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HomeMy WebLinkAboutCCP 11-19-1990 CITY OF ARDEN HILLS RAMSEY COUNTY, MINNESOTA Af;~ AGENDA . ~ MONDAY. NOVEMBER 19. 1990 - 4:30 P.M. 1- Call to Order and Roll Call. 2. Keithson Pond Discussion - 4:30 PM. 3 . Budget Hearing - 6:00 PM. 4. Personnel Ordinance - 7:00 PM. 5. Administration of Oaths of Office. 6. Adjourn. . . ----.-- COUNCIL MINUTES / ~ f DATE PAGE /V-'" C' /lJCf ~R SUBJECT: , , ,. DISCUSSION: t --~.. - . - -- -, ~-'--o...........-..-' Moved: J~SATHE~~UNCILM .- (MALON 1 (MAHOWALD) Seconded: (MAYOR SATHER) COUNCILMBR: (HANSEN) (HALONE) (GROIvE) (MA THAT COUNCIL: ---- VOTE: AYES: NAYS: Hansen Malone Sather Hansen Halone Sather . Growe Hahm;ald Grm.;re MahoHald ABSTAIN: TOTAL: ( - - ) Hansen Malone Sather Growe MahoHald Ayes Nays Abs, ALSO PRESENT: Clk/Adrninistrator Jc' Treasurer - EngineerL Attorney Parks Director >\ Pub. ~"ks, Planner - Dep.~ ( ~01~~d/f_'~""II~!!ffra- '/.'s:r;~ ) COUNCIL MINUTES 1/ A ~ ~ DATE PAGE SUBJECT: 1J{L~- / ,"- 'I'3~~ I. , , OJ 'cL ~ ..-;;zr ~ . - ... se ~1J2 -- flU /jUf, I). . - .-- - "'-J' ;U,;-ULJv .3v* ~ Ja) IY-- - 'lj7JO t. u;..e.vG rM~ ~-_. 13J!! -Y 1 -tiu tI;;; I (;J /JIrA I~ ~. CfW- ; ~ ,,; " \-~ A1,> ... - C-~~ 1t-?ve~~O(lAAYOR SATHER) COUNCILMBR: (MALONE) " C U'^~()W~ Seconded: (MAYOR SqHER) COUNCILMBR: (MALONE) ROWE) (MAHOWALD) THAT COUNCIL: / ~L " ~ ~ A VOTE: AYES: NAYS: 'Qne Hansen Malone S"ather Hansen . Growe Mahm;ald GrQ1;Y'e ABSTAIN: TOTAL: ( - - ) Hansen Malone Sather Growe HahoHald Ayes Nays Abs. , T ~'~o:1;&;:~3~~>'~::&f ~cl' :; __ ___.__m ~{~/ r/ ~ -Ii IY~ _;tjm .. ., ~ _),' \:.... <-L ~-?, l ~ (~ -...., . '_,' -uJ/mr~ @ ~.^ 1'-- '"" =' .r::1. .I.c.= (1/1b1A W ~/ ~ <<- · ~y~ ~~10~r - 'Jr~ JlJ&:~) " itL. ~ G if . -lilii?~)-? - '~O(JD~' ' ~ (JA','l~~(~'~ ,y . ~ ~. , 'J': .c?' . {>- ~b /!.2M',L<.- 0,CL-1-- - \~ ~,~~~foH. tfW><M ty'G r'1 ~~ - ~ ~-wt~~- ~?~ ~_ iU~~ yt;;,.v.~ " ~~ ~,~-(1# ~ # , ~ ~} _3J;cfliJj e..- , ' ~ . '.Ii - // c . A ......11. AI A J 1 -'- . ~ II.~ V ""lJ"VV'~W~ ~ ~ {(.. - - c:-; tr~~ - · I~-~~~ ~ ~~~-~ . rr-:,~-~;;:J~~ lHkJl. ~ ~~;:!::~~~- ~~ g~~ (~~ 1~ - , ~. q,-tdt, -- ~ ~'1~,r~oQ-t-- ~ f"f ~ -in - ~M w.,M.{. ~ ~M~-wdf.~ ~~----- /....~- /~ ------".. . ~ _ ::1Jt:; J ~ -~ ~.f,J2~ 4 ~ ~~/('9'-// ~(~~.' ' C - - ~ - CO,fNCIL MINUTES DATE PAGE SUBJECT: DISCUSSION: . , -~_._---~ .- ----" - . -. ,- - , . i .! Hoved: {lAAYOR SATHER) COUNCILMBR: (HANSEN) (MALONE) (GROWE) (MAHOWALD) Secondeq: (MAYOR SA;rHER) COUNCILHBR: (HANSEN) (HALONE) (GRO\vE) (MAHOWALD) THAT COUNCIL: ---- VOTE: AYES: NAYS: Hans en Malone. Sather Hansen Halone Sather Growe MahoHald Grm.;re MahoHald . ABSTAIN: TOTAL: ( - - Hansen Malone Sather Growe MahoOlald Ayes Nays Abs. AL"O PRES ENT: elk/Administrator .Attorney Treasurer En.ginee~ :~'arks Director Pub, Hks. Supervisor Planner Del'. Clk -- 1~~b~~<k>~~~~I- 0 . - -; //~re h1if ~ it;M vo, I /^ - ;Ii -? ./i}().../' p,'/1JJ.d ~/' ,"- c v V v'i" Iv ' ~ () , ~. -~wY,,' ~~ h ~ ~' ' 0' ,! .' 'fJNt" yJ Cf'{ laJ4., ~ ~. - , ~~ ~ 1JiJu ~I~ I~ -; ~04- tp e:to d " ~~-- I ~ 7 _1i.uJ2j)~- ~ Mv - . -~or~~ ~jJttY -- ~ ____ ' ~~Pr-/ '". ~ ___" ., 0 ~) ,I ~~'/) v-J J4. " "~ ' ~~ ~ , 11 / ", '/ ,~J - ~ '. __ ~ .. ,",' (Jl/ ~ ,,);df,JAJ v I ,'12 /fr. / , 'J ""~ ~ ~ ~~~~- _, V - u -------- COUNCIL MINUTES DATE PAGE SUBJECT: _...--~ DISCUSSION: -_.. .---~..~~~- ____~n___. __....___n_....__ _.-_.~-~- ...------- ._-~----_._..._-~.. - .- . -, ~ Hoved: 01i\.YOR SATHER) COUNCILMBR: (HANSEN) (MALONE) (GROIvE) (MAHOWALD) Secondeq: (MAYOR SATHER) COUNCILHBR: (HANSEN) (HALONE) (GROIVE) (HAHOHALD) THAT COUNCIL: -- - ~-- ---'---"-" --_._---_...__._._-~- VOTE: AYES: NAYS: Hansen Malone Sather Hansen Ma lone Sather Growe MahoHald Grm.;re MahoHald . ABSTAIN: TOTAL: ( - - Hansen Malone Sather Growe Nahowald Ayes Nays Abs. ALSO PRESENT: Clk/Administrator P.ttol:ne:1 Treasurer Engineer ~---_. Parks Director Pub. l,n:.s. Supervisor _ .~~.__Pl,]nner DcI'. Clk ------- @ - ~~wl}1-~k~~~W r':{&/lA_ [ufto ~~ ,! '-.J ~/~~~~ -1~J;rJV~- 1r/~~ / - ,,' - ~~~rJ(j~~'~- --r' \ '7j;;~ --ff{' Jln _(if ~ c; iT:; ,J / ! ,?, '. cwf'" ~~. ~ ~ go ~ ' 1"r7H' ' .~-I BP~~- ~ M' - &I, ~ ~/~-~~cF-- - - COUNCIL MINUTES DATE P~ p~- I )-- t[)",,1~) l1 -d/ & ~ 1~ u I; " ----- ~ '--. - ~ - Hoved: ,ClAAYOR SATHER) COUNCILMBR: (HANSEN) (MALONE) (GROI<E) (HAHOWALD) Seconded: (MAYOlZ SATHER) COUNCILHBR: (HANSEN) (HALONE) (GROIvE) (HAHOWALD) THAT COUNCIL: ~--_._. ..~-_..- VOTE: AYES: NAYS: Hansen Malone S-a the r Hansen Halone Sather Growe MahOl;ald GrQ1;.]e MahoHald . ABSTAIN: TOTAL: ( - - - ----~.~ Hansen Malone Sather Growe. HahoHald Ayes Nays Abs. ALSO PRESENT: Clk/Administrator At corney Treasurer Engineer Parks Director Pub. 'h1ks. Supervtsor Planner Del'. Clk ~ COUNCIL MINUTES DATE PAGE .------..------.-... ------.- SUBJECT: ~1+~LI! - ---" ,- - ---- - -_._~ .~- ,~._.__. --- ~ . .. . ---- 170.!wfl~ ~- Moved: (JM,YOR SATHER) COUNCILMBR: (HANSEN (MALONE) (GROHE) (MAHO\/ALD) Secondeq: (MAYOJ~ SATHER) COUNCILHBR: (HANSEN) (l-IALONE) (GROIVE) (HAHo\'iALD) THAT COUNCIL: --~--~,..._.._.~-----_._- _. VOTE: AYES: NAYS: ~-- 1'1a10ne Sather Hansen Malone Sather Hansen . Growe Hahm.;rald Growe MahoHald ABSTAIN: TOTAL: ( - - ) Hansen Malone Sather Growe Hahowald Ayes Nays Abs. ALSO PRESENT: elk/Administrator At torney Treasurer Engineer Parks Director Pub. '.}ks. Supervisor Planner Ilep. Clk -------------- -- -------- . -~W1 CONSULTING ENGINEERS . Maier Stewart & Associates Inc. November 8, 1990 File No: 520-000-00 (7) Mr. Gary Berger City Administrator City of Arden Hills 1450 W. Hwy. 96 Arden Hills, M~J 55112 RE: KEITHSON ADDITION DRAINAGE Dear Mr. Berger: As directed by the Ci ':y of Arden H:lls, Maier Stewart Cinu As'.oci,:ces, Inc. has prepared a report that analyzes the Grairage into the area known as t~e Keithson Pond. Kei.,~hson Pond is a. drtl~;1cQ2 '2(~senll;nt encor:.;pa.ssi~i;l IJclf'Lion of lots 3,4,5 and 6 in 810ck I of the Keithson Addition. . The drainage from the area trioutar'Y to che KeiHlson PGnd 116S JEfl' cc.]cul~I2.j for a variety of rainfall events. The following table illustrates the type of storm, rainfall amount and the volume of runoff. Storm Ra i nf.9l~__UJ:l_cJ:!es) yo I um~jAcre_feet) 5 year 24 hour 3.5 0.87 10 year 24 rlour 4. l l.15 25 year 24 hour .1 c 1.46 ,,/ 50 year 24 hour ~ : 1.77 ., . ~, 100 YPijf 24 h.Jur ~J, S 2.10 Typically to deslgn a runoff detention basin (no outlft), a 100 year 24 hOLr rainfall is used to calcL:le.te the sto~~age 'iolu;r.e ~equired.. An .irnport~ln~. faccor in the design of a detention basin is t.he ~:el'meabi'ity 'Jf the soils beneath the pend. The permeability ~ill determine how Quickly tne w~[er elevation wi i 1 decrease to a: low cdd'; ,iona~ rW1Gf'f to be co!!~cced. We have cont.act.ed Braun Engineering Testing te perform d 50il bc'r'irl~ wi ':flin Lot 5, Block 1, Keithson Addition t.o det.ermine the permeability of the soils beneath the pond bottom and to determine the groundwater level. The soi 1 report. which has been included with this report. indicates that. t.he mat.erial beneath the pond bottom is silty and clayey sands, and sandy clays, which have a very low permeability and the ground water level is at dCDroximately the elevation of the pond bottom. Therefore, these soils are not suitable . for a detention basin, regardless of the volume. 1959 SLOAN PLAOE. ST, PAUL, MINNESOTA 55117 612,774-6021 Equal Opportunity Employer . CITY OF ARDEN HILLS NOVEMBER 8. 1990 PAGE TWO . A solution is to provide an outlet from the Keithson Pond to a low area immediately north of Arden View Drive. In a report prepared by Short Elliot Hendrickson, Inc. in April. 1978, entitled the North Central Drainage Report. this low area was selected, as a detention basin (A-7a) for the area that encompasses the Keithson Addition. This low area is in an undeveloped area with no information regarding the future development of the property. Therefore, a temporary detention pond could be designated by the City of Arden Hills around basin A-7a and a temporary drainage easement from the Keithson Pond to basin A-7a which would encompass approximately 2.4 acres of land acquisition. This is shown on the attached aerial topography. When the undeveloped property reaches the platting stage the temporary easement can be reviewed to determine the required size and location of basin A-7a and the method of drainage from the Keithson Pond to the basin. The temporary easements could then be vacated and replatted as permanent drainage easements. If you have any questions or require further information, regarding this issue, please call. Sincerely, . MAIER STEWART AND ASSOCIATES, INC. .L:----- \)J~ V. T~i!