HomeMy WebLinkAbout2025-42391
Minnesota GreenCorps
Host Site Agreement
Program Year 2025-2026
SWIFT #: 273370
I.Purpose
This Agreement is between the State of Minnesota, acting through its Commissioner of the Minnesota Pollution
Control Agency (MPCA), 520 Lafayette Road North, St Paul, MN 55155, using the Minnesota GreenCorps program,
herein after referred to as “State” or “MPCA,” and City of Columbia Heights, 3989 Central Ave NE, Columbia
Heights, MN 55421, herein after referred to as the “host site.” The Agreement delineates the terms, conditions,
and rules of participation in the Minnesota GreenCorps program for the 2025-2026 program year.
II.Term of agreement
Effective date: October 8, 2025, or the date the State obtains all required signatures under Minn. Stat. § 16C.05,
subd. 2, whichever is later.
Expiration date: September 4, 2026, or until all obligations have been satisfactorily fulfilled, whichever occurs first.
III.Authorized representatives
The MPCA’s Authorized Representative is Candice McElroy, Minnesota GreenCorps Program Coordinator, 520
Lafayette Road North, St Paul, MN 55155, 651-757-2610, candice.mcelroy@state.mn.us, or her successor.
The host site’s Authorized Representative is Aaron Chirpich, City Manager, 3989 Central Ave NE, Columbia
Heights, MN 55421, 763-706-3609, achirpich@columbiaheightsmn.gov, or their successor. If the host site’s
Authorized Representative changes at any time during this Agreement, the host site must immediately notify the
MPCA.
The host site supervisor is Mitchell Forney, Community Development Director, 3989 Central Ave NE, Columbia
Heights, 763-706-3675, MN 55421, MForney@columbiaheightsmn.gov, or successor. If the supervisor(s) changes
at any time during this Agreement, the host site must immediately notify the MPCA.
IV.Member position description
The host site will provide direction, supervision, training, and resources for the Community Readiness & Outreach
Minnesota GreenCorps member(s), performing activities per the below position description. The MPCA is
responsible for candidate selection, ensuring that selected members meet the eligibility requirements and
qualifications outlined below.
Service position summary: Strengthen host site capacity and community resilience by advancing sustainable
practices, improving infrastructure, and increasing knowledge of residents and community-based organizations
through campaigns, presentations, events, trainings, workshops, social media, and other related activities. Provide
outreach, education, and assistance to raise understanding and increase best practices on energy conservation
and green transportation, stormwater and forestry, and waste reduction and recycling. Work with local
government(s), tribal nations, school districts, nonprofit and community-based organizations, and other partners
to adopt and implement sustainability best practices. Outreach and assistance will focus on one or more of the
topics listed below:
Energy conservation and green transportation:
•Promote energy conservation best practices that reduce energy usage at home, work, and school.
Doc Type: Agreement
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• Encourage reduction of vehicle miles traveled and improved air quality through complete streets planning,
education, safe routes to school initiatives, and education on multi-modal transportation, mobility options,
and active living.
• Promote opportunities for adopting and expanding electric vehicle usage and charging infrastructure within
communities.
• Promote emission reductions to community members through educational campaigns targeting practices and
behaviors that alleviate air pollution (e.g., air alert education, car-sharing, public transit, biking), and those
that contribute to air pollution (e.g., gas-powered lawn equipment, backyard fires, vehicle idling, single-
occupancy vehicles, and low-efficiency wood-burning boilers/stoves/fireplaces).
Stormwater and forestry:
• Conduct outreach to increase awareness of stormwater and community forestry best practices that prevent or
reduce water pollution and improve public lands.
• Conduct and engage community members in community stormwater and forestry initiatives such as rain
garden installation, tree planting, and invasive species removal volunteer events.
• Provide outreach to communities on the harmful effects of chloride, promote best management practices that
reduce chloride application and discharge, and help host organizations in offering Smart Salting trainings in
their communities.
Waste reduction and recycling:
• Promote resources to strengthen community resilience through waste prevention, recycling,
composting/organics management, and food waste prevention.
• Provide community outreach and education on local food production, food waste prevention, increasing the
capture and distribution of reusable materials, and recycling.
