HomeMy WebLinkAbout04-25-2022 Council Packet
Page 1 of 66
THIS PAGE INTENTIONALLY LEFT BLANK
Page 2 of 66
Page 3 of 66
Page 4 of 66
Page 5 of 66
Page 6 of 66
Page 7 of 66
Page 8 of 66
Page 9 of 66
THIS PAGE INTENTIONALLY LEFT BLANK
Page 10 of 66
Page 11 of 66
Page 12 of 66
Oak Park Heights
Request for Council Action
th
Meeting Date , 2023
Time Required: 1 Minutes
Agenda Item Title: Approve City – 2023-2025 Labor Agreement
Agenda Placement Consent Agenda
Originating Department/Requestor Eric Johnson, City Administrator
Requester’s Signature:
Action Requested:
Background/Justification (Please indicate if any previous action has been taken or if other
public bodies have advised):
The attached Tentative Agreement between the City and the is enclosed and is
reflective of the discussions sought by both parties.
Page 13 of 66
between
CITY OF OAK PARK HEIGHTS
And
Minnesota Public Employees Association
Supervisors Unit
MINNESOTA TEAMSTERS
PUBLIC AND LAW ENFORCEMENT
EMPLOYEES’ UNION,
LOCAL #320
Representing: Supervisors’ Unit
Effective January 1, 20230 through December 31, 20252
Page 14 of 66
TABLE OF CONTENTS
ARTICLE EST.PAGE
PURPOSE OF AGREEMENT . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
I
1
RECOGNITION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
II
1
DEFINITIONS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
III
1
EMPLOYER AUTHORITY . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
IV
2
UNION SECURITY . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
V
2
EMPLOYEE RIGHTS – GRIEVANCE PROCEDURE. . . . . . . . . . . . .
VI
3
SAVINGS CLAUSE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
VII
5
DISCIPLINE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
VIII
5
CONSTITUTIONAL PROTECTION. . . . . . . . . . . . . . . . . . . . . . . . . . .
IX
5
SALARIES. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
X
5
WORK SCHEDULE.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
XI
6
COMPENSATORY TIME. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
XII
6
OVERTIME. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
XIII
6
CALL BACK . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
XIV
7
SHIFT DIFFERENTIAL PREMIUM – SERGEANTS. . . . . . . . . . . . . .
XV
7
SICK LEAVE. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
XVI
7
JURY DUTY . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
XVII
7
COURT TIME . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
XVIII
8
BEREAVEMENT PAY . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
XIX
8
SEVERANCE PAY . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
XX
8
LEAVE WITHOUT PAY. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
XXI
8
PROFESSIONAL DEVELOPMENT. . . . . . . . . . . . . . . . . . . . . . . . . . . .
XXII
8
HOLIDAYS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
XXIII
9
VACATIONS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
XXIV
9
HEALTH INSURANCE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
XXV
10
DENTAL INSURANCE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
XXVI
10
ON THE JOB INJURY . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
XXVII
10
FAMILY AND MEDICAL LEAVE ACT. . . . . . . . . . . . . . . . . . . . . . . .
Formatted: Justified
XXVIII
11
EXTRA VACATION DAY . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
XXIX
11
CLOTHING ALLOWANCE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
XXX
11
INCENTIVE PAY . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
XXXI
12
ADDITIONAL INCENTIVE. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
XXXII
13
SAFETY. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
XXXIII
13
WAIVER . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
XXXIV
13
FALSE ARREST INSURANCE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
XXXV
14
TEAMLEGAL DEFENSE PLAN . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
XXXVI
14
PEACE OFFICER STANDARD TRAINING (P.O.S.T.) . . . . . . . . . . . .
XXXVII
14
MAINTENANCE OF BENEFITS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
XXXVIII
14
DURATION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
XXXIX
14
APPENDIX A – SALARY SCHEDULE.
APPENDIX B - HEALTH CARE AGREEMENT
Formatted: Justified, Tab stops: Not at 1.5"
i
Page 15 of 66
i
Page 16 of 66
LABOR AGREEMENT
between
CITY OF OAK PARK HEIGHTS
And
Minnesota Public Employees Association
MINNESOTA TEAMSTERS PUBLIC AND LAW ENFORCEMENT
EMPLOYEES’ UNION, LOCAL NO. 320
ARTICLE I. PURPOSE OF AGREEMENT
This Agreement is made and entered into between the City of Oak Park Heights,
hereinafter referred to as the EMPLOYER, and Minnesota Public Employees Association
(or MNPEA) Minnesota Teamsters Public and Law Enforcement Employees’ Union, Local
No. 320, hereinafter referred to as the UNION. The parties hereto agree as follows:
It is the intent and purpose of this Agreement to:
1.1 Establish procedures for the resolutions of disputes regarding the interpretation
and/or application of the provisions set forth in this Agreement; and
1.2 Express in written form an agreement between the parties on terms and conditions of
employment for the duration of this Agreement.
ARTICLE II. RECOGNITION
2.1 The Employer recognizes the Union as the exclusive representative, under
Minnesota State Statutes §179A.03, Subd. 17 for all supervisory personnel as
follows:
POLICE CHIEF
DEPUTY CLERK/FINANCE DIRECTOR
PUBLIC WORKS DIRECTOR
SERGEANT (formerly “Division Heads”)
2.2 In the event the Employer and the Union are unable to agree as to the inclusion or
exclusion of a new or modified job class the issue shall be submitted to the Bureau of
Mediation Services for determination.
ARTICLE III. DEFINITIONS
3.1 UNION: Minnesota Public Employees Association MN Teamsters Public
and Law Enforcement Employees’ Union, Local No. 320.
3.2 UNION MEMBER: A member of the Minnesota Public Employees
Association Minnesota Teamsters Public and Law Enforcement Employees’
Union, Local No. 320.
Page 17 of 66
3.3 EMPLOYEE: A member of the exclusively recognized bargaining unit
3.4 EMPLOYER: The City of Oak Park Heights.
3.5 UNION OFFICER: Officer elected or appointed by the Minnesota
Teamsters Public and Law Enforcement Employees’ Union, Local No. 320.
