HomeMy WebLinkAboutCCAC June 13, 2005
CITY OF
NDOVE
1685 CROSSTOWN BOULEVARD N,W, . ANDOVER, MINNESOTA 55304 . (763) 755-5100
FAX (763) 755-8923 . WWW,CI.ANDOVER,MN,US
Community Center Advisory Commission
Monday, June 13, 2005
7:00 p.m.
City Hall
Conference Rooms A & B
Tentative Agenda - Subject to Change
1. Call to Order - 7 :00
2. Approval of Minutes - Monday June 1,2005
3. After School Youth Programming - Traci Wamberg-LemmlYouth First
4. Community Center Staffing
5. Discuss Facility Usage
a. Walking Program Update
b. Rental Proposals-Progress Update
c, Community Center Rental Policies & Forms
6. Continue Discussion/Joint Operations
a. Conference/Multi-purpose Rooms
b, Janitorial Services
7. Construction Update
8. Other Business
9. Adjournment
CITY OF
NDOVE
(i)
1685 CROSSTOWN BOULEVARD N.W, . ANDOVER, MINNESOTA 55304 . (763) 755-5100
FAX (763) 755'8923 . WWW,CI.ANDOVER,MN,US
TO:
FROM:
SUBJECT:
DATE:
Chair & Commissioners
J" D" k" C" Adm'" ~
1m Ie mson, Ity Illlstrator"
Minutes - June 1,2005
Attached are the June 1, 2005 draft meeting minutes for your review and approval
Attachment
June 13, 2005
CITY OF
NDOVE
1685 CROSSTOWN BOULEVARD N,W,. ANDOVER, MINNESOTA 55304. (763) 755-5100
FAX (763) 755-8923 . WWW,CI.ANDOVER,MN,US
Community Center Advisory Commission
Wednesday June 1,2005
7:00 p.m.
City Hall
Conference Rooms A & B
Minutes
L Callto Order - 7: 10pm
Attendance: Mike Knight, Dan Terhaar, Devon Walton, Todd Schoff elman, Frank Kellogg,
Linda Blackmore, Andrea Melberg-Thompson, Erick Sutherland, Dan Halverson.
2. Approval of Minutes - Monday May 23, 2005.
The May 23rd minutes were approved, with the following modifications.
3B - Paragraph 2 - Rewritten - The Commission discussed the need to focus on renting the
courts and provided the following direction to staff: "Maximize rental times with the
understanding that flexibility is needed to accommodate open gym time for the public. Ms.
Blackmore indicated that the YMCA would program their facilities first and would work
with the City if field house use was needed in the future,
3. Discuss Field House Usage
A, Walking Program
The Commission discussed fees/schedules for the walking program, It was decided that
the schedule would run from September thru May and the fees would be; a season pass
for $25 resident, $35 non-resident- A daily pass will be available for $1 resident, $2 non-
resident, There is no age restriction on the program, City staff will work on a pass and
lanyard that will be worn around the neck to identifY those in the walking club, Hours
have been set for 7am-lOam and will be evaluated once the program is up and running.
There will also a sign in sheet for all those attending, Daily payments and the sign in will
be on the honor system.
R Rental Proposals
The commission was updated on the letter that was sent out to possible users of the field
house. At this point there has been one request received. The requests are due back no
later then June 3'd, 2005. There was much discussion on local vs. outside users and also
the length of contract the commission would like to see signed, The commission also
discussed how open gym will fit in with the private renters, There will be a monthly
schedule posted to show dates/times/sport and age group. This will help keep order and
help with safety concerns when it comes to the open gym times in the field house. A fee
of$3 Adults, $1 Students with an $8 max charge per family was discussed for all posted
open gym, The only exception will be the 3pm-5pm open gym during the school year
where the kids will be let in at no charge. Mr- Walton proposed some sort of suggestion
box or web site where the public can give feedback as to what sort of activities they
would like to see during open gym time, The Commission asked city staff to look into
our liability insurance with LMC to evaluate how that insurance will protect us during
open activities, Also City Staff has been directed to contact other facilities and discuss
how they went about scheduling open gym times during their first season. What type of
events, users did they see getting the most participation. How did their schedules change
throughout the first year? This item was tabled until the next meeting to allow the
deadline on the rental requests to pass and also allow City Staff time to do some follow
up with other facilities.
4, Joint Operations
A, The Commission was updated that City Staff is working with the YMCA on
a proposal to have nightly cleaning of the joint areas done by the YMCA's
staff, More information to come.
B. Community Rooms- It was decided that City Staff would schedule the
Community Rooms to ensure that there wouldn't be multiple schedules with
the chance of double booking the rooms, The YMCA staffwill work with
the City when it comes to there room needs. There was discussion on how
much to charge for the Community Rooms, City Staff suggested that they
be given an opportunity to work fees out with individual users as they come
forward. The YMCA indicated that they could supervise/monitor the
Community Rooms because of there proximity to there offices. This item
was tabled for further discussion.
5. Other Business
The Commission has asked City Staff to create some information for the next
Andover Today newsletter- Items to be covered include our opening of the facility,
walking program, and open gym without mentioning fees,
6, The next meeting was scheduled,
Monday June 13th 1 @ 7:00pm - Andover City Hall
7. Adjournment - 09:30pm
Respectfully submitted,
Eric Sutherland
CITY OF
NDOVE
6)
1685 CROSSTOWN BOULEVARD N,W, . ANDOVER, MINNESOTA 55304 . (763) 755-5100
FAX (763) 755-8923 . WWW,CI.ANDOVER,MN,US
TO: Chair & Commissioners
FROM: Jim Dickinson, City Administrator
SUBJECT: After School Youth Programming - Traci Warnberg-LemmIYouth First
DATE: June 13,2005
Traci has requested the opportunity to discuss with the Commission various programs that Youth
First could provide for the Community Center and will seek the Commission's support for a
funding request,
Handouts will be provided at the meeting,
CITY OF
NDOVE
G)
1685 CROSSTOWN BOULEVARD N,W, . ANDOVER, MINNESOTA 55304 . (763) 755-5100
FAX (763) 755-8923 . WWW,CI.ANDOVER,MN,US
TO:
-'.....
