2025-08-06 - AGE - City Council Regular Meeting August 6, 2025 — 6:30 PM
Golden Valley City Hall
Council Chambers
1.Call to Order
1A.Pledge of Allegiance and Land Acknowledgement
2.Additions and Corrections to Agenda
3.Consent Agenda
Approval of Consent Agenda - All items listed under this heading are considered to be routine by
the City Council and will be enacted by one motion. There will be no discussion of these items
unless a Council Member so requests in which event the item will be removed from the general
order of business and considered in its normal sequence on the agenda.
3A.Approval of City Council Meeting Minutes
3B.Approval of City Check Registers
3C.Licenses:
3C.1.Approve Temporary On-Sale Liquor License - Golden Valley Community Foundation
3C.2.Approve Temporary On-Sale Liquor License - Good Shepherd Catholic Church
3D.Bids, Quotes, and Contracts:
3D.1.Approve 2025-2026 Labor Agreement with Community Service Officers Union (LELS Local
#525)
3D.2.Approve Professional Services Agreement with Employee Strategies, Inc.
3E.Grants and Donations:
3E.1.Adopt Resolution No. 25-069 Authorizing Application for the MnDNR Flood Hazard
Mitigation Grant Assistance Program
3F.Adopt Second Reading of Ordinance No. 802 Establishing the Laurel Hill West Housing
Improvement Area (HIA), Resolution No. 25-070 Approving a Housing Improvement Fee for
Laurel Hill West HIA, and Resolution No. 25-071 Authorizing Summary Publication of the
Ordinance
3G.Adopt Resolution No. 25-072 Providing for the Competitive Negotiated Sale of $3,100,000
CITY COUNCIL REGULAR MEETING AGENDA
Members of the public may attend this meeting in-person, by watching on cable channel 16, or by
streaming on CCXmedia.org. The public can make in-person statements during public comment
sections, including the public forum beginning at 6:20 pm.
Individuals may provide public hearing testimony remotely by emailing a request to the City Clerk's
office at cityclerk@goldenvalleymn.gov by 3 p.m. on the day of the meeting.
City of Golden Valley City Council Regular Meeting August 6, 2025 — 6:30 PM
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Taxable General Obligation Housing Improvement Area Bonds, Series 2025A
3H.Adopt Resolution No. 25-073 Approving 180-Day Filing Deadline Extension to Final Plats
3I.Adopt Ordinance No. 803 and Resolution No. 25-074 Approving an Amendment to
Conditional Use Permit No. 168 for a Childcare Center at Good Shepherd, 145 Jersey
Avenue South
3J.Adopt Ordinance No. 804 and Resolution No. 25-075 Approving a Conditional Use Permit
for an Aquamation Facility for Pets to Operate at 610 Ottawa Avenue North
3K.Adopt Resolution No. 25-076 Adopting Supplement One to GVPD Policy Manual
4.Public Hearing - None.
5.Old Business - None.
6.New Business
6A.Review of Council Calendar
6B.Mayor and Council Communications
1. Other Committee/Meeting updates
7.Adjournment
City of Golden Valley City Council Regular Meeting August 6, 2025 — 6:30 PM
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EXECUTIVE SUMMARY
Legal
763-512-2345 / 763-512-2344 (fax)
Golden Valley City Council Meeting
August 6, 2025
Agenda Item
3A. Approval of City Council Meeting Minutes
Prepared By
Theresa Schyma, City Clerk
Summary
The following minutes are available to view on the City's public Laserfiche site :
July 1, 2025 Special City Council Meeting
July 15, 2025 Regular City Council Meeting
A direct link to the folder with the documents referenced above is:
http://weblink.ci.golden-valley.mn.us/WebLink/Browse.aspx?
id=1056192&dbid=0&repo=GoldenValley
Legal Considerations
This item did not require legal review.
Equity Considerations
This item did not require equity review.
Recommended Action
Motion to approve City Council meeting minutes as submitted.
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EXECUTIVE SUMMARY
Finance
763-512-2345 / 763-512-2344 (fax)
Golden Valley City Council Meeting
August 6, 2025
Agenda Item
3B. Approval of City Check Registers
Prepared By
Jennifer Hoffman, Assistant Finance Director
Summary
Approval of the check register for various vendor claims against the City of Golden Valley.
Document is located on city website at the following location: http://weblink.ci.golden-
valley.mn.us/WebLink/Browse.aspx?id=1060600&dbid=0&repo=GoldenValley
The check register(s) for approval:
07-16-2025 Check Register
07-23-2025 Check Register
07-30-2025 Check Register
Financial or Budget Considerations
The check register is attached with the financing sources at the front of the document. Each check has
a program code(s) where it was charged.
Legal Considerations
Not Applicable
Equity Considerations
Not Applicable
Recommended Action
Motion to authorize the payment of the bills as submitted.
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EXECUTIVE SUMMARY
Legal
763-512-2345 / 763-512-2344 (fax)
Golden Valley City Council Meeting
August 6, 2025
Agenda Item
3C.1. Approve Temporary On-Sale Liquor License - Golden Valley Community Foundation
Prepared By
Theresa Schyma, City Clerk
Summary
The Golden Valley Community Foundation (GVCF), 316 Brookview Parkway South - Suite 144, has
indicated they will require a temporary on-sale liquor license for the Golden Valley Festival on
Saturday, September 13, 2025 at the Golden Valley water tower, 7800 Golden Valley Road. The GVCF
is still in the process of submitting some documents to City staff which is why the suggested action
language states that approval is "contingent upon completion of all required paperwork, proof of
insurance, and receipt of payment."
Golden Valley City Code does allow temporary on-sale liquor licenses to be issued to a club or
charitable, religious, or other nonprofit organization with Council approval. A certificate of liability
insurance naming the City as an additional insured is also required and has been provided by the
applicant.
Financial or Budget Considerations
Fees received for temporary liquor licenses help to defray costs the City incurs to administer license
requirements. No licenses are issued until payment is received in full.
Legal Considerations
The City Clerk reviews the applications and ensures that all required documentation, including
insurance, is properly delivered to the State's Alcohol and Gambling Enforcement Division for further
processing and approval.
Equity Considerations
Approving temporary on-sale licenses gives nonprofit organizations the opportunity to create
relationships within the community and make connections that can help provide unbiased programs
and services to those in need.
Recommended Action
Motion to approve a temporary on-sale liquor license for the Golden Valley Community Foundation's
Golden Valley Festival on Saturday, September 13, 2025, contingent upon completion of all required
paperwork, proof of insurance, and receipt of payment.
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EXECUTIVE SUMMARY
Legal
763-512-2345 / 763-512-2344 (fax)
Golden Valley City Council Meeting
August 6, 2025
Agenda Item
3C.2. Approve Temporary On-Sale Liquor License - Good Shepherd Catholic Church
Prepared By
Theresa Schyma, City Clerk
Summary
Good Shepherd Catholic Church, 145 Jersey Avenue South, has applied for a temporary on-sale liquor
license for their annual Oktoberfest event on Saturday, September 20, 2025.
Golden Valley City Code does allow temporary on-sale liquor licenses to be issued to a club or
charitable, religious, or other nonprofit organization with Council approval. A certificate of liability
insurance naming the City as an additional insured is also required and has been provided by the
applicant.
Financial or Budget Considerations
Fees received for temporary liquor licenses help to defray costs the City incurs to administer license
requirements. No licenses are issued until payment is received in full.
Legal Considerations
The City Clerk reviews the applications and ensures that all required documentation, including
insurance, is properly delivered to the State's Alcohol and Gambling Enforcement Division for further
processing and approval.
Equity Considerations
Approving temporary on-sale licenses gives nonprofit organizations the opportunity to create
relationships within the community and make connections that can help provide unbiased programs
and services to those in need.
Recommended Action
Motion to approve a temporary on-sale liquor license for Good Shepherd Catholic Church, 145 Jersey
Avenue South, for their annual Oktoberfest event on Saturday, September 20, 2025.
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EXECUTIVE SUMMARY
Administrative Services
763-512-2345 / 763-512-2344 (fax)
Golden Valley City Council Meeting
August 6, 2025
Agenda Item
3D.1. Approve 2025-2026 Labor Agreement with Community Service Officers Union (LELS Local #525)
Prepared By
Noah Schuchman, City Manager
John Miller, Human Resources Manager
Summary
This item was discussed with the City Council and Legal counsel in the Closed Session held on July 1,
2025. After the closed session, the contract was ratified by the employee members. Staff seeks Council
approval based on the discussion and direction given at the July 1 Closed Session.
Legal Considerations
Legal considerations were discussed at the July 1, 2025 closed session.
Equity Considerations
Approving this labor agreement with designated employees in the Police Department aligns with the
City’s equity goals by promoting fair compensation, consistent workplace standards, and inclusive
career development opportunities.
Recommended Action
Motion to approve 2025-2026 Labor Agreement with the Community Service Officers Union (LELS
Local #525).
Supporting Documents
2025-2026 Labor Agreement - CSO (LELS 525).pdf
Attachment A.pdf
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LABOR AGREEMENT
between
The City of Golden Valley, Minnesota
and
Law Enforcement Labor Services
Representing: Community Service Officers
Union Local #525
January 1, 2025 - DECEMBER 31, 2026
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Table of Contents
LABOR AGREEMENT ............................................................................................................................... 0
ARTICLE 2: RECOGNITION ................................................................................................................................ 2
ARTICLE 3: DEFINITIONS .................................................................................................................................. 2
ARTICLE 4: SAVINGS CLAUSE ........................................................................................................................... 3
ARTICLE 5: UNION SECURITY ........................................................................................................................... 3
ARTICLE 6: EMPLOYER AUTHORITY ................................................................................................................. 3
ARTICLE 7: EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE .............................................................................. 4
ARTICLE 8: SENIORITY ...................................................................................................................................... 7
ARTICLE 9: DISCIPLINE .................................................................................................................................... 7
ARTICLE 10: PROBATIONARY PERIODS ............................................................................................................ 7
ARTICLE 11: WORK SCHEDULES ....................................................................................................................... 8
ARTICLE 12: WAGES ......................................................................................................................................... 8
ARTICLE 13: PAID TIME OFF (PTO) ................................................................................................................... 9
ARTICLE 14: PAID PARENTAL LEAVE .............................................................................................................. 10
ARTICLE 15: HOLIDAYS ................................................................................................................................... 10
ARTICLE 16: OVERTIME PAY........................................................................................................................... 10
ARTICLE 17: COURT TIME .............................................................................................................................. 10
ARTICLE 18: STANDBY PAY ............................................................................................................................. 11
ARTICLE 19: CALL BACK .................................................................................................................................. 11
ARTICLE 20: FUNERAL LEAVE ......................................................................................................................... 11
ARTICLE 21: SEVERANCE PAY ......................................................................................................................... 12
ARTICLE 22: EDUCATION COMPENSATION .................................................................................................... 12
ARTICLE 23: INSURANCE ................................................................................................................................ 12
ARTICLE 24: SAFETY ....................................................................................................................................... 12
ARTICLE 25: UNIFORMS ................................................................................................................................. 12
ARTICLE 26: WAIVER ...................................................................................................................................... 12
ARTICLE 27: INJURY ON DUTY ........................................................................................................................ 13
ARTICLE 28: DURATION ................................................................................................................................. 13
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LABOR AGREEMENT
COMMUNITY SERVICE OFFICERS
2025-2026
This AGREEMENT dated August 6, 2025, is entered into by and between the City of Golden Valley,
Minnesota, hereinafter called the EMPLOYER, and Law Enforcement Labor Services, Local No. 525,
representing the Golden Valley Community Service Officers, hereinafter called the UNION.
ARTICLE 1: PURPOSE OF AGREEMENT
This AGREEMENT has as its purpose the promotion of harmonious relations between the EMPLOYER, its
EMPLOYEES and the UNION; the furtherance of efficient governmental services; the establishment of an
equitable and peaceful procedure for the resolution of disputes that may arise without interference or
disruption of efficient operation of the department; and the establishment of a formal understanding
relative to all terms and conditions of employment. The EMPLOYER and the UNION, through this
AGREEMENT, continue their dedication to the highest quality of public service. Both parties recognize
this AGREEMENT is a pledge of this dedication.
ARTICLE 2: RECOGNITION
The EMPLOYER recognizes the UNION as the exclusive representative under Minn. Stat. § 179A.03, subd.
8, for EMPLOYEES of the Golden Valley bargaining unit identified by the Bureau of Mediation Services,
Certification Unit Determination Order dated August 3, 2022, Case No. 22PCE2073 and described as:
• All non-licensed EMPLOYEES employed by the City of Golden Valley Police Department,
Golden Valley, Minnesota, in the job classifications of Community Service Officer I, Lead
Community Service Officer, and Community Service Officer II, who are public employees
within the meaning of Minn. Stat. § 179A.03, subd. 14, excluding supervisory and
confidential employees.
In the event that 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 for determination.
ARTICLE 3: DEFINITIONS
For the purpose of this AGREEMENT, the following terms and phrases shall have the meaning given to
them:
3.1 Union: Law Enforcement Labor Services, Inc. and Law Enforcement Employees' Union, Local
No.525
3.2 Employer: The City of Golden Valley, Minnesota
3.3 Department: The City of Golden Valley Police Department
3.4 Chief: The Chief of the City of Golden Valley Police Department
3.5 Union Member: A member of Law Enforcement Labor Services, Inc. and Law Enforcement
Employees' Union, Local No. 525
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3.6 Union Steward: The employees elected or appointed by Law Enforcement Labor Services, Inc.
and Law Enforcement Employees' Union, Local No. 525
3.7 Employee: An employee whose job classification is covered by the exclusively recognized
bargaining unit
3.8 Base Pay Rate: The employee's hourly pay rate
3.9 Overtime: Work performed at the express authorization of the EMPLOYER in excess of 40 hours
per week
3.10 Scheduled Shift: A consecutive work period including breaks
3.11 Holiday Pay Rate: One and one-half (1½) times the EMPLOYEE'S regular base pay rate
ARTICLE 4: SAVINGS CLAUSE
This AGREEMENT is subject to the laws of the United States and the State of Minnesota, and the
policies of the City of Golden Valley. 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 provision shall be voided. All other
provisions of this AGREEMENT shall continue in full force and effect. The voided provision may
be renegotiated at the request of either party.
ARTICLE 5: UNION SECURITY
5.1 In recognition of the UNION as the exclusive representative the EMPLOYER shall:
a. Deduct each payroll period an amount sufficient to provide the payment of dues established
by the UNION from the wages of all EMPLOYEES authorizing in writing such deduction
b. Remit such deduction to the UNION
c. Allow the EMPLOYEES and representatives of the Bargaining Unit reasonable time off and
leaves of absence, with prior approval and without pay for the purpose of conducting
UNION business when such time would not be detrimental to the work programs of the
EMPLOYER
d. post all promotional opportunities within the Bargaining Unit; publish the method by which
promotions shall be made within the Bargaining Unit; and make copies of all work rules and
regulations available to EMPLOYEES
5.3 The UNION may designate certain EMPLOYEES in the bargaining unit to act as stewards and shall
inform the EMPLOYER in writing of such choice and of any changes in stewards.
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 City as a result of any action taken or
not taken by the City under the provisions of section 5.1 of this ARTICLE.
ARTICLE 6: EMPLOYER AUTHORITY
6.1 It is recognized and accepted by the UNION and the EMPLOYER that the management, direction,
and control of the Police Department and its personnel are exclusively the function of the
EMPLOYER. The exercise of the City’s management rights shall take place “without hindrance or
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interference by the UNION,” except as limited by the terms of this AGREEMENT. The
EMPLOYER’S management rights include, but shall under no circumstances by construed to be
limited to, the right to:
a. Manage the operation of the Police Department through the selection and direction of
the work force, including the right to hire and promote, transfer EMPLOYEES to
positions, departments and classifications both covered and not covered by this
AGREEMENT, except that no EMPLOYEE shall be transferred out of the Bargaining Unit
as disciplinary action.
b. Lay off EMPLOYEES.
c. Demote, suspend, discipline or discharge EMPLOYEES.
d. Make such operating changes as deemed necessary by the EMPLOYER for the efficient,
economical operation of the City, including but not limited to the right to sub-contract
work performed by members of the Bargaining Unit, to change the normal work week,
the length of the normal work day, hours of work, the beginning or ending time of each
shift or assignment and the number of shifts to be operated.
e. Determine the organizational structure, number of personnel and the assignment of
duties, including the right to increase, decrease, or change duties.
f. Establish functions, programs, its overall budget, and the utilization of technology.
g. Promulgate work rules and regulations.
6.2 Any specifically enumerated management right not limited by the terms of this AGREEMENT
shall not be eligible to be grieved by the UNION.
6.3 Any terms and conditions of employment not specifically established or modified by this
AGREEMENT shall remain solely with the discretion of the EMPLOYER to modify, establish, or
eliminate.
ARTICLE 7: EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE
7.1 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.
7.2 Continuity of Operations: In the event of a grievance arising there shall be no suspension of
operations but an earnest effort shall be made to resolve such grievances in the manner
prescribed by this AGREEMENT.
7.3 UNION Representatives: The EMPLOYER will recognize representatives designated by the UNION
as the grievance representatives of the bargaining unit having the 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.
7.4 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 EMPLOYEES and shall therefore be accomplished during normal working
hours only when consistent with such EMPLOYEE duties and responsibilities. The aggrieved
EMPLOYEE and the 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
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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 programs of the EMPLOYER.
7.5 Procedure: Grievances, as defined by Section 7.1, shall be resolved in conformance with the
following procedure:
Step 1. An EMPLOYEE who feels that the City has misinterpreted or misapplied any section of the
AGREEMENT in dealing with that Employee, should discuss their claim with the Employee's
immediate supervisor. This shall be done within fourteen (14) calendar days from the
occurrence of the believed violation or from when the EMPLOYEE became aware of it. The
EMPLOYEE shall submit the grievance in writing to the supervisor at the time of the discussion
with the supervisor. The supervisor shall respond, in writing, within ten (10) days from the date
the grievance sheet was received. Every effort shall be made to settle the grievance at this step.
Nothing shall prevent an EMPLOYEE from seeking guidance from the UNION at this step.
Step 2. If the dispute is not solved at Step 1 between the EMPLOYEE and the supervisor, then the
EMPLOYEE should meet with the UNION and the dispute should be put in writing, stating the
nature of the grievance, the name or names of the EMPLOYEES involved, the provisions of this
AGREEMENT believed violated and the remedy requested. This shall be submitted to the
EMPLOYER-designated Step 2 Representative within ten (10) calendar days of the Step 1 written
response. The Step 2 Representative shall render an answer, in writing, within ten (10) days of
the receipt of the Step 2 submittal and the answer shall be transmitted to the EMPLOYEE and
the UNION.
Step 3. If the dispute is not solved by the Step 2 process, the written grievance with the information
required in Step 2, shall be presented to the EMPLOYER-designated Step 3 Representative. This
shall be submitted within ten (10) days of receipt of the Step 2 answer. The Step 3 EMPLOYER-
designated Representative shall render a written answer within ten (10) days from receipt of the
Step 3 grievance and the answer shall be transmitted to the EMPLOYEE and the UNION. Where
no EMPLOYER Step 3 Representative is appointed, the grievance shall progress from Step 3 to
Step 4.
Step 4. A grievance unresolved in Step 3 may be appealed by the EMPLOYEE and the UNION to Step 4.
Notification of intent to appeal to Step 4 shall be made within ten (10) days of receipt of
EMPLOYER'S Step 3 answer. The UNION shall notify the Bureau of Mediation Services within ten
(10) calendar days of the notice of appeal to the EMPLOYER that the UNION is submitting the
matter to mediation. The UNION or the EMPLOYER may elect to participate in mediation prior to
arbitration.
Step 5. A grievance unresolved in Step 4 through mediation may be appealed by the EMPLOYEE and
THE UNION to Step 5. Notification of intent to appeal to Step 5 and filing for arbitration shall be
made within ten (10) days of the conclusion of mediation. The selection of an arbitrator shall be
made in accordance with the rules and regulations as established by the Bureau of Mediation
Services or applicable law.
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7.6 Arbitrator's Authority:
A. The arbitrator shall have no 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(s) 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
within 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 arbitrator
shall consider and decide only the specific issue or issues submitted to them by the
parties to this and shall have no authority to make a decision on any other matter not
submitted to them. 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 this 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 the EMPLOYER and the UNION provided that each 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 cost
shall be shared equally.
7.7 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 an 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 agreement of the EMPLOYER and the UNION.
7.8 Choice of Remedy: If, as a result of the EMPLOYER response in Step 2, the grievance remains
unresolved, and if the grievance involves the suspension, demotion, or discharge of an
EMPLOYEE who has completed the required probationary period, the grievance may be
appealed to Step 3 of this ARTICLE or a procedure such as Veteran's Preference or other
employment laws.
If appealed to any procedure other than Step 3 of this ARTICLE, the grievance is not subject to
the arbitration procedure as provided in Step 4. The aggrieved EMPLOYEE shall indicate in
writing which procedure to utilized Step 4 of this ARTICLE or another appeal procedure and shall
sign a statement that the choice of any other procedure precludes the aggrieved EMPLOYEE
from making a subsequent appeal through Step 4 of this ARTICLE.
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ARTICLE 8: SENIORITY
Seniority is defined as the length of continuous service beginning with an EMPLOYEE’S date of hire
under any job classification covered by ARTICLE 2 RECOGNITION.
8.1 Seniority will be the determining factor for recall and layoffs only when all job relevant factors
are equal.
8.2 Layoff: If the EMPLOYER eliminates a job classification or position and an incumbent EMPLOYEE
is reassigned to another job classification covered by this agreement, the EMPLOYEE shall retain
the seniority earned in the previously held job classification.
8.3 Recall: Seniority will be the determining criterion for recall when job relevant qualifications are
equal. Recall rights under this provision will continue for twelve (12) months from the date of
layoff. Recalled EMPLOYEES shall have ten (10) working days after notification of recall by
registered mail at the employee’s last known address to report to work or forfeit all recall rights.
8.4 Job Elimination: If the EMPLOYER eliminates a job classification and an incumbent EMPLOYEE is
reassigned to another job classification covered by this agreement, the EMPLOYEE shall retain
the seniority earned in the previously held job classification. An EMPLOYEE with seniority in a
previously held position may move to that position in the event of job elimination or layoff.
ARTICLE 9: DISCIPLINE
9.1 The EMPLOYER will discipline EMPLOYEES only for just cause.
9.2 Discipline shall be in one of the following forms: oral reprimand, written reprimand, suspension,
demotion, or discharge.
9.3 EMPLOYEES may request to have a representative present when the employee reasonably
believes a discussion with a supervisor may lead to discipline. The employee is responsible for
requesting a representative and assuring that the representative’s availability shall not unduly
delay the questioning. Presence of the representative may be in person or by electronic means.
9.4 The EMPLOYER shall provide the EMPLOYEE a copy of all written reprimands, notices of
suspension or demotion and notices of discharge which are to become part of an Employee's
personnel. The EMPLOYEE shall be read and acknowledged by signature of the Employee. Such
signature shall not be an admission of guilt but only an acknowledgment of receipt and the
EMPLOYEE shall have the opportunity to attach a response to the reprimand or notice to the
copy in the Employee's personnel file.
9.5 Upon written notice and authorization by the EMPLOYEE to the EMPLOYER, the EMPLOYER shall
provide the UNION a copy of all written warnings, suspensions, demotions, and terminations.
ARTICLE 10: PROBATIONARY PERIODS
10.1 All new EMPLOYEES and EMPLOYEES promoted to a position of greater responsibility shall serve
a twelve (12) month probationary period.
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10.2 During the probationary period, a newly hired or rehired EMPLOYEE may be discharged at the
sole discretion of the EMPLOYER. During the probationary period, a promoted EMPLOYEE shall
be returned to their previous position if the promoted EMPLOYEE fails to complete the
probationary period with satisfactory performance. Whether the employee’s performance was
satisfactory shall be determined at the sole discretion of the EMPLOYER. The probationary
period shall be one (1) year for promoted EMPLOYEES and one (1) year for new EMPLOYEES
from date of hire.
ARTICLE 11: WORK SCHEDULES
11.1 The sole authority for work schedules is the EMPLOYER. The normal workday for an
EMPLOYEE(S) shall be set by the EMPLOYER. Employees will be given a 7 day notice of schedule
changes initiated by the EMPLOYER.
11.2 Authorized leave time shall be calculated on the basis of the actual length of time of the
assigned shift.
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.
11.4 The normal work year is two-thousand and eighty (2,080) hours for 40 hour per week schedules,
to be accounted for by each EMPLOYEE through:
a) Hours worked on assigned shifts.
b) Holidays.
c) Assigned training.
d) Authorized leave time.
ARTICLE 12: WAGES
12.1 Effective January 1, 2025, and subject to the grade adjustment implementation plan below,
hourly wage rates are as follows:
Grade Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7
5 Community
Service Officer
$28.08 $29.46 $30.91 $32.42 $34.01 $35.67 $37.41
6 Lead
Community
Service Officer
$30.05 $31.53 $33.07 $34.68 $36.39 $38.17 $40.04
Placement of incumbents and steps on the new grade and pay plan will be as noted on
Attachment A to this collective bargaining agreement.
Effective January 1, 2026, wage rates shall be increased by three percent (3%).
12.2 Step movement from Steps 1 through 7 shall be made annually on the EMPLOYEE’s anniversary
date upon receiving a satisfactory or better performance appraisal. The City reserves the right to
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start EMPLOYEES at levels beyond the starting salary and to advance EMPLOYEES through the
steps faster than indicated. Employees who do not receive their evaluation in time to receive
their step increase, will have been deemed to have a satisfactory performance and shall receive
the step movement. Employees have the right to grieve an unsatisfactory performance appraisal
that impacts their step movement.
12.3 Bilingual Pay. EMPLOYEES with multilingual skills (i.e. speak English and at least one other
language fluently) shall receive $150 per month incentive.
12.4 FTO Program: Employees working as Field Training Officers shall receive three (3) hours of
straight time pay or three (3) hours accrued time for each 10-hour period so worked.
12.5 Restorative Practices Training. Employees who complete Restorative Practices Training will
receive a one-time incentive of five hundred dollars ($500).
12.6 PEACE Commission. Employees who apply and are appointed to the PEACE Commission will
receive fifty dollars ($50) per month and time attending PEACE Commission meetings will be
considered as time worked. Employees are expected to serve at least one full year on the
commission.
ARTICLE 13: PAID TIME OFF (PTO)
13 .1 All EMPLOYEES shall participate in the Cit y's PTO plan. PTO is based upon service in the prior
years and shall be earned as follows:
PTO Accrual Schedule: Public Safety Employee
Years of
Service
Number
of 8-
Hour
Days
PTO Hours
Per Pay
Period
Holiday Hours
Accrued Per
Pay Period
PTO+ Holiday
Total Hours
Accrued Per
Pay Period
Maximu
m Accrual
in Hours
Required
Accrual Balance
for PTO Payout
0-5 17 5.23 4.31 9.54 348 232
Over 5 22 6.77 4.31 11.08 408 272
Over 11 23 7.08 4.31 11.39 420 280
Over 12 24 7.38 4.31 11.69 432 288
Over 13 25 7.69 4.31 12 444 296
Over 14 26 8.00 4.31 12.31 456 304
Over 15 27 8.31 4.31 12.62 468 312
Over 16 28 8.62 4.31 12.93 480 320
Over 17 29 8.92 4.31 13.23 492 328
Over 18 30 9.23 4.31 13.54 504 336
Over 19 31 9.54 4.31 13.85 516 344
Over 20 32 9.85 4.31 14.16 528 352
13.2 EMPLOYEES shall have all of the rights and benefits granted in the Employee Handbook with
respect to PTO use and Payout (see Time Away from Work section of City Employee
Handbook).
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13.3 EMPLOYEES will be covered by the City’s Earned Sick and Safe Time (ESST) Leave policy on
the same basis as the non-union employee group.
13.4 The parties have not agreed to alter the 50% employer / 50% employee premium
contribution formula outlined in Minn. Stat. § 268B.14. Subd. 3.
ARTICLE 14: PAID PARENTAL LEAVE
EMPLOYEES shall be eligible for pregnancy and parenting leave granted in the Employee Handbook (See
Time Away from Work Section of Employee Handbook). Employees will maintain the benefit as of
12/31/2022, the benefit may only be diminished upon mutual agreement of the parties.
ARTICLE 15: HOLIDAYS
Work schedules for EMPLOYEES are made up without regard for weekends and holidays. In view of this
fact, each EMPLOYEE is granted 14 additional days leave each year in lieu of holidays. Holiday leave is
added to PTO on a pro rata basis each pay period and shall be credited whether or not the EMPLOYEE is
scheduled to work on a holiday.
These days must be taken during the year earned, except that one holiday may be carried over to the
following year.
Work on January 1, Martin Luther King Day, Presidents’ Day, Memorial Day, Juneteenth, July 4, Labor
Day, Veteran’s Day, Thanksgiving Day, the day after Thanksgiving, Christmas Eve Day and Christmas Day
will be compensated at the rate of one and one-half (1½) the Employee’s regular rate of pay for all hours
worked on these holidays plus holiday time.
ARTICLE 16: OVERTIME PAY
16.1 Overtime shall be worked only at the specific authorization of the Employee’s supervisor. The
EMPLOYER has the right to require reasonable assignments of overtime work and such
assignments shall be performed by the EMPLOYEE except as otherwise provided in this
AGREEMENT. EMPLOYEES shall be compensated at 1.5 times the employee’s regular rate of pay
for hours worked beyond the Employee’s regularly scheduled work shift. Changes in shifts do
not qualify the EMPLOYEE for overtime. For the purpose of computing overtime compensation,
overtime hours worked shall not be pyramided, compounded or paid twice. Overtime shall be
calculated to the nearest 1/10 of an hour.
16.2 EMPLOYEES earning overtime shall, at the end of each payroll period inform their supervisor
whether they wish to take the overtime hours in pay or time off (referred hereto as accrued
time); shall receive one and one-half (1½) hours off for each overtime hour worked. EMPLOYEES
shall be allowed up to a maximum of sixty (60) hours of accrued time. Voluntary overtime may
be taken off as accrued time only with the EMPLOYER approval.
ARTICLE 17: COURT TIME
17.1 An EMPLOYEE who is scheduled to appear in court during their off-duty time shall receive a
minimum of four (4) hours straight time pay or pay at 1 ½ times the EMPLOYEE’s rate for the
actual number of hours spent in court, whichever is greater. An extension or early report to a
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regularly scheduled shift does not qualify the EMPLOYEE for the minimum. When an EMPLOYEE
is notified of a cancellation of a court appearance less than 24 hours before the scheduled
appearance, four (4) hours of straight time shall be paid. When an EMPLOYEE is notified of a
cancellation of a court appearance more than 24 hours prior to the scheduled appearance, no
court time shall be paid. An EMPLOYEE who is required to appear in Court during scheduled off-
duty time shall receive a minimum of three (3) hours pay at one and one-half (1½) times the
EMPLOYEE’S base pay rate. An extension or early report to a regularly scheduled shift for a
Court appearance does not qualify the EMPLOYEE for the three (3) hour minimum.
17.2 EMPLOYER shall reimburse EMPLOYEES for necessary parking fees when court appearances are
required.
ARTICLE 18: STANDBY PAY
18.1 An EMPLOYEE required by the EMPLOYER to standby shall be paid for such standby time at the
EMPLOYEE'S base rate of one hour pay for each hour on standby, with a minimum of two (2)
hours of pay. Standby status shall be documented by subpoena or other written form notifying
the EMPLOYEE when the EMPLOYEE is required to standby. If an EMPLOYEE'S standby status is
canceled more than 24 hours in advance of the scheduled standby, no standby compensation
shall be payable. If canceled within 24 hours of the scheduled standby, the EMPLOYEE shall be
paid as if they had been on standby as scheduled.
ARTICLE 19: CALL BACK
19.1 An EMPLOYEE called in for work at a time other than a normal scheduled shift will be
compensated for a minimum of three (3) hours pay, at one and one-half (1-1/2) times the
EMPLOYEE'S base pay rate. An extension or early report to a regularly scheduled shift for duty
does not qualify the EMPLOYEE for the three (3) hour minimum. An EMPLOYEE called back to
work outside of their regularly scheduled shift shall be paid for a minimum of three (3) hours at
1 ½ times their regular base rate of pay. Nothing in this section shall be construed to prevent
EMPLOYER from requiring an EMPLOYEE to report early to their shift, which time shall be
compensated as straight time provided the total hours worked do not exceed the EMPLOYEES
normally scheduled hours.
ARTICLE 20: FUNERAL LEAVE
Up to five (5) days leave with pay without deduction from PTO shall be granted to death of spouse,
child/stepchild. Up to three (3) days PTO where applicable shall be granted for death in the immediate
family or person residing as a member of the employee’s immediate household and up to one day in the
case of death in the next degree of kindred.
Immediate family includes any person having the following relationship to an EMPLOYEE or a living or
deceased spouse:
• parent
• mother-in-law/father-in-law
• sister/brother
• sister-in-law/brother-in-law
• son-in-law/daughter-in-law
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• grandparents
• grandparents-in-law
• grandchildren
• stepparents and/or legal guardians
ARTICLE 21: SEVERANCE PAY
21.1 Termination removes job rights and benefits and rehire status benefits as with a new Employee.
EMPLOYEES who voluntarily leave the City in good standing shall be eligible for termination pay
equal to a payout of 100% of accrued unused PTO.
All termination pay outs are subject to the terms and conditions of the post-employment
healthcare savings plan. After 10 years of service or PERA certifiable disability that results in
termination of employment, EMPLOYEES shall receive 1 day of pay for each full year of service
to the City. In the event of death, payment shall be made to the Employee’s survivor.
ARTICLE 22: EDUCATION COMPENSATION
22.1 EMPLOYEES will be eligible for the same Tuition Reimbursement Program as offered by the
EMPLOYER to other City employees.
ARTICLE 23: INSURANCE
23.1 The City will contribute the same dollar amount per month in 2022 toward health insurance that
it contributes to all other Golden Valley employees, including $20 per month for those who
successfully participate in the wellness initiative in 2021. The City will contribute the same dollar
amount per month in 2023 and 2024 toward health insurance that it contributes to all other
Golden Valley employees, including $20 per month for those who successfully participate in the
wellness initiative in 2021. The City shall make health insurance coverage, including the City
insurance contribution, effective the first of the month following the employee’s start date.
23.2 The City will provide Long Term Disability Insurance to the EMPLOYEES.
ARTICLE 24: SAFETY
The EMPLOYER agrees to promote safe and healthful working conditions. EMPLOYER and UNION agree
to jointly encourage EMPLOYEES to work in a safe manner.
ARTICLE 25: UNIFORMS
The City will provide uniforms and equipment, including the purchase of any required accessories and
footwear.
ARTICLE 26: WAIVER
26.1 Any and all prior agreements, resolutions, practices, policies, rules and regulations regarding
terms and conditions of employment, to the extent inconsistent with the provisions of this
AGREEMENT, are hereby superseded.
26.2 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
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13
with respect to any terms or conditions 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.
ARTICLE 27: INJURY ON DUTY
An EMPLOYEE injured during the performance of their duties for the EMPLOYER and thereby rendered
unable to work for the EMPLOYER, will be paid the difference between the EMPLOYEES's regular pay
and Worker's Compensation insurance payments for a period not to exceed seven hundred twenty (720)
hours per injury, not charged to the EMPLOYEE'S vacation, sick leave or other accumulated paid benefit,
after a three (3) working day initial waiting period per injury. The three (3) working day waiting period
shall be charged to the EMPLOYEE'S PTO account less Worker's Compensation insurance payments.
ARTICLE 28: DURATION
This AGREEMENT shall be effective as of January 1, 2025 and shall remain in full force and effect until
the 31st day of December 2026.
IN WITNESS WHEREOF, the parties hereto have executed this AGREEMENT on this 6th day of August,
2025.
FOR: FOR:
LAW ENFORCEMENT LABOR SERVICES CITY OF GOLDEN VALLEY
LOCAL 525
________________________________ _________________________________
Pa Vang, Representing Negotiating Roslyn Harmon, Mayor
Committee
________________________________ _________________________________
Chad Worden, For Law Enforcement Labor Noah Schuchman, City Manager
Services, Inc.
21
Alpha Name Job Desc (EA) Date Started Cur Pos Date Orig Start Jan 1, 2025
Hourly Rate
Anniversary
Rate 2025
VANG, PA HOUA COMMUNITY SERVICE OFFICER 11/29/2021 03/14/2022 11/29/2021 30.91$ 32.42$
MILLS, LOREEN A COMMUNITY SERVICE OFFICER 10/24/2022 10/24/2022 10/24/2022 29.46$ 30.91$
OMAR, ABDIAZIZ S COMMUNITY SERVICE OFFICER 08/28/2023 08/28/2023 08/28/2023 28.08$ 29.46$
BEIMERT, ASHLEY R COMMUNITY SERVICE OFFICER 11/13/2023 11/13/2023 11/13/2023 28.08$ 29.46$
FROST, JAMES P COMMUNITY SERVICE OFFICER 02/20/2024 02/20/2024 02/20/2024 30.91$ 32.42$
JOLSVAY, CHRISTIAN A COMMUNITY SERVICE OFFICER 05/13/2024 05/13/2024 05/13/2024 28.08$ 29.46$
ROBERTS , LEON N COMMUNITY SERVICE OFFICER 03/31/2025 03/31/2025 03/31/2025 28.08$ 29.46$
22
EXECUTIVE SUMMARY
City Manager's Office
763-512-2345 / 763-512-2344 (fax)
Golden Valley City Council Meeting
August 6, 2025
Agenda Item
3D.2. Approve Professional Services Agreement with Employee Strategies, Inc.
Prepared By
Kirsten Santelices, Deputy City Manager
Noah Schuchman, City Manager
Summary
The agreement with Employee Strategies is Phase 3 of the City's ongoing workplace culture initiatives.
During this phase, the City will continue developing its leaders through a Multi-City Leadership
Development Program. In addition to Golden Valley, the cities of Richfield, Hopkins, and Edina will
work with Employee Strategies to tailor leadership training, empowering employees across the
organization. All departments are represented in the program plan and the program will be divided
into two groups: Fall 2025 and Spring 2026. By May 2026, the City intends to have 45-50 supervisors
complete the training, creating shared understanding, values, and tools for success across the
organization. This program is one of several strategies to increase employee engagement and
satisfaction, as noted in the employee pulse surveys (2024 and 2025). Staff expects this program will
help improve scores related to "our values and actions are aligned," "open and honest communication
with leaders," and enhance an environment of accountability, honesty, appreciation, trust, and
support, which are identified in the surveys as what employees want in their work environment.
Additionally, this contract continues upon the work of the last two years, with a 2026 Pulse Survey to
gauge improvements, identify pain points, and provide City staff with the opportunity to increase
engagement and satisfaction of employees, leading to enhanced customer and community service and
decreasing potential turnover.
Financial or Budget Considerations
The City worked to reduce costs by partnering with the cities of Richfield, Hopkins, and Edina.
Department training and development budgets will cover the cost of each supervisor's participation in
the program. Additional survey work is reflected in the 2026 budget proposal.
Legal Considerations
This contract has been reviewed and approved by the Legal department.
Equity Considerations
The City actively works to empower employees and fosters a sense of belonging. Additionally, this
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work helps identify barriers to opportunities and resources across the city, which aligns with the City's
equity goals.
Recommended Action
Motion to approve a professional services agreement with Employee Strategies, Inc.
Supporting Documents
2025-08-06 - AGRMT - Professional Services Agreement Employee Strategies
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PROFESSIONAL SERVICES AGREEMENT FOR
Employee Strategies, Inc
THIS AGREEMENT is made this August 6, 2025 (“Effective Date”) by and between Employee
Strategies Inc. a Minnesota corporation with its principal office located at 4011 Vincent Ave South
Minneapolis MN 55410 (“Contractor”), and the City of Golden Valley, Minnesota, a Minnesota municipal
corporation located at 7800 Golden Valley Road, Golden Valley, MN 55427 (the “City”):
RECITALS
A. Contractor is engaged in the business of providing responsive, results-focused workplace culture
improvement strategies and leadership and professional development services.
B. The City desires to hire Contractor to provide leadership development and continue improving
the City’s workplace culture.
C. Contractor represents that it has the professional expertise and capabilities to provide the City
with the requested services and deliverables.
D. The City desires to engage Contractor to provide the services described in this Agreement and
Contractor is willing to provide such services on the terms and conditions in this Agreement.
NOW, THEREFORE, in consideration of the terms and conditions expressed in this Agreement, the City and
Contractor agree as follows:
AGREEMENT
1. Services. Contractor agrees to provide the City with the services as described in the attached Exhibit A
(the “Services”). Exhibit A shall be incorporated into this Agreement by reference. All Services shall be
provided in a manner consistent with the level of care and skill ordinarily exercised by professionals
currently providing similar services.
2. Time for Completion. The Services shall be completed on or before July 31, 2026, provided that the
parties may extend the stated deadlines upon mutual written agreement. This Agreement shall remain in
force and effect commencing from the Effective Date and continuing until the completion of the project,
unless terminated by the City or amended pursuant to the Agreement.
3. Consideration. The City shall pay Contractor for the Services as outlined in Exhibit A, not to exceed
$130,000. The consideration shall be for both the Services performed by Contractor and any expenses
incurred by Contractor in performing the Services. Contractor shall submit statements to the City upon
completion of the Services. The City shall pay Contractor within thirty (35) days after Contractor’s
statements are submitted.
4. Termination. Notwithstanding any other provision herein to the contrary, this Agreement may be
terminated as follows:
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a. The parties, by mutual written agreement, may terminate this Agreement at any time;
b. Contractor may terminate this Agreement in the event of a breach of the Agreement by the City
upon providing thirty (30) days’ written notice to the City;
c. The City may terminate this Agreement at any time at its option, for any reason or no reason at
all; or
d. The City may terminate this Agreement immediately upon Contractor’s failure to have in force
any insurance required by this Agreement.
In the event of a termination, the City shall pay Contractor for Services performed to the date of
termination and for all costs or other expenses incurred prior to the date of termination.
5. Amendments. No amendments may be made to this Agreement except in a writing signed by both
parties.
6. Remedies. In the event of a termination of this Agreement by the City because of a breach by
Contractor, the City may complete the Services either by itself or by contract with other persons or
entities, or any combination thereof. These remedies provided to the City for breach of this Agreement
by Contractor shall not be exclusive. The City shall be entitled to exercise any one or more other legal or
equitable remedies available because of Contractor’s breach.
7. Records/Inspection. Pursuant to Minnesota Statutes § 16C.05, subd. 5, Contractor agrees that the
books, records, documents, and accounting procedures and practices of Contractor, that are relevant to
the contract or transaction, are subject to examination by the City and the state auditor or legislative
auditor for a minimum of six years. Contractor shall maintain such records for a minimum of six years after
final payment. The parties agree that this obligation will survive the completion or termination of this
Agreement.
8. Indemnification. To the fullest extent permitted by law, Contractor, and Contractor’s successors or
assigns, agree to protect, defend, indemnify, save, and hold harmless the City, its officers, officials, agents,
volunteers, and employees from any and all claims; lawsuits; causes of actions of any kind, nature, or
character; damages; losses; or costs, disbursements, and expenses of defending the same, including but
not limited to attorneys’ fees, professional services, and other technical, administrative or professional
assistance resulting from or arising out of Contractor’s (or its subcontractors, agents, volunteers,
members, invitees, representatives, or employees) performance of the duties required by or arising from
this Agreement, or caused in whole or in part by any negligent act or omission or willful misconduct by
Contractor, or arising out of Contractor’s failure to obtain or maintain the insurance required by this
Agreement. Nothing in this Agreement shall constitute a waiver or limitation of any immunity or limitation
on liability to which the City is entitled. The parties agree that these indemnification obligations shall
survive the completion or termination of this Agreement.
9. Insurance. Contractor shall maintain reasonable insurance coverage throughout this Agreement.
Contractor agrees that before any work related to the approved project can be performed, Contractor
shall maintain at a minimum: Worker’s Compensation Insurance as required by Minnesota Statutes,
section 176.181; Business Auto Liability in an amount not less than $1,000,000.00 per occurrence;
Professional Liability in an amount not less than $1,000,000.00 per occurrence; and Commercial General
Liability in an amount of not less than $1,000,000.00 per occurrence for bodily injury or death arising out
of each occurrence, and $1,000,000.00 per occurrence for property damage, $2,000,000.00 aggregate. To
meet the Commercial General Liability and Business Auto Liability requirements, Contractor may use a
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combination of Excess and Umbrella coverage. Contractor shall provide the City with a current certificate
of insurance including the following language: “The City of Golden Valley is named as an additional insured
with respect to the commercial general liability, business automobile liability and umbrella or excess
liability, as required by the contract. The umbrella or excess liability policy follows form on all underlying
coverages.” Such certificate of liability insurance shall list the City as an additional insured and contain a
statement that such policies of insurance shall not be canceled or amended unless 30 days’ written notice
is provided to the City, or 10 days’ written notice in the case of non-payment.
10. Subcontracting. Neither the City nor Contractor shall assign, or transfer any rights under or interest
(including, but without limitation, moneys that may become due or moneys that are due) in the
Agreement without the written consent of the other except to the extent that the effect of this limitation
may be restricted by law. Unless specifically stated to the contrary in any written consent to an
assignment, no assignment will release or discharge the assignor from any duty or responsibility under
this Agreement. Nothing contained in this paragraph shall prevent Contractor from employing such
independent Contractors, associates, and subcontractors, as it may deem appropriate to assist it in the
performance of the Services required by this Agreement. Any instrument in violation of this provision is
null and void.
11. Assignment. Neither the City nor Contractor shall assign this Agreement or any rights under or interest
in this Agreement, in whole or in part, without the other party’s prior written consent. Any assignment in
violation of this provision is null and void.
12. Independent Contractor. Contractor is an independent contractor. Contractor’s duties shall be
performed with the understanding that Contractor has special expertise as to the services which
Contractor is to perform and is customarily engaged in the independent performance of the same or
similar services for others. Contractor shall provide or contract for all required equipment and personnel.
Contractor shall control the manner in which the services are performed; however, the nature of the
Services and the results to be achieved shall be specified by the City. The parties agree that this is not a
joint venture and the parties are not co-partners. Contractor is not an employee or agent of the City and
has no authority to make any binding commitments or obligations on behalf of the City except to the
extent expressly provided in this Agreement. All services provided by Contractor pursuant to this
Agreement shall be provided by Contractor as an independent contractor and not as an employee of the
City for any purpose, including but not limited to: income tax withholding, workers' compensation,
unemployment compensation, FICA taxes, liability for torts and eligibility for employee benefits.
13. Compliance with Laws. Contractor shall exercise due professional care to comply with applicable
federal, state and local laws, rules, ordinances and regulations in effect as of the date Contractor agrees
to provide the Services. Contractor’s guests, invitees, members, officers, officials, agents, employees,
volunteers, representatives, and subcontractors shall abide by the City’s policies prohibiting sexual
harassment and tobacco, drug, and alcohol use as defined on the City’s Tobacco, Drug, and Alcohol Policy,
as well as all other reasonable work rules, safety rules, or policies, and procedures regulating the conduct
of persons on City property, at all times while performing duties pursuant to this Agreement. Contractor
agrees and understands that a violation of any of these policies, procedures, or rules constitutes a breach
of the Agreement and sufficient grounds for immediate termination of the Agreement by the City.
14. Entire Agreement. This Agreement, any attached exhibits, and any addenda signed by the parties shall
constitute the entire agreement between the City and Contractor, and supersedes any other written or
oral agreements between the City and Contractor. This Agreement may only be modified in a writing
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signed by the City and Contractor. If there is any conflict between the terms of this Agreement and the
referenced or attached items, the terms of this Agreement shall prevail. If there is any conflict between
Exhibits A and B, the terms of Exhibit B shall prevail.
15. Third Party Rights. The parties to this Agreement do not intend to confer any rights under this
Agreement on any third party.
16. Choice of Law and Venue. This Agreement shall be governed by and construed in accordance with the
laws of the state of Minnesota. Any disputes, controversies, or claims arising out of this Agreement shall
be heard in the state or federal courts of Hennepin County, Minnesota, and all parties to this Agreement
waive any objection to the jurisdiction of these courts, whether based on convenience or otherwise.
17. Conflict of Interest. Contractor shall use reasonable care to avoid conflicts of interest and
appearances of impropriety in representation of the City. In the event of a conflict of interest, Contractor
shall advise the City and, either secure a waiver of the conflict, or advise the City that it will be unable to
provide the requested Services.
18. Work Products and Ownership of Documents. Contractor agrees that it will not disclose for any
purpose any information Contractor has obtained arising out of or related to this Agreement, except as
authorized by the City or as required by law. Nothing in this Agreement shall grant or transfer any rights,
title or interests in any intellectual property created by Contractor prior to the effective date of this
Agreement; however, to the extent Contractor generates reports or recommendations for the City using
proprietary processes or formulas, Contractor shall provide the City (1) factual support for such reports
and recommendations; (2) a detailed explanation of the method used and data relied upon to arrive at
the recommendation; and (3) a detailed explanation of the rationale behind the methodology used. All of
the obligations in this paragraph shall survive the completion or termination of this Agreement.
19. Agreement Not Exclusive. The City retains the right to hire other professional Contractor service
providers for this or other matters, in the City’s sole discretion.
20. Data Practices Act Compliance. Any and all data provided to Contractor, received from Contractor,
created, collected, received, stored, used, maintained, or disseminated by Contractor pursuant to this
Agreement shall be administered in accordance with, and is subject to the requirements of the Minnesota
Government Data Practices Act, Minnesota Statutes, Chapter 13. Contractor agrees to notify the City within
three business days if it receives a data request from a third party. This paragraph does not create a duty
on the part of Contractor to provide access to public data to the public if the public data are available from
the City, except as required by the terms of this Agreement. These obligations shall survive the termination
or completion of this Agreement.
21. No Discrimination. Contractor agrees not to discriminate in providing products and services under this
Agreement on the basis of race, color, sex, creed, national origin, disability, age, sexual orientation, status
with regard to public assistance, or religion. Violation of any part of this provision may lead to immediate
termination of this Agreement. Contractor agrees to comply with the Americans with Disabilities Act as
amended (“ADA”), section 504 of the Rehabilitation Act of 1973, and the Minnesota Human Rights Act,
Minnesota Statutes, Chapter 363A. Contractor agrees to hold harmless and indemnify the City from costs,
including but not limited to damages, attorneys’ fees and staff time, in any action or proceeding brought
alleging a violation of these laws by Contractor or its guests, invitees, members, officers, officials, agents,
employees, volunteers, representatives and subcontractors. Upon request, Contractor shall provide
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accommodation to allow individuals with disabilities to participate in all Services under this Agreement.
Contractor agrees to utilize its own auxiliary aid or service in order to comply with ADA requirements for
effective communication with individuals with disabilities.
22. Authorized Agents. The City’s authorized agent for purposes of administration of this contract is Noah
Schuchman, the City Manager of the City, or designee. Contractor’s authorized agent for purposes of
administration of this contract is J. Forrest, or designee who shall perform or supervise the performance
of all Services.
23. Notices. Any notices permitted or required by this Agreement shall be deemed given when personally
delivered or upon deposit in the United States mail, postage fully prepaid, certified, return receipt
requested, addressed to:
CONTRACTOR THE CITY
J. Forrest
Employee Strategies, Inc
4011 Vincent Ave South
Minneapolis, MN 55410
Kirsten Santelices
City of Golden Valley
7800 Golden Valley Road
Golden Valley, MN 55427
nschuchman@goldenvalleymn.gov
or such other contact information as either party may provide to the other by notice given in accordance
with this provision.
24. Waiver. No waiver of any provision or of any breach of this Agreement shall constitute a waiver of
any other provisions or any other or further breach, and no such waiver shall be effective unless made in
writing and signed by an authorized representative of the party to be charged with such a waiver.
25. Headings. The headings contained in this Agreement have been inserted for convenience of reference
only and shall in no way define, limit or affect the scope and intent of this Agreement.