3.6 PROBATIONARY PERIOD: Newly hired employees shall serve a
probationary period of one year (12 months) from the date of hire.
Probationary employees may be terminated at the sole discretion of the
Employer.
3.7 OVERTIME: Work performed at the express authorization of the Employer
in excess of the employee’s scheduled shift.
3.8 REST BREAK: Two (2) fifteen (15) minute periods during the eight (8) hour
work day.
3.9 LUNCH BREAK: A thirty-minute period during the eight (8) hour work day.
3.10 BASE PAY RATE: That wage rate paid to the employee exclusive of such
payments as overtime, longevity, educational incentive, or other fringe
benefits or premium payments.
ARTICLE IV. EMPLOYER AUTHORITY
4.1 The Employer retains the full and unrestricted right to operate and manage all
personnel, facilities and equipment, to establish functions and programs, to set and
amend budgets, to determine the utilization of technology, to establish and modify
the organizational structure, to select, direct and determine the number of personnel,
to establish work schedules and to perform any inherent managerial functions not
specifically limited by this Agreement.
4.2 Any term and condition of employment not specifically established or modified by this
Agreement shall remain solely within the discretion of the Employer to modify,
establish or eliminate.
ARTICLE V. UNION SECURITY
5.1 The Employer shall deduct from the wages of employees, who authorize such
deduction in writing, an amount necessary to cover monthly Union dues. or “fair
share” deduction as provided for by Minnesota State Statute §179A.06, Subd. 3, if
the employee elects not to become a member of the Union. Such monies shall be
remitted as directed by the Union.
Page 18 of 66
5.2 The Union may designate employees from the bargaining unit to act as Steward
and shall inform the Employer, in writing, of such choice and changes in the
position of Steward.
5.3 The Employer shall make space available on the Employee bulletin boards for
posting Union notice(s) and announcement(s).
5.4 Union Steward: The Employer agrees that the Employee designated steward
under Article 6.2 of this Agreement shall be allowed a reasonable amount of duty
time annually to attend to Union matters as designated by the Union in addition to
the other Steward activities as provided for in this Agreement.
5.5 Identify Business Agent: The Union shall have right to enter the facilities of the
Employer so long as said visits do not interfere with the job duties and
responsibilities of an Employee.
5.6 The Union agrees to indemnify and hold the Employer harmless against any and
all claims, suits, orders or judgments brought or issued against the Employer as a
result of any action taken or not taken by the Employer under the provisions of this
Article.
ARTICLE VI. EMPLOYEE RIGHTS – GRIEVANCE PROCEDURE
6.1 DEFINITION OF A GRIEVANCE: A grievance is defined as a dispute or
disagreement as to the interpretation or application of the specific terms and
conditions of this Agreement.
6.2 UNION REPRESENTATIVES: The Employer will recognize representatives
designated by the union as the grievance representatives of the bargaining unit
having duties and responsibilities established by this Article. The Union shall
notify the Employer in writing of the names of such Union representatives. and of
their successors when so designated as provided by Section 6.2 of this
Agreement.
6.3 PROCESSING OF A GRIEVANCE: It is recognized and accepted by the Union
and the Employer that the processing of grievances as hereinafter provided is
limited by the job duties and responsibilities of the Employee and shall, therefore,
be accomplished during working hours only when consistent with such Employee
duties and responsibilities. The aggrieved Employee and a Union representative
shall be allowed a reasonable amount of time without loss in pay when a
grievance is investigated and presented to the Employer during normal working
hours, provided the Employee and the Union representative have notified and
received the approval of the designated supervisor who has determined that such
absence is reasonable and would not be detrimental to the work of the Employer.
6.4 PROCEDURE: Grievance, as defined in Section 6.1 shall be resolved in
conformance with the following procedure:
Page 19 of 66
STEP 1. An Employee claiming a violation concerning the interpretation or
application of this Agreement shall, within twenty-one (21) calendar days after
such alleged violation has occurred, present such grievance to the employee’s
supervisor as designated by the Employer. The Employer-designated
representative will discuss and give an answer to such Step 1 grievance within ten
(10) calendar days after receipt. A grievance not resolved in Step 1 and appealed
to Step 2 shall be placed in writing setting forth the nature of the grievance, the
facts on which it is based, the provision or provisions allegedly violated, the
remedy requested and shall be appealed to Step 2 within ten (10) calendar days
after the Employer-designated representative’s final answer in Step 1. Any
grievance not appealed in writing to Step 2 by the Union within ten (10) calendar
days shall be considered waived.
STEP 2. If a grievance is not resolved at Step 1 of the grievance procedure, the
parties, by mutual agreement, may submit the matter to mediation with the Bureau
of Mediation Services. Submitting the grievance to mediation preserves timeliness
for Step 3 of the grievance procedure. Any grievance not appealed, in writing, to
Step 3 by the Union within ten (10) calendar days of mediation shall be considered
waived.
STEP 3. Any grievance unresolved in Step 2 and appealed to Step 3 by the Union
shall be submitted to arbitration subject to the provisions of the Public Employment
Labor Relations Act of 1971 as amended. The selection of an arbitrator shall be
made in accordance with the rules governing the arbitration of grievances as
established by the Bureau of Mediation Services.
6.5 ARBITRATOR’S AUTHORITY
A. The arbitrator shall not have the right to amend, modify, nullify, ignore, add
to or subtract from the terms and conditions of this Agreement. The
arbitrator shall consider and decide only the specific issue or issues
submitted in writing by the Employer and the Union and shall have no
authority to make a decision on any other issue not so submitted.
B. The arbitrator shall be without power to make decisions contrary to, or
inconsistent with, or modifying, or varying in any way the application of
laws, rules or regulations having the force and effect of law. The arbitrator’s
decision shall be submitted in writing thirty (30) days following the close of
the hearing or the submission of briefs by the parties, whichever be later,
unless the parties agree to an extension. The decision shall be binding on
both the Employer and the Union and shall be based solely on the
Arbitrator’s interpretation or application of the express terms of the
Agreement and to the facts of the grievance presented.
