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01/29/1996 SPEC - 4841r � 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: _ 0 M L. V O a � �� �w � c Q� C— a a � c r v = .` m > � � 'v= r. O 00 � Ll. 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. a� m .. �« t°=a mN� F- « «� o�m - � 1- a u O T �. � a a aa�E u am TA .,�` W t � 0 o .� a H— � eo 0 r " >. � �°. a a 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 0 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) pa yeq�01 Om5 v R � r 0 � O F L ..° a H H r � 0 � LG:. l�' � ¢ G � � � v � � 3 �l � � � � O S � 0 u` c_ U � O U � 0 +.n M � N ^ � N � �i O G o�� -. � -z �� I I � u � � R o � Z � o� O o O O o O o 0 o O O O o o O O } O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O O � T <t' V' N � O � p . ' ' • . . . . . U E_� ^ N O O O� O W oo V �O V V� V� �O �O �D cy,, � M tt' � M V- �fl �O �O �o W W o0 00 O O � N N K 49 69 V9 V9 Vi K V) vi Vl v9 vi 4! crf vi w O O O O O O O O O O O O O O O O O O O O O O O O O O O O p O O • O � � • • ^ • t� t� !1- V- � O� O� O� O� O� .� .� .,1 [:. 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