HomeMy Public PortalAbout08.04.2020 Complete City Council Meeting PacketPosted 07/30/2020 Page 1 of 1
AGENDA FOR THE REGULAR MEETING
OF THE MEDINA CITY COUNCIL
Tuesday, August 4, 2020
7:00 P.M.
Meeting to be held telephonically/virtually
pursuant Minn. Stat. Sec. 13D.021
I.CALL TO ORDER
II.PLEDGE OF ALLEGIANCE
III.ADDITIONS TO THE AGENDA
IV.APPROVAL OF MINUTES
A. Minutes of the July 21, 2020 Work Session Meeting
B. Minutes of the July 21, 2020 Regular Council Meeting
V.CONSENT AGENDA
A. Approve Labor Agreement between Law Enforcement Labor Services, Inc. and City of Medina
B. Appoint Lisa DeMars to Administrative Assistant to Planning and Public Works Position
C. Appoint Kaylen Boeddeker to Police Officer Position
D. Authorize Recruitment to fill Vacant Community Service Officer Position
E. Resolution Accepting Resignation of Kerby Nester from the Planning Commission
VI.COMMENTS
A. From Citizens on Items Not on the Agenda
B. Park Commission
C. Planning Commission
VII.OLD BUSINESS
A. Hickory Drive Street Improvement Project Levying Special Assessment –Public Hearing
1. Resolution Adopting Assessment Roll for Hickory Drive Street Improvement Project
B. Brockton Lane Street Improvement Project Levying Special Assessment –Public Hearing
1. Resolution Adopting Assessment Roll for Brockton Lane Street Improvement Project
VIII.CITY ADMINISTRATOR REPORT
IX.MAYOR & CITY COUNCIL REPORTS
X.APPROVAL TO PAY BILLS
XI.ADJOURN
Telephonic/Virtual Meeting
Call-in Instructions
Join via Microsoft Teams to view
presentations at this link:
https://medinamn.us/council/
For audio only: Dial 1-612-517-3122
Enter Conference ID: 695 233 512#
MEMORANDUM
TO: Medina City Council
FROM: Scott Johnson, City Administrator
DATE OF REPORT: July 30, 2020
DATE OF MEETING: August 4, 2020
SUBJECT: City Council Meeting Report
Telephonic/Virtual Meeting Call-in Instructions
Join via Microsoft Teams to view presentations at this link: https://medinamn.us/council/
For audio only: Dial 1-612-517-3122; Enter Conference ID: 695 233 512#
V. CONSENT AGENDA
A. Approve Labor Agreement between Law Enforcement Labor Services, Inc. and City of
Medina – The Police Union members have tentatively agreed on the updated Labor
Agreement between LELS and the City of Medina. A clean version and red-line version of
the agreement are included in your packet. Staff recommends approval.
See attached agreement.
B. Appoint Lisa DeMars to Administrative Assistant to Planning and Public Works Position
– Staff has completed the recruitment process to replace the open Administrative Assistant
to Planning and Public Works position. Staff recommends the appointment of Lisa DeMars
to the position.
See attached memo.
C. Appoint Kaylen Boeddeker to Police Officer Position – Staff has completed the interview
and background process for the hiring of the Police Officer Position. Staff recommends the
appointment of Kaylen Boeddeker to the position.
See attached memo.
D. Authorize Recruitment to fill Vacant Community Service Officer Position – With the
appointment of Community Service Officer Kaylen Boeddeker to the Police Officer
position, staff is requesting City Council authorization to begin the recruitment process to
fill Kaylen’s CSO position. Staff recommends approval.
See attached job description.
E. Resolution Accepting Resignation of Kerby Nester from the Planning Commission –
Planning Commission Kerby Nester has moved out of the City of Medina, which makes
her ineligible for service on the Planning Commission. Staff recommends approval of the
2
resolution accepting her resignation. The Planning Commission vacancy is currently being
advertised in the August newsletter and on the City’s website.
See attached resolution.
VII. OLD BUSINESS
A. Hickory Drive Street Improvement Project Levying Special Assessment – Public Hearing –
The project area is located on Hickory Drive north of Hamel Road and included
replacement of the existing bituminous pavement, underlying aggregate base, and the
addition of concrete curb from Hamel Road through the new cul-de-sac. The final project
cost was $660,670.86 which included the construction cost, costs for legal, engineering,
administrative, financing, and the land acquisition for the pond improvements. The
estimated project cost contained within the original project feasibility report was
$671,500.
See attached memo and resolution.
Recommended Motion: Motion to adopt resolution adopting assessment roll for Hickory
Drive Street Improvement Project
B. Brockton Lane Street Improvement Project Levying Special Assessment – Public
Hearing – The Brockton Lane sanitary sewer project was completed in 2019 along with
the road improvement project. Bolton and Menk’s original projected sewer project cost
was $129,002 with an original proposed assessment of $32,000. The project Bids came in
under the original budget. The final sanitary sewer cost was $56,196 and the final total to
be assessed is $14,049. The assessment amount is less than half of the original estimate.
See attached resolution.
Recommended Motion: Motion to adopt resolution adopting assessment roll for
Brockton Lane Street Improvement Project
VIII. CITY ADMINISTRATOR REPORT
X. APPROVAL TO PAY BILLS
Recommended Motion: Motion to approve the bills, EFT 005592E-005607E for $49,621.79
and order check numbers 050468-050526 for $504,111.96, payroll EFT 0510380-0510406 for
$50,285.90.
INFORMATION PACKET:
x Planning Department Update
x Police Department Update
x Public Works Department Update
x Claims List
Medina City Council Special Meeting Minutes 1
July 21, 2020
MEDINA CITY COUNCIL WORK SESSION MEETING MINUTES OF
JULY 21, 2020
The City Council of Medina, Minnesota met in work session on July 21, 2020 at 6:00
p.m. at the Medina City Hall, 2052 County Road 24, Medina, MN.
I. Call to Order
Members present: Martin, Anderson, Albers, DesLauriers, Pederson
Members absent:
Also present: City Administrator Scott Johnson, Assistant City Administrator
Jodi Gallup, Public Works Director Steve Scherer, Finance Director Erin Barnhart, Public
Safety Director Jason Nelson, and Planning Director Dusty Finke
II. 2021 Budget – General Fund
Finance Director Erin Barnhart provided the City Council with an updated draft budget
for 2021. The budget includes $36,012 in staff budget cuts and keeps the line items flat
per City Council direction. Council requested information on property/liability/auto
insurance through the League of Minnesota Cities Insurance Trust (LMCIT). Staff is
proposing a 9% insurance increase and will know the renewal amount from LMCIT in
March. The City of Medina does receive a dividend back from LMCIT most years. The
draft budget includes an increase of $81,112 (payroll increases of approximately
$60,000). The 2021 draft budget includes $248,148 in new revenue based on the market
value increase of 4.8% experienced in Medina.
Medina faces large expenditures for police and fire in the future. The police department
will need to replace squad cameras and add body cameras. The cost is in the capital
improvement budget (CIP) for $100,000 and will also include a future general fund
expense of approximately $10,000 per year for data storage. Chief Nelson also discussed
the need to add back the part-time Administrative Assistant in the 2021 budget. The
current full-time Administrative Assistant does not have a back-up, has seen an influx in
demands and the department is mandated to use a new incident reporting program. The
City Council directed staff to include the part-time Administrative Assistant to the 2021
budget.
A new records management system will also be needed in the future. The current system
is 10 years old and the department may be forced to change to another system. The
police department is also requesting the implementation of Lexipol for its department
policies soon. The policy system enhances our liability cushion for the police
department. Lexipol costs $10,000 to start and then has a yearly fee of approximately
$6,300. The majority of the City Council directed staff to include Lexipol in the CIP for
2022.
$50,000 was included in the 2021 draft budget as a discussion point for the City Council.
The $50,000 would be budgeted to pay expenses in 2021 for a possible fire district model
or as a place holder which does not need to be spent. The majority of the City Council
Medina City Council Special Meeting Minutes 2
July 21, 2020
directed staff to include the $50,000 in the budget for 2021. The other members of the
City Council thought the fire study should be completed before funds are allocated for
2021. Council agreed to bringing a resolution forward to assign $50,000 from reserves as
a place holder for future fire expenses.
Public Works Director Steve Scherer provided an update on future road projects. Some
road projects have been pushed off due to COVID-19. Staff is looking into options for
Hackamore Road, including a possible overlay project instead of reconstructing the road
at this time. Staff is in the process of reevaluating and reprioritizing roads.
Recess
Albers made a motion to recess the meeting at 6:59 p.m. and continue the discussion
during the 7:00 p.m. City Council Meeting on July 21, 2020. Pederson seconded the
motion.
Pederson Aye
Anderson Aye
DesLauriers Aye
Albers Aye
Martin Aye
_________________________
Kathleen Martin, Mayor
Attest:
____________________________
Jodi M. Gallup, City Clerk
Medina City Council Meeting Minutes 1
July 21, 2020
DRAFT 1
2
MEDINA CITY COUNCIL MEETING MINUTES OF JULY 21, 2020 3
4
The City Council of Medina, Minnesota met in regular session on July 21, 2020 at 7:00 5
p.m. in the City Hall Chambers. Mayor Martin presided. 6
7
Martin stated that due to the ongoing pandemic it is unsafe and unwise to hold public 8
meetings in person and provided information on how the public can participate in this 9
virtual meeting. 10
11
I. ROLL CALL 12
13
Members present: Albers, Anderson, DesLauriers, Martin, and Pederson. 14
15
Members absent: None. 16
17
Also present: City Administrator Scott Johnson, Assistant City Administrator Jodi 18
Gallup, City Attorney Ron Batty, Finance Director Erin Barnhart, City Engineer Jim 19
Stremel, City Planning Director Dusty Finke, Public Works Director Steve Scherer, and 20
Chief of Police Jason Nelson. 21
22
II. PLEDGE OF ALLEGIANCE (7:06 p.m.) 23
24
III. ADDITIONS TO THE AGENDA (7:07 p.m.) 25
Johnson requested to add an item to the agenda, under Old Business, Item B, 26
Continued Preliminary 2021 Budget Discussion. 27
28
Moved by Anderson, seconded by DesLauriers, to approve the agenda as amended. 29
30
A roll call vote was performed: 31
32
Pederson aye 33
Anderson aye 34
DesLauriers aye 35
Albers aye 36
Martin aye 37
38
Motion passed unanimously. 39
40
IV. APPROVAL OF MINUTES (7:08 p.m.) 41
42
A. Approval of the July 7, 2020 Regular City Council Meeting Minutes 43
Martin stated that prior to the meeting, proposed changes were distributed from 44
Anderson. She noted the following additional change. On page eight, line five, it should 45
state, “…and therefore much of the right-of-way dedication would happen….” 46
47
Moved by Martin, seconded by Anderson, to approve the July 7, 2020 regular City 48
Council meeting minutes as amended. 49
50
A roll call vote was performed: 51
Medina City Council Meeting Minutes 2
July 21, 2020
1
Pederson aye 2
Anderson aye 3
DesLauriers aye 4
Albers aye 5
Martin aye 6
7
Motion passed unanimously. 8
9
V. CONSENT AGENDA (7:09 p.m.) 10
11
A. Approve Final Pay Application for the Hickory Drive Street and Utility 12
Improvement Project 13
B. Set Date of Truth in Taxation Meeting for December 1, 2020 14
C. Resolution No. 2020-40 Accepting Donation from Marianne Houlihan of 15
Houlihan Insurance and Financial Services, Inc. 16
D. Approve Agreement for Prosecution Services with Steven Tallen 17
E. Approve Agreement for Assessing Services with Rolf Erickson 18
Moved by Martin, seconded by Pederson, to approve the consent agenda. 19
20
A roll call vote was performed: 21
22
Pederson aye 23
Anderson aye 24
DesLauriers aye 25
Albers aye 26
Martin aye 27
28
Motion passed unanimously. 29
30
VI. COMMENTS (7:11 p.m.) 31
32
A. Comments from Citizens on Items not on the Agenda 33
There were none. 34
35
B. Park Commission 36
Scherer reported that the Park Commission met the previous week to discuss the 37
Lennar Meadowview townhomes. He stated that there is no appetite from the 38
Commission for the interior trails to be public. He stated that the Commission discussed 39
the Hunter Lions Park Concept and provided an update on that process. 40
41
DesLauriers stated that he is excited to see the sketches for Hunter Lions Park. He 42
asked if pickleball has been considered, due to its growing popularity. 43
44
Scherer confirmed that is a desired amenity that was missed in the first concepts 45
provided from the consultant. 46
47
C. Planning Commission 48
Planning Commissioner Galzki reported that the Commission met the previous week to 49
consider a rezoning and preliminary plat for the Lennar townhome development. He 50
noted that there was discussion related to the request along with the Tamarack Drive 51
Medina City Council Meeting Minutes 3
July 21, 2020
Study and how the new road could impact existing landowners as well as how the right-1
of-way would be split. He reported that the Commission recommended approval of the 2
rezoning and preliminary plat request. He stated that the Commission also discussed 3
setback and other requirements for residential accessory structures, noting that the 4
Commission tabled the item with direction to staff to develop a sliding scale, relating 5
accessory structure size to lot size. 6
7
VII. OLD BUSINESS 8
9
A. Tamarack Drive Corridor Visioning Study (7:21 p.m.) 10
Stremel provided an overview of the discussion that occurred at the previous review of 11
the study on May 19th. He noted that Council provided direction on the preferred vision 12
of an undivided roadway with a roundabout for commercial entry. He noted that the final 13
report was included in the packet. He displayed the preferred roadway design, noting 14
that they attempted to minimize the parkway feel as previously directed. 15
16
DesLauriers asked if there was feedback from the School District, or whomever owns 17
that site. 18
19
Stremel stated that he was not aware of any comments. 20
21
Finke stated that staff received an email from Loram, expressing concern with the 22
location of the southern approach and requesting that the approach be moved to the 23
east to limit the amount of land needed from the west. 24
25
Stremel stated that the intersection has been slid as far to the east as possible. He 26
stated that they have attempted to balance the right-of-way needs between the eastern 27
and western sides to the extent possible. He reviewed the options that were reviewed 28
for the commercial access, noting that because of the anticipated level of traffic in this 29
corridor, a roundabout was found to be the best option for intersection control. He 30
highlighted some of the benefits of a roundabout in this location compared to traditional 31
intersection controls. He displayed the remainder of the north and south improvements 32
along with a total potential project costs that include all the improvements. 33
34
Pederson stated that it was mentioned that the southern portion of the project could not 35
be developed until 2025 and asked why the southern portion cost was included then. He 36
asked if MnDOT would move forward with the intersection without both the northern and 37
southern improvements. 38
39
Stremel stated that the intent of including the cost was to include the potential costs for 40
the whole corridor, as that helps to put the scope and cost of improvements into 41
perspective. 42
43
Chuck Rickart, WSB, stated that there would not be an issue with building an 44
intersection, the issue will be with the control of that intersection, which would be based 45
on traffic generation. He stated that when reviewing the traffic projections, 46
approximately 3,500 vehicles per day would be needed to trigger consideration of the 47
signal improvement by MnDOT. 48
49
Stremel stated that noted within the report, the proposed townhome development would 50
not trigger the signal on its own and would only equate to about one third of that need. 51
Medina City Council Meeting Minutes 4
July 21, 2020
1
Martin asked if the estimated costs are just hard costs or whether they include 2
acquisition as well. 3
4
Stremel replied that no right-of-way costs were included, although some costs were 5
included for wetland mitigation. 6
7
Martin asked where the boundaries are for the purposes of the various land uses related 8
to these improvements, specifically whether property and land use boundaries are 9
straddled. 10
11
Stremel identified property lines and different land uses. 12
13
Martin asked if there would then be a risk that the properties could be sold in two 14
parcels, which would not align the cul-de-sac with the property line. 15
16
Stremel stated that with the Lennar development plan submitted, their property would be 17
subdivided, and the proposed split would be identified. He stated that several different 18
iterations were reviewed with different roundabout locations and provided background 19
information on the proposed location for that improvement. 20
21
Martin commented that it would seem that would put the City at risk for a huge land 22
acquisition cost. 23
24
DesLauriers agreed that if that were moved north closest to the purple line, some of 25
those acquisition costs could be eliminated. 26
27
Martin commented that is one of the few commercial/retail pieces left along Highway 55 28
and taking that much from that property would essentially make that piece 29
undevelopable. 30
31
Stremel stated that the roundabout could be moved to the north somewhat. 32
33
Martin commented that the east/west alignment seems to be equal for the property 34
owners. She stated that her concern is with the west and east legs of the roundabout. 35
She asked for information on land use and tax parcels. She stated that if the property to 36
the west side were all owned by one property owner, perhaps they do not care where 37
the roundabout comes into the property. She stated that from her perspective there are 38
two parcels on the west side, that if sold separately, would create unusable land and 39
acquisition costs. 40
41
Pederson stated that he agrees that it should go down the property line to keep the land 42
values at what they should be. 43
44
Martin stated that currently the cost estimates do not include land acquisition costs and it 45
appears as presented, this could cause the City to incur right-of-way costs. 46
47
Stremel reviewed some of the funding considerations, noting that several projects may 48
be completed to accomplish the entire corridor. He stated that many of the 49
improvements would be implemented with adjacent development, along with a potential 50
to implement/fund some of the improvements through special assessments. He stated 51
Medina City Council Meeting Minutes 5
July 21, 2020
that if the Council approves the report, it does not commit the City to spending funds on 1
any of the project elements. 2
3
Pederson referenced the south side and asked if there is enough room for the railroad 4
crossing and intersection. 5
6
Stremel agreed that it is narrow but is not much different than the Arrowhead crossing. 7
He noted that review was only done for an at grade rail crossing. 8
9
Rickart commented that an overpass or underpass in this location would be extremely 10
expensive as the road would need to move and it is physically not possible in this 11
location. He explained how the signal would operate in order to clear an approach prior 12
to a train arriving at the crossing. 13
14
Martin referenced the display that shows the proposed Lennar development and again 15
commented on the right-of-way shown for the different properties and curving of the 16
road. 17
18
Stremel stated that the curve in the road helps to avoid the wetland as much as possible 19
to prevent additional mitigation costs. 20
21
Martin stated that she understands that some of this planning was done based on 22
assumptions of future developments in order to provide a vision for the corridor. She 23
commented that may change as future developments come forward. 24
25
Carol Schimnich, representing the Jubert property, stated that there are only two 26
owners, the Juberts on the east and the Cavanaughs on the west side. 27
28
Martin noted that the Council also received the written comments from the Jubert 29
property prior to the meeting. She noted that Johnson delivered a counterproposal to 30
the concept plan from the Cavanaughs. 31
32
Eric Miller, representing the Cavanaughs, stated in the private development world they 33
desire greater depth on the parcel, which is the highway frontage piece zoned for 34
commercial. He stated that this is a fairly large piece, with both pieces totaling 28 acres. 35
He stated that from their perspective it would make sense to have more depth on the 36
highway frontage side and move the intersection to the north. He stated that will also 37
better align with the property line and provide an opportunity for right-of-way to be 38
shared between the two parcels. He stated that the parcel to the north is a bit of a 39
transitional piece between single-family residential and commercial. He stated that the 40
best commercial developments generate traffic, which requires proper management of 41
that traffic and access. He stated that if there is not proper access to those 42
developments, there would not be good commercial developments. He stated that with 43
thoughtful planning they would move the roundabout north and consider another access 44
to the highway frontage property. He stated that having more depth to the highway 45
frontage property would allow for a variety of commercial uses to develop on that parcel. 46
He stated that they need redundancy in access and roadway in order to provide good 47
access. He referenced the north leg of the roundabout, noting that there was an access 48
from the townhomes going directly to Tamarack Drive. He commented that access will 49
be low volume and therefore they suggest that be redirected to the east leg of the 50
roundabout. He noted that their concept would have minimal impacts to wetlands. He 51
Medina City Council Meeting Minutes 6
July 21, 2020
noted that stormwater improvements will need to be planned for and locations will need 1
to be identified, whether they be regional systems or individual systems. He stated that 2
this design also eliminates the remnant parcels on both sides of the roadway. He stated 3
that their concept also includes phasing for some of the improvements. He noted that a 4
portion of the improvements would need to occur at this time in order to support the 5
Lennar project. He stated that equitable right-of-way allocations are important to all the 6
property owners in the corridor. 7
8
Albers referenced the pond proposed in the southeast corner and asked if that could be 9
in the northwest corner instead. 10
11
Miller confirmed that stormwater facilities could be placed where they are needed and 12
explained that they simply identified the need for a stormwater facility. He stated that 13
with the drainage patterns, a facility on the east side would be preferable. 14
15
Martin appreciated that a lot of retail developers want a full cut access plus a right-16
in/right-out at minimum. She stated that she also agrees that it would make sense to 17
move the access to the north. She commented that the Cavanaugh plan does not seem 18
to be as beneficial to the Jubert property. She stated that she does like the road 19
alignment. 20
21
Miller stated that if he were representing the Juberts, the three quarters access could be 22
a right-in/right-out to the east. He stated that further thought and consideration could be 23
given to the Jubert property in the same way he has provided that to the Cavanaughs. 24
25
Pederson asked how far the roundabout would be from Highway 55. 26
27
Miller replied that the roundabout would be about 650 feet from Highway 55. 28
29
Joe Cavanaugh stated that their goal is to place their property in the best position for 30