26. Payment of Subcontractors. Contractor agrees that it must pay any subcontractor within 10 days of
the prime contractor’s receipt of payment from the City for undisputed Services provided by the
subcontractor. Contractor agrees that it must pay interest of 1-1/2 percent per month or any part of a
month to the subcontractor on any undisputed amount not paid on time to the subcontractor. The
minimum monthly interest penalty payment for an unpaid balance of $100 or more is $10. For an unpaid
balance of less than $100, the prime contractor shall pay the actual penalty due to the subcontractor. A
subcontractor who prevails in a civil action to collect interest penalties from a prime contractor must be
awarded its costs and disbursements, including attorneys’ fees, incurred in bringing the action.
27. Publicity. At the City’s request, the City and Contractor shall develop language to use when discussing
the Services. Contractor agrees that Contractor shall not release any publicity regarding the Services or
the subject matter of this Agreement without prior consent from the City. Contractor shall not use the
City’s logo or state that the City endorses its services without the City’s advanced written approval.
28. Severability. In the event that any provision of this Agreement shall be illegal or otherwise
unenforceable, such provision shall be severed, and the balance of the Agreement shall continue in full
force and effect.
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29. Signatory. Each person executing this Agreement (“Signatory”) represents and warrants that they are
duly authorized to sign on behalf of their respective organization. In the event Contractor did not
authorize the Signatory to sign on its behalf, the Signatory agrees to assume responsibility for the duties
and liability of Contractor, described in this Agreement, personally.
30. Counterparts and Electronic Signatures. This Agreement may be executed in two or more
counterparts, each of which shall be deemed an original, but all of which taken together shall constitute
one and the same instrument. This Agreement may be transmitted by electronic mail in portable
document format (“pdf”) and signatures appearing on electronic mail instruments shall be treated as
original signatures.
31. Recitals. The City and Contractor agree that the Recitals are true and correct and are fully
incorporated into this Agreement.
[Remainder of page left blank intentionally. Signature page follows.]
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7
IN WITNESS WHEREOF, the City and Contractor have caused this Professional Services Agreement to be
executed by their duly authorized representatives in duplicate on the respective dates indicated below.
EMPLOYEE STRATEGIES INC.: CITY OF GOLDEN VALLEY:
By: _______________________________
J. Forrest, Principal Consultant & Founder
By: _________________________________
Roslyn Harmon, Mayor
By: _________________________________
Noah Schuchman, City Manager
31
EXHIBIT A
SCOPE OF SERVICES, TIMELINES, DELIVERABLES, AND MILESTONE PAYMENTS
Multi-City Leadership Development Program
Leadership development is $2,000 per leader. City shall provide employee roster to Contractor. Cost for program
not to exceed $100,000.
Scope and Deliverables Timeline Milestone Payments
Contractor shall invoice for Milestones
described in this table upon completion
and the City shall make payments in
accordance with paragraph 3
“Consideration” of this Agreement
Host Multi-City Leadership
Development Programming
Session
• Host two interactive
stakeholder meetings to
tailor content
Completed by September 12,
2025
Payment of $20,000 upon
completion of stakeholder
meetings
Deliver Training (2025 Cohorts)
• Host program kick off
• Lead three sessions for
each cohort
Completed by November 30,
2025
Payment of $30,000 upon
completion of all of the
following:
1. 2025 Kick-off meeting
2. Three full-day training
sessions with three 2025
cohorts
Deliver Training (2026 Cohorts)
• Host 2026 program
kick-off
• Lead three sessions for
each cohort
Completed by March 31, 2026 Payment of $30,000 upon
completion of:
1. 2026 Cohorts Kick-Off
Meeting
2. Three full-day training
sessions with 2026 cohorts
Program Evaluation
• Employee Strategies will
conduct a Level 3
Evaluation at the end of
the program to assess
impact.
• Evaluation delivered to
City
Completed by June 1, 2026 Payment of $20,000 upon
completion of the program
evaluation and delivery to City
leadership
32
2026 Employee Workplace Culture Pulse Survey
Survey, results, and final reports shall not exceed $30,000.
Scope and Deliverables Timeline Milestone Payments
Contractor shall invoice for Milestones
described in this table upon completion
and the City shall make payments in
accordance with paragraph 3
“Consideration” of this Agreement
Prepare and Deploy 2026 Pulse
Survey
Work with City Team to develop
communications plan for 2026
Pulse Survey and deploy survey
to City employees.
Completed by May 10, 2026 Payment of $15,000 upon
completion of all of the
following:
1. Meeting with City team
representatives to define
project
2. Survey timeline and
communication plan
3. 2026 Pulse Survey deployed
Analyze and Report Out 2026
Employee Survey Results
• Include comparison of
year-over-year results
(2024-2025-2026)
• Survey data cuts by
department, tenure,
gender & race
• Synthesis of all
qualitative and
quantitative data into
customized survey
report document
• Release reports for each
City department
• 90-minute executive
report out to
organization leaders
facilitated by Employee
Strategies
• 60-minute report out to
organization employees
facilitated or prepared
by Employee Strategies
Completed by May 30, 2026 Payment of $15,000 upon
completion of all of the
following:
1. Survey results reports
inclusive of:
• Comparison of year-
over-year results (2024-
2025-2026)
• Data cuts by
department, tenure,
gender & race
• Synthesis of all
qualitative and
quantitative data into
customized survey
report document
• Reports for each City
department
2. Facilitated meetings with
City staff, including:
• 90-minute executive
report to organization
leaders
33
• 60-minute presentation
provided to City Council
• Action planning process
support provided to
Culture Team
• 60-minute report out to
organization employees
• 60-minute presentation
provided to City Council
• Action planning process
support provided to
Culture Team
34
EXECUTIVE SUMMARY
Community Development
763-512-2345 / 763-512-2344 (fax)
Golden Valley City Council Meeting
August 6, 2025
Agenda Item
3E.1. Adopt Resolution No. 25-069 Authorizing Application for the MnDNR Flood Hazard Mitigation
Grant Assistance Program
Prepared By
Michael Ryan, City Engineer
Summary
Minnesota’s Flood Hazard Mitigation Grant Assistance (FHM) Program was established in 1987 to
provide state assistance to local government units for reducing flood risk and damage. The FHM grant
program makes reimbursable cost-share grants available to local units of government for up to 50
percent of the total cost of a flood risk reduction project. Eligible flood hazard mitigation activities
include flood studies, education and outreach, acquisition or removal of repetitive loss structures in
the 1% chance floodplain, and projects that protect public infrastructure and critical services.
City staff intend to apply for grant funding assistance to study and design flood improvement
strategies within the Minnaqua Pond subwatershed, where dozens of properties and structures are
located within 1% chance flood areas. The goal of this work is to reduce localized flooding and remove
structures from floodplains. The deadline for the application is August 11, 2025.
Financial or Budget Considerations
This grant requires a 50% local match, which is available through the Storm Water Utility enterprise
fund. Localized flood risk studies and the Toledo Avenue Flood Mitigation project have been approved
in recent capital improvement plans, which can be used to provide the City's required match.
Legal Considerations
Staff will work with the City Attorney to review draft grant agreements following receipt from MnDNR.
These items will be submitted for City Council consideration at that time.
Equity Considerations
The MnDNR FHM Grant Assistance Program supports both the Unbiased Services and the
Advancement of Diversity, Equity, and Inclusion pillars of the Equity Plan.
Flood reduction efforts in the Minnaqua Pond subwatershed will objectively reduce flooding and
improve safety for nearby residents, businesses, organizations, visitors, and commuters. This specific
application for grant assistance is recommended due to the upcoming studies and improvements in
the CIP, which align with the timeline for grant implementation.
35
City staff are committed to working with the Equity Department to lead with an equity-based
approach in the planning, design, and procurement processes. Flood mitigation in the subject area will
reduce disparities and improve safety for those who are most harmed by repetitive flooding.
Recommended Action
Motion to adopt Resolution No. 25-069 authorizing application for the MnDNR Flood Hazard
Mitigation Grant Assistance Program. Majority vote needed.
Supporting Documents
Resolution No. 25-069 - Authorizing Application for the MnDNR Flood Hazard Mitigation Grant
Assistance Program
36
RESOLUTION NO. 25-069
A RESOLUTION AUTHORIZING APPLICATION FOR THE MINNESOTA
DEPARTMENT OF NATURAL RESOURCES FLOOD HAZARD MITIGATION GRANT
ASSISTANCE PROGRAM
WHEREAS, funding is available from the Minnesota Department of Natural
Resources through its Flood Hazard Mitigation Grant Assistance Program to assist local
government units for reducing flood risk and damage; and
WHEREAS, the City of Golden Valley is eligible to apply for funding support
through this program to perform studies, design project p lans for flood mitigation
improvements, and incur related eligible costs for improvements within the Minnaqua
Pond subwatershed; and
WHEREAS, flood damage reduction and climate resiliency are prominent goals of
the 2040 Comprehensive Plan, Resilience and Sustainability Plan, and the flood
mitigation work associated with this program will reduce the burden of flooding on
residents, businesses, organizations, and the City’s infrastructure which are most
impacted by severe flooding.
NOW THEREFORE, BE IT RESOLVED, BY THE CITY COUNCIL OF THE CITY
OF GOLDEN VALLEY, MINNESOTA that this Council hereby authorizes the City
Manager or their designee to prepare and submit an application for funding support under
the Minnesota Department of Natural Resources Flood Hazard Mitigation Grant
Assistance Program.
Adopted by the City Council of the City of Golden Valley, Minnesota this 6th day of August,
2025.
____________________________
Roslyn Harmon, Mayor
Attested:
____________________
Theresa Schyma, City Clerk
37
EXECUTIVE SUMMARY
Community Development
763-512-2345 / 763-512-2344 (fax)
Golden Valley City Council Meeting
August 6, 2025
Agenda Item
3F. Adopt Second Reading of Ordinance No. 802 Establishing the Laurel Hill West Housing
Improvement Area (HIA), Resolution No. 25-070 Approving a Housing Improvement Fee for Laurel Hill
West HIA, and Resolution No. 25-071 Authorizing Summary Publication of the Ordinance
Prepared By
Christine Costello, Housing & Economic Development Manager
Summary
In 2024, the Housing and Redevelopment Authority (HRA) in and for the City of Golden Valley adopted
a Housing Improvement Area (HIA) Policy for the renovation of older common interest communities
within Golden Valley. An HIA is governed by Minnesota Statutes, Section 428A.11 - 428A.21 (the HIA
Act) and is a funding mechanism for townhome and condominium homeowner associations to finance
common area improvements though the means of an owner-imposed special taxing district. Private
banks are often unwilling or unable to finance common area improvements. HIA's are used when
associations do not have enough reserve balance to address common area needs. Minnesota Statutes
and the HIA Act require HIA's to be financing of the last resort. An HIA uses City-funded loans that
enable a condominium or townhome association to complete the needed improvements in common
areas of their development that they are otherwise unable to finance.
Laurel Hill West is a 53-unit condominium building built in 1980. The Laurel Hill West Association had
previously used their reserve funds to cover the cost of several other substantial emergency situations,
and their reserve funds have dwindled down and they are no longer able to make repairs using only
their reserve funds. The Association is now facing the need to make necessary common area
improvements that include:
Roof replacement
Elevator upgrade
Transformer and electrical fixes
Window replacement
Entry bridge, stoops, and railing
Asphalt, curbing, and catch basins in parking lot area
The roof was last replaced in 1997 and patching the roof is no longer a viable option. The elevator is
original and parts for repair are difficult to find. Some of the elevator functions no longer meet code.
In addition, one of the two transformers that serve the building has settled and is breaking the below-
grade conduit. Water is leaking into the electrical box area. The wood windows are also original to the
building and the plastic cladding is cracking and moisture is getting into the wood structural framing of
38
the windows. The entry bridge to the front door is supported by wood timbers which are failing, and
the slab is shifting creating a tripping hazard. Lastly, the parking lot is original to the building and is
beginning to fail with many broken curbs and potholes. This has altered the drainage pattern and
created ponding in the parking lot.
The estimated repair costs are approximately $2.842 million. The Association has some reserve funds
on hand to cover a small portion of the project and has attempted to obtain private financing from
local financial institutions. However, all their requests were denied. This is a common problem with
condominium and townhome developments that seek financing for major improvement projects.
Since condominium associations typically only own the common areas of a building(s) and not any of
the individual condominium units, private lenders often find that there is insufficient collateral for
them to fully finance these types of projects.
Therefore, the Association has made a formal HIA application to the City. The City's financial advisor
Ehlers has reviewed the application and found it to be feasible for both the City and the Association.
As part of the formal application seeking HIA financing assistance from the City, the Association filed a
petition with the City. The petition must be signed by the owners of at least 50% of the units.
However, Golden Valley's HIA Policy requires that at least 60% of the owners must sign a petition. For
the Laurel Hill West Association, 47 units (88.7%) of the 53 units have signed the required petition.
Public hearing notices have been sent to all of the homeowners in the Association. The second reading
of the ordinance and adoption of the fee resolution are scheduled to appear at the August 6th City
Council meeting. The ordinance and fee resolution become effective after a 45-day waiting period,
during which time the requests for assistance may be withdrawn if the owners of at least 45% of the
units file a written objection. At the appropriate time, the City will also enter into an agreement with
the Association. A summary of the ordinance and the resolution and notice of the objection period will
be mailed to each unit owner within five days of the City Council approval of the ordinance and the
resolution, respectively.
The timeline for next steps in the HIA process for the Association:
Action Date
Second Reading of an Ordinance Establishing the
Laurel Hill West Housing Improvement Area August 6, 2025
Adopt Resolution Approving the Laurel Hill West
Housing Improvement Fee August 6, 2025
City Council - Call for the Sale of the Bonds August 6, 2025
Veto Period Starts August 7, 2025
Mail Ordinance and Fee Resolution to owners
including veto period and prepay periods August 8, 2025
Publish ordinance in Sun Post newspaper August 14, 2025
Veto Period Ends September 20, 2025
39
City Council Consideration of Development
Agreement October 7, 2025
Action Date
First Reading of Ordinance- July 15, 2025 City Council Meeting
The City Council held a public hearing for the first reading of the proposed ordinance. There were a
few questions from Councilmembers and the public including clarification of the HIA process and
questions related to the City's bond rating. Staff reviewed the HIA process for Council and then the
City's financial consultant, Ehlers, Inc. clarified there are no impacts on the City's bond rating since
they are taxable bonds, that homeowners will have an option to prepay, and that the Association pays
an administrative fee for City consultant's work. Ehlers then clarified that if no prepayment is made
the fees are placed on the homeowner's property taxes for payment. Lastly, the City Council inquired
about the number of townhome, condominium, and cooperative housing developments in Golden
Valley that may consider an HIA in the future. The following is a list of owner-occupied housing
developments that could make a request for an HIA if 60% of the owners have signed a petition.
Development Name and Type
The Villa on Bassett Creek Condominiums
Brookview Condominiums
Medley Hills Condominiums & Townhomes
Skyline Plaza Condominiums
Laurel Hill East Condominiums
Laurel Hill West Condominiums
Briarwood Townhomes
Galant Patio Townhomes
Hidden Village Townhomes
Pheasant Glen Townhomes
Valee D'Or Townhomes
Wesley Commons Townhomes
Calvary Center Cooperative
Financial or Budget Considerations
The Association submitted to the City a financial plan prepared by an independent third party. The
financial plan detailed how the Association would finance the maintenance and operation of the
common area elements as well as the long-range plan to conduct and finance capital improvements.
The total estimated costs of the housing improvements are approximately $3.4 million and without
the designation of the Laurel Hill West housing Improvement Area, the housing units would not be
able to be maintained and preserved. The financing of the housing improvements with the proceeds
of bonds to be issued by the City will be repaid by a housing improvement fee imposed on housing
unit owners for no greater than 20 years. The housing improvement fee is based on the cubic footage
per unit. Housing unit owners can prepay but and any fees not prepaid will include interest and annual
bond administrative costs.
If not prepaid the Housing Improvement Fee shall be payable in equal annual installments extending
40
over a period of 20 years, the first of the installments to be payable in calendar year 2026. The
estimated annual fee imposed on each of the housing units is shown in the “Total Annual Fee (105%)
With Annual Bond Fees” column of the table below:
Percentage
Interest
Owned
Unit #'s
Total Costs
(Before Bond
Sale)
Annual Fee
(105% of
Total Costs)
Total P & I
Paid Per Unit
(105%) - Non
prepaid only
Annual Bond
Fees
Total Annual
Fee (105%)
With Annual
Bond Fees
1.6562%
102, 105-110,
113-116, 201,
202, 205-210,
213-216
$51,342.20 $4,994 $99,883 $17 $5,011
2.1643%
103, 104, 111,
112, 117, 118,
203, 204, 211,
212, 217, 218
$67,093.30 $6,526 $130,525 $22 $6,548
1.8253%
301, 302,
305-310, 313-
316
$56,584.30 $5,504 $110,081 $19 $5,523
2.3387%303, 304, 311,
312, 317, 318 $72,499.70 $7,052 $141,043 $24 $7,076
Public notices were sent in accordance with Minnesota State Statute HIA Act and City notification
policy. The public hearing notice provided the estimated cost of improvements to be approximately
$3.76 million which included the construction costs, administrative costs, soft costs, and financing
costs for the project. After the notice went out the amounts were further refined, and the total cost of
improvements were adjusted. The amount is a maximum budget and a maximum fee. If the costs are
less, the homeowners will be assessed the lower amount. Any contingency amount the Association
receives will only be able used for the following:
Restructure and renovate balconies
Replace exterior lighting including site lighting
Replace patio and replace stair to patio with handicap ramp
Make repairs to masonry facade
Repair and paint garage walls
Replace summer boiler
Legal Considerations
Legal has prepared and reviewed the ordinance and fee resolution for the Association.
Equity Considerations
Assisting the Laurel Hill West Association with improvements to their building and site will continue to
preserve an affordable housing option in the community. It also promotes the inclusion of diverse
housing options in the city by maintaining quality housing stock for households with a variety of
income levels, ages, and sizes.
Recommended Action
Motion to adopt second reading of Ordinance No. 802 establishing the Laurel Hill West Housing
41
Improvement Area.
Motion to adopt Resolution No. 25-070 approving a Housing Improvement Fee for Laurel Hill
West HIA.
Motion to adopt Resolution No. 25-071 Summary Publication of Ordinance No. 802.
(This resolution requires a four-fifths vote of all members of the Council for approval.)
Supporting Documents
Ordinance No. 802 - Establishing the Laurel Hill West Housing Improvement Area
Resolution No. 25-070 - Approving Housing Improvement Fee for Laurel Hill West HIA
Resolution No. 25-071 - Authorizing Summary Publication of Ordinance No. 802 - Laurel Hill
West HIA
42
4923-3533-0377.5
CITY OF GOLDEN VALLEY, MINNESOTA
ORDINANCE NO. 802
AN ORDINANCE ESTABLISHING LAUREL HILL WEST HOUSING IMPROVEMENT AREA
The City Council (the “City Council”) of the City of Golden Valley, Minnesota (the “City”) hereby
ordains:
Section 1. Recitals.
1.01. The City is authorized under Minnesota Statutes, Sections 428A.11 to 428A.21, as
amended (the “HIA Act”), to establish by ordinance a housing improvement area within which
housing improvements are made or constructed and the costs of such improvements are paid in
whole or in part from fees imposed within the area.
1.02. The City Council (the “Council”) has adopted a Housing Improvement Area Policy (the
“HIA Policy”).
1.03 The City has determined a need to establish the Laurel Hill West Housing
Improvement Area as further defined herein (the “Laurel Hill HIA”), in order to facilitate certain
improvements to property known as the “Laurel Hill West Condominium,” all in accordance with
the HIA Policy and the HIA Act.
1.04. The City has consulted with the Laurel Hill West Condominium Association (the
“Association”) and with residents in the Laurel Hill HIA regarding the establishment of such area and
the housing improvements to be constructed and financed under this ordinance.
Section 2. Findings.
2.01. The City Council finds that owners of more than 86% of the housing units within the
Laurel Hill HIA (which exceeds the requirement for owners of at least 50% of the housing units
pursuant to Section 428A.12 of the HIA Act and the requirement for owners of at least 60% of the
housing units pursuant to the HIA Policy) have filed a petition with the City Clerk requesting a public
hearing regarding establishment of such housing improvement area.
2.02. On July 15, 2025, the City Council conducted a public hearing, duly noticed in
accordance with the HIA Act, regarding adoption of this ordinance at which all persons, including
owners of property within the Laurel Hill HIA were given an opportunity to be heard.
2.03. The City Council finds that, without establishment of the Laurel Hill HIA, the Housing
Improvements (as hereinafter defined) could not be made by the Association or the housing unit
owners.
43
Ordinance No. 802 - 2 - August 6, 2025
4923-3533-0377.5
2.04. The City Council further finds that designation of the Laurel Hill HIA is needed to
maintain and preserve the housing units within such area.
2.05. For the purpose of providing full disclosure of public expenditures and financing
arrangements for the Laurel Hill HIA (as required under Section 428A.13, subd. 1a(1) of the HIA Act),
the City Council determines that the City expects to finance the Housing Improvements with the
proceeds of bonds to be issued by the City which will be repaid by a housing improvement fee
imposed on unit owners within the Laurel Hill HIA the terms of which are set forth in that certain
Resolution Approving a Housing Improvement Fee for Laurel Hill West Housing Improvement Area
to be considered by the Council on the date hereof.
2.06. In accordance with Section 428A.13, subd. 1a(2) of the HIA Act, the City Council
determines that the Association will contract for construction of the Housing Improvements.
2.07 The Council finds that the Laurel Hill HIA satisfies all of the approval criteria contained
in the HIA Policy (listed in Section III thereof), including the criteria that a majority of the owners
within the Association support the project and the Housing Improvement Area financing and that
the Laurel Hill HIA satisfies at least one of the goals in Section II of the HIA Policy.
Section 3. Housing Improvement Area Defined.
3.01. The Laurel Hill HIA is hereby defined as the area of the City including the following
property addresses: 6051 Laurel Avenue (including units 102 through 318).
3.02. The Laurel Hill HIA contains 53 housing units as of the date of adoption of this
ordinance, along with common areas.
Section 4. Housing Improvements Defined.
4.01. For the purposes of this ordinance and the Laurel Hill HIA, the term “Housing
Improvements” shall mean improvements to common areas within the Laurel Hill HIA including
without limitation:
Replacement of the main entry pavement and rear driveway
Construction or replacement of curbing
Roof repair
Replacement of windows in living units
Installation of catch basin and subsurface drainage
Elevator renovation and replacement of equipment
Replacement of the entry bridge, railing, steps and stoop
Repair of the electrical transformer concrete slab
4.02. Housing Improvements shall also be deemed to include:
44
Ordinance No. 802 - 3 - August 6, 2025
4923-3533-0377.5
(a) all costs of architectural and engineering services, overhead, and all similar soft
costs in connection with the activities described in Section 4.01 hereof, including without
limitation costs of a professional construction manager.
(b) all administration, legal and consultant costs in connection with the Laurel Hill
HIA; and
(c) costs of financing the Housing Improvements under the HIA Act.
Section 5. Housing Improvement Fee.
5.01. The City may, by resolution adopted in accordance with the petition (the “Fee
Resolution”), hearing and notice procedures required under the HIA Act, impose a fee on the
housing units within the Laurel Hill HIA, at a rate, term or amount sufficient to produce revenues
required to provide the Housing Improvements (the “Housing Improvement Fee”), subject to the
terms and conditions set forth in this Section. The City intends to adopt such a resolution imposing
the Housing Improvement Fee on August 6, 2025 (the “Fee Resolution”).
5.02. Any Housing Improvement Fee shall be allocated based on cubic footage per unit as
prescribed in the Laurel Hill West Amended and Restated Declaration, dated August 21, 2023, as
amended (the “Declaration”).
5.03. The Housing Improvement Fee shall be imposed and payable for a period no greater
than 20 years after the first installment is due and payable.
5.04. Any Housing Improvement Fee shall be prepayable as specified in the Fee Resolution.
5.05. The Fee Resolution may provide that any fee not prepaid by the housing unit owner
shall be deemed to include interest on unpaid Housing Improvements costs at a rate equal to 6.76%
plus annual bond administrative costs.
5.06. The Housing Improvement Fee shall be collected at the same time and in the same
manner as provided for payment and collection of ad valorem taxes, in accordance with
Section 428A.15 of the HIA Act and Minnesota Statutes, Section 428A.05. As set forth in Section
428A. 14, subd. 2 of the HIA Act, the Housing Improvement Fee is not included in the calculation of
levies or limits on levies imposed under any law or charter.
5.07. The Housing Improvement Fee shall not exceed the amount specified in the notice of
public hearing regarding the approval of such fee; provided, however, that the Housing
Improvement Fee may be reduced after approval of the Fee Resolution, in the manner specified in
such resolution.
5.08. In accordance with Section 428A.20 of the HIA Act, any portion of the Housing
Improvement Fee not prepaid in accordance with the Fee Resolution will be specially assessed
45
Ordinance No. 802 - 4 - August 6, 2025
4923-3533-0377.5
against each unit based on the amount set forth in the “Total Annual Fee (105%) With Annual Bond
Fees” column of the table set forth in Section 1.03 of the Fee Resolution.
Section 6. Annual Reports.
6.01. On August 15, 2026 and each August 15 thereafter until the Housing Improvement
Fee and all interest thereon is paid in full and all Housing Improvement Fee revenues have been
expended, the Association (and any successor in interest) shall be required to submit to the City, as
the implementing entity, a copy of the Association’s audited financial statements.
6.02. The Association (and any successor in interest) shall also submit to the City any other
reports or information at the times and as required by any contract entered into between that entity
and the City.
Section 7. Notice of Right to File Objections.
7.01. Within 5 days after the adoption of this ordinance, the City Clerk is authorized and
directed to mail to the owner of each housing unit in the Laurel Hill HIA: (a) a summary of this
ordinance; (b) notice that owners subject to the proposed Housing Improvement Fee have a right
to veto this ordinance if owners of at least 45% of the housing units within the Laurel Hill HIA file an
objection with the City Clerk before the effective date of this ordinance; and (c) notice that a copy
of this ordinance is on file with the City Clerk for public inspection.
Section 8. Amendment.
8.01. This ordinance may be amended by the City Council upon compliance with the public
hearing and notice requirements set forth in Section 428A.13 of the HIA Act.
Section 9. Effective Date.
9.01. This ordinance shall be effective 45 days after adoption hereof, or on the date of
publication of this ordinance, whichever is later, subject to the veto rights of housing unit owners
under Section 428A.18 of the HIA Act.
Adopted by the City Council of Golden Valley, Minnesota this 6th day of August, 2025.
_____________________
Roslyn Harmon, Mayor
ATTEST:
Theresa Schyma, City Clerk
46
4901-5304-7113.4
CITY OF GOLDEN VALLEY, MINNESOTA
RESOLUTION NO. 25-070
APPROVING A HOUSING IMPROVEMENT FEE
FOR LAUREL HILL WEST HOUSING IMPROVEMENT AREA
WHEREAS, the City of Golden Valley, Minnesota (“City”) is authorized under Minnesota
Statutes, Section 428A.11 to 428A.21, as amended (the “HIA Act”), to establish by ordinance a
housing improvement area within which housing improvements are made or constructed and the
costs of such improvements are paid in whole or in part from fees imposed within the area;
WHEREAS, the City Council (the “Council”) has adopted a Housing Improvement Area Policy
(the “HIA Policy”);
WHEREAS, by ordinance adopted by the City Council of the City (the “City Council”) on
August 6, 2025 (the “Enabling Ordinance”), the City Council established the Laurel Hill West
Condominium Association Housing Improvement Area (the “Laurel Hill HIA”) in order to facilitate
certain improvements to property known as the “Laurel Hill West Condominium”, all in accordance
with HIA Policy and the HIA Act;
WHEREAS, Owners of approximately 86% of the housing units within the Laurel Hill HIA
(which exceeds the requirement for owners of at least 50% of the housing units pursuant to Section
428A.12 of the HIA Act and the requirement for owners of at least 60% of the housing units pursuant
to the HIA Policy) have filed a petition with the City Clerk requesting a public hearing regarding
imposition of a housing improvement fee for the Laurel Hill HIA;
WHEREAS, on July 15, 2025, the City Council conducted a public hearing, duly noticed in
accordance with the HIA Act, regarding adoption of this resolution (the “Resolution”) and the
Enabling Ordinance at which all persons, including owners of property within the Laurel Hill HIA,
were given an opportunity to be heard;
WHEREAS, prior to the date hereof, Laurel Hill West Condominium Association (the
“Association”) has submitted to the City a financial plan prepared by an independent third party,
acceptable to the City and the Association, that provides for the Association to finance maintenance
and operation of the common elements in the Laurel Hill HIA and a long-range plan to conduct and
finance capital improvements therein, all in accordance with Section 428A.14 of the HIA Act and the
HIA Policy;
WHEREAS, the Council finds that the Laurel Hill HIA satisfies all of the approval criteria
contained in the HIA Policy (listed in Section III thereof), including the criteria that a majority of the
owners within the Association support the project and the Housing Improvement Area financing
and that the Laurel Hill HIA satisfies at least one of the goals in Section II of the HIA Policy;
47
Resolution No. 25-070 - 2 - August 6, 2025
4901-5304-7113.4
WHEREAS, for the purposes of this Resolution, the term “Housing Improvements” has the
meaning provided in the Enabling Ordinance;
NOW, THEREFORE, BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF GOLDEN VALLEY,
MINNESOTA as follows:
Section 1. Housing Improvement Fee Imposed.
1.01. The total estimated costs of the Housing Improvements are approximately $3,400,000
a portion of which, in the amount of approximately $3,100,000, is proposed to be paid for by the
fee imposed hereby. The City hereby imposes a fee on each housing unit within the Laurel Hill HIA
(the “Housing Improvement Fee”) in the amount shown in the table in Section 1.03 below (plus
interest plus annual bond administrative costs as provided in Section 1.03 hereof). The total costs
of the Housing Improvements are allocated based on cubic footage per unit as prescribed in the
Laurel Hill West Amended and Restated Declaration, as amended, and the Council finds that such
basis is basis for the Housing Improvement Fee is fair and reasonable.
1.02. The owner of any housing unit against which the Housing Improvement Fee is imposed
may, at any time between August 6, 2025 (the effective date of this Resolution) and September
22, 2025 pay the total Housing Improvement Fee imposed against such housing unit to the City
Finance Director, in full, without interest thereon. To prepay in full, the amount due is shown in the
“Total Costs (Before Bond Sale)” column of the table in Section 1.03 below. Any Housing
Improvement Fee not prepaid by September 22, 2025 shall not thereafter be pre-payable, but
instead shall be paid only in accordance with Section 1.03 hereof.
1.03. If not prepaid in accordance with Section 1.02 hereof, the Housing Improvement Fee
shall be payable in equal annual installments extending over a period of 20 years, the first of the
installments to be payable in calendar year 2026, which annual payment shall be deemed to include
interest on the unpaid Housing Improvement Fee at a rate not to exceed 6.76% accruing from
September 22, 2025 plus annual bond administrative costs. The estimated annual fee imposed on
each of the housing units is shown in the “Total Annual Fee (105%) With Annual Bond Fees” column
of the table below.
48
Resolution No. 25-070 - 3 - August 6, 2025
4901-5304-7113.4
1.04. Unless prepaid in accordance with Section 1.02 hereof, the Housing Improvement Fee
shall be payable at the same time and in the same manner as provided for payment and collection
of ad valorem taxes, as provided in Section 428A.15 of the HIA Act and Minnesota Statutes, Section
428A.05.
Section 2. Notice of Right to File Objections.
2.01. Within 5 days after the adoption of this Resolution, the City Clerk is authorized and
directed to mail to the owner of each housing unit in the Laurel Hill HIA (a) a summary of this
Resolution; (b) notice that owners subject to the Housing Improvement Fee have a right to veto this
Resolution if owners of at least 45% of the housing units within the Laurel Hill HIA file a written
objection with the City Clerk before the effective date of this Resolution; and (c) notice that a copy
of this Resolution is on file with the City Clerk for public inspection.
Section 3. Effective Date.
3.01. This Resolution shall be effective 45 days after adoption hereof, subject to (a) the veto
rights of housing unit owners under Section 428A.18 of the HIA Act; and (b) execution in full of a
development agreement between the City and the Association providing for construction of the
Housing Improvements.
Section 4. Filing of Housing Improvement Fee.
4.01 After August 6, 2025, the effective date of this Resolution, the City Clerk shall file a
certified copy of this Resolution to the Hennepin County Director of Taxation to be recorded on the
property tax lists of the county.
Adopted by the City Council of Golden Valley, Minnesota this 6th day of August, 2025.
___________________________
Roslyn Harmon, Mayor
ATTEST:
Theresa Schyma, City Clerk
49
RESOLUTION NO. 25-071
RESOLUTION AUTHORIZING SUMMARY PUBLICATION OF ORDINANCE NO. 802
WHEREAS, the City has adopted the above referenced ordinance establishing the
Laurel Hill West Housing Improvement Area; and
WHEREAS, the verbatim text of the amendment is cumbersome, and the expense
of the publication of the complete text is not justified.
NOW THEREFORE, BE IT RESOLVED, BY THE CITY COUNCIL OF THE CITY
OF GOLDEN VALLEY, MINNESOTA that the following summary is hereby approved for
official publication:
SUMMARY PUBLICATION
ORDINANCE NO. 802
AN ORDINANCE ESTABLISHING LAUREL HILL WEST HOUSING IMPROVEMENT
AREA
This is a summary of the provisions of Ordinance No. 802 which has been approved for
publication by the City Council.
At the August 6, 2025 City Council meeting, the Golden Valley City Council enacted
Ordinance No. 802 establishing a Housing Improvement Area (HIA) to facilitate certain
improvements to property known as Laurel Hill West Condominium. The full ordinance is
available to the public at the City Clerk’s Office, 7800 Golden Valley Road during normal
business hours and online at https://www.goldenvalleymn.gov/179/City-Code-and-
Proposed-Ordinances.
Adopted by the City Council of the City of Golden Valley, Minnesota on August 6, 2025.
____________________________
Roslyn Harmon, Mayor
Attested:
____________________
Theresa Schyma, City Clerk
50
EXECUTIVE SUMMARY
Community Development
763-512-2345 / 763-512-2344 (fax)
Golden Valley City Council Meeting
August 6, 2025
Agenda Item
3G. Adopt Resolution No. 25-072 Providing for the Competitive Negotiated Sale of $3,100,000 Taxable
General Obligation Housing Improvement Area Bonds, Series 2025A
Prepared By
Christine Costello, Housing & Economic Development Manager
Summary
The majority of the owners (89%) of the 53-unit Laurel Hill West Condominium Association
(Association) have petitioned the City to create a housing improvement area and to issue Bonds to
fund approximately $3,100,000 of improvements to the exteriors of the units and common areas
(inclusive of soft costs and contingency). The improvements include:
Roof replacement
Elevator upgrade
Transformer and electrical fixes
Window replacement
Entry bridge, stoops, and railing
Asphalt, curbing, and catch basins in parking lot area
The Bond amount is subject to change based upon prepaid assessments received prior to issuing the
Bonds. The Bonds will carry taxable interest rates because the improvements are on private property
rather than the typical public improvements. The City Council will consider bids and award on October
7, 2025. In addition, there will be consideration of approval of a development agreement with the
Association that will formalize all the requirements of the Association with the City. Once the bid is
awarded along and the development agreement approved, the proceeds would be available by
October 28, 2025 to the Association.
Financial or Budget Considerations
The intent of the City is to levy a housing improvement area fee on each unit to support 105% of the
debt service beginning with taxes payable in 2026 at a rate of 1% over the True Interest Cost (TIC) on
the Bonds (but not to exceed 6.76% per the public hearing notice). The fees are very similar to special
assessments for public improvements; however, they cannot be pre-paid in whole or in part at any
time during the term of the Bonds.
Legal Considerations
Kutak Rock LLP, bond counsel, has written the resolution to be considered.
51
Equity Considerations
Assisting the Laurel Hill West Association with improvements to their building and site will continue to
preserve an affordable housing option in the community. It also promotes the inclusion of diverse
housing options in the City by maintaining quality housing stock for households with a variety of
income levels, ages, and sizes.
Recommended Action
Motion to adopt Resolution No. 25-072 providing for the competitive negotiated sale of $3,100,000
Taxable General Obligation Housing Improvement Area Bonds, Series 2025A.
Supporting Documents
Resolution No. 25-072 - Providing for the Issuance and Sale of Taxable General Obligation HIA
Bonds Series 2025A
PreSale Report 2025A
52
MN420-18-1002114.v1
4938-9714-1336.1
CITY OF GOLDEN VALLEY, MINNESOTA
RESOLUTION NO. 25-072
RESOLUTION PROVIDING FOR THE
ISSUANCE AND SALE OF GENERAL OBLIGATION
HOUSING IMPROVEMENT AREA BONDS, SERIES 2025A IN THE
PROPOSED AGGREGATE PRINCIPAL AMOUNT OF $3,100,000
BE IT RESOLVED by the City Council (the “Council”) of the City of Golden Valley, Hennepin
County, Minnesota (the “City”) as follows:
Section 1. Bonds Authorized
1.01. It is hereby found, determined and declared that the City should issue its General
Obligation Housing Improvement Area Bonds in the approximate principal amount of $3,100,000
(the “Bonds”) pursuant to Minnesota Statutes, Chapter 475, as amended, and Sections 428A.11
through 428A.21 (collectively, the “Act”), in order to finance certain improvements to property
known as the Laurel Hill West Condominium within the City (the “Projects”), plus costs of issuance
of the Bonds, subject to further details regarding the sale of the Bonds to be set forth in a
resolution to be considered by the City Council at a subsequent meeting.
1.02. City staff are authorized and directed to take all other actions necessary to carry
out the intent of this resolution.
Section 2. Authorization to Municipal Advisor. Ehlers and Associates, Inc. (the
“Municipal Advisor”) is authorized and directed to negotiate the sale of the Bonds. The City
Council will meet on Tuesday, October 7, 2025, or another date selected by City staff, to consider
proposals on the Bonds and take any other appropriate action with respect to the Bonds.
Section 3. Authorization to Bond Counsel. The law firm of Kutak Rock, LLP (“Bond
Counsel”) is authorized to act as bond counsel for the City and to assist in the preparation and
review of necessary documents, certificates and instruments relating to the Bonds. The
officers, employees and agents of the City are hereby authorized to assist Bond Counsel in the
preparation of such documents, certificates, and instruments.
Section 4. Covenants. In the resolution awarding the sale of the Bonds, the City
Council will set forth the covenants and undertakings required by the Act.
Section 5. Official Statement. In connection with the sale of the Bonds, the officers
or employees of the City are authorized and directed to cooperate with the Municipal Advisor
and participate in the preparation of an official statement for the Bonds and to deliver it on
behalf of the City upon its completion.
53
Resolution No. 25-072 - 2 - August 6, 2025
4938-9714-1336.1
Section 6. Declaration of Official Intent to Reimburse Expenditures.
6.01 The Internal Revenue Service has issued Treas. Reg. § 1.150-2 (the
“Reimbursement Regulations”) providing that proceeds of tax-exempt bonds used to reimburse
prior expenditures will not be deemed spent unless certain requirements are met; the City
expects to incur certain expenditures with respect to the Projects that may be financed
temporarily from sources other than bonds, and reimbursed from the proceeds of tax -exempt
bonds.
6.02 The City has determined to make a declaration of official intent (the
“Declaration”) to reimburse certain costs with respect to the Projects from proceeds of the
Bonds in accordance with the Reimbursement Regulations.
6.03 All reimbursed expenditures will be capital expenditures, costs of issuance of the
Bonds, or other expenditures eligible for reimbursement under Section 1.150-2(d)(3) of the
Reimbursement Regulations.
6.04 This Declaration has been made not later than sixty (60) days after payment of
any original expenditure to be subject to a reimbursement allocation with respect to the
proceeds of the Bonds, except for the following expenditures: (a) costs of issuance of bonds; (b)
costs in an amount not in excess of $100,000 or 5% of the proceeds of an issue; or
(c) “preliminary expenditures” up to an amount not in excess of 20% of the aggregate issue
price of the issue or issues that finance or are reasonably expected by the City to finance the
project for which the preliminary expenditures were incurred. The term “preliminary
expenditures” includes architectural, engineering, surveying, bond issuance, and similar costs
that are incurred prior to commencement of acquisition, construction or rehabilitation of a
project, other than land acquisition, site preparation, and similar costs incident to
commencement of construction.
6.05 This Declaration is an expression of the reasonable expectations of the City
based on the facts and circumstances known to the City as of the date hereof. The anticipated
original expenditures for the Projects and the principal amount of the Bonds described herein
are consistent with the City’s budgetary and financial circumstances. No sources other than
proceeds of the Bonds to be issued by the City are, or are reasonably expected to be, reserved,
allocated on a long-term basis, or otherwise set aside pursuant to the City’s budget or financi al
policies to pay such expenditures.
6.06 This Declaration is intended to constitute a declaration of official intent for
purposes of the Reimbursement Regulations.
54
Resolution No. 25-072 - 3 - August 6, 2025
4938-9714-1336.1
Adopted by the City Council of Golden Valley, Minnesota this 6th day of August, 2025.
___________________________
Roslyn Harmon, Mayor
ATTEST:
Theresa Schyma, City Clerk
55
August 6, 2025
PRE-SALE REPORT FOR
City of Golden Valley, Minnesota
$3,100,000 Taxable General Obligation
Housing Improvement Area Bonds, Series 2025A
Prepared by:
Ehlers
3001 Broadway Street, Suite 320
Minneapolis, MN 55413
Advisors:
Stacie Kvilvang, Senior Municipal Advisor
Jason Aarsvold, Senior Municipal Advisor
Dan Tienter, Municipal Advisor
BUILDING COMMUNITIES. IT’S WHAT WE DO.
56
Presale Report
City of Golden Valley, Minnesota
August 6, 2025
Page 1
Proposed Issue:
$3,100,000 Taxable Housing Improvement Area Bonds, Series 2025B
Purposes:
The proposed issue includes financing for improvements to the Laurel Hill West Condominium
Association. Debt service will be paid from housing improvement area fees.
The majority of the owners (89%) of the 53-unit Laurel Hill West Condominium Association
have petitioned the City to create a housing improvement area and to issue Bonds to fund
approximately $3,100,000 of improvements to the exteriors of the units and common areas
(inclusive of soft costs and contingency). The Bond amount is subject to change based upon
prepaid assessments received prior to issuing the Bonds. The Bonds will carry taxable
interest rates because the improvements are on private property rather than the typical
public improvements.
It is the intent of the City to levy a housing improvement area fee on each unit to support
105% of the debt service beginning with taxes payable in 2026 at a rate of 1% over the TIC on
the Bonds (but not to exceed 6.76% per the public hearing notice). The fees are very similar
to special assessments for public improvements; however they cannot be pre-paid in whole
or in part at any time during the term of the Bonds.
Authority:
The Bonds are being issued pursuant to Minnesota Statutes, Chapters:
428A.11 through 428A.21
475
The Bonds will be general obligations of the City for which its full faith, credit and taxing
powers are pledged.
Term/Call Feature:
The Bonds are being issued for a term of 21 years. Principal on the Bonds will be due on
February 1 in the years 2027 through 2046. Interest will be due every six months beginning
August 1, 2026.
The Bonds will be subject to prepayment at the discretion of the City on February 1, 2035 or
any date thereafter.
EXECUTIVE SUMMARY OF PROPOSED DEBT
57
Presale Report
City of Golden Valley, Minnesota
August 6, 2025
Page 2
Bank Qualification:
Because the Bonds are taxable obligations they will not be designated as “bank qualified”
obligations.
Rating:
The City’s most recent bond issues were rated by Moody’s Investors Service. The current
rating on those bonds is “Aa1”. The City will request a new rating for the Bonds.
If the winning bidder on the Bonds elects to purchase bond insurance, the rating for the issue
may be higher than the City's bond rating in the event that the bond rating of the insurer is
higher than that of the City.
Basis for Recommendation:
Based on your objectives, financial situation and need, risk tolerance, liquidity needs,
experience with the issuance of Bonds and long-term financial capacity, as well as the tax
status considerations related to the Bonds and the structure, timing and other similar matters
related to the Bonds, we are recommending the issuance of Bonds as a suitable option.
Method of Sale/Placement:
We are recommending the Bonds be issued as municipal securities and offered through a
competitive underwriting process. You will solicit competitive bids, which we will compile on
your behalf, for the purchase of the Bonds from underwriters and banks.
An allowance for discount bidding will be incorporated in the terms of the issue. The discount
is treated as an interest item and provides the underwriter with all or a portion of their
compensation in the transaction.
If the Bonds are purchased at a price greater than the minimum bid amount (maximum
discount), the unused allowance may be used to reduce your borrowing amount.
Premium Pricing:
In some cases, investors in municipal bonds prefer “premium” pricing structures. A premium
is achieved when the coupon for any maturity (the interest rate paid by the issuer) exceeds
the yield to the investor, resulting in a price paid that is greater than the face value of the
bonds. The sum of the amounts paid in excess of face value is considered “reoffering
premium.” The amount of the premium varies, but it is not uncommon to see premiums for
new issues in the range of 2.00% to 10.00% of the face amount of the issue. This means that
an issuer with a $2,000,000 offering may receive bids that result in proceeds of $2,040,000
to $2,200,000.
For this issue of Bonds we have been directed to use the net premium to reduce the size of
the issue for the project. The resulting adjustments may slightly change the true interest cost
of the issue, either up or down.
58
Presale Report
City of Golden Valley, Minnesota
August 6, 2025
Page 3
The amount of premium can be restricted in the bid specifications. Restrictions on premium
may result in fewer bids, but may also eliminate large adjustments on the day of sale and
unintended impacts with respect to debt service payment. Ehlers will identify appropriate
premium restrictions for the Bonds intended to achieve the City’s objectives for this financing.
Review of Existing Debt:
We have reviewed all outstanding indebtedness for the City and find that there are no
refunding opportunities at this time.
We will continue to monitor the market and the call dates for the City’s outstanding debt and
will alert you to any future refunding opportunities.
Continuing Disclosure:
Because the City has more than $10,000,000 in outstanding debt subject to a continuing
disclosure undertaking (including this issue) and this issue does not meet an available
exemption from continuing disclosure, the City will be agreeing to provide certain updated
Annual Financial Information and its Audited Financial Statement annually, as well as
providing notices of the occurrence of certain reportable events to the Municipal Securities
Rulemaking Board (the “MSRB”), as required by rules of the Securities and Exchange
Commission (SEC). The City is already obligated to provide such reports for its existing
bonds, and has contracted with Ehlers to prepare and file the reports.
Arbitrage Monitoring:
The City has limited responsibilities for arbitrage as it relates to the Bonds, however, the Bonds
are not exempt from all arbitrage rules. An Ehlers arbitrage expert will contact the City within
30 days after the sale date to review the City’s specific responsibilities for the Bonds. The City
is currently receiving arbitrage services from Ehlers in relation to the Bonds.
Investment of Bond Proceeds:
Ehlers can assist the City in developing a strategy to invest your Bond proceeds until the
funds are needed to pay project costs.
Risk Factors:
The average fee per unit for the 53-unit owners that have not prepaid the assessment is
expected to be approximately $64,142 (range from $51,342 to $72,500). This amount of fee
may result in delinquency of fees, or ultimately a potential property tax foreclosure. The
requirement to levy 105% of the debt service, along with the requirement of the interest rate
charged of 1% above the TIC on the Bonds will assist in mitigating making Bond payments due
to delays in payments from unit owners and/or delinquencies.
59
Presale Report
City of Golden Valley, Minnesota
August 6, 2025
Page 4
In addition, pursuant to the Development Agreement with the Association, if funds in the debt
service fund are inadequate to make a scheduled payment, the Association is required to
provide the funds to the City.
Other Service Providers:
This debt issuance will require the engagement of other public finance service providers. This
section identifies those other service providers, so Ehlers can coordinate their engagement
on your behalf. Where you have previously used a particular firm to provide a service, we have
assumed that you will continue that relationship. For services you have not previously
required, we have identified a service provider. Fees charged by these service providers will
be paid from proceeds of the obligation, unless you notify us that you wish to pay them from
other sources. Our pre-sale bond sizing includes a good faith estimate of these fees, but the
final fees may vary. If you have any questions pertaining to the identified service providers or
their role, or if you would like to use a different service provider for any of the listed services
please contact us.
Bond Counsel: Kutak Rock LLP
Paying Agent: Bond Trust Services Corporation
Rating Agency: Moody's Investors Service, Inc.
Summary:
The decisions to be made by the City Council are as follows:
Accept or modify the finance assumptions described in this report
Adopt the resolution attached to this report.