C. The fees and expenses for the arbitrator’s services and proceedings shall
be borne equally by both the Employer and the Union, provided that each
Page 20 of 66
party shall be responsible for compensating its own representatives and
witnesses. If either party desires a verbatim record of the proceedings, it
may cause such a record to be made providing it pays for the record. If
both parties desire a verbatim record of the proceedings, the costs shall be
shared equally.
6.6 WAIVER: If a grievance is not presented within the time limits set forth above it
shall be considered waived. If a grievance is not appealed to the next step within
the specified time limit or any agreed extension thereof, it shall be considered
settled on the basis of the Employer’s last answer. If the Employer does not
answer a grievance or any appeal thereof within the specified time limits the Union
may elect to treat the grievance as denied at that step and immediately appeal the
grievance to the next step. The time limit in each step may be extended by mutual
written agreement of the Employer and the Union in each step.
ARTICLE VII. SAVINGS CLAUSE
In the event, any provision of this Agreement shall be held to be contrary to law by a
court of competent jurisdiction from whose final judgment or decree no appeal has been
taken within the time provided, such provisions shall be void. All other provisions of this
Agreement shall continue in full force and effect. The void or provision may be
renegotiated at the written request of either party.
ARTICLE VIII. DISCIPLINE
8.1 The Employer will discipline employees for just cause only. Discipline will be in
one or more of the following forms:
A. Oral reprimand;
B. Written reprimand;
C. Suspension;
D. Demotion; or
E. Discharge.
8.2 Suspensions, demotions and discharges will be in written form.
8.3 Written reprimands, notices of suspension, and notices of discharge, which are to
become part of an employee’s personnel file shall be read and acknowledged by
signature of the employee. The Employee and the Union will receive a copy of
such reprimand and/or notices.
8.4 Employees may examine their own individual personnel files at reasonable times
under direct supervision of the Employer.
8.5 Employees will not be questioned concerning an investigation of disciplinary action
unless the employee has had an opportunity to have a Union representative
present at such questioning.
Page 21 of 66
8.6 Grievances relating to this Article shall be initiated by the Union in Step 2 of the
Grievance Procedure under Article VI.
ARTICLE IX. CONSTITUTIONAL PROTECTION
Employees shall have the rights granted to all citizens by the United States and
Minnesota State Constitutions.
ARTICLE X. SALARIES
Employees shall be paid in accordance with the attached Salary Pay Schedules marked
“Appendix A.” The City reserves the right to place new hires where the market deems
appropriate in the Salary Schedule. For the purposes of this paragraph, the City shall
st
provide a base wage increase adjustment for as of the January 1 of each of the
following years: 4.0 %, 3.5% and 3.5% respectively 3.0% in each of the following years:
20230, 20241 & 20252.
ARTICLE XI. WORK SCHEDULE
11.1 The normal work year is two thousand eighty (2,080) hours, to be accounted for by
each employee through:
A. Scheduled hours of work;
B. Assigned training;
C. Authorized leave time;
D. Holidays.
11.2 Holidays and authorized leave time are to be calculated on the basis of an eight
(8) hour work day.
11.3 Nothing contained in this or any other Article shall be interpreted to be a guarantee
of a minimum or maximum number of hours the Employer may assign employees.
ARTICLE XII. COMPENSATORY TIME
12.1 Employees will be entitled to take compensatory time for any hours worked in
excess of eight (8) hours per day, forty (40) hours per week, subject to the prior
review and approval of the City Administrator. Employees may annually
accumulate a maximum of 40 total hours of Compensatory Time. Compensatory
time shall be taken in the calendar year earned and shall not be carried over to the
subsequent year. Compensatory time not taken in the calendar year earned shall
be cashed out at the end of the calendar year earned.
Page 22 of 66
12.2 Employees will not be entitled to overtime pay or call back pay.
12.3 Sergeants who are required to conduct phone business calls outside regularly
scheduled work hours shall receive $1,000 (one thousand dollars) per year paid as
part of their first pay period of the year. This will be prorated (applied retroactively)
monthly in the event there is a separation between the City and the employee.
This section does not apply when a call results in a call back to work as the
employee will be compensated in accordance with the Call Back provision (Article
14) of the agreement.
ARTICLE XIII. OVERTIME
13.1 Sergeants will be compensated at one and one-half (1½) times the Sergeants
regular base pay rate for hours worked in excess of the Sergeants regularly
scheduled shift. Changes of shift do not qualify a Sergeant for overtime under this
Article. Compensatory time may be taken, at the option of the Sergeant, as
payment for overtime worked in lieu of money. Sergeants may cash out up to forty
(40) hours of compensatory time at the end of the calendar year. Compensatory
time may not be carried over from one calendar year to the next
13.2 For the purpose of computing overtime compensation, overtime hours worked
shall not be pyramided, compounded or paid twice for the same hours worked.
13.3 Overtime will be calculated to the nearest fifteen (15) minutes.
13.4 Sergeants have an obligation to work overtime or call backs if requested by the
Employer unless unusual circumstances prevent the Sergeant from so working.
ARTICLE XIV. CALL BACK
A Sergeant who is called back to duty during his/her scheduled off-duty time shall receive
a minimum of three (3) hours pay at one and one-half (1½) times the Sergeants’ base
rate of pay. An extension or early report for a regularly scheduled shift for duty does not
qualify the Sergeant for the three (3) hour minimum.
ARTICLE XV. SHIFT DIFFERENTIAL PREMIUM – SERGEANTS
Sergeants working an evening shift shall receive $2.10 per hour differential for all hours
worked between 6PM and 6AM. Sergeants who work on a shift beginning earlier than
6AM or ending later than 6PM shall be entitled to receive a night differential for the entire
shift provided at least 6 hours of that shift are worked between 6PM and 6AM. This
differential shall not be paid where such work constitutes overtime under the provisions of
this agreement. Sergeants regularly assigned night shifts shall be paid this differential
during all paid leaves.
Page 23 of 66
ARTICLE XVI. SICK LEAVE
16.1 The Employer grants to each employee paid sick leave at the rate of 8 hours per
month for each month of employment or major fraction thereof.