future development. He stated that they have spoken with people in the development 31
world that had the same position Miller expressed. He stated that there are different 32
ownerships between the Cavanaugh parcels, with different ages and timelines. 33
34
Finke stated that the City attempted to engage with the property owners and broader 35
community early in the process. He noted that some of this information came through 36
later in the process, along with a pending application, and staff has been working to 37
understand everyone’s interest. He stated that the roundabout ended up further south 38
for some of the reasons Miller talked about related to that site which are supported by 39
additional accesses south of the roundabout towards Highway 55. He stated that the 40
legs off the roundabout would be the first access off the Highway and would 41
accommodate the majority of the left bound traffic without implementing additional turn 42
lanes. He stated that the location is also based on leaving a sufficient amount of space 43
between Highway 55 to allow for stacking. 44
45
Scherer stated that he agrees with Finke, noting that the whole purpose was to limit the 46
accesses closest to Highway 55. He stated that staff has worked hard to make this the 47
best-case scenario. He stated that this is a clean slate and they do not want to create 48
the same problems that exist on other roadways. 49
50
Medina City Council Meeting Minutes 7
July 21, 2020
Martin stated that if the additional access points are removed with the roundabout as the 1
access point, could that roundabout be moved further north to align with the property 2
line. 3
4
Scherer stated that staff spoke today about perhaps slightly moving it and changing the 5
way the westerly finger comes off the roundabout. 6
7
Stremel commented that there is only so far you can go to twist the access points 8
clockwise; it will just start to create tighter curves. He noted that there is some flexibility 9
in twisting those fingers. 10
11
Rickart referenced the first left turn shown on the Cavanaugh proposal, which would split 12
the commercial property and generate a good amount of the anticipated daily trips. He 13
stated that a left turn into that site would not be long enough to accommodate the 14
anticipated que and therefore would backup in the through lane and potentially to 15
Highway 55. He stated that although it would not be ideal, a right-in/right-out would be 16
better than a three-quarter access. He stated that the only way to accommodate the 17
turn lane would be to widen Tamarack all the way to Highway 55. 18
19
Stremel noted that there could also be some time until the roundabout is constructed in a 20
fully developed scenario, under the Cavanaugh proposal. 21
22
Miller commented that the speed in a roundabout is significantly lower as that is meant 23
to be a calming device. He agreed that the three quarters access would need to be 24
studied and proper turn lane lengths would need to be found. He recognized that 25
additional right-of-way may be needed. He believed that the development community 26
would support those options. He stated that if there is not proper access, there will not 27
be a successful commercial development. He recognized that there is a certain level of 28
congestion for a commercial development. 29
30
Finke stated that part of the thought was to push the roundabout as far south as 31
possible. 32
33
Miller commented that it really comes down to depth in order to have flexibility to attract 34
users in the marketplace. He stated that they are attempting to have more depth on the 35
Highway 55 frontage to provide flexibility for development in the future. He stated that 36
pushing that access to the north provides them with that depth. 37
38
Finke stated that he has seen situations with lined roundabouts in commercial settings 39
and asked for details on the spacing of those. 40
41
Rickart replied that having two roundabouts in this corridor would not line up with the 42
property line. He stated that two roundabouts could fit, but there would be significant 43
impacts to the Lennar property. 44
45
Stremel stated that if the roundabout were pushed towards Highway 55, the City would 46
need to show that spacing would not impact the Highway 55 intersection and that 47
queuing would not happen in close proximity to the intersection. 48
49
Martin asked how far the roundabout would need to be from Highway 55 to be 50
acceptable to MnDOT. 51
Medina City Council Meeting Minutes 8
July 21, 2020
1
Rickart stated that it would depend upon the amount of traffic generated from the 2
adjacent properties. He stated that the roundabout could be moved slightly to the south, 3
but not much, perhaps 50 to 75 feet. 4
5
Martin referenced the proposed City plan and asked why the cul-de-sac consumes more 6
of the western parcel than the easterly parcel. 7
8
Stremel stated that is to help avoid the proposed pond on the Lennar parcel. He stated 9
that they have come close to balancing the right-of-way on the approach to Highway 55. 10
He noted that there is more taken on the east in that location, therefore the additional 11
right-of-way in the roundabout balances that out. He confirmed that more right-of-way is 12
being taken from the Jubert side than the Cavanaugh side. 13
14
Paul Tibone, Lennar, stated that he sent Finke an email earlier this week based on the 15
reconfiguration models of the roundabouts proposed by the Cavanaughs. He stated that 16
Lennar has been working with the Juberts since February or March of this year, as well 17
as working with the City. He reviewed the steps they have followed thus far to 18
incorporate comments from staff, the public, the Commissions and Council. He stated 19
that the configuration from the Cavanaughs makes the secondary access point for the 20
Lennar site not possible. He stated that with the Cavanaugh proposal they would lose 21
eight to nine units, which would significantly impact their project that has already been 22
through much of the City processes. He stated that as the parcels develop, the City 23
would gain the necessary right-of-way and therefore it would not matter if the 24
Cavanaugh properties are developed at different times. He noted that they have a 25
preliminary plat that has already gone through the Planning Commission and they 26
support the WSB design as it is proposed by staff. He stated that the Cavanaugh design 27
would place almost all the ponding on the east side, which would further encumber the 28
Jubert property and the preliminary plat they have into the City. 29
30
Martin asked if Lennar is still in a contingency period. 31
32
Tibone replied that they are still within the contingency period. 33
34
Martin asked the amount of right-of-way that would be dedicated along the Tamarack 35
corridor. 36
37
Tibone replied that they would be dedicating their 40 feet, which would be half the 38
roadway. 39
40
Martin thanked everyone for their comments. She stated that the Council is always 41
looking to ensure that its opinion is not slanted towards a proposed development and is 42
instead fair to all the property owners. 43
44
Pederson stated that this is a complicated subject and agreed that the right-of-way 45
should be taken equally amongst each property owner and the stormwater ponds should 46
be divided to the best of the engineer’s ability. He stated that he finds it difficult to make 47
the left-hand turn coming into that property. He asked if the roundabout would serve as 48
it should or whether a traditional intersection should be considered. He also believed 49
that the Council should be careful of splitting properties and devaluing those properties. 50
51
Medina City Council Meeting Minutes 9
July 21, 2020
Albers echoed the comments of Pederson that perhaps instead of a roundabout, two 1
intersections should be created. He stated that option may also be more cost effective. 2
He stated that maximizing the developable value of the land is important from a tax 3
perspective and would not want to see infrastructure hinder that ability. He stated that 4
he would prefer to continue to look at the plan and work with all the property owners to 5
find the best option. He stated that this is the opportunity for the City to do this right and 6
more time should be spent on it. 7
8
Martin asked if Albers believes that City staff should sit down with the adjacent property 9
owners and their engineers to work on the plan. 10
11
Albers confirmed that would be his recommendation. 12
13
DesLauriers stated that he believes that additional work would be needed by all parties 14
to come to some type of agreement. He stated that he likes the roundabout and would 15
like to see it shifted to the north. He stated that he understands that commercial 16
development needs a three quarters access, but it would be challenging to have that 17
traffic crossing the road and could cause accidents. He stated that taking away the 18
Tamarack access to Lennar could be a good thing. 19
20
Anderson echoed the comments of the members thus far in that there are not firm 21
development proposals from the commercial property. He encouraged the parties to sit 22
down with their engineers and City staff to try to find a solution. 23
24
Martin stated that she would assume that the paramount interest is public safety and a 25
close second would be to preserve and enhance land value. She stated that 26
neighboring cities have overengineered road improvements. She commented that 27
having the City work with adjacent property owners can provide benefit. She noted that 28
she does not want to leave remnant parcels. She confirmed the consensus of the 29
Council for additional work to be done. 30
31
Moved by Anderson, seconded by DesLauriers, to direct staff to work with the property 32
owners with the goal of public safety and enhancing land values. 33
34
A roll call vote was performed: 35
36
Pederson aye 37
Anderson aye 38
DesLauriers aye 39
Albers aye 40
Martin aye 41
42
Motion passed unanimously. 43
44
B. Continued Preliminary 2021 Budget Discussion (9:09 p.m.) 45
Martin recognized a member of the public that desired to make a comment. 46
47
Tim Sedabres, 3169 Cyprus Circle S, stated that he attended the public worksession 48
earlier tonight and based on the financials presented in 2018 and 2019 the revenues 49
were above the budgeted projections. He stated that the actual expenses were also 50
above the budgeted amounts. He stated that the City cannot rely on revenues coming in 51
Medina City Council Meeting Minutes 10
July 21, 2020
higher than expected and encouraged the Council to be budget conscious and 1
responsible in its choices throughout the budget process. 2
3
Barnhart stated that she would disagree that the past budgets have been shortfalls, 4
explaining transfers that are made during the year. She stated that revenues are due to 5
growth, permits, and interest. She stated that staff will continue discussions related to 6
the roads in the CIP. She provided details of the utility rate study and reviewed the 7
proposed increases to ensure that there would not be an operating loss. 8
9
Pederson noted that the water rate appears to be going down a half percent, as it has 10
been a three percent increase for the past few years. 11
12
Barnhart confirmed that the rate has been three percent in order to bring that rate to the 13
needed mark. She stated that following the June meeting a request was made for 14
revenue loss scenarios. She stated that three different scenarios were run and noted 15
the available balance in the City’s reserve fund. She noted that if shortages were to 16
occur, there would be additional discussions with the Council. 17
18
Pederson referenced the reserve fund balance that is currently unassigned and asked 19
for details on how those funds could be used if assigned. 20
21
Barnhart explained that the balance in that account is higher than shown because of the 22
funds that have been assigned for different projects or anticipated costs. She noted that 23
those assignments could be changed as well. She stated that the impact of a shortfall 24
would depend upon where the shortfall is coming from, noting that if there was a shortfall 25
in MSA funds, road projects would need to be reviewed and possibly delayed. She 26
noted that the specific situation would be reviewed to determine the appropriate action. 27
She stated that this is a preparedness plan and commented that she does not think it is 28
likely that the City will experience extreme revenue loss. 29
30
Anderson asked for details on the difference between short-term and long-term. 31
32
Barnhart clarified that short-term would be one or two years, whereas long-term would 33
be a longer period of time or permanent change. 34
35
Anderson stated that he shares the concern of Martin related to revenues in 2022. He 36
stated that everyone is living in an economic bubble right now that has been brought 37
about by the stimulus packages that have come from the federal government. He stated 38
that when that ends, there will be very severe recessionary impacts on federal, state, 39
and local governments that he believes will extend into 2022, 2023, and 2024. He 40
stated that in order to make an even more educated assessment of the 2021 budget, he 41
would like to see forecasts for 2022, 2023, and 2024 using the revenue shortfall 42
projections. 43
44
Barnhart stated that she would rather not do that. She stated that she does not disagree 45
with the statements made by Anderson and Martin to that point. She stated that when 46
the housing market fell apart, it took two years for the City to feel that but noted that 47
property tax revenue was not lost. She stated that she does not feel it would be fair for 48
her to say what could be pulled from the budget. She stated that while it is good to be 49
prepared and plan for options, she also believes that they need to see what will happen 50
before they put that amount of staff time into this. 51
Medina City Council Meeting Minutes 11
July 21, 2020
1
Anderson stated that he believes that the potential COVID recession would make the 2
2008 recession pale in comparison. He stated that he is not asking staff to show where 3
departments would have to give things up, but to run the revenue numbers for those 4
years with a five, ten and 15 percent loss and the impact that would have on the 5
budgets. He explained that would allow him to better determine what should occur in 6
2021. 7
8
Johnson stated that the problem that Barnhart would have is that they simply do not 9
know what will happen. He stated that during the past recession staff and the Council 10
sat together to make those policy decisions because they cannot be made in a vacuum. 11
He stated that staff continues to review the budget to determine if shortfalls exist, and if 12
there are, then policy decisions will need to be made to address those issues. 13
14
Pederson agreed with the forecast of Anderson. He stated that he is aware of a Medina 15
business that has failed due to COVID and thinks additional businesses will fail. He 16
believed that forecasting is good. He stated that what Anderson is asking for is not 17
unreasonable. He believed that this would hit the City much harder and the resident 18
input was correct. 19
20
DesLauriers stated that he also agrees with Anderson. He stated that he has spoken 21
with the auditors in the past and asked for a five-year forecast to look at the tax rates for 22
residents. He agreed that 2021, 2022, and 2023 would be helpful in making decisions. 23
He commented that being prepared is a good thing. 24
25
Barnhart stated that she has a ten-year forecast prepared and different figures could be 26
plugged in to review those years. She stated that it is based on estimators and 27
escalators. 28
29
Anderson stated that taking a budget out to 2024 would make sense in this time and 30
would give the discussions in August and September much more clarity about how to 31
proceed in 2021. 32
33
Albers stated that he believes that there is a lower risk in 2021 for revenue loss, but that 34
could be a reality in 2022 or 2023. He explained that if businesses fail or there are more 35
foreclosures, that is when it would begin to hit the City. He agreed that it would make 36
sense to look at the next three or four years for budget purposes. 37
38
Barnhart stated that she could put together those revenue loss projection scenarios for 39
the next few years. 40
41
Anderson recognized that the City has fixed expenses along with bond payments, which 42
are a fixed expense. 43
44
Barnhart stated that she will work on putting together those revenue loss budget 45
projections. She provided additional details on the general fund and the additional 46
revenue that can be captured in 2021 because of growth in the City that is coming onto 47
the books. She asked for direction on how the Council would like to allocate that excess 48
revenue. She reviewed some options suggested by staff that could be discussed by the 49
Council. 50
51
Medina City Council Meeting Minutes 12
July 21, 2020
Martin stated that she is hoping that the City will have an overall revenue of that amount 1
but was cautious of “counting chickens before they hatch”. She stated that she 2
previously spoke to the fire costs and police admin position but would prefer to keep the 3
remainder in reserve. 4
5
Anderson stated that he already provided comments on the fire costs but would support 6
the police admin and placing the remainder in reserves. 7
8
The Council confirmed consensus with that direction. 9
10
Martin stated that she would want to see funds available for fire costs, should the 11
opportunity arise. 12
13
Barnhart stated that there is an option that funds could be designated from the reserves 14
for the fire costs if that opportunity arises, rather than having it as a line item. 15
16
The Council confirmed consensus with that direction. 17
18
Barnhart provided a general overall review of the expenses that would qualify for 19
reimbursement through the CARES Act funding. 20
21
Johnson reviewed the information that will be brought back to the next work session 22
discussion in August. 23
24
VIII. CITY ADMINISTRATOR REPORT (9:49 p.m.) 25
26
A. COVID-19 Discussion on Council Member Request for City Mandate for 27
Mask Wearing 28
Johnson stated that Anderson requested discussion related to a City mandate requiring 29
masks in public. He stated that Batty put together information from other cities that have 30
put in place similar mandates. He stated that there is a press conference scheduled 31
later this week for the Governor to discuss a statewide mask mandate. 32
33
Martin commented that her personal view is that masks should be worn in public places. 34
She asked if there is a sense whether the Governor will enact the statewide mandate. 35
She noted that the statewide mandate would be easier to enforce rather than attempting 36
to defend two different policies. 37
38
Johnson stated that he got the impression that the Governor is going to enact the 39
statewide mandate. 40
41
Anderson stated that his intent was not to bring a resolution in front of the Council 42
tonight but to understand what the process may look like. He commented that Batty did 43
a good job of putting that information together. He stated that given the likelihood that a 44
statewide mandate could be enacted, the City should stand down and wait for the 45
Governor. 46
47
Pederson agreed with those comments and that the City should wait to see what the 48
Governor does. 49
50
Medina City Council Meeting Minutes 13
July 21, 2020
Martin asked if the Council would want staff to draft a resolution if the statewide mandate 1
is not enacted. 2
3
Albers stated that highest concentration of people congregating is at large retailers, 4
which already require masks. He thought that for the City to put a requirement on them 5
to wear masks would be overkill. He stated that he has spoken with neighboring cities 6
that have had similar discussions and they have made the decision not to enact the 7
mandate in their cities. He stated that he personally wears a mask when entering a 8
business. He asked how this would be policed and if that would be a good allocation of 9
public safety resources. 10
11
DesLauriers stated that he agrees with the comments of Albers, especially that he would 12
not want to see the police resources used to police mask issues. He stated that the 13
police department is already struggling to cover vacations and would not want to see the 14
department time spent on enforcement of this issue. 15
16
Pederson agreed that it would not be prudent to have the police force used in that 17
manner. He stated that he would hope that people will wear masks if mandated by the 18
Governor but does not believe it should be a police issue. 19
20
Anderson stated that he recalls Nelson sent out a letter that the police force would not 21
be used to enforce a mandate and rather there is a department at the state that accepts 22
those complaints. 23
24
Johnson confirmed that there was a state department handling those complaints. 25
26
Anderson commented that the issue of taxing the police department would then not be 27
an issue. 28
29
DesLauriers asked what happens to complaints made at the state level. He stated that 30
he would find it hard to believe that it would not impact the police department as 31
someone would need to respond to complaints. 32
33
Nelson stated that the Commission of Public Safety does take the complaints. He stated 34
that the police department does have to respond to mediate the complaints because 35
they turn into arguments and trespassing issues. He stated that creating an ordinance 36
would cause staff time for police and legal. He stated that having a statewide mandate 37
would place the onus on the state rather than Medina. 38
39
Martin confirmed the consensus of the Council to not take any action or plan to take any 40
action and instead wait for the Governor’s direction. She commented that she has been 41
dismayed that many residents are not wearing masks inside local stores or at local 42
parks, as the masks are meant to protect others. She felt that the citizens of Medina 43
could be doing a better job to help minimize the spread of the virus. 44
45
B. Other 46
Johnson asked Nelson to provide an update on the State Police Reform Legislation that 47
was approved the previous night by the legislature. 48
49
Medina City Council Meeting Minutes 14
July 21, 2020
Nelson provided an update on the legislation, noting that Medina has already been 1
following some of those mandates on its own and through its own policies. He noted 2
that additional rules and mandates will come that Medina will need to follow. 3
4
IX. MAYOR & CITY COUNCIL REPORTS (10:06 p.m.) 5
No comments. 6
7
X. APPROVAL TO PAY THE BILLS (10:06 p.m.) 8
Moved by Anderson, seconded by DesLauriers, to approve the bills, EFT 005573E-9
005591EE for $81,780.43, order check numbers 050409-050467 for $778,544.62, and 10
payroll EFT 0510348-0510379 for $51,717.71. 11
12
A roll call vote was performed: 13
14
Pederson aye 15
Anderson aye 16
DesLauriers aye 17
Albers aye 18
Martin aye 19
20
Motion passed unanimously. 21
22
XI. CLOSED SESSION: POLICE UNION CONTRACT PURSUANT TO MINN. 23
STAT. 13D.03 24
Moved by Martin, seconded by Anderson, to adjourn the meeting to closed session for 25
the purpose of discussing police union contract pursuant to Minn. Stat. 13D.03 at 10:09 26
p.m. 27
28
A roll call vote was performed: 29
30
Pederson aye 31
Anderson aye 32
DesLauriers aye 33
Albers aye 34
Martin aye 35
36
Motion passed unanimously. 37
38
The meeting returned to open session at 10:32 p.m. 39
40
XII. ADJOURN 41
Moved by Anderson, seconded by Pederson, to adjourn the meeting at 10:33 p.m. 42
43
A roll call vote was performed: 44
45
Pederson aye 46
Anderson aye 47
DesLauriers aye 48
Albers aye 49
Martin aye 50
51
Medina City Council Meeting Minutes 15
July 21, 2020
Motion passed unanimously. 1
2
3
__________________________________ 4
Kathleen Martin, Mayor 5
Attest: 6
7
____________________________________ 8
Jodi M. Gallup, City Clerk 9
LABOR AGREEMENT
BETWEEN
LAW ENFORCEMENT LABOR SERVICES, INC.