• Support recycling efforts by providing on-site assessments, gathering baseline data, conducting waste sorts,
supporting recycling system setup, delivering resident education, and conducting post implementation data
collection to track project effectiveness.
Community sustainability:
• Provide support to sustainability-related education activities. This could include the development and
implementation of environmental events, fairs, or workshops to educate individuals.
• Support outreach activities, including dissemination of messages via website and social networking.
• Create, update, and distribute educational materials, helping ensure that educational materials are relevant,
informative, and accurate.
• Conduct surveys to collect pre/post information from participants in trainings, events, workshops, etc., on
knowledge gained and/or behavior change to more sustainable environmental practices.
• Mobilize volunteers to assist in the implementation of activities.
Qualifications
Minimum qualifications:
x Must be a minimum of 18 years or older.
x Must be a U.S. Citizen, U.S. National, or a lawful permanent resident of the U.S.
x Must be eligible to serve in AmeriCorps and commit to completing the AmeriCorps service term.
x Must have two years post-secondary education (a two-year associate degree or completion of sophomore
year in a four-year degree program) or equivalent of six (6) months professional experience (volunteer,
internship, or work).
x Must have a demonstrated interest in the environment and service and community work.
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x Must have a valid driver’s license and consent to and pass a driving record check (if the position requires
driving).
x Must consent to, and pass, an AmeriCorps required criminal history check, including an FBI fingerprint
check.
Preferred qualifications
x Ability to build and maintain relationships.
x Ability to work well independently and on diverse teams.
x Ability to take initiative and effectively manage projects.
x Ability to research and organize information.
x Effective communication, presentation, and writing skills.
x Functional computer skills: word processing, spreadsheet, database management.
Physical requirements
x Most positions are primarily based in an office setting and require sitting, standing, and operating a
computer and telephone.
x Most positions require light to moderate lifting, bending, stooping, pulling, kneeling, and/or carrying.
x Some (limited) positions require the use of hand tools and/or power tools (e.g., chainsaws). Personal
protective equipment and safety training will be provided.
x Some (limited) positions require the ability to work outdoors in adverse weather conditions, such as wind,
rain, and high or low temperatures on uneven terrain for up to 8 hours at a time.
While Minnesota GreenCorps members will be selected for placement based on their qualifications and
commitment to service, members may not bring highly specialized skills to their position. Members participate in
the Minnesota GreenCorps program to give back to their communities and gain valuable skills and experience in
the environmental field. Host sites will need to invest time in member training and professional development.
V. Responsibilities of the MPCA
The MPCA, acting through Minnesota GreenCorps program staff, supporting staff, and management, is responsible
for providing oversight to the Minnesota GreenCorps program on a statewide level, including member
management, site management, and compliance with all AmeriCorps rules and regulations.
A. Member selection
1. Interview and selection: The MPCA will accept and screen all applications for member positions. The
MPCA reviews applications, selects candidates for interviews, and makes offers. The MPCA has the
responsibility and authority to make the final selection decisions.
2. Criminal history checks: Per AmeriCorps requirements, the MPCA will conduct a criminal history check on
selected member applicants. This includes a national sex offender database search, and a state and FBI
fingerprint-based check. Member participation in the Minnesota GreenCorps program is contingent upon
passing these criminal history checks. Some positions also require passing a driving record check,
administered by the MPCA. The host site is responsible for conducting any additional checks that the host
site may require.
B. Member management
1. Program requirements: Minnesota GreenCorps program staff will track and monitor each member’s
progress in completing program requirements. This includes monitoring members’ service hours to ensure
the member will complete the minimum hour requirement by the end of the program term.
2. Oversight: While the host site will provide day-to-day supervision, Minnesota GreenCorps program staff
will communicate regularly with the member to provide guidance and support and ensure continued
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project alignment with the position description and goals of the Minnesota GreenCorps program and the
MPCA.
3. Site visits: The MPCA will schedule and conduct a minimum of one site visit during the year.
4. Benefits: The MPCA is responsible for administering and overseeing member benefits including living
allowance, health insurance, and workers’ compensation. Program staff will assist qualifying members in
receiving federal student loan forbearance, childcare assistance, and the AmeriCorps education award.