60
Presale Report
City of Golden Valley, Minnesota
August 6, 2025
Page 5
Pre-Sale Review by City Council: August 6, 2025
Conference Call With Rating Agency and Due Diligence
Call to Review Official Statement: Week of September 29, 2025
Distribute Official Statement: Week of September 22, 2025
City Council Meeting to Award Sale of the Bonds: October 7, 2025
Estimated Closing Date: October 28, 2025
Attachments
Estimated Sources and Uses of Funds
Estimated Proposed Debt Service Schedule
Resolution Authorizing Ehlers to Proceed with Bond Sale
EHLERS’ CONTACTS
Stacie Kvilvang, Senior Municipal Advisor (651) 697-8506
Jason Aarsvold, Senior Municipal Advisor (651) 697-8512
Dan Tienter, Municipal Advisor (651) 697-8537
Silvia Johnson, Lead Public Finance Analyst (651) 697-8580
Alicia Gage, Senior Financial Analyst (651) 697-8551
PROPOSED DEBT ISSUANCE SCHEDULE
EHLERS’ CONTACTS
61
City of Golden Valley, Minnesota
$3,100,000 Taxable General Obligation HIA Bonds, Series 2025B
Assumes Current Market Taxable Aa1 Rates plus 50bps
20 Years
Sources & Uses
Dated 10/28/2025 | Delivered 10/28/2025
Sources Of Funds
Par Amount of Bonds $3,100,000.00
Association Funds 299,551.00
Total Sources $3,399,551.00
Uses Of Funds
Total Underwriter's Discount (1.200%)37,200.00
Costs of Issuance 65,000.00
Administration Fee (1%)31,000.00
Deposit to Capitalized Interest (CIF) Fund 87,303.66
Deposit to Project Fund 3,140,902.00
Soft Costs 36,500.00
Rounding Amount 1,645.34
Total Uses $3,399,551.00
Series 2025 TAX GO HIA Bo | SINGLE PURPOSE | 7/23/2025 | 2:22 PM
62
City of Golden Valley, Minnesota
$3,100,000 Taxable General Obligation HIA Bonds, Series 2025B
Assumes Current Market Taxable Aa1 Rates plus 50bps
20 Years
Debt Service Schedule
Date Principal Coupon Interest Total P+I Fiscal Total
10/28/2025 -----
08/01/2026 --128,387.73 128,387.73 -
02/01/2027 95,000.00 4.550%84,651.25 179,651.25 308,038.98
08/01/2027 --82,490.00 82,490.00 -
02/01/2028 100,000.00 4.550%82,490.00 182,490.00 264,980.00
08/01/2028 --80,215.00 80,215.00 -
02/01/2029 100,000.00 4.600%80,215.00 180,215.00 260,430.00
08/01/2029 --77,915.00 77,915.00 -
02/01/2030 105,000.00 4.650%77,915.00 182,915.00 260,830.00
08/01/2030 --75,473.75 75,473.75 -
02/01/2031 110,000.00 4.800%75,473.75 185,473.75 260,947.50
08/01/2031 --72,833.75 72,833.75 -
02/01/2032 115,000.00 4.900%72,833.75 187,833.75 260,667.50
08/01/2032 --70,016.25 70,016.25 -
02/01/2033 125,000.00 5.000%70,016.25 195,016.25 265,032.50
08/01/2033 --66,891.25 66,891.25 -
02/01/2034 130,000.00 5.100%66,891.25 196,891.25 263,782.50
08/01/2034 --63,576.25 63,576.25 -
02/01/2035 135,000.00 5.200%63,576.25 198,576.25 262,152.50
08/01/2035 --60,066.25 60,066.25 -
02/01/2036 145,000.00 5.300%60,066.25 205,066.25 265,132.50
08/01/2036 --56,223.75 56,223.75 -
02/01/2037 150,000.00 5.400%56,223.75 206,223.75 262,447.50
08/01/2037 --52,173.75 52,173.75 -
02/01/2038 160,000.00 5.500%52,173.75 212,173.75 264,347.50
08/01/2038 --47,773.75 47,773.75 -
02/01/2039 165,000.00 5.550%47,773.75 212,773.75 260,547.50
08/01/2039 --43,195.00 43,195.00 -
02/01/2040 175,000.00 5.650%43,195.00 218,195.00 261,390.00
08/01/2040 --38,251.25 38,251.25 -
02/01/2041 185,000.00 5.700%38,251.25 223,251.25 261,502.50
08/01/2041 --32,978.75 32,978.75 -
02/01/2042 195,000.00 5.800%32,978.75 227,978.75 260,957.50
08/01/2042 --27,323.75 27,323.75 -
02/01/2043 210,000.00 5.850%27,323.75 237,323.75 264,647.50
08/01/2043 --21,181.25 21,181.25 -
02/01/2044 220,000.00 6.000%21,181.25 241,181.25 262,362.50
08/01/2044 --14,581.25 14,581.25 -
02/01/2045 235,000.00 6.050%14,581.25 249,581.25 264,162.50
08/01/2045 --7,472.50 7,472.50 -
02/01/2046 245,000.00 6.100%7,472.50 252,472.50 259,945.00
Total $3,100,000.00 -$2,194,303.98 $5,294,303.98 -
Yield Statistics
Bond Year Dollars $38,590.83
Average Life 12.449 Years
Average Coupon 5.6860757%
Net Interest Cost (NIC)5.7824716%
True Interest Cost (TIC)5.7812053%
Bond Yield for Arbitrage Purposes 5.6381544%
All Inclusive Cost (AIC)6.1626162%
IRS Form 8038
Net Interest Cost 5.6860757%
Weighted Average Maturity 12.449 Years
Series 2025 TAX GO HIA Bo | SINGLE PURPOSE | 7/23/2025 | 2:22 PM
63
City of Golden Valley, Minnesota
$3,100,000 Taxable General Obligation HIA Bonds, Series 2025B
Assumes Current Market Taxable Aa1 Rates plus 50bps
20 Years
Debt Service Schedule
Date Principal Coupon Interest Total P+I CIF Net New D/S
105% of
Total
02/01/2026 -------
02/01/2027 95,000.00 4.550%213,038.98 308,038.98 (87,303.66)220,735.32 231,772.09
02/01/2028 100,000.00 4.550%164,980.00 264,980.00 -264,980.00 278,229.00
02/01/2029 100,000.00 4.600%160,430.00 260,430.00 -260,430.00 273,451.50
02/01/2030 105,000.00 4.650%155,830.00 260,830.00 -260,830.00 273,871.50
02/01/2031 110,000.00 4.800%150,947.50 260,947.50 -260,947.50 273,994.88
02/01/2032 115,000.00 4.900%145,667.50 260,667.50 -260,667.50 273,700.88
02/01/2033 125,000.00 5.000%140,032.50 265,032.50 -265,032.50 278,284.13
02/01/2034 130,000.00 5.100%133,782.50 263,782.50 -263,782.50 276,971.63
02/01/2035 135,000.00 5.200%127,152.50 262,152.50 -262,152.50 275,260.13
02/01/2036 145,000.00 5.300%120,132.50 265,132.50 -265,132.50 278,389.13
02/01/2037 150,000.00 5.400%112,447.50 262,447.50 -262,447.50 275,569.88
02/01/2038 160,000.00 5.500%104,347.50 264,347.50 -264,347.50 277,564.88
02/01/2039 165,000.00 5.550%95,547.50 260,547.50 -260,547.50 273,574.88
02/01/2040 175,000.00 5.650%86,390.00 261,390.00 -261,390.00 274,459.50
02/01/2041 185,000.00 5.700%76,502.50 261,502.50 -261,502.50 274,577.63
02/01/2042 195,000.00 5.800%65,957.50 260,957.50 -260,957.50 274,005.38
02/01/2043 210,000.00 5.850%54,647.50 264,647.50 -264,647.50 277,879.88
02/01/2044 220,000.00 6.000%42,362.50 262,362.50 -262,362.50 275,480.63
02/01/2045 235,000.00 6.050%29,162.50 264,162.50 -264,162.50 277,370.63
02/01/2046 245,000.00 6.100%14,945.00 259,945.00 -259,945.00 272,942.25
Total $3,100,000.00 -$2,194,303.98 $5,294,303.98 (87,303.66)$5,207,000.32 $5,467,350.34
Significant Dates
Dated 10/28/2025
First Coupon Date 8/01/2026
Yield Statistics
Bond Year Dollars $38,590.83
Average Life 12.449 Years
Average Coupon 5.6860757%
Net Interest Cost (NIC)5.7824716%
True Interest Cost (TIC)5.7812053%
Bond Yield for Arbitrage Purposes 5.6381544%
All Inclusive Cost (AIC)6.1626162%
Series 2025 TAX GO HIA Bo | SINGLE PURPOSE | 7/23/2025 | 2:22 PM
64
City of Golden Valley, Minnesota
$3,100,000 Taxable General Obligation HIA Bonds, Series 2025B
Assumes Current Market Taxable Aa1 Rates plus 50bps
20 Years
Detail Costs Of Issuance
Dated 10/28/2025 | Delivered 10/28/2025
COSTS OF ISSUANCE DETAIL
Municipal Advisor $31,000.00
Bond Counsel $16,000.00
Rating Agency Fee $16,000.00
Miscellaneous $2,000.00
TOTAL $65,000.00
Series 2025 TAX GO HIA Bo | SINGLE PURPOSE | 7/23/2025 | 2:22 PM
65
EXECUTIVE SUMMARY
Community Development
763-512-2345 / 763-512-2344 (fax)
Golden Valley City Council Meeting
August 6, 2025
Agenda Item
3H. Adopt Resolution No. 25-073 Approving 180-Day Filing Deadline Extension to Final Plats
Prepared By
Jacquelyn Kramer, Senior Planner
Summary
On May 6, 2025, City Council approved Final Plats for “Hope Fourth Addition” located at 1131 Lilac
Drive and “Hope Third Addition” located at 1211 Lilac Drive. The City of Golden Valley Housing and
Redevelopment Authority (HRA) requests a 180-day extension to the filing deadline. City Code
requires final plats to be recorded within 60 days of approval unless City Council approves an
extension. An additional 180 days will allow City Staff enough time to file the plats once Hennepin
County and MnDOT complete their reviews of the plat documents.
Financial or Budget Considerations
Standard application and recording fees apply to this project.
Legal Considerations
Section 109-93(c)(1) allows City Council to grant extensions to Final Plat filing deadlines.
Equity Considerations
Planning Commission held public hearings on these applications at the April 14, 2025, meeting which
provided in person and remote options for residents to participate in the process consistent with
Equity Pillar 2 for Inclusive and Effective Community Engagement.
Recommended Action
Motion to adopt Resolution No. 25-073 approving 180-day filing deadline extensions for Final Plats for
“Hope Fourth Addition” located at 1131 Lilac Drive and “Hope Third Addition” located at 1211 Lilac
Drive.
Supporting Documents
Resolution No. 25-073 - Approving a 180-Day Extension of the Final Plat Approvals for "Hope
Fourth Addition" at 1131 Lilac Drive and "Hope Third Addition" at 1211 Lilac Drive
66
RESOLUTION NO. 25-073
RESOLUTION FOR APPROVING A 180-DAY EXTENSION OF THE FINAL PLAT
APPROVALS FOR “HOPE FOURTH ADDITION” AT 1131 LILAC DRIVE AND “HOPE
THIRD ADDITION” AT 1211 LILAC DRIVE
WHEREAS, the City of Golden Valley Housing and Redevelopment Authority (HRA)
requests a 180-day extension of final plats for “Hope Fourth Addition” located at 1131 Lilac
Drive and “Hope Third Addition” located at 1211 Lilac Drive covering the described tracts of
land in “Exhibit A”; and
WHEREAS, per City Code Section 109-93(c)(1) applicants must record a final plat
within 60 days of City Council approval, unless an extension is given by the City Council;
and
WHEREAS, City Council approved final plats for “Hope Fourth Addition” and “Hope
Third Addition” on May 20, 2025; and
WHEREAS, due to required reviews by Hennepin County and MnDOT more time is
needed to file the final plats.
NOW, THEREFORE, BE IT RESOLVED, by the City Council for the City of Golden
Valley, that it should and hereby does approve the request for a 180-day extension of the
approval of final plats for “Hope Fourth Addition” and “Hope Third Addition.”
Adopted by the City Council this 6th day of August, 2025.
_____________________________
Roslyn Harmon, Mayor
ATTEST:
_____________________________
Theresa Schyma, City Clerk
67
Resolution No. 25-073 - 2 - August 6, 2025
Exhibit A: Legal Descriptions
1131 Lilac Drive:
That part of Tract A described below:
Tract A. Lot 2, Block 2, Hipp's Addition, according to the plat thereof on file and of re cord in
the office of the County Recorder in and for Hennepin County, Minnesota; the title thereto
being registered; which lies westerly of Line 1 described below:
Line 1. Commencing at the northwest corner of Section 19, Township 29 North, Range 24
West, as shown on Minnesota Department of Transportation Right of Way Plat No. 27 -104
as the same is on file and of record in the office of the County Recorder in and for
Hennepin County, Minnesota; thence westerly on an azimuth of 269 degrees 45 minutes 11
seconds along the boundary of said plat for 79.92 feet to the point of beginning of Line 1 to
be described; thence on an azimuth of 180 degrees 16 minutes 03 seconds for 588.69 feet
and there terminating. Being Registered land as is evidenced by Certificate of Title No.
1440922.
1211 Lilac Drive:
That part of Tract A described below:
Tract A
Lot 15, Block 1, Hipp's Addition, according to the plat thereof on file and of record in the
office of the County Recorder in and for Hennepin County, Minnesota; the tit le thereto
being registered; which lies westerly of Line 1 described below:
Line 1. Commencing at the Northwest corner of Section 19, Township 29 North, Range 24
West, as shown on Minnesota Department of Transportation Right of Way Plat No. 27 -104
as the same is on file and of record in the office of the County Recorder in and for
Hennepin County, Minnesota; thence westerly on an azimuth of 269 degrees 45 minutes 11
seconds along the boundary of said plat for 79.92 feet to the point of beginning of Line 1 to
be described; thence on an azimuth of 00 degrees 16 minutes 03 seconds for 42.25 feet;
thence northerly for 151.93 feet on a non-tangential curve, concave to the east, having a
radius of 1050.00 feet, a delta angle of 08 degrees 17 minutes 26 seconds an d a chord
azimuth of 12 degrees 11 minutes 43 seconds and there terminating. Being Registered
land as is evidenced by Certificate of Title No. 1440930.
AND
That part of Tract A described below:
Tract A. Lot 16, Block 1, Hipp's Addition, according to the plat thereof on file and of record
in the office of the County Recorder in and for Hennepin County, Minnesota; which lies
westerly of Line 1 described below:
Line 1. Commencing at the northwest corner of Section 19, Township 29 North, Range 24
West, as shown on Minnesota Department of Transportation Right of Way Plat No. 27 -104
as the same is on file and of record in the office of the County Recorder in and for
Hennepin County, Minnesota; thence westerly on an azimuth of 269 degrees 45 minutes 11
68
Resolution No. 25-073 - 3 - August 6, 2025
seconds along the boundary of said plat for 79.92 feet to the point of beginning of Line 1 to
be described ; thence on an azimuth of 00 degrees 16 minutes 03 seconds for 42.25 feet;
thence northerly for 151.93 feet on a non-tangential curve, concave to the east, having a
radius of 1050.00 feet, a delta angle of 08 degrees 17 minutes 26 seconds and a chord
azimuth of 12 degrees 11 minutes 43 seconds; thence northerly for 97.59 feet on a non -
tangential curve, concave to the west, having a radius of 350.00 feet, a delt a angle of 15
degrees 58 minutes 33 seconds, and a chord azimuth of 08 degrees 21 minutes 09
seconds and there terminating. Being Registered land as is evidenced by Certificate of Title
No. 1440932.
69
EXECUTIVE SUMMARY
Community Development
763-512-2345 / 763-512-2344 (fax)
Golden Valley City Council Meeting
August 6, 2025
Agenda Item
3I. Adopt Ordinance No. 803 and Resolution No. 25-074 Approving an Amendment to Conditional Use
Permit No. 168 for a Childcare Center at Good Shepherd, 145 Jersey Avenue South
Prepared By
Jacquelyn Kramer, Senior Planner
Summary
Stevie Evans, on behalf of the Good Shepherd School, requests a Conditional Use Permit (CUP)
Amendment to remove the limit on the number of children permitted at the childcare center located
at 145 Jersey Avenue South. If the CUP Amendment is approved, the school will enroll up to 60
children in their preschool program this fall, and the CUP will no longer limit the number of children
that may be enrolled at the childcare center.
Planning Commission held a public hearing on July 14, 2025, and one resident testified. The
Commission discussed traffic and site circulation and agreed with Staff's recommendation to look at
establishing a school zone around Good Shepherd to reduce vehicular speeds. The Traffic Safety
Committee will study this issue fall 2025. The Planning Commission unanimously recommended
approval of the CUP Amendment.
Financial or Budget Considerations
Standard application and permitting fees apply to this project.
Legal Considerations
The City Attorney's office completed title review of the application. Updated title will be provided
prior to filing.
Equity Considerations
The applicant’s request was part of a public hearing at the July 14, 2025, Planning Commission meeting
which provided residents an opportunity to participate in the process consistent with Equity Pillar 2
for Inclusive and Effective Community Engagement.
Recommended Action
Motion to adopt Ordinance No. 803 approving an amendment to Conditional Use Permit No.
168 for a childcare center at Good Shepherd, 145 Jersey Avenue South.
Motion to adopt Resolution No. 25-074 authorizing summary publication of Ordinance No. 803.
(This resolution requires a four-fifths vote of all members of the Council for approval.)
70
Supporting Documents
Ordinance No. 803 - Approving Amendment to Conditional Use Permit No. 168, Childcare Center
at Good Shepherd School, 145 Jersey Avenue South
Resolution No. 25-074 - Authorizing Summary Publication of Ordinance No. 803
July 14 Planning Commission Staff Report
July 14 Planning Commission Draft Meeting Minutes
71
ORDINANCE NO. 803
ORDINANCE APPROVING AMENDMENT TO CONDITIONAL USE PERMIT NO. 168
CHILDCARE CENTER AT GOOD SHEPHERD SCHOOL
145 JERSEY AVENUE SOUTH
WHEREAS, Stephanie Evans, on behalf of Good Shepherd School, applied for a
Conditional Use Permit Amendment to increase the size of a childcare center operating at
145 Jersey Avenue South; and
WHEREAS, Section 113-30 of the City Code governs Conditional Use Permits and
Amendments; and
WHEREAS, the City of Golden Valley Planning Commission held a public hearing on
July 14, 2025, and recommended approval of the Conditional Use Permit Amendment.
NOW THEREFORE, THE CITY COUNCIL FOR THE CITY OF GOLDEN VALLEY
HEREBY ORDAINS AS FOLLOWS:
Section 1. Pursuant to City Code Chapter 113. Zoning, Article III. Zoning Districts,
Section 113-55(b) and Section 113-96, a Conditional Use Permit Amendment is hereby
approved for a certain tract of land located at 145 Jersey Avenue South, thereby allowing
for expansion of a childcare center in an Institutional – Assembly District.
This Conditional Use Permit is approved based on the application materials and
plans submitted by the applicant, staff memos, public comments and information presented
to the Planning Commission and City Council, and findings recommended by the Planning
Commission. This Conditional Use Permit is approved pursuant to City Code Section 113-
30(k) and adopted by the City Council on August 6, 2025.
This Conditional Use Permit is subject to all of the terms of the permit to be issued
including, but not limited to, the following specific conditions. Conditions that are new are
shown as underlined text. Conditions that are removed from the original Conditional Use
Permit are shown as strikethrough text.
1. The childcare center shall be limited to 20 students, or the amount specified by the
Minnesota Department of Human Services, whichever is less.
2. A proposal to increase the capacity of the childcare center will require an amendment
to the CUP.
3. All necessary licenses shall be obtained and remain active with the Minnesota
Department of Human Services.
4. The hours of normal operation for the Childcare Center shall be Monday through
Friday from 7 am to 6 pm.
5. The school and city staff shall evaluate traffic calming measures around the property
including the potential creation of a school zone to decrease vehicular speeds.
In addition, the City Council makes the following findings pursuant to City Code Section
113-30(d):
1. The expansion of the childcare use meets a demonstrated need in the community.
2. The property is guided for Assembly land uses in the 2040 Comprehensive Plan.
Childcare uses are a suitable use in this land use category.
72
Ordinance No. 803 - 2 - August 6, 2025
3. Current traffic flow and congestion will not noticeably increase with the proposed
expansion of the childcare use.
4. The resident population density of this site will not change due to more students
attending the school.
5. The proposed expansion of the childcare use will not increase noise levels.
6. The proposed expansion of the childcare use will not generate dust, smoke, gas, or
vibration.
7. No exterior changes to the building or site are proposed.
8. The proposed expansion of the childcare use will not have a negative impact on the
health, safety, and general welfare of the community.
Section 2. The tract of land affected by this ordinance is legally described as follows:
Lot 1, Block 1, Church of the Good Shepherd Addition, according the recorded plat
thereof, and situate in Hennepin County, Minnesota
Section 3. This ordinance shall take effect from and after its passage and publication
as required by law.
Adopted by the City Council this 6th day of August, 2025.
Roslyn Harmon, Mayor
ATTEST:
Theresa Schyma, City Clerk
73
RESOLUTION NO. 25-074
RESOLUTION AUTHORIZING SUMMARY PUBLICATION OF ORDINANCE NO. 803
WHEREAS, the City has adopted the above referenced amendment of the Golden
Valley City Code; and
WHEREAS, the verbatim text of the amendment is cumbersome, and the expense
of the publication of the complete text is not justified.
NOW THEREFORE, BE IT RESOLVED, BY THE CITY COUNCIL OF THE CITY
OF GOLDEN VALLEY, MINNESOTA that the following summary is hereby approved for
official publication:
SUMMARY PUBLICATION
ORDINANCE NO. 803
ORDINANCE APPROVING AMENDMENT TO CONDITIONAL USE PERMIT NO. 168
CHILDCARE CENTER AT GOOD SHEPHERD SCHOOL
145 JERSEY AVENUE SOUTH
This is a summary of the provisions of Ordinance No. 803 which has been approved for
publication by the City Council.
At the August 6, 2025, City Council meeting, the Golden Valley City Council enacted
Ordinance No. 803 amending Conditional Use Permit No. 168 to allow an expansion of
an existing childcare center use at 145 Jersey Avenue South. The full ordinance is
available to the public at the City Clerk’s Office, 7800 Golden Valley Road during normal
business hours and online at https://www.goldenvalleymn.gov/179/City-Code-and-
Proposed-Ordinances.
Adopted by the City Council of the City of Golden Valley, Minnesota on August 6, 2025.
____________________________
Roslyn Harmon, Mayor
Attested:
____________________
Theresa Schyma, City Clerk
74
Date: 7/14/2025
To: Golden Valley Planning Commission
From: Sam Berens, Planning Intern
Subject: Conditional Use Permit Amendment for operation of a childcare center
Subject Property
Location: 145 Jersey Avenue South
Parcel ID Number: 0511721120036
Applicant/Property Owner: Stephanie Evans, on behalf of Good Shepherd School
Site Size: 8.9 acres, 387,649 square feet
Future Land Use: Assembly
Zoning District: I-A (Institutional Assembly)
Existing Use: Church + School (Preschool and K-6)
Adjacent Properties: Speak of the Word Church to the south; single family
homes on all other sides.
Background
Childcare centers in the Institutional-Assembly zoning district require a CUP. Good Shepherd
received a CUP to operate a childcare center, serving children ages 3-5, within its school in 2019
(Conditional Use Permit No. 168). The original CUP limited the childcare center to 20 children.
Since then, families have asked for increased space for their younger children, but the school
has had to turn them away for lack of capacity. The childcare center has expanded into
additional areas within the building and the number of enrollees has increased. The school has
historically enrolled 300+ students but now hovers below its peak.
The childcare center and K-6 school are in the northern building on the site. The preschool
students enter and exit through Door 1 on the north side. Parents will cycle in and out of a
designated entrance and exit lane from the parking lot. The main school entrance on the east
side has its own carpool lane and traffic flow that does not intersect. The school would like to
expand its capacity at the preschool to 60 children. The school aims to move music instruction
out of an existing classroom and convert the music room to an additional preschool classroom.
No exterior or interior changes to the building or site are proposed at this time.
Both Building Code and the State of Minnesota have oversight of daycare centers that limit the
number of children.
v
v
75
Site Image
2018 aerial photo (Hennepin County)
Planning Analysis
The applicant seeks approval for an amendment to the existing CUP on the property in order to
increase the number of children the childcare center may serve to 60. Because both the Building
Code and the State of Minnesota regulate the number of children that can safely be served in
childcare centers, Planning Staff recommends that the number of children limit is removed from
the CUP entirely.
In reviewing this application, Staff has examined the request in accordance with the standards
outlined in Section 113-30 of the City Code, which provides the criteria for granting a CUP in
accordance with Minnesota State Statute Section 462.357. The burden of proof rests with the
applicant to demonstrate that the request aligns with the general purposes and intent of this
chapter and is consistent with the Comprehensive Plan.
A Conditional Use Permit (CUP) amendment must be reviewed against the following standards:
1. Demonstrated need for the proposed use. The original Conditional Use Permit, CU-168,
calls for the potential of expansion in the future beyond the initial approval of 20 children.
76
This amendment comes in response to the request of families at the school, often with
older siblings already in attendance at the K-6 school, asking for more space. The school is
currently unable to fill all these spaces at its current capacity and must turn families away.
The city of Golden Valley faces a critical shortage of childcare facilities relative to the
demand for them.
2. Consistency with the Comprehensive Plan of the City. The parcel at 145 Jersey Avenue
South is currently located in the I-A (Institutional – Church/Assembly) zoning district.
Additionally, the Future Land Use associated with the 2040 Comprehensive Plan is
Assembly. The description of the ‘Assembly’ zone within the Plan cites ‘education facilities
at all levels, the cemetery, places of worship for all denominations, and miscellaneous
religious institutions.’ This demonstrates that the Plan does not foresee a major change to
the land use of this site, indicating that an increase in capacity of the existing school will
not contravene the goals of the Comprehensive Plan.
3. Effect upon property values in the neighboring area. There is little to no effect on property
values from this expansion of student capacity. As no changes to the current uses are
proposed, staff anticipate no effect on property values.
4. Effect of any anticipated traffic generation upon the current traffic flow and congestion
in the area. While traffic flow during pick-up and drop-off may temporarily increase, the
traffic flow map provided by the applicant shows that for the preschool, all parents
enter and exit in the same area from Jersey Avenue. This may result in temporary
increases in drop-off traffic between 8:15 am and 8:30 am and briefly in the afternoons,
Monday through Friday. As per CU-168, “employees of the childcare center would arrive
between 7 and 8 am and depart between 3 and 6 pm on weekdays.” School staff do not
plan to change this schedule. The applicant’s traffic plan states that preschool parents
will park and walk their child in and out of the car. Some parents may also elect to
complete pick-up and drop-off on their bikes, parking them in the bicycle parking by the
Main School entrance. As stated in CU-168’s CUP Evaluation, “the church does not
currently have a problem with overflow into the streets and city staff do not anticipate
this issue to begin to occur because of the added childcare center for up to 20 children.”
While the childcare center will now accommodate up to 60 children, the city does not
foresee a major increase in vehicle volumes on city streets as preschool drop -off and
pick-up functions occur largely in the parking lot. Many students also come from the
same families as those in the K-6 school, which has staggered pick-up times with after-
care in the afternoons. Overall, there should not be a substantial increase in traffic
volumes on Jersey Avenue or adjacent streets. The Traffic Safety Committee shall
investigate the possibility of establishing a school zone around the Good Shepherd
campus in fall 2025.
5. Effect of any increases in population and density upon surrounding land uses. The
resident population density of this site will not change due to more students attending
the school, even if the school’s population grows. This should have little effect on
population in the surrounding neighborhoods.
6. Compliance with the City's Mixed-Income Housing Policy (if applicable to the proposed
use). Not applicable.
77
7. Increase in noise levels to be caused by the proposed use. The proposed expansion of the
childcare use is not anticipated to generate excessive noise.
8. Any odors, dust, smoke, gas, or vibration to be caused by the proposed use. The proposed
expansion of the childcare use is not anticipated to generate excessive odors, dust,
smoke, gas, or vibrations.
9. Any increase in pests, including flies, rats, or other animals or vermin in the area to be
caused by the proposed use. The proposed expansion of the childcare use is not
anticipated to attract pests.
10. Visual appearance of any proposed structure or use. No exterior improvements are
associated with this proposal.
11. Any other effect upon the general public health, safety, and welfare of the City and its
residents. The proposed use should not affect the surrounding areas as no exterior
changes are proposed. Parking is still within the requirement as per the 50% reduction
granted to the church and school in CU-168, as one space per six students and two spaces
per classroom are required. According to CU-168, the school contains 15 classrooms, of
which two stalls are required for each. For a childcare center, one stall is required per six
students, and thus at a capacity of 60 students, would ne cessitate 10 stalls. A place of
worship requires one space per three seats in the main assembly area, necessitating 250
stalls for that, bringing the total number of required parking stalls to 290. Because the
number of classrooms would not change and the original Conditional Use Permit cites an
allowance of “up to a 50% reduction in the minimum parking requirement for a property
when combined parking is provided for uses that have substantially different parking
demands and peak parking needs,” wherein they found that “since the parking lot is sized
to accommodate the larger demand for parking on the weekends (263 spaces) and there
have been no issues with parking shortages on the property on weekdays, staff is
comfortable allowing a parking reduction for this site.” This allowance would continue to
stand at the church and school’s combined 263 parking stalls. The 16 bicycle parking
spaces are also sufficient to meet the 5% requirement.
Staff finds that the application meets ordinance requirements for a CUP amendment.
The Development Review Committee (consisting of staff from all departments) reviewed the
plans and raised no concerns regarding the CUP Amendment application.
CUP No. 168 required four conditions when the city originally approved the childcare center:
1. The childcare center shall be limited to 20 students, or the amount specified by the
Minnesota Department of Human Services, whichever is less.
2. A proposal to increase the capacity of the childcare center will require an amendment to
the CUP.
3. All necessary licenses shall be obtained and remain active with the Minnesota Department
of Human Services.
4. The hours of normal operation for the Child Care Center shall be Monday through Friday
from 7 am to 6 pm.
78
Staff recommends removing the limit to the number of children in the facility, since state
licensing requirements already limit the number of children a childcare facility may serve. Staff
also recommends removing the requirement that an increase in capacity shall necessitate a CUP
amendment for this same reason. Staff also recommends removing the requirement that hours of
operation be Monday through Friday from 7 am to 6 pm, as they no longer deem it relevant to
govern the hours of operation of the childcare facility as a function of a Conditional Use Permit
rather than state licenses. Finally, Staff recommends keeping the condition that all necessary
licenses shall be obtained and remain active with the Minnesota Department of Human Services,
seeing that this one remaining conditions governs all other relevant conditions omitted.
Previous Condition Proposed Change
The childcare center shall be limited to 20 students, or the
amount specified by the Minnesota Department of Human
Services, whichever is less.
Removed entirely. Handled by
Building Code and DHS.
A proposal to increase the capacity of the childcare center
will require an amendment to the CUP.
Removed entirely. Handled by
Building Code and DHS.
All necessary licenses shall be obtained and remain active
with the Minnesota Department of Human Services.
Retain.
The hours of normal operation for the Child Care Center shall
be Monday through Friday from 7 am to 6 pm.
Removed entirely. Governed
by DHS.
Public Notification
Per the City’s Neighborhood Notification Policy, the applicant sent a letter to all properties
within 500 feet of the site informing neighbors of the application. As required by ordinance, a
neighborhood notice was published in the local paper of record and mailed to all properties
within 500 feet on Monday, June 30, 2025.
At the time of this staff report, staff received one letter asking the City to explore designating
the area around the school a school zone to decrease traffic speeds. Please see the attached
letter. Staff has received on other comments on this application.
Recommendation
Staff recommends approval of the conditional use permit amendment, subject to the findings in
the staff report and the condition that all necessary licenses shall be obtained and remain active
with the Minnesota Department of Human Services.
Next Steps
City Council will take action on the application on August 6, 2025.
79
CITY OF GOLDEN VALLEY
PLANNING COMMISSION MEETING MINUTES
Monday, July 14, 2025 – 6:30 p.m. | City Hall Council Chamber 7800
Golden Valley Road Golden Valley, MN 55427
1. CALL TO ORDER AND LAND ACKNOWLEDGEMENT
• Vice Chair Cohen called the meeting to order at 6:35 p.m. and read the Land Acknowledgement
• Regular Members Present: Amy Barnstorff, David Hill, Gary Cohen, Chuck Segelbaum, Martin
Sicotte, Eric Van Oss
• Regular Members Absent: Mike Ruby
• Student Member, Status: Vacant
• Staff Members Present: Jacquelyn Kramer, Senior Planner
Steven Okey, Associate Planner
Sam Berens, Planning Intern
• Council Member Present: Sophia Ginis
2. CONSENT AGENDA:
2.A. Approval of Agenda
2.B. Approval of May 28, 2025, meeting minutes
2.C. Approval of June 23, 2025, meeting minutes
• Cohen asked if any Commissioners had items on the consent agenda that they wished to speak
on.
• Segelbaum asked that the meeting minutes from May 28, 2025, on page 8, where it stated
that he asked if the HOPE Program is specific to a certain race, have some context added that
said in the presentation of the HOPE Program that was given earlier to the Commission, there
was mention of it in the project.
• Kramer asked that Segelbaum email her the exact wording, and it would be incorporated into
the minutes.
• Cohen noted that at the end of the discussion on the General Mills property, he had said that
if the Council wanted to discuss buckthorn removal, they should hire goats, and he wanted to
add context to this as to the reason he said this comment. He suggested goats because they
are renowned in this area for being used to control and eat buckthorns.
• Cohen asked for a motion to approve
• Hill moved
• Van Oss seconded
• All voted in favor, and the motion passed.
3. PUBLIC HEARINGS:
3.A. Amendment to Conditional Use Permit No. 166 for 145 Jersey Avenue South
• Cohen noted that the public hearing process would have a staff presentation about the
proposal, then questions from the Commissioners of Staff, the Applicants are asked to come
forward and present with questions to follow from Commissioners if they have them, and then
the public hearing is opened to the audience with a three-minute time limit to speak. He
opened up the presentation to Sam Berens, the Planning Intern.
• Berens presented the proposal.
• Cohen asked if there were any questions for the Staff.
• Sicotte asked if they knew why there was a capacity put on this Applicant in 2019 when the
Conditional Use Permit, CUP, was first created.
• Berens stated that based on what he read in the original CUP, there was a concern about
capacity, because they were at their peak enrollment of 335 at the time, but now this increase
would not bring them back up to that peak enrollment. He added that this CUP would 80
CITY OF GOLDEN VALLEY
PLANNING COMMISSION MEETING MINUTES
Monday, July 14, 2025 – 6:30 p.m. | City Hall Council Chamber 7800
Golden Valley Road Golden Valley, MN 55427
eliminate any capacity regulations because it is already governed by the building code and the
Minnesota Department of Human Resources, which limits classroom size.
• Hill asked how big the current room is, which holds 20 students, and how big the music band
room is, which will allow for 60 students.
• Good Shepherd Lutheran School Principal, Stephanie Evans, spoke.
• Evans stated that the rooms they use now are big enough to be licensed for 20 students by
DHS. She noted that they have two rooms right now, because they did not know the CUP
requirements, but the music room is even bigger without bathrooms, and it will be used for
the older preschool students. She added that they can only do 20 a day based on DHS, not
what the fire code is, and based on the size of the room, they could have more students if they
had more teachers, but they would cap at 20 per room.
• Segelbaum asked if they need to look at and potentially approve a variance on the required
parking. He noted that if they were to look at it from a technical standpoint, the number of
required stalls would be 290, but there is a reference to the original CUP, citing allowance up
to 50 percent reduction for a property, when you are talking about staggered demands. He
added that unless this was written into the CUP, a variance would need to be granted in this
case.
• Berens stated the original CUP called for a leeway to allow up to a 50 percent reduction; right
now, the church and school combined have 263 stalls and 16 bicycle parking spaces, the total
number of required stalls, based on a capacity of 60 students, would be 290, but the 263 is
well within the 50 percent leeway, and Staff is continuing the granting of that leeway. He
added that parking won’t change with the increase in the number of students, so there are no
new concerns.
• Kramer added that there is a section in the parking code that allows this reduction
administratively, which is why no formal variance is needed; it is just something that Staff
determines and is allowed by code.
• Segelbaum asked that if we remove the limit on the number of students, that doesn’t change
any requirements that the City has, such as parking, so even with the 50 percent reduction, it
doesn’t alleviate any requirements.
• Berens stated that parking requirements still stand.
• Segelbaum asked if there is a limit on the number of students in the school. He noted that he
was on the Commission in 2019 when the first CUP was established, and he did not remember
the reason behind some of it.
• Berens stated that it is governed by the Department of Human Services and building code, and
by amending the CUP, they are taking the City out of being a duplicative regulation.
• Segelbaum stated that the CUP mentions a particular use, as well as the number of children
under care, so he wondered if there would be any instances where they would be looking at
limiting the number of students, such as if traffic would dictate it, or throughput. He added
that he would hate to wipe it out completely for all areas when this is being considered, and
would like it to be on record as to why it was done.
• Kramer noted that because this is a CUP, if they were, for example, going to expand on the
building or add a bunch of classrooms, they would take a look at anticipated traffic and
parking. She added that in the future, if there were traffic or parking issues, they could come
back on an administrative level and require a traffic management plan or require them to
change their parking plan. She noted that if the use for the CUP amendment is changed
significantly, then that would require a new CUP or another amendment to be done.
• Segelbaum noted that he is concerned about the next application that comes up, such as adult
care, which wants to increase from 20 to 50, and why it may be relevant to this situation, but
not to the situation. 81
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• Kramer stated that he is talking about a different site or a different project.
• Segelbaum noted that if it is a different project, it may not be ignored, but in this case, it is.
He added that he understands that this is because the site supports it in this case.
• Kramer noted that it is exactly the reason.
• Cohen invited the Applicant to come forward and introduce herself, and present anything she
would like, with questions to follow.
• Good Shepherd Lutheran School Principal, Stephanie Evans, spoke.
• Evans stated that she is happy to answer any questions they may have. She noted that there
is a huge demand for the preschool; they receive calls daily, but they don’t want to become a
huge program, but they are licensed to serve ages three and up with a ratio of one to ten. She
added that to serve more, they would have to add more rooms, but they just finished a
building renovation and are not looking to do that now. She stated that they cap classrooms
in Kindergarten through 6th grade at 25 per classroom. They are under discernment if they will
keep 6th grade or not, because Benilde St. Margaret’s is adding 6th grade, and they are a feeder
school for them, so if they did get rid of 6th grade, it would decrease their capacity. She added
that she has been asked about signage in the neighborhood, for it to be a school zone, which
she is in favor of. She noted that their bell times are not the same as Hopkins Schools, which
helps with the bussing, but they will not have bussing next year anyway.
• Cohen asked if there were any questions for the Applicant.
• Segelbaum asked if the Applicant knew of any instances where there had been queuing of cars
onto Jersey.
• Evans stated that they can’t clog Jersey; the police have had them funnel in from the back
streets. She added that their drop time is from 8:10 to 8:30, and she said, except for the first
day of school, that 12-15 cars are being unloaded at once, and it has not created a backlog.
• Segelbaum asked if she knew of any queuing of cars onto the streets.
• Evans stated that it queues for about five to ten minutes on a snowy day, and on some days,
there is no queuing. She added that she has received emails from neighbors if parents are
driving too fast, so she will email the community to slow down. She noted that they know
they are in a neighborhood, so they try to be as peaceful as possible, but there will be traffic at
pickup and drop-off, and it is limited because of the before-school and after-school care hours,
which allow families to trickle in as well. She added that after school, they have about 125
students who are picked up in a two-hour window, and that before school from 7:00 a.m. to
8:30 a.m., they have a drop-off time.
• Hill noted that on the North side is where they do the exit and entrance for the preschool.
• Evans stated that it is the West, for preschool, they come in and park, because by law,
preschool parents have to park and walk their children.
• Hill noted that increasing the number of students from 20 to 60 might make things more
jumbled.
• Evans noted that the majority are siblings, and they have enough parking available, so they
can park. She added that those who do not have a preschooler just loop through. She noted
that if they have a sibling, they can park, and then there is a new sidewalk that they can get
out of the car and use. She added that it is about ten minutes of the day in the morning, but in
the afternoon, there is no buildup because they walk their child to the cars and leave. She
stated that they were willing to have the Police come and let them know if there was a better
way, but she said that their car line is pretty fast.
• Cohen asked if the parking lot was ever full, with all 260 spaces being used.
• Evans noted that on Grandparents Day, when they invite families in to have a community
building event, and then they reach out to Speak the Word Church, and they let them use their
parking lot. She added that not during a normal school day is it full, because 60 is their cap for 82
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preschool, but many families are not there every day due to their preschool going on different
days.
• Cohen asked what the total student population in the school is at this time.
• Evans stated that they have three grade levels that are full at 50 kids for the whole grade, all
of the rest of the grades are under that, and they average 21 to 22 per class. She noted that
the incoming Kindergarten is small, because many of the parents have chosen to hold their
summer babies back, leading to another reason they want to increase preschool size, to
accommodate these parents. She stated that for the first time in six years, they would be at
301 Kindergarten through 6th grade students.
• Cohen asked if she stated that the 6th grade was moving to Benilde St. Margaret’s in the fall.
• Evans stated that Benilde is opening 6th grade this coming fall, but Good Shepherd School kept
their 6th grade open for this year, which is a big discernment piece, because the community
wants them to open a 7th and 8th grade, but that would cause more construction and would be
way down the road. She noted that naturally they would lose kids in 6th grade, but right now
they are gaining students because they want to get into Benilde St. Margaret’s, which has
been since the pandemic, and is very unique from historical data.
• Barnstorff asked whether the school has encouraged walking or biking to school, given the
concerns about traffic.
• Evans stated that a lot of families carpool, and that bussing is the hardest thing because of
being a non-public school. She noted that they will not have bussing for their school because
of the bell times, which they would have to change, and they are willing to, but she thinks it
would clog up even more because then all the elementary kids would all be picked up at the
same time. She added that many of the families would not even be in the Hopkins bus zone
anymore because they increased the distance, so they would have to walk. She noted that
they do have some walkers and many carpool families as well.
• Cohen opened up the public hearing.
• Resident Dan Deaver, 125 Idaho Avenue, spoke.
• Deaver stated that his road is directly parallel to Jersey, and that he does have an issue with
the traffic plan and what had been mentioned about queuing. He noted that there is queuing
that happens almost every day, and that it backs up, causing him to have trouble getting out of
his driveway. He added that he has sent an email, because there have been parents going
down Idaho very fast, and that makes him nervous with two young kids at home. He added
that the edict of the drivers, with them texting and distracted, is very concerning. He noted
that from the diagram, it is supposed to come in off Western and Jersey, which does not
happen all the time, but many are coming to his street, Idaho, and then queuing 10 to 15 cards
deep, which can be very frustrating. He added that he is concerned about the traffic, and that
there are ways that it could be worked through, with speed bumps or someone there to
enforce the flow that is supposed to happen. He noted that he was unaware of the way in
which it was supposed to work until he saw the diagram this evening.
• Cohen closed the public hearing and opened the item for discussion.
• Barnstorff asked if the City does school zones, and if there is anything the City can do to
mitigate the traffic concerns.
• Kramer noted that the City can implement school zones to slow down speeds in areas, and it is
going to be looked at this fall. She added that they have a traffic safety committee, which is
made up of different departments of City Staff, engineering, fire, police, and public works. She
stated that along with this process, they can also look at traffic calming measures and do
additional studies, so she will take the concerns back to the city engineer.
• Cohen noted that there was an email in the packet from a resident who had similar traffic
concerns. 83
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• Segelbaum inquired about the process a resident would follow to obtain information on the
status or outcome of a traffic study.
• Kramer stated that she will talk to the City Engineer and see how that information is
publicized; she is not sure at this time, but at the next Planning Commission meeting, August
11, she will include that information in the Staff Update section.
• Cohen noted that the big concern was for traffic. He added that he had recently attended a
meeting that Breck had, and the same problem with traffic was present there as well, with
people cutting through neighborhoods and such, but finding a solution is hard to come by. He
added that they had heard about concerns with bussing in prior meetings with regards to the
HOPE Program and now having to walk to school in certain neighborhoods, so it is a good time
to address the traffic concerns and to look at further. He stated that aside from the concerns
from traffic, there is a need for childcare ever growing in the City, and when there are viable
options like this, then it is good for the community.
• Segelbaum noted that on the Good Shepherd drop-off and pick-up map, on Western, two
arrows are coming towards each other before going into the entrance, he wondered if the
Good Shepherd school would consider removing the arrow that is pointed down, which is
West, and then would not be encouraging people to come in from that side, which is Idaho
and another parallel street there as well. He added that it will still queue, but Western is a
longer street and has more room potentially, because on the South side, there are not as
many homes.
• Cohen asked the Applicant to come back up to answer the question.
• Evans noted she sees the concerns that traffic sits on Idaho, Hampshire, and Glenwood before
they release the lines to go. She added that the Police have told them to have the families
come down those streets, and not everyone on Western. She noted that it may help to have a
traffic guard there, because the Police did not want everyone coming on Western because
that would hurt the four-way stop. She added that as soon as it is released, it is five minutes
and then they are in, but if they are out there early waiting to drop off, then they could idle on
the streets. She added that she would be happy to work with the neighborhood streets, as a
way to put someone out there, and she could encourage families to take Western as well.
• Cohen asked if the childcare is during the summer or only during the school year.
• Evans stated the school operates all 12 months but has reduced enrollment in the summer.
Preschool is optional in the summer to service families who can be home with their kids in the
summer, unlike some programs which require year-round enrollment. This summer, however,
enrollment is only about 10 kids for the daycare and next year may push up to 20.
• Cohen stated that the next big traffic push would be in September when school starts.
• Evans stated that the K-6 school carries more students, so it’s divided into two programs
between the K-6 and the preschool. She added that all the Catholic schools are having to
merge so it’s like two institutions in one now.
• Segelbaum stated that he is hoping to move into the deliberations portion. He noted that
looking over all the guidelines in the packet for the CUP, he agreed with them, but he thought
there may be a neutralization of the increase because of the fact that 6th grade may not be
offered, and the net difference is nothing. He added that he would like to cap it at 60 because
that is what the Applicant has asked for, and he would hate to set a precedent of just leaving it
open, and there is a cap in place in many other educational places. He stated he is in favor of
it, and it is an asset to the community, and they want to keep this institution alive, as it is a
part of the neighborhood.
• Cohen asked if the best way to accommodate Commissioner Segelbaum’s concern would be,
as they craft the motion for approval, to note specifically the limit of 60.
• Kramer stated that if the Commissioners are all in support of keeping the cap, then they would 84
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make a motion to recommend approval of the CUP amendment with the added condition that
the preschool size be limited to 60. She added that the Staff would add that in when it goes to
the Council next month.
• Barnstorff asked whether caps have been put in place for other childcare centers with CUP
amendments, or if this is intended to be a DHS matter.
• Kramer noted that there was another CUP amendment at Valley of Peace Childcare, where
they removed the cap. She added that she is not sure why the cap was put in place in the first
place, because it is not noted in the past meeting notes. She stated that the current Staff’s
view is that between the building code and their state licensing, that is enough control over
the size of the daycares, but she did not feel that putting a cap of 60 back on would be
particularly onerous, and that is what the Applicant asked for.
• Van Oss stated that there needs to be a zoning code overhaul for this and many other things,
where there is onerous bureaucracy that is redundant at the state level that they should not
be involved in, and should be left to state regulators. He added that it creates another level of
difficulty for the applicants. He noted that he is not in favor of a cap, particularly since it has
been lifted for others, and it seems arbitrary to just pick and choose, so he is fine with leaving
it as is, with the caveat that they work with the neighborhood and police to determine traffic
flow.
• Kramer asked Commissioner Van Oss if he would like to see an actual condition of approval,
stating that cooperation or just wants Staff to work on that.
• Van Oss stated that he trusts the Staff to work on that, but if others would like it to be official,
it would not hurt.
• Sicotte stated that he feels there is a vagueness in saying work with the neighborhood.
• Van Oss noted that there are no tangible outcomes that the commission would ask for, that
there is a vagueness to what the school and the neighborhood would determine together.
• Sicotte noted that he is more comfortable with the Staff working with the traffic concerns
rather than just the school to work with the neighborhood on it.
• Kramer stated that she is hearing either a formal condition of approval or direction to Staff to
work with the school on exploring traffic calming measures and a possible school zone in the
fall.
• Cohen noted that he thinks they are comfortable with the Staff direction approach.
• Sicotte stated that he is okay with removing the cap completely.
• Hill stated that he agrees with removing the cap, because as a whole school, there is a cap
limit already.
• Van Oss stated that the school’s classes fluctuate, and that they should not have to come to
the Commission every time they need to lift the cap, because it is already regulated and, in his
opinion, not the Commission’s role.
• Segelbaum stated that the Commission has many times overlooked adult daycares and caps
on them, which has been a contentious issue due to how large, how many people, and how
much traffic it generates. He added that it leaves open the possibility that someone will say
you did not cap it elsewhere, you should not cap it for us.
• Van Oss noted that they have approved daycares without a cap in the past.
• Kramer stated that it is correct for daycares, but she is not sure the last time they had an adult
daycare.
• Segelbaum stated that he is familiar with several that they had in a row, and that he thinks
they pulled the license on one because of overuse and being used for purposes other than
adult daycare.
• Van Oss noted that the State already regulates childcare and questioned whether it regulates
adult daycare in the same way, for example, if an adult daycare is out of compliance with state 85
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standards, the State would shut it down.
• Kramer stated that adult daycares are licensed by the state as well. She added that she
understands Commissioner Segelbaum’s concern about precedent, but in her opinion, they
would look at adult daycares and childcare daycares differently, because of different uses and
different traffic patterns, and it would be something they would be mindful of moving
forward.
• Cohen asked if there were any further deliberations. He then asked for a motion.
• Van Oss clarified that the motion is to direct Staff to work with the school on a traffic solution.
• Kramer stated that the condition of approval could be, the school will work with the City Staff
to explore traffic calming in a school zone this fall, or motion to approve with the added
conditions of approval.
• Cohen stated they needed a second for discussion.
• Sicotte seconded.
• Segelbaum stated he does not think there is anything tangible to say that the school discusses
with Staff, but he is fine with it.
• Van Oss stated that he is fine with not making that recommendation, but he felt that is what
others wanted.
• Cohen stated that the motion is that we recommend approval of the conditional use permit
for 145 Jersey Avenue, subject to the conditions in the staff report and adding a condition that
there be further discussion with the Applicant and the City regarding traffic patterns, with a
possible school zone. He added that with that, they will bring it to a vote.
• All voted in favor, and the motion passed.
3.B. Conditional Use Permit for 610 Ottawa Avenue North
• Okey presented the proposal.
• Cohen asked if there were questions for the Staff. He noted that this is being considered pet
services; however, if a funeral home were to move into Golden Valley, he would assume that
there is a different set of requirements for a human funeral versus a pet funeral home.
• Okey confirmed that there are different requirements for humans versus pets in terms of a
crematorium or a funeral home. He noted that the Aquamation type of cremation is offered
for human remains as well.
• Cohen stated that this process can be used for humans, but that is not something the
Applicant is offering.
• Okey noted that Commissioner Cohen is correct, it is strictly for animals.
• Segelbaum asked whether bringing cremation services to the City would be considered a
permitted use in Golden Valley.
• Okey stated that he thinks it is a CUP in certain zones.
• Kramer noted that it is similar to veterinary services.
• Segelbaum stated that he could not find it in the listing of permitted uses, but he could be
using the incorrect term.
• Kramer stated that she is looking for it, and if she were to find it, she would jump in.
• Segelbaum noted that he is inclined to think that it was removed.
• Kramer added that if it is not explicitly in the code right now, it could fall under service uses,
and so it would be permitted or restricted where those are currently allowed.
• Segelbaum noted that this application does not fall under crematorium or mortuary services,
and he was not going to question if it is veterinary services, but he asked if something does not
fit in one category or the other, what does the code say they are supposed to do to determine
what is the appropriate service.
• Kramer stated that Staff at the administrative level try to decide where it best fits. She added 86
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that most uses are defined broadly to leave room for Staff to have the ability to determine at
an administrative level what the use is, because with changes, they want to be able to do this.
• Segelbaum noted that there is a provision that says when it is not clear, then the Staff will
determine the use.
• Kramer stated that it is correct.
• Van Oss added that when something is not clear or needs to be made more explicit, the Staff
can always propose a text amendment with the application.
• Kramer stated that the other option was a zoning code text amendment to add the definition,
which is what they did with the cannabis ordinance in the fall.
• Cohen asked if there were any additional questions for the Staff; he invited the applicant to
come forward to speak.
• Co-owners of Aqua Bridge, Jennifer Ryan and Jill Goldstein, spoke.
• Ryan stated that she grew up in Golden Valley, so she is very excited to bring a new business
into the community. She added that Jill and she have been lifelong animal lovers, and that Jill
has made this her life’s work. She noted that Jill has run an animal advocacy and rescue
organization called Pause for Paws since 2011, and this is a tangible translation of the work
that she has been leading. She added that they hope to open a community animal hospital as
a nonprofit organization, as a phase two to the Aqua Bridge endeavor. She noted that they
feel Aquamation is the next generation in end-of-life care for pets, as it is both gentle and
sustainable for the environment, and that it is in the same category as cremation but it is the
opposite of it except for the result being the same because there are no emissions to the
environment and no combustion or burning of fossil fuels to do the process of Aquamation.
She noted that it is simply a water and chemical interaction that happens over 18 hours, with
the result of the remains of the pet that can be returned to the family. She stated that she is
excited about continuing the discussion of using the affluent that is left from this process
because it is so rich in nutrients, as fertilizer. She added that there are about 150 Aquamation
facilities for both pets and humans across the country, and that people are starting to think
about putting that water back into the Earth as opposed to just into the sanitary sewer.
• Cohen asked if there were questions for the Applicants.
• Segelbaum asked if other services, such as veterinarians, will bring animals for the
Aquamation process to take place, or will the putting down of the animals take place on site.
• Ryan stated that they are flexibly approaching this, they hope to partner with animals
hospitals, vet clinics, etc., who have to euthanize on site and traditionally partner with
cremation providers, so from those places they are hoping to get a least referrals to them
given to the families so they know that at least it is an option, and they would be willing to
pick up or drop off as need. She added that another part of their model will be to have family
grief rooms, where the families can say their goodbyes before they give their pet over to them
for Aquamation.
• Segelbaum asked if there will be a need for a licensed veterinarian to be working at the facility
or people working under the direction of one.
• Ryan stated that because they are not providing live animal veterinarian services, the rules do
not appear to require a veterinarian to be part of the leadership team. She added that they
would like to shift to on-site euthanasia, but that would then need to be provided by a
licensed veterinarian.
• Van Oss asked whether the Applicant would need to return to the Commission if they
expanded their services to include more traditional veterinary care.
• Okey stated that they would have to come back for a CUP amendment to that.
• Segelbaum questioned why they would have to come back, noting that they are considered
veterinary services. 87
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• Okey stated that this CUP is more focused on the Aquamation part of the cremation services,
and not for full veterinary services.
• Segelbaum asked if they were approving euthanasia as part of what they are authorizing with
this permit, which would require a veterinarian.
• Okey stated that the Applicant is not proposing euthanasia to happen at the site. He added
that they are going to partner with other veterinary clinics and animal hospitals to let them
know they can bring the pets, or the owners can bring the pets after they have been to the
veterinary clinic, so they are not providing euthanasia services on site.