Chair & Commissioners '-., ~
J' D' ki C' Adm ~.
1m IC nson, Ity Inlstrato "'",,\
Community Center Staffing '~
June 13, 2005
FROM:
SUBJECT:
DATE:
INTRODUCTION
The Advisory Commission has expressed interest in the appropriate staffing complement, the hiring
process and employment arrangements for the Andover Community Center, The following memo
and the attached documentation should assist in providing a clearer picture as to where we are today
and the process looking ahead,
DISCUSSION
The following attachments accompany this memo:
I. Position Description - Recreational Facility Manager
2. Position Description - Assistant Recreational Manager
3. Position Description - P- T Ice Resurfacer Driver
4. Position Description - Concession's Supervisor
5. Position Description - P-T Concessions Worker
6. City of Andover Human Resources Website Excerpts
7. City of Andover Employment Application
8. City of Andover Personnel Policy
I provide the aforementioned attachments to relay to the Advisory Commission that the City
currently has a very extensive and thorough hiring process and employment relationship. The
City Human Resources Manager is available to all City operations, including the Community
Center. Rest assured that this process is tried and true and that the focus of the Community
Center Advisory Commission should remain in the areas of recommending the appropriate
staffing complement for the facility and overall performance expectations.
Attachments
CITY OF ANDOVER
POSITION DESCRIPTION
Position Title:
Department:
Accountable To:
Status:
Recreational Facility Manager
Community Center
City Administrator
Exempt
PRIMARY OBJECTIVE OF POSITION:
Plan, implement and improve programs for the Ice Arena and Field House, which wiIl utilize the
facilities to their maximum potential and generate revenues to operate the facilities on a sound
basis. Establish and review standards, policies and procedures for all phases of operation,
Provide effective, efficient and exceIlent customer services to all city clients and the public,
SUPERVISION EXERCISED:
Exercises supervision over maintenance personnel and seasonal staff,
ESSENTIAL DUTIES AND RESPONSIBILITIES:
. Develops publicity and information through brochures, news releases and flyers,
. Develops good relationships with youth athletic association boards, and local high school
teams,
. Plans, directs and oversees the complete maintenance operation and functioning of the Ice
Arena and Field House
. Plans and directs a maintenance program to assure that the ice and the facility which
houses it are in optimum condition, assuring safety and enjoyment to users,
. Responsible to introduce programs and activities that generates revenue in excess of
expenditures at the Ice Arena and Field House,
. Manages purchases of materials to conform to budgetary constraints,
. Performs maintenance and operations functions as needed.
. Schedules activities and supervises personnel for the Ice Arena to provide adequate staff
coverage at all times.
. Trains and supervises staff,
. Develops and maintains a schedule for personnel which maximizes service but assures
efficient use of resources,
. Effectively uses personnel to assure the safety and enjoyment of users and assures that the
facility is used properly.
. Establishes procedures and policies for program registration; develops and monitors
procedures for verifying and tracking ice usage by constituents,
. FoIlows up on user's concerns to assure that difficulties are kept to a minimum.
. Future oversight of concessions,
. Works with 5 member advisory council and YMCA
MINIMUM QUALIFICATIONS:
. A college degree in Business, Recreation or related field (a combination of education and
experience may be substituted for a four-year degree).
. Minimum of three to five years experience in a supervisory level position for a Parks and
Recreation Department, Ice Arena and/or Recreation Facility,
NECESSARY KNOWLEDGE, SKILLS AND ABILITIES:
· Considerable knowledge of center management (special emphasis regarding ice arena),
administrative practices, operation and customer relations,
· Work related experience in setting priorities, directing, training, supervising and
evaluating others.
· Skill in personnel practices.
· Ability to communicate clearly and effectively orally and in writing.
· Knowledge of the development and implementation of a customer relations program,
· Ability to develop and maintain positive working relationships with public and private
agencies affiliated with the facility.
SPECIAL REQUIREMENTS:
None.
PHYSICAL DEMANDS:
The physical demands that are described here are representative of those that must be met by an
employee to successfully perform the essential functions of this job, Reasonable accommodations
may be made to enable individuals with disabilities to perform the essential functions.
While performing the duties of this job, the employee is frequently required to sit and talk or
hear. The employee is regularly required to walk; use hands to finger, handle, or feel objects,
tools, or controls; and reach with hands and anTIS. The employee must occasionally lift and/or
move up to 100 pounds, Specific vision abilities required by this job include close vision and the
ability to adjust focus.
WORK ENVIRONMENT:
The work environment characteristics described here are representative of those an employee
encounters while performing the essential functions of this job, Reasonable accommodations
may be made to enable individuals with disabilities to perform the essential functions,
SELECTION GUIDELINES:
Formal application, rating of education and experience; oral interview and reference check; job
related tests may be required,
The duties listed above are intended only as illustrations of the various types of work that may be
performed. The omission of specific statements of duties does not exclude them from the
position ifthe work is similar, related or a logical assignment to the position,
The job description does not constitute an employment agreement between the employer and
employee and is subject to change by the employer as the needs of the employer and
requirements of the job change.
Date:
Approval:
City Administrator
4104
2
CITY OF ANDOVER
POSITION DESCRIPTION
Position Title:
Department:
Accountable To:
Status:
Assistant Recreational Manager
Community Center
Recreational Facility Manager
Exempt
PRIMARY OBJECTIVE OF POSITION:
The position is responsible for the assisting in the day-to-day operation ofthe Ice Arena and
Field House. Including all aspects offacility maintenance: refrigeration system, ice resurfacer
maintenance, HV AC system, general repairs and the general cleanliness of the facility,
SUPERVISION EXERCISED:
In the absence of the Recreational Facility Manager, exercises supervision over maintenance
personnel and seasonal staff.