5. Training: The MPCA is responsible for coordinating the logistics and scheduling of member required
orientation and quarterly trainings. The MPCA will reimburse qualified travel expenses for members to
attend required trainings.
6. Mentorship: The MPCA will work with host sites to provide each Minnesota GreenCorps member with a
mentor that will provide technical assistance and support to the member throughout the program year.
7. Performance management: The MPCA will work closely with the site supervisor regarding setting
expectations, coaching, and, if necessary, administering discipline for performance-related issues,
including but not limited to lateness, difficulty meeting deadlines, failure to complete service position
duties, etc.
8. Grievance procedures: The MPCA will ensure that service concerns are resolved appropriately, following
the grievance procedures outlined in the Member Service Agreement.
9. Release from service: Only the MPCA’s designated staff has the authority to suspend (and reinstate)
and/or release a member for disciplinary or compelling personal circumstances. Site supervisors must
actively work with the MPCA to address performance issues, following the coaching procedure as outlined
in the supervisor manual, before release from service is considered.
10. Reasonable accommodation: Members with mental or physical disabilities have the right to request
reasonable accommodations through their host site. The host site should work closely with Minnesota
GreenCorps program staff and the MPCA’s Human Resource Office to support and respond to such
requests. The MPCA must provide such accommodations, upon request by members with disabilities,
unless doing so imposes undue financial or administrative burden on the program.
11. Site partnership termination: In the event that a host site environment becomes unsuitable for a
member to continue their service work, the MPCA reserves the right to terminate the site partnership.
12. Personnel file: The MPCA will maintain a personnel file for each member.
13. Compliance: Ensure the member and their activities maintain compliance with all Minnesota GreenCorps
and AmeriCorps program requirements, including all applicable executive orders.
C. Host site management
1. Program requirements: Minnesota GreenCorps program staff track and monitor each site’s progress. This
includes monitoring members’ service hours and activity alignment with the pre-scoped position
description.
2. Oversight: Program staff will communicate regularly with the site supervisor to ensure the tasks and
activities of the member project are being conducted and align with the position description and goals of
the Minnesota GreenCorps program and the MPCA.
3. Site visits: Minnesota GreenCorps program staff will schedule and conduct at least one site visit with each
host site. The site visit is an opportunity to review progress in relation to the expectations laid out in the
Host Site Agreement, monitor the service plan, and provide support.
VI. Responsibilities of the host site
The host site, acting primarily through the site supervisor, is responsible for the following:
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A. Member management
1. Supervisor training: Supervisors are required to participate in site supervisor orientation at the start of
the program year to learn roles and responsibilities. If a site supervisor is unable to attend the supervisor
training, they must send another representative from the host site to receive proper training. Supervisors
are expected to attend and actively participate in webinars, site visits, and check-ins.
2. Supervision: Provide day-to-day professional supervision of the Minnesota GreenCorps member(s),
equating to an average of three hours per week, per member. Set a daily schedule with the Minnesota
GreenCorps member to ensure a full-time member is serving approximately 40 hours/week and hold the
member accountable to this set schedule. Supervisors must work from the office at least two days a week;
those days should be days that the member is serving in person.
3. Communication: Maintain open lines of communication with the Minnesota GreenCorps member,
Minnesota GreenCorps program staff, and MPCA professional staff in relation to the member’s role and
performance.
4. Member terminology: Minnesota GreenCorps members are not “employees,” “interns,” or “volunteers”
of the site.
5. Member training: Provide site orientation including a building tour, introductions to internal and external
partners, explanation of site policies, rules of conduct, site expectations, safety procedures, etc. Invite the
Minnesota GreenCorps member to participate in relevant on-site training and/or staff meetings. Help the
member identify training opportunities relevant to their project and/or their career development.
Minnesota GreenCorps host sites must contribute $600 for member professional development (trainings,
conference registration, networking events, certifications, or other opportunities). The professional
development contribution is required as in-kind match; host sites must retain receipts as documentation.
6. Time tracking and reporting: Verify the member’s service hours by approving their timesheet online once
every two weeks; member timesheets must be approved by supervisors on time for the member to
receive the living allowance. Review and approve the member’s progress reports and a final report that
includes lessons learned and project measures for success.