• Kramer noted that when the Staff had talked to the Applicant about how they had been long-
term term possibly expanding into a veterinary hospital, they were talking about using another
building near the site, which are the physical changes that trigger a CUP amendment.
• Van Oss clarified that they were not approving an actual veterinary clinic.
• Kramer stated they were not.
• Cohen stated that had resolved one of the questions he was going to ask. He added an
example for the last cat they had to euthanize; they had MN Pets come to their house, and
then they take care of the cremation, and give the ashes back if that is what is requested. He
noted that the Applicant is proposing that the cat could have been brought to the Applicant
after she was euthanized by MN Pets, and then could receive the remains back from them. He
added that the animal must already be deceased before they come to the Applicant, under
what they are currently proposing, in the long run, if they have an animal hospital down the
road, then they could just go from one to the other.
• Goldstein stated that they will also offer to pick up from an owners home, because it is such a
difficult time and try to ease the burden as much as they can.
• Cohen asked if there were any additional questions for the Applicant.
• Segelbaum asked if they did not want them to authorize the euthanasia at this point, because
it seemed like it was part of their plan, with the family rooms and such, and that they would
want that authorized.
• Ryan stated that they did not start with that plan, because they are not vets, but the more
they think about it and get the questions asked, it is some that eventually they would want to
pursue, but she defers to the Staff if they would need to do a second application for that
piece.
• Okey noted that at this point, it would need to come back for a CUP amendment, because the
services are being broadened beyond what was presented to Staff in the cover letter, the
business plan, and all of the documents for the floor plans. He added that he is not exactly
sure what other conditions would be required for a full veterinary clinic.
• Ryan stated that she is starting to think about it like what MN Pets offers, they are a large
practice of vets who do in-home euthanasia services, so they have been thinking about
investigating what the requirements are to practice euthanasia in the home, and then
translate to their setting.
• Hill questioned the statement that the method uses 90 percent less energy than flame, asking
how this claim is verified.
• Ryan stated that there are several facilities around the country already doing Aquamation, and
the company that manufactures the machine has already sold 150 of them. She added that Jill
and she visited with a gentleman in Chicago who has been doing Aquamation for several years
now, to participate in the process and understand how it works. She noted that the energy
that is expended is the electrical energy that is used to heat up the water, so research shows
this is significantly better than the flame-based cremation.
• Cohen opened up the public hearing and noted that there wasn’t anyone from the public in
attendance. He closed the public hearing and opened the item for discussion. 88
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• Segelbaum noted that he is in favor of this application, but he wishes there was a different
way to classify this other than veterinary services.
• Kramer stated that she was not able to find anything on cremation or funeral in the R1 zoning
district, beyond it is not allowed to be done in a home. She added that if they did start seeing
more of these uses, then they would need to consider a zoning code text amendment.
• Van Oss noted that it could be done as a whole-scale code rewrite.
• Cohen added that they get applications for things that the current zoning code never
considered, which is not necessarily bad, but things change and need to be updated.
• Kramer added that with this particular Applicant, because they are long-term thinking about
veterinary services, it helped Staff to fit them into the existing veterinary use, the business
model helps to define what the use is in the zoning code.
• Segelbaum added that because it is veterinary services, he would feel better to authorize
them the limited use of performing euthanasia. He noted that he fears other applicants in the
future may have these same problems, but he sees that this was not part of their original
application, so it may not make sense in this case.
• Okey noted that it is something they could add as a condition.
• Kramer stated that the commission would ultimately have to make changes to the conditions
of approval, but any expansion to the business would trigger a CUP amendment, because of
the traffic concerns or other conditions that may come up.
• Cohen noted that condition three, any failure to comply with one or more conditions of
approval, should be grounds for revocation of the CUP, covers if they were to suddenly say we
are going to sneak in some veterinary stuff in this facility.
• Segelbaum noted that there should be a condition in there that it is for the use of Aquamation
services and things associated with it. He added that because it says veterinary services, he
wants to clarify that they are not approving veterinary services.
• Van Oss asked who regulates Aquamation and defines what it is.
• Cohen stated that Aquamation is the process, and Aqua Bridge is the Applicant.
• Kramer stated that this facility would be regulated by building code and fire code standards.
She added that the Applicant has met with the fire deputy to go through the requirements.
She noted that they did run it past the MET council and the NPCA to see if there were any
additional permits that were required, and there were not. She added that the manufacturer
also has specifications that the facility will be held to, as well as building code. She noted that
one of the conditions of approval is that this facility and this business have to operate in the
area shown on the building plans and by the site plans, which includes the building permit.
She added that if they did want to change or expand their business in any way that would
result in physical changes to the site, that would trigger a staff review and a possible CUP
amendment. She added that this is a way of limiting them to their proposed use.
• Van Oss stated that it may make sense at a later date to add euthanasia, because if you are
cremating or using Aquamation, then most would assume that they are also euthanizing. He
added that just defining the services better, because euthanasia is something that would go
with cremation or Aquamation.
• Segelbaum added that he would like to put in a condition or statement.
• Van Oss noted that the definition could be added if more of this type of use is brought into the
City.
• Kramer noted that they could provide more clarification in the City Council Staff Report.
• Segelbaum stated that he would like it to be stated in the motion that it is for the services that
are described.
• Cohen asked if there were any other questions or comments. He then asked for a motion and
noted this is where they would add in any additional conditions or recommendations. 89
CITY OF GOLDEN VALLEY
PLANNING COMMISSION MEETING MINUTES
Monday, July 14, 2025 – 6:30 p.m. | City Hall Council Chamber 7800
Golden Valley Road Golden Valley, MN 55427
• Segelbaum noted that condition number one, the Aquamation facility and offices will be
operated in the area shown on the building plans and site plan on file with the City of Golden
Valley, and will provide the services as described in the application.
• Kramer stated that that is the amendment that they were thinking to add, she added that they
can just add a clause which states: and the services described in the application.
• Segelbaum moved that they recommend approval of the conditional use permit for an
Aquamation, water-based pet cremation facility, at 610 Ottawa Avenue North, adopting the
CUP findings of Staff as provided and the three conditions with the qualifiers that were
discussed earlier.
• Van Oss seconded the motion.
• All voted in favor, and the motion passed.
4. NEW BUSINESS: NONE
5. COUNCIL LIAISON REPORT
• Ginis stated that two of the councilmembers will not be running to seek reelection, so there
will be two vacancies on the Council. She added that the filing will be later this summer, so if
anyone is interested in potentially serving on the City Council, they can reach out to her for
more information and with any questions. She noted that serving the City is a great way to
give back, like they are doing on the Commission, and there is an open invitation to contact
her. She added that the City has been working on its usual business, but is also working to
advance larger plans. She noted that recent discussions include prosecution services and the
budget associated with it, what she has taken away from these discussions is that there are
four major highways in the City and a lot of DWIs, and this is unique to Golden Valley and
driving the budget up, however, this is not something that they want to prosecute less, so it
just needs to be considered in the overall budgetary picture. She added that there have been
changes to where this money has been budgeted from, and overall, she has been pleased with
the prosecutor that the City has. She thanked everyone for the patience with the water
outage, which Staff got on right away and fixed the issue, and many are asking when they can
stop boiling water, but the City is just exercising an abundance of caution right now.
• Cohen noted that the complaints have been heard about the communications and their
timeliness, and he is sure that Council and Staff will be addressing them.
• Ginis stated that there is always room to improve the speed of communications, especially
because it is a Joint Commission, in which the City gets its water from the City of Minneapolis,
so there are rules with them, and there is communication across cities, so it was a good check
to make sure communication is happening. She added that overall, the City has a very robust
crisis communication plan, which was looked at earlier this year, and it is not missing pieces,
but there is always a question of how to get messages out quickly.
• Segelbaum asked if the Council has gone against or reversed any of the recommendations that
the Commission has sent before them.
• Ginis stated that she does not think that in this last year they have gone against anything, that
they have gone with what the Planning Commission has recommended. She added that the
Staff is doing a great job of getting the Commission all of the information that Council has, and
that there are open lines of communication around the subjects and the discussions are being
brought to the Council.
6. STAFF UPDATES:
• Kramer stated that last month, the Commission recommended approval on a Planned Unit
Development Major Amendment for 9000 Plymouth Avenue, which is on the consent agenda 90
CITY OF GOLDEN VALLEY
PLANNING COMMISSION MEETING MINUTES
Monday, July 14, 2025 – 6:30 p.m. | City Hall Council Chamber 7800
Golden Valley Road Golden Valley, MN 55427
for the Council the following day. She added that July 22nd is a Board of Zoning Appeals
Meeting, and it is Commissioner Sicotte’s turn, the staff reports will go out Tuesday or
Wednesday, and there will be one variance application.
• Cohen asked if there is no meeting on the fourth Monday in July.
• Kramer stated that it is correct as there are no applications as of right now, which cancels the
July 28th meeting, and the August 11th meeting will be a joint meeting with the Diversity,
Equity, and Inclusion Commission because they are doing a citywide equity audit on a lot of
the city codes. She added that they will be looking at the zoning codes, and by getting the two
commissions together then they can learn how to support the Planning Commission.
• Cohen asked if there is an update on the safety training.
• Kramer stated that there is no update at this time.
7. COMMISSIONER UPDATES:
• Van Oss stated that the City Cemetery’s fence has collapsed. He added that Pastor’s
Properties has bought the mall on 55 and Winnetka.
• Cohen noted that they renovated TexaTonka.
• Kramer added that the Staff is very excited for this project. She asked Commissioner Van Oss
if the cemetery is the Lakewood Cemetery.
• Van Oss stated it is the one by the Dairy Queen.
ADJOURNMENT: Vice Chair Cohen adjourned the meeting at 8:02 p.m.
91
EXECUTIVE SUMMARY
Community Development
763-512-2345 / 763-512-2344 (fax)
Golden Valley City Council Meeting
August 6, 2025
Agenda Item
3J. Adopt Ordinance No. 804 and Resolution No. 25-075 Approving a Conditional Use Permit for an
Aquamation Facility for Pets to Operate at 610 Ottawa Avenue North
Prepared By
Steven Okey, Associate Planner
Summary
Aqua Bridge founders Jennifer Ryan and Jill Goldstein request a conditional use permit (CUP) to
operate an Aquamation, water-based pet cremation facility at 610 Ottawa Avenue North.
Planning Commission held a public hearing on the application on July 14, 2025. No public testimony
was received. After closing the public hearing, the Planning Commission continued discussing the
project. Commissioners suggested the adding “as described in application materials” to condition
number one. Please see the attached draft meeting minutes. The Commission unanimously
recommended approval of the Conditional Use Permit based on the findings in the staff report.
Financial or Budget Considerations
Standard application and permitting fees apply to this project.
Legal Considerations
The City Attorney reviewed the application and conditional use permit. The City Attorney will need to
review and approve the title prior to recording the CUP at the County.
Equity Considerations
The applicant’s request was part of a public hearing at the July 14, 2025, Planning Commission meeting
which provided residents an opportunity to participate in the process consistent with Equity Pillar 2
for Inclusive and Effective Community Engagement.
Recommended Action
Motion to adopt Ordinance No. 804 approving a Conditional Use Permit for an Aquamation
facility for pets to operate at 610 Ottawa Avenue North.
Motion to adopt Resolution No. 25-075 authorizing summary publication of Ordinance No. 804.
(This resolution requires a four-fifths vote of all members of the Council for approval.)
Supporting Documents
92
Ordinance No. 804 - Approving Conditional Use Permit No. 25-01 for Aqua Bridge Aquamation
Facility at 610 Ottawa Avenue North
Resolution No. 25-075 - Authorizing Summary Publication of Ordinance No. 804
July 14 Planning Commission Staff Report
July 14 Planning Commission Draft Meeting Minutes
93
ORDINANCE NO. 804
ORDINANCE APPROVING CONDITIONAL USE PERMIT NO. 25-01
FOR AQUA BRIDGE AQUAMATION FACILITY AT
610 OTTAWA AVENUE NORTH
WHEREAS, Jennifer Ryan and Jill Goldstein, owners of Aqua Bridge, applied for a
Conditional Use Permit to allow for an Aquamation facility to operate at 610 Ottawa Avenue
North; and
WHEREAS, Section 113-30 of the City Code governs Conditional Use Permits; and
WHEREAS, the City of Golden Valley Planning Commission held a public hearing on
July 14, 2025, and recommended approval of the Conditional Use Permit.
NOW THEREFORE, THE CITY COUNCIL FOR THE CITY OF GOLDEN VALLEY
HEREBY ORDAINS AS FOLLOWS:
Section 1. Pursuant to City Code Chapter 113. Zoning, Article III. Zoning Districts,
Section 113-55(b) and Section 113-93, a Conditional Use Permit is hereby approved for a
certain tract of land located at 610 Ottawa Avenue North, thereby allowing for an
Aquamation facility in a Light Industrial District.
This Conditional Use Permit is approved based on the application materials and plans
submitted by the applicant, staff memos, and information presented to the Planning
Commission and City Council, and findings recommended by the Planning Commission.
This Conditional Use Permit is approved pursuant to City Code Section 113 - 30 and adopted
by the City Council on August 6, 2025.
This Conditional Use Permit is subject to all of the terms of the permit to be issued
including, but not limited to, the following specific conditions.
1. The Aquamation facility and offices will be operated in the area shown on the building
plans, site plan and as described in application materials on file with the City of Golden
Valley. Any changes to proposed operations, including but not limited to: increasing
the number of staff or guests, renting unused space to other tenants, or funerals that
require off-site parking will be provided to the City prior to any changes in order to
determine if a CUP amendment application is necessary.
2. The proposed facility receives all other necessary permits from the State and City of
Golden Valley before operations begin.
3. Any failure to comply with one or more of the conditions of approval shall be grounds
for revocation of the Conditional Use Permit.
In addition, the City Council makes the following findings pursuant to City Code Section
113-30(d):
1. Aqua Bridge will provide an essential service to the community through water-based
cremation for pets.
2. The property is guided for Light Industrial land uses in the 2040 Comprehensive Plan.
Animal hospitals, veterinary clinics, and/or pet grooming facilities uses are a suitable
use in this land use category.
3. The proposed facility will utilize an existing office building with no changes to the
94
Ordinance No. 804 - 2 - August 6, 2025
exterior of the building or the site and will not have any impact on property values in
the vicinity.
4. Current traffic flow and congestion will not noticeably increase with the proposed
facility.
5. The resident population density of this site will not change due to the proposed facility.
6. The proposed facility will not increase noise levels.
7. The proposed facility will not generate dust, smoke, gas, or vibration.
8. The proposed facility will not increase pests.
9. No exterior changes to the building or site are proposed.
10. The proposed facility will not have a negative impact on the health, safety, and general
welfare of the community.
Section 2. The tract of land affected by this ordinance is legally described as follows:
That part of the Southeast Quarter of the Northwest Quarter Section 19, Township 29,
Range 24, described as commencing at the Southeast corner of said Southeast Quarter of
the Northwest Quarter; thence West along the South line of said Southeast Quarter of the
Northwest Quarter a distance of 310 feet; thence North parallel with the East line of said
Southeast Quarter of the Northwest Quarter, a distance of 235 feet to the actual parallel point
with of said South beginning; line a thence distance North, of parallel 210 feet: with said
thence East South, line, a parallel distance with of said 100 East feet; line, a thence distance
East, of 100 feet; thence West. parallel with said South line. a distance of 210 feet to the
actual point of beginning. except the Westerly 30 feet thereof. Hennepin County, Minnesota
Torrens Property
Section 3. This ordinance shall take effect from and after its passage and publication
as required by law.
Adopted by the City Council this 6th day of August, 2025.
Roslyn Harmon, Mayor
ATTEST:
Theresa Schyma, City Clerk
95
RESOLUTION NO. 25-075
RESOLUTION AUTHORIZING SUMMARY PUBLICATION OF ORDINANCE NO. 804
WHEREAS, the City has adopted the above referenced amendment of the Golden
Valley City Code; and
WHEREAS, the verbatim text of the amendment is cumbersome, and the expense
of the publication of the complete text is not justified.
NOW THEREFORE, BE IT RESOLVED, BY THE CITY COUNCIL OF THE CITY
OF GOLDEN VALLEY, MINNESOTA that the following summary is hereby approved for
official publication:
SUMMARY PUBLICATION
ORDINANCE NO. 804
ORDINANCE APPROVING CONDITIONAL USE PERMIT NO. 25-01
FOR AQUA BRIDGE AQUAMATION FACILITY AT
610 OTTAWA AVENUE NORTH
This is a summary of the provisions of Ordinance No. 804 which has been approved for
publication by the City Council.
At the August 6, 2025, City Council meeting, the Golden Valley City Council enacted
Ordinance No. 804 approving Conditional Use Permit No. 25-01 to allow an Aquamation
water-based cremation facility at 610 Ottawa Avenue North. The full ordinance is
available to the public at the City Clerk’s Office, 7800 Golden Valley Road during normal
business hours and online at https://www.goldenvalleymn.gov/179/City-Code-and-
Proposed-Ordinances.
Adopted by the City Council of the City of Golden Valley, Minnesota on August 6, 2025.
____________________________
Roslyn Harmon, Mayor
Attested:
____________________
Theresa Schyma, City Clerk
96
Date: July 14, 2025
To: Golden Valley Planning Commission
From: Steven Okey, Associate Planner
Subject: Conditional Use Permit for an Aquamation, water-based pet cremation facility at
610 Ottawa Avenue North
Subject Property
Location: 610 Ottawa Avenue North
Parcel ID Number: 1902924240008
Applicant/Property Owner: Aqua Bridge / Jennifer Ryan and Jill Goldstein (founders)
Site Size: 0.41 acres, 18,001 square feet
Future Land Use: Light Industrial
Zoning District: LI-Light Industrial
Existing Use: Office Building
Adjacent Properties: Auto Sales (Tesla) to the north, office and light industrial on
all other sides.
Background
Aquamation, also known as water-based cremation, uses a combination of gentle water flow,
temperature, pressure, and alkalinity to facilitate the natural process of breaking down a pet’s
remains. Aquamation is a sustainable, gentle, and affordable alternative to traditional cremation .
Aquamation is a new business that had not been proposed in Golden Valley and staff determined
it falls under the Animal hospitals, veterinary clinics, and/or pet grooming facilities use as a part
of end-of-life care for pets. This use requires a CUP in the Light Industrial zoning district.
v
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Site Image
2018 aerial photo (Golden Valley GIS Map)
610 Ottawa Ave N
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Planning Analysis
The applicant seeks approval for a CUP on the property in order to operate an Aquamation water-
based cremation facility.
In reviewing this application, staff has examined the request in accordance with the standards
outlined in Section 113-30 of the City Code, which provides the criteria for granting a CUP in
accordance with Minnesota State Statute Section 462.357. The burden of proof rests with the
applicant to demonstrate that the request aligns with the general purposes and intent of this
chapter and is consistent with the Comprehensive Plan.
A Conditional Use Permit (CUP) must be reviewed against the following standards:
1. Demonstrated need for the proposed use. Aqua Bridge will provide an essential service to
the community through end-of-life care for pets.
2. Consistency with the Comprehensive Plan of the City. Animal hospitals, veterinary clinics,
and/or pet grooming facilities is an appropriate use for the Light Industrial land use
category. Animal hospitals, veterinary clinics, and/or pet grooming facilities are allowed in
the Light Industrial (LI) zoning district with a CUP.
3. Effect upon property values in the neighboring area. The proposal will utilize an existing
office building with no changes to the exterior of the building or the site. Staff does not
anticipate any impact on property values in the vicinity.
4. Effect of any anticipated traffic generation upon the current traffic flow and congestion in
the area. The proposed facility will be using an existing office building and will not
significantly change traffic patterns or congestion in the area.
5. Effect of any increases in population and density upon surrounding land uses. The
population and density in this area will not increase due to the proposal.
6. Compliance with the City's Mixed-Income Housing Policy (if applicable to the proposed
use). Not applicable to this project.
7. Increase in noise levels to be caused by the proposed use. The operation of the facility will
take place entirely indoors in an existing building. The system is under 75 decibels during
operation. The proposed change will not lead to a marked increase in noise levels.
8. Any odors, dust, smoke, gas, or vibration to be caused by the proposed use. There will not
be any dust, smoke, gas, or vibration caused by the propos ed change. The resulting odors
from the process are minimal and will be vented out from the Aquamation machine
through the roof and should not affect surrounding commercial properties.
9. Any increase in pests, including flies, rats, or other animals or vermin in the area to be
caused by the proposed use. The proposed change will not attract pests.
10. Visual appearance of any proposed structure or use. The applicant is not proposing any
exterior changes to the building or site other than signage.
11. Any other effect upon the general public health, safety, and welfare of the City and its
residents. Staff reviewed the available parking on the site to ensure parking requirements
for the new facility would be met. The facility requires 20 spaces. The site contains 19
exterior parking spaces and two parking space in the garage for a total of 21 spaces; there
is sufficient parking. The business will be hosting memorial gatherings that will be limited
2999
to 25 guests to align with the parking lot size. The proposed Aquamation facility will have
very low emissions and the wastewater from the process is clean and will not have an
effect on the overall public health, safety, and welfare of the city and its residents.
Staff finds that the application meets ordinance requirements for a CUP.
The Development Review Committee (consisting of staff from all departments) reviewed the
plans and provided the applicant with feedback for their building permit plans. Staff researched
discharge requirements. It was determined by Minnesota Pollution Control Agency and the
Metropolitan Council that no additional permits were required for the discharge resulting from
the Aquamation process. The Committee raised no other concerns regarding the CUP application.
Public Notification
As required by ordinance, a neighborhood notice was published in the local paper of record and
mailed to all properties within 500 feet on June 27, 2025.
At the time of this staff report, staff has received no comments on the application.
Recommendation
Staff recommends approval of the conditional use permit amendment, subject to the findings in
the staff report and the conditions below:
1. The Aquamation facility and offices will be operated in the area shown on the building
plans and site plan on file with the City of Golden Valley. Any changes to proposed
operations, including but not limited to: increasing the number of staff or guests, renting
unused space to other tenants, or funerals that require off-site parking will be provided to
the City prior to any changes in order to determine if a CUP amendment application is
necessary.
2. The Aquamation facility receives all other necessary permits from the State and City of
Golden Valley before operations begin.
3. Any failure to comply with one or more of the conditions of approval shall be grounds for
revocation of the Conditional Use Permit.
Next Steps
City Council will tentatively take action on the application on August 6, 2025.
Staff Contact Information
Prepared by:
Steven Okey
Associate Planner
sokey@goldenvalleymn.gov
Reviewed by:
Chloe McGuire, AICP
Deputy Community Development Director
cmcguire@goldenvalleymn.gov
30100
www.aquabridgeus.com
June 11, 2025
Steven Okey
Associate Planner
City of Golden Valley
7800 Golden Valley Road
Golden Valley, MN 55427
Via email: sokey@goldenvalleymn.gov
Dear Steven,
I am pleased to submit this Application for a Conditional Use Permit for the property
located at 610 Ottawa Avenue North, Golden Valley, MN 55422. As discussed during our
meeting on May 30, we are looking forward to providing Aquamation services as part of the
end-of-life process for pets. Aquamation – alkaline hydrolysis – uses a combination of
gentle water flow, temperature, pressure, and alkalinity to facilitate the natural process of
breaking down a pet’s remains. Aquamation is an environmentally sustainable, gentle, and
aXordable alternative to flame-based cremation. Our business will be called Aqua Bridge –
please feel free to explore our new website for more information about our approach. I
have also attached our full business plan for your consideration. (Attachment A)
About Aquamation
The Aquamation process involves mixing a solution of 95% water and 5% Potassium
Hydroxide (KOH), heating the water to 208 degrees Fahrenheit, and running the machine for
approximately 18-20 hours. Each Aquamation cycle requires an average of 100 gallons of
water and we expect to run 4-5 cycles per week once we are fully up and running.
The Aquamation process produces a completely sterile eXluent of amino acids, sugars,
nutrients, salts, and soap in a water solution. These are the byproducts of natural
decomposition. The PH level of the eXluent can be further adjusted by introducing CO2
before it is discharged into the sewer system. Alternatively, the water solution can be
captured and used as an eXective fertilizer.
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B. Project Overview
As discussed, preparing the building at 610 Ottawa Avenue North for Aquamation does not
require any significant structural or external modifications. We will be using the back
Garage Bay area for the Aquamation process and the rest of the building will remain as is –
configured as oXices with a front lobby. The equipment required for Aquamation includes:
Bio Response Solutions Pet -550 Aquamation machine
Potassium Hydroxide (KOH) flakes (55-pound bags) – Average use per cycle = 11
pounds)
Proofing Cabinet for drying remains
BB3 Cremator Processor with Ventless Upgrade
CO2 tanks to adjust the Ph levels of the water before returning to the sewer system
Safety Shower, Eye Wash and Utility sink
The contract work being completed on the building includes (Attachment B):
Garage Bay area cleaning, painting
Concrete and drainage repair work in and around Garage Bay
Epoxy floor refinish in Garage Bay
Electrical wiring from dedicated breaker box to Garage Bay
Plumbing improvements to accommodate increased water usage and discharge
Venting through roof for PET-550
Chemical Storage and Fire Safety
The Garage Bay includes two fire safe storage closets with metal shelving where the 50-
pound bags of Potassium Hydroxide can be safely stored. The average Aquamation cycle
requires 11 pounds of KOH, so we will plan to store no more than 20 bags (1000 pounds) of
KOH in the closets at any time. The Aquamation machine runs on electric power and
comes with a built-in remote shut oX and alarm system in the event of a power outage or an
accidental water spill. The water heaters and garage heater are natural gas powered. The
garage does not have air conditioning but we are having an industrial ceiling fan installed
and will leverage other portable fans for circulation and odor control. There are no other
public buildings in the immediate vicinity of the Garage Bay and we do not anticipate any
problems with odor or fumes that will aXect our commercial neighbors.
The entire building is “sprinkled” – completed as part of a major renovation in 2018. There
are exits to the outside on both ends of the building’s main floor, with up and down
stairways adjacent to the area. The Garage Bay has an automatic garage door and a
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www.aquabridgeus.com
standard deadbolt locking door that can be accessed in the event of an emergency or
power outage. The building also has doors separating the oXice area from the back
stairwells that can be used as a safer exit in the event of a fire in the front part ofthe
building.
Hours of Operation and Sta9ing
We plan to have our business hours Monday – Friday from 9 a.m. – 6 p.m. We will generally
operate by Appointment but will try to be flexible to accommodate special situations and
evenings/weekends as needed.
To the extent that families want to host celebrations of life or memorial gatherings at our
facility, we will make our space available from 10 a.m. until 9 p.m. in two-hour increments.
We will limit the number of guests to 25 to align with our parking lot size (19 spaces).
The primary staX for Aqua Bridge in our first year will be co-owners Jennifer Ryan and Jill
Goldstein. We anticipate hiring 1-2 part time employees to assist in running the
Aquamation process, as well as 1-2 individuals to serve as Drivers for pick up and drop of
oX pets’ remains. Finally, we will be contracting with a part-time bookkeeper to assist with
accounting. In total, we anticipate a total of 4 full-time equivalents (FTEs) in our first year.
C. Complete Legal Description of Property
The legal description of the property at 610 Ottawa Avenue North is provided below:
D. Location Map
See Attachment C
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www.aquabridgeus.com
E. Quantitative Summary chart
Element Response for 610 Ottawa Avenue
North
Total Acreage/Sq footage of land
area
18,000 square feet or .41322 acres
Proposed use of structure Professional services/animal care
Zoning district Light Industrial
Lot coverage area/paved Some grassy area surrounding the
south and east side of the building
and paved parking lot
Buliding area Gross sq ft and
height
Building footprint 2,713 square
feet; 25.3 feet tall
Number of stories and FAR 2 stories
Total parking counts 22 spaces
4. Survey Drawing and 5. Existing Conditions Survey
See Attachment D
6. General Site Layout Drawing
See Attachment E
7. Elevation Drawings
See Attachment F
8. Tree and Landscaping Plan
No changes/Not Applicable
9. Grading Plan
No changes/Not Applicable
10. Parking and Loading Plan
No Changes
11. Lighting Plan
No changes/Not Applicable
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12. Master Sign Plan
Not Applicable
13. Specialty Reports or Permits
Not Applicable
14. Abstract of Title or Registered Property Abstract
See Attachment H
15. Privacy Notice
See Attachment I
Additional Documents for Review
Finally, I have included the documents provided by the company that manufactures the
Aquamation equipment for your review. Thank you in advance for your consideration. We
are looking forward to joining the Golden Valley small business community!
Please do not hesitate to contact me directly by phone/text at 443-537-5443 if additional
information is needed.
Sincerely,
Jennifer Ryan and Jill Goldstein
Founders and Co-Owners
Aqua Bridge
www.aquabridgeus.com
PR Pet Ventures, LLC (d.b.a. Aqua Bridge) is proud to be a woman-owned small business.
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CITY OF GOLDEN VALLEY
PLANNING COMMISSION MEETING MINUTES
Monday, July 14, 2025 – 6:30 p.m. | City Hall Council Chamber 7800
Golden Valley Road Golden Valley, MN 55427
1. CALL TO ORDER AND LAND ACKNOWLEDGEMENT
• Vice Chair Cohen called the meeting to order at 6:35 p.m. and read the Land Acknowledgement
• Regular Members Present: Amy Barnstorff, David Hill, Gary Cohen, Chuck Segelbaum, Martin
Sicotte, Eric Van Oss
• Regular Members Absent: Mike Ruby
• Student Member, Status: Vacant
• Staff Members Present: Jacquelyn Kramer, Senior Planner
Steven Okey, Associate Planner
Sam Berens, Planning Intern
• Council Member Present: Sophia Ginis
2. CONSENT AGENDA:
2.A. Approval of Agenda
2.B. Approval of May 28, 2025, meeting minutes
2.C. Approval of June 23, 2025, meeting minutes
• Cohen asked if any Commissioners had items on the consent agenda that they wished to speak
on.
• Segelbaum asked that the meeting minutes from May 28, 2025, on page 8, where it stated
that he asked if the HOPE Program is specific to a certain race, have some context added that
said in the presentation of the HOPE Program that was given earlier to the Commission, there
was mention of it in the project.
• Kramer asked that Segelbaum email her the exact wording, and it would be incorporated into
the minutes.
• Cohen noted that at the end of the discussion on the General Mills property, he had said that
if the Council wanted to discuss buckthorn removal, they should hire goats, and he wanted to
add context to this as to the reason he said this comment. He suggested goats because they
are renowned in this area for being used to control and eat buckthorns.
• Cohen asked for a motion to approve
• Hill moved
• Van Oss seconded
• All voted in favor, and the motion passed.
3. PUBLIC HEARINGS:
3.A. Amendment to Conditional Use Permit No. 166 for 145 Jersey Avenue South
• Cohen noted that the public hearing process would have a staff presentation about the
proposal, then questions from the Commissioners of Staff, the Applicants are asked to come
forward and present with questions to follow from Commissioners if they have them, and then
the public hearing is opened to the audience with a three-minute time limit to speak. He
opened up the presentation to Sam Berens, the Planning Intern.
• Berens presented the proposal.
• Cohen asked if there were any questions for the Staff.
• Sicotte asked if they knew why there was a capacity put on this Applicant in 2019 when the
Conditional Use Permit, CUP, was first created.
• Berens stated that based on what he read in the original CUP, there was a concern about
capacity, because they were at their peak enrollment of 335 at the time, but now this increase
would not bring them back up to that peak enrollment. He added that this CUP would 107
CITY OF GOLDEN VALLEY
PLANNING COMMISSION MEETING MINUTES
Monday, July 14, 2025 – 6:30 p.m. | City Hall Council Chamber 7800
Golden Valley Road Golden Valley, MN 55427
eliminate any capacity regulations because it is already governed by the building code and the
Minnesota Department of Human Resources, which limits classroom size.
• Hill asked how big the current room is, which holds 20 students, and how big the music band
room is, which will allow for 60 students.
• Good Shepherd Lutheran School Principal, Stephanie Evans, spoke.
• Evans stated that the rooms they use now are big enough to be licensed for 20 students by
DHS. She noted that they have two rooms right now, because they did not know the CUP
requirements, but the music room is even bigger without bathrooms, and it will be used for
the older preschool students. She added that they can only do 20 a day based on DHS, not
what the fire code is, and based on the size of the room, they could have more students if they
had more teachers, but they would cap at 20 per room.
• Segelbaum asked if they need to look at and potentially approve a variance on the required
parking. He noted that if they were to look at it from a technical standpoint, the number of
required stalls would be 290, but there is a reference to the original CUP, citing allowance up
to 50 percent reduction for a property, when you are talking about staggered demands. He
added that unless this was written into the CUP, a variance would need to be granted in this
case.
• Berens stated the original CUP called for a leeway to allow up to a 50 percent reduction; right
now, the church and school combined have 263 stalls and 16 bicycle parking spaces, the total
number of required stalls, based on a capacity of 60 students, would be 290, but the 263 is
well within the 50 percent leeway, and Staff is continuing the granting of that leeway. He
added that parking won’t change with the increase in the number of students, so there are no
new concerns.
• Kramer added that there is a section in the parking code that allows this reduction
administratively, which is why no formal variance is needed; it is just something that Staff
determines and is allowed by code.
• Segelbaum asked that if we remove the limit on the number of students, that doesn’t change
any requirements that the City has, such as parking, so even with the 50 percent reduction, it
doesn’t alleviate any requirements.
• Berens stated that parking requirements still stand.
• Segelbaum asked if there is a limit on the number of students in the school. He noted that he
was on the Commission in 2019 when the first CUP was established, and he did not remember
the reason behind some of it.
• Berens stated that it is governed by the Department of Human Services and building code, and
by amending the CUP, they are taking the City out of being a duplicative regulation.
• Segelbaum stated that the CUP mentions a particular use, as well as the number of children
under care, so he wondered if there would be any instances where they would be looking at
limiting the number of students, such as if traffic would dictate it, or throughput. He added
that he would hate to wipe it out completely for all areas when this is being considered, and
would like it to be on record as to why it was done.
• Kramer noted that because this is a CUP, if they were, for example, going to expand on the
building or add a bunch of classrooms, they would take a look at anticipated traffic and
parking. She added that in the future, if there were traffic or parking issues, they could come
back on an administrative level and require a traffic management plan or require them to
change their parking plan. She noted that if the use for the CUP amendment is changed
significantly, then that would require a new CUP or another amendment to be done.
• Segelbaum noted that he is concerned about the next application that comes up, such as adult
care, which wants to increase from 20 to 50, and why it may be relevant to this situation, but
not to the situation. 108
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• Kramer stated that he is talking about a different site or a different project.
• Segelbaum noted that if it is a different project, it may not be ignored, but in this case, it is.
He added that he understands that this is because the site supports it in this case.
• Kramer noted that it is exactly the reason.
• Cohen invited the Applicant to come forward and introduce herself, and present anything she
would like, with questions to follow.
• Good Shepherd Lutheran School Principal, Stephanie Evans, spoke.
• Evans stated that she is happy to answer any questions they may have. She noted that there
is a huge demand for the preschool; they receive calls daily, but they don’t want to become a
huge program, but they are licensed to serve ages three and up with a ratio of one to ten. She
added that to serve more, they would have to add more rooms, but they just finished a
building renovation and are not looking to do that now. She stated that they cap classrooms
in Kindergarten through 6th grade at 25 per classroom. They are under discernment if they will
keep 6th grade or not, because Benilde St. Margaret’s is adding 6th grade, and they are a feeder
school for them, so if they did get rid of 6th grade, it would decrease their capacity. She added
that she has been asked about signage in the neighborhood, for it to be a school zone, which
she is in favor of. She noted that their bell times are not the same as Hopkins Schools, which
helps with the bussing, but they will not have bussing next year anyway.
• Cohen asked if there were any questions for the Applicant.
• Segelbaum asked if the Applicant knew of any instances where there had been queuing of cars
onto Jersey.
• Evans stated that they can’t clog Jersey; the police have had them funnel in from the back
streets. She added that their drop time is from 8:10 to 8:30, and she said, except for the first
day of school, that 12-15 cars are being unloaded at once, and it has not created a backlog.
• Segelbaum asked if she knew of any queuing of cars onto the streets.
• Evans stated that it queues for about five to ten minutes on a snowy day, and on some days,
there is no queuing. She added that she has received emails from neighbors if parents are
driving too fast, so she will email the community to slow down. She noted that they know
they are in a neighborhood, so they try to be as peaceful as possible, but there will be traffic at
pickup and drop-off, and it is limited because of the before-school and after-school care hours,
which allow families to trickle in as well. She added that after school, they have about 125
students who are picked up in a two-hour window, and that before school from 7:00 a.m. to
8:30 a.m., they have a drop-off time.
• Hill noted that on the North side is where they do the exit and entrance for the preschool.
• Evans stated that it is the West, for preschool, they come in and park, because by law,
preschool parents have to park and walk their children.
• Hill noted that increasing the number of students from 20 to 60 might make things more
jumbled.
• Evans noted that the majority are siblings, and they have enough parking available, so they
can park. She added that those who do not have a preschooler just loop through. She noted
that if they have a sibling, they can park, and then there is a new sidewalk that they can get
out of the car and use. She added that it is about ten minutes of the day in the morning, but in
the afternoon, there is no buildup because they walk their child to the cars and leave. She
stated that they were willing to have the Police come and let them know if there was a better
way, but she said that their car line is pretty fast.
• Cohen asked if the parking lot was ever full, with all 260 spaces being used.
• Evans noted that on Grandparents Day, when they invite families in to have a community
building event, and then they reach out to Speak the Word Church, and they let them use their
parking lot. She added that not during a normal school day is it full, because 60 is their cap for 109
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preschool, but many families are not there every day due to their preschool going on different
days.
• Cohen asked what the total student population in the school is at this time.
• Evans stated that they have three grade levels that are full at 50 kids for the whole grade, all
of the rest of the grades are under that, and they average 21 to 22 per class. She noted that
the incoming Kindergarten is small, because many of the parents have chosen to hold their
summer babies back, leading to another reason they want to increase preschool size, to
accommodate these parents. She stated that for the first time in six years, they would be at
301 Kindergarten through 6th grade students.
• Cohen asked if she stated that the 6th grade was moving to Benilde St. Margaret’s in the fall.
• Evans stated that Benilde is opening 6th grade this coming fall, but Good Shepherd School kept
their 6th grade open for this year, which is a big discernment piece, because the community
wants them to open a 7th and 8th grade, but that would cause more construction and would be
way down the road. She noted that naturally they would lose kids in 6th grade, but right now
they are gaining students because they want to get into Benilde St. Margaret’s, which has
been since the pandemic, and is very unique from historical data.
• Barnstorff asked whether the school has encouraged walking or biking to school, given the
concerns about traffic.
• Evans stated that a lot of families carpool, and that bussing is the hardest thing because of
being a non-public school. She noted that they will not have bussing for their school because
of the bell times, which they would have to change, and they are willing to, but she thinks it
would clog up even more because then all the elementary kids would all be picked up at the
same time. She added that many of the families would not even be in the Hopkins bus zone
anymore because they increased the distance, so they would have to walk. She noted that
they do have some walkers and many carpool families as well.
• Cohen opened up the public hearing.
• Resident Dan Deaver, 125 Idaho Avenue, spoke.
• Deaver stated that his road is directly parallel to Jersey, and that he does have an issue with
the traffic plan and what had been mentioned about queuing. He noted that there is queuing
that happens almost every day, and that it backs up, causing him to have trouble getting out of
his driveway. He added that he has sent an email, because there have been parents going
down Idaho very fast, and that makes him nervous with two young kids at home. He added
that the edict of the drivers, with them texting and distracted, is very concerning. He noted
that from the diagram, it is supposed to come in off Western and Jersey, which does not
happen all the time, but many are coming to his street, Idaho, and then queuing 10 to 15 cards
deep, which can be very frustrating. He added that he is concerned about the traffic, and that
there are ways that it could be worked through, with speed bumps or someone there to
enforce the flow that is supposed to happen. He noted that he was unaware of the way in
which it was supposed to work until he saw the diagram this evening.
• Cohen closed the public hearing and opened the item for discussion.
• Barnstorff asked if the City does school zones, and if there is anything the City can do to
mitigate the traffic concerns.
• Kramer noted that the City can implement school zones to slow down speeds in areas, and it is
going to be looked at this fall. She added that they have a traffic safety committee, which is
made up of different departments of City Staff, engineering, fire, police, and public works. She
stated that along with this process, they can also look at traffic calming measures and do
additional studies, so she will take the concerns back to the city engineer.
• Cohen noted that there was an email in the packet from a resident who had similar traffic
concerns. 110
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• Segelbaum inquired about the process a resident would follow to obtain information on the
status or outcome of a traffic study.
• Kramer stated that she will talk to the City Engineer and see how that information is
publicized; she is not sure at this time, but at the next Planning Commission meeting, August
11, she will include that information in the Staff Update section.
• Cohen noted that the big concern was for traffic. He added that he had recently attended a
meeting that Breck had, and the same problem with traffic was present there as well, with
people cutting through neighborhoods and such, but finding a solution is hard to come by. He
added that they had heard about concerns with bussing in prior meetings with regards to the
HOPE Program and now having to walk to school in certain neighborhoods, so it is a good time
to address the traffic concerns and to look at further. He stated that aside from the concerns
from traffic, there is a need for childcare ever growing in the City, and when there are viable
options like this, then it is good for the community.
• Segelbaum noted that on the Good Shepherd drop-off and pick-up map, on Western, two
arrows are coming towards each other before going into the entrance, he wondered if the
Good Shepherd school would consider removing the arrow that is pointed down, which is
West, and then would not be encouraging people to come in from that side, which is Idaho
and another parallel street there as well. He added that it will still queue, but Western is a
longer street and has more room potentially, because on the South side, there are not as
many homes.
• Cohen asked the Applicant to come back up to answer the question.
• Evans noted she sees the concerns that traffic sits on Idaho, Hampshire, and Glenwood before
they release the lines to go. She added that the Police have told them to have the families
come down those streets, and not everyone on Western. She noted that it may help to have a
traffic guard there, because the Police did not want everyone coming on Western because
that would hurt the four-way stop. She added that as soon as it is released, it is five minutes
and then they are in, but if they are out there early waiting to drop off, then they could idle on
the streets. She added that she would be happy to work with the neighborhood streets, as a
way to put someone out there, and she could encourage families to take Western as well.
• Cohen asked if the childcare is during the summer or only during the school year.
• Evans stated the school operates all 12 months but has reduced enrollment in the summer.
Preschool is optional in the summer to service families who can be home with their kids in the
summer, unlike some programs which require year-round enrollment. This summer, however,
enrollment is only about 10 kids for the daycare and next year may push up to 20.
• Cohen stated that the next big traffic push would be in September when school starts.
• Evans stated that the K-6 school carries more students, so it’s divided into two programs
between the K-6 and the preschool. She added that all the Catholic schools are having to
merge so it’s like two institutions in one now.
• Segelbaum stated that he is hoping to move into the deliberations portion. He noted that
looking over all the guidelines in the packet for the CUP, he agreed with them, but he thought
there may be a neutralization of the increase because of the fact that 6th grade may not be
offered, and the net difference is nothing. He added that he would like to cap it at 60 because
that is what the Applicant has asked for, and he would hate to set a precedent of just leaving it
open, and there is a cap in place in many other educational places. He stated he is in favor of
it, and it is an asset to the community, and they want to keep this institution alive, as it is a
part of the neighborhood.
• Cohen asked if the best way to accommodate Commissioner Segelbaum’s concern would be,
as they craft the motion for approval, to note specifically the limit of 60.
• Kramer stated that if the Commissioners are all in support of keeping the cap, then they would 111
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make a motion to recommend approval of the CUP amendment with the added condition that
the preschool size be limited to 60. She added that the Staff would add that in when it goes to
the Council next month.
• Barnstorff asked whether caps have been put in place for other childcare centers with CUP
amendments, or if this is intended to be a DHS matter.
• Kramer noted that there was another CUP amendment at Valley of Peace Childcare, where
they removed the cap. She added that she is not sure why the cap was put in place in the first
place, because it is not noted in the past meeting notes. She stated that the current Staff’s
view is that between the building code and their state licensing, that is enough control over
the size of the daycares, but she did not feel that putting a cap of 60 back on would be
particularly onerous, and that is what the Applicant asked for.
• Van Oss stated that there needs to be a zoning code overhaul for this and many other things,
where there is onerous bureaucracy that is redundant at the state level that they should not
be involved in, and should be left to state regulators. He added that it creates another level of
difficulty for the applicants. He noted that he is not in favor of a cap, particularly since it has
been lifted for others, and it seems arbitrary to just pick and choose, so he is fine with leaving
it as is, with the caveat that they work with the neighborhood and police to determine traffic
flow.
• Kramer asked Commissioner Van Oss if he would like to see an actual condition of approval,
stating that cooperation or just wants Staff to work on that.
• Van Oss stated that he trusts the Staff to work on that, but if others would like it to be official,
it would not hurt.
• Sicotte stated that he feels there is a vagueness in saying work with the neighborhood.
• Van Oss noted that there are no tangible outcomes that the commission would ask for, that
there is a vagueness to what the school and the neighborhood would determine together.
• Sicotte noted that he is more comfortable with the Staff working with the traffic concerns
rather than just the school to work with the neighborhood on it.
• Kramer stated that she is hearing either a formal condition of approval or direction to Staff to
work with the school on exploring traffic calming measures and a possible school zone in the
fall.
• Cohen noted that he thinks they are comfortable with the Staff direction approach.
• Sicotte stated that he is okay with removing the cap completely.
• Hill stated that he agrees with removing the cap, because as a whole school, there is a cap
limit already.
• Van Oss stated that the school’s classes fluctuate, and that they should not have to come to
the Commission every time they need to lift the cap, because it is already regulated and, in his
opinion, not the Commission’s role.
• Segelbaum stated that the Commission has many times overlooked adult daycares and caps
on them, which has been a contentious issue due to how large, how many people, and how
much traffic it generates. He added that it leaves open the possibility that someone will say
you did not cap it elsewhere, you should not cap it for us.
• Van Oss noted that they have approved daycares without a cap in the past.
• Kramer stated that it is correct for daycares, but she is not sure the last time they had an adult
daycare.
• Segelbaum stated that he is familiar with several that they had in a row, and that he thinks
they pulled the license on one because of overuse and being used for purposes other than
adult daycare.
• Van Oss noted that the State already regulates childcare and questioned whether it regulates
adult daycare in the same way, for example, if an adult daycare is out of compliance with state 112
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standards, the State would shut it down.
• Kramer stated that adult daycares are licensed by the state as well. She added that she
understands Commissioner Segelbaum’s concern about precedent, but in her opinion, they
would look at adult daycares and childcare daycares differently, because of different uses and
different traffic patterns, and it would be something they would be mindful of moving
forward.
• Cohen asked if there were any further deliberations. He then asked for a motion.
• Van Oss clarified that the motion is to direct Staff to work with the school on a traffic solution.
• Kramer stated that the condition of approval could be, the school will work with the City Staff
to explore traffic calming in a school zone this fall, or motion to approve with the added
conditions of approval.
• Cohen stated they needed a second for discussion.
• Sicotte seconded.
• Segelbaum stated he does not think there is anything tangible to say that the school discusses
with Staff, but he is fine with it.
• Van Oss stated that he is fine with not making that recommendation, but he felt that is what
others wanted.
• Cohen stated that the motion is that we recommend approval of the conditional use permit
for 145 Jersey Avenue, subject to the conditions in the staff report and adding a condition that
there be further discussion with the Applicant and the City regarding traffic patterns, with a
possible school zone. He added that with that, they will bring it to a vote.
• All voted in favor, and the motion passed.
3.B. Conditional Use Permit for 610 Ottawa Avenue North
• Okey presented the proposal.
• Cohen asked if there were questions for the Staff. He noted that this is being considered pet
services; however, if a funeral home were to move into Golden Valley, he would assume that
there is a different set of requirements for a human funeral versus a pet funeral home.
• Okey confirmed that there are different requirements for humans versus pets in terms of a
crematorium or a funeral home. He noted that the Aquamation type of cremation is offered
for human remains as well.
• Cohen stated that this process can be used for humans, but that is not something the
Applicant is offering.
• Okey noted that Commissioner Cohen is correct, it is strictly for animals.
• Segelbaum asked whether bringing cremation services to the City would be considered a
permitted use in Golden Valley.
• Okey stated that he thinks it is a CUP in certain zones.
• Kramer noted that it is similar to veterinary services.
• Segelbaum stated that he could not find it in the listing of permitted uses, but he could be
using the incorrect term.
• Kramer stated that she is looking for it, and if she were to find it, she would jump in.
• Segelbaum noted that he is inclined to think that it was removed.
• Kramer added that if it is not explicitly in the code right now, it could fall under service uses,
and so it would be permitted or restricted where those are currently allowed.
• Segelbaum noted that this application does not fall under crematorium or mortuary services,
and he was not going to question if it is veterinary services, but he asked if something does not
fit in one category or the other, what does the code say they are supposed to do to determine
what is the appropriate service.
• Kramer stated that Staff at the administrative level try to decide where it best fits. She added 113
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that most uses are defined broadly to leave room for Staff to have the ability to determine at
an administrative level what the use is, because with changes, they want to be able to do this.
• Segelbaum noted that there is a provision that says when it is not clear, then the Staff will
determine the use.
• Kramer stated that it is correct.
• Van Oss added that when something is not clear or needs to be made more explicit, the Staff
can always propose a text amendment with the application.
• Kramer stated that the other option was a zoning code text amendment to add the definition,
which is what they did with the cannabis ordinance in the fall.
• Cohen asked if there were any additional questions for the Staff; he invited the applicant to
come forward to speak.
• Co-owners of Aqua Bridge, Jennifer Ryan and Jill Goldstein, spoke.
• Ryan stated that she grew up in Golden Valley, so she is very excited to bring a new business
into the community. She added that Jill and she have been lifelong animal lovers, and that Jill
has made this her life’s work. She noted that Jill has run an animal advocacy and rescue
organization called Pause for Paws since 2011, and this is a tangible translation of the work
that she has been leading. She added that they hope to open a community animal hospital as
a nonprofit organization, as a phase two to the Aqua Bridge endeavor. She noted that they
feel Aquamation is the next generation in end-of-life care for pets, as it is both gentle and
sustainable for the environment, and that it is in the same category as cremation but it is the
opposite of it except for the result being the same because there are no emissions to the
environment and no combustion or burning of fossil fuels to do the process of Aquamation.
She noted that it is simply a water and chemical interaction that happens over 18 hours, with
the result of the remains of the pet that can be returned to the family. She stated that she is
excited about continuing the discussion of using the affluent that is left from this process
because it is so rich in nutrients, as fertilizer. She added that there are about 150 Aquamation
facilities for both pets and humans across the country, and that people are starting to think
about putting that water back into the Earth as opposed to just into the sanitary sewer.
• Cohen asked if there were questions for the Applicants.
• Segelbaum asked if other services, such as veterinarians, will bring animals for the
Aquamation process to take place, or will the putting down of the animals take place on site.
• Ryan stated that they are flexibly approaching this, they hope to partner with animals
hospitals, vet clinics, etc., who have to euthanize on site and traditionally partner with
cremation providers, so from those places they are hoping to get a least referrals to them
given to the families so they know that at least it is an option, and they would be willing to
pick up or drop off as need. She added that another part of their model will be to have family
grief rooms, where the families can say their goodbyes before they give their pet over to them
for Aquamation.
• Segelbaum asked if there will be a need for a licensed veterinarian to be working at the facility
or people working under the direction of one.
• Ryan stated that because they are not providing live animal veterinarian services, the rules do
not appear to require a veterinarian to be part of the leadership team. She added that they
would like to shift to on-site euthanasia, but that would then need to be provided by a
licensed veterinarian.
• Van Oss asked whether the Applicant would need to return to the Commission if they
expanded their services to include more traditional veterinary care.
• Okey stated that they would have to come back for a CUP amendment to that.
• Segelbaum questioned why they would have to come back, noting that they are considered
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• Okey stated that this CUP is more focused on the Aquamation part of the cremation services,
and not for full veterinary services.
