17-19 - 04-20 - Adopting Amendment to Employee Handbook Resolution 17-19 April 20, 2017
Member Schmidgall introduced the following resolution and moved its adoption:
RESOLUTION ADOPTING AMENDMENT TO EMPLOYEE HANDBOOK
WHEREAS, a completely revised Employee Handbook was adopted by Resolution
11-81 on December 20, 2011 and dated January 1, 2012; amended by Resolution 12-24 on
March 20, 2012; amended by Resolution 12-100 on December 18, 2012; and amended by
Resolution 13-65 on July 16, 2013; and
WHEREAS, the Employee Handbook amendments are required due to State Law, City
practices and proposed changes for more efficient operation; and
WHEREAS, various sections will be amended due to changes enacted regarding the
Women's Economic Security Act (WESA); and
WHEREAS, amendments are needed in Section 8.25 Compensatory Time, and
Section 8.30 Car Allowance; and
WHEREAS, the above-referenced amendments will become effective as of April 21,
2017.
NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of Golden
Valley that the amendments to the "City of Golden Valley Employee Handbook" dated
January 1, 2013, which outlines the City policies and procedures related to employment is
hereby adopted, and supersedes all previously adopted policies and procedures except
those contained in approved union contracts.
Shep rd M. HarriMayor
ATTEST:
Kristine A. Luedke, City Clerk
The motion for the adoption of the foregoing resolution was seconded by Member Clausen
and upon a vote being taken thereon, the following voted in favor thereof: none
and the following voted against the same: Clausen, Fonnest, Harris, Schmidgall and Snope
whereupon said resolution was declared duly passed and adopted, signed by the Mayor
and his signature attested by the City Clerk.
Lunch & Rest Breaks Section 6.10
Effective 1/1/2006; Updated 4/20/2017
Nursing Mothers
For one year after a child's birth, nursing mothers will be provided reasonable unpaid break time to express milk.The
City will provide a room (other than a bathroom)where the nursing mother can express milk in private.The room will be
as close as possible to the employee's work area, include access to an electrical outlet, and be shielded from view and
free from intrusion by other people.
Sick Leave Section 7.10
Effective 1/1/2006; Revised 1/1/2010, 7/16/2013,4/20/2017
Permitted Uses of Sick Leave
Sick leave may be approved only for days when an employee would otherwise have been at his or her employment. It
may be used,with the approval of the supervisor, in any of the following cases:
• when the employee cannot work because of the illness, injury,or disability of themselves,their children,
spouse, parents, stepchildren,stepparents, siblings, or grandparents
• for medical,dental,chiropractic,or optical examinations or treat-ment of the employee or employee's
children (appointments should be scheduled to minimize the amount of disruption to the workday)
• when the employee's presence would jeopardize the health of other employees by exposing them to
contagious disease
• during the period of incapacity when an employee is on Family and Medical Leave for his/her own illness or
injury or the serious health condition of eligible family members
• when an employee is receiving or providing assistance because he/she or a relative,which includes
employee's adult child, spouse, sibling, parent, mother-in-law,father-in-law,grandchild,grandparent,or
stepparent, is a victim of sexual assault, domestic abuse,or stalking.Safety leave for listed relatives,other
than the employee and the employee's child, is limited to 160 hours in any 12-month period.
• when an employee is subpoenaed or requested by the prosecuting attorney to attend court or criminal
proceedings related to the victim's case because he/she is the victim or witness or is the spouse or
immediate family member of such victim. Immediate family member includes parent,spouse,child,or
sibling of the employee.
• in the event of a death in the family. Up to five days of sick leave may be used for the death of a spouse or
child (including stepchildren), up to three days for a death in the immediate family, and up to one day for
the death of any person in the next degree of kindred (see Section 7.25 for more information on funeral
leave).
Family Medical Leave Section 7.40
Effective 1/1/2006; Updated 1/28/2008, 1/1/2009,4/20/2017
Length of Leave
The length of FMLA leave is not to exceed 12 weeks in any rolling 12-month period.The entitlement to FMLA leave for
the birth or placement of a child expires 12 months after the birth or placement of the child. If an employee takes FMLA
leave for a reason unrelated to pregnancy,the employee is still entitled to 12 weeks of leave for pregnancy-related
illness and parental leave under Minnesota Pregnancy and Parental Leave (see Parental Leave,Section 7.45).