7. Performance management: Host sites must ensure that members comply with the terms of the Member
Service Agreement, provide constructive feedback and discuss challenges with members, conduct a mid-
year and end-of-year member performance evaluation, and engage in informal problem solving and
coaching to support performance improvement. The site supervisor must work closely with Minnesota
GreenCorps program staff to resolve challenges through disciplinary action and support the grievance
procedures outlined in the Member Service Agreement. A site may not decide to terminate a member;
only designated MPCA staff have the authority to suspend or release a Minnesota GreenCorps member
from service for disciplinary reasons.
8. Compliance: Ensure the member and their activities maintain compliance with all Minnesota GreenCorps
and AmeriCorps program requirements, including all applicable executive orders.
B. Service site
1. Work environment: Maintain a work environment that is safe, welcoming, respectful, free of harassment
and discrimination.
2. Workspace: Provide a reasonable workspace at the host site for members to complete project tasks. This
includes a desk, phone, computer, access to office supplies, access to a printer, copy machine, and
internet, and materials needed for member projects. The host site is required to provide the members
with a host site email address.
3. Teleservice: If teleservice is allowable within the perimeters of the Teleservice Policy, provide members
with necessary equipment to operate from a remote location. The member and supervisor must complete
a Teleservice Authorization form for approval. It is the supervisor’s responsibility to monitor both the
member’s plans, progress, and outputs while they are serving off-site.
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4. Travel: If traveling is required for the member service activities, the host site must provide transportation
for the member, e.g., access to fleet vehicles (preferred), mileage reimbursement, bus fare
reimbursement, etc.
5. Safety: Provide appropriate safety training including employee right-to-know and emergency procedures
and provide personal protective equipment.
6. Reasonable accommodation: Members with mental or physical disabilities have the right to request
reasonable accommodations through their host site. The host site should work closely with the Minnesota
GreenCorps program Coordinator and the MPCA’s Human Resource Office to support and respond to such
requests.
7. Insurance: If the member is using vehicles belonging to the host site organization to conduct business on
behalf of the Minnesota GreenCorps program, then the host sites’ vehicle insurance is primary. The host
site organization directing the member activity is responsible for liability coverage, not the MPCA.
Minnesota GreenCorps does not provide indemnification.
VII. Prohibited service activities
While charging time to the AmeriCorps program, accumulating service or training hours, or otherwise performing
activities supported by the AmeriCorps program or AmeriCorps, members may not engage in prohibited service
activities per C.F.R. § 2520.65. AmeriCorps members may not engage in the below activities directly or indirectly
by recruiting, training, or managing others for the primary purposes of engaging in one of the activities listed.
Individuals may exercise their rights as private citizens and may participate in the activities listed on their
initiative, on non-AmeriCorps time, and using non-AmeriCorps funds. Individuals should not wear the AmeriCorps
logo while doing so.
A. Attempting to influence legislation.
B. Organizing or engaging in protests, petitions, boycotts, or strikes.
C. Assisting, promoting, or deterring union organizing.
D. Impairing existing contracts/agreements for services or collective bargaining agreements.
E. Engaging in partisan political activities or other activities designed to influence the outcome of an election
to any public office.
F. Participating in, or endorsing, events or activities that are likely to include advocacy for or against political
parties, platforms, political candidates, proposed legislation, or elected officials.
G. Engaging in religious instruction; conducting worship services; providing instruction as part of a program
that includes mandatory religious instruction or worship; constructing or operating facilities devoted to
religious instruction or worship; maintaining facilities primarily or inherently devoted to religious
instruction or worship; or engaging in any form of religious proselytization.
H. Providing a direct benefit to: (1) a business organized for profit; (2) a labor union; (3) a partisan political
organization; (4) a non-profit organization that fails to comply with the restrictions contained in section
501(c)(3) of the Internal Revenue Code of 1986, except that nothing in these provisions shall be construed
to prevent participants from engaging in advocacy activities undertaken at their own initiative; and (5) an
organization engaged in the religious activities, unless AmeriCorps assistance is not used to support those
activities.