• Segelbaum asked if they were approving euthanasia as part of what they are authorizing with
this permit, which would require a veterinarian.
• Okey stated that the Applicant is not proposing euthanasia to happen at the site. He added
that they are going to partner with other veterinary clinics and animal hospitals to let them
know they can bring the pets, or the owners can bring the pets after they have been to the
veterinary clinic, so they are not providing euthanasia services on site.
• Kramer noted that when the Staff had talked to the Applicant about how they had been long-
term term possibly expanding into a veterinary hospital, they were talking about using another
building near the site, which are the physical changes that trigger a CUP amendment.
• Van Oss clarified that they were not approving an actual veterinary clinic.
• Kramer stated they were not.
• Cohen stated that had resolved one of the questions he was going to ask. He added an
example for the last cat they had to euthanize; they had MN Pets come to their house, and
then they take care of the cremation, and give the ashes back if that is what is requested. He
noted that the Applicant is proposing that the cat could have been brought to the Applicant
after she was euthanized by MN Pets, and then could receive the remains back from them. He
added that the animal must already be deceased before they come to the Applicant, under
what they are currently proposing, in the long run, if they have an animal hospital down the
road, then they could just go from one to the other.
• Goldstein stated that they will also offer to pick up from an owners home, because it is such a
difficult time and try to ease the burden as much as they can.
• Cohen asked if there were any additional questions for the Applicant.
• Segelbaum asked if they did not want them to authorize the euthanasia at this point, because
it seemed like it was part of their plan, with the family rooms and such, and that they would
want that authorized.
• Ryan stated that they did not start with that plan, because they are not vets, but the more
they think about it and get the questions asked, it is some that eventually they would want to
pursue, but she defers to the Staff if they would need to do a second application for that
piece.
• Okey noted that at this point, it would need to come back for a CUP amendment, because the
services are being broadened beyond what was presented to Staff in the cover letter, the
business plan, and all of the documents for the floor plans. He added that he is not exactly
sure what other conditions would be required for a full veterinary clinic.
• Ryan stated that she is starting to think about it like what MN Pets offers, they are a large
practice of vets who do in-home euthanasia services, so they have been thinking about
investigating what the requirements are to practice euthanasia in the home, and then
translate to their setting.
• Hill questioned the statement that the method uses 90 percent less energy than flame, asking
how this claim is verified.
• Ryan stated that there are several facilities around the country already doing Aquamation, and
the company that manufactures the machine has already sold 150 of them. She added that Jill
and she visited with a gentleman in Chicago who has been doing Aquamation for several years
now, to participate in the process and understand how it works. She noted that the energy
that is expended is the electrical energy that is used to heat up the water, so research shows
this is significantly better than the flame-based cremation.
• Cohen opened up the public hearing and noted that there wasn’t anyone from the public in
attendance. He closed the public hearing and opened the item for discussion. 115
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• Segelbaum noted that he is in favor of this application, but he wishes there was a different
way to classify this other than veterinary services.
• Kramer stated that she was not able to find anything on cremation or funeral in the R1 zoning
district, beyond it is not allowed to be done in a home. She added that if they did start seeing
more of these uses, then they would need to consider a zoning code text amendment.
• Van Oss noted that it could be done as a whole-scale code rewrite.
• Cohen added that they get applications for things that the current zoning code never
considered, which is not necessarily bad, but things change and need to be updated.
• Kramer added that with this particular Applicant, because they are long-term thinking about
veterinary services, it helped Staff to fit them into the existing veterinary use, the business
model helps to define what the use is in the zoning code.
• Segelbaum added that because it is veterinary services, he would feel better to authorize
them the limited use of performing euthanasia. He noted that he fears other applicants in the
future may have these same problems, but he sees that this was not part of their original
application, so it may not make sense in this case.
• Okey noted that it is something they could add as a condition.
• Kramer stated that the commission would ultimately have to make changes to the conditions
of approval, but any expansion to the business would trigger a CUP amendment, because of
the traffic concerns or other conditions that may come up.
• Cohen noted that condition three, any failure to comply with one or more conditions of
approval, should be grounds for revocation of the CUP, covers if they were to suddenly say we
are going to sneak in some veterinary stuff in this facility.
• Segelbaum noted that there should be a condition in there that it is for the use of Aquamation
services and things associated with it. He added that because it says veterinary services, he
wants to clarify that they are not approving veterinary services.
• Van Oss asked who regulates Aquamation and defines what it is.
• Cohen stated that Aquamation is the process, and Aqua Bridge is the Applicant.
• Kramer stated that this facility would be regulated by building code and fire code standards.
She added that the Applicant has met with the fire deputy to go through the requirements.
She noted that they did run it past the MET council and the NPCA to see if there were any
additional permits that were required, and there were not. She added that the manufacturer
also has specifications that the facility will be held to, as well as building code. She noted that
one of the conditions of approval is that this facility and this business have to operate in the
area shown on the building plans and by the site plans, which includes the building permit.
She added that if they did want to change or expand their business in any way that would
result in physical changes to the site, that would trigger a staff review and a possible CUP
amendment. She added that this is a way of limiting them to their proposed use.
• Van Oss stated that it may make sense at a later date to add euthanasia, because if you are
cremating or using Aquamation, then most would assume that they are also euthanizing. He
added that just defining the services better, because euthanasia is something that would go
with cremation or Aquamation.
• Segelbaum added that he would like to put in a condition or statement.
• Van Oss noted that the definition could be added if more of this type of use is brought into the
City.
• Kramer noted that they could provide more clarification in the City Council Staff Report.
• Segelbaum stated that he would like it to be stated in the motion that it is for the services that
are described.
• Cohen asked if there were any other questions or comments. He then asked for a motion and
noted this is where they would add in any additional conditions or recommendations. 116
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• Segelbaum noted that condition number one, the Aquamation facility and offices will be
operated in the area shown on the building plans and site plan on file with the City of Golden
Valley, and will provide the services as described in the application.
• Kramer stated that that is the amendment that they were thinking to add, she added that they
can just add a clause which states: and the services described in the application.
• Segelbaum moved that they recommend approval of the conditional use permit for an
Aquamation, water-based pet cremation facility, at 610 Ottawa Avenue North, adopting the
CUP findings of Staff as provided and the three conditions with the qualifiers that were
discussed earlier.
• Van Oss seconded the motion.
• All voted in favor, and the motion passed.
4. NEW BUSINESS: NONE
5. COUNCIL LIAISON REPORT
• Ginis stated that two of the councilmembers will not be running to seek reelection, so there
will be two vacancies on the Council. She added that the filing will be later this summer, so if
anyone is interested in potentially serving on the City Council, they can reach out to her for
more information and with any questions. She noted that serving the City is a great way to
give back, like they are doing on the Commission, and there is an open invitation to contact
her. She added that the City has been working on its usual business, but is also working to
advance larger plans. She noted that recent discussions include prosecution services and the
budget associated with it, what she has taken away from these discussions is that there are
four major highways in the City and a lot of DWIs, and this is unique to Golden Valley and
driving the budget up, however, this is not something that they want to prosecute less, so it
just needs to be considered in the overall budgetary picture. She added that there have been
changes to where this money has been budgeted from, and overall, she has been pleased with
the prosecutor that the City has. She thanked everyone for the patience with the water
outage, which Staff got on right away and fixed the issue, and many are asking when they can
stop boiling water, but the City is just exercising an abundance of caution right now.
• Cohen noted that the complaints have been heard about the communications and their
timeliness, and he is sure that Council and Staff will be addressing them.
• Ginis stated that there is always room to improve the speed of communications, especially
because it is a Joint Commission, in which the City gets its water from the City of Minneapolis,
so there are rules with them, and there is communication across cities, so it was a good check
to make sure communication is happening. She added that overall, the City has a very robust
crisis communication plan, which was looked at earlier this year, and it is not missing pieces,
but there is always a question of how to get messages out quickly.
• Segelbaum asked if the Council has gone against or reversed any of the recommendations that
the Commission has sent before them.
• Ginis stated that she does not think that in this last year they have gone against anything, that
they have gone with what the Planning Commission has recommended. She added that the
Staff is doing a great job of getting the Commission all of the information that Council has, and
that there are open lines of communication around the subjects and the discussions are being
brought to the Council.
6. STAFF UPDATES:
• Kramer stated that last month, the Commission recommended approval on a Planned Unit
Development Major Amendment for 9000 Plymouth Avenue, which is on the consent agenda 117
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for the Council the following day. She added that July 22nd is a Board of Zoning Appeals
Meeting, and it is Commissioner Sicotte’s turn, the staff reports will go out Tuesday or
Wednesday, and there will be one variance application.
• Cohen asked if there is no meeting on the fourth Monday in July.
• Kramer stated that it is correct as there are no applications as of right now, which cancels the
July 28th meeting, and the August 11th meeting will be a joint meeting with the Diversity,
Equity, and Inclusion Commission because they are doing a citywide equity audit on a lot of
the city codes. She added that they will be looking at the zoning codes, and by getting the two
commissions together then they can learn how to support the Planning Commission.
• Cohen asked if there is an update on the safety training.
• Kramer stated that there is no update at this time.
7. COMMISSIONER UPDATES:
• Van Oss stated that the City Cemetery’s fence has collapsed. He added that Pastor’s
Properties has bought the mall on 55 and Winnetka.
• Cohen noted that they renovated TexaTonka.
• Kramer added that the Staff is very excited for this project. She asked Commissioner Van Oss
if the cemetery is the Lakewood Cemetery.
• Van Oss stated it is the one by the Dairy Queen.
ADJOURNMENT: Vice Chair Cohen adjourned the meeting at 8:02 p.m.
118
EXECUTIVE SUMMARY
Police
763-512-2345 / 763-512-2344 (fax)
Golden Valley City Council Meeting
August 6, 2025
Agenda Item
3K. Adopt Resolution No. 25-076 Adopting Supplement One to GVPD Policy Manual
Prepared By
Alice White, Assistant Police Chief
Summary
Staff recommends that the City Council adopt the proposed supplement to the Police Department
Policy Manual, which updates and clarifies key personnel policies. The Police Department Manual
serves as a critical tool in guiding the administration, operations, and accountability of the
department. This supplement focuses primarily on personnel-related policies and addresses areas such
as recruitment, promotions, performance evaluations, leave and accommodations, disciplinary
procedures, and standards for conduct. The policies contained in Supplement One will be added to
Chapters 3 and 10 of the GVPD Policy Manual.
Key goals of the supplement include:
Ensuring alignment with state and federal employment laws, including the Minnesota Human
Rights Act, the Americans with Disabilities Act (ADA), the Police Officer Disciplinary Procedures
Act (PODPA), and Title VII of the Civil Rights Act.
Promoting consistency and transparency in personnel decisions.
Establishing clear expectations for professional conduct and accountability.
Clarifying key safety procedures.
Financial or Budget Considerations
There are no financial or budget considerations.
Legal Considerations
Adopting this supplement strengthens the City’s legal compliance framework. It helps mitigate risk by
ensuring that personnel decisions are governed by up-to-date, legally sound policies. Clear procedures
for hiring, discipline, and workplace accommodations reduce the likelihood of liability due to
inconsistent, illegal, or discriminatory practices.
Equity Considerations
The updated policies advance the City’s commitment to equity by embedding principles of fairness,
inclusivity, and nondiscrimination into departmental operations. The supplement includes provisions
to:
119
Promote equitable recruitment and promotion processes.
Ensure reasonable accommodations for employees with disabilities.
Foster a respectful and inclusive workplace culture.
These efforts support the City’s broader equity goals and help build community trust by demonstrating
a commitment to a fair and accountable public safety system.
Recommended Action
Motion to adopt Resolution No. 25-076 adopting Supplement One to GVPD Policy Manual.
Supporting Documents
Resolution No. 25-076 - Adopting Supplement One to the GVPD Policy Manual
Exhibit A - Supplement One to GVPD Policy Manual
120
RESOLUTION NO. 25-076
A RESOLUTION ADOPTING SUPPLEMENT ONE
TO THE GOLDEN VALLEY POLICE DEPARTMENT
POLICY MANUAL
WHEREAS, the Golden Valley City Council is the policy making body for the City
under Minnesota Statutes, section 412.611 and adopts all City policies by resolution; and
WHEREAS, the City of Golden Valley Police Department is responsible for
enforcing compliance with the MN POST Board rules by adopting identical or substantially
similar agency policies; and
WHEREAS, the Golden Valley Police Department Policy Manual (the “Policy
Manual”) is critical to ensuring the police department’s operations remain in compliance
with evolving laws, regulations, and law enforcement best practices ; and
WHEREAS, the Police Department Command staff, in partnership with the City
Manager, Human Resources Department, and the City Attorney, have reviewed and
updated the policies contained in Supplement One to the Golden Valley Police
Department Policy Manual (“Supplement One”) and recommend the Council adopt
Supplement One for inclusion in the Policy Manual; and
WHEREAS, upon adoption of Supplement One, Police Department Command
staff will provide Supplement One and related training to members of the Golden Valley
Police Department.
NOW THEREFORE, BE IT RESOLVED, BY THE CITY COUNCIL OF THE CITY
OF GOLDEN VALLEY, MINNESOTA that:
1. This Council adopts Supplement One to the Golden Valley Police Department
Policy Manual attached hereto as Exhibit A.
2. The policies contained in Supplement One shall supersede and replace all
previously adopted policies on the topics covered in Supplement One.
3. The Police Department Command Staff are directed to ensure that Supplement
One is distributed to all relevant parties and to provide all necessary training to
GVPD staff.
BE IT FURTHER RESOLVED, that Supplement One to the Golden Valley Police
Department Policy Manual shall take effect immediately upon adoption.
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Resolution No. 25-076 - 2 - August 6, 2025
Adopted by the City Council of the City of Golden Valley, Minnesota this 6th day of August,
2025.
____________________________
Roslyn Harmon, Mayor
Attested:
____________________
Theresa Schyma, City Clerk
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Golden Valley Police Department
Policy Manual
Recruitment and Selection
1000.1 PURPOSE AND SCOPE
This policy provides a framework for employee recruiting efforts and identifying job-related
standards for the selection process. This policy supplements the rules that govern employment
practices for the Golden Valley Police Department and that are promulgated and maintained by
the Human Resources Department.
1000.2 POLICY
In accordance with applicable federal, state, and local law, the Golden Valley Police Department
provides equal opportunities for applicants and employees regardless of actual or perceived
race, ethnicity, national origin, religion, sex, sexual orientation, gender identity or expression,
age, disability, pregnancy, genetic information, veteran status, marital status, and any other
classification or status protected by law. The Department does not show partiality or grant any
special status to any applicant, employee, or group of employees unless otherwise required by
law.
The Department will recruit and hire only those individuals who demonstrate a commitment to
service and who possess the traits and characteristics that reflect personal integrity and high
ethical standards.
1000.3 RECRUITMENT
The Assistant Police Chief—Operations shall, in collaboration with the Human Resources and
other applicable departments, employ a comprehensive recruitment and selection strategy to
recruit and select employees from a qualified and diverse pool of candidates.
The strategy shall include:
(a) Establishment of a written recruitment plan.
1. The plan shall include an outline of steps for recruiting candidates who are
representative of the community. This should include candidates who live in
or are from the community, if appropriate and consistent with applicable laws,
memorandum of understandings, or collective bargaining agreements.
(b) Identification of racially and culturally diverse target markets.
(c) Use of marketing strategies to target diverse applicant pools.
(d) Expanded use of technology and maintenance of a strong internet presence. This may
include an interactive department website and coordinating the use of department-
managed social networking sites with the Communications Department, if resources
permit.
(e) Expanded outreach through partnerships with community groups, citizen
academies, local colleges, universities, the media and the military.
(f) Employee referral and recruitment incentive programs.
(g) Consideration of shared or collaborative regional testing processes.
Policy 1000
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The Department shall avoid advertising, recruiting, and screening practices that tend to
stereotype, focus on homogeneous applicant pools, or screen applicants in a discriminatory
manner.
The Department and Human Resources staff should strive to facilitate and expedite the
screening and testing process, and should periodically inform each candidate of their status in
the recruiting process.
1000.4 SELECTION PROCESS
The Department shall actively strive to identify a diverse group of candidates that have in some
manner distinguished themselves as being outstanding prospects. Minimally, the Department
shall employ a comprehensive screening, background investigation, and selection process that
assesses cognitive and physical abilities and includes review and verification of the following:
(a) A comprehensive application for employment (including previous employment,
references, current and prior addresses, education, military record)
(b) Driving record
(c) Personal and professional reference checks
(d) A Citizen of the U.S. or eligible to work in the U.S., including U.S. Citizenship and
Immigration Services (USCIS) Employment Eligibility Verification Form I-9 and
acceptable identity and employment authorization documents (Minn. R. 6700.0700,
Subp. 1). This required documentation should not be requested until a candidate is
hired. This does not prohibit obtaining documents required for other purposes.
(e) Information obtained from public internet sites
1. This review should include the identification of any activity that promotes or
supports unlawful violence or unlawful bias against persons based on protected
characteristics (e.g., race, ethnicity, national origin, religion, gender, gender
identity, sexual orientation, disability).
(f) Financial history consistent with the Fair Credit Reporting Act (FCRA) (15 USC § 1681
et seq.)
(g) Local, state, and federal criminal history record checks
(h) Medical and psychological examinations will be conducted as required by MN.
POST (may only be given after a conditional offer of employment)
(i) Selection committee assessment
(j) Relevant national and state decertification records, if available, including the National
Decertification Index
(k) Any relevant information in the National Law Enforcement Accountability Database
1000.4.1 VETERAN'S PREFERENCE
Veterans who are candidates for job openings shall receive preference recognizing the training
and experience, loyalty and sacrifice not otherwise readily assessed by examination pursuant
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to Minn. Stat. § 197.455.
1000.5 BACKGROUND INVESTIGATION
Every candidate shall undergo a thorough background investigation to verify the candidate's
personal integrity and high ethical standards, and to identify any past behavior that may be
indicative of the candidate's unsuitability to perform duties relevant to the operation of the Golden
Valley Police Department.
The background investigation must determine whether the candidate meets the standards
established by the Minnesota Board of Peace Officer Standards and Training (POST) as well
as the security standards established to access state and national computerized record and
communication systems (Minn. Stat. § 626.87; Minn. R. 6700.0670; Minn. R. 6700.0700).
A background investigation is valid for six months after completion. If the candidate is not hired
during the six months, the background investigation must be updated before a final offer of
employment to the candidate is made (Minn. R. 6700.0670, Subp. 2).
1000.5.1 NOTICES
Background investigators shall ensure that investigations are conducted and notices provided
in accordance with the requirements of the FCRA and Minnesota law (15 USC § 1681d;
Minn. Stat. § 13C.02).
1000.5.2 STATE NOTICES
Upon initiation of a candidate's background investigation, the Chief of Police or the authorized
designee shall provide written notice to POST as soon as practicable, but no later than ten days
thereafter that includes the candidate's full name and date of birth and the candidate's peace
officer license number, if applicable (Minn. Stat. § 626.87; Minn. R. 6700.0670, Subp. 3).
If the background investigation identifies a disqualification under the minimum selection standards
in Minn. R. 6700.0700, the Chief of Police or the authorized designee shall provide written notice
to POST as soon as practicable, but no later than ten days (Minn. R. 6700.0670, Supb. 3).
1000.5.3 REVIEW OF SOCIAL MEDIA SITES
Due to the potential for accessing unsubstantiated, private, or protected information, the
Department should not require candidates to provide passwords, account information, or access
to password-protected social media accounts (Minn. R. 6700.0670, Subp. 1).
The Department shall, whenever possible, utilize the services of an appropriately trained and
experienced third party to conduct open source, internet-based searches and/or review
information from social media sites to ensure that:
(a) The legal rights of candidates are protected.
(b) Material and information to be considered are verified, accurate, and validated.
(c) The Department fully complies with applicable privacy protections and local, state,
and federal law.
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Regardless of whether a third party is used, the Department and Human Resources staff should
ensure that potentially impermissible information is not available to any person involved in the
candidate selection process.
1000.5.4 DOCUMENTING AND REPORTING
The background investigator shall summarize the results of the background investigation in a
report that includes sufficient information to allow the reviewing authority to decide whether to
extend a conditional offer of employment. The report shall not include any information that is
prohibited from use, including that from social media sites, in making employment decisions.
The report and all supporting documentation shall be included in the candidate’s background
investigation file.
1000.5.5 RECORDS RETENTION
The background report and all supporting documentation shall be maintained by the Human
Resources Department and in accordance with the established records retention schedule
(Minn. R. 6700.0670, Subp. 2; Minn. R. 6700.0700, Subp. 2).
1000.6 DISQUALIFICATION GUIDELINES
As a general rule, performance indicators and candidate information and records shall be
evaluated by considering the candidate as a whole, and taking into consideration the following:
• Age at the time the behavior occurred
• Passage of time
• Patterns of past behavior
• Severity of behavior
• Probable consequences if past behavior is repeated or made public
• Likelihood of recurrence
• Relevance of past behavior to public safety employment
• Aggravating and mitigating factors
• Other relevant considerations
A candidate’s qualifications will be assessed on a case-by-case basis, using a totality-of-the-
circumstances framework.
1000.7 STANDARDS FOR OFFICERS
Candidates shall meet the minimum standards established by Minnesota POST (Minn. R.
6700.0700):
(a) Citizen of, or eligible to work in, the United States (Minn. R. 6700.0700, Subp. 1)
(b) Possess a valid driver's license
(c) Free of any felony conviction
(d) Not be required to register as a predatory offender under state law
(e) Free of conviction of any controlled substance law or of any misdemeanor offense
listed in Minn. R. 6700.0700
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(f) Have no record of engaging in discriminatory conduct, involvement with a hate or
extremist group, or criminal gang
(g) Fingerprinted for purposes of disclosure of any felony convictions
(h) Submit to a medical examination and psychological evaluation required by Minn. R.
6700.0675 to ensure that the candidate is free from any physical, emotional, or mental
condition which might adversely affect the candidate's performance of peace officer
duties
(i) Successfully complete a physical strength and agility examination
(j) Successfully complete an oral examination
1000.7.1 NOTIFICATION TO POST
The Chief of Police shall notify the POST Board of any candidate appointed to the position of
peace officer before the first day of employment on a form provided by POST. The appointee may
not exercise peace officer powers until the notification form is received and approved by POST
Board (Minn. R. 6700.0800).
1000.8 PROBATIONARY PERIODS
The Assistant Police Chief—Operations should coordinate with the Golden Valley Human Resources
and City Manager to identify procedures for:
(a) Appraising performance during probation.
(b) Assessing the level of performance required to complete probation.
(c) Extending probation.
(d) Documenting successful or unsuccessful completion of probation.
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***DRAFT*** Evaluation of Employees - 6
Golden Valley Police Department
Policy Manual
Evaluation of Employees
1001.1 PURPOSE AND SCOPE
The Department’s employee performance evaluation system is designed to record work
performance for both the Department and the employee, providing recognition for good work and
developing a guide for improvement.
1001.2 POLICY
The Golden Valley Police Department utilizes a performance evaluation report to measure
performance and to use as a factor in making personnel decisions that may relate to
promotions, reassignment, discipline, demotion and termination. The evaluation report is
intended to serve as a guide for work planning and review by the supervisor and employee. It
gives supervisors a way to create an objective history of work performance based on job
standards.
The Department evaluates employees in a non-discriminatory manner based upon job-related
factors specific to the employee’s position, without regard to actual or perceived race, ethnicity,
national origin, religion, sex, sexual orientation, gender identity or expression, age, disability,
pregnancy, genetic information, veteran status, marital status, and any other classification or
status protected by law.
1001.3 EVALUATION PROCESS
Evaluation reports will cover a specific period of time and should be based on documented
performance during that period. Evaluation reports will be completed by each employee's
immediate supervisor on the form provided by the Human Resources Department. The
immediate supervisor should complete the form for each employee after consulting other supervisors
directly familiar with the employee's performance during the rating period.
All sworn and non-sworn supervisory personnel shall be trained on the completion of
performance evaluations.
Each supervisor should discuss the tasks of the position, standards of performance expected
and the evaluation criteria with each employee at the beginning of the rating period. Supervisors
should document this discussion in the prescribed manner.
Policy 1001
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Assessment of an employee's job performance is an ongoing process. Continued coaching and
feedback provides supervisors and employees with opportunities to correct performance issues
as they arise.
1001.4 EVALUATION FREQUENCY
1001.4.1 FULL-TIME PROBATIONARY PERSONNEL
Personnel must successfully complete the probationary period before being eligible for certification
as regular employees.
1001.4.2 FULL-TIME REGULAR STATUS PERSONNEL
An Employee Performance Evaluation shall be completed at least once each calendar year by
the employee's immediate supervisor. If an employee is transferred from one assignment to
another in the middle of an evaluation period and less than six months have transpired since the
transfer, an evaluation shall be completed by the current supervisor with input from the previous
supervisor.
A special evaluation may be completed at any time and for any reason or no reason at all.
1001.5 EVALUATION INTERVIEW
When the supervisor has completed the preliminary evaluation, arrangements shall be made
for a private discussion of the evaluation with the employee. The supervisor should discuss
the results of the recently completed rating period and clarify any questions the employee may
have. If the employee has valid and reasonable protests of any of the ratings, the supervisor
may make appropriate changes to the evaluation. Areas needing improvement and goals for
reaching the expected level of performance should be identified and discussed. The supervisor
should also provide relevant counseling regarding advancement, specialty positions and training
opportunities. The supervisor and employee will sign and date the evaluation. Employees may
also write comments in the Employee Comments section of the performance evaluation report.
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1001.6 EVALUATION REVIEW
After the supervisor finishes the discussion with the employee, the signed performance evaluation
is forwarded to the Assistant Chief. The Assistant Chief shall review the evaluation for fairness,
impartiality, uniformity and consistency. The Assistant Chief shall evaluate the supervisor on the
quality of ratings given.
1001.7 EVALUATION DISTRIBUTION
The original performance evaluation shall be placed in the employee's personnel file, which is
maintained by Human Resources. A copy will be given to the employee and a copy will be
stored in the Department’s personnel management system.
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***DRAFT*** Rotational Duties, Special Assignments, and
Promotions - 1
Golden Valley Police Department
Policy Manual
Rotational Duties, Special Assignments, and
Promotions
1002.1 PURPOSE AND SCOPE
The purpose of this policy is to establish guidelines for promotions and for making special
assignments within the Golden Valley Police Department.
1002.1.1 DEFINITIONS
•Rotational Duties: Rotational duties are specific tasks, responsibilities or functions
that a member is expected to perform as part of their role within the Department.
They are essential functions that contribute to the overall goals of the organization but
do not require the member's full attention every day. Rotational duties may include
routine activities, project-based tasks, and other responsibilities that align with the
member's position. Rotational duties are an opportunity for employees to gain new
skills, show initiative, and contribute to the organization in a different capacity.
•Special Assignments: Special Assignments refer to specific tasks or responsibilities
that an employee is assigned outside of their usual job duties. Special assignments
typically require most or all of a member's full attention every day and require special
training or expertise. Special assignments are designated in members' collective
bargaining agreements and the duties are typically outlined in a special assignment
job description.
•Promotions: Promotions refer to the advancement of an employee to a higher level
or position. A change in job duties or assignment of rotational duties is not the same
as a promotion, which refers to the advancement of an employee to a higher level or
position.
1002.2 POLICY
The Golden Valley Police Department assigns duties and determines promotions in a non-
discriminatory manner based upon job-related factors, skills, and qualifications.
1002.3 ASSIGNMENT OF ROTATIONAL DUTIES & SPECIAL ASSIGNMENTS
Assignments of duties and promotions are made by the Chief of Police or their designee.
•Promotions: The appointing authority for promotions is the City Manager, who makes
appointment decisions upon the recommendation of the Chief of Police.
•Special Assignments: The Chief of Police may appoint members to special
assignments pursuant to the terms of applicable collective bargaining agreements.
•Rotational Duties: The Chief of Police or their designee may, from time to time
and in their sole discretion, assign rotational duties to any member.
Policy 1002
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1002.3.1 GENERAL REQUIREMENTS
The following requirements should be considered when selecting a candidate for a special
assignment:
(a)Years of relevant experience
(b)Off probation
(c) Possession of or ability to obtain any certification required by the Minnesota Board of
Peace Officer Standards and Training or law
(d)Exceptional skills, experience, or abilities related to the special assignment
(e)Not on a Performance Improvement Plan
(f)Not the subject of an ongoing internal affairs investigation
1002.3.2 EVALUATION CRITERIA
The following criteria will be used in evaluating candidates for a special assignment:
(a)Presents a professional appearance.
(b) Maintains a physical condition that aids in their performance.
(c)Expressed an interest in the assignment.
(d)Demonstrates the following traits:
1.Emotional stability and maturity
2.Stress tolerance
3.Sound judgment and decision-making
4.Personal integrity and ethical conduct
5.Leadership skills
6.Initiative
7.Adaptability and flexibility
8.Ability to meet Department goals and objectives in a positive manner
9.Displaying commitment to the City of Golden Valley’s purpose, values, and
welcome statement.
1002.3.3 SELECTION PROCESS
The selection process for special assignments will include an administrative evaluation as
determined by the Chief of Police and Human Resources to include:
(a)Supervisor recommendations - Each supervisor who has supervised or otherwise
been involved with the candidate will submit a recommendation.
1.The supervisor recommendations will be submitted to the Assistant Chief for
whom the candidate will work.
(b)Assistant Chief interview - The Assistant Chief will schedule interviews with each
candidate.
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Promotions - 3
1.Based on supervisor recommendations and those of the Assistant Chief after
the interview, the Assistant Chief will submit his/her recommendations to the
Chief of Police.
(c)Assignment by the Chief of Police
(d)Confirmation by the City Manager
The selection process for all special assignment positions may be waived for temporary
assignments, emergency situations, training, and at the discretion of the Chief of Police.
1002.4 PROMOTIONAL REQUIREMENTS
Requirements and information regarding any promotional process are available at the Golden
Valley Human Resources Department.
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***DRAFT*** Grievance Procedure - 4
Golden Valley Police Department
Policy Manual
Grievance Procedure
1003.1
Members should reference the relevant collective bargaining agreement for the applicable
grievance procedure.
Policy 1003
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***DRAFT*** Anti-Retaliation - 1
Golden Valley Police Department
Policy Manual
Anti-Retaliation
1004.1 PURPOSE AND SCOPE
This policy prohibits retaliation against members who identify workplace issues, such as fraud,
waste, abuse of authority, gross mismanagement or any inappropriate conduct or practices,
including violations that may pose a threat to the health, safety or well-being of members.
This policy does not prohibit actions taken for nondiscriminatory or non-retaliatory reasons, such
as discipline for cause.
These guidelines are intended to supplement and not limit members' access to other applicable
remedies. Nothing in this policy shall diminish the rights or remedies of a member pursuant to any
applicable federal or state law, provision of the U.S. Constitution, law, ordinance, City policy, or
collective bargaining agreement.
1004.2 POLICY
The Golden Valley Police Department has a zero tolerance for retaliation and is committed
to taking reasonable steps to protect from retaliation members who, in good faith, engage in
permitted behavior or who report or participate in the reporting or investigation of workplace
issues. All complaints of retaliation will be taken seriously and will be promptly and appropriately
investigated.
1004.3 RETALIATION PROHIBITED
No member may retaliate against any person for engaging in lawful or otherwise permitted
behavior; for opposing a practice believed to be unlawful, unethical, discriminatory or retaliatory;
for reporting or making a complaint under this policy; or for participating in any investigation related
to a complaint under this or any other policy.
Retaliation includes any adverse action or conduct, including but not limited to:
•Refusing to hire or denying a promotion.
•Extending the probationary period.
•Unjustified reassignment of duties or change of work schedule.
•Real or implied threats or other forms of intimidation to dissuade the reporting of
wrongdoing or filing of a complaint, or as a consequence of having reported or
participated in protected activity.
•Taking unwarranted disciplinary action.
•Spreading rumors about the person filing the complaint or about the alleged
wrongdoing.
•Unreasonably avoiding or excluding a person because they have engaged in
protected activity.
Policy 1004
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1004.3.1 RETALIATION PROHIBITED FOR INTERVENING OR REPORTING
An officer shall not be retaliated against for intervening or reporting that another law enforcement
officer or a member used excessive force (Minn. Stat. § 626.8452 & 626.8475).
1004.4 COMPLAINTS OF RETALIATION
Any member who feels they have been retaliated against in violation of this policy should
promptly report the matter to any supervisor, command staff member, Chief of Police, human
resources, or the City Manager.
Members shall act in good faith, not engage in unwarranted reporting of trivial or minor deviations
or transgressions, and make reasonable efforts to verify facts before making any complaint in order
to avoid baseless allegations. Members shall not report or state an intention to report information
or an allegation knowing it to be false, with willful or reckless disregard for the truth or falsity of
the information or otherwise act in bad faith.
Investigations are generally more effective when the identity of the reporting member is known,
thereby allowing investigators to obtain additional information from the reporting member.
However, complaints may be made anonymously. All reasonable efforts shall be made to protect
the reporting member's identity. However, confidential information may be disclosed to the extent
required by law or to the degree necessary to conduct an adequate investigation and make a
determination regarding a complaint. In some situations, the investigative process may not be
complete unless the source of the information and a statement by the member is part of the
investigative process.
1004.5 SUPERVISOR RESPONSIBILITIES
Supervisors are expected to remain familiar with this policy and ensure that members under their
command are aware of its provisions.
The responsibilities of supervisors include, but are not limited to:
(a)Ensuring complaints of retaliation are properly reported.
(b)Receiving all complaints in a fair and impartial manner.
(c)Documenting the complaint and any steps taken to resolve the problem.
(d)Acknowledging receipt of the complaint, notifying the Chief of Police via the chain of
command and explaining to the member how the complaint will be handled.
(e) Taking appropriate and reasonable steps to mitigate any further violations of this
policy.
(f)Monitoring the work environment to ensure that any member making a complaint is
not subjected to further retaliation.
(g)Periodic follow-up with the complainant to ensure that retaliation is not continuing.
(h)Not interfering with or denying the right of a member to make any complaint.
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(i)Taking reasonable steps to accommodate requests for assignment or schedule
change made by a member who may be the target of retaliation if it would likely mitigate
the potential for further violations of this policy.
1004.6 COMMAND STAFF RESPONSIBILITIES
The Chief of Police should communicate to all supervisors the prohibition against retaliation.
Command staff shall treat all complaints as serious matters and shall ensure that prompt actions
take place, including but not limited to:
(a)Communicating to all members the prohibition against retaliation.
(b)Acknowledging receipt of the complaint, notifying the human resources manager of
the complaint.
(c)Ensuring complaints of retaliation are investigated as provided in the Personnel
Complaints Policy.
(d)The timely review of complaint investigations.
(e)Remediation of any inappropriate conduct or condition and instituting measures to
eliminate or minimize the likelihood of recurrence.
(f)The timely communication of the outcome to the complainant.
1004.7 WHISTLE-BLOWING
The Minnesota Whistleblower Act protects an employee who, in good faith (Minn. Stat. § 181.932):
(a) Communicates a violation of any law or rule to the Department or to any government
body or law enforcement official.
(b)Participates in an investigation, hearing, or inquiry at the request of a public body or
office.
(c)Refuses an order to perform an act that the employee objectively believes violates a
law, rule, or regulation, and informs the employer of the reason.
(d) Reports a situation where the quality of health care services provided by a health car e
facility or provider violates a state or federal standard and potentially places the public
at risk of harm.
(e)Communicates the findings of a technical or scientific study that the employee
believes, in good faith, to be truthful and accurate.
Members who believe they have been the subject of retaliation for engaging in such protected
behaviors should promptly report it to a supervisor. Supervisors should refer the complaint to
the Human Resources Department for investigation pursuant to the Personnel Complaints
Policy.
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1004.8 RECORDS RETENTION AND RELEASE
The Human Resources Department shall ensure that documentation of investigations is
maintained in accordance with the established records retention schedules.
1004.9 TRAINING
The policy should be reviewed with each new member.
All members should receive periodic refresher training on the requirements of this policy.
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***DRAFT*** Reporting of Employee Convictions and Court
Orders - 1
Golden Valley Police Department
Policy Manual
Reporting of Employee Convictions and Court
Orders
1005.1 PURPOSE AND SCOPE
Convictions of certain offenses may restrict or prohibit an employee’s ability to properly perform
official duties. Therefore, all employees shall be required to promptly notify the Department of any
past and current criminal convictions.
1005.2 DOMESTIC VIOLENCE CONVICTIONS AND RESTRAINING ORDERS
Minnesota and federal law prohibit individuals convicted of certain offenses and individuals subject
to certain court orders from lawfully possessing a firearm. Such convictions and court orders often
involve allegations of the use or attempted use of force or threatened use of a weapon on any
individual in a domestic relationship (e.g., spouse, cohabitant, parent, child) (18 USC § 922; Minn.
Stat. § 518B.01).
All members are responsible for ensuring that they have not been disqualified from possessing
a firearm by any such conviction or court order and shall promptly report any such conviction or
court order to a supervisor, as provided in this policy.
1005.3 CRIMINAL CONVICTIONS
Any person convicted of a felony is prohibited from being a peace officer in the State of Minnesota.
Any license of a peace officer convicted of a felony is automatically revoked (Minn. Stat. §
626.8431).
Even when legal restrictions are not imposed by statute or by the courts upon conviction of any
criminal offense, criminal conduct by a member of this department may prohibit him/her from
carrying out law enforcement duties.
Minn. Stat. § 624.713 prohibits ineligible persons from possessing a handgun or semi-automatic
assault weapon.
1005.3.1 COURT ORDERS
All employees shall promptly notify the department if they are a party to, or have been served
with, any court order from any jurisdiction.
1005.4 REPORTING PROCEDURE
All members of this department and all retired officers with an identification card issued by the
Department shall promptly notify their immediate supervisor (or the Chief of Police in the case of
retired officers) in writing of any past or current criminal arrest or conviction regardless of whether
the matter is currently on appeal and regardless of the penalty or sentence, if any. The Chief of
police shall notify the City Attorney.
All members and all retired officers with an identification card issued by the Department shall
further promptly notify their immediate supervisor (or the Chief of Police in the case of retired
Policy 1005
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Golden Valley Police Department
Policy Manual
Reporting of Employee Convictions and Court Orders
officers) in writing if the member or retiree becomes the subject of a domestic violence restraining
court order or similar court order.
Any member whose criminal conviction unduly restricts or prohibits that member from fully and
properly performing his/her duties may be disciplined including, but not limited to, being placed
on administrative leave, reassignment and/or termination.
Any member failing to provide prompt written notice pursuant to this policy shall be subject to
discipline or retiree identification revocation.
1005.5 CHEMICAL DEPENDENCY TREATMENT
If an officer is informally admitted to a treatment facility or program pursuant to Minn. Stat.
§253B.04 for chemical dependency he/she is not eligible to possess a pistol, unless the
officer possesses a certificate from the head of the treatment facility discharging or provisionally
discharging the officer from the treatment facility (Minn. Stat. § 624.713 Subd. 1(6)).
Officers in this situation shall promptly notify the Department or the human resources department.
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***DRAFT*** Drug- and Alcohol-Free Workplace - 3
Golden Valley Police Department
Policy Manual
Drug- and Alcohol-Free Workplace
1006.1 GENERAL GUIDELINES
Alcohol and drug use in the workplace or on department time can endanger the health and safety
of department members and the public. Members should refer to the Employee Handbook for the
Drug and Alcohol-Free Workplace policy.
Policy 1006
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***DRAFT*** Absence due to Illness - 4
Golden Valley Police Department
Policy Manual
Absence due to Illness
1007.1 PURPOSE AND SCOPE
Use of PTO, Sick Leave and ESST are governed by the Employee Handbook and the members'
collective bargaining agreements.
1007.2 NOTIFICATION
Except for ESST, all members should notify the Shift Sergeant or appropriate supervisor as soon
as they are aware that they will not be able to report to work and no less than two one hours
before the start of their scheduled shifts. If, due to an emergency, a member is unable to contact
the supervisor, every effort should be made to have a representative for the member contact the
supervisor. If, due to an emergency, a member cannot notify their supervisor two hours before the
start of a scheduled shift, they should notify their supervisor as soon as reasonably practicable.
When the necessity to be absent from work is foreseeable, such as planned medical appointments
or treatments, the member shall, whenever possible and practicable, provide the Department with
no less than 30 days' notice of the impending absence.
Members are responsible for ensuring their time off was appropriately accounted for, and for
completing and submitting the required documentation describing the type of time off used and
the specific amount of time taken.
1007.3 SUPERVISOR RESPONSIBILITIES
The responsibilities of supervisors include, but are not limited to:
(a)Monitoring and regularly reviewing the attendance of those under their command to
ensure that the use of sick leave and absences is consistent with this policy.
(b)Notifying Human Resources and payroll of an absence of three or more days to
determine whether the absence may qualify as family medical leave or ESST.
(c)Addressing absences and sick leave use in the member's performance evaluation
when excessive or unusual use has:
(a)Negatively affected the member's performance or ability to complete assigned
duties.
(b)Negatively affected department operations.
(d)When appropriate, counseling members regarding excessive absences and/or
inappropriate use of sick leave.
(e)Referring eligible members to an available employee assistance program when
appropriate.
Policy 1007
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***DRAFT*** Communicable Diseases - 1
Golden Valley Police Department
Policy Manual
Communicable Diseases
1008.1 PURPOSE AND SCOPE
This policy provides general guidelines to assist in minimizing the risk of department members
contracting and/or spreading communicable diseases.
1008.1.1 DEFINITIONS
Definitions related to this policy include:
Communicable disease - A human disease caused by microorganisms that are present in
and transmissible through human blood, bodily fluid, tissue, or by breathing or coughing. These
diseases commonly include, but are not limited to, hepatitis B virus (HBV), HIV and tuberculosis.
Exposure - When an eye, mouth, mucous membrane or non-intact skin comes into contact with
blood or other potentially infectious materials, or when these substances are injected or infused
under the skin; when an individual is exposed to a person who has a disease that can be passed
through the air by talking, sneezing or coughing (e.g., tuberculosis), or the individual is in an area
that was occupied by such a person. Exposure only includes those instances that occur due to
a member’s position at the Golden Valley Police Department. (See the exposure control plan for
further details to assist in identifying whether an exposure has occurred.)
1008.2 POLICY
The Golden Valley Police Department is committed to providing a safe work environment for its
members. Members should be aware that they are ultimately responsible for their own health and
safety.
1008.3 EXPOSURE CONTROL OFFICER
The Chief of Police will assign a person as the Exposure Control Officer (ECO). The ECO shall
develop an exposure control plan that includes:
(a) Exposure-prevention and decontamination procedures.
(b) Procedures for when and how to obtain medical attention in the event of an exposure
or suspected exposure.
(c)The provision that department members will have no-cost access to the appropriate
personal protective equipment (PPE) (e.g., gloves, face masks, eye protection, pocket
masks) for each member’s position and risk of exposure.
(d)Evaluation of persons in custody for any exposure risk and measures to separate
them.
(e)Compliance with all relevant laws or regulations related to communicable diseases,
including:
1.Responding to requests and notifications regarding exposures covered under
the Ryan White law (42 USC § 300ff-133; 42 USC § 300ff-136).
2.Exposure control mandates in 29 CFR 1910.1030 (Minn. R. 5206.0600).
Policy 1008
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3.Reporting cases and suspected cases of communicable diseases to the
Department of Public Health (Minn. R. 4605.7070; Minn. Stat. § 144.4804).
4.Notifying appropriate medical facilities regarding member exposures and
providing assistance locating source individuals, as applicable (Minn. Stat. §
144.7414)
The ECO should also act as the liaison with the Minnesota Occupational Safety and Health
Administration (MNOSHA) and may request voluntary compliance inspections. The ECO should
annually review and update the exposure control plan and review implementation of the plan.
1008.4 EXPOSURE PREVENTION AND MITIGATION
1008.4.1 GENERAL PRECAUTIONS
All members are expected to use good judgment and follow training and procedures related to
mitigating the risks associated with communicable disease. This includes, but is not limited to (29
CFR 1910.1030; Minn. R. 5206.0600):
(a)Stocking disposable gloves, antiseptic hand cleanser, CPR masks or other specialized
equipment in the work area or department vehicles, as applicable.
(b)Wearing department-approved disposable gloves when contact with blood, other
potentially infectious materials, mucous membranes and non-intact skin can be
reasonably anticipated.
(c)Washing hands immediately or as soon as feasible after removal of gloves or other
PPE.
(d)Treating all human blood and bodily fluids/tissue as if it is known to be infectious for
a communicable disease.
(e)Using an appropriate barrier device when providing CPR.
(f)Using a face mask or shield if it is reasonable to anticipate an exposure to an airborne
transmissible disease.
(g) Decontaminating non-disposable equipment (e.g., flashlight, control devices, clothing
and portable radio) as soon as possible if the equipment is a potential source of
exposure.
1.Clothing that has been contaminated by blood or other potentially infectious
materials shall be removed immediately or as soon as feasible and stored/
decontaminated appropriately.
(h) Handling all sharps and items that cut or puncture (e.g., needles, broken glass, razors,
knives) cautiously and using puncture-resistant containers for their storage and/or
transportation.
(i)Avoiding eating, drinking, smoking, applying cosmetics or lip balm, or handling contact
lenses where there is a reasonable likelihood of exposure.
(j)Disposing of biohazardous waste appropriately or labeling biohazardous material
properly when it is stored.
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1008.4.2 IMMUNIZATIONS
Members who could be exposed to HBV due to their positions may receive the HBV vaccine and
any routine booster at no cost (29 CFR 1910.1030; Minn. R. 5206.0600).
1008.5 POST EXPOSURE
1008.5.1 INITIAL POST-EXPOSURE STEPS
Members who experience an exposure or suspected exposure shall:
(a) Begin decontamination procedures immediately (e.g., wash hands and any other skin
with soap and water, flush mucous membranes with water).
(b)Obtain medical attention as appropriate.
(c)Notify a supervisor as soon as practicable.
1008.5.2 REPORTING REQUIREMENTS
The supervisor on-duty shall investigate every exposure or suspected exposure that occurs as
soon as possible following the incident. The supervisor shall ensure the following information is
documented (29 CFR 1910.1030; Minn. R. 5206.0600):
(a)Name of the member exposed
(b)Date and time of the incident
(c)Location of the incident
(d)Potentially infectious materials involved and the source of exposure (e.g., identification
of the person who may have been the source)
(e)Work being done during exposure
(f)How the incident occurred or was caused
(g)PPE in use at the time of the incident
(h)Actions taken post-event (e.g., clean-up, notifications)
The supervisor shall advise the member that disclosing the identity and/or infectious status of
a source to the public or to anyone who is not involved in the follow-up process is prohibited.
The supervisor should complete the incident documentation in conjunction with other reporting
requirements that may apply (see the Occupational Disease, Personal Injury and Death Reporting
Policy).
1008.5.3 MEDICAL CONSULTATION, EVALUATION AND TREATMENT
Department members shall have the opportunity to have a confidential medical evaluation
immediately after an exposure and follow-up evaluations as necessary.
The ECO should request a written opinion/evaluation from the treating medical professional that
contains only the following information (29 CFR 1910.1030; Minn. R. 5206.0600):
(a)Whether the member has been informed of the results of the evaluation.
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(b)Whether the member has been notified of any medical conditions resulting from
exposure to blood or other potentially infectious materials which require further
evaluation or treatment.
No other information should be requested or accepted by the ECO.
1008.5.4 COUNSELING
The Department shall provide the member, and his/her family if necessary, the opportunity for
counseling and consultation regarding the exposure (29 CFR 1910.1030; Minn. R. 5206.0600).
1008.5.5 SOURCE TESTING
Testing a person for communicable diseases when that person was the source of an exposure
should be done when it is desired by the exposed member or when it is otherwise appropriate.
Source testing is the responsibility of the ECO. If the ECO is unavailable to seek timely testing of
the source, it is the responsibility of the exposed member’s supervisor to ensure testing is sought.
Source testing may be achieved by:
(a)Obtaining consent from the individual.
(b)Seeking testing through the procedures of Minn. Stat. § 144.7401 to Minn. Stat. §
144.7415 through a licensed hospital or other emergency medical care facility.
Since there is the potential for overlap between the different manners in which source testing may
occur, the ECO is responsible for coordinating the testing to prevent unnecessary or duplicate
testing.
The ECO should seek the consent of the individual for testing and consult the City Attorney to
discuss other options when no statute exists for compelling the source of an exposure to undergo
testing if he/she refuses.
1008.6 CONFIDENTIALITY OF REPORTS
Medical information shall remain in confidential files and shall not be disclosed to anyone without
the member’s written consent (except as required by law). Test results from persons who may
have been the source of an exposure are to be kept confidential as well (Minn. Stat. § 144.7411).
1008.7 TRAINING
All members shall participate in training regarding communicable diseases commensurate with
the requirements of their position. The training (29 CFR 1910.1030; Minn. R. 5206.0700):
(a) Shall be provided at the time of initial assignment to tasks where an occupational
exposure may take place and at least annually after the initial training.
(b)Shall be provided whenever the member is assigned new tasks or procedures affecting
his/her potential exposure to communicable disease.
(c)Should provide guidance on what constitutes an exposure, what steps can be taken
to avoid an exposure and what steps should be taken if a suspected exposure occurs.
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***DRAFT*** Smoking and Tobacco Use - 5
Golden Valley Police Department
Policy Manual
Smoking and Tobacco Use
1009.1 PURPOSE AND SCOPE
This policy establishes limitations on smoking and the use of tobacco products by members and
others while on-duty or while in Golden Valley Police Department facilities or vehicles. This policy
is in addition to the Smoking and Tobacco use policy in the Employee Handbook.
1009.2 POLICY
The Golden Valley Police Department recognizes that tobacco use is a health risk and can be
offensive to others.
Smoking and tobacco use also presents an unprofessional image for the Department and its
members. Therefore smoking and tobacco use is prohibited by members while on duty.
1009.3 SMOKING AND TOBACCO USE
Smoking and tobacco use by members is prohibited anytime members are on duty.
It shall be the responsibility of each member to ensure that no person under their supervision
smokes or uses any tobacco product
1009.4 ADDITIONAL PROHIBITIONS
No employee shall smoke, even while out of view of the public or off-duty, in areas properly posted
with "No Smoking" notices nor shall any employee use tobacco products in any of the following
locations within the City:
(a)Public places and places of work, including both indoor and outdoor dining areas of
liquor and food establishments;
(b)Within 25 feet of entrances, exits, open windows, and ventilation intakes of public
places and places of work;
(c)Within 25 feet of any outdoor dining area at any liquor or food establishment;
(d)Public parks and recreation facilities; and
(e)Public school property (Minn. Stat. § 609.681; Minn. Stat. § 144.4165).
The Chief of Police or the authorized designee should ensure that proper signage is in place for
notice of areas where tobacco use is restricted (Minn. R. 4620.0500).
Policy 1009
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***DRAFT*** Personnel Complaints - 6
Golden Valley Police Department
Policy Manual
Personnel Complaints
1010.1 PURPOSE AND SCOPE
This policy provides guidelines for the reporting, investigation, and disposition of complaints
regarding the conduct or performance of members of the Golden Valley Police Department
(Minn. R. 6700.2200). A complaint is defined as communication, written, verbal or otherwise,
alleging that a department employee has engaged in an act that constitutes misconduct or
violates department policy, city policy, or federal/state law.
This policy shall not apply to any questioning, counseling, instruction, informal verbal
admonishment or other routine or unplanned contact of a member in the normal course of duty,
by a supervisor or any other member, nor shall this policy apply to a criminal investigation.
1010.2 POLICY
The Department takes all complaints seriously and will accept and address all complaints in
accordance with this policy and applicable federal, state, and local law, municipal and county
rules and any requirements established within collective bargaining agreements and/or
memorandum of understanding. Anyone who has personal knowledge of facts or who has
reliable hearsay information alleging the misconduct or improper conduct of a department
member may file a complaint. Misconduct means a violation of law, standards promulgated by
the Peace Officer Standards and Training Board, agency policy, or City policy. This policy will
ensure that Department employees and members of the public can report complaints without
concern for reprisal or retaliation. However, nothing in this policy shall prevent a supervisor from
giving instruction, constructive feedback, or conducting performance management in the course
of their normal duties.