(~ William K. Westerber Staff Engineer TJM/db . . SP90-296 SUBSURFACE INVESTIGATION Soil Permeability Evaluation Lot 5 - Keithson Addition Keithson Drive, South of Highway 96 Arden Hills, MN . November 2, 1990 Prepared For: MAIER STEWART & ASSOCIATES, INC. 1959 Sloan place St. Paul, MN 55117 Attn: Mr. William Westerberg Prepared By: Charles D. Hubbard Colby T. Verdegan, P.E. . lBMon'l ------- -- -- , BRIlOn" Quality Services' Since 1957 CONSULTING ENGINEERS'. MINNESOTA ENGINEERING TESTING GEOTECHNICAL AND MAT Minneapolis Incorpor~ted Hibbing Reply to address/phone #: 81. Cloud Rochester 51. Paul AFFILIATED OFFICES 245 East Roselawn Ave. NORTH DAKOTA Bismarck st. Paul, MN 55117 Williston (612 ) 487-3245 Minot MONTANA Fax. (612) 487-1812 Billings Bozeman ILLINOIS November 2, 1990 Chicago J.S. Braun, P.E. Maier stewart & Associates, Inc. Cameron G, Kruse, P.E Geo. D. Kluempke, P.E 1959 Sloan place Paul H. Anderson O"id R Hauslec. P.E st. Paul, MN 55117 Roger V, Blomquist. PhD JamesJ.Crai~Jr.,PE. DaleRAllen. .E Att M W'll' W t b wm,Mwelrauch,P,E n: r. l lam es er erg Thomas R. lumberg Michael M. Heuer,P.E. KurtE. Dvorak RE: SP90-296 SUBSURFACE INVESTIGATION Norman E. Hall RanA. Huber, P,E. Soil permeability Evaluation Wiliam K.eody, P,E Lot 5 - Keithson Addition AFFILIATED COMPANIES Keithson Drive, South of Braun Environmenlal laboratorieS,lnc Highway 96 Braun Pavement Technologies.lnc Arden Hills, MN Dear Mr. Westerberg: As you authOrized on October 29, 1990, we have conducted a . subsurface investigation on Lot 5 of the Keithson Addition, adjacent to Keithson Drive in Arden Hills. The purpose of our investigation was to evaluate the subsurface soils in regard to their relative permeabilities. BACKGROUND Lot 5 of the Keithson Addition is currently occupied by a shallow pond roughly 50 feet wide, situated between two single-family residences. The residences rest upon graded pads which were elevated between 4 and 6 feet above the pond bottom. The ground surface between the pond and the house pads slopes at a gradient of about 4:1 (horizontal:vertical). At the time of our investigation, water in the pond appeared to be less than 2 feet deep. The pond was overgrown with tall reeds. You have indicated the water level within the pond periodically rises to an elevation close to that of the adjacent residences. Because the pond does not apparently . SP90-296 - 2 - November 2, 1990 Maier stewart & Associates have an outlet to regulate such fluctuations, there is . concern that the residences may be subject to flooding in the future. Consideration has been given to either enlarging the pond or providing an outlet for excess water. To help evaluate the feasibility of these options, Maier stewart & Associates (hereafter referred to as MSA) desired to evaluate the hydraulic characteristics, or permeabilities of the soils beneath the pond. SCOPE OF SERVICES BRAUN drilled a single penetration test boring at the approximate location shown on the attached sketch. Dimensions used by our crew chief to locate the boring are also shown. Some of the features shown on the sketch were reproduced from a September 1990 Utility Easement Plan provided by MSA. The boring was drilled to a depth of 25.5 feet beneath the ground surface, using a truck-mounted core and auger drill. This machine was equipped with hollow-stem augers. The boring was performed in accordance with ASTM D1586 procedures. Using this method, the bore hole was advanced with the hollow-stem auger to the desired test depth. Then, a 140-pound hammer falling 30 inches was used to drive a . standard, 2-inch OD, split barrel sampler a total penetration of 1-1/2 feet below the bottom of the bore hole. The blows for the last foot of penetration (BPF) , which are an index of soil strength characteristics, were recorded and are shown on the attached log. Soil samples were taken at 2-1/2-foot intervals to the IS-foot depth, and then again at the 20 and 25-foot depths in the boring. The use of hollow- stem auger eliminated the driving of casing and the need for jetting water. RESULTS A Log of Boring sheet indicating the depth and identification of the various soil strata, penetration resistances, and water level information is attached. The depths shown as boundaries between the strata are only approximate. The actual change may be more of a transition and the depth of change likely varies horizontally. The boring encountered about 6 feet of fill. The fill consisted of silty clayey sand, which was mottled brown and gray, and was wet. Native silty and clayey sands were . l BRIIOn'l SP90-296 - 3 - November 2, 1990 Maier stewart & Associates encountered beneath the fill, to a depth of roughly 14 f7et. . These soils were brown to gray, and wet or water-bearlng. Below the 14-foot depth, gray, wet, sandy clays were penetrated. These soils continued to the 25. 5-foot termination depth of the boring. Water was measured at a depth of 21~ feet during drilling. After the drilling auger was withdrawn, the water level rose to a depth of 9 feet. SOIL PERMEABILITY EVALUATION The ability of a soil to transmit water depends in part on the soil's permeability, or hydraulic conductivity. In this case, water percolating through the pond bottom passes through silty and clayey sands, and sandy clays. These materials, because they contain a significant percentage of fine grained particles, have limited available area for the flow of water. Thus, the rate of flow, or permeability, would likely be very low. Using textbook charts which correlate soil classification with relative permeability, we would expect flow rates through the dominant clayey soils to be on the order of 0.1 feet per year or less. This rate is considered impermeable, for the circumstances described. Al ternate methods for dispersal of the water (other than absorption into the soil) . appear, therefore, to be prescribed. REMARKS The information and discussions presented above are based on the results of a single penetration test boring. Variations in the nature and distribution of the soils encountered are likely across the site. With the limited information, we cannot predict how such variations might affect the ability of the subsurface soils to conduct water in either a vertical or horizontal direction. Services performed by the geotechnical engineers for this project have been conducted in a manner consistent with that level of care and skill ordinarily exercised by members of the profession currently practicing in this area under similar budget and time restraints. No warranty, expressed or implied, is made. The content of this report and supporting documents are for the exclusive use of Maier Stewart & Associates, Inc. In the absence of our written approval we make no representation and assume no responsibility of any other parties regarding such content. . l BRIIOn'l SP90-296 - 4 - November 2, 1990 Maier stewart & Associates . We appreciate the opportunity to be of continued service to you. If you have questions about our results, call Charles Hubbard at 487-3245. Very truly yours, BRAUN ENGINEERING TESTING, INC. J:{d!~ Charles D. Hubbard Project Engineer/Geologist COlb~2~.E. Project Engineer CDH:CTV:bat Enclosure: Sketch Log of Boring Sheet (ST-l) cc: Braun Engineering Testing, Inc. . (Minneapolis & st. Paul) . l BRIIUn', Descriptive Terminology ~ ~l~ Des;gnal;on D 2487 -- 83 Standard Test Method tor . CLASSIFICATION OF SOILS FOR ENGINEERING PURPOSES r-------'--- PARTICLE SIZE IDENTIFICATION SOIlClASSlFICMION CRITERIA FOx ASSIGNING GROUP SY~BOLS AND mou' GIlQUP NAMES USING iABC*lATI)H TESTS' SYMBOL GROUPNA/'.Eb Boulders .................. over 12" , I Cobbles. . ....... 3"to 12"' ~o GH~HS CLEAN GRA~lL5 ! Cu > 4 and I <: Cc ( 3 ~ "" 'oIel1_g"dedgrave1f Gravel ~., i'\;)re th~" SC~ of le,s th~n 51 ";ne' <: , - "~"" "Po:;;;-graded gr~"el f j ~~E COM,. fraction I Cu < 4 ~nd/or 1 > Ct > 3 e " Coarse ................... :y~,. - 3" ret.ineoon W L _ ~. 4 sieve GRAVElSWIlHF:NES IFine<cl."if .,MlcrMH "' Silt r,velf,g,h l Fine. .......................... NO.4 - 3;:," ~ ...: I I'.oce th.n_ 1?:_.f_i_~~.'-.c~,~!~':.._Cl."if)' ., Cl or eH GC Cloyey g,".~' f ,g,h Sand ;;,!5':c ~ell-9rbdedSA"_d\~ co '" ~ S AN 0 <, " Coarse... . NO.4- NO.10 ~ 2 # 501: or""'re of 1m C~~~~ ~~N~~nes 0 I Cu ::.. 6 and I ~.C( ~ 3 e ..... ~+- COar,. fracUM ICu<6and(orl>Cc)3" se PoorlygrMed sand" I Medium .... No. 10 - No. 40 " ~ passes No. ~ 8 ~ sleye S~NOS WIH FINES 1 Fin.< c1"sifv os i'lL or IlH >< Silt sand9.h.i I Fine. .... .... .... No. 40 - No, 200 !'ore than 12~ fines ~ Fine$ C laS$ if J' 1$ Cl or CH ;0 ClaJ"J' Hnd 9,h,i Silt. ...................... No. 200 - .005 mm I I PI)landplntsonorilbove " Leanctay..I,m I Clay less than .005 mm SILTS AND CLA', I inor~anic "A"lineJ ! .... ...... N U~uid limit I PI <4 or plot< oelo.. "A" lioej Sllt.,l,m "' ~; 1,,1 tha" 50~ i RELATIVE DENSITY OF ! organic I l. iquid li~.it _ oven dried IXganlcclayl,l,""n! COHESIONLESS SOILS - L'ouid I""'t - not dned <0,15 "' Ctr-g,nic ,I It ~. I, m, 0 i ,------.-- 0_ I PI plot' on or obove ..~.. line '" Fot cloy <,I,m I very loose ........,. """..".. ' 0- 4 BPF S ~ L TS I,NO CL~ YS incrg,nic ~-' ---.,-. --~-- loose. . ..... _........... _..............5 - 10 BPF , medium dense ..... ..... 11 - 30 BPF , Li qu I d ~ im i I i PI plot'belo.."A" line '" tlHU, silt ",l,m , 50~ or more dense........... . . . ...... . .... .. . ...... . 31 - 50 BPF i clqUld limit - oven dried < 0 15 oe O>-ganicclay<,I,m,p very dense. . . . . . . . . . . . . . . . . . . . . . . . . .... . . 50+ BPF organlc L I ui ~ 1 imlt - not dried . o..ani"ilt<,I,m,q Primari I y or9a~ ie m~t ler, d~rl in COlor, and e< Pen ! HIghly or~ar,ic ,0',1, organkooor CONSISTENCY OF COHESIVE SOILS '. 8asec 00 the material ~ass;ng the 3-in (IS-11m) ,ieve. very soft..... .... ..,...... 0- 1 BPF " If fjel~ Hrr,p\e contained CObble, 'nd!or boulder$, ldd '"ith cobbles ond/or boulder<" to g~oup n""e. soft ........ . . . . . . . . . ......2- 3 BPF Gravel, ..,th \ to 12~ fioe, require d"al symbolS Qj - GM .. e ~ 1 grid e d gray e 1 ..it h silt rather soft ..................... ...., 4- 5 BPF Qj-GC ...Ilgr'dedgravel..ith,lay medium.... .... .. . . . ... ".. ............, 6- 8 BPF GP.GM poorly ~r3ded gra'el ..i th $ilt " ~~~~G~i t~Or i~ 1~n~n~~a;:~u~~~" d~~~J ~)'l\bo I ~ rather stiff. .... ......... ..,9-12BPF ,W_SM ..e\l 9rd~ed sand "ith ,ilt stiff ..... ....... ...... 13-16BPF $;I_SC ..ellgrodedsand"ithcloy very stiff .1?~.~ SP-SM poorly ~raded saM ..ith silt ..... .... ........ SP.SC ~Mrly graded ..n~ ..ith ,Joy hard C. (D30)2 . . . . . . . . . . . . . . . . . . . . . . . . . . ......... .. , "-060/010 c~ L If soil contains > lS1:sand,add "with,.nd. tQ groupr....... DRILLING NOTES .' Ir fine, cla<<;ry-.' CL-IoIL, u,~ du.1 symbol GC_GM, SC-SM. .. If fioe, .