HomeMy WebLinkAboutResolution 96-47aRESOLUTION NO. 96- 1~7 aL,
WHEREAS, the position of City Manager became vacant on February 2, 1996, due to the resignation of
Patrick Hentges; and,
WHEREAS, the City Council has, with the assistance of a consultant, conducted an extensive search for
candidates for City Manager; and,
WHEREAS, after a thorough process to select a finalist from among a group endorsed by the consultant,
the Council has selected Walter Fehst; and,
WHEREAS, discussions with Walter Fehst have provided mutually acceptable terms and conditions of
employment;
NOW, THEREFORE, BE 1T RESOLVED, that the City Council of the City of Columbia Heights does
hereby appoint Walter Fehst, City Manager, of the City of Columbia Heights, effective July 8, 1996, under the
following terms and conditions of employment:
The City Manager shall be compensated at the annual salary of $72,000. The City Council will conduct
a performance evaluation at six months. Subject to satisfactory performance exraluation, the salary could
increase to $75,000. A performance evaluation will be conducted at 12 months, and the Council will
consider an additional salary increase at that time. Thereafter, performance evaluations will occur at 12
month intervals. Thereafter, salary adjustments will take place at the same time as other management
employees.
In the event the City reduces the salary or other benefits of the City Manager any time during the term of
the agreement in a greater percentage than for all other management employees, or in the event the City
suggests (whether formally or informally) that the City Manager resign, the City Manager may be deemed
terminated at the date of reduction or such notice within the context of the severance provision.
The City Manager has the option to participate in the State's Public Employees Retirement Association or
in a deferred compensation plan through the City. In the event the City Manager decides to opt out of
PERA, the City will contribute an amount to a deferred compensation plan in the same percentage as the
City would have contributed to PERA.
In addition, the City Manager is eligible to participate in the City's deferred compensation plan wherein the
City will match up to a $500 contribution made by the employee. The City Manager may also participate
in other qualified pension or deferred compensation plans subject to future negotiations with the City
Council.
The City Manager will participate in the City's medical, dental, and life insurance program on the same
basis as other management emPloyees. It is understood that should there be any change in these benefit
provisions for other employees, that the City Manager is also eligible to participate in the benefit package.
4. The City Manager will receive the same number of holidays as granted to other management employees.
The vacation schedule will allow for three weeks during the first year of employment and four weeks the
second year and thereafter.
The City Manager will be granted a 60 day bank of sick leave upon employment. Thereafter, the City
Manager will earn one day per month against the sick leave bank.
7. All accumulations of sick leave and vacation time will be in accordance with City policy.
The City Manager will receive a car allowance of $250 per month for the use of his personal automobile
on behalf of City business within the Twin Cities metropolitan area. Any travel on behalf of the City
outside of the area will be reimbursed on a per mile basis per City policy and IRS regulations.
The City will pay transportation, lodging, and related expenses for the City Manager and his spouse tb visit
the City for purposes of finding permanent housing. The City will also pay the cost of relocating the City
Manager's family and household goods from Mounflake Terrace to Columbia Heights.
10.
In recognition of the fact that the City Manager will assume employment prior to relocating his family and
household goods to Columbia Heights, the City will provide him with temporary living expenses at the rate
of $1,000 per month not to exceed three months.
11.
The City will pay all dues and related expenses, including conferences, to participate in the appropriate
professional organizations including the International City/County Management Association, Minnesota
City/County Management Association, League of Minnesota Cities, and other related professional and
municipal organizations. The City will also reimburse the City Manager for business expenses related to
the cost of doing business for the City.
12.
Upon employment, the City Manager is employed for a period of one year. He is subject to removal by
City Council with or without cause. He will be employed for additional one year periods of employment,
subject to the right of the Council to provide notice that they intend not to renew the automatic one-year
renewal. If the Council decides to exercise that option, they must give the City Manager notice per the
following schedule: Within the first year - five months; Within the second year - four months; Within the
third year - three months; and thereafter, three months notice. Should the City'Manager be found guilty
of a felony, malfeasance, misfeasance, or nonfeasance while in office, the terms and conditions of the
severance provision shall not apply. If the City Manager decides to leave employment with the City, he
must give at least a 30 day notice of his intent to resign.
13.
The City will defend, save harmless, and indenmify the City Manager against any negligence or professional
liability claim, whether gt:oundless or otherwise, arising out of an alleged act or omission occurring in the
performance of his duties as City Manager. The City will compromise and settle any such claims or suit,
and pay the amount of any settlement or judgment rendered thereon. The City will not indemnify the City
Manager for deliberate acts in violation on his part such as assault, theft, etc.
Passed this 28th day of May, 1996.
Offered by: Pete r son
Seconded by: Jones
Roll Call: A11 ayes
/t/o-Anne Student, Ci)uncil Secretary
oseph St{[rde~,ant, Mayor - -