16.2 Employees shall earn sick leave during their probationary period but shall not use
sick leave without the approval of the Employer.
16.3 There shall not be a maximum accumulation sick leave
16.4 Sick leave shall be used only for absences from duty because of personal illness
or legal quarantine of the employee or because of serious illness in the immediate
family. Immediate family shall mean brother, sister, parents, parents-in-law,
spouse, or children of the employee. Employees that utilize sick leave for more
than three consecutive work days shall provide evidence of such illness via the
provision of medical doctor’s written communication to the City confirming such
illness and when the employee is anticipated to return. This documentation must
be provided prior or concurrently to the employee returning to work.
ARTICLE XVII. JURY DUTY
17.1 In the event an employee covered by this Agreement is called for jury duty, the
employee shall give the Employer any payment received less any meal or mileage
allowance in exchange for full wages from the Employer for any days the
employee served on jury duty.
ARTICLE XVIII. COURT TIME
18.1 An employee who is required to appear in court during his/her scheduled off-duty
time shall receive a minimum of three (3) hours pay at one and one-half (1½)
times the employee’s base rate of pay. An extension or early report to a regularly
scheduled shift for duty does not qualify the employee for the three (3) hour
minimum.
18.2 If a court appearance is canceled with less than two (2) business days notice, the
employee shall receive two (2) hours pay at one and one-half (1½) times the
employee’s base rate of pay.
18.3 If a court appearance is canceled with less than one (1) days notice, the employee
shall receive three (3) hours pay at one and one-half (1½) times the employee’s
base rate of pay.
ARTICLE XIX. BEREAVEMENT PAY
When necessary, and upon approval by the Employer, up to five (5) days of sick leave
with pay will be granted in case of death in the family. The degree of relationship
Page 24 of 66
includes spouse, parents, spouse’s parents, children, brothers and sisters, brothers-in-
law, sisters-in-law, grandparents, grandchildren and stepchildren.
ln the event of death of a spouse, father, mother, father or mother-in-law, stepfather,
stepmother, child or step-child, three days (24 hours) of the total five days may be taken
with pay that does not count against sick-leave or vacation.
ARTICLE XX. SEVERANCE PAY
20.1 Upon retirement, being disabled so that employment must be terminated, or for
termination of employment for reasons other than for cause, permanent
employees who have completed ten (10) years of service with the City shall be
entitled to 50% of the unused sick leave as severance pay. The severance
payment shall not exceed a maximum of 600 hours upon separation. In the case
of employee’s death, the beneficiaries of the deceased employee shall be entitled
to 100% of the severance pay the deceased employee was entitled to at the date
of his/her death.
20.2 Employees may opt to bank his/her severance to use as insurance premium on
the City insurance plan upon retirement up to the age of sixty-five (65) years old
with the remaining being paid out at that time.
ARTICLE XXI. LEAVE WITHOUT PAY
The City Administrator may grant regular full-time employees a leave of absence without
pay for a period not to exceed ninety (90) days except that the City Administrator may
extend such leave to a maximum of one (1) year in a case of disability or extraordinary
circumstances.
ARTICLE XXII. PROFESSIONAL DEVELOPMENT
22.1 For full-time regular employees as of 12-31-13, the Employer will reimburse one
hundred percent (100%) of the employee’s cost for tuition only for educational
classes. For those full-time regular employees hired after 12-31-13 the employer
will reimburse fifty percent (50%) of the employee’s cost for tuition only for
educational classes. In all cases reimbursement is subject to the following
conditions:
A. Employee must have the approval of the City Administrator to take any
classes;
B. Employees must present written proof through a report card or similar
method that they have passed the class;
C. Reimbursement will occur after the Employee has presented the proof of
passing
Page 25 of 66
the class to the City Administrator;
D. Education must be job related.
22.2 Employees will be reimbursed for annual dues paid for memberships in up to five
(5) professional associations. Reimbursement for a new membership in a
profession association shall require prior approval of the City Administrator.
22.3 The Employer will also fund reasonable subscriptions and/or reference materials
to continue employee’s development and their ability to perform their duty.
ARTICLE XXIII. HOLIDAYS
23.1 Employer grants to each employee the followingtwelve (12) paid holidays per year.
Paid holidays being as follows:
New Year’s Day Labor Day
Martin Luther King, Jr. Day Thanksgiving Day
President’s Day Day after Thanksgiving
Memorial Day Christmas Eve
Juneteenth (effective 2024) Christmas Day
Formatted: Indent: Left: 0", First line: 0.5"
Formatted: Indent: First line: 0.5"
Independence Day Christmas Day
Veteran’s Day
One (1) floating holiday (selected by the
employee and subject to the approval
of
the City Administrator).
For 2023 only, One (1) additional floating holiday is added. This added floating
holiday expires and sunsets effective 12/31/23.
23.2 In the event it is determined that the Police Department employees are entitled to
more than twelve (12) paid holidays per year, pursuant to the wording of the
existing contract, the employees shall be entitled to the same number of paid
holidays per year as the Police Department employees.
23.3 A Sergeant required to work on any holiday listed above shall receive an additional
one-half (½) times pay for all hours worked on that shift in addition to regular pay
and holiday pay. For Sergeants, Holiday pay shall be calculated by using the base
monthly pay rate, (base monthly pay divided by 173 hours X 8 hours x 12
holidays).
ARTICLE XXIV. VACATIONS
Page 26 of 66
24.1 The Employer grants to each Employees employee paid vacation as per the
following schedule(s) (for the purposes of Sec 24.1; 1 day = 8 hours; ½ day = 4
hours, etc.):
FOR DEPARTMENT HEADS (Only defined as: Chief of Police, Finance Director &
Public Works Director:
Months of City Service Working Days Per Year
0 through 12 10
13 through 24 15
25 through 60 20
61 months or more 25
FOR NON-DEPARTMENT HEADS (Sergeants or other):
0 through 5 years of service – 10 working days per year (5/6 days per month)
6 through 10 years of service – 15 working days per year (1¼ days per month)
11 through 15 years of service – 20 working days p
16 and over years of service – 1 additional day per year to a maximum of twenty-
five
(25) days per year.