~. org.nk, ood 'wlth o~g.nk fin,,- to ~'oup n;yne. '. If ,oil contoin~ ) lS~ ~ravel, add "..ith gravel" to group n""'e. ,. If Atterberg limiE plot in hatched area, ,oil i, a CL-IoIL, ~i\ty ,hy. Standard penetration test borings were Bdvanced by 31;:''' or 6%" L If,oi\ contain, 15 to 291 plu, No. 200, add "..ith Slnd" or "..ithgro.el" 'oIhiChe.erispre<lMlinant. L If soil contains ) JO~ plu~ NQ. lOO, p~edMlinantly "nd. odd "sandy" to group OllRe. I. D. hollow~stem augers unless noted otherwise. Jetting water was '. If ,oil c~nt,i"~ '5' JO~ plus No. '00, predcminantly gra.el, 3dd "graYelly" to group name. used to clean out auger prior to sampling only where indicated on .. PI> 4 and plots an Or lIbo.e "A. line. 0, PI Z 4 Or ~l~ts oelo.. "/1." line. logs. Standard penetration test borings are designated by the " PI plots on or ollove.A'line. ,. PI plot~ belo~ "A" line. prefix "ST' (Split Tube). 60 / Power auger borings were advanced by 4" or 6" diameter, For closs If Icot '00 of f'~e-qrOlned so liS conlinuous-flit8, solid stem augers, Soil classification and strain and flne.QrOI~ed frQct Ion of coar5e.qro,ned depths are inferred from disturbed samples augered to the surface H 50 SOils and are therefore somewhat approximate. Power auger borings ~ Equation of '~,: -line are designated by the prefix "B". x Horlzontol ot PI~4 to LL~25 5, I w then PI-O.73lll-201 Hand probings were advanced manually with a 1':/2" diameter 0 .0 z Equot1onof"U"-;'ne probe and are limited to the depth from which the probe can be - VertlcolatLl=16toPI=7 I manually withdrawn. Hand probings are indicated by the prefix >- thenPI"'09{Ll-BI i I ': 3D "H" u , SAMPLING - All samples are taken with the standard 2" 0.0, e: I '" split tube sampler, except where noted. TW indicates thin-wall ., '0 (undisturbed) sample, ~ MH DR OH "- I I BPF - Numbers indicate blows per foot recorded in standard '0 penetration lest, also known as "N" value. The sampler is set 6" , C -M MLROL into undisturbed soil below the hollow-stem auger. Driving . -- resistances are then counted for second and third 6"' increments DO I and added to get BPF. Where they differ significantly, they are '0 1620 '0 40 50 60 '0 ao 90 '00 liD LIQUID LIMIT (LU reported in the following form - 2/12 lor the second and third 6" increments respectively. WH - WH indicates that sampler penetrated soil under weight of hammer and rods alone. driving not required. LABORATORY TESTS NOTE - All tests run in accordance with apPlicableti' standards. DO Dry Density, pef OC Organic Content, % WD Wet Density, pef S Percent of Saturation, '% l BRIIun'l MC Natural Moisture Content, % SG Specific Gravity LL Liquid Limit, % C Cohesion PL Plastic Limit, % \ZI Angle of !nternal Friction PI Plasticity Index, % qu Unconfined Compressive Strength ~ SKETCH SHOWING APPROXIHATE BORING LOCATION ....- '-- \ /~- -"'\ \ d I J \ ~H ~H ~ D~I I 1/ I r-::l ~ ~I\~~~ L:J I I.;';; ~'" t ~>. ..j ~ ) :l,.' '-v - ~..=-781_+ '5T-l Keithson Drive 5r - Penetration Test Boring ~ ---.... - Spot Elevation 'tPi' 1001 1 TOl:::ographic information provided. by Maier Stevart & Associates; Inc. per Septe~~er, 1990 Utility Easement Plan. SP90-296 SUBSURFACE I~~~STIGATION l B RII 1 "" furnceb"iCy "",,"",ioo U n Lot 5 - Kei thson Addition KeIthson DrIve Arden Hills , Dllte: 11: 90 Revised: Drawn: CDH Scale; ~ II LOG OF BORING RRJlUn' , ENGINEERING TESTING PROJECT: BORING: ST-1 SP90-296 SUBSURFACE INVESTIGATION LOCATION: Soil Permeabl I Ity Evaluation lot 5 - Kelthson Addition 35'E, 58'S of S.E. building corner Kelthson Dr Ive of 4521 Kelthson Drive Ar den H I I Is, MN DATE: 10-31-90 SCALE: 111=4' Elev. Depth ASTM Description of Materials BPF WL Tests or Notes D2487 (ASTM D2488) 99.0 0.0 Symbol SC-SM Fill: SILTY CLAYEY SAND, a trace of Roots, mottled brown and gray, wet. 1 ,;, OJ 0 0 4 c E 93.0 6.0 2 , mos y Ine gralne , (l) grayish brown, wet, very loose. > 1S. (Glaclof luvlum) 3 '8 '" (l) 90.0 9.0 '0 '0 , mos y Ine 0 c medium grained, with lenses of '" POORLY GRADEO SAND, gray, 3 c 0 water-bearing, very loose to ~ loose. ::J (Glaciofluvlum) '" > 5 (l) ~ .2 '" 85.0 14.0 (l) m , a race 0 0: Gravel, gray, wet, medium to 8 '0 rather st Iff. ~ (Glacial Till) '" '0 C '" (j) '0 C '" t 0 "- (l) IT: 17 (l) (l) (f) 73.5 25.5 15 END OF BORING. Water level down 21.5' with 24' 0 hol low-stem auger In the ground. Water level down 9' Immediately after withdrawal of auger. Boring then backfl I led. ---- 'f J? ~, ::p 'f 'f 'f f~ x 0" co "" '1 0 'f '" 'f .. u ..~ (j) co ~ "" ~ '" X ..n~ co co I 9f - , (J) ~ 0"------- ~~~ x ' co (j) ()) 0J t>J ~0'6 fTl r\) . (]l 0 0 l~ .~ .j; (,0 . I fTl r\) r\) J x (J) J?J I '0 0 0 x I I = Ie GJ ~. " = ... - . -,,, --~,:~ ,I ;~. ."'- '-,J x x x \olD \00 (j) (j) CliD <IJ co co .--.J ;'J --.J 0J Co X x . X (j) OJ ) ~ : ~j . . I :-1 /' - .- SUBJECT: . Y--/~ ~= ~ .u ~-- l ~/0~ - (j)~~ 1/6,fJ1!7v. /rfrJ - - - - ~ - - . - - ~ 'O"""",,@ ""H' '''''''M"'':t!J;;[ ,(,;""" J ,c,,'n ,,,'CO,,,) Seconded: (l1AYOR SATHER) COUNCILMBR: . ) (HALONE)' (GR01-JE) C (h~ THAT COUNCIL: .dtrf ~ ~ pY ~h--r ..L21I- ------ VOTE: AYES: ~ NAYS: 0 Hansen Halone Sather Hansen Halone Sather . Growe MahO\.Jald Grm.;e Hohowald ABSTAIN: TOTAL: ( - - ) - ~----- -- Hansen Malone Sather Crowe !'bhowald Ayes Nays Abs, ALSO PRESENT: Clk/Administrator Attorne~J Treasure.r Engineer Parks Director Pub. \~lks, SUF-.>rvJ sor_ Planner Del'. elk 1;uf~-'~~ Vo~ .@) 'ftl -- , :1~ dd'&~r~~a ' '"" 1/ i 1.// I ' \..J " C . --./) _. ---... I" ( . - ' ,/~~ : . f , .." / ....,'.. /.. .. (~ ;:C ,Yvl, . /' / I~, V 1,~' / : " Ii .- j' / ./ L,.,/'-.... " ( ...---,-, /4 ~ c / qt.,. J! / ------ ^ . /'" -, / _,/'" .I /7 /' (/~ , ,- '. ;' u?.c;:P- Z /. ..-y " ~vVV ---- .r ."1 J .,/~ . ~~... ; ....[ti 'lUU - - ----' u/t - /") (r~ >&.1 f~ - C/_/~1f}d . I,ll - ... (/ih0ll~<; (/2/ ~ . ~(l/c'tL II/I? /90 . Gary R. BergEr City .AcJmr. Re: 33..30-, 23.,24- 0063-7 City of "'.Iden Hills 1898 tbble Rd. 1450 W. Highway 96 ElJns Addition Arden Hills, Mn. 55112 Lot 7 B1L 4 Dmr Mr. Becger: Pl63.se serd me a copy of the proposEd budget to my address as follows; Charles Cherowetl1. 2849 E. Adobe MESa, Az. 85213 My corrments aLout the proposal incrEases are probably outrage that an almost 31% ircrEase this ymr (proposEd) arrl similar incrffisES in the past fEW ymrs effECtiVely will ,ever.mally force all retirEd pmple out of their h:Jmes. Those of us on a fixe:1 incane woo had tl1e foresight to p3.y off our Innes tolive in at retirenent, simply canmt keep p3.yirq more ffich YEar in taxES (of every variety) arx:1 still keEp up with all t.,,-e other expensES nECESsary to mainta:i11 a rormal lifEStyle. MinnESota is one of the highest taxe:1 states in the =ur:try arx:1 even th::>ugh the lifEStyle may be grEat there is a limit::: Vn1e1l are you elECted officials goirr:j to try to uroerstam. tlBt more money is rot always the answer. Scmetimes better utilization of ones resource.s arx:1 same old fashionEd frugalnESs is in order. . How much of thi,s money is for salary :incrffises at the 3 levels?? If any is, "'That,arout those of us who do rot get :=alary incr63.ses any 10rr:jer? How much is for moreF?Aoi@@ protECtion? How much is to :inprove the corrlition of the lakes? (keepirr:j in mind the huge arrouts of money the lottery p.1ts :into t.1"e state coffers-is any of t.'<is used at the local level?) We all have to tighten our belts :in this day arx:1 age anI it seans that maybe some of our elECtEd officials krDvl only one way to do it--RAISE TAXES:: Sincerely, Charles H. ChemwEV!' ~ ~"~) , e1:~" 1b0--C"dJ[' \ ,- - /, ,.:Y", .-' "", .-,'.. ~- JT= & Cfwoo CIie1UJWet/i -,-",,' ".--," . '," ERS r?~fi\l '..;,,".\ ,--~,' ,. "..-....--'-< , C"~ )S 2849 'E. 5!d06e . <~ 'Mesa, 5tZ 85213 ;\.~ is 1>>1 ..~~/ ......,~; '."'::.;:;0, -' -~. .-"'" .,.,. ,"~.,... -'" . ,.,~ - &~'_:~~_'~~:'~'~>/ ~f- - ....":,::::::.,:~ , '-'- I . Mr. Gary R. Berger City Admn. City of Arden Hills ; (Mil Ii Dns) ... . 0 ? 0 0 0 0 0 ? 0 ~ ~ ~ ~ ~ ~ ~ G< tn ~ \D f,.o ~ . ~ 0 ~ 10 -Jo> Q) CD ~ ~ 01 lJ1 Q) ~ 1O CD "'-.I I ITl ~ < 1O -< CD CD I - s: - --l ~ ~ I . 1O CD ITl 1O < -< )> :s: ~ 0 1O C 1O 0 Z --l ~ 1O 1O ~ . . . CITY OF ARDEN HILLS SUMMARY COMPARISON OF EXPENDITURES WITH EXPENDITURES OF PRIOR YEARS Classification 1988 1989 1990 1990 1991 GENERAL FUND Actual Actual Budget Est. ------------ Mayor & Council 26614 30403 34930 35800 36215 Municipal 37594 43152 38590 37500 39375 Election & Voter Registration 25574 693 6500 7010 250 Administrative Office 197610 220963 249711 241494 277680 ... Legal 19442 18927 23130 19000 19950 Planning & zoning 31038 26673 28000 31710 27100 General Government Bldgs. 57336 55054 48915 55232 65934/ Human Rights 7990 8515 8960 8940 9500 Police Protection & A~imal Cont 348959 380734 422798 421207 451126 Fire Protection 252126 289866 337140 312140 325099 Protective Inspections 46779 52153 58370 53725 46075 Public Works, Streets 235056 229730 242589 251198 311359/ Public Works, Storm Sewers 16514 28134 44445 20981 29335 ----- Public Works, Recycling 21990 30399 39795 39100 59044 -- Summer Playground Program 7693 6167 9990 9665 10588 Skating Rinks 35613 35017 34934 34313 37865 Park Maintenance 156691 144467 153961 152790 181345./ Transfer to Program Fund 7910 5400 23556 19000 32188 -f ~ransfer to Mun. Land & Bldgs. 118225 0 0 0 0 Total 1650754 1606447 1806314 1750805 1960028 DEBT SERVICE FUNDS ------------------ Aerial Platform Truck 0 17678 82678 82678 81213 Advance Refunding Bonds of '85 481040 456949 331580 331580 269570 certificate of Indebtedness # 1 0 0 28539 28539 27339 UTILITY FUNDS -------------- Water utility 739179 672237 656099 552058 636581 Sanitary Sewer Utility 624026 565017 626260 627244 760868 SPECIAL FUNDS ------------- Shade Tree Disease control 10471 30252 14194 14521 14531 community Services Fund 0 0 0 0 81000 Program Fund 61690 62571 88783 78391 97934 Park 58494 21618 254706 51743 70766 Cable TV 11257 10863 12183 11342 14361 Municipal Land & Buildings Fund 119584 133173 118300 120275 20000 Lexington Avenue 90-1 0 0 0 36941 0 Capital Equipment # 1 0 0 102400 88370 0 Permanent Improve. Rev. 