ESSENTIAL DUTIES AND RESPONSIBILITIES:
. Plan, organize and implement procedures for the maintenance of arena mechanical
systems.
. Assist in the promotion of arena programs and events.
. Recommend repairs or replacement of facility fixtures,
. Operate and maintain all ice maintenance equipment including the ice resurfacer and ice
edger,
. Maintain ice surface to high standards,
. Maintain clean and safe facilities and perform general outside maintenance of facility,
· Supervise the evening operations of the Community Center including cleanup and
concession staff.
. Assign general cleaning and repair tasks to part-time personnel.
. Assist in managing event ticketing and concession operations.
. Maintain appropriate inventory levels for custodial supplies,
. Operate and maintain skate sharpening equipment.
· Insure adherence to the proper procedures for accounting of daily receipts including ice
rental payments, concession sales, pro shop sales and vending commission.
. Analyze and evaluate arena programs and procedures to determine effectiveness,
suggesting needs for improvement or change,
. Assist in developing and implementing of employee-training procedures including the
development oftraining manuals,
. Support and enforce facility policies, procedures, operations and safety rules.
. Assist in concessions operations, including inventory and equipment maintenance.
MINIMUM QUALIFICATIONS:
· Three years experience in facility operations,
. Valid driver's license
DESIRABLE QUALIFICATIONS:
. Vocational training in facility maintenance,
. Display mechanical aptitude appropriate to the various mechanical systems in an arena
operation,
NECESSARY KNOWLEDGE, SKILLS AND ABILITIES:
. Knowledge of practices, techniques, tools and equipment ofthe mechanical maintenance
and the cleaning of the ice arena.
. Knowledge of refrigeration, HV AC, and resurfacer
. Skill in maintenance and minor repair of buildings and grounds.
. Ability to schedule, supervise and direct part-time staff
SPECIAL REQUIREMENTS:
Work hours are primarily evenings and weekends.
PHYSICAL DEMANDS:
The physical demands that are described here are representative of those that must be met by an
employee to successfully perform the essential functions of this job, Reasonable
accommodations may be made to enable individuals with disabilities to perform the essential
functions.
While performing the duties of this job, the employee is frequently required to sit and talk or
hear. The employee is regularly required to walk; use hands to finger, handle, or feel objects,
tools, or controls; and reach with hands and arms, The employee must occasionally lift and/or
move up to 100 pounds. Specific vision abilities required by this job include close vision and the
ability to adjust focus,
WORK ENVIRONMENT:
The work environment characteristics described here are representative of those an employee
encounters while performing the essential functions of this job. Reasonable accommodations
may be made to enable individuals with disabilities to perform the essential functions,
SELECTION GUIDELINES:
Formal application, rating of education and experience; oral interview and reference check; job
related tests may be required,
The duties listed above are intended only as illustrations of the various types of work that may be
performed, The omission of specific statements of duties does not exclude them from the
position if the work is similar, related or a logical assignment to the position,
The job description does not constitute an employment agreement between the employer and
employee and is subject to change by the employer as the needs ofthe employer and
requirements of the job change,
Date:
Approval:
City Administrator
2
CITY OF ANDOVER
POSITION DESCRIPTION
Position Title:
Department:
Accountable To:
Status:
P-T Ice Resurfacer Driver
Community Center
Asst Recreational Facility Manager
Non-Exempt
PRIMARY OBJECTIVE OF POSITION:
The position is responsible for the assisting in the day-to-day operation of the Ice Arena and
Field House. Including all aspects of facility maintenance: refrigeration system, ice resurfacer
maintenance, general repairs and the general cleanliness of the facility.
ESSENTIAL DUTIES AND RESPONSIBILITIES:
. Operate and maintain all ice maintenance equipment including the ice resurfacer and ice
edger.
. Maintain ice surface to high standards,
. Maintain clean and safe facilities and perform general outside maintenance of facility,
. Assist in event ticketing and concession operations,
. Operate and maintain skate sharpening equipment.
. Insure adherence to the proper procedures for accounting of daily receipts including ice
rental payments, concession sales, pro shop sales and vending commission.
. Support and enforce facility policies, procedures, operations and safety rules.
MINIMUM QUALIFICATIONS:
. Previous Ice Resurfacer Experience,
. Valid driver's license
DESIRABLE QUALIFICATIONS:
. Vocational training in facility maintenance.
. Display mechanical aptitude appropriate to the various mechanical systems in an arena
operation.
NECESSARY KNOWLEDGE, SKILLS AND ABILITIES:
. Knowledge of practices, techniques, tools and equipment of the mechanical maintenance
and the cleaning ofthe ice arena,
. Knowledge of refrigeration and resurfacer
SPECIAL REQUIREMENTS:
Work hours are primarily evenings and weekends,
PHYSICAL DEMANDS:
The physical demands that are described here are representative of those that must be met by an
employee to successfully perform the essential functions of this job, Reasonable accommodations
may be made to enable individuals with disabilities to perform the essential functions.
While performing the duties of this job, the employee is frequently required to sit and talk or
hear, The employee is regularly required to walk; use hands to finger, handle, or feel objects,
tools, or controls; and reach with hands and arms, The employee must occasionally lift and/or
move up to 100 pounds. Specific vision abilities required by this job include close vision and the
ability to adjust focus,
WORK ENVIRONMENT:
The work environment characteristics described here are representative of those an employee
encounters while performing the essential functions of this job, Reasonable accommodations
may be made to enable individuals with disabilities to perform the essential functions.
SELECTION GUIDELINES:
Formal application, rating of education and experience; oral interview and reference check; job
related tests may be required.