I. Conducting a voter registration drive or using AmeriCorps funds to conduct a voter registration drive.
J. Providing abortion services or referrals for receipt of such services.
K. Census activities. AmeriCorps members and volunteers associated with AmeriCorps grants may not
engage in census activities during service hours. Being a census taker during service hours is categorically
prohibited. Census-related activities (e.g., promotion of the Census, education about the importance of
the Census) do not align with AmeriCorps State and National objectives. What members and volunteers do
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on their own time is up to them, consistent with program policies about outside employment and
activities.
L. Election and polling activities. AmeriCorps member may not provide services for election or polling
locations or in support of such activities.
M. Any activity prohibited by applicable Executive Order/Memorandum.
N. Such other activities as AmeriCorps may prohibit.
Fundraising restrictions
A. AmeriCorps members may raise resources directly in support of program service activities.
B. Examples of fundraising activities AmeriCorps members may perform include, but are not limited to, the
following:
1. Seeking donations of books from companies and individuals for a program in which volunteers teach
children to read.
2. Writing a grant proposal to a foundation to secure resources to support the training of volunteers.
3. Securing supplies and equipment from the community to enable volunteers to help build houses for
low-income individuals.
4. Securing financial resources from the community to assist in launching or expanding a program that
provides social services to the members of the community and is delivered, in whole or in part, through
the members of a community-based organization.
5. Seeking donations from alumni of the program for specific service projects being performed by current
members.
C. AmeriCorps members may not:
1. Raise funds for living allowances or for an organization’s general (as opposed to project) operating
expenses or endowment.
2. Write a grant application to AmeriCorps or to any other federal agency.
D. An AmeriCorps member may spend no more than 10% of their originally agreed-upon term of service, as
reflected in the member enrollment in the National Service Trust, performing fundraising activities, per
C.F.R. § 2520.45.
Nonduplication/nondisplacement
A. Nonduplication: AmeriCorps assistance may not be used to duplicate an activity that is already available in
the locality of a program. And, unless the requirements of the nondisplacement clause (below) are met,
AmeriCorps assistance will not be provided to a private nonprofit entity to conduct activities that are the
same or substantially equivalent to activities provided by a State or local government agency in which such
entity resides, per C.F.R. § 2540.100.
B. Nondisplacement:
1. An employer may not displace an employee or position, including partial displacement such as reduction
in hours, wages, or employment benefits, as a result of the use by such employer of a participant in a
program receiving AmeriCorps assistance.
2. An organization may not displace a volunteer by using a participant in a program receiving AmeriCorps
assistance.
3. A service opportunity will not be created under this chapter that will infringe in any manner on the
promotional opportunity of an employed individual.
4. A participant in a program receiving AmeriCorps assistance may not perform any services or duties or
engage in activities that would otherwise be performed by an employee as part of the assigned duties of
such employee.
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5. A participant in any program receiving assistance under this chapter may not perform any services or
duties, or engage in activities, that:
i. Will supplant the hiring of employed workers.
ii. Are services, duties, or activities with respect to which an individual has recall right pursuant to
a collective bargaining agreement or applicable personnel procedures.
6. A participant in any program receiving assistance under this chapter may not perform services or duties
that have been performed by or were assigned to any:
i. Presently employed worker.
ii. Employee who recently resigned or was discharged.
iii. Employee who is subject to a reduction in force or who has re call rights pursuant to a collective
bargaining agreement or applicable personnel procedures.
iv. Employee who is on leave (terminal, temporary, vacation, emergency, or sick).
v. Employee who is on strike or who is being locked out.
VIII. Harassment and non-discrimination policy
The MPCA and the Minnesota GreenCorps program prohibit all forms of discrimination and harassment.
Harassment based on the protected class status listed in in section A. below is also prohibited, including both
overt acts of harassment and those acts that create a negative work environment. Discriminatory harassment is
any behavior based on protected class status that is unwelcome and personally offensive and, thereby, may affect
morale and interfere with the member’s ability to perform. For example, harassment based on national origin has
been defined by the U.S. Equal Employment Opportunity Commission as “Ethnic slurs and other verbal or physical
conduct relating to an individual's national origin.”