(LOCAL #36)
AND
THE CITY OF MEDINA
JANUARY 1, 2021 THROUGH DECEMBER 31, 2021
Agenda Item # 5A
2
TABLE OF CONTENTS
ARTICLE 1. PURPOSE OF AGREEMENT ..........................................................................................................................3
ARTICLE 2. RECOGNITION ................................................................................................................................................3
ARTICLE 3. DEFINITIONS ..................................................................................................................................................3
ARTICLE 4. EMPLOYER SECURITY .................................................................................................................................4
ARTICLE 5. EMPLOYER AUTHORITY .............................................................................................................................4
ARTICLE 6. UNION SECURITY ..........................................................................................................................................4
ARTICLE 7. GRIEVANCE PROCEDURE ...........................................................................................................................5
ARTICLE 8. SAVINGS CLAUSE .........................................................................................................................................7
ARTICLE 9. SENIORITY ......................................................................................................................................................7
ARTICLE 10. DISCIPLINE ...................................................................................................................................................8
ARTICLE 11. WORK SCHEDULE .......................................................................................................................................8
ARTICLE 12. HOLIDAY LEAVE .........................................................................................................................................9
ARTICLE 13. VACATION ....................................................................................................................................................9
ARTICLE 14. SICK LEAVE ................................................................................................................................................ 10
ARTICLE 15. INJURY-ON-DUTY LEAVE ....................................................................................................................... 13
ARTICLE 16. DISABILITY LEAVE ................................................................................................................................... 14
ARTICLE 17. FUNERAL LEAVE ....................................................................................................................................... 14
ARTICLE 18. INSURANCE ................................................................................................................................................ 15
ARTICLE 19. HEALTH CLUB MEMBERSHIP ................................................................................................................. 15
ARTICLE 20. UNIFORMS .................................................................................................................................................. 16
ARTICLE 21. WAGES ......................................................................................................................................................... 16
ARTICLE 22. OVERTIME .................................................................................................................................................. 16
ARTICLE 23. COURT TIME ............................................................................................................................................... 17
ARTICLE 24. STANDBY .................................................................................................................................................... 17
ARTICLE 25. CALL BACK TIME ...................................................................................................................................... 17
ARTICLE 26. COMPENSATORY TIME ............................................................................................................................ 17
ARTICLE 27. P.O.S.T. LICENSE FEE AND TRAINING .................................................................................................. 18
ARTICLE 28. EDUCATION REIMBURSEMENT ............................................................................................................. 18
ARTICLE 29. RESIGNATION ............................................................................................................................................ 18
ARTICLE 30. PART-TIME EMPLOYEES ......................................................................................................................... 18
ARTICLE 31. WAIVER ....................................................................................................................................................... 18
ARTICLE 32. DURATION .................................................................................................................................................. 19
APPENDIX A - WAGES ...................................................................................................................................................... 20
3
ARTICLE 1. PURPOSE OF AGREEMENT
1.1 This AGREEMENT is entered into between the CITY OF MEDINA, hereinafter called
the EMPLOYER, and LAW ENFORCEMENT LABOR SERVICES, INC. (Local #36),
hereinafter called LELS.
It is the intent and purpose of this AGREEMENT to:
1.1.1. Establish procedures for the resolution of disputes concerning this
AGREEMENT's interpretation and/or application; and
1.1.2. Place in written form the parties' agreement upon terms and conditions of
employment for the duration of this AGREEMENT.
ARTICLE 2. RECOGNITION
2.1 The EMPLOYER recognizes LELS as the exclusive representative for the following
appropriate unit:
All sworn law enforcement officers of the City of Medina Police Department whose
employment service qualifies them as "public employees" under Minn. Statute. §
179A.03, subd. 14, excluding confidential, supervisory, and all other employees, but
excluding any sworn law enforcement officers who are not members of LELS.
2.2 In the event the EMPLOYER and LELS are unable to agree as to the inclusion or
exclusion of a new or modified job class, the issue will be submitted to the Bureau of
Mediation Services for determination.
ARTICLE 3. DEFINITIONS
3.1 LELS: Law Enforcement Labor Services, Inc. (Local #36).
3.2 LELS MEMBER: A member of Law Enforcement Labor Services, Inc. (Local #36).
3.3 EMPLOYEE: A member of the exclusively recognized bargaining unit.
3.4 DEPARTMENT: The CITY OF MEDINA POLICE DEPARTMENT.
3.5 EMPLOYER: The CITY OF MEDINA.
3.6 CHIEF: The CHIEF OF POLICE of the MEDINA POLICE DEPARTMENT.
3.7 LELS OFFICER: Officer elected or appointed by Law Enforcement Labor Services, Inc.,
(Local #36).
3.8 OVERTIME: Work performed at the express authorization of the EMPLOYER in excess
4
of the EMPLOYEE's scheduled shift.
3.9 REST BREAKS: Periods during the scheduled shift during which the EMPLOYEE
remains on continual duty and is responsible for assigned duties.
3.10 LUNCH BREAK: A period during the SCHEDULED SHIFT during which the
EMPLOYEE remains on continual duty and is responsible for assigned duties.
3.11 SCHEDULED SHIFT: A consecutive work period including rest breaks and a lunch
break.
3.12 PROBATIONARY PERIOD: A period of one (1) year from the date of employment or
promotion.
3.13 "WILL": The use of the word "will" in this agreement has the same meaning and legal
interpretation as the word "shall".
ARTICLE 4. EMPLOYER SECURITY
4.1 LELS agrees that during the life of this AGREEMENT, LELS will not cause, encourage,
participate in or support any strike, slow-down, or other interruption of or interference
with the normal function of the EMPLOYER.
ARTICLE 5. EMPLOYER AUTHORITY
5.1 The EMPLOYER retains the full and unrestricted right to operate and manage all
manpower, facilities, equipment and uniforms; 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 limited by this AGREEMENT.
5.2 Any term and condition of employment not specifically established or modified by this
AGREEMENT will remain solely within the discretion of the EMPLOYER to modify,
establish, or eliminate.
ARTICLE 6. UNION SECURITY
6.1 The EMPLOYER will deduct from the wages of employees who authorize such a
deduction in writing an amount necessary to cover monthly LELS dues. Such monies
will be remitted as directed by LELS.
6.2 LELS agrees to indemnify and hold the EMPLOYER harmless against any and all
claims, suits, orders, or judgments brought or issued against the EMPLOYER as a result
5
of any action taken or not taken by the EMPLOYER under the provisions of 6.1.
6.3 LELS may designate EMPLOYEES from the bargaining unit to act as a Steward and an
alternate and will inform the EMPLOYER in writing of such choice and changes in the
position of Steward and/or alternate.
6.4 The EMPLOYER will make space available on the EMPLOYER bulletin board for
posting LELS notice(s) and announcements.
ARTICLE 7. GRIEVANCE PROCEDURE
7.1 DEFINITION OF A GRIEVANCE.
A grievance is defined as a dispute or disagreement as to the interpretation or application
of the specific terms and conditions of this AGREEMENT.
7.2 UNION REPRESENTATIVE.
The EMPLOYER will recognize representatives designated by LELS as the grievance
representatives of the bargaining unit having the duties and responsibilities established by
this Article. LELS will notify the EMPLOYER in writing of the names of such UNION
representatives and of their successors when so designated as provided by 6.3 of this
AGREEMENT.
7.3 PROCESSING OF A GRIEVANCE.
The processing of grievances is limited by the job duties and responsibilities of the
EMPLOYEES and will therefore be accomplished during normal working hours only
when consistent with such EMPLOYEE duties and responsibilities. The aggrieved
EMPLOYEE and LELS representative will be allowed a reasonable amount of time
without loss in pay when a grievance is investigated and presented to the EMPLOYER
during normal working hours provided that the EMPLOYEE and the LELS
Representative have notified and received the approval of the designated supervisor who
has determined that such absence is reasonable and would not be detrimental to the work
programs of the EMPLOYER.
7.4 PROCEDURE.
Grievances, as defined by Article 7.1, will be resolved in conformance with the following
procedure:
Step 1. An EMPLOYEE claiming a violation concerning the interpretation or
application of this AGREEMENT will, within twenty-one (21) calendar
days after such alleged violation has occurred, present such grievance to
the Chief. The Chief will discuss and give an answer to such Step 1
grievance in writing within ten (10) calendar days after receipt. A
grievance not resolved in Step 1 and appealed to Step 2 will be placed in
writing by the EMPLOYEE or LELS setting forth the nature of the
grievance, the facts on which it is
based, the provision or provisions of the AGREEMENT allegedly
6
violated, the remedy requested, and will be appealed to Step 2 within ten
(10) calendar days after the Chief’s final answer in Step 1. Any grievance
not appealed in writing to Step 2 by LELS within ten (10) calendar days
will be considered waived.
Step 2. If appealed, the written grievance will be presented to and discussed with
the Chief by LELS. A copy of the written grievance will also be mailed
by LELS to the Employer's City Administrator. The Chief will give
LELS the EMPLOYER's Step 2 answer in writing within ten (10) calendar
days after receipt of such step 2 grievance, and will be appealed to Step 3
within ten (10) calendar days after receipt of the Chief’s final answer in
Step 2. A grievance not resolved in Step 2 and not appealed to Step 3
within ten (10) calendar days of receipt of the Chief’s final answer in Step
2 will be considered waived.
Step 3. If appealed from Step 2, the written grievance will be presented by LELS and
discussed with the Medina City Council. The Medina City Council will
give LELS the EMPLOYER's answer in writing within ten (10) calendar
days after receipt of such Step 3 grievance. A grievance not resolved in
Step 3 may be appealed to Step 4 within ten (10) calendar days following
receipt of the Medina City Council's final answer in Step 3. Any grievance
not appealed in writing to Step 3A by LELS within ten (10) calendar days
of receipt of the Medina City Council’s final answer in Step 3 will be
considered waived.
Step 3A. If the grievance is not resolved at Step 3 of the grievance procedure, the parties,
by mutual agreement, may submit the matter to mediation with the Bureau
of Mediation Services. Submitting the grievance to mediation preserves
time lines for Step 4 of the grievance procedure and either party may,
within ten (10) calendar days after completion of such mediation, submit
the grievance to arbitration pursuant to Step 4 below.
Step 4. A grievance unresolved in Step 3 or Step 3A and appealed to Step 4 by LELS will
be submitted to arbitration subject to the provisions of the Public
Employment Labor Relations Act of 1971, as amended. The selection of
an arbitrator will be made in accordance with the "Rules Governing the
Arbitration of Grievances," as established by the Bureau of Mediation
Services.
7.5 ARBITRATOR'S AUTHORITY.
7.5.1 The arbitrator will have no right to amend, modify, nullify, ignore, add to, or
subtract from the terms and conditions of this AGREEMENT. The arbitrator will
consider and decide only the specific issue(s) submitted in writing by the
EMPLOYER and LELS, and will have no authority to make a decision on any
issue not so submitted. The arbitrator will be without power to make decisions
contrary to, or inconsistent with, or modifying, or varying in any way the
7
application of laws, rules, or regulations having the force and effect of law. The
decision will be binding on both the EMPLOYER and LELS and will be based
solely on the arbitrator's interpretation or application of the express terms of this
AGREEMENT and to the facts of the grievance presented.
7.5.2 The arbitrator's decision will be submitted to the parties in writing within thirty
(30) days following close of the hearing or the submission of briefs by the parties,
whichever be later, unless the parties agree to an extension.
7.5.3 The fees and expenses of the arbitrator's services and proceedings will be borne
equally by the EMPLOYER and LELS provided that each party will be
responsible for compensating its own representatives and witnesses. If either
party desires a verbatim record of the proceedings, it may cause such a record to
be made provided the requesting party pays for the record and provide a copy of
the record to the other party without cost. If both parties desire a verbatim record
of the proceedings, the cost will be shared equally.
7.6 WAIVER
If a grievance is not presented within the time limits set forth in Article 7 above, it will be
considered "waived." If a grievance is not appealed to the next step within the specified
time limit or any agreed extension thereof it will be considered settled on the basis of the
EMPLOYER's last answer. If the EMPLOYER does not answer a grievance or an
appeal thereof within the specified time limits, LELS may elect to treat the grievance as
denied at that step and immediately appeal the grievance to the next step. The time limit
in each step may be extended by mutual written agreement of the EMPLOYER and
LELS in each step.
ARTICLE 8. SAVINGS CLAUSE
8.1 This AGREEMENT is subject to applicable Federal and State Law. In the event any
provision of this AGREEMENT will be held to be contrary to law by a court of
competent jurisdiction from whose final judgment or decree no appeal has been taken
within the time provided, such provisions will be voided. All other provisions of this
AGREEMENT will continue in full force and effect. The voided provision may be
renegotiated at the written request of either party.
ARTICLE 9. SENIORITY
9.1 Seniority will be determined by the EMPLOYEE's length of continuous employment
with the Police Department and posted in an appropriate location. Seniority rosters may
be determined by the CHIEF on the basis of time in grade and time within specific
classifications.
9.2 All newly-hired, re-hired, and promoted EMPLOYEES will serve a twelve 12 month
8
probationary period. During the probationary period, a newly-hired or re-hired
EMPLOYEE may be discharged, with or without cause, at the sole discretion of the
EMPLOYER. During the probationary period, a promoted or reassigned EMPLOYEE
may, at the EMPLOYEE's discretion, seek reinstatement to their previous position. The
EMPLOYER may, during the probationary period, place a promoted or reassigned
EMPLOYEE in their previous position at the sole discretion of the EMPLOYER.
9.3 A reduction of work force will be accomplished on the basis of seniority. Written
notification of lay-off will be by mail (certified/return-receipt requested) or personal
delivery no less than two (2) calendar weeks before lay-off is to take effect.
EMPLOYEES will have the right to be recalled in the reverse order of lay-off for two
consecutive years after lay-off (meaning that the EMPLOYEE with the most seniority
will be recalled first). An EMPLOYEE on layoff will have an opportunity to return to
work within two years of the time of the lay-off before any new employee is hired.
EMPLOYEES on lay-off notified by mail (certified/return-receipt requested) or personal
delivery to return to work or given an opportunity to return to work must return within
two (2) calendar weeks after notification and if the EMPLOYEE does not return to work,
the EMPLOYEE will forfeit all recall rights, unless otherwise agreed to by the parties
under the circumstances. EMPLOYEES must be licensed or eligible to be licensed at the
time of recall or forfeit any and all rights to return to work. The EMPLOYER will
provide an updated list of available classes to laid-off EMPLOYEES upon request.
9.4 Seniority will be the determining criterion for promotion and transfer when all job-related
qualifications of EMPLOYEES are equal.
ARTICLE 10. DISCIPLINE
10.1 The EMPLOYER will discipline non-probationary EMPLOYEES for just cause only.
Discipline will be in one or more of the following forms:
a. Oral Reprimand; or
b. Written Reprimand; or
c. Suspension; or
d. Demotion; or
e. Discharge.
10.2 Suspensions, demotions, and discharges will be in written form and grievances involving
such discipline will be initiated in Step 3 of the grievance procedure.
10.3 Written reprimands, notices of suspension, and notices of discharge which are to become
part of an EMPLOYEE's personnel file will be read and acknowledged by signature of
the EMPLOYEE. EMPLOYEES and LELS will receive a copy of such reprimands
and/or notices.
10.4 EMPLOYEES may examine their own individual personnel files at reasonable times
under the direct supervision of the EMPLOYER.
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ARTICLE 11. WORK SCHEDULE
11.1 The normal work year will be two-thousand eighty (2,080) hours to be accounted for by
each EMPLOYEE through:
a. Hours worked on assigned shifts;
b. Holidays (as defined in Section 12.1 below);
c. Training assigned by the EMPLOYER;
d. Authorized leave time.
11.2 Nothing contained in this or any other Article will be interpreted to be a guarantee of a
minimum or maximum number of hours the EMPLOYER may assign EMPLOYEES.
ARTICLE 12. HOLIDAY LEAVE
12.1 Full-time EMPLOYEES will receive ninety-six (96) hours compensatory holiday hours
in the normal work year. Holidays include:
New Year's Day Columbus Day
Martin Luther King Day Veterans Day
Presidents' Day Thanksgiving
Memorial Day Friday after Thanksgiving
Independence Day Christmas
Labor Day One (1) personal holiday
12.2 EMPLOYEES will take holiday time at their request, upon mutual consent of the
EMPLOYEE and the EMPLOYER; which consent shall not be unreasonably withheld.
12.3 Compensatory time under Article 12 will be governed by the compensatory time
provisions of this Agreement. See Article 26.
12.4 If EMPLOYEES work any of the following eleven (11) holidays at the direction of the
EMPLOYER, they will be paid at one and one-half (l ½ ) times their normal rate of pay
for those hours worked:
New Year's Day Columbus Day
Martin Luther King Day Veterans Day
Presidents' Day Thanksgiving
Memorial Day Friday after Thanksgiving
Independence Day Christmas
Labor Day
12.5 Overtime hours worked on any of the Holidays listed in 12.4, will be paid at two times
the EMPLOYEE’s normal rate of pay.
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ARTICLE 13. VACATION
13.1 Full-time EMPLOYEES will accrue vacation at the following rate for years of completed
continuous service:
13.2 Vacation time may be used at any time after accrual during the year in which the vacation
time was earned and at any time before the end of the following calendar year. An
EMPLOYEE may carry over up to one hundred twenty (120) hours of earned and unused
vacation time to the next calendar year. The maximum vacation hours in an
EMPLOYEE’s bank at any given time cannot exceed the total of the carryover amount
plus the EMPLOYEE’s current annual vacation time leave accrual. Pay will not be
granted in lieu of vacation. Any accrued, unused vacation not eligible for carry over will
be lost.
13.3 EMPLOYEES will accrue vacation during the probationary period, but will not be
eligible to use accrued vacation until completion of six (6) months of the probationary
period.
13.4 EMPLOYEES may take vacation only with specific scheduled permission of the
EMPLOYER.
