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REQUEST FOR COUNCIL ACTION DATE: 4/26/93 <br />ITEM NO <br />De artmen A ro ale Manager Revidwed: T Agenda Section: - C�! , organizational Business <br />Item De c iption: Pay Equity Compliance. <br />Ba ckgrou <br />The Pay Equity Statute requires all local governments to rectify any <br />gender based pay differences between male and female job classes. The <br />City of Roseville was recently notified by the Department of Rmployee <br />Relations- (DOER) of an initial noncompliance finding under the Pay <br />Equity Statute . No penalties will be associated with this initial <br />finding if the City takes action by May 31, 1 9 9 3 , to achieve <br />compliances <br />A plan for compliance has been developed by staff with four goals in <br />mind: <br />Minimize the cost to the City; <br />Maintain the internal integrity of our current pay system, <br />maintain comparability with external salaries (primarily <br />other cities-in the metro area); and <br />Ensure that no employee's salary decreases as a result of <br />pay equity changes. <br />The plan developed by staff for our pay equity compliance- meets the <br />above four goals by two methods: <br />1. Job class consolidation, and <br />2. Salary range increases for selected job classes. <br />The Department of Employee Relations has reviewed the plan and given <br />preliminary approval. <br />Financial lm act <br />The cost of this plan for achieving compliance is approximately <br />$14,500, Funding can be provided from the Contingency Fund. <br />Recommendation <br />Staff recommends adoption of the proposed plan for pay equity <br />compliance and the associated salary increases. <br />COUNCIL ACTION REQUESTED: <br />Motion adopting a resolution consolidating the job-classes and increas-o <br />ing the salary ranges of certain members of the Clerical /Technical Pay <br />Plan, and authorizing the Mayor to sign the final Pay Equity Deport. <br />