24.2 Employees shall earn vacation during their probationary period but shall not use
vacation leave without the approval of their employer.
24.3 Employees shall accrue vacation leave to a maximum of 320 working hours.
24.4 Vacation leave may be used as earned provided that the City Administrator shall
approve the requested time.
24.5 Any employee leaving City employment shall receive unused accumulated
vacation leave if said employee has given proper notice of thirty (30) days.
24.6 In addition to the vacation set forth above, after two (2) years of service,
permanent employees shall be granted 16-hours personal leave with pay to take
care of personal business that can only be taken care of during normal working
hours. Said leave will be non-accumulative and subject to prior approval of the
City Administrator which may not be unreasonably withheld.
24.7 Unless expressly directed by the Employee’s supervisor to work on a given
Holiday as defined in Section 23.1 for an immediate purpose; or due to a specific
and emergent need for the Chief of Police or the Public Works Director, all
Employees shall have those days-off as paid holiday leave as listed under 23.1.
Page 27 of 66
ARTICLE XXV. HEALTH INSURANCE
25.1 APPENDIX B outlines the agreed upon health care elements for 2020-2022 For
the 20230-20252 Agreement, the terms and elements of the 2017-2019 Health
Care Agreement remains in place until amended.
The following paragraph is limited to an “understanding” between the City and the
Union; and for both parties to endeavor to make a good-faith effort to explore
health care alternatives. Neither party is compelled to take any specific action at
the conclusion of any discussions should they commence.
The City and Unions are compelled to retain the current policies and cost divisions
until such time as the parties agree otherwise. However, due to continued cost
increases to both the City and Union Members, the parties shall collectively meet
over the course of 20230 to explore further options for health care savings
opportunities for 20231 and beyond. The objective is to determine if the parties are
able to discover and enable alternative policies or programs to its employees and
members that results in retaining quality coverages and yielding a reasonable cost
savings to both parties. All discussions are non-binding in nature until all parties
agree in writing to terms determined to be acceptable.
25.2 As may be permitted by law, the City will maintain a Post-Retirement Health
Insurance Plan (Health Care Savings Account) consistent with State and Federal
regulations. All costs and responsibilities, including any tax impacts or fees,
associated with such plan shall be paid in full by the Employees. At no-time shall
this plan and/or its benefits become the financial responsibility of the Employer.
ARTICLE XXVI. DENTAL INSURANCE
26.1 The City shall execute an agreement with Delta Dental (or other competent
provider) that is anticipated to offer dental coverage benefits and at rates found as
are/were in effect as of December, 2016 and would be prospectively continue to
remain in effect from January 1st 20230 through December 31st, 20252
For such dental coverages offered through 2016, the Employee shall pay thirty
(30%) percent toward the premium of Family Annual Dental Insurance and twenty-
four (24%) percent toward the premium of Single Dental Insurance. The Employer
shall pay the balance of the premium not paid by the employee. These
percentages shall continue to remain in effect through December 31st, 20252.
As rates and or plan changes become available, typically in the 4th Quarter of
each year, the City shall attempt in good-faith to provide reasonable notice prior to
any discontinuation, changes or possible supplementation of any coverages for
Page 28 of 66
any prospective year. The Union shall also regularly communicate with City staff
so as to also monitor possible benefit changes, their timelines and impacts. The
City shall have the right to amend the coverage plans the City deems reasonably
necessary to ensure plan or coverage continuity, but such changes may not
materially alter the coverages offered nor the cost share allocations.
ARTICLE XXVII. ON THE JOB INJURY
27.1 If temporary or permanent employees are not able to satisfactorily perform
the duties of their position or such temporary duties as the Council may assign,
due to bodily injuries incurred while on active duty for the City, they will be entitled
to full base pay, less compensation received from any other source (including
workers’ compensation and/or disability insurance payments) made available to
the employee through a benefit provided all or in part of the City of Oak Park
Heights, according to the following schedule:
Up to twelve (12) months’ pay without loss to any accrued sick leave or vacation,
provided the injury is of the nature which is covered by workers’ compensation.
ARTICLE XXVIII. FAMILY AND MEDICAL LEAVE ACT
28.1 An employee must have been employed by the City for at least twelve (12) months
and have worked at least one thousand two hundred fifty (1,250) hours in the
twelve (12) months preceding the commencement of the leave. An eligible
employee is entitled to twelve (12) weeks leave during any twelve (12) month
period commencing with the first date family or medical leave is taken for the
following reasons:
A. Birth of a son or daughter or placement of a son or daughter for adoption or
foster care. Such leave may be taken within twelve (12) months after birth
or placement. There is no maximum age limit for adoption or foster care
placement.
B. To care for a spouse, son, daughter or parent who has a serious health
condition.
C. Because of the serious health condition making the employee unable to
perform the essential functions of their positions.
28.2 Thirty (30) days written notice is required if the leave is foreseeable. Health
Insurance coverage will be maintained at the same level and under the same
terms as if the employee continued working. Arrangement for payment of the
employee’s portion of the premium must be made by the employee through the
personnel office. Family and medical leave may be taken in increments up to the
full twelve (12) weeks and as small as one (1) hour depending on the
Page 29 of 66
circumstances. Employees are eligible to draw down accumulated sick leave and
vacation leave while on FMLA leave. Therefore, FMLA leave shall be without pay.
Should there be a clear discrepancy between this provision and Federal or State
Law, the Labor Agreement shall not take precedence. It is both the City and
Employees responsibility to ensure compliance with all applicable laws.
ARTICLE XXIX. EXTRA VACATION DAYS
Any Employee that maintains a sick leave balance of 800 hours or above annually,
as of January 1st, shall receive 16 additional hours of vacation to be used for that
st
year after January 1. This benefit shall only apply to Employees hired prior to
st
December 31, 2022. At any time should such benefit be determined as not
permissible under Federal or State law or under a finding of an applicable court of
law, the benefit shall cease and the City is not responsible for any supplemental or
compensatory relief to the Employee.