13.5 Vacation period(s) requested for any part of a calendar year will be awarded on the basis
of seniority until March 31st of each year. The CHIEF, or assigned designee, will be
responsible for scheduling vacations.
13.6 Vacation will be calculated on the basis of actual length of time of the assigned shift.
EMPLOYEES using accrued vacation or sick leave will be considered working for the
purpose of accumulating additional vacation leave.
13.7 EMPLOYEES voluntarily leaving the service of the EMPLOYER will be compensated
for vacation leave accrued and unused.
13.8 The estate of an EMPLOYEE who dies while employed by the EMPLOYER will be
compensated for vacation leave accrued and unused.
Years of Completed
Continuous Service
Vacation
Days Per
Year
Vacation
Hours Per
Year
Vacation Hours Per
Two Week Pay Period
0 < 5 years 10 days 80 hours 3.08 hours
5 < 10 years 15 days 120 hours 4.62 hours
10 < 11 years 16 days 128 hours 4.92 hours
11 < 12 years 17 days 136 hours 5.23 hours
12 < 13 years 18 days 144 hours 5.54 hours
13 < 14 years 19 days 152 hours 5.85 hours
14 < 20 years 20 days 160 hours 6.15 hours
20+ years 25 days 200 hours 7.70 hours
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ARTICLE 14. SICK LEAVE
14.1 A full-time EMPLOYEE hired prior to January 1, 2012 will earn sick leave at the rate of
eight (8) hours per calendar month worked fulltime, until the EMPLOYEE has
accumulated seven hundred twenty (720) hours maximum accumulation. Amounts
accumulated in excess of seven-hundred twenty (720) hours may be accrued for purposes
of payment as specified in Article 14.6.
14.2 Sick leave will be used only when the EMPLOYEE is unable to work during his/her
scheduled worktimes under any of the following conditions below:
a. When the EMPLOYEE is unable to perform work duties due to the
EMPLOYEE’s own illness or disability (including pregnancy).
b. For medical, dental or other care provider appointments.
c. When the EMPLOYEE has been exposed to a contagious disease of such a
nature that his/her presence at the work place could endanger the health of
others.
d. To care for the EMPLOYEE’s injured or ill children, including,
stepchildren, adopted or foster children, adult child, spouse, domestic
partner, sibling, parent, mother-in-law, father-in-law, grandchild,
grandparent, or stepparent, for such reasonable periods as the employee’s
attendance may be necessary.
e. To take children, or other family members to a medical, dental, or other
care provider appointment.
f. The EMPLOYEE may use up to 160 hours of sick leave in a calendar year
for absences due to an illness of or injury to the employee’s adult child,
spouse, domestic partner, domestic partner, sibling, parent, grandparent,
stepparent, parent-in-laws (mothers-in-law and fathers-in-law) and
grandchildren (includes step-grandchildren, biological, adopted or foster
grandchildren).
g. The EMPLOYEE is authorized to use sick leave as safety leave for
reasonable absences for the EMPLOYEE or the EMPLOYEE’s relatives
(employee’s adult child, spouse, sibling, parent, mother-in-law, father-in-
law, grandchild, grandparent, or stepparent) who are providing or
receiving assistance because they, or a relative, is a victim of sexual
assault, domestic abuse, or stalking. Safety leave for those listed, other
than the EMPLOYEE and the EMPLOYEE’s child, is limited to 160 hours
in a calendar year.
14.3 To be eligible for paid sick leave, an EMPLOYEE will notify the Department two (2)
hours prior to the starting time of the scheduled shift. Such notice may be waived by the
Chief of the EMPLOYEE could not reasonably be expected to comply due to the
circumstances of illness or injury. If the EMPLOYEE is absent three (3) consecutive
working days or longer, or if the EMPLOYER has reasonable cause to believe that sick
leave benefits are not available under this provision, the Chief may request and the
EMPLOYEE must provide the statement of a doctor to verify that there is a condition,
illness, injury, or circumstance for which benefits are available under this contract which
prevents the EMPLOYEE from working.
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14.4 An EMPLOYEE voluntarily leaving employment, after giving the EMPLOYER proper
written notice of termination of employment, who has been employed for four (4) or
more years of continuous full-time police service with the EMPLOYER, will be paid for
one third (1/3) of his/her accumulated sick leave hours at his/her base rate of pay.
14.5 An EMPLOYEE hired prior to January 1, 2012 voluntarily leaving employment with 20
or more years of service with the EMPLOYER, after giving the EMPLOYER proper
written notice of termination of employment will have the following options in regard to
accrued sick leave below the seven hundred twenty (720) hour cap:
A. Receive payment from the EMPLOYER for one half (½) of all accrued and
unused sick leave at his/her base rate of pay; or
B. Place an amount equal to any accrued sick leave into the retirement health
insurance fund as outlined in Article 14.6.
EMPLOYEES choosing to participate in the retirement health insurance program,
without exigent circumstances, must provide the EMPLOYER with (90) days advance
notice of termination to receive this benefit.
14.6 An EMPLOYEE hired prior to January 1, 2012 may accumulate seven hundred twenty
(720) hours of sick leave. For sick leave accumulated in excess of seven hundred twenty
(720) hours, the EMPLOYEE will have the following options:
A. Bank the hours in a fund established by the EMPLOYER for the purpose of
retirement health insurance premiums. All hours placed into the fund will be
credited at 100%, and converted to a monetary value by using the EMPLOYEE’s
base rate of pay for the year of retirement; or
B. Receive payment from the EMPLOYER of the accrued hours at one third (1/3)
his/her base rate of pay at the end of the calendar year.
14.7 EMPLOYEES beginning employment with the Medina Police Department after January
1, 2012 will earn sick leave at the rate of eight (8) hours per calendar month worked
fulltime and shall not bank sick leave over nine hundred sixty (960) hours.
An EMPLOYEE leaving voluntarily, with four or more years of service with the city
after giving the City fourteen (14) calendar days advance written notice of termination of
employment will be paid one third (1/3) at his/her base rate of pay for his/her
accumulated and unused sick leave hours.
An EMPLOYEE leaving employment voluntarily with twenty (20) or more years of
service with the City will have one of the two following options in regard to accrued sick
leave:
A. After giving the City at least fourteen (14) calendar days’ advance written notice
of termination of employment, receive payment from the City for 50% of accrued
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and unused sick leave at the EMPLOYEE’s base rate of pay at the time of
termination; or
B. After giving the City at least fourteen (14) calendar days’ advance written notice
of termination of employment, place an amount equal to 50% of accrued and
unused sick leave at the EMPLOYEE’s base rate of pay at the time of termination
into a fund established by the EMPLOYER for the purpose of retirement health
insurance premiums.
ARTICLE 15. INJURY-ON-DUTY LEAVE
15.1 An EMPLOYEE who is unable to work due to a job-related injury or sickness and who
qualifies for Workers' Compensation will be eligible for INJURY-ON-DUTY LEAVE.
The EMPLOYER will compensate the EMPLOYEE's full normal salary for the initial
waiting period set forth in Minn. Stat. § 176.121. Such compensation by the
EMPLOYER will not be deducted from any of the EMPLOYEE's accumulated benefits.
In the event Worker's Compensation subsequently provides payment for this waiting
period, such payment will be reimbursed to the EMPLOYER in order to avoid double
payment to the EMPLOYEE.
15.2 In addition to the provisions Set forth in Article 15.1, an EMPLOYEE found eligible for
INJURY-ON-DUTY LEAVE will receive supplementary payments from the
EMPLOYER equal to the difference between the total amount of all other EMPLOYER
injury related benefits (i.e., Worker's Compensation, pension disability benefits) and the
EMPLOYEE's normal net rate of pay (i.e., pension disability benefits) and the
EMPLOYEE's normal net rate of pay (i.e., after subtraction of Federal and State tax
withholding and retirement contributions) for a maximum of ninety (90) consecutive
calendar days. Such supplementary payments will not be charged against the
EMPLOYEE's accrued sick leave. Thereafter, an EMPLOYEE may elect to be paid
such supplementary payments (as defined above) for a benefit not to exceed the
EMPLOYEE's maximum hours of accrued vacation and sick leave.
15.3 INJURY-ON-DUTY LEAVE will extend for a maximum of ninety (90) consecutive
calendar days following the date of Worker's Compensation eligibility, plus the period of
any accrued vacation and sick leave during which the EMPLOYEE elects to be paid
supplementary payments as provided in Article 15.2. The EMPLOYER may require the
injured EMPLOYEE to be examined by a physician selected by the EMPLOYER in
order to determine whether the EMPLOYEE is able to return to work pursuant to the
provisions of Article 15.4.
15.4 An EMPLOYEE who elects to supplement INJURY-ON-DUTY payments with accrued
sick and vacation leave will continue to accrue benefits until sick and vacation leave are
exhausted. Once sick and vacation leave are exhausted, or if the EMPLOYEE has elected
not to supplement payments under this Article with accrued sick and vacation leave, no
benefits will accrue to an EMPLOYEE when on INJURY-ON-DUTY LEAVE except
that the EMPLOYER will continue to contribute to the medical insurance premiums of
the EMPLOYEE to the same extent as if the EMPLOYEE was not on INJURY-ON-
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DUTY LEAVE.
ARTICLE 16. DISABILITY LEAVE
16.1 Disability is defined as the inability of an EMPLOYEE to perform substantially all the
duties of his/her position. An EMPLOYEE will be entitled to a leave of absence without
pay for up to one year if s/he is disabled as a result of a non-work related injury, illness,
or disability. The EMPLOYEE must request leave in advance, except in an emergency.
The leave will be granted by the EMPLOYER, upon recommendation of the Police
Chief. Where leave of absence without pay is granted for disability of any nature, an
EMPLOYEE's accrued, unused sick leave must be exhausted prior to requesting and
being granted the period of leave of absence. The EMPLOYER may require the opinion
of the EMPLOYEE's doctor that the EMPLOYEE is disabled, and may require the
EMPLOYEE to be examined by a doctor selected by the EMPLOYER in order to verify
the disability. At the end of the leave of absence period, the EMPLOYEE, if able to
return to work, will be reinstated to h/h original job, status, and pay, without loss of
seniority. The EMPLOYER may require medical certification stating that the
EMPLOYEE is to be examined by a doctor selected by the EMPLOYER in order to
verify that the EMPLOYEE is fully able to return to work. No benefits will accrue to any
EMPLOYEE when on disability leave of absence without pay, except that the City will
Continue to contribute to the medical insurance premiums of the EMPLOYEE to the
same extent as if the EMPLOYEE was not on disability leave.
ARTICLE 17. FUNERAL LEAVE
17.1 Paid funeral leave will be granted, if requested, to all full-time employees for a maximum
of five (5) days for death of an employee's spouse, child, father, or mother, and for three
(3) days for the death of a brother, sister, grandparent, grandchild, current spouse's
mother or father, grandparents of current spouse, siblings of current spouse, spouses of
employee siblings, son-in-law, daughter-in-law, step-parent, step-children, step-
grandparents, step-grandchildren, step-sister, step-brother, niece, nephew, aunt, uncle, or
legal guardian.
17.2 Additional days of funeral leave may be requested to and approved by the City
Administrator, taken as needed and charged to accrued sick leave. If sick time is not
available, the time may be taken from accrued vacation leave, or as unpaid
time, all of which must be approved by the City Administrator.
17.3 Full-time employees may also request up to two (2) days of accrued sick leave for the
death of non-immediate related family members (related by blood or marriage) or death
of a non-related person. If sick leave is not available, the time may be taken from
accrued vacation leave or as unpaid time, all of which must be approved by the City
Administrator.
17.4 Notwithstanding the use of time above, full-time and part-time EMPLOYEES may
15
request to use accrued vacation time as funeral leave, which must be approved by the
City Administrator.
ARTICLE 18. INSURANCE
18.1 The EMPLOYER will contribute 100% of the health insurance premium for full-time
employees electing single coverage on any plan.
The EMPLOYER will contribute 100% of the health insurance premium up to $1,753.00
per month for family coverage premiums for full-time EMPLOYEES. Any premium in
excess of $1,753.00 per month will be split, with the EMPLOYEE paying 50% of the
excess until the EMPLOYEE has paid 25% of the total monthly premium for family
coverage.
Once the EMPLOYEE’S contribution to the family coverage insurance premium reaches
the 25 percent level, future premium increases or decreases will be shared between the
EMPLOYEE/EMPLOYER at the rate of a 25/75 split.
The EMPLOYER will contribute $3,000 toward the EMPLOYEE’S HRA or HSA
account.
The EMPLOYER will contribute 100% of the premium for full-time employees electing
single dental coverage.
The EMPLOYER will contribute no less than $122.95 per month for full-time
EMPLOYEES selecting family dental coverage.
18.2 The EMPLOYER will provide a life insurance policy for each full-time EMPLOYEE
with coverage of $50,000. The full cost of the premium will be paid by the
EMPLOYER.
18.3 An EMPLOYEE will have the option to convert accrued sick time to pay the premium
for Long Term Disability. The tax on the premium will continue to be taken from the
EMPLOYEE's paycheck in order to satisfy the IRS requirements.
18.4 In the event the health insurance provisions of this Agreement fail at any time to meet the
requirements of applicable law and its related regulations or cause the EMPLOYER to be
subject to a penalty, fine or additional tax liability, LELS and the EMPLOYER will meet
promptly to negotiate alternative provisions in good faith.
ARTICLE 19. HEALTH CLUB MEMBERSHIP
19.1 An EMPLOYEE will receive up to twenty-five ($25.00) per month toward a health club
membership, which will be reimbursed at the end of the year.
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ARTICLE 20. UNIFORMS
20. 1 The EMPLOYER will provide full-time EMPLOYEES with an annual uniform and
safety equipment allowance pursuant to the department policies in the amount of nine
hundred dollars ($900).
20.2 The uniform allowance will be paid on a voucher system. The investigator(s) and the
drug taskforce member will have the choice to take their uniform allowance in a form of
a check at the beginning of the year. This will be a taxed item to comply with the IRS
regulations.
20.3 EMPLOYEES may utilize up to one hundred dollars ($100.00) of their clothing
allowance per year for the purpose of dry cleaning the EMPLOYER-authorized work
uniform.
ARTICLE 21. WAGES
21.1 EMPLOYEES will be paid in accordance with the wage schedule attached to this
AGREEMENT entitled: APPENDIX “A”. APPENDIX “A” will be considered part of
this AGREEMENT. In 2021 EMPLOYEES will receive a 1% COLA increase on January
1st and a 1% COLA increase on July 1st as reflected in the wage schedule in APPENDIX
A. If other City employees’ COLA wages are increased more than the percentages
shown above in each respective year, APPENDIX A will be increased by the same
percentage.
ARTICLE 22. OVERTIME
22. 1 EMPLOYEES specifically directed by the EMPLOYER to work in excess of the
EMPLOYEE's scheduled shift will be paid at a rate of one and one half (1 ½) times the
EMPLOYEE's base rate of pay.
22.2 EMPLOYEES, who at the direction of the EMPLOYER, are scheduled to work more
than 2,080 hours in a calendar year will be paid at a rate of one and one-half (1 ½ ) times
the EMPLOYEE's base rate of pay.
22.3 EMPLOYEES may switch shifts with other EMPLOYEES with prior approval of the
Chief. Shift switching does not qualify an EMPLOYEE for overtime.
22.4 Overtime will be distributed as equally as practicable.
22.5 Overtime refused by EMPLOYEES will be for record purposes under Article 22.4
considered as unpaid overtime worked.
22.6 For the purpose of computing overtime compensation, overtime hours worked will not be
pyramided, compounded, or paid twice for the same hours worked.
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22.7 Overtime will be calculated to the nearest fifteen (15) minutes.
22.8 EMPLOYEES have the obligation to work overtime or call-backs if requested by the
EMPLOYER unless unusual circumstances prevent the EMPLOYEE from so working.
ARTICLE 23. COURT TIME
23.1 EMPLOYEES who are required to appear in Court during their scheduled off-duty time
will receive a minimum of three (3) hour's pay at one and one-half (1 ½) times the
EMPLOYEE’s base pay rate. An extension or early report to a regularly-scheduled shift
for Court appearance does not qualify the EMPLOYEE for the three (3) hours minimum.
ARTICLE 24. STANDBY
24. 1 EMPLOYEES required by the EMPLOYER to standby will be paid for such standby
time at the rate of one (1) hour' s pay for each hour on standby.
ARTICLE 25. CALL BACK TIME
25. 1 EMPLOYEES who are called to duty during their scheduled off-duty time will receive a
minimum of two (2) hour's pay at one and one-half (1 ½) times the EMPLOYEE's base
pay rate. An extension or early report to a regularly scheduled shift for duty does not
qualify the EMPLOYEE for the two (2) hour's minimum.
ARTICLE 26. COMPENSATORY TIME
26.1 In lieu of payment for overtime, holiday leave, call back, court time, or standby time, and
with the prior approval of the Chief, EMPLOYEES may elect to take compensatory time,
at the applicable rate.
26.2 Compensatory time earned must be taken by the EMPLOYEE as soon as practicable.
EMPLOYEES will request compensatory time off and the EMPLOYER will permit
EMPLOYEES to use such time off within a reasonable period after the EMPLOYEE
makes the request provided such use does not unduly disrupt the operations of the Police
Department. Requests for compensatory time off will only be denied when to grant the
request would impose an unreasonable burden on the Police Department's ability to
provide services of acceptable quality and quantity for the public during the time
requested without the use of the EMPLOYEE's services.
26.3 EMPLOYEES who accumulate more than eighty (80) hours of compensatory time in the
“bank” of compensatory time will be paid in cash for any time in excess of eighty (80)
hours.
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ARTICLE 27. P.O.S.T. LICENSE FEE AND TRAINING
27.1 The EMPLOYER shall afford paid time for employees to obtain the Police Officer
Standards Training (P.O.S.T.) annually. The EMPLOYER shall pay for training each
year, including license fees, tuition, and meals. Meals will be paid up to fifteen dollars
($15.00) for a single training day and up to thirty-five dollars ($35.00) a day if required to
stay overnight.
ARTICLE 28. EDUCATION REIMBURSEMENT
28.1 The EMPLOYER shall pay EMPLOYEE reimbursement of approved continued
education per the City’s Personnel Policies Section 5.80 Continuing Education Program.
ARTICLE 29. RESIGNATION
29.1 Any EMPLOYEE wishing to leave municipal service in good standing will file with the
supervisor, at least fourteen (14) days before leaving, a written resignation stating the
effective date of the resignation. Failure to comply with this procedure may be
considered cause for denying terminal leave benefits. Unauthorized absence from work
for a period of three (3) consecutive working days may be considered by the supervisor
as a resignation without such benefits.
ARTICLE 30. PART-TIME EMPLOYEES
30.1 Part-time EMPLOYEES will receive the same benefits as other part-time City
EMPLOYEES as set forth in the City's Personnel Policy. Part-time EMPLOYEES are
not eligible for one and one-half (1 ½) times normal pay for holidays worked as set forth
in Article 12.4.
30.2 Part-time EMPLOYEES will be compensated at wage rates set forth for part-time
EMPLOYEES in the Appendix "A." attached to this AGREEMENT.
ARTICLE 31. WAIVER
31.1 Any and all prior agreements, resolutions, practices, rules and regulations regarding terms
and conditions of employment to the extent inconsistent with the provision of this
AGREEMENT, are hereby superseded.
31.2 The parties mutually acknowledge that during the negotiations which resulted in this
AGREEMENT, each had the right and opportunity to make demands and proposals with
respect to any term or condition of employment not removed by law from bargaining. All
agreements and understandings arrived at by the parties are set forth in writing in this
AGREEMENT for the stipulated duration of this AGREEMENT. The EMPLOYER and
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LELS each voluntarily and unqualifiedly waives the right to meet and negotiate regarding
any and all terms and conditions of employment referred to or covered by this
AGREEMENT, even though such terms or conditions may not have been within the
knowledge or contemplation of either or both of the parties at the time this contract was
negotiated or executed.