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November 11, 1990 To: City of Arden Hills I am outraged at the procedure you have chosen to announce your budget proposals. Althought you, at least this year, did give this much notice. Why is it held back until after the elections? Why is it not released when the issues can be publically debated and when we can determine where the candidates stand on the proposals? Why do I have to come to you to find out the reasons for the proposed increases? The answers seem obvious; you wanted to avoid direct personal accountability by a PERSON and to make - it more difficult to get information! The letter you sent could have provided the same information; advise me that a proposed budget would be printed in a public paper I can obtain along with a date of publication and some reasons by the bureaucrate (signed) about their reasons for the proposal. In case you did miss the results of the last few elections, increasing taxes is . not automatically acceptable and you must be more forthright in justifications. I am not automatically against raising taxes but am strongly opposed to this proposal especially in light of your tactics! ! ! For all I know, you want more slush fund money and for me to find out more information I must make accommodations for your convenience to have any input. I rej ect your ultimatum and hope someone besides parttime help does review these letter because the "bosses are flying first class to fancy resorts for IIconferences and inspections'111 . As for your needs; look around you, most every private enterprise and their work force are making accommodations on the biggest cost, employee costs. What, if anything, has the government employees been asked to do? Is the government managers manipulating the public by cutting back services to make their point without any effort for productivity improvements or other al ternati ves? I want accountability, I want names, I want results. Not simply increasing last year by X% to cover employee salary increases and fancy trips. I request a summary statement why the increases and what major efforts have resulted in better programs. . ~~"~ 1t4tr /3 (1 /t~ u;,,~ Ii- Andrew W. Wolf /!tv!!", ?!?;e~ ,#4..- S -rr( J--. --. eOUNCIL HINUTES DATE PAGE SUBJEeT: --------- . DlSCUSSION: .~________~ ____n____________ ---_._-_._-"~._- -- --- -~--_.._..__._----- ..u__ "----- - ~ //U/H,/Mle.-;;- ~~ ~ . .' {" -..... ~p~ Moved: (l1;\.YOR SATHER) eOUNeILHBR: (GROI,E) Seconded: (l1AYOR COUNCILHBR: THAT eOUNeIL: -~------ .-.------------------------- VOTE: AYES: NAYS: Hansen Malone Sather Hansen Halone Sather . Growe HaholOald Grm.;e Mahowald ABSTAIN: TOTAL: ( - ) -- ---_._-~--~--- Hansen Malone Sather Growe l'lahowald Ayes Nays Abs. ALSO PRESENT: ClkjAdministrator Atl.:orney Treasurer .Engineer ~--- Parks Director Pub. \,lks. Supervisor Planner Del'. elk ------------- - eOU~CIL NINUTES )J~~~ DATE PAGE SUBJEeT: DIseUSSlON: . -, - . ,-- .'-'-'------------------'- 1oved: (MAYOR SATHER) eOUNeILMBR: (HANSEN) (I-:ALONE) (GRO\~E ) (HAHOHALD) ;econded: (l1AYoR SATHER) eOUNeILHBR: (HANSEN) (HALOfn;) (GROHE) (MH01-JALD) ['HAT C:OUNeIL: ----..- _._--_._~.. - ._._----~. ..~- --~~-,~. ---------_..~ --~..~-----_.._-~---- -------~ ---.---- -------.---... - __ "0' ____ -----.-.._-- '..------------ -.- VOTE: AYES: NAYS: -- ------- l'ialone SatheT Hansen Halone Sather Hanse.n GrmJ€ 1>1aho'I-'210 GroHe Na hm.,rAld .ABSTAIN: _u TOTAL: ( ) ------~---- --~------ ..- --'- ------~- ~- llansen MaJotle Sather Growe H;-lhovJald Ayes Nays Abs. ALSO PRESENT: Clk/Administrator__ _____Attorney.. _ '___ Treasurer_______ Eng"lneer___ __ Parks Director Pub, \.,lks. Supervj_sor Planl'-er Dep. elk --~ -=00,_ ___,..,...,..-..~''''.._''_'_.L --- .'. _ CITY OF ARDEN HILLS ~ RAMSEY COUNTY, MINNESOTA ORDINANCE NO. . AN ORDINANCE AMENDING CHAPTER 19 OF THE ARDEN HILLS MUNICIPAL CODE RELATING TO THE PERSONNEL POLICIES FOR CITY EMPLOYEES THE CITY COUNCIL ORDAINS AS AMENDMENTS TO THE ARDEN HILLS MUNICIPAL CODE: section 19 of the Municipal Code of the city of Arden Hills is hereby amended to read as follows: SECTION 19 - 1 PURPOSE - It shall be the purpose of this chapter to establish a uniform and equitable system of municipal personnel administration for all employees of the City. Any term and condition of employment shall remain solely within the discretion of the city to modify, establish, or eliminate. This chapter does not constitute, and shall not be construed as an employment contract between the city and any employee covered herein. The city retains the full and unrestricted right to operate and manage all manpower, facilities, and equipment; to establish functions and programs; to set and amend budgets; to determine the utilization of technology; to establish and modify the organizational structure; to select, direct and determine the number of personnel; to establish work schedules, and to perform any inherent managerial function not specifically referred to in 4It this chapter. The personnel policies contained in the personnel chapter are subject to the laws of the United States, the State of Minnesota and the city of Arden Hills ordinances. In the event that any provision of this chapter shall be held to be contrary to law by a court of competent jurisdiction from whose final judgement or decree no appeal has been taken within the time provided, such provisions shall be voided. All other personnel policies contained herein shall continue in full force and effect. SECTION 19-2 APPLICATION - The provisions of this chapter shall apply to all employees of the City except the following: A. All elected officials. B. Temporary employees and part-time employees, other than regular part-time employees. C. Consultants and others rendering professional services on a fee basis. D. Volunteer personnel and personnel appointed to serve without pay, including members of boards and commissions. E. Emergency appointees serving with or without pay. -1- -.-. - \ , In the event that strict compliance with the provisions of this , personnel chapter might produce practical difficulties or unusual hardships, the city council shall have the power to vary any such . provision(s) in light of the purpose and intent of this chapter and to the extent consistent with governing law in order that the interests of justice and fairness may be served. SECTION 19-3 EQUAL EMPLOYMENT OPPORTUNITY AND SEXUAL HARASSMENT POLICY: A. EQUAL EMPLOYMENT OPPORTUNITY - It is the policy of the city to provide equal employment opportunity to all persons. All employment policies and practices shall be non-discriminatory in compliance with federal laws, state statutes and local ordinances. No individual shall, on the basis of race, color, creed, religious or political affiliation or belief; national origin, sex, age (Minnesota legal age to age 70), marital status, disability or status with regard to public assistance be excluded from employment or be subjected to discrimination regarding any and all terms and conditions of employment by the city. B. SEXUAL HARASSMENT POLICY - It is the policy of the City to prohibit sexual harassment. Action of an employee during working hours or on City premises or otherwise in the course of employment which tends to humiliate, demean, intimidate, degrade or harass another employee with reference to or because of that employee's sex is prohibited and will not be . tolerated. Verified evidence of such conduct will lead to disciplinary action which may include suspension or discharge. Such infractions will be considered significant elements of job performance for purposes of consideration for salary action, job assignment and promotion. Any employee who experiences sexual harassment is urged to report such treatment immediately to his or her supervisor or to the City Administrator. SECTION 19-4 DEFINITIONS. A. Regular Employee - Regular employee shall mean an employee who has completed the required probationary period and who serves in a position which is provided in the budget on a regular basis. B. Regular Full-time Employee. Regular full-time employee means a regular employee who has successfully completed the required probationary period and is scheduled for that number of hours which make up the regularly scheduled weekly or monthly period of service in the class. C. Regular Part-time Employee. Regular part-time employee means a regular employee who has successfully completed the --" .... required probationary period and is employed on a schedule of - less than 40 hours per week. D. Temporary Employee. Temporary employee shall mean any person who is engaged in part-time, seasonal, or casual employment. -2- E. Immediate Family. Immediate family shall mean the spouse, , parents, children, brothers and sisters of an employee and parents of the spouse of an employee. F. Benefits. Benefits shall mean indirect compensation and any . privileges granted to employees, including: vacation leave, sick leave, holiday leave, military leave, group insurance and any other benefits approved by the Council. G. Fiscal Year. Fiscal year shall be January 1 through December 31 inclusive. H. Probationary employee: One who has been assigned to a regular full-time or regular part-time position but who has not completed the probationary period. I. Probationary period: The period of six (6) months after original appointment of any regular full-time or regular part-time employee. This period means a trial period considered as an integral part of the examination process during which an employee is required to demonstrate fitness for the position and ability to meet required performance standards of a position. J. service Credit: The specified period of time required for an employee to be eligible for benefits. K. Anniversary Date: shall mean the month and day of initial hiring or promotion of an employee. . L. Class: shall mean a position or group of positions similar in respect to their duties and