The duties listed above are intended only as illustrations of the various types of work that may be
performed, The omission of specific statements of duties does not exclude them from the
position if the work is similar, related or a logical assignment to the position,
The job description does not constitute an employment agreement between the employer and
employee and is subject to change by the employer as the needs of the employer and
requirements of the job change,
Date:
Approval:
City Administrator
11104
2
CITY OF ANDOVER
POSITION DESCRIPTION
Position Title:
Department:
Accountable To:
Status:
Concession's Supervisor
Community Center
Recreational Facility Manager
Non-Exempt
PRIMARY OBJECTIVE OF POSITION:
The position is responsible for concessions operations including, staffing, inventory, cash
management, ordering and day to day operations at the Andover YMCA/Community Center and
other seasonal concessions throughout the City
SUPERVISION EXERCISED:
Exercises supervision ,over part-time concessions personneL
ESSENTIAL DUTIES AND RESPONSIBILITIES:
o Plan, organize and implement procedures for the operation of the concessions
areas,
o Hire and Train staff to operate both concessions areas safely and cost effectively,
o Build a menu that will best fit the concession areas,
o Operate and maintain all concessions equipment
o Maintain concessions areas to a high standard to cleanliness.
o Work with and understand the procedures set forth by the Community Health and
Environmental Services department.
o Schedule all staff, including workers from local associations, Track hours of
associations.
o Track all inventory,
o Order all food and supplies and Maintain appropriate inventory of food.
o Assist with the set up and operation of birthday parties.
o Run reports and manage cash flow,
o Analyze and evaluate concession menu items and procedures to determine
effectiveness, suggesting ways for improvement or change.
o Support and enforce facility policies, procedures, operations and safety rules,
o Become knowledgeable in all operations of the Andover YMCA/Community
Center.
MINIMUM QUALIFICATIONS:
o A minimum of two years experience in food industry,
o Valid driver's license
o A Minnesota Department of Health Certified Food Manager Certificate - may be
obtained within 60 days of hiring.
NECESSARY KNOWLEDGE, SKILLS AND ABILITIES:
o Knowledge of practices, techniques, tools and equipment of concessions and
food management Considerable knowledge of concession management,
administrative practices, operation and customer relations,
o Work related experience in setting priorities, directing, training, supervising and
evaluating others,
. Ability to communicate clearly and effectively orally and in writing,
. Knowledge ofthe development and implementation of a customer relations
program,
. Ability to schedule, supervise and direct part-time staff
SPECIAL REQillREMENTS:
. Work hours are flexible. Some evenings and weekends, 25 -30 per week.
. On call, if a part time worker is a no show,
PHYSICAL DEMANDS:
The physical demands that are described here are representative ofthose that must be met by an
employee to successfully perform the essential functions of this job. Reasonab]e
accommodations may be made to enable individuals with disabilities to perform the essential
functions,
While performing the duties of this job, the employee is frequently required to sit and talk or
hear. The employee is regularly required to walk; use hands to finger, handle, or feel objects,
tools, or controls; and reach with hands and arms, The employee must occasionally lift and/or
move up to 60 pounds, Specific vision abilities required by this job include close vision and the
ability to adjust focus.
WORK ENVIRONMENT:
The work environment characteristics described here are representative of those an employee
encounters while performing the essential functions of this job. Reasonable accommodations
may be made to enable individuals with disabilities to perform the essential functions.
SELECTION GUIDELINES:
Formal application, rating of education and experience; oral interview and reference check; job
related tests may be required.
The duties listed above are intended only as illustrations ofthe various types of work that may be
performed. The omission of specific statements of duties does not exclude them from the
position ifthe work is similar, related or a logical assignment to the position,
The job description does not constitute an employment agreement between the employer and
employee and is subject to change by the employer as the needs of the employer and
requirements ofthe job change,
Date:
Approval:
City Administrator
6/05
2
CITY OF ANDOVER
POSITION DESCRIPTION
Position Title:
Department:
Accountable To:
Status:
P-T Concession's Worker
Community Center
Concessions Supervisor
Non-Exempt
PRIMARY OBJECTIVE OF POSITION:
The position is responsible for assisting with concessions operations including all aspects of
proper food handling and customer service at the Andover YMCA/Community Center.
SUPERVISION EXERCISED:
None
ESSENTIAL DUTIES AND RESPONSIBILITIES:
. Operate and maintain all concessions equipment.
. Maintain concessions areas to a high standard to cleanliness.
. Work with and understand the procedures set forth by the Anoka Department of
Health,
. Track all inventory to insure that product is not disappearing,
. Maintain appropriate inventory of food,
. Assist with the set up and operation of birthday parties,
. Support and enforce facility policies, procedures, operations and safety rules,
. Become knowledgeable in all operations of the Andover YMCA/Community
Center,
MINIMUM QUALIFICATIONS:
. Valid driver's license
NECESSARY KNOWLEDGE, SKILLS AND ABILITIES:
. Knowledge of practices, techniques, tools and equipment of concessions and food
management.
. Work related experience in food service environment.
. Ability to communicate clearly and effectively orally and in writing.
SPECIAL REQUIREMENTS:
. Work hours are flexible, Some evenings and weekends up to 20 hours per week
PHYSICAL DEMANDS:
The physical demands that are described here are representative of those that must be met by an
employee to successfully perform the essential functions of this job. Reasonable accommodations
may be made to enable individuals with disabilities to perform the essential functions,
While performing the duties of this job, the employee is frequently required to sit and talk or
hear, The employee is regularly required to walk; use hands to finger, handle, or feel objects,
tools, or controls; and reach with hands and arms, The employee must occasionally lift and/or
move up to 60 pounds, Specific vision abilities required by this job include close vision and the
ability to adjust focus,
WORK ENVIRONMENT:
The work environment characteristics described here are representative of those an employee
encounters while performing the essential functions of this job, Reasonable accommodations
may be made to enable individuals with disabilities to perform the essential functions,
SELECTION GUIDELINES:
Formal application, rating of education and experience; oral interview and reference check; job
related tests may be required.