ARTICLE XXX. CLOTHING AND MAINTENANCE ALLOWANCE
30.1 The Employer agrees to provide the employees with an annual clothing and
maintenance allowance (prorated monthly for separation calculation purposes) on
a voucher system as follows:
Chief of Police For the year 202317 - $12150 per year
For the year 202418 - $12150 per year
For the year 202519 - $12150 per year
Sergeant For the year 202317 - $12050 per year
For the year 202418 - $12050 per year
For the year 202519 - $12050 per year
Director of Public Works For the year 202317 - $10950 per year
For the year 202418 - $10950 per year
For the year 202519 - $10950 per year
Finance Director For the year 2017 - $0 per year
For the year 2018 - $0 per year
For the year 2019 - $0 per year
30.2 Clothing damaged in the line of duty to be replaced by the Employer with no cost
to the employee.
ARTICLE XXXI. INCENTIVE PAY & EDUCATION PAY
Page 30 of 66
31.1 The Employer agrees to pay incentive pay based upon longevity as per the
following:
Effective January 1, 1985
After four (4) years of service 3% of base salary per month
After eight (8) years of service 5% of base salary per month
After twelve (12) years of service 7% of base salary per month
After sixteen (16) years of service 9% of base salary per month
31.2 Commencing in 2017, employees who have selected and are on Longevity Pay,
may earn an additional one percent (1%) in base salary per month if they pass and
maintain the qualifications for a wellness program as established by the Employer,
which would include standardized fitness testing (using the APFT Standards) and
application of related weight charts. Failure to meet or maintain any requirements
set forth by the Employer shall result in revocation of the 1% additional pay for
twelve (12) months unless the duration is shortened by the City. The City will
permit the employee to exceed the weight requirements by not more than 5% but
shall be required to exceed (perform better) each testing parameter by 5%. Any
Longevity employee may additionally receive a 1% incentive for being a “non-
smoking” use provision similar to non-longevity employees. Failure to comply with
the “non-smoking” provision will result in the revocation of this additional 1% wage
incentive. Unless agreed upon in writing by the Employer and Union, the benefits
conveyed in this paragraph (31.2) shall automatically sunset and terminate after
three (3) years, (12/31/2019).
An employee on Incentive Pay is smoke/tobacco free, he/she is entitled to one
percent (1%) of his/her base salary per month. If an employee uses tobacco,
he/she shall lose the 1% incentive but shall also lose one percent (1%) of his/her
salary per month for at least one month and continuing thereafter until the
Employee provides written documentation to the City that they are smoke/tobacco
free.
Under all applicable circumstances, no Longevity based pay employee may
receive greater than 10% Incentive Pay.
Any future employees (not currently employed by the City as of 12/31/13) of the
Supervisor’s Group must take Incentive Pay and Longevity pay will be
discontinued and the elements of that provision shall be removed from this
Agreement once all current Longevity employees are no longer employed with the
City.
31.3 Educational Incentive: As an alternative to incentive pay based upon longevity and
upon completion of six months of employment, the Employer agrees to pay
educational incentive pay as per the following:
Page 31 of 66
After one year of post-high school education - 2% of base salary per month
After two years of post-high school education - 4% of base salary per month
After three years of post-high school education - 6% of base salary per month
After four years of post-high school education - 8% of base salary per month
At such time as employee achieves fifty percent (50%) of the next year’s goal, the
employee would be entitled to the next two percent (2%) of salary increase, i.e. the
employee achieves one and one-half (1½) years of post-high school education
and is therefore entitled to four percent (4%) of the salary per month.
The Employer agrees to pay an additional incentive pay upon completion of six
months of employment if the employee achieves one and/or any of the following:
A. 2% for a Master’s degree; graduation from the FBI Academy; obtaining a
CPA or CIA degree; a professional registered engineer.
B. 1% for passing the qualifications for a wellness program as established by
the City, which would include weight charts, annual physicals, no smoking,
periodic medical tests, etc.
C. 1% if an employee is smoke/tobacco free, he/she is entitled to one percent
(1%) of his/her base salary per month. If an employee uses tobacco, he/she
shall lose the 1% incentive but shall also lose one percent (1%) of his/her
salary per month for at least one month and continuing thereafter until the
Employee provides written documentation to the City that they are
smoke/tobacco free.
A maximum of ten percent (10%) additional pay may be earned through the
Incentive or Longevity Pay or any combination thereof.
Unless agreed to in writing by the City if an employee elects to receive educational
incentive pay as set forth above, the election is irrevocable, and the employee
would no longer be entitled to receive incentive pay based upon longevity as set
forth in 31.1 above or its related elements.
ARTICLE XXXIII. SAFETY
The employee adheres to the principle that employees should work in a safe
environment. Accordingly, each employee has an obligation to observe safe
working practices and to alert his/her supervisor to the existence of specific safety
hazards.
ARTICLE XXXIV. WAIVER
Page 32 of 66
34.1 Any and all prior agreements, resolutions, practices, policies, rules and regulations
regarding terms and conditions of employment to the extent are inconsistent with
the Agreement are hereby superseded.
34.2 The parties mutually acknowledge that during the negotiations which resulted in
this Agreement, each had the unlimited right and opportunity to make demands
and proposals with respect to any term or condition of employment not removed
by law from bargaining. All agreements and understandings arrived at by the
parties are set forth in writing in this Agreement for the stipulated duration of this
Agreement. The Employer and the Union each voluntarily and unqualifiable waive
the right to meet and negotiate regarding any and all terms and conditions of
employment referred to or covered in this Agreement or with respect to any term
or condition of employment not specifically referred to or covered by this
Agreement even though such terms and conditions may not have been within the
knowledge or contemplation of either or both parties at the time this Agreement
was negotiated or executed.
ARTICLE XXXV. FALSE ARREST INSURANCE
The Employer will provide and pay for false arrest insurance in a plan chosen and
offered by the Employer.
ARTICLE XXXVI. TEAMLEGAL DEFENSE PLAN
The Employer will pay the cost of TeamLegal Defense Plan, up to $104 annually..
This cost is in the amount of eighty-seven dollars ($87) per year.
ARTICLE XXXVII. PEACE OFFICER STANDARD TRAINING (P.O.S.T)
The Employer will pay the cost of the P.O.S.T. license.