responsibilities so that the same title can reasonably be used for the position, and the same salary schedule may be applied to the position. M. Demotion: shall mean the placement of an employee in a position having a lower pay and/or less responsibility than the position previously held. N. Grievance: shall mean a dispute or disagreement regarding the interpretation or application of this chapter. o. Lay-Off: shall mean the temporary dismissal from employment of an employee for an unspecified length of time. During a period of lay-off, employees do not accrue benefits and are not credited with service. P. Municipal Service: means employment with the city. Q. position: means employment calling for the performance of specified tasks which constitute the total work assignment of a single employee. There are as many positions as there are employees. R. Promotion: shall mean the placement of an employee in a -- position having a higher pay range and/or more responsibility than the position previously held. - - -3- S. Termination: means the separation of an employee from the municipal service as a result of discharge, resignation, retirement, or death. T. Transfer: means the placement of an employee in a different . position within the same class as the position previously held. A transfer does not result in a change in pay range. SECTION 19-5 APPOINTMENTS. All appointments in the municipal service shall be made according to jOb-relevant qualifications, merits and fitness as determined by the City Councilor city Administrator. Appointments to municipal service shall be made by the City Council. If the Council desires, it may request the recommendations of the city Administrator or department head. A. BY EXAMINATION. When required by law, by the city Councilor City Administrator, jOb-relevant qualifications, merit and fitness may be ascertained by administering jOb-relevant written, oral, physical, psychological, medical or other examinations which will determine the relative ability of the candidate to discharge efficiently all duties of the position for which such examinations are held. B. WITHOUT EXAMINATION. In case of appointment to positions for which examinations are not required, the City Councilor City Administrator may appoint any person who appears to meet the job-relevant requirements listed in the class specifications and who is found to be qualified to perform all duties of the . position. C. RELATIONSHIP TO OTHER CITY PERSONNEL. Whenever possible, with due regard for jOb-relevant qualifications, merit and fitness, the city Councilor city Administrator shall avoid the appointment of any person within the immediate family of elected or appointed officers or employees of the city. In the event that a member of the family is appointed to a position, the appointment shall not be made within the same department in which an immediate family member works. This provision does not apply to marital status, as protected under the Minnesota Human Rights Act. Employment of the spouse of an elected or appointed officer or employee is not prohibited; however, appointment or assignment of an employee's spouse in the same department in which the employee works is prohibited. D. STATUS OF EMPLOYMENT. Appointment to a position in the municipal service shall not be construed to be a property right of the employee. All employees whose positions are covered by this chapter are appointed by and serve at the sole discretion of the City Council and City Administrator. -4- . E. PROMOTION FROM WITHIN. It shall be the policy of the City to fill vacancies by promotion of current employees from within where practicable. This policy shall not be construed to preclude the City from external recruitment and/or selection . of applicants outside the municipal service, nor as a waiver of jOb-relevant qualifications for a position, nor as a guarantee of promotion from within to any and/or all positions for which job openings occur. All job openings shall be filled based on consideration of job-relevant qualifications, merit and fitness. Job openings shall be posted in the City Hall for five (5) work days prior to the filling of such vacancies. If a position is filled from within, length of service in relevant job classification(s) shall be the determining factor only when job-relevant qualifications of employees being considered are equal. F. FALSE INFORMATION. Any applicant or employee giving false or misleading information on an application form, cheating on an examination, or falsifying a statement, certificate or evaluation shall not be considered for employment or shall be subject to immediate dismissal. Fraud or attempts to commit fraud which would preclude the City from impartially executing the provisions of this chapter shall be cause for the city to refuse to appoint an applicant or to dismiss an employee. G. BRIBERY. No person seeking employment or promotion shall, either directly or indirectly, attempt to influence the city Administrator or city Council in any way with money, services or other remuneration. . SECTION 19-6. PROBATIONARY PERIOD A. PURPOSE. The probationay period shall be regarded as an integral part of the examination process and shall be utilized for closely observing the employee's work, for securing the most effective adjustment of the employee to the position, and for rejecting any employees whose performance does not meet all required work standards. At any time during the probationary period of an employee, the City Administrator or employee's department head may recommend to the City Council that an employee be transferred or dismissed if their position is discontinued or if his/her performance does not meet the required standards. B. APPLICATION. Original and promotional appointments for all positions with the exception of professional and department head positions shall be probationary and subject to a probationary period of six (6) months service after appointment. c. REVIEW. At least three (3) weeks prior to completion of the probationary period, the City Administrator or department head shall review the performance of a probationary employee . -5- and make a recommendation to the City Council. The matter shall be placed on the Council agenda for the next regular meeting, at which time the Council shall consider the recommendation and make a determination as to whether the employee shall be continued as a regular full-time or regular . part-time employee, or be terminated. If the employee is not to be continued beyond the end of the probationary period, the employee shall be so notified before the end of such period. D. CREDIT FOR BENEFITS DURING PROBATIONARY PERIOD. During the probationary period an employee will receive paid holidays. Upon successful completion of a probationary period, an employee's service credit for the purpose of computing benefits hereunder shall be determined from the commencement of his probationary employment. After 6 months (180) days of continuous service, a newly hired probationary employee will be entitled to use sick leave accrued from the date of employment. Newly appointed employees will accrue vacation leave during the probationary period and will be eligible to use accrued vacation leave after one year of continuous service. This provision does not apply to employees serving a probationary period following promotion. Group insurance benefits shall start in accordance with any waiting periods designated by the group insurance carrier. SECTION 19.7 POSITION CLASSIFICATION PLAN. A. ESTABLISHMENT. The Council shall establish and maintain a position classification plan for all positions covered by the . provisions of this chapter. All positions shall be grouped in classes having a definite range of difficulty and responsibility. For each class of position there shall be: a class title description of the duties of positions within a class; a written nature of the work and the relative responsibility of the positions in the class, examples or work which are illustrative of duties of positions allocated to the class, requirements as to knowledge, ability and skills necessary for performance of the work and a statement of job-relevant qualifications necessary for recruitment into the class. Minimum jOb-relevant requirements may be added for any position. B. ALLOCATION. When a new position is created for which no appropriate class exists or when the duties of an existing position are sufficiently changed so that no appropriate class exists, the City Administrator shall create a new class and shall cause an appropriate class specification to be submitted to the Council for approval. C. PLAN REVIEW. As often as is necessary to assure continued correct classification, the position classification plan shall be reviewed by the City Administrator and necessary adjustments shall be made subject to Council approval. . D. FILING OF PLAN. The position classification plan shall be filed by the city Administrator. The plan so filed and subsequently adjusted, shall have the same effect as though it were a part of this chapter. -6- I -.