My WebLink
|
Help
|
About
|
Sign Out
Home
2000_0621_packet_Charter Comm
Roseville
>
Commissions, Watershed District and HRA
>
Charter Commission
>
Agenda/Minutes
>
2000
>
2000_0621_packet_Charter Comm
Metadata
Thumbnails
Annotations
Entry Properties
Last modified
8/25/2010 11:04:47 AM
Creation date
8/25/2010 10:54:23 AM
Metadata
Fields
Template:
Commission/Committee
Commission/Authority Name
Charter Commission
Commission/Committee - Document Type
Minutes
Commission/Committee - Meeting Date
6/21/2000
There are no annotations on this page.
Document management portal powered by Laserfiche WebLink 9 © 1998-2015
Laserfiche.
All rights reserved.
/
35
PDF
Print
Pages to print
Enter page numbers and/or page ranges separated by commas. For example, 1,3,5-12.
After downloading, print the document using a PDF reader (e.g. Adobe Reader).
View images
View plain text
• Clarification of special terms. A written employment <br />contract allows any special terms or conditions of <br />employment that are agreed upon by the council and <br />administrator or manager to be specified in detail, again <br />avoiding miscommunication. <br />• Clarifccation of severance terms. A written employment <br />contract can be used to clarify severance terms in case <br />the council decides to terminate the employment of the <br />administrator or manager. This eliminates the need to <br />negotiate a settlement at an emotionally difficult time for <br />all the parties concerned. This can help reduce the likelihood <br />of lawsuits. <br />• Performance reviews. A written employment contract can <br />be used to specify how and when the performance of the <br />administrator or manager will be reviewed, as well as outline <br />the role of the administrator or manager in general terms. <br />• Recruitment. A written employment contract can be used as <br />a recruitment tool for applicants who prefer to work under a <br />formal contract. <br />• Objectivity. A written employment contract can help to <br />remove the appeazance of self-interest when changes to the <br />city's personnel policy are being considered. <br />2. Cons <br />The following aze some of the azguments against using an <br />employment contract for a city administrator or manager: <br />• Multiple contracts. A poorly drafted contract could mean the <br />city will pay until the end of the contract if the administrator <br />or manager leaves eazly or is terminated. The city could end <br />up paying for two contracts: the contract of the old employee, <br />and the contract for the new employee. <br />Minn. stet. ~ 465.~z, • Severance pay. Severance provisions often become outdated <br />subd. 1 <br />because succeeding councils don't realize this language may <br />have been included in the contract to deal with a specific <br />termination problem. As a result, severance benefits in the <br />contract may be more beneficial to the administrator or <br />manager than they otherwise would be. (Note: State statute <br />prohibits severance pay from exceeding an amount equal to <br />one yeaz of pay.) <br />30 <br />League of Minnesota Cities <br />
The URL can be used to link to this page
Your browser does not support the video tag.