ARTICLE 32. DURATION
32.1 This AGREEMENT will be effective as of January 1, 2021, and will remain in full force
and effect until the 31st day of December, 2021.
IN WITNESS WHEREOF, the parties hereto have executed this AGREEMENT indicated
below.
FOR THE CITY OF MEDINA: LAW ENFORCEMENT LABOR
SERVICES, INC.
______________________________ ______________________________
DATE: _______________________ DATE: _______________________
______________________________ ______________________________
DATE: ________________________ DATE: _______________________
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APPENDIX A
Al. WAGES
EFFECTIVE 1-1-2021 HOURLY RATE:
STEP 1 - Start $29.57
STEP 2 - After 1 Year of Continuous Service $32.81
STEP 3 - After 2 Years of Continuous Service $36.02
STEP 4 - After 3 Years of Continuous Service $39.29
EFFECTIVE 7-1-2021 HOURLY RATE:
STEP 1 - Start $29.87
STEP 2 - After 1 Year of Continuous Service $33.14
STEP 3 - After 2 Years of Continuous Service $36.38
STEP 4 - After 3 Years of Continuous Service $39.68
A2. Part-time EMPLOYEES will be compensated at a wage rate equal to or greater than Step
1 above.
A3. Nothing in Appendix "A" will constrain the EMPLOYER from hiring an EMPLOYEE at
any step in the wage schedule.
A4. The EMPLOYER will pay Investigators/Drug Task Force Officers an additional two
hundred and fifty ($250.00) per month (or give eight hours of compensatory time for
every week on call) for officers assigned to these positions.
A5. The EMPLOYER will reimburse all full-time EMPLOYEES for travel and meals in
accordance with the City’s Travel Policy Section 99.20.
A6. The EMPLOYER will pay a designated Field Training Officer (FTO) at a rate of $1.50
per hour in addition to the FTO’s base wage for hours worked as an FTO.
LABOR AGREEMENT
BETWEEN
LAW ENFORCEMENT LABOR SERVICES, INC.
(LOCAL #36)
AND
THE CITY OF MEDINA
JANUARY 1, 2021 THROUGH DECEMBER 31, 2021
2
TABLE OF CONTENTS
ARTICLE 1. PURPOSE OF AGREEMENT ..........................................................................................................................3
ARTICLE 2. RECOGNITION ................................................................................................................................................3
ARTICLE 3. DEFINITIONS ..................................................................................................................................................3
ARTICLE 4. EMPLOYER SECURITY .................................................................................................................................4
ARTICLE 5. EMPLOYER AUTHORITY .............................................................................................................................4
ARTICLE 6. UNION SECURITY ..........................................................................................................................................4
ARTICLE 7. GRIEVANCE PROCEDURE ...........................................................................................................................5
ARTICLE 8. SAVINGS CLAUSE .........................................................................................................................................7
ARTICLE 9. SENIORITY ......................................................................................................................................................7
ARTICLE 10. DISCIPLINE ...................................................................................................................................................8
ARTICLE 11. WORK SCHEDULE .......................................................................................................................................8
ARTICLE 12. HOLIDAY LEAVE .........................................................................................................................................9
ARTICLE 13. VACATION ....................................................................................................................................................9
ARTICLE 14. SICK LEAVE ................................................................................................................................................ 10
ARTICLE 15. INJURY-ON-DUTY LEAVE ....................................................................................................................... 13
ARTICLE 16. DISABILITY LEAVE ................................................................................................................................... 14
ARTICLE 17. FUNERAL LEAVE ....................................................................................................................................... 14
ARTICLE 18. INSURANCE ................................................................................................................................................ 15
ARTICLE 19. HEALTH CLUB MEMBERSHIP ................................................................................................................. 15
ARTICLE 20. UNIFORMS .................................................................................................................................................. 16
ARTICLE 21. WAGES ......................................................................................................................................................... 16
ARTICLE 22. OVERTIME .................................................................................................................................................. 16
ARTICLE 23. COURT TIME ............................................................................................................................................... 17
ARTICLE 24. STANDBY .................................................................................................................................................... 17
ARTICLE 25. CALL BACK TIME ...................................................................................................................................... 17
ARTICLE 26. COMPENSATORY TIME ............................................................................................................................ 17
ARTICLE 27. P.O.S.T. LICENSE FEE AND TRAINING .................................................................................................. 18
ARTICLE 28. EDUCATION REIMBURSEMENT ............................................................................................................. 18
ARTICLE 29. RESIGNATION ............................................................................................................................................ 18
ARTICLE 30. PART-TIME EMPLOYEES ......................................................................................................................... 18
ARTICLE 31. WAIVER ....................................................................................................................................................... 18
ARTICLE 32. DURATION .................................................................................................................................................. 19
APPENDIX A - WAGES ...................................................................................................................................................... 20
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ARTICLE 1. PURPOSE OF AGREEMENT
1.1 This AGREEMENT is entered into between the CITY OF MEDINA, hereinafter called
the EMPLOYER, and LAW ENFORCEMENT LABOR SERVICES, INC. (Local #36),
hereinafter called LELS.
It is the intent and purpose of this AGREEMENT to:
1.1.1. Establish procedures for the resolution of disputes concerning this
AGREEMENT's interpretation and/or application; and
1.1.2. Place in written form the parties' agreement upon terms and conditions of
employment for the duration of this AGREEMENT.
ARTICLE 2. RECOGNITION
2.1 The EMPLOYER recognizes LELS as the exclusive representative for the following
appropriate unit:
All sworn law enforcement officers of the City of Medina Police Department whose
employment service qualifies them as "public employees" under Minn. Statute. §
179A.03, subd. 14, excluding confidential, supervisory, and all other employees, but
excluding any sworn law enforcement officers who are not members of LELS.
2.2 In the event the EMPLOYER and LELS are unable to agree as to the inclusion or
exclusion of a new or modified job class, the issue will be submitted to the Bureau of
Mediation Services for determination.
ARTICLE 3. DEFINITIONS
3.1 LELS: Law Enforcement Labor Services, Inc. (Local #36).
3.2 LELS MEMBER: A member of Law Enforcement Labor Services, Inc. (Local #36).
3.3 EMPLOYEE: A member of the exclusively recognized bargaining unit.
3.4 DEPARTMENT: The CITY OF MEDINA POLICE DEPARTMENT.
3.5 EMPLOYER: The CITY OF MEDINA.
3.6 CHIEF: The CHIEF OF POLICE of the MEDINA POLICE DEPARTMENT.
3.7 LELS OFFICER: Officer elected or appointed by Law Enforcement Labor Services, Inc.,
(Local #36).
3.8 OVERTIME: Work performed at the express authorization of the EMPLOYER in excess
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of the EMPLOYEE's scheduled shift.
3.9 REST BREAKS: Periods during the scheduled shift during which the EMPLOYEE
remains on continual duty and is responsible for assigned duties.
3.10 LUNCH BREAK: A period during the SCHEDULED SHIFT during which the
EMPLOYEE remains on continual duty and is responsible for assigned duties.
3.11 SCHEDULED SHIFT: A consecutive work period including rest breaks and a lunch
break.
3.12 PROBATIONARY PERIOD: A period of one (1) year from the date of employment or
promotion.
3.13 "WILL": The use of the word "will" in this agreement has the same meaning and legal
interpretation as the word "shall".
ARTICLE 4. EMPLOYER SECURITY
4.1 LELS agrees that during the life of this AGREEMENT, LELS will not cause, encourage,
participate in or support any strike, slow-down, or other interruption of or interference
with the normal function of the EMPLOYER.
ARTICLE 5. EMPLOYER AUTHORITY
5.1 The EMPLOYER retains the full and unrestricted right to operate and manage all
manpower, facilities, equipment and uniforms; 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 limited by this AGREEMENT.
5.2 Any term and condition of employment not specifically established or modified by this
AGREEMENT will remain solely within the discretion of the EMPLOYER to modify,
establish, or eliminate.
ARTICLE 6. UNION SECURITY
6.1 The EMPLOYER will deduct from the wages of employees who authorize such a
deduction in writing an amount necessary to cover monthly LELS dues. Such monies
will be remitted as directed by LELS.
6.2 LELS agrees to indemnify and hold the EMPLOYER harmless against any and all
claims, suits, orders, or judgments brought or issued against the EMPLOYER as a result
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of any action taken or not taken by the EMPLOYER under the provisions of 6.1.
6.3 LELS may designate EMPLOYEES from the bargaining unit to act as a Steward and an
alternate and will inform the EMPLOYER in writing of such choice and changes in the
position of Steward and/or alternate.
6.4 The EMPLOYER will make space available on the EMPLOYER bulletin board for
posting LELS notice(s) and announcements.
ARTICLE 7. GRIEVANCE PROCEDURE
7.1 DEFINITION OF A GRIEVANCE.
A grievance is defined as a dispute or disagreement as to the interpretation or application
of the specific terms and conditions of this AGREEMENT.
7.2 UNION REPRESENTATIVE.
The EMPLOYER will recognize representatives designated by LELS as the grievance
representatives of the bargaining unit having the duties and responsibilities established by
this Article. LELS will notify the EMPLOYER in writing of the names of such UNION
representatives and of their successors when so designated as provided by 6.3 of this
AGREEMENT.
7.3 PROCESSING OF A GRIEVANCE.
The processing of grievances is limited by the job duties and responsibilities of the
EMPLOYEES and will therefore be accomplished during normal working hours only
when consistent with such EMPLOYEE duties and responsibilities. The aggrieved
EMPLOYEE and LELS representative will be allowed a reasonable amount of time
without loss in pay when a grievance is investigated and presented to the EMPLOYER
during normal working hours provided that the EMPLOYEE and the LELS
Representative have notified and received the approval of the designated supervisor who
has determined that such absence is reasonable and would not be detrimental to the work
programs of the EMPLOYER.
7.4 PROCEDURE.
Grievances, as defined by Article 7.1, will be resolved in conformance with the following
procedure:
Step 1. An EMPLOYEE claiming a violation concerning the interpretation or
application of this AGREEMENT will, within twenty-one (21) calendar
days after such alleged violation has occurred, present such grievance to
the Chief. The Chief will discuss and give an answer to such Step 1
grievance in writing within ten (10) calendar days after receipt. A
grievance not resolved in Step 1 and appealed to Step 2 will be placed in
writing by the EMPLOYEE or LELS setting forth the nature of the
grievance, the facts on which it is
based, the provision or provisions of the AGREEMENT allegedly
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violated, the remedy requested, and will be appealed to Step 2 within ten
(10) calendar days after the Chief’s final answer in Step 1. Any grievance
not appealed in writing to Step 2 by LELS within ten (10) calendar days
will be considered waived.
Step 2. If appealed, the written grievance will be presented to and discussed with
the Chief by LELS. A copy of the written grievance will also be mailed
by LELS to the Employer's City Administrator. The Chief will give
LELS the EMPLOYER's Step 2 answer in writing within ten (10) calendar
days after receipt of such step 2 grievance, and will be appealed to Step 3
within ten (10) calendar days after receipt of the Chief’s final answer in
Step 2. A grievance not resolved in Step 2 and not appealed to Step 3
within ten (10) calendar days of receipt of the Chief’s final answer in Step
2 will be considered waived.
Step 3. If appealed from Step 2, the written grievance will be presented by LELS and
discussed with the Medina City Council. The Medina City Council will
give LELS the EMPLOYER's answer in writing within ten (10) calendar
days after receipt of such Step 3 grievance. A grievance not resolved in
Step 3 may be appealed to Step 4 within ten (10) calendar days following
receipt of the Medina City Council's final answer in Step 3. Any grievance
not appealed in writing to Step 3A by LELS within ten (10) calendar days
of receipt of the Medina City Council’s final answer in Step 3 will be
considered waived.
Step 3A. If the grievance is not resolved at Step 3 of the grievance procedure, the parties,
by mutual agreement, may submit the matter to mediation with the Bureau
of Mediation Services. Submitting the grievance to mediation preserves
time lines for Step 4 of the grievance procedure and either party may,
within ten (10) calendar days after completion of such mediation, submit
the grievance to arbitration pursuant to Step 4 below.
Step 4. A grievance unresolved in Step 3 or Step 3A and appealed to Step 4 by LELS will
be submitted to arbitration subject to the provisions of the Public
Employment Labor Relations Act of 1971, as amended. The selection of
an arbitrator will be made in accordance with the "Rules Governing the
Arbitration of Grievances," as established by the Bureau of Mediation
Services.
7.5 ARBITRATOR'S AUTHORITY.
7.5.1 The arbitrator will have no right to amend, modify, nullify, ignore, add to, or
subtract from the terms and conditions of this AGREEMENT. The arbitrator will
consider and decide only the specific issue(s) submitted in writing by the
EMPLOYER and LELS, and will have no authority to make a decision on any
issue not so submitted. The arbitrator will be without power to make decisions
contrary to, or inconsistent with, or modifying, or varying in any way the
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application of laws, rules, or regulations having the force and effect of law. The
decision will be binding on both the EMPLOYER and LELS and will be based
solely on the arbitrator's interpretation or application of the express terms of this
AGREEMENT and to the facts of the grievance presented.
7.5.2 The arbitrator's decision will be submitted to the parties in writing within thirty
(30) days following close of the hearing or the submission of briefs by the parties,
whichever be later, unless the parties agree to an extension.
7.5.3 The fees and expenses of the arbitrator's services and proceedings will be borne
equally by the EMPLOYER and LELS provided that each party will be
responsible for compensating its own representatives and witnesses. If either
party desires a verbatim record of the proceedings, it may cause such a record to
be made provided the requesting party pays for the record and provide a copy of
the record to the other party without cost. If both parties desire a verbatim record
of the proceedings, the cost will be shared equally.
7.6 WAIVER
If a grievance is not presented within the time limits set forth in Article 7 above, it will be
considered "waived." If a grievance is not appealed to the next step within the specified
time limit or any agreed extension thereof it will be considered settled on the basis of the
EMPLOYER's last answer. If the EMPLOYER does not answer a grievance or an
appeal thereof within the specified time limits, LELS may elect to treat the grievance as
denied at that step and immediately appeal the grievance to the next step. The time limit
in each step may be extended by mutual written agreement of the EMPLOYER and
LELS in each step.
ARTICLE 8. SAVINGS CLAUSE
8.1 This AGREEMENT is subject to applicable Federal and State Law. In the event any
provision of this AGREEMENT will be held to be contrary to law by a court of
competent jurisdiction from whose final judgment or decree no appeal has been taken
within the time provided, such provisions will be voided. All other provisions of this
AGREEMENT will continue in full force and effect. The voided provision may be
renegotiated at the written request of either party.
ARTICLE 9. SENIORITY
9.1 Seniority will be determined by the EMPLOYEE's length of continuous employment
with the Police Department and posted in an appropriate location. Seniority rosters may
be determined by the CHIEF on the basis of time in grade and time within specific
classifications.
9.2 All newly-hired, re-hired, and promoted EMPLOYEES will serve a twelve 12 month
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probationary period. During the probationary period, a newly-hired or re-hired
EMPLOYEE may be discharged, with or without cause, at the sole discretion of the
EMPLOYER. During the probationary period, a promoted or reassigned EMPLOYEE
may, at the EMPLOYEE's discretion, seek reinstatement to their previous position. The
EMPLOYER may, during the probationary period, place a promoted or reassigned
EMPLOYEE in their previous position at the sole discretion of the EMPLOYER.
9.3 A reduction of work force will be accomplished on the basis of seniority. Written
notification of lay-off will be by mail (certified/return-receipt requested) or personal
delivery no less than two (2) calendar weeks before lay-off is to take effect.
EMPLOYEES will have the right to be recalled in the reverse order of lay-off for two
consecutive years after lay-off (meaning that the EMPLOYEE with the most seniority
will be recalled first). An EMPLOYEE on layoff will have an opportunity to return to
work within two years of the time of the lay-off before any new employee is hired.
EMPLOYEES on lay-off notified by mail (certified/return-receipt requested) or personal
delivery to return to work or given an opportunity to return to work must return within
two (2) calendar weeks after notification and if the EMPLOYEE does not return to work,
the EMPLOYEE will forfeit all recall rights, unless otherwise agreed to by the parties
under the circumstances. EMPLOYEES must be licensed or eligible to be licensed at the
time of recall or forfeit any and all rights to return to work. The EMPLOYER will
provide an updated list of available classes to laid-off EMPLOYEES upon request.
9.4 Seniority will be the determining criterion for promotion and transfer when all job-related
qualifications of EMPLOYEES are equal.
ARTICLE 10. DISCIPLINE
10.1 The EMPLOYER will discipline non-probationary EMPLOYEES for just cause only.
Discipline will be in one or more of the following forms:
a. Oral Reprimand; or
b. Written Reprimand; or
c. Suspension; or
d. Demotion; or
e. Discharge.
10.2 Suspensions, demotions, and discharges will be in written form and grievances involving
such discipline will be initiated in Step 3 of the grievance procedure.
10.3 Written reprimands, notices of suspension, and notices of discharge which are to become
part of an EMPLOYEE's personnel file will be read and acknowledged by signature of
the EMPLOYEE. EMPLOYEES and LELS will receive a copy of such reprimands
and/or notices.
10.4 EMPLOYEES may examine their own individual personnel files at reasonable times
under the direct supervision of the EMPLOYER.
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ARTICLE 11. WORK SCHEDULE
11.1 The normal work year will be two-thousand eighty (2,080) hours to be accounted for by
each EMPLOYEE through:
a. Hours worked on assigned shifts;
b. Holidays (as defined in Section 12.1 below);
c. Training assigned by the EMPLOYER;
d. Authorized leave time.
11.2 Nothing contained in this or any other Article will be interpreted to be a guarantee of a
minimum or maximum number of hours the EMPLOYER may assign EMPLOYEES.
ARTICLE 12. HOLIDAY LEAVE
12.1 Full-time EMPLOYEES will receive ninety-six (96) hours compensatory holiday hours
in the normal work year. Holidays include:
New Year's Day Columbus Day
Martin Luther King Day Veterans Day
Presidents' Day Thanksgiving
Memorial Day Friday after Thanksgiving
Independence Day Christmas
Labor Day One (1) personal holiday
12.2 EMPLOYEES will take holiday time at their request, upon mutual consent of the
EMPLOYEE and the EMPLOYER; which consent shall not be unreasonably withheld.
12.3 Compensatory time under Article 12 will be governed by the compensatory time
provisions of this Agreement. See Article 26.
12.4 If EMPLOYEES work any of the following eleven (11) holidays at the direction of the
EMPLOYER, they will be paid at one and one-half (l ½ ) times their normal rate of pay
for those hours worked:
New Year's Day Columbus Day
Martin Luther King Day Veterans Day
Presidents' Day Thanksgiving
Memorial Day Friday after Thanksgiving
Independence Day Christmas
Labor Day
12.5 Overtime hours worked on any of the Holidays listed in 12.4, will be paid at two times
the EMPLOYEE’s normal rate of pay.
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ARTICLE 13. VACATION
13.1 Full-time EMPLOYEES will accrue vacation at the following rate for years of completed
continuous service:
13.2 Vacation time may be used at any time after accrual during the year in which the vacation
time was earned and at any time before the end of the following calendar year. An
EMPLOYEE may carry over up to one hundred twenty (120) hours of earned and unused
vacation time to the next calendar year. The maximum vacation hours in an
EMPLOYEE’s bank at any given time cannot exceed the total of the carryover amount
plus the EMPLOYEE’s current annual vacation time leave accrual. Pay will not be
granted in lieu of vacation. Any accrued, unused vacation not eligible for carry over will
be lost.