--- SECTION 19.8 COMPENSATION PLAN. There shall be established a compensation plan for all positions subject to this chapter. . A. ESTABLISHMENT. The calendar year of pay for each position shall be established on an annual basis by resolution of the Council following adoption of the annual budget. The compensation plan shall be filed with the city Administrator and shall have the same effect as though it were a part of this chapter. Such resolution shall state the starting salary and the maximum salary for each position classification. B. SALARY RANGE. Any salary range established for a class shall represent the total direct remuneration for full-time employment in the class, but shall not be considered as reimbursement for official travel or other expenses which may be allowed for conduct of official business. No employee shall receive pay from the municipality in addition to the salary authorized for any positions to which the employee has been appointed. This shall not prevent employees from working in more than one position when authorized by the City Councilor city Administrator. C. OVERTIME PAY. Overtime work is work in addition to the established schedule for hours of work and shall only be performed with the approval of the employee's supervisor or city Administrator. Employees shall be paid at one and one-half (1 1/2) times their basic hourly rate of . compensation for all hours worked in excess of established schedules, in accordance with the provisions of the Fair Labor Standards Act. D. WORK DAY/WEEK. The normal work day for regular City employees shall be eight (8) hours. The work hours shall be established by the city Administrator. The normal work week for regular city employees shall be five (5) days, Monday through Friday. The normal work week shall consist of forty (40) hours. Employees shall be granted a rest break not to exceed fifteen (15) minutes away from job duties on two separate occasions during each work shift and one-half hour unpaid lunch break. E. HOURLY AND DAILY RATES. The appointing authority may authorize the payment of hourly rates of pay for classes of positions when conditions of employment warrant such action. Such hourly rate shall be determined by dividing the annual salary by the actual number of work hours in the calendar year. -7- . SECTION 19-9 CONFLICT OF INTEREST. It is expected that every employee shall exercise good judgement in avoiding involvement with conflicting outside business . interests or the business interests of co-workers or subordinates such that these interests conflict with the conduct of City business. These include, but are not limited to the following: A. Those in which an employee has a financial interest in, or receive benefits from a business which he may be able to favor with city business by reason of his employment with the city. B. Employees and department heads conducting personal business on city time and department heads who knowingly allow subordinates to conduct personal business on city time. C. Those in which an employee accepts full or part-time work elsewhere, where such activity interferes with his duties and performance of his job with the city. SECTION 19-10 PERFORMANCE EVALUATION. There shall be a minimum of one (1) written performance review on an annual basis for all regular fUll-time, regular part-time and probationary employees. The evaluation will include a review of the employee's major responsibilities, an appraisal of the employee's job performance, identification of any problem areas and an action plan for correction or improvement, including the establishment of future performance objectives. . A personal interview between the immediate supervisor and the employee shall be conducted by the supervisor within a reasonable time period after receipt by the employee of the supervisor's written evaluation. A copy of the written evaluation for each regular and probationary employee shall be submitted to the city Administrator for review and shall be filed in each employee's personnel file. An overall evaluation of "satisfactory" performance will be required prior to the granting of any salary increase. SECTION 19-11 SERVICE CREDIT. Service credit is credit given a City employee for employment by the City as a regular full-time or regular part-time employee, commencing with the date of original employment. This includes a probationary period, if any, before employment. Employees must earn six months (180 days) service credit before they are eligible for any benefits hereunder except holiday pay. six month's service credit is one thousand forty (1,040) hours of total employment. No more than one year's service credit shall be given an employee for each year of his employment even though more than 2,080 hours are worked by him during anyone year. . -8- .- A temporary employee transferred to a regular position will be given service credit for continuous service prior to such transfer. . A regular part-time employee will receive service credit by converting his part-time employment to equivalent adjusted full-time service. In the event such employee has been employed for a full year from the anniversary date marking the commencement of his employment, his service credit shall be based on such full year. Temporary employees shall not be entitled to paid holidays, vacation, sick leave, or group insurance coverage. Regular part-time employees shall be entitled to paid holidays, sick leave, and vacations computed by converting their part-time employment to equivalent adjusted full-time service. Regular part-time employees shall not be entitled to group insurance coverage. SECTION 19-12 VACATIONS. A. APPLICATION. Vacation leave is intended as a period of rest and relaxation and may not be waived by an employee for the purpose of receiving double pay. An employee shall not normally be permitted to accumulate vacation from one year to the next. In case of unusual circumstances, an employee may submit a written request to the City Administrator requesting that all or part of the previous year's accrued vacation, not . to exceed forty (40) hours, be deferred into the next year. The City Administrator may approve or deny an accumulation of all or a part of the previous year's accrued vacation based on anticipated impact on municipal services, the reasons for the request and other relevant considerations. B. APPROVAL. Vacations will be subject to the prior approval of the city Administrator. An employee having the most continuous service will be given preference in the choice of vacation time. All vacations must be arranged at least ten (10) days in advance. If, during vacation leave, an employee becomes ill and is confined to a hospital or to bed rest, sick leave benefits may be used. The city Administrator may require that such illness be verified by medical certification before approving the payment of sick leave benefits. C. PROBATIONARY PERIOD. Newly appointed employees will accrue vacation during the probationary period but will not be eligible to use accrued vacation until the completion of one year (365 days) of continuous service. This provision does not apply to employees serving a probationary period following promotion. -9- . D. SEPARATION. An employee who leaves the municipal service after a minimum of one (1) complete year of continuous service shall be compensated for vacation accrued to the date of separation. . E. VACATION ACCRUAL. Commencing with the date on which he first became employed by the City and continuing through the fifth year of his employment, a regular full-time employee shall accrue paid vacation leave benefits at the rate of three and five tenths (3.5) hours for each bi-weekly pay period he has been an employee of the city; provided, however, no probationary employee shall be entitled to avail himself of such benefits. Temporary employees are not eligible for vacation leave. Commencing with the sixth year of employment and continuing through the eleventh year, a regular employee shall accrue paid vacation leave benefits at the rate of five (5.0) hours for each bi-weekly pay period he has been employed by the City. commencing in the 12th year and continuing through the 15th year, a regular employee shall accrue paid vacation leave benefits at the rate of six (6.0) hours for each bi-weekly pay period he has been employed by the city. commencing in the 16th and continuing through the 19th year, a regular employee shall accrue vacation leave benefits at the rate of six and five tenths (6.5) hours for each bi-weekly pay period he has been employed. . Commencing in the 20th year of employment and thereafter, a regular employee shall accrue vacation leave benefits at the rate of seven (7.0) hours for each bi-weekly period he has been employed by the city. When an official holiday as provided herein falls on a working day during an employee's vacation, the day of the holiday will not be counted as a day of vacation. similarily, official holidays as provided herein falling on Saturday or Sunday, when they have the effect of converting a Friday or Monday to a holiday, shall not be counted as a day of vacation. SECTION 19-13 SICK LEAVE A. PURPOSE. Paid sick leave may be granted by the city when an employee is unable to perform work duties due to: illness, disability, including temporary disability due to pregnancy and childbirth, legal quarantine, serious illness of a spouse, child, parent or legal guardian residing in the same household as the employee; the necessity of obtaining medical or dental care, or other emergencies. Paid sick leave shall not be granted unless it has been requested by an employee for the purposes previously stated; previously earned by the . employee in accordance with the accrual schedule and approved by the employee's immediate supervisor. -10- B. ELIGIBILITY. The supervisor or Administrator shall determine whether an employee is eligible for benefits under the sick leave plan and, in connection with such . determination, may determine, in their discretion whether an employee's absence from work is actually due to illness or injury. In the event the supervisor deems it proper to make inquiry into an employee's absence, the employee shall cooperate in authorizing the supervisor or Administrator to obtain any necessary medical or hospital records. Claiming sick leave for reasons other than those stated shall be cause for disciplinary action or discharge. C. ACCRUAL. sick leave shall be earned by all regular full-time employees at the rate of eight hours per month, or 12 days per year. Temporary employees are not eligible for