ARTICLE XXXVII. DURATION & DOCUMENATION
This Agreement shall be in effect from January 1, 20230 and shall remain in full
st
force and effect until the 31 day of December, 20252, or until a new contract is
signed with the exclusive representative of the City of Oak Park Heights.
The parties agree that the final Agreement document is jointly crafted and no party
is singularly responsible for any error or omission and both parties have equal duty
to ensure consistency between discussions and final Agreement.
FOR THE CITY OF OAK PARK HEIGHTS:FOR TEAMSTERS LOCAL #320 MNPEA:
__________________________ ____________________________
Mayor, Mary McComber Steward, Brian DeRosier Steve Hansen
__________________________ ____________________________
City Administrator, Eric Johnson Business Agent
Page 33 of 66
APPENDIX A – Base Salary Schedules 20230-20242
Teamsters - Supervisors *
Appendix 1 - Annual Base Salaries 2023-2025
% Base Wage
YearIncrease
20234.00%
20243.50%
20253.50%
% change
This Column from
for Reference Previous
Only Year
Wages for Contract
2023
202270%80%90%100%
Chief of Police$ 124,132.17$ 90,368.22$ 103,277.97 $ 116,187.71$ 129,097.46 4.00%
Finance Director$ 116,186.38$ 84,583.68$ 96,667.07 $ 108,750.45$ 120,833.84 4.00%
Director of Public Works$ 116,186.38$ 84,583.68$ 96,667.07 $ 108,750.45$ 120,833.84 4.00%
Sergeants$ 101,929.04$ 74,204.34$ 84,804.96 $ 95,405.58$ 106,006.20 4.00%
2024
202370%80%90%100%
Chief of Police$ 129,097.46$ 93,531.11$ 106,892.69 $ 120,254.28$ 133,615.87 3.50%
Finance Director$ 120,833.84$ 87,544.11$ 100,050.42 $ 112,556.72$ 125,063.02 3.50%
Director of Public Works$ 120,833.84$ 87,544.11$ 100,050.42 $ 112,556.72$ 125,063.02 3.50%
Sergeants$ 106,006.20$ 76,801.49$ 87,773.13 $ 98,744.78$ 109,716.42 3.50%
2025
70%80%90%100%
2024
Chief of Police$ 133,615.87$ 96,804.70$ 110,633.94 $ 124,463.18$ 138,292.42 3.50%
Finance Director$ 125,063.02$ 90,608.16$ 103,552.18 $ 116,496.20$ 129,440.23 3.50%
Director of Public Works$ 125,063.02$ 90,608.16$ 103,552.18 $ 116,496.20$ 129,440.23 3.50%
Sergeants$ 109,716.42$ 79,489.55$ 90,845.19 $ 102,200.84$ 113,556.49 3.50%
* The Agreement Specifies a 4.5%, 3.5% and 3.5% Annual Salary Increases For the Three Years - respective
Any errors will be adjusted to comply with such terms.
Page 34 of 66
Teamsters - Supervisors *
Appendix 1 - Annual Base Salaries 2020-2022
% Base Wage
YearIncrease
20203.00%
20213.00%
20223.00%
% change
This Column from
for Reference Previous
Only Year
Wages for Contract
2020
201970%80%90%100%
Chief of Police$ 113,598.52$ 81,904.53$ 93,605.18 $ 105,305.83$ 117,006.48 3.00%
Finance Director$ 106,327.00$ 76,661.77$ 87,613.45 $ 98,565.13$ 109,516.81 3.00%
Director of Public Works$ 106,327.00$ 76,661.77$ 87,613.45 $ 98,565.13$ 109,516.81 3.00%
Sergeants$ 93,279.51$ 67,254.53$ 76,862.32 $ 86,470.11$ 96,077.90 3.00%
2021
70%80%90%100%
2020
Chief of Police$ 117,006.48$ 84,361.67$ 96,413.34 $ 108,465.00$ 120,516.67 3.00%
Finance Director$ 109,516.81$ 78,961.62$ 90,241.85 $ 101,522.08$ 112,802.31 3.00%
Director of Public Works$ 109,516.81$ 78,961.62$ 90,241.85 $ 101,522.08$ 112,802.31 3.00%
Sergeants$ 96,077.90$ 69,272.16$ 79,168.19 $ 89,064.21$ 98,960.23 3.00%
2022
202170%80%90%100%
Chief of Police$ 120,516.67$ 86,892.52$ 99,305.74 $ 111,718.95$ 124,132.17 3.00%
Finance Director$ 112,802.31$ 81,330.47$ 92,949.11 $ 104,567.75$ 116,186.38 3.00%
Director of Public Works$ 112,802.31$ 81,330.47$ 92,949.11 $ 104,567.75$ 116,186.38 3.00%
Sergeants$ 98,960.23$ 71,350.33$ 81,543.23 $ 91,736.14$ 101,929.04 3.00%
* The Agreement Specifies a 3.0% Annual Salary Increases For the Three Years - respectively AND
Any errors will be adjusted to comply with such terms.
Page 35 of 66
APPENDIX B – Health Care Agreement 2020-2022
1. For the 2023-2025 Agreement, the City and Union agree that the Deductible Benefit
Contribution with the now established total annual amounts of $1,800 for Single and $600 for
Family shall be amended to $1,900 and $700 respectively. See paragraph 4.C. of 2017-2019
Health Care Agreement.
2. Except for the change in item #1 above relating to Deductible Benefit Contribution, for the
2023-2025 Agreement, all other the terms and elements of the 2017-2019 Health Care
Agreement remain in place until amended.
For the 2020-2022 Agreement, the terms and elements of the 2017-2019 Health Care
Agreement remains in place until amended.
3. The following paragraph is limited to an “understanding” between the City and the
Union; and for both parties to endeavor to make a good-faith effort to explore health care
alternatives. Neither party is compelled to take any specific action at the conclusion of any
discussions should they commence.