13.3 EMPLOYEES will accrue vacation during the probationary period, but will not be
eligible to use accrued vacation until completion of six (6) months of the probationary
period.
13.4 EMPLOYEES may take vacation only with specific scheduled permission of the
EMPLOYER.
13.5 Vacation period(s) requested for any part of a calendar year will be awarded on the basis
of seniority until March 31st of each year. The CHIEF, or assigned designee, will be
responsible for scheduling vacations.
13.6 Vacation will be calculated on the basis of actual length of time of the assigned shift.
EMPLOYEES using accrued vacation or sick leave will be considered working for the
purpose of accumulating additional vacation leave.
13.7 EMPLOYEES voluntarily leaving the service of the EMPLOYER will be compensated
for vacation leave accrued and unused.
Years of Completed
Continuous Service
Vacation
Days Per
Year
Vacation
Hours Per
Year
Vacation Hours Per
Two Week Pay Period
0 < 5 years 10 days 80 hours 3.08 hours
5 < 10 years 15 days 120 hours 4.62 hours
10 < 11 years 16 days 128 hours 4.92 hours
11 < 12 years 17 days 136 hours 5.23 hours
12 < 13 years 18 days 144 hours 5.54 hours
13 < 14 years 19 days 152 hours 5.85 hours
14 < 20 years 20 days 160 hours 6.15 hours
20+ years 25 days 200 hours 7.70 hours
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13.8 The estate of an EMPLOYEE who dies while employed by the EMPLOYER will be
compensated for vacation leave accrued and unused.
ARTICLE 14. SICK LEAVE
14.1 A full-time EMPLOYEE hired prior to January 1, 2012 will earn sick leave at the rate of
eight (8) hours per calendar month worked fulltime, until the EMPLOYEE has
accumulated seven hundred twenty (720) hours maximum accumulation. Amounts
accumulated in excess of seven-hundred twenty (720) hours may be accrued for purposes
of payment as specified in Article 14.6.
14.2 Sick leave will be used only when the EMPLOYEE is unable to work during his/her
scheduled worktimes under any of the following conditions below:
a. When the EMPLOYEE is unable to perform work duties due to the
EMPLOYEE’s own illness or disability (including pregnancy).
b. For medical, dental or other care provider appointments.
c. When the EMPLOYEE has been exposed to a contagious disease of such a
nature that his/her presence at the work place could endanger the health of
others.
d. To care for the EMPLOYEE’s injured or ill children, including,
stepchildren, adopted or foster children, adult child, spouse, domestic
partner, sibling, parent, mother-in-law, father-in-law, grandchild,
grandparent, or stepparent, for such reasonable periods as the employee’s
attendance may be necessary.
e. To take children, or other family members to a medical, dental, or other
care provider appointment.
f. The EMPLOYEE may use up to 160 hours of sick leave in a calendar year
for absences due to an illness of or injury to the employee’s adult child,
spouse, domestic partner, domestic partner, sibling, parent, grandparent,
stepparent, parent-in-laws (mothers-in-law and fathers-in-law) and
grandchildren (includes step-grandchildren, biological, adopted or foster
grandchildren).
g. The EMPLOYEE is authorized to use sick leave as safety leave for
reasonable absences for the EMPLOYEE or the EMPLOYEE’s relatives
(employee’s adult child, spouse, sibling, parent, mother-in-law, father-in-
law, grandchild, grandparent, or stepparent) who are providing or
receiving assistance because they, or a relative, is a victim of sexual
assault, domestic abuse, or stalking. Safety leave for those listed, other
than the EMPLOYEE and the EMPLOYEE’s child, is limited to 160 hours
in a calendar year.
14.3 To be eligible for paid sick leave, an EMPLOYEE will notify the Department two (2)
hours prior to the starting time of the scheduled shift. Such notice may be waived by the
Chief of the EMPLOYEE could not reasonably be expected to comply due to the
circumstances of illness or injury. If the EMPLOYEE is absent three (3) consecutive
working days or longer, or if the EMPLOYER has reasonable cause to believe that sick
leave benefits are not available under this provision, the Chief may request and the
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EMPLOYEE must provide the statement of a doctor to verify that there is a condition,
illness, injury, or circumstance for which benefits are available under this contract which
prevents the EMPLOYEE from working.
14.4 An EMPLOYEE voluntarily leaving employment, after giving the EMPLOYER proper
written notice of termination of employment, who has been employed for four (4) or
more years of continuous full-time police service with the EMPLOYER, will be paid for
one third (1/3) of his/her accumulated sick leave hours at his/her base rate of pay.
14.5 An EMPLOYEE hired prior to January 1, 2012 voluntarily leaving employment with 20
or more years of service with the EMPLOYER, after giving the EMPLOYER proper
written notice of termination of employment will have the following options in regard to
accrued sick leave below the seven hundred twenty (720) hour cap:
A. Receive payment from the EMPLOYER for one half (½) of all accrued and
unused sick leave at his/her base rate of pay; or
B. Place an amount equal to any accrued sick leave into the retirement health
insurance fund as outlined in Article 14.6.
EMPLOYEES choosing to participate in the retirement health insurance program,
without exigent circumstances, must provide the EMPLOYER with (90) days advance
notice of termination to receive this benefit.
14.6 An EMPLOYEE hired prior to January 1, 2012 may accumulate seven hundred twenty
(720) hours of sick leave. For sick leave accumulated in excess of seven hundred twenty
(720) hours, the EMPLOYEE will have the following options:
A. Bank the hours in a fund established by the EMPLOYER for the purpose of
retirement health insurance premiums. All hours placed into the fund will be
credited at 100%, and converted to a monetary value by using the EMPLOYEE’s
base rate of pay for the year of retirement; or
B. Receive payment from the EMPLOYER of the accrued hours at one third (1/3)
his/her base rate of pay at the end of the calendar year.
14.7 EMPLOYEES beginning employment with the Medina Police Department after January
1, 2012 will earn sick leave at the rate of eight (8) hours per calendar month worked
fulltime and shall not bank sick leave over nine hundred sixty (960) hours.
An EMPLOYEE leaving voluntarily, with four or more years of service with the city
after giving the City fourteen (14) calendar days advance written notice of termination of
employment will be paid one third (1/3) at his/her base rate of pay for his/her
accumulated and unused sick leave hours.
An EMPLOYEE leaving employment voluntarily with twenty (20) or more years of
service with the City will have one of the two following options in regard to accrued sick
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leave:
A. After giving the City at least fourteen (14) calendar days’ advance written notice
of termination of employment, receive payment from the City for 50% of accrued
and unused sick leave at the EMPLOYEE’s base rate of pay at the time of
termination; or
B. After giving the City at least fourteen (14) calendar days’ advance written notice
of termination of employment, place an amount equal to 50% of accrued and
unused sick leave at the EMPLOYEE’s base rate of pay at the time of termination
into a fund established by the EMPLOYER for the purpose of retirement health
insurance premiums.
ARTICLE 15. INJURY-ON-DUTY LEAVE
15.1 An EMPLOYEE who is unable to work due to a job-related injury or sickness and who
qualifies for Workers' Compensation will be eligible for INJURY-ON-DUTY LEAVE.
The EMPLOYER will compensate the EMPLOYEE's full normal salary for the initial
waiting period set forth in Minn. Stat. § 176.121. Such compensation by the
EMPLOYER will not be deducted from any of the EMPLOYEE's accumulated benefits.
In the event Worker's Compensation subsequently provides payment for this waiting
period, such payment will be reimbursed to the EMPLOYER in order to avoid double
payment to the EMPLOYEE.
15.2 In addition to the provisions Set forth in Article 15.1, an EMPLOYEE found eligible for
INJURY-ON-DUTY LEAVE will receive supplementary payments from the
EMPLOYER equal to the difference between the total amount of all other EMPLOYER
injury related benefits (i.e., Worker's Compensation, pension disability benefits) and the
EMPLOYEE's normal net rate of pay (i.e., pension disability benefits) and the
EMPLOYEE's normal net rate of pay (i.e., after subtraction of Federal and State tax
withholding and retirement contributions) for a maximum of ninety (90) consecutive
calendar days. Such supplementary payments will not be charged against the
EMPLOYEE's accrued sick leave. Thereafter, an EMPLOYEE may elect to be paid
such supplementary payments (as defined above) for a benefit not to exceed the
EMPLOYEE's maximum hours of accrued vacation and sick leave.
15.3 INJURY-ON-DUTY LEAVE will extend for a maximum of ninety (90) consecutive
calendar days following the date of Worker's Compensation eligibility, plus the period of
any accrued vacation and sick leave during which the EMPLOYEE elects to be paid
supplementary payments as provided in Article 15.2. The EMPLOYER may require the
injured EMPLOYEE to be examined by a physician selected by the EMPLOYER in
order to determine whether the EMPLOYEE is able to return to work pursuant to the
provisions of Article 15.4.
15.4 An EMPLOYEE who elects to supplement INJURY-ON-DUTY payments with accrued
sick and vacation leave will continue to accrue benefits until sick and vacation leave are
exhausted. Once sick and vacation leave are exhausted, or if the EMPLOYEE has elected
not to supplement payments under this Article with accrued sick and vacation leave, no
14
benefits will accrue to an EMPLOYEE when on INJURY-ON-DUTY LEAVE except
that the EMPLOYER will continue to contribute to the medical insurance premiums of
the EMPLOYEE to the same extent as if the EMPLOYEE was not on INJURY-ON-
DUTY LEAVE.
ARTICLE 16. DISABILITY LEAVE
16.1 Disability is defined as the inability of an EMPLOYEE to perform substantially all the
duties of his/her position. An EMPLOYEE will be entitled to a leave of absence without
pay for up to one year if s/he is disabled as a result of a non-work related injury, illness,
or disability. The EMPLOYEE must request leave in advance, except in an emergency.
The leave will be granted by the EMPLOYER, upon recommendation of the Police
Chief. Where leave of absence without pay is granted for disability of any nature, an
EMPLOYEE's accrued, unused sick leave must be exhausted prior to requesting and
being granted the period of leave of absence. The EMPLOYER may require the opinion
of the EMPLOYEE's doctor that the EMPLOYEE is disabled, and may require the
EMPLOYEE to be examined by a doctor selected by the EMPLOYER in order to verify
the disability. At the end of the leave of absence period, the EMPLOYEE, if able to
return to work, will be reinstated to h/h original job, status, and pay, without loss of
seniority. The EMPLOYER may require medical certification stating that the
EMPLOYEE is to be examined by a doctor selected by the EMPLOYER in order to
verify that the EMPLOYEE is fully able to return to work. No benefits will accrue to any
EMPLOYEE when on disability leave of absence without pay, except that the City will
Continue to contribute to the medical insurance premiums of the EMPLOYEE to the
same extent as if the EMPLOYEE was not on disability leave.
ARTICLE 17. FUNERAL LEAVE
17.1 Paid funeral leave will be granted, if requested, to all full-time employees for a maximum
of five (5) days for death of an employee's spouse, child, father, or mother, and for three
(3) days for the death of a brother, sister, grandparent, grandchild, current spouse's
mother or father, grandparents of current spouse, siblings of current spouse, spouses of
employee siblings, son-in-law, daughter-in-law, step-parent, step-children, step-
grandparents, step-grandchildren, step-sister, step-brother, niece, nephew, aunt, uncle, or
legal guardian.
17.2 Additional days of funeral leave may be requested to and approved by the City
Administrator, taken as needed and charged to accrued sick leave. If sick time is not
available, the time may be taken from accrued vacation leave, or as unpaid
time, all of which must be approved by the City Administrator.
17.3 Full-time employees may also request up to two (2) days of accrued sick leave for the
death of non-immediate related family members (related by blood or marriage) or death
of a non-related person. If sick leave is not available, the time may be taken from
accrued vacation leave or as unpaid time, all of which must be approved by the City
15
Administrator.
17.4 Notwithstanding the use of time above, full-time and part-time EMPLOYEES may
request to use accrued vacation time as funeral leave, which must be approved by the
City Administrator.
ARTICLE 18. INSURANCE
18.1 The EMPLOYER will contribute 100% of the health insurance premium for full-time
employees electing single coverage on any plan.
The EMPLOYER will contribute 100% of the health insurance premium up to $1,753.00
per month for family coverage premiums for full-time EMPLOYEES. Any premium in
excess of $1,753.00 per month will be split, with the EMPLOYEE paying 50% of the
excess until the EMPLOYEE has paid 25% of the total monthly premium for family
coverage.
Once the EMPLOYEE’S contribution to the family coverage insurance premium reaches
the 25 percent level, future premium increases or decreases will be shared between the
EMPLOYEE/EMPLOYER at the rate of a 25/75 split.
The EMPLOYER will contribute $3,000 toward the EMPLOYEE’S HRA or HSA
account.
The EMPLOYER will contribute 100% of the premium for full-time employees electing
single dental coverage.
The EMPLOYER will contribute no less than $122.95 per month for full-time
EMPLOYEES selecting family dental coverage.
18.2 The EMPLOYER will provide a life insurance policy for each full-time EMPLOYEE
with coverage of $50,000. The full cost of the premium will be paid by the
EMPLOYER.
18.3 An EMPLOYEE will have the option to convert accrued sick time to pay the premium
for Long Term Disability. The tax on the premium will continue to be taken from the
EMPLOYEE's paycheck in order to satisfy the IRS requirements.
18.4 In the event the health insurance provisions of this Agreement fail at any time to meet the
requirements of applicable law and its related regulations or cause the EMPLOYER to be
subject to a penalty, fine or additional tax liability, LELS and the EMPLOYER will meet
promptly to negotiate alternative provisions in good faith.
ARTICLE 19. HEALTH CLUB MEMBERSHIP
16
19.1 An EMPLOYEE will receive up to twenty-five ($25.00) per month toward a health club
membership, which will be reimbursed at the end of the year.
ARTICLE 20. UNIFORMS
20. 1 The EMPLOYER will provide full-time EMPLOYEES with an annual uniform and
safety equipment allowance pursuant to the department policies in the amount of nine
hundred dollars ($900).
20.2 The uniform allowance will be paid on a voucher system. The investigator(s) and the
drug taskforce member will have the choice to take their uniform allowance in a form of
a check at the beginning of the year. This will be a taxed item to comply with the IRS
regulations.
20.3 EMPLOYEES may utilize up to one hundred dollars ($100.00) of their clothing
allowance per year for the purpose of dry cleaning the EMPLOYER-authorized work
uniform.
ARTICLE 21. WAGES
21.1 EMPLOYEES will be paid in accordance with the wage schedule attached to this
AGREEMENT entitled: APPENDIX “A”. APPENDIX “A” will be considered part of
this AGREEMENT. In 2021 EMPLOYEES will receive a 1% COLA increase on January
1st and a 1% COLA increase on July 1st as reflected in the wage schedule in APPENDIX
A. If other City employees’ COLA wages are increased more than the percentages
shown above in each respective year, APPENDIX A will be increased by the same
percentage.
ARTICLE 22. OVERTIME
22. 1 EMPLOYEES specifically directed by the EMPLOYER to work in excess of the
EMPLOYEE's scheduled shift will be paid at a rate of one and one half (1 ½) times the
EMPLOYEE's base rate of pay.
22.2 EMPLOYEES, who at the direction of the EMPLOYER, are scheduled to work more
than 2,080 hours in a calendar year will be paid at a rate of one and one-half (1 ½ ) times
the EMPLOYEE's base rate of pay.
22.3 EMPLOYEES may switch shifts with other EMPLOYEES with prior approval of the
Chief. Shift switching does not qualify an EMPLOYEE for overtime.
22.4 Overtime will be distributed as equally as practicable.
17
22.5 Overtime refused by EMPLOYEES will be for record purposes under Article 22.4
considered as unpaid overtime worked.
22.6 For the purpose of computing overtime compensation, overtime hours worked will not be
pyramided, compounded, or paid twice for the same hours worked.
22.7 Overtime will be calculated to the nearest fifteen (15) minutes.
22.8 EMPLOYEES have the obligation to work overtime or call-backs if requested by the
EMPLOYER unless unusual circumstances prevent the EMPLOYEE from so working.
ARTICLE 23. COURT TIME
23.1 EMPLOYEES who are required to appear in Court during their scheduled off-duty time
will receive a minimum of three (3) hour's pay at one and one-half (1 ½) times the
EMPLOYEE’s base pay rate. An extension or early report to a regularly-scheduled shift
for Court appearance does not qualify the EMPLOYEE for the three (3) hours minimum.
ARTICLE 24. STANDBY
24. 1 EMPLOYEES required by the EMPLOYER to standby will be paid for such standby
time at the rate of one (1) hour' s pay for each hour on standby.
ARTICLE 25. CALL BACK TIME
25. 1 EMPLOYEES who are called to duty during their scheduled off-duty time will receive a
minimum of two (2) hour's pay at one and one-half (1 ½) times the EMPLOYEE's base
pay rate. An extension or early report to a regularly scheduled shift for duty does not
qualify the EMPLOYEE for the two (2) hour's minimum.
ARTICLE 26. COMPENSATORY TIME
26.1 In lieu of payment for overtime, holiday leave, call back, court time, or standby time, and
with the prior approval of the Chief, EMPLOYEES may elect to take compensatory time,
at the applicable rate.
26.2 Compensatory time earned must be taken by the EMPLOYEE as soon as practicable.
EMPLOYEES will request compensatory time off and the EMPLOYER will permit
EMPLOYEES to use such time off within a reasonable period after the EMPLOYEE
makes the request provided such use does not unduly disrupt the operations of the Police
Department. Requests for compensatory time off will only be denied when to grant the
request would impose an unreasonable burden on the Police Department's ability to
18
provide services of acceptable quality and quantity for the public during the time
requested without the use of the EMPLOYEE's services.
26.3 EMPLOYEES who accumulate more than eighty (80) hours of compensatory time in the
“bank” of compensatory time will be paid in cash for any time in excess of eighty (80)
hours.
ARTICLE 27. P.O.S.T. LICENSE FEE AND TRAINING
27.1 The EMPLOYER shall afford paid time for employees to obtain the Police Officer
Standards Training (P.O.S.T.) annually. The EMPLOYER shall pay for training each
year, including license fees, tuition, and meals. Meals will be paid up to fifteen dollars
($15.00) for a single training day and up to thirty-five dollars ($35.00) a day if required to
stay overnight.
ARTICLE 28. EDUCATION REIMBURSEMENT
28.1 The EMPLOYER shall pay EMPLOYEE reimbursement of approved continued
education per the City’s Personnel Policies Section 5.80 Continuing Education Program.
ARTICLE 29. RESIGNATION
29.1 Any EMPLOYEE wishing to leave municipal service in good standing will file with the
supervisor, at least fourteen (14) days before leaving, a written resignation stating the
effective date of the resignation. Failure to comply with this procedure may be
considered cause for denying terminal leave benefits. Unauthorized absence from work
for a period of three (3) consecutive working days may be considered by the supervisor
as a resignation without such benefits.
ARTICLE 30. PART-TIME EMPLOYEES
30.1 Part-time EMPLOYEES will receive the same benefits as other part-time City
EMPLOYEES as set forth in the City's Personnel Policy. Part-time EMPLOYEES are
not eligible for one and one-half (1 ½) times normal pay for holidays worked as set forth
in Article 12.4.
30.2 Part-time EMPLOYEES will be compensated at wage rates set forth for part-time
EMPLOYEES in the Appendix "A." attached to this AGREEMENT.
ARTICLE 31. WAIVER
31.1 Any and all prior agreements, resolutions, practices, rules and regulations regarding terms
and conditions of employment to the extent inconsistent with the provision of this
AGREEMENT, are hereby superseded.