1010.3 PERSONNEL COMPLAINTS
Personnel complaints include any allegation of misconduct or improper job performance that, if
true, would constitute a violation of department policy, City policy, or of federal, state or local
law, policy or rule. Personnel complaints may be generated internally or by the public.
Inquiries about conduct or performance that, if true, would not violate department policy or
federal, state or local law, policy or rule may be handled informally by a supervisor and shall not
be considered a personnel complaint. Such inquiries generally include clarification regarding
policy, procedures or the response to specific incidents by the Department.
Policy 1010
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1010.3.1 SOURCES OF COMPLAINTS
The following applies to the source of complaints:
(a)Personnel complaints may be generated internally or by the public (Citizen).
(b)Individuals from the public may make complaints in any form, including in writing, by
email, in person or by telephone. Any member of the public who becomes aware of
an alleged misconduct or GVPD staff performance issue should report it
immediately.
(c)Any department member or other City employee becoming aware of alleged
misconduct shall immediately notify a supervisor.
(d) Supervisors shall initiate a complaint based upon observed misconduct or receipt from
any source alleging misconduct that, if true, could result in disciplinary action.
(e)Anonymous and third-party complaints should be accepted and investigated to the
extent that sufficient information is provided.
(f)Employees and members of the public may elect to submit complaints to the
supervisor or Human Resources (HR) directly.
(g)Tort claims and lawsuits may generate a personnel complaint.
(h)The Minnesota Board of Peace Officer Standards and Training (POST) may refer
complaints alleging a violation of a statute or rule that the board is empowered to
enforce (Minn. Stat. § 214.10, Subd. 10).
(i)Any person making a complaint may be accompanied by an attorney or other
representative, including at the time the complaint is made.
(j)Any person wishing to file a complaint against the Chief of Police should be referred
to the City Manager for investigation by an outside investigator.
(k)The Chief of Police is responsible for ensuring that all notifications and
documentation throughout the complaint investigative resolution process are in
accordance with applicable department policy, City policy, Collective Bargaining
Agreements, and federal/state laws, including but not limited to the Peace Officers
Discipline Procedures Act.
1010.4 AVAILABILITY AND ACCEPTANCE OF COMPLAINTS
1010.4.1 COMPLAINT FORMS
Personnel complaint forms will be maintained in a clearly visible location in the public area of
the police facility and be accessible through the department website. Forms may also be available
at other City facilities.
Personnel complaint forms in languages other than English may also be provided, as determined
necessary or practicable.
1010.4.2 ACCEPTANCE
All complaints will be courteously accepted by any department member, or the Human
Resources Department (HR), and promptly given to the appropriate supervisor. Although written
complaints are preferred, a complaint may also be filed orally, either in person or by telephone.
Such complaints will be directed to a supervisor. If a supervisor is not immediately available to
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take an oral complaint, the receiving member shall obtain contact information sufficient for the
supervisor to contact the complainant. The supervisor, upon contact with the complainant, shall
complete and submit a complaint form as appropriate.
Although not required, complainants may be encouraged to file complaints in person when
necessary to obtain proper identification, signatures, photographs or physical evidence.
1010.4.3 COMPLAINT COPIES
After a complaint is filed, the accepting member should sign the document, keep a copy for
the department and provide a copy to the complainant. The accepting member should forward
the complaint to the appropriate Command Staff member. The Command Staff member shall
notify and work with HR to determine the nature of the complaint, whether the complaint
warrants further investigation, and what additional steps are required. If the complaint is made
directly to HR, HR shall notify and work with the Command Staff to determine the nature of the
complaint, whether the complaint warrants further investigation, and what additional steps are
required. If the allegations involve a member of the Command Staff, the member or HR staff
person who receives the complaint shall forward the complaint to the City Manager.
1010.5 DOCUMENTATION
Supervisors shall ensure that all complaints are documented on a complaint form and that, to
the extend possible, the complaint contains the date and time of the incident, a detailed
explanation of what occurred, a list of who was involved, and a list of any witnesses. The
supervisor shall ensure that the nature of the complaint is defined as clearly as possible.
All complaints and inquiries should also be documented in a log that records and tracks complaints.
The log shall include the nature of the complaint and the actions taken to address the complaint.
On an annual basis, the Department should audit the log and send an audit report to the Chief
of Police or the authorized designee and HR.
1010.6 PRELIMINARY REVIEW
All personnel complaints shall be initially forwarded to an Assistant Chief of Police who will
prepare a summary of the complaint and forward to the Chief of Police for a preliminary review to
determine if there is a basis or merit behind the submitted complaint.
If the Police Chief determines that there is no basis or merit behind the complaint, the complaint
will be considered closed, logged as provided in section 1010.5, and the complainant will be
notified in writing within 30 days from the date the allegations were determined to be exonerated
or unfounded.
If the preliminary investigation determines that there is a basis or merit behind the complaint, the
Chief of police shall resolve the complaint as soon as possible or move forward with an
administrative investigation and assign a member and Assistant Chief of Police to investigate the
complaint.
1010.7 ADMINISTRATIVE INVESTIGATIONS
Allegations of misconduct will be administratively investigated as follows (Minn. R. 6700.2200).
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1010.7.1 SUPERVISOR RESPONSIBILITIES
In general, the primary responsibility for the investigation of a personnel complaint shall rest with
the member's immediate supervisor, unless the supervisor is the complainant, or the supervisor
is the ultimate decision-maker regarding disciplinary action or has any personal involvement
regarding the alleged misconduct. The Chief of Police or the authorized designee may direct that
another supervisor investigate any complaint.
A supervisor who becomes aware of alleged misconduct shall take reasonable steps to prevent
aggravation of the situation.
The responsibilities of supervisors include, but are not limited to:
(a)Ensuring that upon receiving or initiating any formal complaint, a complaint form is
completed.
1. The original complaint form will be directed to the appropriate Assistant Chief of
Police via the chain of command, who, in cooperation with HR, will take
appropriate action and determine who will have responsibility for the
investigation.
2.In circumstances where the integrity of the investigation could be jeopardized by
reducing the complaint to writing or where the confidentiality of a complainant
is at issue, a supervisor shall orally report the matter to the member's Assistant
Chief or the Chief of Police, who will initiate appropriate action.
(b)Responding to all complaints in a courteous and professional manner.
(c)Resolving those personnel complaints that can be resolved immediately.
1. Follow-up contact with the complainant should be made within 24 hours of
the Department receiving the complaint to confirm receipt.
2.If the matter is resolved and no further action is required, the supervisor will note
the resolution on a complaint form and forward the form to the appropriate
Assistant Chief of Police and HR.
(d) Ensuring that upon receipt of a complaint involving allegations of a potentially serious
nature, the Shift Sergeant and Command Staff are notified via the chain of
command as soon as practicable.
(e)Promptly contacting the Department of Human Resources and Command Staff for
direction regarding their roles in addressing a complaint that relates to sexual, racial,
ethnic or other forms of prohibited harassment or discrimination.
(f)Forwarding unresolved personnel complaints to the Command Staff, who will, in
cooperation with HR, determine whether to contact the complainant or assign the
complaint for investigation.
(g) Informing the complainant of the investigator’s name and the complaint number within
three days after assignment.
(h)Investigating a complaint as follows:
1. Making reasonable efforts to obtain names, addresses and telephone numbers
of witnesses.
2.When appropriate, ensuring immediate medical attention is provided and
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photographs of alleged injuries and accessible uninjured areas are taken.
(i)Ensuring that the procedural rights of the accused member are followed.
(j)Ensuring interviews of the complainant are generally conducted during reasonable
hours.
1010.7.2 EXTERNAL INVESTIGATIONS
The Chief of Police or City Manager may request that an outside agency conduct an investigation
anytime either the Chief of Police or the City Manager determines an external investigation is
appropriate.
This department should not conduct an investigation when a member of the Command Staff is
the subject of the complaint. An external investigation should be requested through the City
Manager.
1010.7.3 ADMINISTRATIVE INVESTIGATION PROCEDURES
Whether conducted by an assigned memberor an external investigator, the following shall apply
to members covered by the Peace Officer Discipline Procedures Act (Minn. Stat. § 626.89):
(a)Interviews of an accused member shall be conducted during reasonable hours and
preferably when the member is on-duty (Minn. Stat. § 626.89, Subd. 7). If the member
is off-duty, they shall be compensated.
(b)Unless waived by the member, interviews of an accused member shall be at
the Golden Valley Police Department or at a place agreed upon by the accused
member (Minn. Stat. § 626.89, Subd. 4).
(c)Prior to any interview, a member should be informed of the nature of the investigation.
1. The member shall be given a copy of any written complaint signed by the
complainant (Minn. Stat. § 626.89, Subd. 5).
(d)All interviews should be for a reasonable period and the member's personal needs
should be accommodated (Minn. Stat. § 626.89, Subd. 7).
(e)No member should be subjected to offensive or threatening language, nor shall any
promises, rewards or other inducements be used to obtain answers.
(f)Any member refusing to answer questions directly related to the investigation may
be ordered to answer questions administratively and may be subject to discipline for
failing to do so.
1.A member should be given an order to answer questions in an administrative
investigation that might incriminate the member in a criminal matter only after
the member has been given a Garrity advisement. Administrative investigators
should consider the impact that compelling a statement from the member
may have on any related criminal investigation and should take reasonable
steps to avoid creating any foreseeable conflicts between the two related
investigations. This may include conferring with the person in charge of the
criminal investigation (e.g., discussion of processes, timing, implications).
2.No information or evidence administratively coerced from a member may be
provided to anyone involved in conducting the criminal investigation or to any
prosecutor.
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(g)The interviewer shall record all interviews of members and witnesses. The member
may also record the interview. A complete copy or transcript of the interview must be
made available to the member upon written request without charge or undue delay. If
the member has been previously interviewed, a copy of that recorded interview shall
be provided to the member prior to any subsequent interview (Minn. Stat. § 626.89,
Subd. 8).
(h)All members subjected to interviews that could result in discipline have the right to
have an uninvolved representative or attorney present before or during the interview
(Minn. Stat. § 626.89, Subd. 9). When a member requests a representative or
attorney, no interview may be taken until a reasonable opportunity is provided for the
member to obtain that person's presence. However, in order to maintain the integrity
of each individual's statement, involved members shall not consult or meet with a
representative or attorney collectively or in groups prior to being interviewed.
(i) All members shall provide complete and truthful responses to questions posed during
interviews.
(j)No member may be compelled to submit to a polygraph examination, nor shall any
refusal to submit to such examination be mentioned in any investigation.
(k)Before a formal statement is taken, the member shall be advised in writing or on the
record that admissions made may be used as evidence of misconduct or a basis for
discipline (Minn. Stat. § 626.89, Subd. 10).
(l)A member may not be required to produce financial records (Minn. Stat. § 626.89,
Subd. 11).
(m)A member's photograph will not be released unless allowed by law (Minn. Stat. §
626.89, Subd. 12).
1010.7.4 ADMINISTRATIVE INVESTIGATION FORMAT
Investigations of personnel complaints shall be thorough, complete and essentially follow this
format:
•Introduction - Include the identity of the members, the identity of the assigned
investigators, the initial date and source of the complaint.
•Synopsis - Provide a brief summary of the facts giving rise to the investigation.
•Summary - List the allegations separately, including applicable policy sections, with a
brief summary of the evidence relevant to each allegation. A separate recommended
finding should be provided for each allegation.
•Evidence - Each allegation should be set forth with the details of the evidence applicable
to each allegation provided, including comprehensive summaries of member and witness
statements. Other evidence related to each allegation should also be detailed in this
section.
•Conclusion - A recommendation regarding further action or disposition should be
provided.
•Exhibits - A separate list of exhibits (e.g., recordings, photos, documents) should be
attached to the report.
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1010.7.5 DISPOSITIONS
Each personnel complaint shall be classified with one of the following dispositions:
•Unfounded - When the investigation discloses that the alleged acts did not occur or did
not involve department members. Complaints that are determined to be frivolous will fall
within the classification of unfounded.
•Exonerated - When the investigation discloses that the alleged act occurred but that the
act was justified, lawful and/or proper.
•Not sustained - When the investigation discloses that there is insufficient evidence to
sustain the complaint or fully exonerate the member.
•Sustained - When the investigation discloses sufficient evidence to establish that the act
occurred and that it constituted misconduct.
If an investigation discloses misconduct or improper job performance that was not alleged in
the original complaint, the investigator shall take appropriate action with regard to any additional
allegations.
The Chief of Police may authorize that any investigation be re-opened any time substantial new
evidence is discovered concerning the complaint.
1010.7.6 COMPLETION OF INVESTIGATIONS
Every investigator or supervisor assigned to investigate a personnel complaint or other alleged
misconduct shall proceed with due diligence in an effort to complete the investigation within one
year from the date of discovery by an individual authorized to initiate an investigation.
1010.7.7 NOTICE TO COMPLAINANT OF INVESTIGATION STATUS
The member conducting the investigation shall provide the complainant with periodic updates on
the status of the investigation, as appropriate and consistent with the provisions of the Minnesota
Government Data Practices Act (MGDP) (Minn. Stat. § 13.43, Subd. 2; Minn. R. 6700.2200).
1010.8 ADMINISTRATIVE SEARCHES
Assigned lockers, storage spaces and other areas, including desks, offices and vehicles, may be
searched as part of an administrative investigation upon a reasonable suspicion of misconduct.
Such areas may also be searched any time by a supervisor for non-investigative purposes, such
as obtaining a needed report, radio or other document or equipment.
1010.9 ADMINISTRATIVE LEAVE
When a complaint of misconduct is of a serious nature, or when circumstances indicate that
allowing the accused to continue to work would adversely affect the mission of the Department,
the City Manager, upon recommendation of the Chief of Police, may temporarily assign an
accused employee to administrative leave. Any employee placed on administrative leave:
(a)May be required to relinquish any department badge, identification, assigned weapons
and any other department equipment.
(b)Shall be required to continue to comply with all policies and lawful orders of a
supervisor.
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(c)May be temporarily reassigned to a different shift, generally a normal business-hours
shift, during the investigation. The employee may be required to remain available for
contact at all times during such shift, and shall report as ordered.
(d)Shall be served with a Notice Administrative Leave Form detailing specific
requirements and expectations during such leave.
This section shall not preclude the Command Staff from placing employees on temporary leave
for circumstances unrelated to a personnel complaints.
1010.10 CRIMINAL INVESTIGATION
Where a member is accused of potential criminal conduct, a separate member or outside
investigator shall be assigned to investigate the criminal allegations apart from any administrative
investigation. Any separate administrative investigation may parallel a criminal investigation.
The Chief of Police and City Manager shall be notified as soon as practicable when a member is
accused of criminal conduct. The Chief of Police may request a criminal investigation by an
outside law enforcement agency.
A member accused of criminal conduct shall be provided with all rights afforded to a civilian.
The member should not be administratively ordered to provide any information in the criminal
investigation.
The Golden Valley Police Department may release information concerning the arrest or detention
of any member, including an officer, that has not led to a conviction. No disciplinary action should
be taken until an independent administrative investigation is conducted.
The Chief of Police may postpone making a decision on an administrative investigation until any
related criminal charges are resolved. The complainant and involved member should be informed
of this decision.
1010.11 POST-ADMINISTRATIVE INVESTIGATION PROCEDURES
Upon completion of a formal investigation, an investigation report should be forwarded to the Chief
of Police and HR through the chain of command. Each level of command should review and
include their comments in writing before forwarding the report. The Chief of Police may accept
or modify any classification or recommendation for disciplinary action.
1010.11.1 COACHING
Coaching is appropriate for addressing minor infractions or when there is a need for performance
improvement. It serves as a developmental tool aimed at fostering growth and enhancing skills,
thereby enabling personnel to meet departmental standards and expectations. Coaching should
be employed as a proactive measure to guide officers in understanding their roles and
responsibilities more effectively. Coaching may not be used to address repeated violations or
instances of misconduct, or as a means to avoid discipline.
1010.11.2 DISCIPLINE
Discipline is necessary when dealing with repeated violations or instances of misconduct. The
primary objective of discipline is to ensure accountability and to correct behavior that undermines
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the integrity and function of the department. Discipline should be applied in a manner that is fair,
consistent, and in accordance with established departmental policies and collective bargaining
agreements. Disciplinary action may include, but is not limited to (Minn. R. 6700.2200):
(a)Oral reprimand.
(b) Written reprimand.
(c)Suspension.
(d)Demotion.
(e)Discharge.
1010.11.3 ASSISTANT CHIEF RESPONSIBILITIES
Upon receipt of any completed personnel investigation, the Assistant Chief of the involved member
shall review the entire investigative file, the member's personnel file and any other relevant
materials.
The Assistant Chief shall prepare a written recommendation regarding the disposition of any
allegations and the amount of discipline, if any, to be imposed.
Prior to forwarding recommendations to the Chief of Police, the Assistant Chief may return the
entire investigation to the assigned investigator or supervisor for further investigation or action.
When forwarding any written recommendation to the Chief of Police, the Assistant Chief shall
include all relevant materials supporting the recommendation. Actual copies of a member's
existing personnel file need not be provided and should, where relevant be incorporated by
reference.
1010.11.4 CHIEF OF POLICE RESPONSIBILITIES
Upon receipt of any written recommendation regarding the disposition of any allegations or for
disciplinary action, the Chief of Police shall review the recommendation and all accompanying
materials. The Chief of Police may modify any recommendation or may return the file to the
Assistant Chief for further investigation or action.
Once the Chief of Police is satisfied that no further investigation or action is required by staff,
the Chief of Police shall determine the amount of discipline, if any, that should be imposed. All
complaints resulting in disciplinary action shall be reviewed by HR and the City Attorney prior to
any discipline being imposed.
In the event disciplinary action is proposed, the Chief of Police shall, in accordance with any
requirements of the applicable collective bargaining agreement, provide the member with a
written notice and the following:
(a)Access to all of the materials considered by the Chief of Police in recommending the
proposed discipline.
(b)An opportunity to respond orally or in writing to the Chief of Police within five days of
receiving the notice.
1. Upon a showing of good cause by the member, the Chief of Police may grant a
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reasonable extension of time for the member to respond.
2.If the member elects to respond orally, the presentation shall be recorded by
the Department. Upon request, the member shall be provided with a copy of the
recording.
Once the member has completed their response or if the member has elected to waive any such
response, the Chief of Police shall consider all information received in regard to the recommended
discipline. The Chief of Police shall render a timely written decision to the member and specify
the grounds and reasons for discipline and the effective date of the discipline. Once the Chief of
Police has issued a written decision, the discipline shall become effective.
1010.11.5 PRE-DISCIPLINE EMPLOYEE RESPONSE
The pre-discipline process is intended to provide the accused employee with an opportunity to
present a written or oral response to the Chief of Police after having had an opportunity to review
the supporting materials and prior to imposition of any recommended discipline. The employee
shall consider the following:
(a)The response is not intended to be an adversarial or formal hearing.
(b) Although the employee may be represented by an uninvolved representative or legal
counsel, the response is not designed to accommodate the presentation of testimony
or witnesses.
(c)The employee may suggest that further investigation could be conducted or the
employee may offer any additional information or mitigating factors for the Chief of
Police to consider.
(d)In the event that the Chief of Police elects to cause further investigation to be
conducted, the employee shall be provided with the results prior to the imposition of
any discipline.
(e)The employee may thereafter have the opportunity to further respond orally or in
writing to the Chief of Police on the limited issues of information raised in any
subsequent materials.
1010.11.6 MINNESOTA POST INVESTIGATIONS
The Minnesota POST Board may require an administrative investigation based upon a complaint
alleging a violation of a statute or rule that the board is empowered to enforce.
Any such misconduct allegation or complaint assigned to this department shall be completed and
a written summary submitted to the POST executive director within 30 days of the order for inquiry
(Minn. Stat. § 214.10, Subd. 10).
The Department shall cooperate with POST's investigation and provide requested information
unless (Minn. Stat. § 626.8457):
(a)There is an active criminal investigation or active criminal proceeding regarding the
same incident or misconduct that is being investigated by POST.
(b)An active internal investigation exists regarding the same incident or misconduct that
is being investigated by POST during 45 days from the time the request was made by
POST. The Chief of Police or the authorized designee shall comply with the request
upon completion of the internal investigation or once 45 days has passed, whichever
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occurs first.
1010.11.7 NOTICE OF FINAL DISPOSITION TO THE COMPLAINANT
The Chief of Police or the authorized designee shall ensure that the complainant is notified of the
disposition (i.e., sustained, not sustained, exonerated, unfounded) of the complaint. Notice must
be consistent with the provisions of the MGDP (Minn. Stat. § 13.43, Subd. 2; Minn. R. 6700.2200).
The Chief of Police shall notify HR of the final disposition and provide copies of all
documentation related to the complaint process, investigation, and resolution for record
keeping/retention. HR shall file all documents in accordance with section 10.10.15 of this policy.
1010.12 RESIGNATIONS/RETIREMENTS PRIOR TO DISCIPLINE
In the event that a member tenders a written resignation or notice of retirement prior to the
imposition of discipline, it shall be noted in the file. The tender of a resignation or retirement by
itself shall not serve as grounds for the termination of any pending investigation or discipline.
1010.13 POST-DISCIPLINE APPEAL RIGHTS
Non-probationary employees have the right to appeal using the procedures established by any
collective bargaining agreement or personnel rules (Minn. R. 6700.2200).
Employees covered by the Veterans Preference Act are entitled to written notice of the right to
request a hearing within 30 days of receipt of the notice of intent to terminate, suspend or demote.
Failure to request the hearing in the time specified waives the right to the hearing and all other
legal remedies. Any hearing shall be held in compliance with law (Minn. Stat. § 197.46).
1010.14 PROBATIONARY EMPLOYEES AND OTHER MEMBERS
At-will and probationary employees and members other than non-probationary employees may
be disciplined and/or released from employment without adherence to any of the procedures set
out in this policy, and without notice or cause at any time. These individuals are not entitled to
any rights under this policy except for employees covered by the Veterans Preference Act (Minn.
Stat. § 197.46). However, any of these individuals released for misconduct may be afforded an
opportunity solely to clear their names, which shall be limited to a single appearance before the
City Manager or their authorized designee (Minn. R. 6700.2200).
Any probationary period may be extended at the discretion of the Chief of Police in cases where the
individual has been absent for more than a week or when additional time to review the individual
is considered to be appropriate.
1010.15 RETENTION OF PERSONNEL INVESTIGATION FILES
All personnel complaints shall be maintained in accordance with the established records retention
schedule and as described in the Personnel Records Policy.
1010.15.1 CONFIDENTIALITY OF PERSONNEL FILES
All active investigations of alleged misconduct and personnel complaints shall be considered
confidential and maintained separately from peace officer personnel files. The contents of such
files shall not be revealed to other than the involved member or authorized personnel, except
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pursuant to lawful process, such as Minn. R. 6700.2500. Data in closed files shall be treated as
private or public data depending on whether discipline was imposed upon the member and
whether the member is a public official as defined by Minn. Stat. § 13.43.
1010.15.2 LETTERS OF DISCIPLINE AND REPRIMANDS
Letters of discipline and reprimands may only be placed in a member’s personnel file after they
are received by the member (see generally Minn. Stat. § 626.89, Subd. 13).
1010.16 REQUIRED REPORTING TO POST
The Chief of Police or the authorized designee shall notify POST of certain officer personnel
events, including but not limited to:
(a)A termination or resignation of an officer who is the subject of an internal or criminal
investigation due to alleged misconduct regardless of whether the investigation has
been initiated or completed, or whether the officer was criminally charged (Minn. Stat.
§ 626.8457, Subd. 4).
(b) The violation of a required POST model policy identified in Minn. R. 6700.1615 (Minn.
R.6700.1615, Subd. 2).
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Seat Belts
1011.1 PURPOSE AND SCOPE
This policy establishes guidelines for the use of seat belts and child restraints. This policy will
apply to all members operating or riding in department vehicles (Minn. Stat. § 169.686).
1011.1.1 DEFINITIONS
Definitions related to this policy include:
Child restraint system - An infant or child passenger restraint system that meets Federal Motor
Vehicle Safety Standards (FMVSS) and Regulations set forth in 49 CFR 571.213 (Minn. Stat. §
169.685).
1011.2 POLICY
It is the policy of the Golden Valley Police Department that members use safety and child restraint
systems to reduce the possibility of death or injury in a motor vehicle collision.
1011.3 WEARING OF SAFETY RESTRAINTS
All members shall wear properly adjusted safety restraints when operating or riding in a seat
equipped with restraints, in any vehicle owned, leased or rented by the City while on- or off-duty,
or in any privately owned vehicle while on-duty. The member driving such a vehicle shall ensure
that all other occupants, including those who are not members of the Department, are properly
restrained (Minn. Stat. § 169.686).
Exceptions to the requirement to wear safety restraints may be made only in exceptional situations
where, due to unusual circumstances, wearing a seat belt would endanger the department
member or the public. Members must be prepared to justify any deviation from this requirement.
1011.4 TRANSPORTING CHILDREN
All children younger than 8 years of age and shorter than 4 feet 9 inches tall shall be
restrained in a child passenger safety seat system (Minn. Stat. § 169.685, Subd . 5(b)).
Rear seat passengers in a cage-equipped vehicle may have reduced clearance, which requires
careful seating and positioning of seat belts. Due to this reduced clearance, and if permitted by
law, children and any child restraint system may be secured in the front seat of such vehicles
provided this positioning meets federal safety standards and the vehicle and child restraint system
manufacturer's design and use recommendations. In the event that a child is transported in the
Policy 1011
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front seat of a vehicle, the seat should be pushed back as far as possible and the passenger-
side airbag should be deactivated. If this is not possible, members should arrange alternate
transportation when feasible.
1011.5 TRANSPORTING SUSPECTS, PRISONERS OR ARRESTEES
Suspects, prisoners and arrestees should be in a seated position and secured in the rear seat of
any department vehicle with a prisoner restraint system or, when a prisoner restraint system is
not available, by seat belts provided by the vehicle manufacturer. The prisoner restraint system
is not intended to be a substitute for handcuffs or other appendage restraints.
Prisoners in leg restraints shall be transported in accordance with the Handcuffing and Restraints
Policy.
1011.6 INOPERABLE SEAT BELTS
Department vehicles shall not be operated when the seat belt in the driver's position is inoperable.
Persons shall not be transported in a seat in which the seat belt is inoperable.
Department vehicle seat belts shall not be modified, removed, deactivated or altered in any
way, except by the vehicle maintenance and repair staff, who shall do so only with the express
authorization of the Chief of Police.
Members who discover an inoperable restraint system shall report the defect to the appropriate
supervisor. Prompt action will be taken to replace or repair the system.
1011.7 VEHICLES MANUFACTURED WITHOUT SEAT BELTS
Vehicles manufactured and certified for use without seat belts or other restraint systems are
subject to the manufacturer’s operator requirements for safe use.
1011.8 VEHICLE AIRBAGS
In all vehicles equipped with airbag restraint systems, the system will not be tampered with or
deactivated, except when transporting children as written elsewhere in this policy. All equipment
installed in vehicles equipped with airbags will be installed as per the vehicle manufacturer
specifications to avoid the danger of interfering with the effective deployment of the airbag device.
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Ballistic Vests
1012.1 PURPOSE AND SCOPE
The purpose of this policy is to provide law enforcement officers with guidelines for the proper
use of ballistic vests.
1012.2 POLICY
It is the policy of the Golden Valley Police Department to maximize officer safety through the use
of ballistic vests in combination with prescribed safety procedures. While ballistic vests provide
a significant level of protection, they are not a substitute for the observance of officer safety
procedures. The use of any tactical equipment beyond ballistic vests shall be approved by a
member of the Command Staff.
1012.3 ISSUANCE OF BODY ARMOR
The Training Sergeant shall ensure that body armor is issued to all officers when the officer
begins service at the Golden Valley Police Department and that, when issued, the ballistic vest
meets or exceeds the standards of the National Institute of Justice.
The Training Sergeant shall establish a ballistic vest replacement schedule and ensure that
replacement ballistic vests are issued pursuant to the schedule or whenever the ballistic vest
becomes worn or damaged to the point that its effectiveness or functionality has been
compromised.
1012.3.1 USE OF BALLISTIC VESTS
Generally, the use a ballistic vest is required subject to the following:
(a)Officers shall only wear agency-approved ballistic vests.
(b)Officers shall wear ballistic vests anytime they are in a situation where they could
reasonably be expected to take enforcement action.
(c)Officers shall wear other body armor anytime they are in a situation where they
could reasonably be expected to take enforcement action and the use is approved
or directed by the Command Staff or their designee.
(d)Officers may be excused from wearing a ballistic vest when they are functioning
primarily in an administrative or support capacity and could not reasonably be
expected to take enforcement action.
(e)Ballistic vests shall be worn when an officer is working in uniform or taking part in
Department range training.
(f)An officer may be excused from wearing a ballistic vest when they are involved
in undercover or plainclothes work that their supervisor determines could be
compromised by wearing a ballistic vest, or when a supervisor determines that other
circumstances make it inappropriate to mandate wearing a ballistic vest.
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1012.3.2 INSPECTIONS OF BODY ARMOR
Supervisors should ensure that ballistic vests are worn and maintained in accordance with this
policy through routine observation and periodic documented inspections. Annual inspections
of ballistic vests should be conducted by an authorized designee for fit, cleanliness and signs of
damage, abuse and wear.
1012.3.3 CARE AND MAINTENANCE OF BALLISTIC VESTS
Ballistic vests should never be stored for any period of time in an area where environmental
conditions (e.g., temperature, light, humidity) are not reasonably controlled (e.g., normal ambient
room temperature/humidity conditions), such as in automobiles or automobile trunks.
Ballistic vests should be cared for and cleaned pursuant to the manufacturer’s care instructions
provided with the ballistic vests. The instructions can be found on labels located on the external
surface of each ballistic panel. The carrier should also have a label that contains care instructions.
Failure to follow these instructions may damage the ballistic performance capabilities of the vests.
If care instructions for the ballistic vests cannot be located, contact the manufacturer to request
care instructions.
Ballistic vests should not be exposed to any cleaning agents or methods not specifically
recommended by the manufacturer, as noted on the vest panel label.
1012.4 TRAINING SERGEANT RESPONSIBILITIES
The Training Sergeant should:
(a) Monitor technological advances in the ballistic vest industry for any appropriate
changes to Department approved ballistic vests.
(b)Assess weapons and ammunition currently in use and the suitability of approved
ballistic vests to protect against those threats.
(c)Provide training that educates officers about the safety benefits of wearing ballistic
vests.
(d)Collect ballistic vests, along with other Department issued equipment, upon separation
of employment of any Member.
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Personnel Records
1013.1 PURPOSE AND SCOPE
This policy governs maintenance and access to personnel data. Personnel data includes any file
maintained under an individual member's name.
Without regard to where and how stored, all data about a current or former employee or applicant
for employment shall be defined and classified as personnel data consistent with Minn. Stat. §
13.43. All data relating to a criminal investigation of a current or former employee or applicant
shall be defined and classified as criminal data consistent with Minn. Stat. § 13.82.
1013.2 POLICY
It is the policy of this department to maintain personnel data and preserve the confidentiality of
personnel data pursuant to the Constitution and the laws of Minnesota (Minn. Stat. § 13.43). All
personnel records are maintained by the Human Resources Department and accessible to
employees as provided by law. Personnel records may be stored in the following locations,
among others: the personnel file, the supervisor file, the training file, the medical file, and
employee assistance records.
1013.3 PERSONNEL FILE
The personnel file shall be maintained by the Human Resources Department as a record of a
person’s employment/appointment with this Department. The personnel file should contain, at a
minimum:
(a)Personal data, including photographs, marital status, names of family members,
educational and employment history or similar information. A photograph of the
member should be permanently retained.
(b)Application materials.
(c)Election of employee benefits.
(d)Personnel action reports reflecting assignments, promotions and other changes in
employment/appointment status. These should be permanently retained.
(e)Original performance evaluations. These should be permanently maintained.
(f)Discipline records, including copies of sustained personnel complaints and
corresponding investigative files.
(g) Adverse comments such as supervisor notes or memos may be retained in
the department file after the member has had the opportunity to read and initial the
comment.
1.Once a member has had an opportunity to read and initial any adverse comment,
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the member shall be given the opportunity to respond in writing to the adverse
comment.
2.Any member response shall be attached to and retained with the original adverse
comment.
3.If a member refuses to initial or sign an adverse comment, at least one supervisor
should note the date and time of such refusal on the original comment. Such a
refusal, however, shall not be deemed insubordination, nor shall it prohibit the
entry of the adverse comment into the member's file.
(h)Commendations and awards.
(i)Any other information, the disclosure of which would constitute an unwarranted
invasion of personal privacy.
1013.4 SUPERVISOR FILE
Supervisor files may be separately maintained internally by a member's supervisor for the
purpose of completing timely performance evaluations. The supervisor file may contain
supervisor comments, notes, notices to correct, coaching memos, and other materials that are
intended to serve as a foundation for the completion of timely performance evaluations.
1013.5 TRAINING FILE
The Police department shall maintain an individual training file for each member containing
records of all training; original or photocopies of available certificates, and documentation of all
education and firearms qualifications. Training records may also be created and stored remotely,
either manually or automatically (e.g., Daily Training Bulletin (DTB) records).
(a)The involved member is responsible for providing the assigned Training Sergeant or
immediate supervisor with evidence of completed training/education in a timely
manner.
(b) The assigned Training Sergeant or supervisor shall ensure that copies of such
training records are placed in the member’s training file.
1013.6 MEDICAL FILE
The Human Resources department shall maintain a private medical file separately from all other
personnel data and shall contain all documents relating to the member’s medical condition and
history, including but not limited to:
(a)Materials relating to a medical leave of absence, including leave under the Family and
Medical Leave Act (FMLA).
(b)Documents relating to workers’ compensation claims or the receipt of short- or long-
term disability benefits.
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(c)Fitness-for-duty examinations, psychological and physical examinations, follow-up
inquiries and related documents.
(d) Medical release forms, doctor’s slips and attendance records that reveal a member’s
medical condition.
(e)Any other documents or materials that reveal the member’s medical history or
medical condition, including past, present or future anticipated mental, psychological
or physical limitations.
1013.7 EMPLOYEE ASSISTANCE RECORDS
Employee assistance records must be kept separate from personnel records and shall not become
part of an employee’s personnel file (Minn. Stat. § 181.980, Subd. 3).
1013.8 SECURITY
Personnel data should be maintained in a secured location and locked either in a cabinet or
access-controlled room. Personnel data maintained in an electronic format should have adequate
password protection and access shall only be granted to those City employees with a business
need to know.
Any personnel data not deemed public data is private and shall not be subject to disclosure except
as provided by the Minnesota Government Data Practices Act, the City of Golden Valley’s Data
Practices policy, this policy, the Records Maintenance and Release Policy, according to
applicable discovery procedures, or with the member’s written consent (Minn. Stat. § 13.43;
Minn. Stat. § 181.967, Subd. 4).
Nothing in this policy is intended to preclude review of personnel data by the City Manager, City
Attorney or other attorneys or representatives of the City in connection with official business.
1013.8.1 REQUESTS FOR DISCLOSURE
Any member receiving a request for personnel data shall promptly notify the police department
data designee, their supervisor, or the City’s Data Practices Compliance Official.
Upon receipt of any such request, the responsible person shall notify the affected member as
soon as practicable that such a request has been made.
The responsible person shall further ensure that an appropriate response to the request is made
in a timely manner, consistent with applicable law. In many cases, this may require assistance
of the Data Practices Compliance Official or the City Attorney.
All requests for disclosure that result in access to a member’s personnel data shall be logged in
the City’s data practices request log, which shall be maintained according to the City’s Data
Retention Schedule.
1013.8.2 RELEASE OF PRIVATE DATA
Except as provided by this policy, pursuant to lawful process, or pursuant to state law or court
order, no private data shall be disclosed without the written consent of the employee or as
otherwise allowed by law (Minn. Stat. § 13.43; Minn. Stat. § 181.967, Subd. 4).
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1013.9 MEMBER ACCESS TO THEIR OWN PERSONNEL RECORDS
Upon request, any member may request access to their own personnel file as set forth in Minn.
Stat. § 181.961.
Any member seeking the removal of any item from their personnel files shall file a written request to
the Chief of Police through the chain of command. The Department shall remove any such item if
appropriate and allowed by law, or within 30 days provide the member with a written explanation
of why the contested item will not be removed. If the contested item is not removed from the file,
the member’s request and the written response from the Department shall be retained with the
contested item in the member’s corresponding personnel file. If the contested item is ultimately
removed, the written responses shall also be removed (Minn. Stat. § 181.962, Subd. 1). An
employee not satisfied with this resolution may seek such other remedies as are authorized by
the Minnesota Government Data Practices Act.
Members may be restricted from accessing files containing any of the following information:
(a)An ongoing internal affairs investigation to the extent that it could jeopardize or
compromise the investigation pending final disposition or notice to the member of the
intent to discipline.
(b)Confidential portions of internal affairs files that have not been sustained against the
member.
(c)Letters of reference concerning employment/appointment, licensing or issuance of
permits regarding the member.
(d)Any portion of a test document, except the cumulative total test score for either a
section of the test document or for the entire test document.
(e)Materials used by the Department for staff management planning, including judgments
or recommendations concerning future salary increases and other wage treatments,
management incentive plans, promotions and job assignments or other comments
or ratings used for department planning purposes.
(f)Information of a personal nature about a person other than the member if disclosure of
the information would constitute a clearly unwarranted invasion of the other person's
privacy.
(g)Records relevant to any other pending claim between the Department and the member
that may be discovered in a judicial proceeding.
1013.10 RETENTION AND PURGING
Personnel data shall be maintained in accordance with the established records retention
schedule and the Minnesota Government Data Practices Act.
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(a)If a supervisor determines that records of prior discipline should be retained beyond
the required period, approval for such retention should be obtained through the chain
of command from the Chief of Police and the City’s Data Practices Compliance
Official.
(b)If, in the opinion of the Chief of Police, a personnel complaint or disciplinary action
maintained beyond the required retention period is no longer relevant, all records of
such matter may be destroyed in accordance with the established records retention
schedule.
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Commendations and Awards
1015.1 PURPOSE AND SCOPE
This policy provides general guidelines for recognizing commendable or meritorious acts of
members of the Golden Valley Police Department and individuals from the community.
1015.2 POLICY
It is the policy of the Golden Valley Police Department to recognize and acknowledge exceptional
individual or group achievements, performance, proficiency, heroism and service of its members
and individuals from the community through commendations and awards.
1015.3 COMMENDATIONS
Commendations for members of the Department or for individuals from the community may be
initiated by any department member or by any person from the community.
1015.4 CRITERIA
A meritorious or commendable act may include, but is not limited to:
•Superior handling of a difficult situation.
•Conspicuous bravery or outstanding performance.
•Any action or performance that is above and beyond the typical duties.
1015.4.1 DEPARTMENT MEMBER DOCUMENTATION
Members of the Department should document meritorious or commendable acts by completing
the appropriate form completely. The documentation should contain:
(a) Identifying information:
1.For members of the Department - name, division and assignment at the date
and time of the meritorious or commendable act
2.For individuals from the community - name, address, telephone number
(b)A brief account of the meritorious or commendable act with report numbers, as
appropriate.
(c)The signature of the member submitting the documentation.
1015.4.2 COMMUNITY MEMBER DOCUMENTATION
Documentation of a meritorious or commendable act submitted by a person from the community
should be accepted in any form. However, written documentation is preferred and available on
the city's website. Department members accepting the documentation should attempt to obtain
detailed information regarding the matter, including:
(a) Identifying information:
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1.For members of the Department - name, division and assignment at the date
and time of the meritorious or commendable act
2.For individuals from the community - name, address, telephone number
(b)A brief account of the meritorious or commendable act with report numbers, as
appropriate.
(c)The signature of the person submitting the documentation.
1015.4.3 PROCESSING DOCUMENTATION
Documentation regarding the meritorious or commendable act of a member of the Department
should be forwarded to the Awards Committee. The awards committee will review and forward
their recommendation to the Chief of Police for their review.
The Chief of Police or the authorized designee will present the commendation to the department
member. The documentation will then be returned to the Administrative Support secretary for entry
into the member's personnel file.
Documentation regarding the meritorious or commendable act of an individual from the
community should be forwarded to the Awards Committee for review and recommendations. The
documentation will be signed by the Assistant Chief and forwarded to the Chief of Police for his/
her review. An appropriate venue or ceremony to acknowledge the individual's actions should be
arranged. Documentation of the commendation shall be maintained in a file designated for such
records.
1015.5 AWARDS
Awards may be bestowed upon members of the Department and individuals from the community.
These awards include:
Medal of Honor
The Medal of Honor may be awarded to any member of the department for the act of exceptional
bravery or heroism. Demonstrated unselfishness, courage, and the immediate high risk of
death or serious physical injury would characterize such an act. The award may also be given
posthumously to a member who has died while in the line of duty. The Medal of Honor recipient
shall receive a commemorative medal with blue ribbon, framed certificate of recognition, and a
red/yellow uniform bar.
Medal of Valor
The Medal of Valor may be awarded to any member of the department for an extraordinary act of
bravery that demonstrates obvious self-sacrifice in the face of death or serious physical injury. The
Medal of Valor recipient shall receive a commemorative medal with blue ribbon, framed certificate
of recognition, and a blue/white uniform bar.
Certificate of Merit
The Certificate of Merit may be awarded to a member of the department who distinguishes
himself/herself by performing an act of excellent or outstanding self-initiated police work; acts that
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are highly unusual and creditable; and for continuing, long-term dedication and devotion to the
department or community (as a representative of the department). The Certificate of Merit recipient
shall receive a framed certificate of recognition and a blue/red/white uniform bar. Page 287
Life Saving Award
The Life Saving Award may be awarded to a member of the department when an employee's
promptness and alert actions result in saving a life. The award may also be given where evidence
indicates that actions by the employee(s) prolonged a human life. The Life Saving Award recipient
shall receive a certificate of recognition and a red/blue/white uniform bar.
Departmental Commendation
The Departmental Commendation Award may be awarded to a member of the department
for an outstanding police act or single incident, or significant accomplishment or achievement
which brings credit to the department and which involved performance above and beyond the
performance normally expected and required of the member's assignment. It may also be awarded
to a member of the department for consistent, ongoing superior performance during the calendar
year. The Departmental Commendation recipient shall receive a framed certificate of recognition
and a red/blue uniform bar.
Unit Citation Award
The Unit Citation Award may be awarded to a shift or unit for exceptional performance of their
duty/service and which reflects good credit upon the department and law enforcement profession
as a whole. The Unit Citation Award recipient shall receive a certificate of recognitions and a red/
blue uniform bar.
Certificate of Excellence
This award is for distinction in job performance for Police Department employees. It is to be
awarded to employees for any act of outstanding performance of duties for a specific incident or
superior performance for any assignment over a prolonged period of time.
Letter of Recognition
The letter of Recognition may be awarded to a member of the department by a supervisor for
performance that is recognizable because of his/her professionalism, attention to detail, or a
specific effort to accomplish it. The Letter of Recognition does not go through the approval process.
It will, however, be forwarded to the Committee and does not take the place of any other awards/
recognition that may be initiated.
Citizens Award/Outside Agency Award
A Citizens Award/Outside Agency Award may be recommended for any private citizen or officer
from another agency in recognition of actions or achievements that have directly benefited the
Police Department, any of its members, or other citizens in a substantial or significant manner.
1015.6 AWARDS/RECOGNITION RECOMMENDATIONS
All departmental employees are encouraged to initiate award recommendations. All award
recommendations must be made on the appropriate form, and care should be taken to include
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as much detail as possible. A copy of the report, if not excessive in length, may be attached to
the recommendation. All recommendations shall be forwarded to the chairperson of the Awards
Committee.
1015.7 AWARDS/RECOGNITION COMMITTEE MEMBERSHIP
The Awards/Recognition Committee will consist of the following members:
•Chairperson (above the rank of sergeant)
•Police Sergeant
•Investigator
•Patrol Officer (2)
Awards/Recognition Committee members shall serve a term of two years. Committee members
may resign from the committee, in writing, and the position will be filled by another person of
the same rank or title. The goal of the two-year term length is to maintain the experience of the
committee. The patrol commander will serve as committee chair. The committee may look at an
employees' overall work during the calendar year and recommend an award based on his/her
accomplishments.
1015.7.1 COMMITTEE PROCEDURES
The Awards/Recognition Committee will meet at least twice annually. Members will be
compensated for their attendance in accordance with any applicable labor agreements or pertinent
departmental policies. It will be the duty of the committee to review each recommendation in great
detail to decide the level of award/recognition, if any, is appropriate. Decisions of the committee
will be made by a majority vote, with the chairperson casting the deciding vote in case of a tie.
In cases where a recommendation is denied, a memorandum stating the reason for such denial
shall be sent to the originating person. That person may appeal the decision in writing directly to
the Chief of Police. All findings and recommendations of the committee shall be forwarded to the
Chief of Police in writing. The Chief of Police will conduct a review of all recommendations and will
be the final authority. The chief of police may raise or lower the level of award recommendation,
reject it totally, or send it back to the committee for further documentation. The Awards/Recognition
Committee will maintain written records of all recommendations. These records will be maintained
by the department in compliance with relevant policies and procedures.
1015.7.2 PREPARATION AND PRESENTATION OF AWARDS/RECOGNITION
It shall be the duty of the Committee Chair to compose the written narrative which will accompany
each level of award/recognition. The actual preparation and giving of the award/recognition shall
be the responsibility of the Chief of Police.
1015.8 WEARING OF AWARD RIBBONS
Award ribbons issued for the Medal of Honor, Medal of Valor and Medal of Merit may be worn
by uniformed personnel centered directly above the name tag on the uniform shirt, and by plain
clothes personnel on the lapel of a suit or sport coat. Uniform bars issued by the Golden Valley
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Police Department may be worn on duty. Awards received from other agencies may be worn on
duty. Other assignment recognition uniform bars may be allowed by the Chief of Police.
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Fitness for Duty
1016.1 PURPOSE AND SCOPE
All officers are required to be free from any physical, emotional or mental condition that might
adversely affect the exercise of peace officer duties. The purpose of this policy is to ensure that
all officers of this department remain fit for duty and able to perform their job functions.
1016.2 EMPLOYEE RESPONSIBILITIES
(a)It shall be the responsibility of each member of this department to maintain good
physical condition sufficient to safely and properly perform essential duties of the
position.
(b)Each member of this department shall perform his/her respective duties without
physical, emotional and/or mental constraints.
(c)During working hours, all employees are required to be alert, attentive and capable of
performing assigned responsibilities.
(d)Any employee who feels unable to perform his/her duties shall promptly notify a
supervisor. In the event that an employee believes that another employee is unable
to perform his/her duties, such observations and/or belief shall be promptly reported
to a supervisor.
1016.3 SUPERVISOR RESPONSIBILITIES
(a)A supervisor observing an employee, or receiving a report of an employee, who is
perceived to be unable to safely perform his/her duties due to a physical, medical or
mental condition shall take prompt and appropriate action in an effort to resolve the
situation.
(b)Whenever feasible, the supervisor should attempt to ascertain the reason or source
of the problem and in all cases a preliminary evaluation should be made to determine
the level of inability of the employee to perform his/her duties.
(c)In the event the employee appears to be in need of immediate medical or psychiatric
treatment, all reasonable efforts should be made to provide such care.
(d)In conjunction with the Shift Sergeant or the employee’s available Assistant Chief, a
determination should be made whether the employee should be temporarily relieved
from his/her duties.
(e)The Chief of Police shall be promptly notified in the event that any employee is relieved
from duty.
Policy 1016
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1016.4 NON-WORK RELATED CONDITIONS
Any employee suffering from a non-work related condition that warrants a temporary relief from
duty may be required to use sick leave or other paid time off in order to obtain medical treatment
or other reasonable rest period and must follow all policies related to time away from work.
1016.5 WORK RELATED CONDITIONS
Any employee suffering from a work-related condition that warrants a temporary relief from duty
shall be required to comply with personnel rules and guidelines for processing such claims.
Upon the recommendation of the Shift Sergeant or unit supervisor and concurrence of a Assistant
Chief, any employee whose actions or use of force in an official capacity result in death or serious
injury to another may be temporarily removed from regularly assigned duties and/or placed on
paid administrative leave for the well-being of the employee and until such time as the following
may be completed:
(a)A preliminary determination that the employee's conduct appears to be in compliance
with policy and law.
(b)If appropriate, the employee has had the opportunity to receive necessary counseling
and/or psychological clearance to return to full duty.
1016.6 PHYSICAL AND PSYCHOLOGICAL EXAMINATIONS
(a)Whenever circumstances reasonably indicate that an employee is unfit for duty, the
Chief of Police may serve that employee with a written order to undergo a physical and/
or psychological examination in cooperation with Human Resources to determine the
level of the employee’s fitness for duty. The order shall indicate the date, time and
place for the examination.
(b)The examining physician or therapist will provide the Department with a report
indicating that the employee is either fit for duty or, if not, list any functional limitations
that limit the employee's ability to perform job duties. If the employee places his/her
condition at issue in any subsequent or related administrative action or grievance, the
examining physician or therapist may be required to disclose any and all information
that is relevant to such proceeding.
(c)To facilitate the examination of any employee, the Department will provide all
appropriate documents and available information to assist in the evaluation and/or
treatment.
(d)All reports and evaluations submitted by the treating physician or therapist shall be
part of the employee’s private medical file.
(e)Any employee ordered to receive a fitness for duty examination shall comply with
the terms of the order and cooperate fully with the examining physician or therapist
regarding any clinical interview, tests administered or other procedures as directed.
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Any failure to comply with such an order and any failure to cooperate with the
examining physician or therapist may be deemed insubordination and may subject the
employee to discipline up to and including termination.
(f)Once an employee has been deemed fit for duty by the examining physician or
therapist, the employee will be notified to resume his/her duties.
(g)If an employee is deemed unfit for duty by the Department, the employee may submit
a report from the employee’s personal physician, psychiatrist, psychologist or other
health care provider that will be taken into consideration.
1016.7 APPEALS
Employees disputing the application or interpretation of this policy may submit a grievance as
provided in the Grievance Procedure Policy or the applicable collective bargaining agreement.
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Meal Periods and Breaks
1017.1 PURPOSE AND SCOPE
This policy regarding meals and breaks, insofar as reasonably possible shall conform to the policy
governing all City employees pursuant to Minn. Stat. § 177.253, Minn. Stat. § 177.254 and Minn.
R.§ 5200.0120.
1017.1.1 MEAL PERIODS
Each employee who works for eight or more consecutive hours is entitled to sufficient time to eat a
meal (Minn. Stat. § 177.254). Licensed Peace Officers and Community Service Officers shall
remain on-duty subject to call during meal periods. All other employees are not on call during
meal periods unless directed otherwise by a supervisor.
Uniformed Officers shall request clearance from Dispatch prior to taking a meal period. Uniformed
Licensed Peace Officers and Community Service Officers shall take their meal periods within the
City limits unless on assignment outside of the City.
The time spent for the meal period shall not exceed the authorized time allowed.
1017.1.2 10 MINUTE BREAKS
Each employee is allowed adequate time from work within each four consecutive hours of work
to utilize the nearest convenient restroom (Minn. Stat. § 177.253).
Employees normally assigned to the police facility shall remain in the police facility for their breaks.
This does not prohibit them from taking a break outside the facility if on official business.
Field officers will take their breaks in their assigned areas, subject to call, and shall monitor their
radios. When field officers take their breaks away from their vehicles, they shall do so only with
the knowledge and clearance of Dispatch.
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Outside Employment
1021.1 PURPOSE AND SCOPE
To avoid actual or perceived conflicts of interest for Department employees engaging in outside
employment, all employees shall initially obtain written approval from the Chief of Police prior to
engaging in any outside employment. Approval of outside employment shall be at the discretion
of the Chief of Police in accordance with the provisions of this policy and the City of Golden
Valley Employee Handbook Outside Employment Policy.
1021.1.1 DEFINITIONS
Outside Employment - The employment of any member of this department who receives wages,
compensation or other consideration of value from another employer, organization or individual not
affiliated directly with this department for services, product(s) or benefits rendered. For purposes
of this section, the definition of outside employment includes those employees who are self-
employed and not affiliated directly with this department for services, product(s) or benefits
rendered.