Parental Leave Section 7.45
Effective 1/1/2006; Revised 4/20/2017
Employees are provided with up to 12 weeks of unpaid parental leave upon the birth or adoption of a child.
Eligible Employees
Eligible employees are those who have been employed by the City of Golden Valley for at least one year and work an
average of 20 hours or more per week. Female employees for prenatal care or incapacity due to pregnancy,childbirth,
or related health conditions, as well as a biological or adoptive parents in conjunction with or after the birth or adoption
of a child, are eligible for up to 12 weeks of unpaid leave,consecutively or intermittently. For adoptive parents,the leave
must be for the purpose of arranging the child's placement or caring for the child after placement.The leave must begin
before or at the time of the child's placement in the adoptive home.
Notice
The employee must give the City at least 14 days advance notice of when the leave is to begin and the estimated
amount of leave. If leave must be taken in less than three days,the employee should give as much notice as is
practicable.
Start of Leave
The leave begins at the time requested by the employee and must begin within 12 months of the birth or adoption. In
cases where the child must remain in the hospital longer than the mother,the leave must begin within 12 months after
the child leaves the hospital.
Length of Leave
The length of the leave is determined by the employee but may not exceed 12 weeks.
Use of Annual Leave&Sick Bank Hours
Employees are required to use all paid accrued leaves(i.e., PTO,vacation, sick,etc.) before being on unpaid status
during this leave,the same as with the federal Family Medical Leave Act(FMLA).
This leave runs concurrently with FMLA. However, if an employee takes FMLA leave for a reason unrelated to pregnancy,
the employee is still entitled to 12 weeks of leave for pregnancy-related illness and parental leave under Minnesota
Pregnancy and Parental Leave(see Section 7.40 for further information on FMLA).
Insurance Continuation
Group insurance coverages will remain available while the employee is on leave, but the employee is responsible for the
entire premium except for any portion of the leave that is also FMLA qualifying. During the portion of leave that is FMLA
qualifying,the employee will receive the same City contribution toward group benefits as prior to the leave
commencing.
Return to Work
The employee is entitled to return to work in the same position and same pay rate they were receiving prior to the start
of the leave.
Compensatory Time Section 8.25
Effective 1/1/2006; Updated 4/20/2017
Compensatory(comp)time is paid time off which is earned and accrued by an employee in lieu of immediate cash
payment for statutory overtime hours.As a condition for use of compensatory time in lieu of overtime payment in cash,
the City has established the following guidelines for accrual and use of comp time:
• Non-exempt employees may accrue a maximum of 60 hours during the comp time fiscal year that begins
after the last full pay period in October. Hours not used by the end of the last October pay period will be
paid out.
• Minimum overtime hours earned to be used for compensatory hours is one hour. Minimum compensatory
hours to be used for time off is one hour.
• At the end of the fiscal year, any unused balance of comp hours will be paid out.
• Any compensatory time or overtime must be approved in advance by the supervisor or department head.
• Exempt employees are not eligible for overtime payment.
See Section 8.30 for information on exempt employees.
Car Allowance Section 8.30
Effective 1/1/2006; Updated 4/20/2017
The City Council has approved a car allowance for the following positions within the City of Golden Valley if appointed
on or before May 31, 2014, unless specified in a separate employment agreement:
• City Manager
• City Engineer
• Public Works Maintenance Manager
The City Council has approved a take-home vehicle for the following positions within the City of Golden Valley if
appointed on or before May 31, 2014, unless specified in a separate employment agreement:
• Fire Chief
Alternate Duty Section 11.20
Effective 2/1/2006; Updated 4/20/2017
Regular employees may request reasonable accommodations with the following for health conditions related to
pregnancy and childbirth:
• more frequent restroom,food,and water breaks
• seating
• limits on lifting over 20 pounds
• temporary transfer to a less strenuous or hazardous position, should one be available