Sexual harassment has also been specifically defined by the Minnesota Human Rights Act, which states in regard
to employment, that:
“Sexual harassment” includes unwelcome sexual advances, requests for sexual favors, sexually
motivated physical contact or other verbal or physical conduct or communication of a sexual
nature when: (1) submission to that conduct or communication is made a term or condition,
either explicitly or implicitly, of obtaining employment; (2) submission to or rejection of that
conduct or communication by an individual is used as a factor in decision affecting that
individual's employment; or (3) that conduct or communication has the purpose or effect of
substantially interfering with an individual's employment, and in the case of employment, the
employer knows or should know of the existence of the harassment and fails to take timely and
appropriate action.
Discriminatory harassment may occur: 1) among peers or coworkers, 2) between managers and
subordinates, or 3) between members and the public.
A. AmeriCorps program civil rights and non-harassment policy
Advancing civil rights and equal opportunity is the responsibility of the whole of government, and AmeriCorps
is committed to these principles, including treating all persons who participate in our programs with dignity
and respect. The service environments demand that AmeriCorps maintains a zero tolerance for unlawful
harassment or discrimination against any individual or groups engaged in national service.
AmeriCorps expects the same commitment from all recipients of services, programs, and benefits; including
service members, volunteers, associated individuals, organizations, programs, and projects. This policy is
incorporated by reference into the terms and conditions for AmeriCorps Recipients, inclusive of sub-grantees.
Recipients are expected to notify service members and volunteers of their rights under this policy.
In accordance with applicable laws and regulations, AmeriCorps prohibits all forms of discrimination and
harassment based on the protected categories of race, color, national origin, sex, age, religion, sexual
orientation, disability (mental or physical), political affiliation, marital or parental status, pregnancy, reprisal,
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genetic information (including family medical history), or military service. All entities receiving federal financial
assistance from AmeriCorps; and all programs, services, and benefits administered by such entities; must be
free from all forms of discrimination and harassment. Harassment is any unwelcome conduct or conduct done
in reprisal for opposing discrimination or participating in the discrimination complaint process, when such
behavior has the purpose or effect of interfering with service performance or creating an intimidating, hostile,
or offensive service environment.
Harassment may include slurs and other verbal or physical conduct relating to an individual’s sex, race,
ethnicity, religion, sexual orientation, or any other legally protected category. Examples of harassing conduct
include, but are not limited to: explicit or implicit demands for sexual favors; pressure to engage in a romantic
relationship or for dates; deliberate touching of another person without consent; leaning over or cornering a
person; repeated offensive teasing, jokes, remarks, or questions; unwanted letters, text messages, emails, or
phone calls; distribution or display of offensive materials, including on social media; offensive looks or
gestures; and/or sexual, racial, ethnic, or religious baiting. Harassment can also include physical assault or
other threatening behavior, as well as other demeaning, debasing, or abusive comments or actions that
intimidate.
AmeriCorps does not tolerate discrimination and harassment from anyone, including Recipients; AmeriCorps
employees and supervisors; project or site employees and supervisors; project or site non-employees (e.g.,
contractors or clients of a project or site); or national service participants. Harassment is unacceptable in
AmeriCorps offices or campuses and in other service-related settings such as convenings, training sessions,
service sites, and at service-related social events, whether in-person or online.
Any discrimination or harassment, when substantiated, will result in corrective action, up to and including
removal or termination of any individual engaging in such misconduct.
AmeriCorps Recipients permitting discrimination or harassment in violation of this policy will be subject to a
finding of non-compliance, which may result in termination of federal financial assistance.
Recipients are expected to take prompt action to effectively address service member and volunteer
complaints. Recipients must immediately investigate complaints of discrimination or harassment and take
appropriate measures to remedy the situation. Supervisors and managers of AmeriCorps programs and
projects; when made aware of alleged discrimination or harassment by employees, service members and
volunteers, or any other associated individuals; must report the matter to the personnel in the Recipient’s
organization who are responsible for investigating such claims or AmeriCorps’ Office of Civil Rights (OCR). OCR
conducts service member and volunteer discrimination and harassment inquiries.