1021.2 APPROVAL
No member of this department may engage in any outside employment without first obtaining
prior written approval of the Chief of Police. Failure to obtain prior written approval for outside
employment or engaging in outside employment prohibited by this policy is grounds for disciplinary
action.
1021.2.1 OBTAINING APPROVAL.
To obtain approval for outside employment, the employee must complete an Outside Employment
Application that shall be submitted to the employee's immediate supervisor. The application
will then be forwarded through the appropriate chain of command to the Chief of Police, Human
Resources and the City Manager for consideration. All requests for outside employment must
meet the requirements of the City's outside employment policy in the Employee Handbook as
well as any requirements imposed by the Chief of Police.
If approved, the employee will be provided with a copy of the written approval.
1021.2.2 REVOCATION/SUSPENSION OF OUTSIDE EMPLOYMENT AUTHORIZATION
Any outside employment authorization may be revoked or suspended after the employee has
received written notification of the reasons for revocation or suspension. Revocation will be
implemented after the employee has exhausted the appeal process.
The outside employment may be revoked:
(a)If an employee’s performance declines to a point where it is evaluated by a supervisor
as needing improvement to reach an overall level of minimum acceptable competency
and the outside employment may be related to the employee's performance. The
Chief of Police may, at his/her discretion, notify the employee of the intent to revoke
any previously approved outside employment authorization(s). After the appeal
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process has concluded, the revocation will remain in force until the employee’s
performance directly related to the outside employment has been reestablished to
the minimum level of acceptable competency.
(b)If, at any time during the term of a valid outside employment authorization, an
employee’s conduct or outside employment conflicts with the provisions of
Department policy, or any law.
(c)The outside employment creates an actual or apparent conflict of interest with the
Department or City.
1021.3 PROHIBITED OUTSIDE EMPLOYMENT
The Department expressly reserves the right to deny any Outside Employment Application
submitted by an employee seeking to engage in any activity that:
(a)Involves the employee’s use of Department time, facilities, equipment or supplies,
the use of the Department badge, uniform, prestige or influence for private gain or
advantage.
(b)Involves the employee’s receipt or acceptance of any money or other consideration
from anyone other than this department for the performance of an act that the
employee, if not performing such act, would be required or expected to render in the
regular course or hours of employment or as a part of the employee’s duties as a
member of this department.
(c) Involves the performance of an act in other than the employee’s capacity as a member
of this department that may later be subject directly or indirectly to the control,
inspection, review, audit or enforcement of any other employee of this department.
(d)Involves time demands that would render performance of the employee’s duties for
this department below minimum standards or would render the employee unavailable
for reasonably anticipated overtime assignments and other job-related demands that
occur outside regular working hours.
1021.3.1 OUTSIDE SECURITY & SPECIAL EVENTS SERVICES
Due to the potential conflict of interest no member of this department may engage in any outside
or secondary employment as a private security guard, private investigator or other similar private
security position.
Any private organization, entity or individual seeking special services for security or traffic control
from members of this department must submit a written request to the Chief of Police in advance
of the desired service and enter into a written contract with the City that provides for at least the
following:
(a)The applicant will be required to enter into a written indemnification agreement prior
to approval.
(b) The applicant will further be required to provide for the compensation and full benefits
of all employees requested for such services.
(c)If such a request is approved, any employee working outside overtime shall be subject
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to the following conditions:
1.The officer(s) shall wear the Department uniform/identification.
2. The officer(s) shall be subject to all the rules and regulations of this Department
and the City.
3.No officer may engage in such outside employment during or at the site of a
strike, lockout, picket or other physical demonstration of a labor dispute.
4. Compensation for such approved outside security services shall be pursuant to
normal overtime procedures. Such overtime will be monitored by the Assistant
Chief of Patrol.
5. Outside security services, outside employment or outside overtime shall not be
subject to the collective bargaining process.
1021.3.3 SPECIAL RESTRICTIONS
Except for emergency situations or with prior authorization from the Assistant Chief, undercover
officers or officers assigned to covert operations shall not be eligible to work overtime or other
assignments in a uniformed or other capacity that might reasonably disclose the officer's law
enforcement status.
1021.4 DEPARTMENT RESOURCES
Employees are prohibited from using any Department equipment or resources in the course of or
for the benefit of any outside employment. This shall include the prohibition of access to official
records or databases of this department or other agencies through the use of the employee’s
position with this department.
1021.5 CHANGES IN OUTSIDE EMPLOYMENT STATUS
If an employee terminates his/her outside employment, the employee shall promptly submit
written notification of such termination to the Chief of Police through the appropriate chain of
command. Any subsequent request for renewal or continued outside employment must
thereafter be processed and approved through normal procedures set forth in this policy.
Employees shall also promptly submit in writing to the Chief of Police any material changes in
outside employment including any change in the number of hours, type of duties or demands of
any approved outside employment. Employees who are uncertain whether a change in outside
employment is material shall report the change.
1021.6 OUTSIDE EMPLOYMENT WHILE ON DISABILITY OR ADMINISTRATIVE LEAVE
Department members engaged in outside employment who are placed on disability or
administrative leave or modified/light-duty shall inform their immediate supervisor in writing within
five days whether they intend to continue to engage in outside employment while on such leave
or light-duty status. The immediate supervisor shall review the duties of the outside employment
along with any work-related doctor’s orders and make a recommendation to the Chief of Police
whether such outside employment should continue or be suspended or revoked.
In the event the Chief of Police determines that the outside employment should be discontinued
or if the employee fails to promptly notify their supervisor of their intentions regarding the work
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authorization, a notice of intent to revoke the employee's authorization will be forwarded to the
involved employee and a copy attached to the original work authorization. The revocation
process outlined in this policy shall be followed.
Criteria for revoking or suspending the outside employment approval while on disability status or
administrative leave include, but are not limited to, the following:
(a) The outside employment is medically detrimental to the total recovery of the disabled
employee, as indicated by the City's professional medical advisors.
(b)The outside employment performed requires the same or similar physical ability, as
would be required of an on-duty employee.
(c)The employee’s failure to make timely notice of their intentions to their supervisor.
(d) The outside employment is not compatible with the reason the employee is on
administrative leave.
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***DRAFT*** Occupational Disease, Personal Injury and
Death Reporting - 1
Golden Valley Police Department
Policy Manual
Occupational Disease, Personal Injury and Death
Reporting
1022.1 PURPOSE AND SCOPE
The purpose of this policy is to provide guidance regarding the timely reporting of occupational
diseases, personal injuries and deaths.
1022.1.1 DEFINITIONS
Definitions related to this policy include (Minn. Stat. § 176.011):
Occupational disease – A mental impairment or physical disease arising out of and in the
course of employment peculiar to the occupation in which the member is engaged and due to
causes in excess of the hazards ordinary of employment. The term includes diagnosis of post-
traumatic stress disorder (PTSD) by a psychiatrist or psychologist; however, mental impairment
is not considered a disease if it results from a disciplinary action, work evaluation, job transfer,
layoff, demotion, promotion, termination, retirement or similar action taken in good faith by
the Department.
Personal injury – Any mental impairment or physical injury arising out of and in the course of
employment, including personal injury caused by occupational disease, while engaged in, on or
about the premises where the member’s services require the member’s presence as part of that
service at the time of the injury and during the hours of that service. Personal injury does not
include an injury caused by the act of a third person or fellow department member who intended
to injure the member because of personal reasons, and not directed against the member as a
member of the Golden Valley Police Department, or because of the employment with the Golden
Valley Police Department. Mental impairment is not considered a personal injury if it results
from a disciplinary action, work evaluation, job transfer, layoff, demotion, promotion, termination,
retirement or similar action taken in good faith by the Department.
1022.2 POLICY
The Golden Valley Police Department will address occupational diseases, personal injuries and
deaths appropriately, and will comply with applicable state workers’ compensation requirements
(Minn. Stat. § 176.231).
1022.3 RESPONSIBILITIES
1022.3.1 MEMBER RESPONSIBILITIES
Any member sustaining any occupational disease or personal injury shall complete a first report
of injury as soon as practicable, but within 24 hours, to a supervisor, and shall seek medical care
when appropriate.
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1022.3.2 SUPERVISOR RESPONSIBILITIES
A supervisor learning of any occupational disease or personal injury should ensure the member
receives medical care as appropriate.
Supervisors shall ensure that required documents regarding workers’ compensation are
completed and forwarded promptly. Any related Citywide disease- or injury-reporting protocol shall
also be followed.
Supervisors shall determine whether the Major Incident Notification and Workplace Accident and
Injury Reduction policies apply and take additional action as required.
1022.3.3 ASSISTANT CHIEF RESPONSIBILITIES
The Assistant Chief who receives a report of an occupational disease, personal injury or death
should review the report for accuracy and determine what additional action should be taken. The
report shall then be forwarded to the Chief of Police, the City's risk management entity, Human
Resources, and the Assistant Chief of Operations to ensure any required Minnesota
Occupational Safety and Health Administration (MNOSHA) reporting is made as required in the
illness and injury prevention plan identified in the Workplace Accident and Injury Reduction Policy.
1022.3.4 CHIEF OF POLICE RESPONSIBILITIES
The Chief of Police shall review and forward copies of the report to the Department of Human
Resources. Copies of the report and related documents retained by the Department shall be filed
in the member’s confidential medical file.
1022.4 OTHER DISEASE OR INJURY
Diseases, injuries or deaths caused or occurring on-duty that do not qualify for workers’
compensation reporting shall be documented on the designated report of injury form, which
shall be signed by a supervisor. A copy of the completed form shall be forwarded to the
appropriate Assistant Chief through the chain of command and a copy sent to the Assistant
Chief of Operations.
Unless the injury is extremely minor, this report shall be signed by the affected member, indicating
that he/she desired no medical attention at the time of the report. By signing, the member does
not preclude his/her ability to later seek medical attention.
1022.5 SETTLEMENT OFFERS
When a member sustains an occupational disease or personal injury that is caused by another
person and is subsequently contacted by that person, his/her agent, insurance company or
attorney and offered a settlement, the member shall take no action other than to submit a written
report of this contact to his/her supervisor as soon as possible.
1022.5.1 NO SETTLEMENT WITHOUT PRIOR APPROVAL
No less than 10 days prior to accepting and finalizing the settlement of any third-party claim arising
out of or related to an occupational disease or personal injury, the member shall provide the Chief
of Police with written notice of the proposed terms of such settlement. In no case shall the member
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accept a settlement without first providing written notice to the Chief of Police. The purpose of such
notice is to permit the City to determine whether the offered settlement will affect any claim the City
may have regarding payment for damage to equipment or reimbursement for wages against the
person who caused the disease or injury, and to protect the City's right of subrogation, while
ensuring that the member's right to receive compensation is not affected.
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***DRAFT*** Personal Appearance Standards - 4
Golden Valley Police Department
Policy Manual
Personal Appearance Standards
1023.1 PURPOSE AND SCOPE
To project uniformity and neutrality toward the public and other members of the Department,
employees shall maintain their personal hygiene and appearance to project a professional image
appropriate for this department and for their assignment.
1023.2 GROOMING
Unless otherwise stated and because deviations from these standards could present officer health
safety issues, the following appearance standards shall apply to all members, except those whose
current assignment would deem them not appropriate, and where the Chief of Police has granted
exception.
1023.2.1 HAIR
Hair shall be clean and neatly trimmed or arranged. Hair adornments shall be primarily for the
purpose of securing the hair and must not interfere with officer safety.
When working a field assignment, hairstyles for department members must not extend below
the bottom edge of a uniform or dress shirt collar while assuming a normal stance. Longer hair
shall be worn up or in a tightly wrapped braid or ponytail that is secured to the head above the
bottom edge of the shirt collar.
1023.2.2 FACIAL HAIR
Facial hair must be neatly groomed and meet all requirements of the Occupational Safety and
Health Administration (OSHA), including not interfering with equipment like helmets, gas masks,
or other personal protective equipment.
1023.2.3 FINGERNAILS
Fingernails shall be cleaned and neatly trimmed to a length that will not present a safety concern.
1023.2.4 PERSONAL HYGIENE
All members must maintain proper personal hygiene. Examples of improper personal hygiene
include but are not limited to dirty fingernails, bad breath, body odor, and dirty hair. Any member
who has a condition due to a protected category (e.g., race, physical disability) that affects any
aspect of personal hygiene covered by this policy may qualify for an accommodation and should
report any need for an accommodation to the Chief of Police or human resources.
1023.3 BODY PIERCING OR ALTERATION
Body piercing or alteration to any area of the body that is visible in any authorized uniform or attire,
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and is a deviation from naturally occurring anatomical features and that is not medically required
is prohibited. Such body alteration includes, but is not limited to:
(a)Tongue splitting or piercing.
(b) The complete or transdermal implantation of any material other than hair replacement
or breast augmentation.
(c)Abnormal shaping of the ears, eyes, nose or teeth.
(d)Branding or scarification.
Ear piercings are allowed, but members may be asked to limit the size and style of earrings while
on duty for safety purposes.
Piercings that are not visible or are covered by clothing are allowed so long as they do not interfere
with a member's uniform or equipment.
Facial piercings can cause safety issues during physical confrontations or while wearing personal
protective equipment. Therefore, sworn members may not wear facial piercings while on duty.
1023.4 POLICY
Golden Valley Police Department members shall maintain their personal hygiene and appearance
to project a professional image that is appropriate for this department and for their assignments.
Department personal appearance standards are primarily based on safety requirements.
1023.5 APPEARANCE
1023.5.1 TATTOOS
At no time while the member is on-duty or representing the Department in any official capacity
shall any offensive tattoo or body art be visible. Examples of offensive tattoos include but are not
limited to those that exhibit or advocate discrimination; those that exhibit gang, supremacist, or
extremist group affiliation; and those that depict or promote drug use, sexually explicit acts, or
other obscene material.
1023.5.2 JEWELRY
For the purpose of this policy, jewelry refers to rings, earrings, necklaces, bracelets, wristwatches,
and tie tacks or tie bars. Jewelry may not create a safety concern for the department member or
others. Jewelry that depicts racial, sexual, discriminatory, gang-related, or obscene language is
not allowed. Members may be asked to limit the size, quantity, and style of jewelry for safety
purposes.
1023.5.3 DENTAL ORNAMENTATION
Members may be asked to limit the size, quantity, and style of dental ornamentation for decorative
purposes that is not medically required for safety purposes.
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1023.6 RELIGIOUS ACCOMMODATION
The religious beliefs and needs of department members should be reasonably accommodated.
Requests for religious accommodation should generally be granted unless there is a compelling
security or safety reason and denying the request is the least restrictive means available to
ensure security or safety. The Chief of Police should be advised any time a request for religious
accommodation is denied.
Those who request to wear headscarves, simple head coverings, certain hairstyles, or facial hair
for religious reasons should generally be accommodated absent unusual circumstances.
1023.7 EXEMPTIONS
Members who seek an exemption to this policy protected by law (e.g., culturally protective
hairstyles) should generally be accommodated (Minn. Stat. § 363A.03). A member with an
exemption may be ineligible for an assignment if the individual accommodation presents a security
or safety risk. The Chief of Police should be advised any time a request for such an accommodation
is denied or when a member with an exemption is denied an assignment based on a safety or
security risk.
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***DRAFT*** Uniform Regulations - 1
Golden Valley Police Department
Policy Manual
Uniform Regulations
1024.1 PURPOSE AND SCOPE
The uniform policy of the Golden Valley Police Department is established to ensure that uniformed
officers, special assignment personnel and non- licensed employees will be readily identifiable to
the public through the proper use and wearing of department uniforms. Employees should also
refer to the following associated policies:
•Firearms
•Department Owned and Personal Property
•Body Armor
•Personal Appearance Standards
The uniform and equipment specifications manual is maintained and periodically updated by the
Chief of Police or the authorized designee. The manual, and associated procedures, should be
consulted regarding authorized equipment and uniform specifications.
The Golden Valley Police Department will provide uniforms for all employees who are required to
wear them in the manner, quantity and frequency agreed upon in the respective employee group’s
collective bargaining agreement. The uniforms for officers of this department shall be a consistent
color pursuant to Minn. Stat. § 626.88 Subd. 2.
1024.2 WEARING AND CONDITION OF UNIFORM AND EQUIPMENT
Police employees wear the uniform to be identified as the law enforcement authority in society.
The uniform also serves an equally important purpose, which is to identify the wearer as a source
of assistance in an emergency, crisis or other time of need.
(a)Uniform and equipment shall be maintained in a serviceable condition and shall
be ready at all times for immediate use. Uniforms shall be neat, clean and appear
professionally pressed.
(b)All peace officers of this department shall possess and maintain at all times, a
serviceable uniform and the necessary equipment to perform uniformed field duty.
(c)Personnel shall wear only the uniform specified for their rank and assignment.
(d)The uniform is to be worn in compliance with the specifications set forth in the
Department's uniform specifications and procedures which are maintained separately
from this policy.
(e)All supervisors will perform periodic inspections of their personnel to ensure
conformance to these regulations.
(f)Civilian attire shall not be worn in combination with any distinguishable part of the
uniform.
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(g)Uniforms are only to be worn while on-duty, while in transit to or from work, for court
or at other official Department functions or events.
(h)If the uniform is worn while in transit while driving a personal vehicle an outer garment
shall be worn over the uniform shirt so as not to bring attention to the employee while
off-duty.
(i)Employees shall not purchase or drink alcoholic or THC/cannabis infused food or
beverages while wearing any identifiable part of the Department uniform.
1024.2.1 DEPARTMENT ISSUED IDENTIFICATION
The Department issues each employee an official Department identification card bearing the
employee’s name, identifying information and photo likeness. All employees shall be in possession
of their Department-issued identification card at all times while on-duty or when carrying a
concealed weapon.
(a)Whenever on-duty or acting in an official capacity representing the Department,
employees shall display their Department issued identification in a courteous manner
to any person upon request and as soon as practicable.
(b)Officers working specialized assignments may be excused from the possession and
display requirements when directed by their Assistant Chief.
1024.3 UNIFORM CLASSES
1024.3.1 CLASS A UNIFORM
The Class A uniform is to be worn on special occasions such as funerals, graduations, promotions,
ceremonies or as directed. The Class A uniform is required for all licensed personnel. The Class
A uniform includes the standard issue uniform with:
(a)Long sleeve shirt with tie.
(b) Eight point hat with badge
(c)Polished shoes.
The campaign hat may be worn for events held outdoors. Boots with pointed toes are not permitted.
1024.3.2 CLASS B UNIFORM
All officers will possess and maintain a serviceable Class B uniform at all times.
The Class B uniform will consist of the same garments and equipment as the Class A uniform
with the following exceptions:
(a)The long or short sleeve shirt may be worn with the collar open. No tie is required.
(b)A white, navy blue or black crew neck t-shirt must be worn with the uniform.
(c)All shirt buttons must remain buttoned except for the last button at the neck.
(d) Polished shoes.
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(e)Approved all black unpolished shoes may be worn.
(f)Boots with pointed toes are not permitted.
1024.3.3 CLASS C UNIFORM
The Class C uniform may be established to allow field personnel cooler clothing during the summer
months or for special duty assignments. The Chief of Police will establish the regulations and
conditions for wearing the Class C Uniform and the specifications for the Class C Uniform.
1024.3.4 SPECIALIZED UNIT UNIFORMS
The Chief of Police may authorize special uniforms to be worn by officers in specialized units such
as Canine Team, SWAT, Bicycle Patrol, Motor Officers and other specialized assignments.
1024.3.5 FOUL WEATHER GEAR
The Uniform and Equipment Specifications lists the authorized uniform jacket and rain gear.
1024.4 INSIGNIA AND PATCHES
(a)Shoulder patches - The authorized shoulder patch supplied by the Department shall
be machine stitched to the sleeves of all uniform shirts and jackets, three-quarters of
an inch below the shoulder seam of the shirt, and be bisected by the crease in the
sleeve.
(b)Service stripes and stars - Service stripes and other indicators for length of service
shall be worn on long sleeved shirts and jackets. They are to be machine stitched onto
the uniform. The bottom of the service stripe shall be sewn the width of one and one-
half inches above the cuff seam with the rear of the service stripes sewn on the
dress of the sleeve. The stripes are to be worn on the left sleeve only.
(c)The regulation nameplate, or an authorized sewn-on nameplate, shall be worn at all
times while in uniform. The nameplate shall display the employee's first initial and
last name. If the employee desires other than the legal first name, the employee must
receive approval from the Chief of Police. The nameplate shall be worn and placed
above the right pocket located in the middle, bisected by the pressed shirt seam, with
equal distance from both sides of the nameplate to the outer edge of the pocket.
(d)When a jacket is worn, the nameplate or an authorized sewn on cloth nameplate shall
be affixed to the jacket in the same manner as the uniform.
(e)Assignment Insignias - Assignment insignias, (e.g., SWAT, FTO or similar) may be
worn as designated by the Chief of Police.
(f)Flag pin or patch - A flag pin may be worn, centered above the nameplate. An American
flag patch of a size not to exceed 3 inches by 5 inches may be worn on the sleeve
or above the right front pocket using appropriate flag display etiquette (Minn. Stat. §
15.60).
(g) Badge - The Department-issued badge, or an authorized sewn-on cloth replica, must
be worn and be visible at all times while in uniform. Licensed non-uniform personnel
will wear or carry their badge in a manner that it is in reasonable proximity to their
firearm and able to be displayed whenever appropriate.
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(h) Rank insignia - The designated insignia indicating the employee's rank must be wor n
at all times while in uniform. The Chief of Police may authorize exceptions.
1024.4.1 MOURNING BADGE
Uniformed employees may wear a black mourning band across the uniform badge whenever a law
enforcement officer is killed in the line of duty. The following mourning periods will be observed:
(a)An officer of this department - From the time of death until midnight on the 14th day
after the death.
(b)An officer from this state - From the time of death until midnight on the day of the
funeral.
(c)Funeral attendee - While attending the funeral of a fallen officer.
(d) National Peace Officers Memorial Day (May 15) - From midnight through the following
midnight.
(e)As directed by the Chief of Police or designee.
1024.5 CIVILIAN ATTIRE
There are assignments within the Department that do not require the wearing of a uniform because
recognition and authority are not essential to their function. There are also assignments in which
wearing civilian attire is necessary.
(a)All employees shall wear clothing that fits properly, is clean and free of stains and not
damaged or excessively worn.
(b)All administrative, investigative and support personnel who elect to wear civilian
clothing to work shall wear button style shirts with a collar, dresses, blouses, slacks
or suits that are moderate in style.
(c)The following items shall not be worn on-duty:
1.T-shirt alone.
2. Open-toed sandals or thongs.
3.Swimsuit, tube tops or halter tops.
4.Spandex type pants or see-through clothing.
5.Distasteful printed slogans, buttons or pins.
6.Shorts.
(d)Variations from this order are allowed at the discretion of the Chief of Police or
designee when the employee's assignment or current task is not conducive to wearing
such clothing.
(e)No item of civilian attire may be worn on-duty that would adversely affect the reputation
of the Golden Valley Police Department or the morale of the employees.
(f)Licensed employees carrying firearms while wearing civilian attire should wear
clothing that effectively conceals the firearm when outside a controlled law
enforcement facility or work area.
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1024.6 POLITICAL ACTIVITIES, ENDORSEMENTS, ADVERTISEMENTS OR OTHER
APPEARANCES IN UNIFORM
Unless specifically authorized by the Chief of Police, Golden Valley Police Department employees
may not wear any part of the uniform, be photographed wearing any part of the uniform, utilize
a badge, patch or other official insignia of the Department, or cause to be posted, published or
displayed, the image of another employee, or identify him/herself as an employee of the Golden
Valley Police Department to do any of the following:
(a)Endorse, support, oppose or contradict any political campaign or initiative.
(b)Endorse, support, oppose or contradict any social issue, cause or religion.
(c)Endorse, support or oppose, any product, service, company or other commercial
entity.
(d)Appear in any commercial, social or nonprofit publication, or any motion picture, film,
video, public broadcast, photo, any website or any other visual depiction.
1024.7 OPTIONAL EQUIPMENT - MAINTENANCE AND REPLACEMENT
(a)Any of the items listed in the Uniform and Equipment Specifications as optional shall
be purchased at the expense of the employee.
(b)Maintenance of optional items shall be the financial responsibility of the purchasing
employee (e.g., repairs due to normal wear and tear).
(c)Replacement of items listed in this order as optional shall be done as follows:
1.When the item is no longer functional because of normal wear and tear, the
employee bears the full cost of replacement.
2. When the item is no longer functional because of damage in the course of
the employee's duties, it may be replaced following the procedures for the
replacement of damaged personal property in the Department-Owned and
Personal Property Policy.
1024.8 UNAUTHORIZED UNIFORMS, EQUIPMENT AND ACCESSORIES
Golden Valley Police Department employees may not wear any uniform item, accessory or
attachment unless specifically authorized in the Uniform and Equipment Specifications or by the
Chief of Police or designee.
Golden Valley Police Department employees may not use or carry any tool or other piece of
equipment unless specifically authorized in the Uniform and Equipment Specifications or by the
Chief of Police or designee.
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***DRAFT*** Nepotism and Conflicting Relationships - 1
Golden Valley Police Department
Policy Manual
Nepotism and Conflicting Relationships
1026.1 PURPOSE AND SCOPE
The purpose of this policy is to ensure equal opportunity and effective employment practices by
avoiding actual or perceived favoritism, discrimination or actual or potential conflicts of interest by
or between members of this department. These employment practices include: recruiting, testing,
hiring, compensation, assignment, use of facilities, access to training opportunities, supervision,
performance appraisal, discipline and workplace safety and security.
1026.1.1 DEFINITIONS
Business relationship - Serving as an employee, independent contractor, compensated
consultant, owner, board member, shareholder or investor in an outside business, company,
partnership, corporation, venture or other transaction.
Conflict of interest - Any actual, perceived or potential conflict of interest in which it reasonably
appears that a Department employee's action, inaction or decisions are or may be influenced by
the employee's personal or business relationship.
Nepotism - The practice of showing favoritism to relatives in appointment, employment, promotion
or advancement by any public official in a position to influence these personnel decisions.
Personal relationship - Includes marriage, cohabitation, dating or any other intimate relationship
beyond mere friendship.
Public official - A supervisor, officer or employee vested with authority by law, rule or regulation,
or to whom authority has been delegated.
Relative - An employee's parent, stepparent, spouse, domestic partner, significant other, child
(natural, adopted or step), sibling or grandparent.
Subordinate - An employee who is subject to the temporary or ongoing direct or indirect authority
of a supervisor.
Supervisor - An employee who has temporary or ongoing direct or indirect authority over the
actions, decisions, evaluation and/or performance of a subordinate employee.
1026.2 RESTRICTED DUTIES AND ASSIGNMENTS
The Department will not prohibit all personal or business relationships between employees.
However, in order to avoid nepotism or other inappropriate conflicts, the following restrictions
apply:
(a) Employees are prohibited from directly supervising, occupying a position in the line of
supervision or being directly supervised by any other employee who is a relative or
with whom they are involved in a personal or business relationship.
1. Supervisor/subordinate relationships that do not meet the requirements of
this policy may exist temporarily only in extraordinary circumstances and with
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the written approval of the Chief of Police and City Manager, either of which
may impose conditions or restrictions on the arrangement. If circumstances
require that such a supervisor/subordinate relationship exist temporarily, the
supervisor shall defer matters pertaining to the involved employee to an
uninvolved supervisor.
2.When personnel and circumstances permit, the Department will attempt to
make every reasonable effort to avoid placing employees in such supervisor/
subordinate situations. The Department reserves the right to transfer or reassign
any employee to another position within the same classification in order to avoid
conflicts with any provision of this policy.
(b)Employees are prohibited from participating in, contributing to or recommending
promotions, assignments, performance evaluations, transfers or other personnel
decisions affecting an employee who is a relative or with whom they are involved in
a personal or business relationship.
(c)Whenever reasonably possible Field Training Officers (FTOs) and other trainers will
not be assigned to train relatives. FTOs and other trainers are prohibited from entering
into or maintaining personal or business relationships with any employee they are
assigned to train until such time as the training has been successfully completed and
the employee is off probation.
(d)To avoid actual or perceived conflicts of interest members of this department shall
refrain from developing or maintaining personal or financial relationships with victims,
witnesses or other individuals during the course of, or as a direct result of, any official
contact.
(e)Except as required in the performance of official duties or in the case of immediate
relatives, employees shall not develop or maintain personal or financial relationships
with any individual they know or reasonably should know is under criminal
investigation, is a convicted felon, parolee, fugitive, or registered predatory offender
or who engages in intentional violations of state or federal laws.
1026.2.1 EMPLOYEE RESPONSIBILITY
Prior to entering into any personal or business relationship or other circumstance that the
employee knows or reasonably should know could create a conflict of interest or other violation
of this policy, the employee shall promptly notify his/her uninvolved, next highest supervisor.
Whenever any employee is placed in circumstances that would require the employee to take
enforcement action or provide other official information or services to any relative or other
individual with whom the employee is involved in a personal or business relationship, the employee
shall promptly notify his/her uninvolved immediate supervisor. In the event that no uninvolved
supervisor is immediately available, the employee shall promptly notify dispatch to have another
uninvolved employee either relieve the involved employee or minimally remain present to witness
the action.
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1026.2.2 SUPERVISOR'S RESPONSIBILITY
Upon being notified of or otherwise becoming aware of any circumstance that could result in or
constitute an actual or potential violation of this policy, a supervisor shall take all reasonable steps
to promptly mitigate or avoid such violations. Supervisors shall also promptly notify the Chief of
Police of such actual or potential violations through the chain of command.
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Golden Valley Police Department
Policy Manual
Department Badges
1027.1 PURPOSE AND SCOPE
The Golden Valley Police Department badge and uniform patch as well as the likeness of these
items and the name of the Golden Valley Police Department are property of the Department and
their use shall be restricted as set forth in this policy.
1027.2 POLICY
The uniform badge shall be issued to Department members as a symbol of authority. The use
and display of Department badges shall be in strict compliance with this policy. Only authorized
badges issued by this department shall be displayed, carried or worn by members while on-duty
or otherwise acting in an official or authorized capacity.
1027.2.1 FLAT BADGE
Licensed officers, with the written approval of the Chief of Police, may purchase at their own
expense a flat badge capable of being carried in a wallet. The use of the flat badge is subject to
all the same provisions of Department policy as the uniform badge.
(a)An officer may sell, exchange or transfer the flat badge he/she purchased to another
officer within the Golden Valley Police Department with the written approval of the
Chief of Police.
(b) Should the flat badge become lost, damaged or otherwise removed from the officer’s
control he/she shall make the proper notifications as outlined in the Department-
Owned and Personal Property Policy.
(c)An honorably retired officer may keep his/her flat badge upon retirement.
(d)The purchase, carrying or display of a flat badge is not authorized for non-licensed
personnel.
1027.2.2 NON-SWORN PERSONNEL
Badges and Department identification cards issued to non- licensed personnel shall be clearly
marked to reflect the position of the assigned employee (e.g. parking control, dispatcher).
(a)Non-licensed personnel shall not display any Department badge except as a part of
his/her uniform and while on-duty or otherwise acting in an official and authorized
capacity.
(b)Non-licensed personnel shall not display any Department badge or represent him/
herself, on- or off-duty, in such a manner which would cause a reasonable person to
believe that he/she is a licensed officer.
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Golden Valley Police Department
Policy Manual
Department Badges
1027.2.3 RETIREE UNIFORM BADGE
Upon honorable retirement employees may purchase their assigned duty badge for display
purposes. It is intended that the duty badge be used only as private memorabilia, as other uses
of the badge may be unlawful or in violation of this policy.
1027.3 UNAUTHORIZED USE
Except as required for on-duty use by current employees, no badge designed for carry or display in
a wallet, badge case or similar holder shall be issued to anyone other than a current or honorably
retired peace officer.
Department badges are issued to all licensed employees and non-sworn uniformed employees for
official use only. The Department badge, shoulder patch or the likeness thereof, or the Department
name shall not be used for personal or private reasons including, but not limited to, letters,
memoranda and electronic communications, such as electronic mail or websites and web pages.
The use of the badge, uniform patch and Department name for all material (e.g., printed matter,
products or other items) developed for Department use shall be subject to approval by the Chief
of Police.
Employees shall not loan the badge or identification card to others and shall not permit the badge
or identification card to be reproduced or duplicated.
1027.4 PERMITTED USE BY EMPLOYEE GROUPS
The likeness of the Department badge shall not be used without the express authorization of the
Chief of Police and shall be subject to the following:
(a)The employee associations may use the likeness of the Department badge for
merchandise and official association business provided it is used in a clear
representation of the association and not the Golden Valley Police Department. The
following modifications shall be included:
1.The text on the upper and lower ribbons is replaced with the name of the
employee association.
2.The badge number portion displays the acronym of the employee association.
(b)The likeness of the Department badge shall not be used for endorsement of political
candidates.
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***DRAFT*** Temporary Modified-Duty Assignments - 1
Golden Valley Police Department
Policy Manual
Temporary Modified-Duty Assignments (Light-
Duty)
1028.1 PURPOSE AND SCOPE
This policy establishes procedures for providing temporary modified-duty assignments. This policy
is not intended to affect the rights or benefits of employees under federal or state law, City rules,
or current memorandums of understanding or collective bargaining agreements. For example,
nothing in this policy affects the obligation of the Department to engage in a good faith, interactive
process to consider reasonable accommodations for any employee with a temporary or permanent
disability or limitation that is protected under federal or state law. Employees shall refer to the
employee handbook for all reasonable accommodation policies and procedures.
1028.2 POLICY
Subject to operational considerations, the Golden Valley Police Department may identify
temporary modified-duty assignments for employees who have an injury or medical condition
resulting in temporary work limitations or restrictions. A temporary assignment allows the
employee to work, while providing the Department with a productive employee during the
temporary period.
1028.3 GENERAL CONSIDERATIONS
Priority consideration for temporary modified-duty assignments will be given to employees with
work-related injuries or illnesses that are temporary in nature. Employees having disabilities
covered under the Americans with Disabilities Act (ADA) or the Minnesota Human Rights Act
(Minn. Stat. § 363A.01 et seq.) shall be treated equally, without regard to any preference for a
work-related injury.
No position in the Golden Valley Police Department shall be created or maintained as a temporary
modified-duty assignment.
Temporary modified-duty assignments are a management prerogative and not an employee
right. The availability of temporary modified-duty assignments will be determined on a case-by-
case basis, consistent with the operational needs of the Department. Temporary modified-duty
assignments are subject to continuous reassessment, with consideration given to operational
needs and the employee's ability to perform in a modified-duty assignment.
The Chief of Police or the authorized designee may restrict employees working in temporary
modified-duty assignments from wearing a uniform, displaying a badge, carrying a firearm,
operating an emergency vehicle or engaging in outside employment, or may otherwise limit them in
employing their peace officer powers.
Temporary modified-duty assignments shall generally not exceed a cumulative total of 1,040 hours
in any one-year period.
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1028.4 PROCEDURE
Employees may request a temporary modified-duty assignment for short-term injuries or illnesses.
Employees seeking a temporary modified-duty assignment should submit a written request to
their Assistant Chiefs or the authorized designees. The request should, as applicable, include a
certification from the treating medical professional containing:
(a)An assessment of the nature and probable duration of the illness or injury.
(b)The prognosis for recovery.
(c)The nature and scope of limitations and/or work restrictions.
(d)A statement regarding any required workplace accommodations, mobility aids or
medical devices.
(e)A statement that the employee can safely perform the duties of the temporary
modified-duty assignment.
The Assistant Chief will make a recommendation through the chain of command to the Chief
of Police regarding temporary modified-duty assignments that may be available based on the
needs of the Department and the limitations of the employee. The Chief of Police or the
authorized designee shall confer with the Human Resources Department.
1028.5 ACCOUNTABILITY
Written notification of assignments, work schedules and any restrictions should be provided
to employees assigned to temporary modified-duty assignments and their supervisors. Those
assignments and schedules may be adjusted to accommodate department operations and the
employee’s medical appointments, as mutually agreed upon with the Assistant Chief.
1028.5.1 EMPLOYEE RESPONSIBILITIES
The responsibilities of employees assigned to temporary modified duty shall include, but not be
limited to:
(a)Communicating and coordinating any required medical and physical therapy
appointments in advance with their supervisors.
(b)Promptly notifying their supervisors of any change in restrictions or limitations after
each appointment with their treating medical professionals.
(c)Communicating a status update to their supervisors no less than once every 30 days
while assigned to temporary modified duty.
(d) Submitting a written status report to the Assistant Chief that contains a status update
and anticipated date of return to full-duty when a temporary modified-duty assignment
extends beyond 60 days.
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1028.5.2 SUPERVISOR RESPONSIBILITIES
The employee’s immediate supervisor shall monitor and manage the work schedule of those
assigned to temporary modified duty.
The responsibilities of supervisors shall include, but not be limited to:
(a)Periodically apprising the Assistant Chief of the status and performance of employees
assigned to temporary modified duty.
(b)Notifying the Assistant Chief and ensuring that the required documentation facilitating
a return to full duty is received from the employee.
(c)Ensuring that employees returning to full duty have completed any required training
and certification.
1028.6 MEDICAL EXAMINATIONS
Prior to returning to full-duty status, employees shall be required to provide certification from their
treating medical professionals stating that they are medically cleared to perform the essential
functions of their jobs without restrictions or limitations.
The Department may require a fitness-for-duty examination prior to returning an employee to full-
duty status, in accordance with the Fitness for Duty Policy.
1028.7 PREGNANCY
If an employee is temporarily unable to perform regular duties due to a pregnancy, childbirth, or a
related medical condition, the employee will be treated the same as any other temporarily disabled
employee (42 USC § 2000e(k)). A pregnant employee shall not be involuntarily transferred to a
temporary modified-duty assignment.
If notified by an employee or the employee's representative regarding limitations related to
pregnancy, childbirth, or related medical conditions, the Department should make reasonable
efforts to provide an accommodation for the employee in accordance with federal and state law.
The accommodation should be provided without unnecessary delay, as appropriate (42 USC §
2000gg-1; 29 CFR 1636.3; 29 CFR 1636.4; Minn. Stat. § 181.939; Minn. Stat. § 363A.08).
1028.7.1 NOTIFICATION
Pregnant employees should notify their immediate supervisors as soon as practicable and provide
a statement from their medical providers identifying any pregnancy-related job restrictions or
limitations. If at any point during the pregnancy it becomes necessary for the employee to take a
leave of absence, such leave shall be granted in accordance with the City’s personnel rules and
regulations regarding family and medical care leave.
1028.8 PROBATIONARY EMPLOYEES
Probationary employees who are assigned to a temporary modified-duty assignment may have
their probation extended by a period of time equal to their assignment to temporary modified duty.
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1028.9 MAINTENANCE OF CERTIFICATION AND TRAINING
Employees assigned to temporary modified duty shall maintain all certification, training and
qualifications appropriate to both their regular and temporary duties, provided that the certification,
training or qualifications are not in conflict with any medical limitations or restrictions. If conflicts
do arise the member shall maintain certifications prior to resuming regular duties Employees who
are assigned to temporary modified duty shall inform their supervisors of any inability to maintain
any certification, training or qualifications.
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***DRAFT*** Performance History Audits - 1
Golden Valley Police Department
Policy Manual
Performance History Audits
1029.1 PURPOSE AND SCOPE
This policy provides guidance for the use of performance history audits. Performance history audits
can help identify commendable performance as well as provide early recognition of training needs
and other potential issues (e.g., problematic conduct). This policy addresses the responsibilities,
performance indicators, and components of the audit; handling of collected data; and conducting
appropriate interventions, when necessary.
1029.2 RESPONSIBILITIES
Under the authority of the Assistant Chief of Operations, the Command Staff is responsible for
collecting performance indicators and other relevant data. The data will be compiled to generate
quarterly performance history audit reports that will be provided to the appropriate Assistant
Chief. The Command Staff will utilize confidential methods to compile and track information
regarding performance indicators for each officer during each quarter in order to prepare the
report. Though generated quarterly, each report should contain data from a one-year time
period.
The Assistant Chief of Operations should forward a copy of each performance history audit
report to the City Attorney for review and retention as attorney work product and confidential
personnel information.
1029.3 COMPONENTS OF PERFORMANCE HISTORY AUDITS
Performance history audits should include the following components:
•Performance indicators
•Data analysis
•Employee review
•Follow-up monitoring
1029.3.1 PERFORMANCE INDICATORS
Performance indicators represent the categories of employee performance activity that the Chief
of Police has determined may be relevant data for the generation and analysis of performance
history audits. These indicators may include but are not limited to the frequency and/or number of:
(a)Use of force incidents.
(b)Involvement and conduct during vehicle pursuits.
(c)Personnel complaints, including the findings.
(d)Commendations, compliments, and awards from the Department and the public.
(e)Claims and civil suits related to the employee's actions or alleged actions.
(f)Canine bite incidents.
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(g) Personnel investigations.
(h)Prosecuting Attorney case rejections and the reasons.
(i)Intentional or unintentional firearm discharges (regardless of injury).
(j)Vehicle collisions.
(k)Missed court appearances.
(l)Documented counseling.
1029.3.2 DATA ANALYSIS
The Assistant Chief of Operations will review each performance history audit report and
determine whether it should be provided to the officer's immediate supervisor for further
consideration.
1029.3.3 EMPLOYEE REVIEW
Upon receipt of a performance history audit report, the supervisor will carefully review the report
with the officer to assess any potential trends or other issues that may warrant intervention to
improve officer performance and avoid unnecessary uses of force. These interventions could
include informal counseling, additional training, or a recommendation for other action, including
discipline. The officer shall date and sign the report and should be provided with a copy of the
report upon request.
If a supervisor determines that an officer's performance warrants action beyond informal
counseling, the supervisor shall advise the appropriate Assistant Chief of such
recommendation. If the Assistant Chief concurs with the recommendation of the supervisor, the
supervisor shall take steps to initiate the appropriate action.
If discipline or other adverse action is initiated against an officer as a result of a performance
history audit, the officer shall be entitled to all rights and processes set forth in the Personnel
Complaints Policy.
1029.3.4 FOLLOW-UP MONITORING
Depending upon the results of each performance history audit, a determination should be made
by the Assistant Chief of Operations, after discussion with the officer's immediate supervisor,
about the need, types, and duration of any follow-up. Performance indicators and data analysis
will generally provide the basis upon which such decisions should be made.
1029.4 CONFIDENTIALITY OF DATA
Information, data, and copies of material compiled to develop performance history audit reports
shall be considered confidential as part of the employee's personnel file and will not be subject
to discovery or release except as provided by law. Access to performance history audit reports
will be governed under the same process as access to an officer's personnel file, as outlined in
the Personnel Records Policy.
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Access to the underlying data will be governed by the process for access to the original records
(such as police reports).
1029.5 RETENTION
Performance history audit reports and associated records shall be retained in accordance with
the established records retention schedule.
1029.6 POLICY
The Golden Valley Police Department collects data to assist supervisors with evaluating the
performance of their employees, including identifying problematic conduct and providing for
appropriate interventions. While it is understood that the statistical compilation of data may be
helpful to supervisors, the Department recognizes that it cannot account for, and must carefully
balance such data with, the many variables in law enforcement, such as:
•Ability to detect crime.
•Work ethic.
•Assignment and shift.
•Physical abilities (ability to perform the job-related physical tasks).
•Randomness of events.
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Golden Valley Police Department
Policy Manual
Employee Speech, Expression, and Social
Networking
1030.1 PURPOSE AND SCOPE
This policy is intended to address issues associated with employee use of social networking sites
and to provide guidelines for the regulation and balance of employee speech and expression with
the needs of the Department.
Nothing in this policy is intended to prohibit or infringe upon any communication, speech or
expression that is protected or privileged under law. This includes speech and expression
protected under state or federal constitutions as well as labor or other applicable laws. For example
this policy does not limit an employee from speaking as a private citizen, including acting as an
authorized member of a recognized bargaining unit or officer associations, about matters of public
concern such as misconduct or corruption.
Employees are encouraged to consult with their supervisor regarding any questions arising from
the application or potential application of this policy.
1030.1.1 APPLICABILITY
This policy applies to all forms of communication including but not limited to film, video, print
media, public or private speech, use of all Internet services, including the World Wide Web, e-
mail, file transfer, remote computer access, news services, social networking, social media, instant
messaging, blogs, forums, wikis, video and other file sharing sites.
1030.2 POLICY
Because public employees occupy a trusted position in the community, their statements have
the potential to contravene the policies and performance of this department. Due to the nature
of the work and influence associated with the law enforcement profession, it is necessary that
employees of this department be subject to certain reasonable limitations on their speech and
expression. To achieve its mission and efficiently provide service to the public the Golden Valley
Police Department will carefully balance the individual employee's rights against the organization's
needs and interests when exercising a reasonable degree of control over its employees' speech
and expression.
1030.3 SAFETY
Employees should carefully consider the implications of their speech or any other form of
expression when using the Internet. Speech and expression that may negatively affect the safety
of Golden Valley Police Department employees such as posting personal information in a public
forum can result in compromising an employee’s home address or family ties. Employees should
therefore not disseminate or post any information on any forum or medium that could reasonably
be expected to compromise the safety of any employee, employee's family or associates or
persons that this agency has had professional contact with such as crime victims or staff of
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other organizations. Examples of the type of information that could reasonably be expected to
compromise safety include:
•Disclosing a photograph and name or address of an employee.
•Disclosing the address, telephone number or email address of an employee.
•Otherwise disclosing where another employee can be located off-duty.
1030.4 PROHIBITED SPEECH, EXPRESSION AND CONDUCT
To meet the organization's safety, performance and public-trust needs the following are prohibited
unless the speech is otherwise protected (for example an employee speaking as a private citizen,
including acting as an authorized member of a recognized bargaining unit or officer associations,
on a matter of public concern):
(a) Speech or expression made pursuant to an official duty that tends to compromise
or damage the mission, function, reputation or professionalism of the Golden Valley
Police Department or its employees.
(b) Speech or expression that, while not made pursuant to an official duty, is significantly
linked to or related to the Golden Valley Police Department and tends to compromise
or damage the mission, function, reputation or professionalism of the Golden Valley
Police Department or its employees. Examples may include:
1.Statements that indicate disregard for the law or the state or U.S. Constitution.
2.Statements that are discriminatory or hate speech.
3.Expression that demonstrates support for criminal activity.
4.Participating in sexually explicit photographs or videos for compensation or
distribution.
(c)Speech or expression that could reasonably be foreseen as having a negative impact
on the credibility of the employee as a witness. For example posting statements or
expressions to a website that glorify or endorse dishonesty or illegal behavior.
(d)Speech or expression of any form that could reasonably be foreseen as having a
negative impact on the safety of the employees of the Department. For example
a statement on a blog that provides specific details as to how and when prisoner
transportations are made could reasonably be foreseen to jeopardize employees by
informing criminals of details that could facilitate an escape or attempted escape.
(e) Speech or expression that is contrary to the canons of the Law Enforcement Code of
Ethics as adopted by the Golden Valley Police Department.
(f)Use or disclosure, through whatever means, of any not public data, photograph,
video or other recording obtained or accessible as a result of employment with the
Department for financial or personal gain or data classified as not public by state or
federal law or any disclosure of such materials without the express authorization of
the Chief of Police or the authorized designee.
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(g)Posting, transmitting or disseminating any photographs, video or audio recordings,
likenesses or images of department logos, emblems, uniforms, badges, patches,
marked vehicles, equipment or other material that specifically identifies the Golden
Valley Police Department on any personal or social networking or other website or
web page without the express authorization of the Chief of Police.
(h)Accessing websites for non-authorized purposes or use of any personal
communication device, game device or media device, whether personally or
department-owned, for personal purposes while on-duty except in the following
circumstances:
1.When brief personal communications may be warranted by the circumstances
(e.g., inform family of extended hours).
2.During authorized breaks; such usage should be limited as much as practicable
to areas out of sight and sound of the public and shall not be disruptive to the
work environment.
Employees must take reasonable and prompt action to remove any content, including content
posted by others, that is in violation of this policy from any web page or website maintained by
the employee (e.g., social or personal website).
1030.4.1 UNAUTHORIZED ENDORSEMENTS AND ADVERTISEMENTS
While employees are not restricted from engaging in the following activities as private citizens or
as authorized members of a recognized bargaining unit or officer associations, employees may
not represent the Golden Valley Police Department or identify themselves in any way that could
be reasonably perceived as representing the Golden Valley Police Department in order to do any
of the following, unless specifically authorized by the Chief of Police:
(a)Endorse, support, oppose or contradict any political campaign or initiative.
(b)Endorse, support, oppose or contradict any social issue, cause or religion.
(c)Endorse, support, or oppose any product, service, company or other commercial
entity.
(d)Appear in any commercial, social or nonprofit publication or any motion picture, film,
video, public broadcast or any website.
Additionally, when it can reasonably be construed that an employee acting in his/her individual
capacity or through an outside group or organization (e.g. bargaining group) is affiliated with this
department, the employee shall give a specific disclaiming statement that any such speech or
expression is not representative of the Golden Valley Police Department.
Employees retain their right to vote as they choose, to support candidates of their choice and
to express their opinions as private citizens, including as authorized members of a recognized
bargaining unit or officer associations, on political subjects and candidates at all times while off-
duty. However employees may not use their official authority or influence to interfere with or affect
the result of an election, appointment, or a nomination for office. Employees are also prohibited
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from directly or indirectly using their official authority to coerce, command or advise another
employee to pay, lend or contribute anything of value to a party, committee, organization, agency
or person for political purposes (5 USC § 1502).
1030.5 PRIVACY EXPECTATION
Members forfeit any expectation of privacy with regard to e-mails, texts, or anything published
or maintained through file-sharing software or any Internet site (e.g., Facebook, MySpace) that
is accessed, transmitted, received or reviewed on any department technology system (see the
Information Technology Use Policy for additional guidance).
1030.6 CONSIDERATIONS
In determining whether to grant authorization of any speech or conduct that is prohibited under
this policy, the factors that the Chief of Police or authorized designee should consider include:
(a)Whether the speech or conduct would negatively affect the efficiency of delivering
public services.
(b) Whether the speech or conduct would be contrary to the good order of the Department
or the efficiency or morale of its members.
(c)Whether the speech or conduct would reflect unfavorably upon the Department.
(d) Whether the speech or conduct would negatively affect the member’s appearance of
impartiality in the performance of his/her duties.
(e)Whether similar speech or conduct has been previously authorized.
(f)Whether the speech or conduct may be protected and outweighs any interest of the
Department.
1030.7 TRAINING
Subject to available resources the Department should provide training regarding employee speech
and the use of social networking to all members of the Department.
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POST Licensing
1031.1 PURPOSE AND SCOPE
Maintaining a valid POST license is a critical element of an officer’s ability to continue their
employment and is their sole professional responsibility. Every officer and every part-time officer
is required to complete the continuing education requirements to maintain a valid license every
three years (Minn. R. § 6700.0900; Minn. R. 6700.1000).
1031.2 RENEWAL SCHEDULE
Any officer whose license expires is not authorized to work as a peace officer until the license
status is valid. Officers renew their POST licenses according to a schedule established by
Administrative Rule (Minn. R. 6700.1000).
1031.2.1 LICENSE RENEWAL CREDITS
A peace officer license may be renewed only upon the licensee or the licensee's appointing
authority providing the POST board proof the licensee has successfully completed board-
approved continuing education and posting of fees on or before June 30 of the year a license is
due for renewal. Licensee required hours of continuing credit are (Minn. R. 6700.1000, Subd. 3):
•16 hours for a peace officer approved mandatory learning objectives or a part-time
peace officer who has been licensed for at least six months but less than 18 months.
•32 hours for a peace officer or a part-time peace officer who has been licensed for at
least 18 months but less than 30 months.
•48 hours for a peace officer or a part-time peace officer who has been licensed for
at least 30 months.
1031.3 INACTIVE LICENSE
Officers who fail to complete the requirements will have their license placed in the “Inactive” status.
The employee may then be placed in a temporary administrative assignment until their license is
“Valid”. Those employees may also face administrative discipline up to and including termination.