19
31.2 The parties mutually acknowledge that during the negotiations which resulted in this
AGREEMENT, each had the right and opportunity to make demands and proposals with
respect to any term or condition of employment not removed by law from bargaining. All
agreements and understandings arrived at by the parties are set forth in writing in this
AGREEMENT for the stipulated duration of this AGREEMENT. The EMPLOYER and
LELS each voluntarily and unqualifiedly waives the right to meet and negotiate regarding
any and all terms and conditions of employment referred to or covered by this
AGREEMENT, even though such terms or conditions may not have been within the
knowledge or contemplation of either or both of the parties at the time this contract was
negotiated or executed.
ARTICLE 32. DURATION
32.1 This AGREEMENT will be effective as of January 1, 2021, and will remain in full force
and effect until the 31st day of December, 2021.
IN WITNESS WHEREOF, the parties hereto have executed this AGREEMENT indicated
below.
FOR THE CITY OF MEDINA: LAW ENFORCEMENT LABOR
SERVICES, INC.
______________________________ ______________________________
DATE: _______________________ DATE: _______________________
______________________________ ______________________________
DATE: ________________________ DATE: _______________________
APPENDIX A
Al. WAGES
EFFECTIVE 1-1-2021 HOURLY RATE:
STEP 1 - Start $29.57
STEP 2 - After 1 Year of Continuous Service $32.81
STEP 3 - After 2 Years of Continuous Service $36.02
20
STEP 4 - After 3 Years of Continuous Service $39.29
EFFECTIVE 7-1-2021 HOURLY RATE:
STEP 1 - Start $29.87
STEP 2 - After 1 Year of Continuous Service $33.14
STEP 3 - After 2 Years of Continuous Service $36.38
STEP 4 - After 3 Years of Continuous Service $39.68
A2. Part-time EMPLOYEES will be compensated at a wage rate equal to or greater than Step
1 above.
A3. Nothing in Appendix "A" will constrain the EMPLOYER from hiring an EMPLOYEE at
any step in the wage schedule.
A4. The EMPLOYER will pay Investigators/Drug Task Force Officers an additional two
hundred and fifty ($250.00) per month (or give eight hours of compensatory time for
every week on call) for officers assigned to these positions.
A5. The EMPLOYER will reimburse all full-time EMPLOYEES for travel and meals in
accordance with the City’s Travel Policy Section 99.20.
A6. The EMPLOYER will pay a designated Field Training Officer (FTO) at a rate of $1.50
per hour in addition to the FTO’s base wage for hours worked as an FTO.
MEMORANDUM
TO: Medina City Council
FROM: Jodi Gallup through Scott Johnson, City Administrator
DATE OF REPORT: July 27, 2020
DATE OF MEETING: August 4, 2020
SUBJECT: Administrative Assistant to Planning and Public Works
Appointment
General Background
At the June 2, 2020 regular meeting, the City Council accepted the resignation of
Administrative Assistant Katrina Jones and authorized the recruitment to fill this position.
City staff received 122 applications seeking this position. We conducted email interviews
with the top 17 candidates and from there, selected the top 6 candidates for formal
interviews with Planning Director Dusty Finke, Public Works Director Steve Scherer,
and Assistant City Administrator Jodi Gallup. We completed these interviews on July
15th & 16th. The top two candidates came to City Hall for second interviews on July 20th.
Staff conducted reference checks, employment verifications, and a background check on
our top candidate, and we feel that we have selected the best overall person for this
position.
Appointee Background
Lisa DeMars has over 20 years of experience in administrative office positions working
for AbelConn, LLC and Norstan Communications. She will bring exceptional customer
service skills, technology, and organizational skills to our team. Lisa’s co-workers
describe her as thorough, detailed, fair, unflappable, smart, kind, team player, assertive
and a hard-working problem solver. It is our belief that Lisa DeMars will be a great
addition to the City of Medina.
Recommendation
We recommend City Council approve the hiring of Lisa DeMars to the position of
Administrative Assistant to Planning and Public Works, effective August 6, 2020, with a
beginning hourly wage (non-exempt) of $26.28/hr. and other benefits to be at the same
rate as other non-union employees, in accordance with the City Personnel Policies. A
probationary period is recommended for the position of 6-months, starting from the date
of hire. Additional wage increase may be considered upon a satisfactory six-month
performance review.
Agenda Item # 5B
MEMORANDUM
TO: Mayor and City Council
FROM: Public Safety Director Jason Nelson
DATE OF REPORT: July 28, 2020
DATE OF MEETING: August 4, 2020
SUBJECT: Police Officer Hiring
General Background
At the June 2, 2020 regular meeting, the City Council authorized the addition of a police
officer that was budgeted for 2019. The position was not filled because of background
concerns in late 2019 with a finalist. The City Council gave the authorization to move
forward with looking at our two internal Community Service Officer candidates.
Patrick Johnson and Kaylen Boeddeker both applied and interviewed with Assistant City
Administrator Jodi Gallup, Sergeant Kevin Boecker, Council Member Dino DesLauriers
and me. Sergeant Boecker conducted a thorough pre-employment background check that
included: reference checks, employment verifications, financial, physical, and
psychological exams, on our top candidate. We think that we have selected the best
overall person for this position.
Appointee Background
Kaylen Boeddeker recently graduated from Minneapolis Community and Technical
College with an Associates of Applied Science Degree. She also received her law
enforcement certificate from Hennepin Technical College. Kaylen has since taken and
passed the Police Officers Standards and Training (POST) board test and is eligible to be
licensed. Kaylen has been employed as a Community Service Officer for the Medina
Police Department since October 2019 and has done an outstanding job. Kaylen is
friendly, outgoing, detail orientated, and is eager to become a Medina Police Officer. It
is my belief that Kaylen will be a great addition to not only the Medina Police
Department but to the entire city.
Recommendation
We recommend City Council approve the hiring of Kaylen Boeddeker to the position of
Police Officer, effective August 5, 2020, with a beginning hourly wage (non-exempt) of
$26.04/hr. and other benefits to be at the same rate as other union employees, in
accordance with the Law Enforcement Labor Services (LELS) Union Contract and the
City Personnel Policies. A probationary period is recommended for the position of 12
months, starting from the date of hire.
Agenda Item # 5C
Agenda Item # 5D
MEDINA POLICE DEPARTMENT
2052 County Road 24
Medina, MN 55340-9790
p: 763-473-9209
f: 763.473.8858
non -emergency: 763.525.6210
MEMORANDUM Emergency 9-1-1
TO: Mayor and City Council
FROM: Chief Jason Nelson
DATE: July 30, 2020
RE: Filling of the Open CSO Position
With the hiring of Community Service Officer (CSO) Kaylen Boeddeker as our next patrol
officer, I would request permission to post and recruit for applicants to fill the open CSO
position. Attached is the job description for the CSO position.
I would ask the Medina City Council for their permission to move forward on the hiring of a
part-time CSO to fill the open position.
City of Medina Position Description
COMMUNITY SERVICE OFFICER
City Council Approved: 08.15.2017
Position Title: Community Service Officer
Department: Police Department
Supervisor’s Title: Patrol Sergeant
Pay Grade: $16.00 to $18.00/hour DOQ
FLSA Status: NON-EXEMPT
Work Status: Part-time, temporary
PRIMARY OBJECTIVE OF POSITION
To provide a variety of public safety and other municipal services, including, but not limited to, crime
prevention, animal control, packet deliveries, equipment maintenance, property control, limited code
enforcement, investigation, and follow up on nuisance complaints, and other duties not requiring a sworn
police officer.
ESSENTIAL FUNCTIONS OF POSITION
Patrols City streets and responds to non-emergency calls assigned.
Works with the City Planning Department to observe, report, and enforce the City’s nuisance ordinance.
Impounds at-large dogs and found dogs.
Assists the public with questions involving community service related topics.
Investigates and writes reports on animal bites, medical emergencies, found property, and other
miscellaneous complaints.
Assists the public in the recovery of lost or stolen animals.
Assists in identifying found animals, notifying owners when necessary.
Provides emergency medical assistance and life support as a first responder.
Transports police evidence to appropriate agency for examination.
Assists in squads upkeep; takes the squads in for scheduled maintenance.
Performs housekeeping duties, (ie. garage, booking room, evidence room.)
Performs house checks.
Assists officers with traffic control.
Delivers necessary paperwork to the City attorney's office, Ridgedale Court, and City officials.
Observes and reports violations of the nuisance ordinance.
Performs other duties as assigned.
OTHER DUTIES AND RESPONSIBILITIES
Assists with general office duties, typing and filing reports, entering data, and answering phones.
Works with the CJIS and NCIC systems.
Assists the administration as directed.
Assists public at the front window with report request, burn permits, and hunting permits.
Assists with inventory of recovered property.
Maintains the inventory of need forms and equipment.
Maintains business directories for CAD.
Coordinates Crime Prevention programs.
Assists with evidence preparation for court.
Provides good working habits and a willingness to cooperate with others and contribute in a positive way
to a pleasant working climate.
HIRING AND PERFORMANCE ASSESSMENTS WILL INCLUDE THE FOLLOWING
KNOWLEDGE, SKILLS, AND ABILITIES
Knowledge of principles, procedures, techniques and equipment of law enforcement.
Knowledge of pertinent Federal, State and local laws, codes and regulations.
Knowledge of City geography.
Skill to handle animal restraint and care techniques.
Skill to keep records and file maintenance systems.
Skill and principles of report preparation.
Ability to work with operational hazards and standard safety practices.
Ability to use methods and techniques in conflict resolution.
City of Medina Position Description COMMUNITY SERVICE OFFICER
City Council Approved: 08.15.2017
Ability to maintain physical condition necessary for sitting, standing, or walking for prolonged periods;
light to moderately heavy lifting and carrying; may be required to climb, stoop, kneel in performance of
the job responsibilities; general manual dexterity; adequate vision, speech, and hearing required; must be
able to operate assigned equipment.
AUTHORITY: This position is specifically limited to aiding and assisting regular police officers and the
administrative staff in the performance of their duties or acting upon the rights as a citizen of the State of
Minnesota. By ordinance this position has limited authority to issue citation for certain misdemeanor violations.
Conduct and actions are controlled by department policy.
FIREARMS: The use of a firearm will be limited to the use of a shotgun for the dispatching of injured or sick
animals. Each Community Service Officer will be trained in the use of the shotgun. They will have to qualify
and show proficiency annually.
MINIMUM REQUIREMENTS
A minimum of 18 years of age.
Enrolled in a post-secondary two or four year criminal justice or law enforcement degree program.
Possess a valid Minnesota Driver's License.
Possess good judgment and common sense.
Must be able to tolerate stress in a multitude of forms, such as taking enforcement action, dealing with
anxious and emotional persons.
Work rotating shifts.
First responder training.
DESIRABLE QUALIFICATIONS
Experience with community service, computer maintenance, working with animals, public relations and
public presentations.
WORKING CONDITIONS: Combination of outside environment and office environment. Outside
environment, exposure to inclement weather conditions. Office environment exposure to computers
and working closely with others.
Agenda Item # 5E
From: J<erbv Nester
To: Dusty Finke
Subject: Tuesday
Date: Wednesday, July 08, 2020 7:32:28 AM
Hi Dusty,
I wanted to give you a heads up. The Nester family has decided to relocate to Mound. We close on our house 7/31,
so this Tuesday will be my last meeting.
It has been a pleasure.
Thanks,
Kerby
Resolution No. 2020-
August 4, 2020
Member _____ introduced the following resolution and moved its adoption:
CITY OF MEDINA
RESOLUTION NO. 2020-
RESOLUTION ACCEPTING RESIGNATION OF KERBY
NESTER FROM THE PLANNING COMMISSION
WHEREAS, on January 1, 2018 the City Council appointed Kerby Nester to the Planning
Commission, with a term to expire on December 31, 2020; and
WHEREAS, on July 8, 2020, Kerby Nester submitted a letter of resignation from her position
on the Planning Commission.
NOW, THEREFORE, BE IT RESOLVED by the city council of the city of Medina that
Kerby Nester’s letter of resignation from the Planning Commission is hereby accepted.
Dated: August 4, 2020.
______________________________
Kathleen Martin, Mayor
ATTEST:
_______________________________
Jodi M. Gallup, City Clerk
The motion for the adoption of the foregoing resolution was duly seconded by member ______
and upon vote being taken thereon, the following voted in favor thereof:
And the following voted against same:
Whereupon said resolution was declared duly passed and adopted.
MEMORANDUM
TO: City Council, through City Administrator Scott Johnson
FROM: Jim Stremel, City Engineer
DATE: July 29, 2020
MEETING: August 4, 2020
SUBJECT: Hickory Drive Street & Utility Improvement Project – Assessment Hearing
Background:
On February 19, 2019 the City Council adopted a resolution approving the Hickory Drive Street
& Utility Improvement Project plans/specifications and authorizing advertising for bids. Bids
were opened in March of 2019 and the project was substantially complete by the fall with minor
improvements and punch list items completed this spring. The contractor has completed the work
in full and provided the requested closeout documentation including a 2-year warranty bond.
The project area is located on Hickory Drive north of Hamel Road and included replacement of the
existing bituminous pavement, underlying aggregate base, and the addition of concrete curb from
Hamel Road through the new cul-de-sac. The width of the new street is similar to what existed
including the area of the cul-de-sac. The old Hickory Drive did not have a storm sewer system and
the project included the construction of a storm sewer system to improve drainage and convey runoff
to the proposed stormwater pond. The sanitary sewer system was found to be in satisfactory
condition, but the old cast-iron watermain system was replaced along with the service connections.
The final project cost was $660,670.86 which included the construction cost, costs for legal,
engineering, administrative, financing, and the land acquisition for the pond improvements. The
estimated project cost contained within the original project feasibility report was $671,500. The
project is to be funded through special assessments to the benefiting properties, City street and utility
funds. The City received grant funding through the Elm Creek Watershed Management Commission
and the Hennepin County Natural Resources Opportunity Grant Program.
The final step in the project process is for the City Council to conduct the assessment hearing and
consider adopting the assessment roll.
City Council Action Requested:
Following the Assessment Hearing, consider approving the resolution adopting the Assessment Roll
for the Hickory Drive Street & Utility Improvement Project.
Agenda Item # 7A
Resolution No. 2020-xx
August 4, 2020
Member __ introduced the following resolution and moved its adoption:
CITY OF MEDINA
RESOLUTION NO. 2020-xx
RESOLUTION ADOPTING ASSESSMENT ROLL FOR
HICKORY DRIVE STREET & UTILITY PROJECT
WHEREAS, the finance director, with the assistance of the city engineer and public works
director, prepared a proposed roll regarding the assessment of benefited properties for a portion of
the cost of the Hickory Drive reconstruction project which consisted of a road reconstruction and
utility improvements; and
WHEREAS, pursuant to notice as required by law, the city council conducted a public
hearing on August 4, 2020, with regard to the proposed assessments and heard and passed upon all
objections to the proposed assessment.
NOW, THEREFORE, BE IT RESOLVED by the city council of the city of Medina,
Minnesota, as follows:
1. The proposed assessment, a copy of which is attached hereto and made a part hereof,
is hereby accepted and shall constitute a special assessment against the lands named therein, and
each tract of land therein included is hereby found to be benefited by the improvement in the
amount of the assessment levied against it.
2. The special assessment shall be payable in equal annual installments extending over
a period of 15 years, the first installment to be payable with property taxes in 2021, and shall bear
interest at the rate of 3.85% per annum from the date of the adoption of this assessment resolution.
To the first installment shall be added interest on the entire assessment from the date of this
resolution until December 31, 2021. To each subsequent installment when due shall be added
interest for one year on all unpaid installments.
3. Any assessment of a property in green acres status will go directly into deferment,
accruing interest at a compounded rate. The whole of the assessment on such property may be paid
at any time to the city finance director, with interest accrued through December 31 of the year in
which such a payment is made.
4. The owner of any property so assessed may, at any time prior to November 15,
2020, pay the whole of the assessment on such property to the city finance director, with interest
accrued to the date of payment, except that no interest shall be charged if the entire assessment is
paid within 30 days of the adoption of the assessment. Thereafter, any owner may pay to the city
finance director the entire amount of the assessment remaining unpaid, with interest accrued to
December 31 of the year in which such payment is made. Such payment must be made before
November 15 or interest will be charged through December 31 of the next succeeding year.
Resolution No. 2020-xx
August 4, 2020
2
5. The finance director shall forthwith transmit a certified duplicate of this resolution to
the county auditor to be extended on the property tax lists of the county and such assessments shall
be collected and paid over in the same manner as other municipal taxes.
Dated: August 4, 2020.
Kathleen Martin, Mayor
ATTEST:
Jodi Gallup, City Clerk
The motion for the adoption of the foregoing resolution was duly seconded by member __ and
upon vote being taken thereon, the following voted in favor thereof:
-
and the following voted against same:
-
Whereupon said resolution was declared duly passed and adopted.
Resolution No. 2020-xx
August 4, 2020
3
1 1111823410003 RAYMOND H & SHIRLEY M LUNDE 972 HAMEL RD MEDINA, MN 55340 $17,844.55
2 1111823410004 WESTCREEK PROPERTIES LLC 3575 HICKORY DR MEDINA, MN 55340 $33,659.28
3 1111823410005 KMM LAND DEVELOPMENT LLC 3595 HICKORY DR MEDINA, MN 55340 $30,089.30
4 1111823140014 STEVEN R & MARY J HUGHES 3600 HICKORY DR MEDINA, MN 55340 $77,081.95
5 1111823410006 WESTCREEK PROPERTIES LLC 900 HAMEL RD MEDINA, MN 55340 $54,696.81
$213,371.91
ASSESSMENTMAP ID PID PROPERTY OWNER PROPERTY ADDRESS
Resolution No. 2020-xx
August 4, 2020
4
Resolution No. 2020-xx
August 4, 2020
Member __ introduced the following resolution and moved its adoption:
CITY OF MEDINA
RESOLUTION NO. 2020-xx
RESOLUTION ADOPTING ASSESSMENT ROLL FOR
BROCKTON LANE STREET IMPROVEMENT PROJECT
WHEREAS, the finance director, with the assistance of Bolton & Menk Inc. and public
works director, prepared a proposed roll regarding the assessment of benefited properties for a
portion of the cost of the Brockton Lane Street project which consisted of sanitary sewer
improvements; and
WHEREAS, pursuant to notice as required by law, the city council conducted a public
hearing on August 4, 2020, with regard to the proposed assessments and heard and passed upon all
objections to the proposed assessment.
NOW, THEREFORE, BE IT RESOLVED by the city council of the city of Medina,
Minnesota, as follows:
1. The proposed assessment, a copy of which is attached hereto and made a part hereof,
is hereby accepted and shall constitute a special assessment against the lands named therein, and
each tract of land therein included is hereby found to be benefited by the improvement in the
amount of the assessment levied against it.
2. The special assessment shall be payable in equal annual installments extending over
a period of 7 years, the first installment to be payable with property taxes in 2021, and shall bear
interest at the rate of 3.85% per annum from the date of the adoption of this assessment resolution.
To the first installment shall be added interest on the entire assessment from the date of this
resolution until December 31, 2021. To each subsequent installment when due shall be added
interest for one year on all unpaid installments.
3. Any assessment of a property in green acres status will go directly into deferment,
accruing interest at a compounded rate. The whole of the assessment on such property may be paid
at any time to the city finance director, with interest accrued through December 31 of the year in
which such a payment is made.
4. The owner of any property so assessed may, at any time prior to November 15,
2020, pay the whole of the assessment on such property to the city finance director, with interest
accrued to the date of payment, except that no interest shall be charged if the entire assessment is
paid within 30 days of the adoption of the assessment. Thereafter, any owner may pay to the city
finance director the entire amount of the assessment remaining unpaid, with interest accrued to
December 31 of the year in which such payment is made. Such payment must be made before
November 15 or interest will be charged through December 31 of the next succeeding year.