sick leave. Employees using earned vacation leave or paid sick leave shall be considered to be working for the purpose of accumulating additional vacation or sick leave. D. ACCUMULATION. sick leave may be accumulated to a maximum of one hundred (100) days. Probationary employees who are new hires may not use sick leave until satisfactory completion of six (6) months (180 days) of continuous service. Probationary employees who have been promoted may use sick leave; however, if sick leave used exceeds a total of five (5) days, the probationary period shall automatically be extended by the same number of days as sick leave days used. When accumulated sick leave reaches the maximum, the employee will continue to be credited with one day per month banked . sick leave, which may be used after depletion of his/her accumulated sick leave, to protect the employee in the event of a lengthy illness or accident. SECTION 19-14 EXTENSION OF LEAVE. In order to receive paid sick leave, an employee must report as soon as practicable to his supervisor or the city Administrator the reason for his absence; keep his immediate supervisor informed on a daily basis if the absence exceeds more than three (3) work days duration; and submit a medical certificate stating the cause of the employee's absence if required by the City Administrator. An employee who is eligible to receive sick leave and who is eligible to receive Worker's Compensation payments shall be granted accrued sick leave pay only in the amount of the difference between the employee's regular salary and the Worker's Compensation payments. An employee cannot receive more than his normal take home pay as a result of any city pay supplement to Worker's Compensation benefits. -11- . The Council may, in its discretion, grant additional sick leave pay to an employee in the event the Council finds that extension of the normal sick leave allowance is justified because of hardship to the employee. The council shall . determine the existence of the hardship, which determination shall be final. In addition to the particular hardship, the council shall consider the length of service of the employee, and emergency extensions of the sick leave allowance shall not be granted unless the employee has been in the employ of the City at least one calendar year, whether part-time or full-time. The Council shall also determine in the particular case whether such emergency sick leave as may be granted shall be charged against later accumulations of sick leave by the employee. SECTION 19-15 MILITARY LEAVE. Military leaves of absence and re-employment rights of employees returning from active service with the armed forces shall be subject to applicable federal and state legislation. Upon return from a military leave of absence, a regular employee shall be reinstated to the employees former position or to a position of like status and pay, provided that the employee is competent to perform all duties of the position to which assigned. If the position which the employee formerly held no longer exists, the employee shall be reinstated to a position of like status and pay, provided that it is practicable to do so . and that the employee is competent to perform all duties of the position to which assigned. Employees eligible to receive military leave compensation while participating in required training exercises shall be paid the difference between the employee's regular salary and military leave compensation payments for that period of time during which they were required by the armed forces to participate in such training. An employee cannot receive more than the employee's normal take-home pay as a result of any city pay supplement to military leave compensation. Employees on military leave for training will continue to accrue vacation benefits provided by law. SECTION 19-16 UNPAID LEAVE OF ABSENCE. Upon consideration of a formal written request by an employee, leave of absence without pay may be granted at the discretion of the City Administrator based on consideration of the following factors: 1. municipal service needs; 2. the employee's performance record and length of service; 3. the reason(s) for the request; 4. any other relevant information. -12- . If granted, unpaid leave of absence may not exceed a period of ninety (90) continuous calendar days. An extension beyond that period may be granted at the discretion of the city . Administrator; however, an unpaid leave of absence shall not exceed one (1) calendar year, except when the employee is in the military service or has been disabled while performing job duties in the municipal service. Benefits including vacation, holidays, sick leave or other forms of indirect compensation shall not accrue during a period of unpaid leave of absence. Employees shall not be credited with service accrual while on unpaid leave of absence. During the first calendar month or portion thereof during which an employee began an unpaid leave of absence, the employee may continue to be covered by group health insurance, but will be responsible for paying one hundred (100%) percent of the premium costs. Any exceptions to this policy will require the approval of the City Council. Unpaid leave of absence shall require the advance written approval of the City Administrator based upon the recommendation of the employee's department head. SECTION 19-17 JURY DUTY. An employee required to serve as a juror or under subpoena as a witness in court shall be granted leave of absence with pay while serving such capacity. Such employee shall receive the amount of the difference between the employee's regular salary and jury duty payor fees received for service. An employee cannot receive more than the employee's normal take-home pay as a . result of any city pay supplement to jury duty pay. If the jury is dismissed prior to the end of the employee's work day, the employee will report to work if practicable. SECTION 19-18 PARENTAL LEAVE. Parental leave in conjunction with birth or adoption of a child shall be in accordance with State statutes. SECTION 19-19 HOLIDAYS. The following eleven (11) eight (8) hour days shall be observed as paid holidays for regular full-time employees and pro-rated for regular part-time employees. Temporary employees are not eligible for paid holidays. No holiday pay shall be given any employee working less than ten (10) hours a week. New employees working at least ten (10) hours a week shall receive holiday pay based on the work schedule for which they have been hired. 1. New Year's Day, January 1; 2. Martin Luther King'S Birthday, observed the third Monday in January, (hourly employees are not paid for this holiday) ; 3. President's Day, the third Monday in February; 4. Memorial Day, the last Monday in May; . -13- , 5. Independence Day, July 4; 6. Labor Day, the first Monday in September; 7. Veteran's Day, November 11; . 8. Thanksgiving Day, the fourth Thursday in November; 9. The Friday after Thanksgiving Day; 10. 1/2 day on Christmas Eve; 1/2 day on New Year's Eve; 11. Christmas Day, December 25 12. One floating holiday, (except probationary employees). When New Year's Day, Independence Day, Veteran's Day or Christmas Day fall on Sunday, the following Monday shall be a holiday. When New Year's Day, Independence Day; Veteran's Day or Christmas Day fall on Saturday, the preceding Friday shall be a holiday. Floating holidays must have prior approval of the employee's supervisor. SECTION 19-20 SEVERANCE PAY. Regular full-time employees who have completed ten (10) or more years of continuous service with the City and who are leaving the City's employment in good standing will receive a percentage of their unused accumulated sick leave upon retirement or lay-off. This severance pay benefit will be 33 1/3% of the employee's unused accumulated sick leave to a maximum benefit of forty (40) days (320 hours) of pay. SECTION 19-21 RESIGNATION. An employee leaving the municipal service in good standing shall give fourteen (14) calendar days advance written notice of resignation to the employee's immediate supervisor. ... The employee shall be compensated for accumulated unused vacation leave provided that the employee has a minimum of one (1) complete year of continuous service. Failure to give the required advance notice may be cause for denying future employment in the municipal service. Unauthorized absences from work for a period of three (3) consecutive work days shall be considered resignation without proper notice, unless extenuating circumstances preclude the employee from notifying his/her supervisor. SECTION 19-22 RETIREMENT. The retirement of city employees shall be in accordance with federal and state statutes. At the discretion of the city Administrator and subject to periodic re-evaluation, an extension for a period of time to be determined by the city Administrator may be granted beyond the mandatory retirement age. Such extension shall be considered on an individual basis upon written request of the employee. To be considered for an extension, an employee must demonstrate competency and fitness for duty in all aspects of job performance. -14- . A request for an extension shall be made to the city Administrator a minimum of thirty (30) calendar days prior to the date of the employee's mandatory retirement age. The city Administrator may cancel the extension at any time by . giving the employee fourteen (14) calendar days notice. SECTION 19-23 GRIEVANCE PROCEDURE. It is the policy of the City to prevent the occurrence of grievances insofar as practicable and to provide an orderly, efficient and timely procedure for dealing with those which do occur. A grievance is defined as a dispute or disagreement regarding the interpretation or application of this Chapter. The procedure established herein shall be followed by an employee in presenting