arr oF
FRIDLEY
FRIDLEY SPECIAL CITY COUNCIL MEETING OF
JANUARY 29, 1996
The City of Fridley will not discriminate against or harass anyone in the admission or access to, or treatment,
or employment in its services, programs, or acrivities because of race, color, creed, religion, national origin, sex,
disability, age, marital status, sexual orientation or status with regard to public assistance. Upon request,
accommodation will be provided to allow individuals with disabilities to participate in any of Fridley's services,
programs, and activities. Hearing impaired persons who need an interpreter or other persons with disabilities
who require auxiliary aids should contact Roberta Collins at 572-3500 at least one week in advance.
(TTD/572-3534)
PLEDGE OF ALLEGIANCE:
ADOPTION OF AGENDA:
NEW BUSINESS:
Approve Pay Equity Compliance
Report
ADJOURN:
�
��N OF
FRIDLEY
MEMORANDUM
Municipa! Ce�ter
6431 University Avenue Northeast
Fridiey, Minnesota 55432
(612) 572-3507
FAX: (612) 571-1287
Memo to: William W. Burns, City Manager
�om:
Subject:
Date:
William C_ Hunt
Assislant to the City Manager
William C. Hunt, Assistant to the City Manager �°j%�
�
Pay Equity Compliance Report
January 29, 1996
According to state law, the City of Fridley is required to report on its compliance
with the Minnesota Local Government Pay Equity Act. The report is on the status
of City employees effective December 31, 1995, and it is due on January 31, 1996.
There are no substantive problems with the report. The City of Fridley complies
with all the regulations promulgated by the Department of Employee Relations.
There is, however, a technical problem in that the report must be submitted to the
City Council, approved and signed by the Mayor prior to being filed. As I
understand it, there is a$100 penalty for each day that the report is late.
I regret the oversight in not having this report ready by the January 22 meeting of
the City Council. There were some delays m preparing it because of the transition
from Susan Irber to Lisa McConnell. The positive side is that Lisa has an extensive
background in preparation of these reports and did an e�rtremely thorough review
of our classification and compensation system while preparing the Pay Equity
Complian�e Report. I am at fault for not realizing until too late that the report had
to be ready in time for the January 22, 1996 City Council meeting.
I respectfully request that you present this for approval at a special meeting of the
City Council to be held today, January 29, 1996. All it requires is a motion to
approve.
WCH/jb
c: Lisa McConnell, Human Resources/Public Information Technician
�
�� Send completed report to:
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Pay Equiiy Implementation Report
Pay Equity Coordinator
Department of Employee Relations
200 Centennial Bufiding
658 Cedar Street
St. Paul, MN 55155-1603 �6i2) 296-2653 (Voice)
_ (612) 297-2003 (TDD)
Name of Jurisdic
� C�ty
Address
��i3� IINA110
Contact Person
❑ County CJ School
❑ Other:
� The job evaluation system used measured skill, effort,
responsibility and working conditions and the same
system was used for al! classes of employess.
Check the system used:
❑ State Job Match
❑ Designed Own (specify)
� Consultant's System ispecify)
__{-I. R. ��cc� I PDI 1
❑ Other (specify)
� Health insurance benefits for male and female classes
of comparable value have been evaluated and:
� There is no difference and female classes are not
at a disadvantage.
❑ There is a difference and the maximum salaries
reported include the monthly amount paid by ihe
employer ior health insurance.
Q Information in this report is complete and accurate.
Q The report includes all classes of employees over
which the jurisdiction has final budgetary approval
authority.
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Result from Salary Range Wo�ksheei
For Department Use Only
Postmark Date of Report
Jurisdictio� iD Number
�
J!(.Ll.0
Phone
( �» ) {��_
� No salary ranges/performance differences.
❑ Check here if both of the following apply; othervvise, leave
blank.
a. Ju�isdictio� does not have a salary range for any job
class.
b. Upo� requsst, jurisdiction wiQ supply documentation
showing that inequities between male and female
classes are due to performance differences.
NoLe: Do not include a�y documentation regarding
performance with this form_
Q An official notice has been posted at
d�un.i.c.ipa.2 Cev+.te�c K.�o�Fz
(prominent location/
informing employees that the Pay Equity implementat+on
Report has been filed and is available to employees upon
request_ A copy of the notice has been sent to each exclusive
representative, if any, and aiso to the public library. The report
was app�oved by:
�fc-i.deeu C.i�c� CUU�.e.t.e
(govemingbodyJ
LU�i.Q.P,�am J. Nee
(chiefelectedoff;cial, prini)
(chief elected official, signature)
Mayarc l /29/96
(titlel Iriaral
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91 . 3� o % is the resuft of average years to salary range maximum for male classes divided by the
average years to salary range maximum for female classes.
Results from Exceptional Se�vice Pay Worksheet
�7 20°/o or less of male classes receive ESP_
°/o is the result of the percentage of femafe classes receiving ESP divided by the perce�tage
of male classes receiving ESP_
6, 4 l 0, 815. 73 is the annual payroll for the calendar year just ended Decembe� 31.
(Part F on Back)
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