Agenda Item # 7B
Resolution No. 2020-xx
August 4, 2020
2
5. The finance director shall forthwith transmit a certified duplicate of this resolution to
the county auditor to be extended on the property tax lists of the county and such assessments shall
be collected and paid over in the same manner as other municipal taxes.
Dated: August 4, 2020.
Kathleen Martin, Mayor
ATTEST:
Jodi Gallup, City Clerk
The motion for the adoption of the foregoing resolution was duly seconded by member __ and
upon vote being taken thereon, the following voted in favor thereof:
-
and the following voted against same:
-
Whereupon said resolution was declared duly passed and adopted.
Resolution No. 2020-xx
August 4, 2020
3
MAP ID PID PROPERTY OWNER PROPERTY ADDRESS ASSESSMENT
1 1211823440003 BLUEMOON PROPERTIES LLC 4685 BROCKTON LANE MEDINA, MN $2,341.55
2 1211823440016 WILLIAM DUPRE 4665 BROCKTON LANE MEDINA, MN $2,341.55
3 1211823440006 JACOB & ERIN OLSEN 4645 BROCKTON LANE MEDINA, MN $2,341.55
5 1211823440008 ROWDY & SHANNON DORWEILER 4625 BROCKTON LANE MEDINA, MN $2,341.55
6 1211823440017 CITY OF MEDINA 3200 MILL DR MEDINA, MN $2,341.55
7 711822320018 CITY OF PLYMOUTH 19045 HAMEL ROAD PLYMOUTH, MN $2,341.55
$14,049.30
Resolution No. 2020-xx
August 4, 2020
4
Planning Department Update Page 1 of 2 August 4, 2020
City Council Meeting
MEMORANDUM
TO: Mayor Martin and Members of the City Council
FROM: Dusty Finke, Planning Director; through City Administrator Scott Johnson
DATE: July 30, 2020
SUBJ: Planning Department Updates – August 4, 2020 City Council Meeting
Land Use Application Review
A) Meadow View Townhomes– north of Highway 55, west of CR116 – Lennar has applied for
a preliminary plat to develop 125 townhomes on approximately 20 net acres. Staff has
conducted a preliminary review and requested additional information. The Planning
Commission held a public hearing at the July 14 meeting and recommended approval,
conditioned upon the plan incorporating the final Tamarack Drive study information. The
item is tentatively scheduled to be presented to Council on August 18.
B) Bartzen Septic Variance – 1075 Oak Circle – John and Mary Bartzen have requested a
variance from the required 75-foot setback from wetlands to replace an existing
noncompliant septic system. It appears the proposed site is the only location which can
accommodate a system. A public hearing is scheduled for the August 18 City Council
meeting.
C) Ditter Subdivision – 2032-2052 Holy Name Drive – Tom and Jim Ditter have requested
Comprehensive Plan Amendment, Rezoning, Preliminary Plat, and Interim Use Permit to
replat their existing four lots into five lots. A public hearing is scheduled for the August 12
Planning Commission meeting.
D) Brugger Home Occupation CUP – 1345 Elsinore Circle – Kayla Brugger has requested a
CUP to offer fitness instruction out of her home, in addition to sessions offered in client
homes or virtually. A public hearing is scheduled for the August 12 Planning Commission
meeting.
E) Roehl Preliminary Plat – 1735 Medina Road – The Estate of Robert Roehl has requested a
preliminary plat to subdivide 28 acres into two lots. The Planning Commission held a
public hearing on May 12 and recommended approval. The City Council granted
preliminary plat approval on June 16. Staff will await an application for final plat.
F) Cates Ranch Comp Plan Amendment and Rezoning – 2575 and 2590 Cates Ranch Drive – Robert
Atkinson has requested a change of the future land use from Future Development Area to Business,
a staging plan amendment to 2020, and a rezoning to Business Park. The application is incomplete
for review, and the City has requested additional materials.
G) OSI Expansion – Arrowhead Drive, north of Highway 55 – Arrowhead Holdings (real estate
company for OSI) has requested final plat approval for Cavanaughs Meadowwoods Park 3rd Addn.
The City Council granted final plat approval on June 16. The applicant has begun site work and
applied for a building permit. Staff is working with the applicant on the conditions of
approval to allow issuance of the permit.
H) Mark of Excellence Comp Plan Amendment, PUD Concept Plan – east of Mohawk Drive,
north of Highway 55 – Mark Smith (Mark of Excellence Homes) has requested a Comp
Plan Amendment and PUD Concept Plan for development of 76 twinhomes, 41 single-
family, and 32 townhomes on the Roy and Cavanaugh properties. The Council adopted a
resolution granting conditional approval and authorizing submission to the Met Council.
Planning Department Update Page 2 of 2 August 4, 2020
City Council Meeting
The Met Council has authorized the City to put the amendment into effect. Staff will await
a preliminary plat application.
I) Adam’s Pest Control Site Plan Review, Pre Plat, Rezoning – Jan-Har, LLP (dba Adam’s
Pest Control) has requested various approvals for development of a 35,000 s.f. office
building, restaurant, and 13,000 s.f. warehouse/repair shop north of Highway 55, west of
Willow Drive (PIDs 04-118-23-21-0001 and 04-118-23-24-0001). The Planning
Commission held a public hearing at the November 12 and March 10 meetings and
recommended approval. The City Council adopted approval documents on March 17.
J) Johnson ADU CUP, Hamel Brewery, St. Peter and Paul Cemetery – The City Council has adopted
resolutions approving these projects, and staff is assisting the applicants with the conditions of
approval in order to complete the projects.
K) Hamel Haven subdivision – These subdivisions have received final approval. Staff is working with
the applicants on the conditions of approval before the plat is recorded.
Other Projects
A) Tamarack Drive study – The Council reviewed the report on July 21 and directed staff to meet with
adjacent property owners to attempt to address concerns which were raised at the end of the process.
Staff coordinated a meeting with the owners and believes it is possible to incorporate a number of
changes to address the comments. Generally, the concept will be updated to slide the roundabout as
far south as possible, providing the opportunity for a second access point further north.
B) Long Lake Subwatershed Assessment – staff met with a representative from the DNR related to
potential ravine stabilization project within Wolsfeld Woods SNA. Work within a SNA has a
number of stringent requirements, even when the project is intended to improve stormwater.
Minnehaha Creek is updating its assumptions to meet these requirements to see if a project may be
viable.
C) City Hall Septic – staff has requested quotes for the construction this fall.
TO:Mayor and City Council
FROM:Jason Nelson, Director of Public Safety
DATE:July 31, 2020
RE: Department Updates
This past week we have had our first positive COVID-19 test of an employee with the police
department. With this pandemic, we all knew that it was just a matter of time before one of us got
the virus or was personally affected. The employee is resting at home and doing ok. We are
following the guidelines from MDH for the employees return. The rest of us at the police department
continue to be diligent on doing our best to clean before, during and after the shifts, as well as
practicing good personal hygiene and social distancing skills.
We have not had any issues to-date with the mandated mask order that went into effect on July 25. I
have spoken with a few of our larger businesses about their corporate policies to ensure that we are
on the same page as far as enforcement goes. Most are operating on the same page that they do not
want police enforcement and will call if they have issues if education efforts fail.
We continue to interview venders for our body/squad camera solutions. Sergeant Boecker and
Officer Hall, along with our IT Specialist Mike Brocco, have been tasked with finding our most
affordable solution. I will continue to update the Council on the progress of this important project.
CSO Boeddeker has completed all the pre-employment hiring requirements and a memo is attached
authorizing to give a conditional job offer to her. We are very excited to have CSO Boeddeker
become our departments 11th police officer.
Patrol:
Patrol Updates 07/15/2020 through 07/27/2020
Patrol Activities – Between the dates of July 1, 2020 through July 14, 2020 our officers issued 33
citations and 62 warnings for various traffic violations. There were 4 property damage accidents
reported, 2 personal injury accident, 6 medicals, 7 welfare checks/mental health calls, 6 business
alarms, 5 residential alarms, 7 suspicious calls, and 13 assists to other agencies.
Mayor and City Council
MEMORANDUM
On 07/15/2020 Officer took a forgery/fraud report. Victim reported someone had applied for
unemployment using his name. There have been several similar reports made over the past few
months.
On 07/15/2020 around 2346 hours Officer stopped a vehicle for pulling out in front of the squad and
nearly causing a collision, speeding, and driving out of the traffic lane. The driver showed signs of
being impaired by a controlled substance and was placed under arrest for DWI. A blood sample was
obtained by way of a search warrant and charges are pending the results.
On 07/16/2020 Officers were dispatched to a reported personal injury accident in the intersection of
Highway 55 and County Road 116. Witnesses reported a westbound vehicle ran a red light and
struck a second vehicle that was northbound through the intersection on a green light. The driver of
the westbound vehicle was cited for multiple offenses. Minor injuries were reported.
On 07/17/2020 Officer took a financial transaction card fraud report. Resident reported a business
credit card had been used fraudulently incurring nearly $21,000 in fraudulent charges in California.
The credit card company reversed the charges and is investigating.
On 07/20/2020 Officer was dispatched to a possible prowler in the parking lot of Medina Golf and
Country Club. A male was seen getting out of a vehicle and entering parked vehicles in the lot
before leaving. A license plate of the suspect vehicle was obtained. It was later learned that nothing
was reported taken but a similar theft of wallet was reported from a golf course in Corcoran that may
be related.
On 07/23/2020 Officers were dispatched to 500 block of Clydesdale Trail on a report of an
unconscious employee. Officers arrived to find the patient having a diabetic reaction and was nearly
unconscious. North Paramedics arrived and was able to provide first aid to the patient who quickly
regained consciousness.
On 07/26/2020 Officer was dispatched to a reported personal injury accident in the 1500 block of
Homestead Trail. Upon arrival the officer learned that a vehicle had pulled out of a driveway into the
path of an oncoming bicyclist. The bicyclist was transported to the hospital with apparently non-life-
threatening injuries.
Over the past several weeks numerous political signs have been reported stolen or damaged in the
southern part of the city (Tamarack, Hunter, Willow Drives).
Investigations:
It has been a busy month in investigations. Most of the cases assigned to investigations have
required either a search warrant or an administrative subpoena. Since mid-June, I have done a total
of eight search warrants and eight administrative subpoenas.
Investigating a harassment complaint over an online gaming application. Both the victim and suspect
are under the age of 10. Investigation is ongoing.
Interviewed a suspect involved in an ongoing theft investigation from a business. I am still awaiting
some additional documentation before submitting my report to the County Attorney’s office for
charging.
Completed a background check for City Employment.
Covered a Patrol shift for an officer who was on vacation.
There are currently (10) cases assigned to investigations.
MEMORANDUM
TO: City Council, through City Administrator Scott Johnson
FROM: Steve Scherer, Public Works Director
DATE: July 30, 2020
MEETING: August 4, 2020
SUBJECT: Public Works Update
STREETS
x Public Works has been evaluating certain streets and finding innovative ways to move
them out a few more years on the capital improvement plan (CIP). I will have an updated
version for the next budget meeting.
x The second sweeping of the Independence Beach neighborhood is complete along with a
few other problem areas in the city.
x Public Works has been cutting brush along Willow Drive south of County 24.
x The gravel streets were graded this past week after we finally got some rain.
WATER/SEWER/STORMWATER
x Public Works and Badger State inspections are making the final inspections to address
any warranty issues with the water tower rehab project. There are a few items on the list
to be cleaned up.
x Public Works has patched the blacktop over the new culvert on Hunter Drive.
x Public Works replaced the Elm Creek culvert under Blackfoot Trail. The culvert was
almost completely deteriorated on the bottom side.
x Public Works plans to close Holy Name Drive to replace the culvert crossing the street on
the south end. This will only be closed for a few hours. Signs are being installed this
week to inform the residents of the closure.
x Water meters were read this week and bills will be out soon.
PARKS/TRAILS
x The parks are in great shape and are being used a lot.
x We are working on a second version of the Hunter Lions Park redesign. We have made
recommendations to our consultant and continue to work towards the best layout.
x The tunnel under the R/R bridge in the Town Line area has been delivered. I spoke to the
people on site and the plan is to install it sometime in September.
PERSONNEL
x We received over 120 applications for the administrative assistant vacancy for planning
and public works. Interviews were completed and our recommendation is in your packet.
ORDER CHECKS JULY 21, 2020 – AUGUST 4, 2020
050468 CASH......................................................................................... $250.00 * Clean-up Day start up cash
050469 BOND TRUST SERVICES CORP ....................................... $101,493.75
050470 CENTERPOINT ENERGY ......................................................... $230.82
050471 COMMERCIAL ASPHALT CO. ............................................... $2,386.92
050472 EHLERS & ASSOC INC .......................................................... $3,575.00
050473 GEFFRE, BECKY ...................................................................... $500.00
050474 PLOTTS, ANA/CORY ................................................................ $250.00
050475 SCHOMMER, DAWN ................................................................. $500.00
050476 SCHWARTZ, BRIAN/KAREN ....................................................... $63.22
050477 WONDERFUL HOME BUILDERS, LLC ................................ $10,000.00
050478 ALL AMERICAN TITLE CO., INC ............................................... $545.51
050479 BRITE, KRISTINA ........................................................................ $54.52
050480 DESLAURIERS, CLAIRE ........................................................... $331.89
050481 FISCHER, SHELLEY/DOUGLAS ............................................... $250.00
050482 HOHENECKER, AMY ................................................................ $250.00
050483 JOHRI, SANDHYA/VIVEK.......................................................... $500.00
050484 MARSH, MARK.......................................................................... $250.00
050485 MET COUNCIL (SAC) ........................................................... $51,688.00
050486 MN DVS ....................................................................................... $14.25
050487 MORTIER, PEGGY .................................................................... $250.00
050488 RYAN COMPANIES ............................................................. $39,330.09
050489 TARGET CORPORATION- TIF PMTS .................................. $63,439.93
050490 MN DEPT OF LABOR/IND(BLDGPERM) ................................ $5,541.36
050491 APPLIED CONCEPTS INC ..................................................... $3,151.00
050492 BEAUDRY OIL & PROPANE .................................................. $3,009.81
050493 CAREFREE SERVICES INC ..................................................... $648.00
050494 CONTEMPORARY IMAGES ........................................................ $92.12
050495 CROW RIVER NEWS .................................................................. $48.95
050496 DESIGNING NATURE, INC. ................................................... $2,312.50
050497 DPC INDUSTRIES INC ........................................................... $2,101.52
050498 EARL F ANDERSEN INC .......................................................... $139.84
050499 ECM PUBLISHERS INC ............................................................ $158.30
050500 GREAT AMERICAN FINANCIAL SERVI .................................... $178.95
050501 H & H SPORTS SHOP, INC. ...................................................... $480.00
050502 HAKANSON ANDERSON ASSOCIATES I ................................ $864.56
050503 HOLIDAY FLEET ....................................................................... $104.00
050504 KAUFMAN SIGN COMPANY .................................................. $7,082.50
050505 KD & COMPANY RECYCLING INC ........................................... $828.17
050506 KENNEDY & GRAVEN CHARTERED .................................. $11,623.75
050507 MN HWY SAFETY & RESEARCH CTR ..................................... $445.00
050508 NAPA OF CORCORAN INC ...................................................... $178.82
050509 OFFICE DEPOT ........................................................................ $774.75
050510 PREMIUM WATERS INC ............................................................. $67.59
050511 RANDYS SANITATION INC ......................................................... $60.00
050512 ROLF ERICKSON ENTERPRISES INC .................................. $9,699.80
050513 RUSSELL SECURITY RESOURCE INC .................................... $185.00
050514 SCHMIDT CURB CO INC ....................................................... $5,375.00
050515 SHI INTERNATIONAL CORP ................................................. $4,792.00
050516 SITEONE LANDSCAPE SUPPLY ................................................ $27.25
050517 STREICHERS INC ..................................................................... $282.89
050518 SUN LIFE FINANCIAL ............................................................ $1,331.91
050519 SYMBOLARTS, LLC .................................................................. $457.50
050520 TEGRETE (CARLSON BLDG) ................................................ $1,566.34
050521 TIME SAVER OFFSITE SEC SVCS IN ...................................... $239.75
050522 TITAN MACHINERY INC ...................................................... $94,001.77
050523 US SOLAR BUSINESS - 3 ...................................................... $7,522.29
050524 VIKING INDUSTRIAL CENTER ................................................... $95.57
050525 WESTSIDE WHOLESALE TIRE .................................................. $81.00
050526 WSB & ASSOCIATES INC.................................................... $62,408.50
Total Checks $504,111.96
ELECTRONIC PAYMENTS JULY 21, 2020 – AUGUST 4, 2020
005592E FURTHER .............................................................................. $1,657.42
005593E PR PERA .............................................................................. $15,696.97
005594E PR FED/FICA ....................................................................... $16,227.38
005595E PR MN Deferred Comp ........................................................... $1,790.00
005596E PR STATE OF MINNESOTA .................................................. $3,590.97
005597E CITY OF MEDINA ........................................................................ $20.00
005598E FRONTIER .................................................................................. $56.91
005599E FARMERS STATE BANK OF HAMEL ......................................... $32.00
005600E MINNESOTA, STATE OF ....................................................... $1,506.00
005601E CIPHER LABORATORIES INC. .............................................. $3,168.00
005602E FURTHER ................................................................................... $33.60
005603E ELAN FINANCIAL SERVICE .................................................. $3,367.26
005604E VALVOLINE FLEET SERVICES ................................................ $162.65
005605E WRIGHT HENN COOP ELEC ASSN ...................................... $2,063.25
005606E FARMERS STATE BANK OF HAMEL ....................................... $150.00
005607E FURTHER ................................................................................... $99.38
Total Electronic Checks $49,621.79
PAYROLL DIRECT DEPOSIT JULY 22, 2020
0510380 BOEDDEKER, KAYLEN ............................................................ $628.35
0510381 JOHNSON, PATRICK M. ........................................................... $633.53
0510382 ALTENDORF, JENNIFER L. ................................................... $1,521.00
0510383 BARNHART, ERIN A. ............................................................. $2,514.01
0510384 BOECKER, KEVIN D. ............................................................. $2,484.51
0510385 CONVERSE, KEITH A. ........................................................... $2,103.44
0510386 DION, DEBRA A. .................................................................... $1,880.14
0510387 ENDE, JOSEPH...................................................................... $1,934.20
0510388 FINKE, DUSTIN D. ................................................................. $2,650.70
0510389 GALLUP, JODI M. ................................................................... $2,119.19
0510390 GLEASON, JOHN M. .............................................................. $2,422.93
0510391 GREGORY, THOMAS ............................................................ $1,950.75
0510392 HALL, DAVID M. ..................................................................... $2,039.87
0510393 HANSON, JUSTIN .................................................................. $1,956.64
0510394 JACOBSON, NICOLE ................................................................ $819.36
0510395 JESSEN, JEREMIAH S. .......................................................... $2,683.37
0510396 JOHNSON, SCOTT T. ............................................................ $2,286.95
0510397 KLAERS, ANNE M. ................................................................. $1,427.40
0510398 LEUER, GREGORY J. ............................................................ $1,857.77
0510399 MCGILL, CHRISTOPHER R. .................................................. $1,505.35
0510400 MCKINLEY, JOSHUA D .......................................................... $2,014.47
0510401 NELSON, JASON ................................................................... $2,531.60
0510402 REINKING, DEREK M ............................................................ $2,329.99
0510403 SCHARF, ANDREW ............................................................... $1,882.66
0510404 SCHERER, STEVEN T. .......................................................... $2,372.91
0510405 SCHNEIDER, BENJAMIN .......................................................... $807.81
0510406 DINGMANN, NATHAN ............................................................... $927.00
Total Payroll Direct Deposit $50,285.90