The duties listed above are intended only as illustrations ofthe various types of work that may be
performed. The omission of specific statements of duties does not exclude them from the
position if the work is similar, related or a logical assignment to the position.
The job description does not constitute an employment agreement between the employer and
employee and is subject to change by the employer as the needs of the employer and
requirements of the job change,
Date:
Approval:
City Administrator
6/05
2
City of Andover, Minnesota -- Human Resources
Home> City Departments> Human Resources
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Human Resources
The Human Resources Department is responsible for recruiting
applicants and filling positions for permanent, temporary and
seasonal vacancies, The department is also responsible for
employee relations, collective bargaining compensation, job
classification, employee development, and the administration of
safety and employee benefit programs,
Andover, as one of Minnesota's fastest growing cities, offers
excellent opportunities for growth and career development. Full-
time employees of the City enjoy excellent benefits including:
employer paid medical, dental, long-term disability and life
insurance; paid vacation plus sick days; paid holidays; employer
paid pension; deferred compensation; flexible spending
accounts; and technically advanced facilities,
The City fosters a working environment committed to respect
and equal opportunity, Andover does not discriminate on the
basis of race, color, national origin, sex, religion, age, or
disability in the admission or access to, treatment or
employment in, its programs, activities, or services,
To see a list of current openings, click on the link below,
~EmploYJ1lent Opportunities
CO!
Dana Peitso
Human ResOl
Phone: 763-7
Fax: 763-755
e-mail addres
dpeitso@cj<~
http://www.ci.andover.mn.us/index.asp?Type=B_BASI C&SEC={ 467 I I8B9-6529-4352-8___ 6/10/2005
City of Andover, Minnesota -- Employment Opportunities
Home> Employment Opportunities
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Search
E!!!.ployment OE'portunities
Thank you for your interest!
Current employment opportunities with the City of Andover are
listed below, Application packets for each position are available
online, Be aware that our employment application is in ,pdf
format. Viewing ,pdf files requires the Adobe Acrobat Reader,
which you may download for FREE befE!. If you are unable to
view the document, please contact us at 763-755-5100, or stop
by City Hall at 1685 Crosstown Blvd, Please note that the City of
Andover only accepts applications in response to a job posting,
A completed application packet with original signatures is
required when applying with the City of Andover. The City of
Andover does not accept resumes in lieu of the completed
application packet.
To Obtain an Application
. Call our office to request an application be mailed to you -
763-755-5100,
. Or click below for an application,
To Submit a Completed Application
. Mail it to City of Andover, Human Resources, 1685
Crosstown Blvd" MN 55304
Applications must be received by the closing date,
Please see below the Application form for current openings,
i!P Andov:eLEmployment ApRlicatiO!Hulf
Zamboni Driver/Fie!d Hoyse SLJRervisQr
Conc;essjons_S_upervispr
Deadline: Friday, June 17, 2005
Cor
Dana Peitso
Human ResOl
Phone: 763-7
Fax: 763-755
e-mail addres
c:lpeitSJ:!@c;i.a
http://andover.govoffice,com/index.asp?Type=B _JOB&SEC={29DB 19BF -7588-4585-88", 6/10/2005
Employment
Application
1685 CROSSTOWN BOULEVARD N,W, . ANDOVER, MINNESOTA 55304 . (763) 755-5100
FAX (763) 755-8923 . WWW,CI.ANDOVER,MN,US
MUST BE FILLED OUT COMPLETELY
Date
Name:
Street
First Middle
Work Phone: ) -
area code
City State Zip
City State Zip
Last
Home Phone: (
) -
area code
Current Address:
Street
Prior Address:
Email Address:
I Applicant Note
This application form is intended for use in evaluating your suitability for employment. It is not an employment contract
Employment with the City of Andover is at-wi.lL during the probationary period, which means the employee has the right to terminate
their employment, with or without cause, at any time. Likewise, the City has the right to terminate an employee with or without
cause, during the probationary period. Please answer all appropriate questions completely and to the best of your ability. False or
misleading statements are grounds for refusal or termination of employment and benefits. The City of Andover is an equal
opportunity employer. All qualified applicants will receive consideration without discrimination on the basis of a person's race, color,
creed, national origin, religion, age, sex, marital status, or physical handicap, except where a reasonable, bona fide occupational
qualification exists. Additional testing of job-related skills, mental/physical abilities, physical condition and for the presence of drugs
in your body may be required prior to employment.
I Type of Work
For which position are you applying?
What date can you start?_
I Educational Data
SOIOOL
PRINT NAME. NUMBER &SfREET, OTY, STATE & ZIP CODE
& m.EPHONE NUMBER FOR EArn SCHOOL LISTING
DATE OF
GRADUATION
NUMBER OF
YEARS
COMPLETED
DEGREE, MAJOR
OR TYPE OF
COURSE
High School
College
Graduate School
Trade, Business, Night or
Correspondence
Other
Employment History
Please list most recent employment first
Name of Employer -c-
Street Address City Slate Zip
Telephone Number (Include Area Code) Supervisor's Name May we Contact?
aYes oNa
Your Job Title Employed (mo/vr) Salary I Hourly Rate (optional)
FROM: (mo/vr) TO: START: END:
Duties
Reason for Leaving
Name of Employer
Street Address City State Zip
Telephone Number (Include Area Code) Supervisor's Name May we Contact?
DYes DNa
Your Job Title Employed (mo/vr) (mo/vr) Salary IHourly Rate (optional)
FROM: TO: START: END:
Duties
Reason for Leaving
Name of Employer
Street Address City Slate Zip
Telephone Number (Include Area Code) Supervisor's Name May we Contact?
DYes DNa
Your Job Title Employed (mo/vr) (mo/vr) Salary IHourly Rate (optional)
FROM: TO: START: END:
Duties
Reason for Leaving
Name of Employer
Strcct Address City Slale Zip
,
Telephone Number (Include Area Code) Supervisor's Name May we Contact?