The City and Unions are compelled to retain the current policies and cost divisions until such
time as the parties agree otherwise. However, due to continued cost increases to both the City
and Union Members, the parties shall collectively meet over the course of 20230 to explore
further options for health care savings opportunities for 20231 and beyond. The objective is to
determine if the parties are able to discover and enable alternative policies or programs to its
employees and members that results in retaining quality coverages and yielding a reasonable
cost savings to both parties. All discussions are non-binding in nature until all parties agree in
writing to terms determined to be acceptable.
Page 36 of 66
Page 37 of 66
Page 38 of 66
Page 39 of 66
Page 40 of 66
Page 41 of 66
Page 42 of 66
Oak Park Heights
Request for Council Action
th,
Meeting Date April 252023
Time Required: 3 Minutes _____________________
th
Agenda Item Title: 4 – Way Stop Sign Request – 55St &Omar Ave.
Agenda Placement New Business
Originating Department/Requestor Eric Johnson, City Administrator
Requester’s Signature:
Action Requested Discussion, Possible Action
th
The City received inquiries from residents on 55Streetand Omar Av.(near Brekke Park) as the possibility
of installing a 4-WAY STOP sign. Currently there are only STOP SIGN for the North- South Traffic. The
maps shows – RED DOT the current stop signs.. the BLUE DOTS w/X would be the proposed.Enclosed are
the inquires. Permanent STOP SIGNS are permitted only by City Council Resolution.
REQUESTED ACTION: Directthe Chief of Police to review the request and respond back to Council in
May with a recommendation.
Page 43 of 66
Page 44 of 66
Oak Park Heights
Request for Council Action
th,
Meeting Date April 252023
Time Required: 10 Minutes _____________________
th
Agenda Item Title: 58Street Extension – Washington County Hwy Project.
Agenda Placement New Business
Originating Department/Requestor Council Member Mike Runk
Requester’s Signature: ___________________________________________________
Action Requested Discussion, Possible Action
I would like the Council discuss the received letter from County Commissioner Gary Kriesel and the related
th
matters of 58 Street and STW. Blvd. See letter enclosed received on 4/20/23
Page 45 of 66
Page 46 of 66
Page 47 of 66
Page 48 of 66
Oak Park Heights
Request for Council Action
th,
Meeting Date April 252023
Time Required: 1 Minute _____________________
Agenda Item Title: Roundabout Signage – Norell Ave
Agenda Placement New Business
Originating Department/Requestor Council Member Mike Runk
Requester’s Signature: ___________________________________________________
Action Requested Discussion, Possible Action
I would like the Council discuss this topic once again – enclosed is the Staff memo from June 2022.
Page 49 of 66
City of Oak Park Heights
14168 Oak Park Blvd. N Oak Park Heights, MN 55082 Phone (651) 439-4439 Fax (651) 439-0574
6/30/22
MEMO
TO: Mayor and City Council Members
FROM: Eric Johnson, City Administrator
RE: Norell Ave. Roundabout Signage
The Council inquired about the costs associated with the installation of a MONUMENT sign intheroundabout at Norell Ave. As
signage,costs can vary widely. Perhapsit is best just to review the following:
We know:
1.The diameter of the roundabout is approximately50+ feet – so likely large
enough to accommodatemany options.See scaled drawing.
2.There is NOT power planned at this time to be stubbed into the
roundabout at this time; I have reached out to STANTEC to secure a cost
for extendingpowerand /or to install conduit for a later pull.At this time I
presume it can be connected to a current meter avoiding any new
monthly charges for that.
3.The current plan calls for the area to begrassturf – as that is easy
maintenance and wouldbe adaptable to many options – versus concrete.
4.The 2018/19 cost for the stonealong STH 36 was $6,481.06 from Rivard
Stone.Some of these costs are subjective based on the size of thestone.
5.Bell’s Trucking did move and “set” the stone for the City is such weight is
into the TONSwas $5,000.
6.The City public works crew did fabricatea large base with an on-site
onsideringthis additionalbase material and staff time, etc. ALL IN totalcosts were in approaching
concrete pour once.C
$14,000+/-.
7.As this site is a bit more inthe openand closer to traffic, it may require some additional landscaping for aesthetic “framing”
such sign – or any sign.This should be low maintenance - such as in the small round-abouts at City Hall.
8.Maybe there are other sign options?In 2018, the City did hire Impression Signs to provide some options – these are
enclosed.Costs of these varygreatlywith materials and installation scope.
Page 50 of 66
Page 51 of 66
Page 52 of 66
Oak Park Heights
Request for Council Action
th,
Meeting Date April 252023
Time Required: 3 Minutes _____________________
Agenda Item Title:Initiate a Hiring Process for City Administrator
Agenda Placement New Business
Originating Department/Requestor Eric Johnson, City Administrator
Requester’s Signature:
Action Requested Discussion, Possible Action
The City Administrator hasprovided notice that he is leavingemployment with the City withis
th
planned last day being Sept 5, 2023 Giventhetimelines for these transitions can be
challenging,the Council should consider adding this topic to itsplanned workshop slated for
th
May 9.
AsI personally should not be too intimately involved, I have provided a short listing
of some things to consider and process expectations.
Possibleactions in the interim could be – but not required…just to get the ball rolling:
1.Request the City Attorney to solicit for Recruitment Services – Secure Quotes – to be
th
reviewed on May 9.
2.Appoint a City AdministratorHiring Committee – Council, Staff, Consultants?
Page 53 of 66
Page 54 of 66
Oak Park Heights
Request for Council Action
th,
Meeting Date April 25
2023
Time Required: 3 Minutes _____________________
Agenda Item Title: Discuss - NO MOW MAY
Agenda Placement New Business
Originating Department/Requestor: Mary McComber, Mayor
Requester’s Signature:
Action Requested Discussion, Possible Action
I would like the Council discuss City participation in the recent movement known as “NO
MOW MAY” some information from the University is attached; as well as a listing of other
participating Minnesota cities.
Page 55 of 66
Page 56 of 66
Page 57 of 66
Page 58 of 66
Page 59 of 66
Page 60 of 66
Page 61 of 66
Page 62 of 66
Page 63 of 66
Page 64 of 66
Page 65 of 66
THIS PAGE INTENTIONALLY LEFT BLANK
Page 66 of 66