Laserfiche WebLink
Minnesota law contains the procedures for zoning, subdivisions of land, and <br />hearing requirements related to land use. It provides for a planning <br />commission, an advisory group dedicated to helping council make land use <br />decisions. It provides how cities may allow for uses of land upon certain <br />conditions, and when approvals by the city must be recorded with the county. <br />As mayor, it's critical to be aware that a city has tremendous power to regulate <br />land use, and that power itself is regulated by state law. The decisions the city <br />makes must follow a dictated process and cannot occur without the authority <br />and approval of a majority of council. Often individuals and organizations <br />come to the mayor —as apparent head of the city —and propose a land use <br />project. While the mayor may be an excellent first contact for requests to the <br />city, whether a sophisticated development company or the lone resident <br />looking for help, the party might need to be reminded that formal approval <br />requires the consideration of the full council, if not a planning commission <br />first. A mayor may understandably be eager to encourage developers with <br />personal commitments to see a project approved, but this is something to <br />avoid. <br />F. City as employer <br />MN Department of Labor and <br />As much law as there is governing land use, there are innumerable laws to <br />Industry. <br />know at the state, federal, and even local levels when it comes to <br />Federal Department of Labor. <br />employment. If the city violates employment laws or applicable union <br />contracts, it can be held accountable, it exposes the city to liability. In short, <br />there are many things to get wrong when it comes to employment. <br />HR Reference Manual. <br />Some employment laws where mistakes are commonly made are in the area of <br />non-discrimination protections, laws affecting preference requirements for <br />veterans, and leave laws such as the Family Medical Leave Act and the <br />Minnesota Parenting Leave Act. Also of concern are employee benefits laws <br />providing continuation of coverage rights and labor relations laws for cities <br />with unionized employees. The League of Minnesota Cities has Human <br />Resources Reference Manual with detailed information on these topics and <br />more. <br />Handbook, City Administrative <br />The most basic distinction mayors should know is the difference between <br />Staff <br />having a city manager and having a city administrator or clerk. In the former, a <br />city manager hires and fires the rest of the staff, and council hires and fires the <br />city manager. In the latter, it is the council that hires and fires all staff. In either <br />case, there are laws governing wages, leave, overtime, age requirements, <br />unions, policies, and termination —to name a few areas. Ironically, the council <br />must rely on staff as well as others to help the city be a legally compliant <br />employer. This is one reason developing a healthy working relationship with <br />the staff is critical. <br />Minnesota <br />Mayors Chapter 1-14 <br />Association <br />