DYes DNa
Your Job Title Employed (mo/vr) (mo/vr) Salary I Hourly Rate (optional)
FROM: TO: START: END:
Duties
Reason for Leaving
P:\New Hires\Andover Employment Application 5/14/2004
I Skills
Indicate equipment you can operate:
Computer/Software Skills:
Phone Systems:
Type:
Number of Lines:
Type: 0 Yes 0 No WPM:
Dictation: 0 Yes 0 No WPM:
Other Related Skills:
General Information
Are you 'legally authorized to work in the United States: 0 Yes 0 No
Do you have a valid Minnesota Driver's License? 0 Yes 0 No
Have you ever been convicted of a criminal offense? 0 Yes 0 No Date:
Place:
Nature:
(An affirmative answer will not automatically disqualify you from being considered as a candidate for employment.)
Have you previously applied for employment here? 0 Yes 0 No If yes; when?
Have you previously been "employed by this City? 0 Yes 0 No If yes, when?
I Military Service
Have you ever served in a US. military branch? 0 Yes 0 No Dates:
Branch:
Professional References
Not Current Employers or Relatives-At Least Three
NAME AND ADDRESS
CX:CUPATION
PHONE
I Certification & Release
I certify that I have read and understand the" Applicant Note" on page one of this form and that the answers given by me to the
foregoing questions and the statements made by me are complete and true to the best of my knowledge and belief. I understand that
any false information, omissions or misrepresentation of the facts called for in this application may result in rejection of my application
or discharge at any time during my employment I authorize the City and/ or its agents, including consumer reporting bureaus, to
verify any of this information including, but not limited to, criminal history and motor vehicle driving records. I authorize all persofls,
schools, companies and law enforcement authorities to release any information concerning my background and hereby release any
said person, schools, companies and law enforcement authorities from any liability for any damage whatsoever for issuing this
information. I also understand that the use of illegal drugs is prohibited during employment. If City policy requires, I am willing to
submit to drug testing to detect the use of illegal drugs prior to and during employment.
Signed
Date
P:\New Hiresl,Andover Employment Application 5/14/2004
I Release of Information Authorization
As evidence of my desire to obtain employment with The City of Andover, I empower you and/ or your agents to retrieve information
from all personnel, educational institutions, government agencies, companies. corporations, credit reporting agencies, any law
enforcement agency at the federal, state, or country level, worker's compensation agencies or individuals, relating to my past activities,
to supply any and all information concerning my background, and release the same from any liability resulting in providing such
information. The information received may include, but is not limited to, academic, residential, achievement, job performance,
attendance, litigation, personal history, credit reports, driving history, disciplinary and conviction records.
L the undersign, hereby authorize and grant my informed consent to permit the Bureau of Criminal Apprehension (hereafter "BCA")
and the Anoka County Sheriff Office (hereafter" ACSO") and/or its representatives all data classified as private which concerns me
and which may be in your possession. The data, classified as private under M.s. 13.02, Subd. 12. includes all data which has been
collected, created, received, retained or disseminated in whatever form which in any way related to my dealings with the BCA and/ or
the ACSO. ] understand that the purpose of permitting the CITY to have access to this information is to determine my suitability for
employment.
By signing this authorization, I hereby release the BCA and the ACSO from any and all liability which otherwise mayor does accrue as
a result of the release of any and all data, regardless of its accuracy. ] also release the CITY from any and all liability for its receipt and
use of data received pursuant to this consent. ] understand that I am not legally required to sign this form.. but if I do not, the CITY
will not be able to determine whether my conviction record is a job-related consideration.
] hereby certify that all the statements and answers set forth on the application form and/ or my resume are true and complete to the
best of my knowledge, and I understand that if subsequent to employment any such statements and/ or answers are found false or that
information has been omitted, such false statements or omissions will be just cause for the termination of my employment.
o No, ] do not want a copy of any written background report regarding me.
o Yes, I would like a copy of any written background report regarding me.
Last Name First Name Middle Name
Previous Name Date Changed
Street Address
City State Zip Code
Social Security Number Date of Birth
Driver's License Number State of License
I am willing that a photocopy of this authorization be accepted with the same authority as the original and this release expires onc year
after the date of origination.