a grievance to the city. Failure to follow the steps within the stated time limits may result in a denial of the grievance on procedural grounds. Step 1. An employee claiming a violation concerning the interpretation or application of this chapter may, within ten (10) work days after such alleged violation has occurred, present the written grievance to the employee's immediate supervisor or department head. The immediate supervisor shall provide a written response to the grievance within ten (10) work days of presentation of the grievance by the employee. Step 2. If the grievance is not resolved in Step 1, the . employee may appeal the grievance in writing to the City Administrator or supervisor within ten (10) work days of receipt of the department head's written response in Step 1. Any grievance not appealed in writing to Step 2 by the employee within ten (10) work days shall be considered resolved. If appealed, the written grievance shall be presented by the employee and discussed with the City Administrator. The City Administrator shall provide a written response to the grievance within ten (10) work days of receipt of the written grievance. Step 3. If the grievance is not resolved in Step 2, the employee may appeal the grievance in writing to the city council within ten (10) working days of receipt of the city Administrator's written response in Step 2. Any grievance not appealed in writing to Step 3 by the employee within ten (10) work days shall be considered resolved. If appealed, the City Council may, at its discretion, establish a date for the purpose of . hearing the employee's grievance. Following -15- determination by the city Council, a written response shall be provided to the employee within twenty (20) work days of receipt of the written grievance or of the hearing. The written response . of the city Council shall constitute the city's final response to the employee's grievance. SECTION 19-24 LAY-OFF AND DEMOTION. An employee may be laid off at the discretion of the City Administrator. Job relevant qualification factors shall be the primary basis for determining lay-offs. Length of continuous service within a given job classification and total length of continuous service will be considered when jOb-relevant qualifications of employees are equal. The city Administrator shall give a minimum of fourteen (14) calendar days advance written notice to any employee to be laid off. At the discretion of the City Administrator an employee may be demoted from one position to another in a lower classification at a lower level of pay. SECTION 19-25 DISCIPLINE FOR JUST CAUSE AND DISCHARGE. Discipline and discharge will be for just cause. Evidence of just cause will provide the basis for all disciplinary action. Cause for discipline and discharge includes, but is not limited to: 1. Incompetence or inefficiency in performance of duties. . 2. Conviction of a criminal offense. 3. violation of any lawful or official work rule, regulation or city ordinance. 4. Reporting for work and/or working while under the influence of alcohol, drugs or other controlled substances. 5. The use of offensive conduct or language toward the public, municipal officers or employees. 6. Carelessness and/or negligence in the handling or control of municipal property or property entrusted to the employee by the city. 7. Inducing or attempting to induce a person, officer or employee of the city to commit an unlawful act or to act in violation of any lawful and reasonable official regulation or order. 8. Dishonesty in the performance of duties. 9. Violation of or fraud regarding the provisions of this . chapter. -16- 10. Failure to report to work, refusal to work as assigned and directed, or other insubordination. . 11. Acceptance of a gift under circumstances from which it could be inferred that the giver expected or hoped for preferred or favorable treatment in conduct of City business. 12. Unapproved use of paid work time and/or equipment in outside employment or for personal benefit. 13. Claiming paid sick leave for reasons other than those provided. 14. Other incidents which constitute cause. SECTION 19-26 SUPERVISORY AUTHORITY REGARDING DISCIPLINE AND DISCHARGE. Supervisors have the authority to impose oral and written reprimands without the prior approval of the City Administrator. The city Administrator may suspend an employee without pay to a maximum of thirty (30) continuous work days in any given calendar year. An employee may be demoted or discharged by the city Council. Employees shall be notified in writing of . suspension without pay, demotion or discharge. Such notice shall include the cause for such action. The employee may grieve disciplinary action or discharge in accordance with the established grievance procedure. Grievances of disciplinary action may be initiated at Step 2 of the procedure. If the grievance is upheld, the employee shall receive all payments, benefits and service accrual which the employee would have earned during the period of suspension without pay, demotion or discharge. In case of demotion or discharge, an employee shall be reinstated to the position formerly held if the grievance is upheld. Adopted by the Arden Hills City Council this day of , 1990. CITY COUNCIL CITY OF ARDEN HILLS By Thomas R. Sather, Mayor ATTEST: ~ Gary R. Berger, city Administrator -17- INDEX PAGE SECTION 19-1, PURPOSE 1 . SECTION 19-2, APPLICATION 1, 2 SECTION 19-3, EQUAL EMPLOYMENT OPPORTUNITY AND SEXUAL HARASSMENT POLICY 2 SECTION 19-4, DEFINITIONS 2-4 SECTION 19-5, APPOINTMENTS 4, 5 SECTION 19-6, PROBATIONARY PERIOD 5, 6 SECTION 19-7, POSITION CLASSIFICATION PLAN 6 SECTION 19-8, COMPENSATION PLAN 7 SECTION 19-9, CONFLICT OF INTEREST 8 SECTION 19-10, PERFORMANCE EVALUATION 8 SECTION 19-11, SERVICE CREDIT 8, 9 SECTION 19-12, VACATIONS 9, 10 SECTION 19-13, SICK LEAVE 10, 11 . SECTION 19-14, EXTENSION OF LEAVE 11, 12 SECTION 19-15, MILITARY LEAVE 12 SECTION 19-16, UNPAID LEAVE OF ABSENCE 12, 13 SECTION 19-17, JURY DUTY 13 SECTION 19-18, PARENTAL LEAVE 13 SECTION 19-19, HOLIDAYS 13, 14 SECTION 19-20, SEVERANCE PAY 14 SECTION 19-21, RESIGNATION 14 SECTION 19-22, RETIREMENT 14, 15 SECTION 19-23, GRIEVANCE PROCEDURE 15, 16 SECTION 19-24, LAY-OFF AND DEMOTION 16 SECTION 19-25, DISCIPLINE FOR JUST CAUSE & DISCHARGE 16, 17 . SECTION 19-26, SUPERVISORY AUTHORITY REGARDING DISCIPLINE AND DISCHARGE 17 .. eOUNeIL MINUTES /fu~.~ ;;;:- I DATE PAGE SUBJECT: /3(}~ . DIseUSSlON: I iq.Af (j) ddatz;'~~ ~I ad A. ~I' ~~ .-,....d !J- eff --~ - ~ ~ 11-~ (e;,) - kf,~ - Moved: {~YOR,SATHER) eOUNeILMBR: (H~ (MALONE) (GRO\iE) Seconded: (l1AYOR SATHER) COUNCILHBR: (H N EN) (:-1,\l,ONE) (GRO\<E) THAT COUNC~~ ~_Ic2_~! -:. -- I --.. --- VOTE: AYES: NAYS: Hansen Malone Sather Hansen Nalonc. Sather . Gro\.Je HahOl.Jald GrO\<1e Nahowald ABSTAIN: TOTAL: ( - - ) ..--- Hansen Malone. Sather Growe Mahowald Ayes Nays Abs, ALSO PRESENT: elk/Administrator At toraey Treasurer Engineer Parks Director Pub. Hks. Supervj.sor PL!nner Del', elk - /1(YlI!) - ~ ~ l~-~- @ ~;r.:;::::;;:~~~r ~ ~~ }J!fti _ ~ . -,M; j1k. ~ rLt- - ~~'wlr~fft..~~ c~:r~- 19/I(-~~ ~- '~~~ -'1 . ) 17 . , ,1/ / ! ~ ~\~__..., '<N. ,I lq,y(~X~ ~ &tf~irg ( ~,(!, ' II * (.., Pi ~I ~ . ~ · /1-.<' i L . (~/ ! , :kJkf'v / ~ ~ ,~ ~ ~P:;-j .' ~ v ./' ~;)fJ --CiJ ~,., ~~ j1-IJj0 ~ H~ - . i) , ;q~I3@) . 11-(9 - Jt;~A.- _u 40 ~ e(r ,,", d- ~#()~~ €J ,,' ..;1 ',' ," I'i ,'(' . ,( '~/I;/.k'4'/ Y (/ ,,0', ~. ".~, C (//'~ /1-;);).. -- )- ^ ~ fri f' ~ jWi;t - t ljL_ (~~ ~ ~J,- - ~~ -"'7~ ~~ - . &: e rt :YUJl J- / s-r r ' ~ -," / -- / , ,//. "~, ---- _.....-'" '1-J-. P: .' - /J ! - c:f t::::A1 .f' L--/ ! U f ~_..- · /1/df, - ~ ~ (j~ eOUNCIL MINUTES DATE PAGE SUBJECT: -.----- DIseUSSlON: ---~- -. -..---- - .- -, ,- ~ -- Moved: {IMYOR SATHER) COUNeILMBR: (HANSEN) (HALONE) (GROI,E) (HAHOI<ALD) Seconded: (l1AYOR SATHER) eOUNCTLHBR: (HANSEN) (HALONE) (GROHE) (MAHOWALD) THAT eOUNCIL: -- ------- VOTE: AYES: NAYS: Hansen Malone S-ather Hansen Malone Sather Growe Mahmvald Growe Hahowald . ABSTAIN: TOTAL: ( - - ---. Hansen Malone Sather Growe Hahowald Ayes Nays Abs. ALSO PRESENT: elk/Administrator p.ttorney Treasurer Engineer ----. Parks Director Pub, \.;ks. Supervisor Planner Dep. elk - (E) - ... ( . --- - /~ ,.,/ ~/ - //- r~J/1 -(Jk~- //'~~'- //-----~ ~/ d___ fi ~ ~- cJi~ wi f;k ~ ---- ~~~~ /o~~ 9:.- cv- ------ eOUNeIL riINUTES DATE PAGE SUBJEeT: DlseUSSION: .~ '--- _... -it ~c....,----------. --~_. loved : (NAYOR SATHER) eOUNeIUlBR: (HANSlCN) (HALONE) (GROh1E) (HAHOIiALIl) ;econded: (HAYOR SATHER) eOUNCILHBR: (HANSEN) (>IALONE) (GROIiE) (HAHO\IALIl) 'HAT eOlJNeIL: -- - --- -~--- .~-~-_._------._~-------- ._-~_._---- --- ----------- VOTE: AYES: NAYS: Har;~"- Malone -..----s~~-ther - -- H-;;~1sen rfalone Sa ther , ,_ Gr()~'e HahO\"c\lci , G~OH~ Hahowald . ABSIAIN,___.________,________.___, __________,,.._______. 10,,\1., (______,_____-_______) 1-laT1~--,ell halonc Sather (;ro',.j'2 l-Ld1o';-I21d Ayes Nays Abs. ALSO PRESENT: Clk/Adminj_stratoT_.__~_,. Attorney_~__ Trea-surer Enginee:r_~_ Parks Director_____~Pub. \'}ks. Supervisor Planner___Dep. elk -.........-._~"......."..._,--,.,~..,,",.<"'.'>...'-..,_...., ,_..,.........,-, COUNeIL HINUTES DATE PAGE SUBJEeT: -- -- DIseUSSlON: - . -, - . -- -- ~ ~------ loved: ()MYOR SATHER) COUNeILMBR: (HANSEN) (MALONE) dCR8~;~~ (HAHO\':A~ econdep.: (HAYOR SATHER) eOUNeILHBR: (HANSEN) (rCIALON~ ' (CROHE (HAHOHALD) HAT COUNeIL: f~~ -/ -----l--- -- VOTE: AYES: ~ NAYS:_~___O __ ----- Sather Hansen Halone Sather Hansen Malone GrO'i..,1c 1'1<1hO\<)211d Crm'H:~ l'1ahm.,rald .BSTAIN:___ TOTAL: ( - ) .----.- ~-- ------ -------.-- Hansen MaIone Sather Crowe Hahof.tlald Ayes Nays Abs. ALSO PRESENT: elk/Administrator .____~._____.j.-.: t or11e 'j ____~ Trea.s urer __.__~_ Enginee r __~ Parks Director Pub, ,.,iks. Supervisor Pl<.lnner Del', elk - -- __n-_".'.,..."-.,,:.,.<-C........__,,,.",