Service members, volunteers, grantees, sub-grantees, and Recipients may contact OCR at eo@americorps.gov
for information or assistance. Further details on AmeriCorps’ civil rights complaint process can be found at 45
C.F.R. Part 1225. The full AmeriCorps non-harassment and civil rights policy can be found here:
https://www.americorps.gov/about/agency-overview/civil-rights.
B. Complaint procedures
Members have the right to report a concern or complaint about discrimination or discriminatory harassment
to their host site supervisor, the MPCA’s Minnesota GreenCorps program staff, the MPCA Community and
Business Assistance Development Manager, or to the MPCA Human Resources Department. In fulfilling the
obligation to maintain a positive and productive work environment, site supervisors, the MPCA’s Minnesota
GreenCorps staff, and the MPCA Human Resources Department are expected to address or report any
suspected discrimination or discriminatory harassment.
Service members and volunteers who believe they have been subjected to treatment in violation of any civil
rights laws, regulations, or this policy, or have been subject to retaliation for opposing discrimination or
participating in discrimination complaint proceedings (e.g., filing a complaint or acting as a witness) in any
AmeriCorps program or project, may contact the OCR at 202-606-7503 or eo@americorps.gov. Recipients
must contact OCR within 30 calendar days of an occurrence of discrimination or harassing conduct to initiate
an inquiry in the civil rights complaint process.
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Service members and volunteers are not required to use a program, project, or sponsor dispute resolution
process before contacting OCR. While Recipients are expected to take prompt action to effectively address
service member and volunteer complaints, Recipients cannot institute policies requiring any such matters be
handled “in house.” If a service member or volunteer chooses to pursue another dispute resolution or
complaint procedure, it does not suspend the 30 calendar-day time limit for contacting OCR. Discrimination
and harassment claims that are not brought to the attention of OCR within 30 calendar days of the occurrence
may not be accepted for investigation if a formal complaint of discrimination is filed.
The following is the contact information for the MPCA Human Resources Office:
Human Resources Office
Minnesota Pollution Control Agency
520 Lafayette Road North
Saint Paul, MN 55155
651-757-2587 (voice)
Kellie.McNamara@state.mn.us (email)
Members also have a right to contact other local, state, and federal government agencies, including:
Office of Equal Opportunity
202-606-7503 (voice); 202-565-2799 (TTY)
eo@americorps.gov (email)
C. Retaliation
It is unlawful to retaliate against any person who, or organization that, files a complaint about such
discrimination. In addition to filing a complaint with local and state agencies that are responsible for resolving
discrimination complaints, members may bring a complaint to the attention of AmeriCorps. AmeriCorps
prohibits any retaliatory action against a person who raises discrimination or harassment concerns.
IX. In-kind contributions
The MPCA does not charge a fee for participation in the Minnesota GreenCorps program. Per AmeriCorps
regulations, host sites cannot provide financial contributions to the member; supplementing the member stipend
or other costs of living is prohibited. However, host sites are expected to provide in-kind contributions in the form
of operating costs (office space, internet, telephone) and professional development costs. The expected
contribution for hosting one member is $1,100, broken down into the following categories:
Category
Estimated minimum
contribution per member
Professional development (trainings, conference registration,
networking events, certifications, or other opportunities) $600
Operating costs (internet, phone, computer, other office
equipment) $500
Host sites will be required to verify all in-kind contributions, including how expenses were calculated. In-kind
contributions cannot be provided from a federal source of funds unless permission has been provided from the
granting federal agency. Host sites are expected to maintain any source documentation for seven years.
X. Recital
A. Under Minn. Stat. § 15.061 the State is empowered to engage such assistance as deemed necessary.
B. The State is in need of agreeing upon rules of participation, roles, and responsibilities for host sites.
C. The host site represents that it is duly qualified and agrees to perform all services described in this Contract to
the satisfaction of the State.
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XI. Survival of terms
The following clauses survive the expiration or cancellation of this Contract: Indemnification; State audits;
Government data practices; Governing law, jurisdiction, and venue; and Data disclosure.
