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<br /> . . <br /> . <br /> . . CITY OF ARDEN HILLS <br /> . MEMORANDUM <br /> . DATE: April 19, 1995 <br /> . TO: Mayor and City Cuuncil <br /> Brian Fritsinger, Administrat@ <br /> FROM: <br /> . SUBJECT: 1995 Pay Equity Plan <br /> . Attached the Council will find the revised Pay Equity Plan Staff is suggesting be submitted i <br /> . to DOER as required by State Statute. This Plan is similiar to the Plan provided to Council <br /> last month. <br /> . The Pay Plan has several changes from the 1993 Pay Plan. Those include: <br /> 1. An additional 6th (sixth) step. <br /> .- 2. Repointing. <br /> " Salary range adjustments (minimum 75%). <br /> ~. <br /> 4. A 2.5% range increase. <br /> . Staff has run these new changes through the DOER software and it is appears to be in <br /> compliance. I have been in contact with Karen Olson and Ann Antonsen at LRA to review <br /> . the Plan and potential union negotiations. <br /> Ms. Antonsen has provided Staff with several insights: <br /> . 1. Retroactive pay is not common on First Notice of Noncompliance. <br /> 2. DOER is only interested in the Plan passing the DOER sortware tests. <br /> . , There is no need to immediately adjust individuals to the maximum <br /> ~. <br /> of the new step. <br /> . 4. The State Pay Equity Law will not allow a Public Agency to move to <br /> a strictly Performance Plan. At a minimum a quasi performance/ <br /> step plan is required. <br /> . Mr. Post has reviewed the 1995 Pay Plan to determine the immediate cost to the City. Only <br /> the Administrative Secretary ($1.69/Hr) and Department Secretary ($1.88/Hr) will receive <br /> . a mandatory increase in base pay. The overall cost for these increases will be $3,048. <br /> .- <br /> . <br />