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***DRAFT*** Workplace Accident and Injury Reduction - 1
Workplace Accident and Injury Reduction
1032.1 PURPOSE AND SCOPE
The purpose of this policy is to establish an ongoing and effective plan to reduce the incidence
of illness and injury for members of the Golden Valley Police Department, in accordance with the
requirements of Minn. Stat. § 182.653.
This policy specifically applies to illness and injury that results in lost time or that requires medical
treatment beyond first aid. Although this policy provides the essential guidelines for a plan that
reduces illness and injury, it may be supplemented by procedures outside the Policy Manual.
This policy does not supersede but supplements any related Citywide safety efforts.
1032.2 POLICY
The Golden Valley Police Department is committed to providing a safe environment for its
members and visitors and to minimizing the incidence of work-related illness and injuries.
The Department will participate in the City-wide Workplace Accident and Injury Reduction
(AWAIR) program and will provide tools, training and safeguards designed to reduce the
potential for accidents, illness and injuries. It is the intent of the Department to comply with all
laws and regulations related to occupational safety.
1032.3 A WORKPLACE ACCIDENT AND INJURY REDUCTION PROGRAM
The Assistant Police Chief—Operations responsible for developing an AWAIR program that shall
include:
(a)Workplace safety and health training programs.
(b)Regularly scheduled safety meetings.
(c)Posted or distributed safety information.
(d)A system for members to make good-faith complaints to management about workplace
hazards.
(e)Participate in the City’s safety committee.
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(f)Follow the City’s process to ensure illnesses and injuries are reported as required
under Minnesota Occupational Safety and Health Administration (MNOSHA) (29 CFR
1904.39; Minn. Stat. § 182.674; Minn. R. 5205.0010).
(g)Descriptions of the following (Minn. Stat. § 182.653):
1.How managers, supervisors and members are responsible for implementing the
program and how continued participation of management will be established,
measured and maintained
2.The methods used to identify, analyze and control new or existing hazards,
conditions and operations
3.How the plan will be communicated to all affected members so that they are
informed of work-related hazards and controls
4.How workplace accidents will be investigated and corrective action implemented
5.How safe work practices and rules will be enforced
The Assistant Chief of Operations must conduct and document a review of the AWAIR program
at least annually and document how the program procedures are applied (Minn. Stat.
§182.653).
1032.4 ASSISTANT CHIEF OF OPERATIONS RESPONSIBILITIES
The responsibilities of the Assistant Chief of Operations include but are not limited to:
(a)Managing and implementing a plan to reduce the incidence of member illness and
injury.
(b) Ensuring that a system of communication is in place that facilitates a continuous flow
of safety and health information between supervisors and members. This system shall
include:
1.New member orientation that includes a discussion of safety and health policies
and procedures.
2.Regular member review of the AWAIR program.
(c)Ensuring that all safety and health policies and procedures are clearly communicated
and understood by all members.
(d) Taking reasonable steps to ensure that all members comply with safety rules in order
to maintain a safe work environment. This includes but is not limited to:
1.Informing members of the AWAIR guidelines.
2.Recognizing members who perform safe work practices.
3. Ensuring that the member evaluation process includes member safety
performance.
4.Ensuring department compliance to meet standards regarding the following:
(a) Bloodborne pathogen precautions (29 CFR 1910.1030; Minn. Stat. §
182.6555; Minn. R. 5206.0600)
(b) Personal Protective Equipment (PPE) (see the Personal Protective
Equipment Policy) (29 CFR 1910.134; Minn. R. 5205.0010)211
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(c)Appropriate barriers in law enforcement vehicles (Minn. R. 5205.0755)
(d)Emergency Action Plan (29 CFR 1910.38(a); Minn. R. 5205.0010)
(e)Walk-Working Surfaces (Minn. R. 5205.0010; 29 CFR 1910.21 et seq.)
(f)Personal Fall Protection Systems (Minn. R. 5205.0010; 29 CFR 1910.140)
(e)Making available a form to document inspections, unsafe conditions, or work practices,
and actions taken to correct unsafe conditions and work practices.
(f)Making available a form to document individual incidents or accidents.
(g) Making available a form to document the safety and health training of each member.
This form will include the member’s name or other identifier, training dates, type of
training, and training providers.
(h) Conducting and documenting a regular review of the illness and injury prevention plan.
1032.5 SUPERVISOR RESPONSIBILITIES
Supervisor responsibilities include, but are not limited to:
(a) Ensuring member compliance with AWAIR guidelines and answering questions from
members about this policy.
(b)Training, counseling, instructing or making informal verbal admonishments any time
safety performance is deficient. Supervisors may also initiate discipline when it is
reasonable and appropriate under the Standards of Conduct Policy.
(c)Establishing and maintaining communication with members on health and safety
issues. This is essential for an injury-free, productive workplace.
(d)Completing required forms and reports relating to illness and injury prevention; such
forms and reports shall be submitted to the Assistant Chief of Operations.
(e)Notifying the Assistant Chief of Operations when:
1.New substances, processes, procedures or equipment that present potential
new hazards are introduced into the work environment.
2.New, previously unidentified hazards are recognized.
3.Occupational illnesses and injuries occur.
4.New and/or permanent or intermittent members are hired or reassigned to
processes, operations or tasks for which a hazard evaluation has not been
previously conducted.
5.Workplace conditions warrant an inspection.
1032.6 HAZARDS
All members should report and/or take reasonable steps to correct unsafe or unhealthy work
conditions, practices or procedures in a timely manner. Members should make their reports to a
supervisor (as a general rule, their own supervisors).
Supervisors should make reasonable efforts to correct unsafe or unhealthy work conditions in a
timely manner, based on the severity of the hazard. These hazards should be corrected when
observed or discovered, when it is reasonable to do so. When a hazard exists that cannot be
immediately abated without endangering members or property, supervisors should protect or
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condition.
Members who are necessary to correct the hazardous condition shall be provided with the
necessary protection.
All significant actions taken and dates they are completed shall be documented on the appropriate
form. This form should be forwarded to the Assistant Chief of Operations via the chain of
command.
The Assistant Chief of Operations will take appropriate action to ensure the AWAIR program
addresses potential hazards upon such notification.
1032.7 INSPECTIONS
Safety inspections are crucial to a safe work environment. These inspections identify and evaluate
workplace hazards and permit mitigation of those hazards. A hazard assessment checklist should
be used for documentation and to ensure a thorough assessment of the work environment.
The Assistant Chief of Operations shall ensure that the appropriate documentation is completed
for each inspection.
1032.7.1 EQUIPMENT
Members are charged with daily vehicle inspections of their assigned vehicles and of their PPE
prior to working in the field. Members shall complete the appropriate form if an unsafe condition
cannot be immediately corrected. Members should forward this form to their supervisors.
1032.7.2 FREQUENCY OF INSPECTIONS
Safety inspections shall be conducted by the safety and health committee at a frequency decided
by the committee, but at least quarterly (Minn. R. 5208.0040).
1032.8 INVESTIGATIONS
Any member sustaining any work-related illness or injury, as well as any member who is involved
in any accident or hazardous substance exposure while on-duty shall report such event as soon
as practicable to a supervisor. Members observing or learning of a potentially hazardous condition
are to promptly report the condition to their immediate supervisors.
A supervisor receiving such a report should personally investigate the incident or ensure that
an investigation is conducted. Investigative procedures for workplace accidents and hazardous
substance exposures should include:
(a)A visit to the accident scene as soon as possible.
(b)An interview of the injured member and witnesses.
(c)An examination of the workplace for factors associated with the accident/exposure.
(d)Determination of the cause of the accident/exposure.
(e)Corrective action to prevent the accident/exposure from reoccurring.
(f)Documentation of the findings and corrective actions taken.
Additionally, the supervisor should proceed with the steps to report an on-duty injury, as required
under the Occupational Disease, Personal Injury and Death Reporting Policy, in conjunction with
this investigation to avoid duplication and ensure timely reporting.
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1032.9 TRAINING
The Assistant Chief of Operations should work with the assigned Training Sergeant to provide
all members, including supervisors, with training on general and job-specific workplace safety and
health practices. Training shall be provided:
(a) To supervisors to familiarize them with the safety and health hazards to which
members under their immediate direction and control may be exposed.
(b)To all members with respect to hazards specific to each member’s job assignment.
(c)To all members given new job assignments for which training has not previously been
provided.
(d)Whenever new substances, processes, procedures or equipment are introduced to
the workplace and represent a new hazard.
(e) Whenever the Department is made aware of a new or previously unrecognized hazard.
(f)Annually for training related to infectious agents and hazardous substances as
required by MNOSHA (Minn. Stat. § 182.653).
1032.9.1 TRAINING TOPICS
The assigned Training Sergeant shall ensure that training includes:
(a)Reporting unsafe conditions, work practices and injuries, and informing a supervisor
when additional instruction is needed.
(b)Use of appropriate clothing, including gloves and footwear.
(c)Use of respiratory equipment.
(d)Availability of toilet, hand-washing and drinking-water facilities.
(e)Provisions for medical services and first aid.
(f)Handling of bloodborne pathogens and other biological hazards.
(g)Prevention of heat and cold stress.
(h)Identification and handling of hazardous materials, including chemical hazards to
which members could be exposed, and review of resources for identifying and
mitigating hazards (e.g., hazard labels, Safety Data Sheets (SDS)).
(i)Mitigation of physical hazards, such as heat and cold stress, noise, and ionizing and
non-ionizing radiation.
(j)Identification and mitigation of ergonomic hazards, including working on ladders or in
a stooped posture for prolonged periods.
(k)Back exercises/stretches and proper lifting techniques.
(l)Avoidance of slips and falls.
(m)Good housekeeping and fire prevention.
(n)Other job-specific safety concerns.
1032.10 RECORDS
Records and training documentation relating to the AWAIR program will be maintained in
accordance with the established records retention schedule.
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All safety and health committee recommendations and reports shall be kept for two years. The
reports shall be made available to the Minnesota Department of Labor and Industry upon request
(Minn. R. 5208.0050).
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Golden Valley Police Department
Policy Manual
Line-of-Duty Deaths
1033.1 PURPOSE AND SCOPE
The purpose of this policy is to provide guidance to members of the Golden Valley Police
Department in the event of the death of a member occurring in the line of duty and to direct the
Department in providing proper support for the member's survivors.
The Chief of Police may also apply some or all of this policy for a non-line-of-duty member death,
or in situations where members are injured in the line of duty and the injuries are life-threatening.
1033.1.1 DEFINITIONS
Definitions related to this policy include:
Line-of-duty death - The death of an officer during the course of performing law enforcement-
related functions while on- or off-duty, or a non-sworn member during the course of performing
assigned duties.
For an officer, a line-of-duty death includes death that is the direct and proximate result of a
personal injury sustained in the line of duty (34 USC § 10281).
Survivors - Immediate family members of the deceased member, which can include spouse,
children, parents, other next of kin, or significant others. The determination of who should be
considered a survivor for purposes of this policy should be made on a case-by-case basis given
the individual's relationship with the member and whether the individual was previously designated
by the deceased member.
1033.2 POLICY
It is the policy of the Golden Valley Police Department to make appropriate notifications and to
provide assistance and support to survivors and coworkers of a member who dies in the line of
duty.
It is also the policy of this department to respect the requests of the survivors when they conflict
with these guidelines, as appropriate.
1033.3 INITIAL ACTIONS BY COMMAND STAFF
(a)Upon learning of a line-of-duty death, the deceased member’s supervisor should
provide all reasonably available information to the Shift Sergeant and Dispatch.
1.Communication of information concerning the member and the incident should
be restricted to secure networks to avoid interception by the media or others
(see the Public Information Liaison section of this policy).
(b) The Shift Sergeant should ensure that notifications are made in accordance with
the Officer-Involved Shootings and Deaths and Major Incident Notification policies as
applicable.
Policy 1033
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(c)If the member has been transported to the hospital, the Shift Sergeant or
the authorized designee should respond to the hospital to assume temporary
responsibilities as the Hospital Liaison.
(d)The Chief of Police or the authorized designee should assign members to handle
survivor notifications and assign members to the roles of Hospital Liaison (to relieve
the temporary Hospital Liaison) and the Department Liaison as soon as practicable
(see the Notifying Survivors section and the Department Liaison and Hospital Liaison
subsections in this policy).
1033.4 NOTIFYING SURVIVORS
Survivors should be notified as soon as possible in order to avoid the survivors hearing about the
incident in other ways.
The Chief of Police or the authorized designee should review the deceased member's emergency
contact information and make accommodations to respect the member's wishes and instructions
specific to notifying survivors. However, notification should not be excessively delayed because
of attempts to assemble a notification team in accordance with the member's wishes.
The Chief of Police, Shift Sergeant, or the authorized designee should select at least two members
to conduct notification of survivors, one of which may be the Department chaplain.
Notifying members should:
(a)Make notifications in a direct and compassionate manner, communicating as many
facts of the incident as possible, including the current location of the member.
Information that is not verified should not be provided until an investigation has been
completed.
(b) Determine the method of notifying surviving children by consulting with other survivors
and taking into account factors such as the child's age, maturity, and current location
(e.g., small children at home, children in school).
(c)Plan for concerns such as known health concerns of survivors or language barriers.
(d)Offer to transport survivors to the hospital, if appropriate. Survivors should be
transported in department vehicles. Notifying members shall inform the Hospital
Liaison over a secure network that the survivors are on their way to the hospital.
Notifying members should remain at the hospital while the survivors are present.
(e)When survivors are not at their residences or known places of employment, actively
seek information and follow leads from neighbors, other law enforcement, postal
authorities, and other sources of information in order to accomplish notification in as
timely a fashion as possible. Notifying members shall not disclose the reason for their
contact other than a family emergency.
(f)If making notification at a survivor's workplace, ask a workplace supervisor for the
use of a quiet, private room to meet with the survivor. Members shall not inform the
workplace supervisor of the purpose of their visit other than to indicate that it is a family
emergency.
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(g)Offer to call other survivors, friends, or clergy to support the survivors and to avoid
leaving survivors alone after notification.
(h)Assist the survivors with meeting child care or other immediate needs.
(i)Provide other assistance to survivors and take reasonable measures to accommodate
their needs, wishes, and desires. Care should be taken not to make promises or
commitments to survivors that cannot be met.
(j)Inform the survivors of the name and phone number of the Survivor Support
Liaison (see the Survivor Support Liaison section of this policy), if known, and the
Department Liaison.
(k)Provide their contact information to the survivors before departing.
(l)Document the survivors' names and contact information, as well as the time
and location of notification. This information should be forwarded to the
Department Liaison.
(m)Inform the Chief of Police or the authorized designee once survivor notifications have
been made so that other Golden Valley Police Department members may be apprised
that survivor notifications are complete.
1033.4.1 OUT-OF-AREA NOTIFICATIONS
The Department Liaison should request assistance from law enforcement agencies in appropriate
jurisdictions for in-person notification to survivors who are out of the area.
(a)The Department Liaison should contact the appropriate jurisdiction using a secure
network and provide the assisting agency with the name and telephone number of
the department member that the survivors can call for more information following the
notification by the assisting agency.
(b)The Department Liaison may assist in making transportation arrangements for the
member's survivors, but will not obligate the Department to pay travel expenses
without the authorization of the Chief of Police.
1033.5 NOTIFYING DEPARTMENT MEMBERS
Supervisors or members designated by the Chief of Police are responsible for notifying department
members of the line-of-duty death as soon as possible after the survivor notification is made.
Notifications and related information should be communicated in person or using secure networks
and should not be transmitted over the radio.
Notifications should be made in person and as promptly as possible to all members on-duty at
the time of the incident. Members reporting for subsequent shifts within a short amount of time
should be notified in person at the beginning of their shifts. Members reporting for duty from
their residences should be instructed to contact their supervisors as soon as practicable. Those
members who are working later shifts or are on days off should be notified by phone as soon as
practicable.
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Members having a close bond with the deceased member should be notified of the incident in
person. Supervisors should consider assistance (e.g., peer support, modifying work schedules,
approving sick leave) for members who are especially affected by the incident.
Supervisors should direct members not to disclose any information outside the Department
regarding the deceased member or the incident.
1033.6 LIAISONS AND COORDINATORS
The Chief of Police or the authorized designee should select members to serve as liaisons and
coordinators to handle responsibilities related to a line-of-duty death, including but not limited to:
(a) Department Liaison.
(b)Hospital Liaison.
(c)Survivor Support Liaison.
(d)Wellness Support Liaison.
(e) Funeral Liaison.
(f)Mutual aid coordinator.
(g) Benefits Liaison.
(h) Finance coordinator.
(i)Public Information Liaison
Liaisons and coordinators will be directed by the Department Liaison and should be given sufficient
duty time to complete their assignments.
Members may be assigned responsibilities of more than one liaison or coordinator position
depending on available department resources. The Department Liaison may assign separate
liaisons and coordinators to accommodate multiple family units, if needed. The Department
should consider seeking assistance from surrounding law enforcement agencies to fill liaison and
coordinator positions, as appropriate.
1033.6.1 DEPARTMENT LIAISON
The Department Liaison should be an Assistant Chief or of sufficient rank to effectively
coordinate department resources and should serve as a facilitator between the deceased
member's survivors and the Department. The Department Liaison reports directly to the Chief of
Police. The Department Liaison's responsibilities include but are not limited to:
(a)Directing the other liaisons and coordinators in fulfilling survivors' needs and requests.
Consideration should be given to organizing the effort using the National Incident
Management System.
(b) Establishing contact with survivors within 24 hours of the incident and providing them
contact information.
(c)Advising survivors of the other liaison and coordinator positions and their roles and
responsibilities.
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(d) Identifying locations that will accommodate a law enforcement funeral and presenting
the options to the appropriate survivors, who will select the location.
(e)Coordinating all official law enforcement notifications and arrangements.
(f)Making necessary contacts for authorization to display flags at half-staff.
(g) Reminding department members of appropriate information-sharing restrictions
regarding the release of information that could undermine future legal proceedings.
(h) Coordinating security checks of the member's residence as necessary and
reasonable.
(i)Serving as a liaison with visiting law enforcement agencies during memorial and
funeral services.
1033.6.2 HOSPITAL LIAISON
The Hospital Liaison should work with hospital personnel to:
(a)Establish a command post or incident command system, as appropriate, to facilitate
management of the situation and its impact on hospital operations (e.g., influx of
people, parking).
(b)Arrange for appropriate and separate waiting areas for:
1.The survivors and others whose presence is requested by the survivors.
2.Department members and friends of the deceased member.
3. Media personnel.
(c)Ensure, as practicable, that any suspects who are in the hospital and their families
or friends are not in proximity to the member's survivors or Golden Valley Police
Department members (except for members who may be guarding a suspect).
(d)Arrange for survivors to receive timely updates regarding the member before
information is released to others.
(e)Arrange for survivors to have private time with the member, if requested.
1. The Hospital Liaison or hospital personnel may need to explain the condition of
the member to the survivors to prepare them accordingly.
2. The Hospital Liaison should accompany the survivors into the room, if requested.
(f)Stay with survivors and provide them with other assistance as needed at the hospital.
(g)If applicable, explain to the survivors why an autopsy may be needed.
(h)Make arrangements for hospital bills to be directed to the Department, that the
survivors are not asked to sign as guarantor of payment for any hospital treatment,
and that the member's residence address, insurance information, and next of kin are
not included on hospital paperwork.
Other responsibilities of the Hospital Liaison include but are not limited to:
•Arranging transportation for the survivors back to their residence.
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•Working with investigators to gather and preserve the deceased member's equipment
and other items that may be of evidentiary value.
•Documenting their actions at the conclusion of duties.
1033.6.3 SURVIVOR SUPPORT LIAISON
The Survivor Support Liaison should work with the Department Liaison to fulfill the immediate
needs and requests of the survivors of any member who has died in the line of duty and serve
as the long-term department contact for survivors.
The Survivor Support Liaison should be selected by the deceased member's Assistant Chief. The
following should be considered when selecting the Survivor Support Liaison:
•The liaison should be an individual the survivors know and with whom they are
comfortable working.
•The selection may be made from names recommended by the deceased member's
supervisor and/or coworkers. The deceased member's partner or close friends may
not be the best selections for this assignment because the emotional connection to
the member or survivors may impair their ability to conduct adequate liaison duties.
•The liaison must be willing to assume the assignment with an understanding of the
emotional and time demands involved.
The responsibilities of the Survivor Support Liaison include but are not limited to:
(a) Arranging for transportation of survivors to hospitals, places of worship, funeral homes,
and other locations, as appropriate.
(b) Communicating with the Department Liaison regarding appropriate security measures
for the family residence, as needed.
(c)If requested by the survivors, providing assistance with instituting methods of
screening telephone calls made to their residence after the incident.
(d)Providing assistance with travel and lodging arrangements for out-of-town survivors.
(e)Returning the deceased member's personal effects from the Department and the
hospital to the survivors. The following should be considered when returning the
personal effects:
1.Items should not be delivered to the survivors until they are ready to receive
the items.
2.Items not retained as evidence should be delivered in a clean, unmarked box.
3.All clothing not retained as evidence should be cleaned and made presentable
(e.g., items should be free of blood or other signs of the incident).
4.The return of some personal effects may be delayed due to ongoing
investigations.
(f)Assisting with the return of department-issued equipment that may be at the deceased
member's residence.
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1.Unless there are safety concerns, the return of the equipment should take place
after the funeral at a time and in a manner considerate of the survivors' wishes.
(g)Working with the Wellness Support Liaison for survivors to have access to available
counseling services.
(h)Coordinating with the department's Public Information Liaison to brief the survivors
on pending press releases related to the incident and to assist the survivors with
media relations in accordance with their wishes (see the Public Information Liaison
section of this policy).
(i) Briefing survivors on investigative processes related to the line-of-duty death, such as
criminal, internal, and administrative investigations.
(j)Informing survivors of any related criminal proceedings and accompanying them to
such proceedings.
(k)Introducing survivors to prosecutors, victim's assistance personnel, and other involved
personnel as appropriate.
(l)Maintaining long-term contact with survivors and taking measures to sustain a
supportive relationship (e.g., follow-up visits, phone calls, cards on special occasions,
special support during holidays).
(m)Inviting survivors to department activities, memorial services (e.g., as applicable, the
Annual Candlelight Vigil at the National Law Enforcement Officers Memorial), or other
functions as appropriate.
Survivor Support Liaisons providing services after an incident resulting in multiple members being
killed should coordinate with and support each other through conference calls or meetings as
necessary.
The Department recognizes that the duties of a Survivor Support Liaison will often affect regular
assignments over many years, and is committed to supporting members in the assignment.
If needed, the Survivor Support Liaison should be issued a personal communication device
(PCD) owned by the Department to facilitate communications necessary to the assignment. The
department-issued PCD shall be used in accordance with the Personal Communication Devices
Policy.
1033.6.4 WELLNESS SUPPORT LIAISON
The Wellness Support Liaison should work with the department wellness coordinator or the
authorized designee and other liaisons and coordinators to make wellness support and counseling
services available to members and survivors who are impacted by a line-of-duty death. The
responsibilities of the Wellness Support Liaison include but are not limited to:
(a) Identifying members who are likely to be significantly affected by the incident and may
have an increased need for wellness support and counseling services, including:
1.Members involved in the incident.
2.Members who witnessed the incident.
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3. Members who worked closely with the deceased member but were not involved
in the incident.
(b) Making arrangements for members who were involved in or witnessed the incident to
be relieved of department responsibilities until they can receive wellness support.
(c) Making wellness support and counseling resources (e.g., peer support, Critical
Incident Stress Debriefing) available to members as soon as reasonably practicable
following the line-of-duty death.
(d) Coordinating with the Survivor Support Liaison to inform survivors of available
wellness support and counseling services and assisting with arrangements as needed.
(e) Following up with members and the Survivor Support Liaison in the months following
the incident to determine if additional wellness support or counseling services are
needed.
1033.6.5 FUNERAL LIAISON
The Funeral Liaison should work with the Department Liaison, Survivor Support Liaison, and
survivors to coordinate funeral arrangements to the extent the survivors wish. The Funeral
Liaison's responsibilities include but are not limited to:
(a) Assisting survivors in working with the funeral director regarding funeral arrangements
and briefing them on law enforcement funeral procedures.
(b) Completing funeral notification to other law enforcement agencies.
(c) Coordinating the funeral activities of the Department, including but not limited to the
following:
1. Honor Guard
(a) Casket watch
(b) Color guard
(c) Pallbearers
(d) Bell/rifle salute
2. Bagpipers/bugler
3. Uniform for burial
4. Flag presentation
5. Last radio call
(d) Briefing the Chief of Police and command staff concerning funeral arrangements.
(e) Assigning an officer to remain at the family home during the viewing and funeral.
(f) Arranging for transportation of the survivors to and from the funeral home and
interment site using department vehicles and drivers.
(g) Addressing event-related logistical matters (e.g., parking, visitor overflow, public
assembly areas).
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1033.6.6 MUTUAL AID COORDINATOR
The mutual aid coordinator should work with the Department Liaison and the Funeral Liaison to
request and coordinate any assistance from outside law enforcement agencies needed for, but
not limited to:
(a)Traffic control during the deceased member's funeral.
(b)Area coverage so that as many Golden Valley Police Department members can attend
funeral services as possible.
The mutual aid coordinator should perform duties in accordance with the Outside Agency
Assistance Policy.
Where practicable, the Chief of Police should appoint a mutual aid coordinator to identify external
resources in advance of any need (e.g., regional honor guard teams, county- or state-wide
resources).
1033.6.7 BENEFITS LIAISON
The Benefits Liaison should provide survivors with information concerning available benefits and
will assist them in applying for benefits. Responsibilities of the Benefits Liaison include but are
not limited to:
(a)Confirming the filing of workers' compensation claims and related paperwork (see the
Occupational Disease, Personal Injury and Death Reporting Policy).
(b) Researching and assisting survivors with application for federal government survivor
benefits, such as those offered through the following:
1.Public Safety Officers' Benefits Program, including financial assistance available
through the Public Safety Officers' Educational Assistance (PSOEA) Program,
as applicable (34 USC § 10281 et seq.).
2.Social Security Administration.
3.Department of Veterans Affairs.
(c)Researching and assisting survivors with application for state and local government
survivor benefits.
1.Survivor benefits (Minn. Stat. § 353.657).
2.Disability survivor benefits (Minn. Stat. § 353.656).
3.Continued health insurance coverage benefit (Minn. Stat. § 299A.465).
4.Death benefit (Minn. Stat. § 299A.44).
5.Education benefit (Minn. Stat. § 299A.45).
(d)Researching and assisting survivors with application for other survivor benefits such
as:
1.Private foundation survivor benefits programs.
2.Survivor scholarship programs.
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(e) Researching and informing survivors of support programs sponsored by
police associations and other organizations.
(f)Documenting and informing survivors of inquiries and interest regarding public
donations to the survivors.
1.If requested, working with the finance coordinator to assist survivors with
establishing a process for the receipt of public donations.
(g)Providing survivors with a summary of the nature and amount of benefits applied
for, including the name of a contact person at each benefit office. Printed copies of
the summary and benefit application documentation should be provided to affected
survivors.
(h)Maintaining contact with the survivors and assisting with subsequent benefit questions
and processes as needed.
1033.6.8 FINANCE COORDINATOR
The finance coordinator should work with the Chief of Police and the Department Liaison
to manage financial matters related to the line-of-duty death. The finance coordinator’s
responsibilities include, but are not limited to:
(a)Establishing methods for purchasing and monitoring costs related to the incident.
(b)Providing information on finance-related issues, such as:
1.Paying survivors’ travel costs if authorized.
2.Transportation costs for the deceased.
3.Funeral and memorial costs.
4.Related funding or accounting questions and issues.
(c)Working with the Benefits Liaison to establish a process for the receipt of public
donations to the deceased member’s survivors.
(d)Providing accounting and cost information as needed.
1033.7 PUBLIC INFORMATION LIAISON
The Chief of Police or their designee shall serve as the Public Information Liaison, who should be
the department's contact point for the media. As such, the Public Information Liaison should
coordinate with the Department Liaison to:
(a)Collect and maintain the most current incident information and determine what
information should be released.
(b)Instruct department members to direct any media inquiries to the Public Information
Liaison.
(c)Prepare necessary press releases.
1. Coordinate with the City’s Communications Department and other entities
having media roles (e.g., outside agencies involved in the investigation or
incident).
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2.Disseminate important public information, such as information on how the public
can show support for the department and deceased member's survivors.
(d)Arrange for community and media briefings by the Chief of Police or the authorized
designee as appropriate.
(e)Respond, or coordinate the response, to media inquiries.
(f)If requested, assist the member's survivors with media inquiries.
1.Brief the survivors on handling sensitive issues such as the types of questions
that reasonably could jeopardize future legal proceedings.
(g)Release information regarding memorial services and funeral arrangements to
department members, other agencies, and the media as appropriate.
(h)If desired by the survivors, arrange for the recording of memorial and funeral services
via photos and/or video.
The identity of deceased members should be withheld until the member's survivors have been
notified. If the media have obtained identifying information for the deceased member prior to
survivor notification, the Public Information Liaison should request that the media withhold the
information from release until proper notification can be made to survivors. The Public
Information Liaison should notify media when survivor notifications have been made.
1033.8 DEPARTMENT CHAPLAIN
The Department chaplain may serve a significant role in line-of-duty deaths. Chaplain duties may
include but are not limited to:
•Assisting with survivor notifications and assisting the survivors with counseling,
emotional support, or other matters, as appropriate.
•Assisting liaisons and coordinators with their assignments, as appropriate.
•Assisting department members with counseling or emotional support, as requested
and appropriate.
Further information on the potential roles and responsibilities of the chaplain is in the Chaplains
Policy.
1033.9 INVESTIGATION OF THE INCIDENT
The Chief of Police shall make necessary assignments to conduct thorough investigations of
any line-of-duty death and may choose to use the investigation process outlined in the Officer-
Involved Shootings and Deaths Policy.
Investigators from other agencies may be assigned to work on any criminal investigation related
to line-of-duty deaths. Partners, close friends, or personnel who worked closely with the deceased
member should not have any investigative responsibilities because such relationships may impair
the objectivity required for an impartial investigation of the incident.
Involved department members should be kept informed of the progress of the investigations and
provide investigators with any information that may be pertinent to the investigations.
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1033.10 LINE-OF-DUTY DEATH OF A LAW ENFORCEMENT ANIMAL
The Chief of Police may authorize appropriate memorial and funeral services for law enforcement
animals killed in the line of duty.
1033.11 NON-LINE-OF-DUTY DEATH
The Chief of Police may authorize certain support services for the death of a member not occurring
in the line of duty.
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Golden Valley Police Department
Policy Manual
Wellness Program
1034.1 PURPOSE AND SCOPE
The purpose of this policy is to provide guidance on establishing and maintaining a proactive
wellness program for department members.
The wellness program is intended to be a holistic approach to a member's well-being and
encompasses aspects such as physical fitness, mental health, and overall wellness.
Additional information on member wellness is provided in the:
•Chaplains Policy.
•Line-of-Duty Deaths Policy.
•Drug- and Alcohol-Free Workplace Policy.
1034.1.1 DEFINITIONS
Definitions related to this policy include:
Critical incident – An event or situation that may cause a strong emotional, cognitive, or physical
reaction that has the potential to interfere with daily life.
Critical Incident Stress Debriefing (CISD) – A standardized approach using a discussion format
to provide education, support, and emotional release opportunities for members involved in work-
related critical incidents.
Peer support – Mental and emotional wellness support provided by peers trained to help
members cope with critical incidents and certain personal or professional problems.
1034.2 POLICY
It is the policy of the Golden Valley Police Department to prioritize member wellness to foster
fitness for duty and support a healthy quality of life for department members. The Department will
maintain a wellness program that supports its members with proactive wellness resources, critical
incident response, and follow-up support.
1034.3 WELLNESS COORDINATOR
The Assistant Chief of Operations shall act as the wellness coordinator. The coordinator should
report directly to the Chief of Police or the authorized designee and should collaborate with
advisers (e.g., Department of Human Resources, legal counsel, licensed psychotherapist,
qualified health professionals), as appropriate, to fulfill the responsibilities of the position,
including but not limited to:
(a) Identifying wellness support providers (e.g., licensed psychotherapists, external peer
support providers, physical therapists, dietitians, physical fitness trainers holding
accredited certifications).
1.As appropriate, selected providers should be trained and experienced in
providing mental wellness support and counseling to public safety personnel.
Policy 1034
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2.When practicable, the Department should not use the same licensed
psychotherapist for both member wellness support and fitness for duty
evaluations.
(b)Developing management and operational procedures for department peer support
members, such as:
1.Peer support member selection and retention.
2.Training and applicable certification requirements.
3.Deployment.
4. Managing potential conflicts between peer support members and those seeking
service.
5. Monitoring and mitigating peer support member emotional fatigue (i.e.,
compassion fatigue) associated with providing peer support.
6.Using qualified peer support personnel from other public safety agencies or
outside organizations for department peer support, as appropriate.
(c)Verifying members have reasonable access to peer support or licensed
psychotherapist support.
(d)Establishing procedures for CISDs, including:
1.Defining the types of incidents that may initiate debriefings.
2.Steps for organizing debriefings.
(e)Facilitating the delivery of wellness information, training, and support through various
methods appropriate for the situation (e.g., phone hotlines, electronic applications).
(f)Ensuring member compliance with the Department’s Check-up for the Neck up
Program.
(g)Verifying a confidential, appropriate, and timely Employee Assistance Program (EAP)
is available for members. This also includes:
1.Obtaining a written description of the program services.
2.Providing for the methods to obtain program services.
3.Providing referrals to the EAP for appropriate diagnosis, treatment, and follow-
up resources.
4.Obtaining written procedures and guidelines for referrals to, or mandatory
participation in, the program.
5.Obtaining training for supervisors in their role and responsibilities, and
identification of member behaviors that would indicate the existence of member
concerns, problems, or issues that could impact member job performance.
(h)Assisting members who have become disabled with application for federal government
benefits such as those offered through the Public Safety Officers' Benefits Program
(34 USC § 10281 et seq.).
1.The coordinator should work with appropriate Department liaisons to assist
qualified members and survivors with benefits, wellness support, and counseling
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services, as applicable, when there has been a member death (see the Line-of-
Duty Deaths Policy for additional guidance).
1034.4 DEPARTMENT PEER SUPPORT
1034.4.1 PEER SUPPORT MEMBER SELECTION CRITERIA
The selection of a department peer support member will be at the discretion of the coordinator.
Selection should be based on the member's:
•Desire to be a peer support member.
•Experience or tenure.
•Demonstrated ability as a positive role model.
•Ability to communicate and interact effectively.
•Evaluation by supervisors and any current peer support members.
1034.4.2 PEER SUPPORT MEMBER RESPONSIBILITIES
The responsibilities of department peer support members include:
(a)Providing pre- and post-critical incident support.
(b)Presenting department members with periodic training on wellness topics, including
but not limited to:
1.Stress management.
2. Suicide prevention.
3.How to access support resources.
(c)Providing referrals to licensed psychotherapists and other resources, where
appropriate.
1. Referrals should be made to department-designated resources in situations that
are beyond the scope of the peer support member's training.
1034.4.3 PEER SUPPORT MEMBER TRAINING
A department peer support member should complete department-approved training prior to being
assigned.
1034.5 CRITICAL INCIDENT STRESS DEBRIEFINGS
A Critical Incident Stress Debriefing should occur as soon as practicable following a critical
incident. The coordinator is responsible for organizing the debriefing. Notes and recorded
statements shall not be taken because the sole purpose of the debriefing is to help mitigate the
stress-related effects of a critical incident.
The debriefing is not part of any investigative process. Care should be taken not to release or
repeat any communication made during a debriefing unless otherwise authorized by policy, law,
or a valid court order.
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Attendance at the debriefing should only include peer support members, peer support counselors,
and/or critical incident stress management team members, and those directly involved in the
incident.
Members who witness a critical incident are prohibited from providing critical incident stress
management services at a debriefing about an incident that they witnessed (Minn. Stat. §
181.9732).
1034.5.1 PEER SUPPORT COUNSELOR COMMUNICATIONS
Communications with peer support counselors are confidential and shall not be disclosed except
as provided in Minn. Stat. § 181.9731. A peer support counselor is an individual who is designated
by the Department and trained to provide peer counseling services (Minn. Stat. § 181.9731).
1034.5.2 CRITICAL INCIDENT STRESS MANAGEMENT TEAM MEMBER
COMMUNICATIONS
Communications with critical incident stress management team members are confidential and
shall not be disclosed except as provided in Minn. Stat. § 181.9732. A critical incident stress
management team member is an individual who is designated by the Department and trained to
provide critical incident stress management services (Minn. Stat. § 181.9732).
1034.6 PEER SUPPORT COMMUNICATIONS
Although the Department will honor the sensitivity of communications with peer support members,
there is no legal privilege to such communications.
1034.7 PHYSICAL WELLNESS PROGRAM
The coordinator is responsible for establishing guidelines for any on-duty physical wellness
program, including the following:
(a)Voluntary participation by members
(b)Allowable physical fitness activities
(c)Permitted times and locations for physical fitness activities
(d)Acceptable use of department-provided physical fitness facilities and equipment
(e)Individual health screening and fitness assessment
(f)Individual education (e.g., nutrition, sleep habits, proper exercise, injury prevention)
and goal-setting
(g) Standards for fitness incentive programs. The coordinator should collaborate with the
appropriate entities (e.g., human resources, legal counsel) to verify that any standards
are nondiscriminatory.
(h) Maintenance of physical wellness logs (e.g., attendance, goals, standards, progress)
(i)Ongoing support and evaluation
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1034.8 CHECK-UP FROM THE NECK UP PROGRAM
The Department has established a Check-up for the Neck up Program to promote and support
mental health, stress tolerance, and resiliency for all personnel. Participation in this program is
mandatory for all sworn personnel. Non-sworn personnel may participate voluntarily. The
following requirements and guidelines shall apply to this program:
•Sworn officers are required to meet with a mental health professional for one hour at least
once a year.
•The city has partnered with a licensed mental health professional and employees may
elect to see the partner provider at city expense. Employees may also elect to see a
provider of their own choosing at their own expense, unless given prior approval by
command staff.
•Members will be asked to sign a release of information form. This will allow the provider to
confirm employee attendance.
•Employees will be compensated for their time.
•Each employee may choose how he/she would like to spend the time with the mental
health professional. Employees are encouraged to take the opportunity to discuss ways to
reduce and manage the impact of work-related stressors.
•All information disclosed to a provider is confidential; however, if a staff member is in
crisis and is an immediate threat to him/herself or someone else, mandating reporting
guidelines will be followed.
•In addition to the yearly mental health check-ins, the mental health provider partner may
present training to the department to promote the psychological and emotional health of
personnel and may respond to offer support and services following defined critical
incidents, if requested.
1034.9 WELLNESS PROGRAM AUDIT
At least annually, the coordinator or the authorized designee should audit the effectiveness of the
department's wellness program and prepare a report summarizing the findings. The report shall
not contain the names of members participating in the wellness program, and should include the
following information:
•Data on the types of support services provided
•Wait times for support services
•Participant feedback, if available
•Program improvement recommendations
•Policy revision recommendations
The coordinator should present the completed audit to the Chief of Police for review and
consideration of updates to improve program effectiveness.
1034.10 TRAINING
The coordinator or the authorized designee should collaborate with the Training Sergeant to
provide all members with regular education and training on topics related to member wellness,
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including but not limited to:
•The availability and range of department wellness support systems.
•Suicide Prevention.
•Recognizing and managing mental distress, emotional fatigue, post-traumatic stress,
and other possible reactions to trauma.
•Alcohol and substance disorder awareness.
•Countering sleep deprivation and physical fatigue.
•Anger management.
•Marriage and family wellness.
•Benefits of exercise and proper nutrition.
•Effective time and personal financial management skills.
Training materials, curriculum, and attendance records should be forwarded to the Training
Coordinator as appropriate for inclusion in training records.
1034.10 .1 ADDITIONAL WELLNESS TRAINING FOR OFFICERS
Officers shall complete in-service wellness training approved by POST as provided in Minn. Stat.
§626.8478.
The Chief of Police shall ensure that wellness training records are maintained in compliance with
Minn. Stat. § 626.8478 and are made available as requested by POST (Minn. Stat. § 626.8478).
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Golden Valley Police Department
Policy Manual
Chaplains
334.1 PURPOSE AND SCOPE
This policy establishes the guidelines for Golden Valley Police Department chaplains to provide
counseling or emotional support to members of the Department, their families and members of
the public.
334.2 POLICY
The Golden Valley Police Department shall ensure that department chaplains are properly
appointed, trained and supervised to carry out their responsibilities without financial
compensation.
334.3 ELIGIBILITY
Requirements for participation as a chaplain for the Department may include, but are not limited
to:
(a) Being above reproach, temperate, prudent, respectable, hospitable, able to teach, be
free from addiction to alcohol or other drugs and excessive debt.
(b) Managing their households, families and personal affairs well.
(c) Having a good reputation in the community.
(d) Successful completion of an appropriate-level background investigation.
(e) A minimum of five years of successful counseling experience.
(f) Possession of a valid driver's license.
(g) Participate in the ride along program.
(h) When available, attend a citizens academy.
The Chief of Police may apply exceptions for eligibility based on organizational needs and the
qualifications of the individual.
334.4 RECRUITMENT, SELECTION AND APPOINTMENT
The Golden Valley Police Department shall endeavor to recruit and appoint only those applicants
who meet the high ethical, moral and professional standards set forth by this department.
All applicants shall be required to meet and pass the same pre-employment procedures as
department personnel before appointment.
334.4.1 RECRUITMENT
Chaplains should be recruited on a continuous and ongoing basis consistent with department
policy on equal opportunity and nondiscriminatory employment. A primary qualification for
Policy
334
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participation in the application process should be an interest in and an ability to assist the
Department in serving the public. Chaplain candidates are encouraged to participate in ridealongs
with department members before and during the selection process.
334.4.2 SELECTION AND APPOINTMENT
Chaplain candidates shall successfully complete the following process prior to appointment as a
chaplain:
(a) Submit the appropriate written application.
(b) Include a recommendation from employers or volunteer programs.
(c) Interview with the Chief of Police or designee and the chaplain coordinator.
(d) Successfully complete an appropriate-level background investigation.
(e) Complete an appropriate probationary period as designated by the Chief of Police.
Chaplains are volunteers and serve at the discretion of the Chief of Police. Chaplains shall have
no property interest in continued appointment. However, if a chaplain is removed for alleged
misconduct, the chaplain will be afforded an opportunity solely to clear his/her name through a
liberty interest hearing, which shall be limited to a single appearance before the Chief of Police
or the authorized designee.
334.5 IDENTIFICATION AND UNIFORMS
As representatives of the Department, chaplains are responsible for presenting a professional
image to the community. Chaplains shall dress appropriately for the conditions and performance
of their duties. Uniforms and necessary safety equipment will be provided for each chaplain.
Identification symbols worn by chaplains shall be different and distinct from those worn by officers
through the inclusion of "Chaplain" on the uniform and not reflect any religious affiliation.
Chaplains will be issued Golden Valley Police Department identification cards, which must be
carried at all times while on-duty. The identification cards will be the standard Golden Valley Police
Department identification cards, with the exception that “Chaplain” will be indicated on the cards.
Chaplains shall be required to return any issued uniforms or department property at the
termination of service.
Chaplains shall conform to all uniform regulations and appearance standards of this department.
334.6 CHAPLAIN COORDINATOR
The Chief of Police shall delegate certain responsibilities to a chaplain coordinator. The
coordinator shall be appointed by and directly responsible to the Administrative Support or the
authorized designee.
The chaplain coordinator shall serve as the liaison between the chaplains and the Chief of Police.
The function of the coordinator is to provide a central coordinating point for effective chaplain
management within the Department, and to direct and assist efforts to jointly provide more
productive chaplain services. Under the general direction of the Chief of Police or the authorized
designee chaplains shall report to the chaplain coordinator and/or Shift Sergeant.
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The chaplain coordinator may appoint a senior chaplain or other designee to assist in the
coordination of chaplains and their activities.
The responsibilities of the coordinator or the authorized designee include, but are not limited to:
(a) Recruiting, selecting and training qualified chaplains.
(b) Conducting chaplain meetings.
(c) Establishing and maintaining a chaplain callout roster.
(d) Maintaining records for each chaplain.
(e) Tracking and evaluating the contribution of chaplains.
(f) Maintaining a record of chaplain schedules and work hours.
(g) Completing and disseminating, as appropriate, all necessary paperwork and
information.
(h) Planning periodic recognition events.
(i) Maintaining liaison with other agency chaplain coordinators.
An evaluation of the overall use of chaplains will be conducted on an annual basis by the
coordinator.
334.7 DUTIES AND RESPONSIBILITIES
Chaplains assist the Department, its members and the community, as needed. Assignments of
chaplains will usually be to augment the Patrol Division. Chaplains may be assigned to other
areas within the Department as needed. Chaplains should be placed only in assignments or
programs that are consistent with their knowledge, skills, abilities and the needs of the
Department.
All chaplains will be assigned to duties by the chaplain coordinator or the authorized designee.
Chaplains may not proselytize or attempt to recruit members of the Department or the public into
a religious affiliation while representing themselves as chaplains with this department. If there is
any question as to the receiving person’s intent, chaplains should verify that the person is desirous
of spiritual counseling or guidance before engaging in such discussion.
Chaplains may not accept gratuities for any service or any subsequent actions or followup
contacts that were provided while functioning as a chaplain for the Golden Valley Police
Department.
334.7.1 COMPLIANCE
Chaplains are volunteer members of this department, and except as otherwise specified within
this policy, are required to comply with the Volunteer Program Policy and other applicable policies.
334.7.2 OPERATIONAL GUIDELINES
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(a) Chaplains will be scheduled to be on-call
(b) At the end of each watch the chaplain will complete a chaplain shift report and submit
it to the Chief of Police or the authorized designee.
(c) Chaplains shall be permitted to ride with officers during any shift and observe Golden
Valley Police Department operations, provided the Shift Sergeant has been notified
and has approved the activity.
(d) Chaplains shall not be evaluators of members of the Department.
(e) In responding to incidents a chaplain shall never function as an officer.
(f) When responding to in-progress calls for service chaplains may be required to
standby in a secure area until the situation has been deemed safe.
(g) Chaplains shall serve only within the jurisdiction of the Golden Valley Police
Department unless otherwise authorized by the Chief of Police or the authorized
designee.
(h) Each chaplain may have access to current department member rosters, addresses,
telephone numbers, duty assignments and other information that may assist in his/her
duties. Such information will be considered private personnel data and each chaplain
will exercise appropriate security measures to prevent distribution of the data.
334.7.3 ASSISTING DEPARTMENT MEMBERS
The responsibilities of a chaplain related to department members include, but are not limited to:
(a) Assisting in making notification to families of members who have been seriously
injured or killed and after notification responding to the hospital or home of the
member.
(b) Visiting sick or injured members in the hospital or at home.
(c) Attending and participating, when requested, in funerals of active or retired members.
(d) Serving as a resource for members when dealing with the public in incidents, such as
accidental deaths, suicides, suicidal subjects, serious accidents, drug and alcohol
abuse and other such situations that may arise.
(e) Providing counseling and support for members and their families.
(f) Being alert to the needs of members and their families.
334.7.4 ASSISTING THE DEPARTMENT
The responsibilities of a chaplain related to this department include, but are not limited to:
(a) Assisting members in the diffusion of a conflict or incident when requested.
(b) Responding to natural and accidental deaths, suicides and attempted suicides, family
disturbances and any other incident that in the judgment of the Shift Sergeant or
supervisor aids in accomplishing the mission of the Department.
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(c) Responding to all major disasters, such as natural disasters, bombings and similar
critical incidents.
(d) Being on-call and, if reasonably possible, on-duty during major demonstrations or any
public function that requires the presence of a large number of department members.
(e) Attending department and academy graduations, ceremonies and social events and
offering invocations and benedictions, as requested.
(f) Participating in in-service training classes.
(g) Willingness to train others to enhance the effectiveness of the Department.
334.7.5 ASSISTING THE COMMUNITY
The duties of a chaplain related to the community include, but are not limited to:
(a) Fostering familiarity with the role of law enforcement in the community.
(b) Providing an additional link between the community, other chaplain coordinators and
the Department.
(c) Providing liaison with various civic, business and religious organizations.
(d) Promptly facilitating requests for representatives or leaders of various denominations.
(e) Assisting the community in any other function as needed or requested.
(f) Making referrals in cases where specialized attention is needed or in cases that are
beyond the chaplain's ability to assist.
(g) Assist with providing death or serious injury notifications.
334.7.6 CHAPLAIN MEETINGS
All chaplains are required to attend scheduled meetings. Any absences must be satisfactorily
explained to the chaplain coordinator.
334.8 PRIVILEGED COMMUNICATIONS
No person who provides chaplain services to members of the Department may work or volunteer
for the Golden Valley Police Department in any capacity other than that of chaplain.
Department chaplains shall be familiar with state evidentiary laws and rules pertaining to the limits
of the clergy-penitent, psychotherapist-patient and other potentially applicable privileges and shall
inform members when it appears reasonably likely that the member is discussing matters that are
not subject to privileged communications. In such cases the chaplain should consider referring
the member to a non-department counseling resource.
No chaplain shall provide counsel to or receive confidential communications from any Golden
Valley Police Department member concerning an incident personally witnessed by the chaplain
or concerning an incident involving the chaplain.
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Golden Valley Police Department
Policy Manual
Chaplains
Copyright Lexipol, LLC 2024/11/18, All Rights Reserved. ***DRAFT*** Chaplains - 6
Published with permission by Golden Valley Police
Department
334.9 TRAINING
The Department will establish a minimum number of training hours and standards for department
chaplains. The training as approved by the Training Coordinator may include:
• Stress management
• Death notifications
• Symptoms of post-traumatic stress
• Burnout for members of law enforcement and chaplains
• Legal liability and confidentiality
• Ethics
• Responding to crisis situations
• The law enforcement family
• Substance abuse
• Suicide
• Officer injury or death
• Sensitivity and diversity
239
EXECUTIVE SUMMARY
Legal
763-512-2345 / 763-512-2344 (fax)
Golden Valley City Council Meeting
August 6, 2025
Agenda Item
6A. Review of Council Calendar
Prepared By
Theresa Schyma, City Clerk
Summary
The Council will review upcoming city meetings, events, and holiday closures.
Legal Considerations
This item does not require legal review.
Equity Considerations
This item does not require equity review.
Recommended Action
No action is required on this item.
Supporting Documents
Review of Council Calendar
240
Review of Council Calendar
Event Event Time Location
AUGUST
Wednesday, August 6
HRA Meeting 6:30 PM Council Chambers
City Council Meeting 6:30 PM Council Chambers
Sunday, August 10
Market in the Valley 9:00 AM - 1:00 PM City Hall Campus
Tuesday, August 12
HRA Work Session (if necessary)6:30 PM Council Conference Room
Council Work Session 6:30 PM Council Conference Room
Wednesday, August 13
City Offices Closed for Employee Appreciation Event 11:30 AM - 1:30 PM City Hall Campus
Sunday, August 17
Market in the Valley 9:00 AM - 1:00 PM City Hall Campus
Tuesday, August 19
City Council Meeting 6:30 PM Council Chambers
Sunday, August 24
Market in the Valley 9:00 AM - 1:00 PM City Hall Campus
Sunday, August 31
Market in the Valley 9:00 AM - 1:00 PM City Hall Campus
SEPTEMBER
Monday, September 1
City Offices Closed for Observance of Labor Day
Tuesday, September 2
HRA Meeting (if necessary)6:30 PM Council Chambers
City Council Meeting 6:30 PM Council Chambers
Sunday, September 7
Market in the Valley 9:00 AM - 1:00 PM City Hall Campus
Tuesday, September 9
HRA Work Session (if necessary)6:30 PM Council Conference Room
Council Work Session 6:30 PM Council Conference Room
Saturday, September 13
Golden Valley Festival
(Hosted by the Golden Valley Community Foundation)10:00 AM - 10:00 PM Golden Valley Water Tower
Sunday, September 14
Market in the Valley 9:00 AM - 1:00 PM City Hall Campus
Tuesday, September 16
City Council Meeting 6:30 PM Council Chambers
Friday, September 19
Absentee Voting Begins for General Election 8:00 AM City Hall
Council Chambers
241