Date
Signed
P:\New Hires\Andover Employment Application 5/14/2004
CITY OF ANDOVER
PERSONNEL POLICY
ANDOVER, MINNESOTA
Adopted June 4, 1996
Revised 10/25/96 (10/29/96) (3/05/97) (6/01/99) (7/06/99) (3/19/02)
SEC. 1. PURPOSE. .............................................................................................5
SEC. 2. DEFINITIONS. ........................................................................................5
SEC. 3. EMPLOYMENT PRACTICES AND PROCEDURES. .............................6
SEC.4. PROBATIONARY PERIOD. ...................................................................6
SEC. 5. RESIGNA TIONS.....................................................................................6
SEC. 6. DISMISSALS. SUSPENSIONS AND DEMOTIONS. ..............................6
SEC. 7 . LAY OFFS. .............................................................................................7
SEC. 8. PERSONNEL PAY PLAN.......................................................................7
SEC. 9. TRANSFER. ............................................................................................ 7
SEC. 10. REASSIGNMENT. ................................................................................ 7
SEC. 11. TEMPORARY DUTY ASSIGNMENT....................................................8
SEC. 12. REGULAR HOURS OF WORK. ............................................................8
SEC. 13. OVERTIME. ..........................................................................................8
SEC. 14. GROUP INSURANCE. .........................................................................9
SEC. 15. EMPLOYEE BENEFITS. ......................................................................9
SEC. 16. HOLIDAYS. ..........................................................................................9
SEC. 17. ANNUAL LEAVE. .................................................................................9
SEC. 18. VACATION LEAVE. ...........................................................................11
SEC. 18.1 USE OF COMP TIME ........................................................................11
SEC. 19. SICK LEAVE. .....................................................................................11
SEC. 20. INJURED ON DUTY. ..........................................................................12
SEC. 21. LEAVE OF ABSENCE FOR MEDICAL REASONS. ..........................13
SEC. 22. FUNERAL LEAVE. .............................................................................13
2
SEC. 23. MILITARY LEAVE. .............................................................................13
SEC. 24. JURY DUTY LEAVE...........................................................................13
SEC. 25. DISCRETIONARY LEAVE OF ABSENCE WITHOUT PAY. ..............13
SEC. 26. FAMILY AND MEDICAL LEAVE. .......................................................14
SEC. 27. PARENTAL LEAVE............................................................................15
SEC. 28. UNAPPROVED ABSENCES. .............................................................15
SEC. 29. EMPLOYEE COMPLAINT PROCEDURE. .........................................16
SEC. 30. EMPLOYEE CONDUCT. ....................................................................16
SEC. 31. OUTSIDE EMPLOYMENT..................................................................16
SEC. 32. SOLICITATIONS. ...............................................................................17
SEC. 33. TUITION REIMBURSEMENT PROGRAM. ........................................17
SEC. 33.1 CONVENTION ATTENDANCE .........................................................18
SEC. 33.2 TRAVEL REIMBURSEMENT ............................................................18
SEC. 34 MILEAGE REIMBURSEMENT. ...........................................................19
SEC. 35. UNIFORMS.........................................................................................19
SEC. 36. INCLEMENT WEATHER. ...................................................................20
SEC. 37. EMPLOYEES AND THEIR MEMBERSHIP IN THE ANDOVER
VOLUNTEER FIRE DEPARTMENT. ..................................................................20
SEC. 38. "OUT OF THE CITY" USE OF VEHICLES PUBLIC WORKS
DEPARTMENT AND FIRE DEPARTMENT DUTY USE.....................................20
SEC. 39. SEXUAL HARASSMENT PREVENTION POLlCY.............................21
SEC. 40. WORKPLACE USE OF PHYSICAL FORCE BY EMPLOYEES. .......22
SEC. 40.1 WORKPLACE VIOLENCE PREVENTION........................................23
SEC. 41. COMPUTER USAGE...........................................................................23
3
Worknlace Monitorin2 ....:......__..____...____...........____..............__...__.........__...__..............______...,.............__...__.24
SEC. 42. TRANSPORTATION EMPLOYEE DRUG AND ALCOHOL MODEL
POLICY UNDER THE OMNIBUS TRANSPORTATION EMPLOYEE TESTING
ACT. ....................................................................................................................24
POLICY ______............______.............____...__.............__...__...........____...__......__........'...................__.......................24
COVERAGE............................__.......__...........__......,........__....__.........__......__..........____...,.............,__......__....25
Definitions...........................,....,......,.........,.................,.............,..........,.,........,...........,___...................___25
4
Sec. 1. Purpose.
The purpose of this Personnel Policy is to establish personnel procedures for the City of Andover,
AIl employees of the City shaIl be covered by the Personnel Policy unless specificaIly stated
otherwise, The foIlowing positions shaIl not be covered by this policy:
(I) Elected officials,
(2) Members of boards and commissions,
(3) Other positions so designated,
(a) It is further the policy of the City of Andover to ensure that the City's employment process
shaIl not be based on political considerations, but on the qualifications and responsibilities of
the position,
(b) The Andover City Council reserves the right to modifY the Personnel Policy as needed,
(c) The City Council hereby provides the City Administrator, or designee, with the responsibility
and authority to interpret and administer the Personnel Policy, and promulgate appropriate
rules, regulations and implement administrative policies and procedures,
Sec. 2. Definitions.
(a) When used in this Chapter the foIlowing terms shaIl have the meanings ascribed to them:
(I) City: ShaIl refer to the City of Andover as the employer, the City Council and its agents,
(2) Employee: An individual employed in a permanent position,
(3) FuIl-time Employee: An individual employed in a position that is regularly scheduled for
a 40 hour work week for 52 weeks in a calendar year,
(4) Part-time Employee: An individual employed in a position that is scheduled for 52 weeks
in a calendar year, but less than 40 hours per week,
(5) Seasonal Employee: An individual employed in a position that is scheduled for less than
52 weeks in a calendar year regardless of the number of hours scheduled per work week.
(6) Salaried Employee: An employee who is exempted from the provisions of the Fair Labor
Standards Act.
(7) Hourly Employee: An employee who is subject to the provisions of the Fair Labor
Standards Act.
(8) Initial Date of Employment: An employee's initial date of employment shaIl be based on
the first date of consecutive employment in the employee's current position, except as
may be modified by other provisions and actions affecting an employee's anniversary
date,
(9) Anniversary Date: If an employee's starting date is on or before the fifteenth (15th) of the
month, the anniversary date wiIl be the first of that month; if the starting date is the
sixteenth (16th) day of the month or later, the anniversary date will be the first of the
following month,
(1 0) Calendar Year: Beginning January I and ending December 31,
(II) Immediate Family: Mother, father, husband, wife, son, daughter, brother, sister, son-in
law, daughter-in-law, grandchild or grandparent of the employee or employee's spouse,
(12) Job Applicant: a person who applies to become an employee of the City and has received
a job offer made contingent on the person passing drug testing and a criminal background
check,
5
Sec. 3. Employment Practices and Procedures.
(a) Applications for employment shall be encouraged from all interested parties,
(b) Selection of a candidate for a vacancy shall be made on the basis of qualifications for the
position, regardless of race, color, creed, religion, national origin, marital status, disability
status, with regard to public assistance, political affiliation, sex, age, and sexual orientation.
(c) Procedures forrecruitment, interviewing, and selection of personnel shall be under the
direction and authority of the City Administrator in compliance with all appropriate statutes,
rules, and regulations,
(d) Position vacancies within the City shall be posted internally when appropriate,
(a) At no time will any relative be supervised by a family member.