A. Indemnification
In the performance of this Contract by the host site, or host site’s agents or employees, the host site must
indemnify, save, and hold harmless the State, its agents, and employees, from any claims or causes of action,
including attorney’s fees incurred by the State, to the extent caused by host site’s:
1. Intentional, willful, or negligent acts or omissions.
2. Actions that give rise to strict liability.
3. Breach of contract or warranty.
The indemnification obligations of this section do not apply in the event the claim or cause of action is the
result of the State’s sole negligence. This clause will not be construed to bar any legal remedies the host site
may have for the State’s failure to fulfill its obligation under this Contract.
B. State audits
Under Minn. Stat. § 16C.05, subd. 5, the host site’s books, records, documents, and accounting procedures
and practices relevant to this Contract are subject to examination by the State and/or the State Auditor or
Legislative Auditor, as appropriate, for a minimum of six years from the end of this Contract.
C. Government data practices
Government data practices. The host site and State must comply with the Minnesota Government Data
Practices Act, Minn. Stat. ch. 13, (or, if the State contracting party is part of the Judicial Branch, with the Rules
of Public Access to Records of the Judicial Branch promulgated by the Minnesota Supreme Court as the same
may be amended from time to time) as it applies to all data provided by the State under this Contract, and as
it applies to all data created, collected, received, stored, used, maintained, or disseminated by the host site
under this Contract. The civil remedies of Minn. Stat. § 13.08 apply to the release of the data governed by the
Minnesota Government Practices Act, Minn. Stat. ch. 13, by either the host site or the State.
If the host site receives a request to release the data referred to in this clause, the host site must immediately
notify and consult with the State’s Authorized Representative as to how the host site should respond to the
request. The host site’s response to the request shall comply with applicable law.
D. Governing law, jurisdiction, and venue
Minnesota law, without regard to its choice-of-law provisions, governs this Contract. Venue for all legal
proceedings out of this Contract, or its breach, must be in the appropriate state or federal court with
competent jurisdiction in Ramsey County, Minnesota.
E. Data disclosure
Under Minn. Stat. § 270C.65, subd. 3 and other applicable law, the host site consents to disclosure of its social
security number, federal employer tax identification number, and/or Minnesota tax identification number,
already provided to the State, to federal and state agencies, and state personnel involved in the payment of
state obligations. These identification numbers may be used in the enforcement of federal and state laws
which could result in action requiring the host site to file state tax returns, pay delinquent state tax liabilities,
if any, or pay other state liabilities.
XII. Certification
x This Agreement serves as a binding contract between the host site and the MPCA for the 2025-2026 program
year. The terms of this Agreement will end on the member’s last day of service or September 30, 2026,
whichever is earlier. The MPCA may cancel this Agreement at any time, with or without cause, upon 30 days’
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written notice to the host site. Amendments to this Agreement may be made only with the consent of both
parties and shall be done in writing.
x If a member exits the Minnesota GreenCorps program early either for cause or compelling personal
circumstances, or is relocated to a different host site, this agreement will automatically end on the last day of
the member’s service at this host site.
x Failure to adhere to policies or to fulfill responsibilities outlined in this Agreement will become part of the
selection criteria in the event of a re-application process for future year programs.
x Termination for insufficient funding. The State may immediately terminate this Agreement if it does not obtain
funding from ServeMinnesota or other funding source; or if funding cannot be continued at a level sufficient
to allow for the payment of the work scope covered here. Termination must be by written or fax notice to the
host site. The State is not obligated to pay for any work performed after notice and effective date of
termination. However, the host site will be entitled to payment, determined on a pro-rata basis, for services
satisfactorily performed to the extent that funds are available. The State will not be assessed any penalty if the
Agreement is terminated because of the decision of the Minnesota Legislature or other funding source not to
appropriate funds. The State must provide the host site notice of the lack of funding within a reasonable time
of the State's receiving that notice.
x By signing this Agreement, I acknowledge that I have read, understand, and agree to all terms and conditions
of this Agreement.
Host Site
The host site certifies that the appropriate persons have executed the Agreement on behalf of the host site as
required by applicable articles, bylaws, resolutions, or ordinances.
Host Site Authorized Representative
Print name:
Title:
Signature:
Date
(mm/dd/yyyy):
Minnesota Pollution Control Agency (with delegated authority)
Print name:
Title:
Signature:
Date
(mm/dd/yyyy):
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