(b) Employment in any position is subject to approval by the City Council. However, at the
discretion of the City Administrator, or designee, a provisional appointment may be approved
until the Council's employment action.
(c) Section 3 shall apply to all full-time, part-time, and seasonal positions of the City of Andover
including those represented by a bargaining unit.
(d) The City will fully comply with all requirements of the Americans with Disabilities Act.
(e) Drug testing and criminal background checks are required for all job applicants,
Sec. 4. Probationary Period.
(a) All newly hired or rehired employees shall serve a 6 month probationary period,
(b) At any time during a probationary period, an employee may be discharged at the sole
discretion of the City. No cause for discharge is necessary.
(c) This section does not apply to interns,
Sec. 5. Resignations.
(a) An employee wishing to resign from the City in good standing shall provide the City with a
notice of resignation at least 14 calendar days in advance of the effective date of the
resignation, This provision may be waived at the discretion of the City,
(b) Failure to comply with the above procedure may be cause for denying future employment by
the City and denying severance pay,
Sec. 6. Dismissals, Suspensions and Demotions.
(a) The City will discipline, suspend, demote or dismiss employees for just cause only, The
following are deemed appropriate forms of discipline; however, the level and order of
discipline shall be at the discretion of the City, based upon the nature of the infraction:
(1) Oral reprimand and warning;
(2) Written reprimand;
(3) Suspension without pay;
(4) Demotion; or
(5) Discharge,
(b) Written reprimands, suspensions, demotions and terminations shall be issued in writing.
(c) In accordance with Minnesota Statute, an employce may request a written statement of the
reasons for discharge from employment within 15 working days of such discharge,
6
(d) Disciplinary actions in accordance with sub-sections 6(a)(I) and 6(a)(2) may be carried out by
the appropriate supervisor, Additionally, a supervisor may temporarily relieve an employee of
duties for the remainder of a shift or work assignment with pay,
(e) Disciplinary actions in accordance with sub-sections 6(a)(3), 6(a)(4), and 6(a)(5) may be
carried out by the City Administrator, or designee,
(I) The Council shall take final action relative to the discharge of an employee as recommended
by the City Administrator, The employee shall be given written notice of such
recommendation and shall have the right, within five (5) working days after receipt, to appeal
such recommendation, By mutual agreement, the employee and the City Administrator may
request the State Bureau of Mediation Services to appoint a single arbitrator to hear the case
or the employee may choose to submit their appeal to an Arbitration panel. The arbitration
panel shall consist of three (3) qualified arbitrators, with one member chosen by the City, the
second member chosen by the employee and the third member to be determioed by the first
two arbitrators, All reasonable and customary costs incurred by the three arbitrators within the
twin cities metropolitan area shall be shared equally between the City and the employee, The
arbitration panel shall consider all evidentiary information that it deems relevant presented by
the City and the employee, The decision of the Bureau of Mediation Services arbitrator or the
three member arbitration panel shall be referred to the Council for use in its deliberations on
final action.
(g) Section 6 shall apply to full-time and part-time employees,
(h) Due to the length and nature of seasonal employment, a seasonal employee may be discharged
for no cause at the sole discretion of the City,
Sec. 7. Lay offs.
(a) The City of Andover may layoff employees whenever such action is necessary due to the
discontinuance of a position.
(b) A full-time employee who is laid off from employment due to a discontinuance of position
shall be provided with a minimum of 60 days advance notice of such layoff,
(c) A laid off full-time employee shall have rights to recall to the same position from which the
employee was laid off for up to 6 months following the layoff, At the conclusion of the 6-
month recall status, the employee shall be separated from employment with the City.
(d) Part-time and seasonal employees may be separated from employment due to a discontinuance
ofa position without advance notice and shall have no rights of recall,
Sec. 8. Personnel Pay Plan.
(a) The City's Personnel Pay Plan shall be adopted separately by the City Council.
Sec. 9. Transfer.
(a) In the event an employee transfers to a different position, either voluntarily or involuntarily,
the employee's placement on the appropriate salary schedule shall be at the discretion of the
City,
(b) All employees shall serve a 6-month probationary period in any job classification in which the
employee has not previously served a probationary period,
Sec. 10. Reassignment.
(a) The City retains the full right and authority to assign and/or reassign job duties consistent with
the tasks of the position,
7
Sec. 11. Temporary Duty Assignment.
The ptrrpose of this section is to establish a policy for temporary duty assignments for employees
consistent with the City's responsibility to provide services to its citizens:
(a) Employees who become temporarily unable to perform the essential duties oftheir jobs and
who have the medical expectation of returning to full duty within a reasonable period of time,
may be assigned to duties consistent with their restricted status for a limited period of time.
The department or City must have a need for a service the employee can provide within the
constraints and limits of the employee's skill, experience, knowledge and physical ability,
(b) No assignment may be made to temporary duty status without a written approval statement
from the treating physician, The City may require further examination of an employee by a
physician designated by the City before temporary duty status begins,
(c) Any illness or injury that could inhibit full performance of the temporary duties shall be
reported to the appropriate supervisor.
(d) The appropriate supervisor shall determine work assignments and schedules for an employee
on temporary duty in accordance with the department's or City's needs, The temporary duty
mayor may not be full time,
(e) Work assignments shall not exceed 30 working days, An extension may be granted at the
discretion of the City,
(I) Temporary duty assignments for employees unable to perform the essential functions of
their job will be withdrawn at the time it is determined by medical authority that the
employee is unable to return to the employee's former full-time position,
(g) This section shall not be construed or interpreted to mean any employee has a right to a
temporary duty assignment nor that the City is compelled to assign an individual to
temporary duty status,
(b) Section 11 shall apply to all full-time employees, including those represented by a bargaining
unit.
Sec. 12. Regular Hours of Work.
(a) The standard work period for a full-time employee of the City shall be 40 hours per 7 day
period, including approved leaves.
(b) The City's work period for the purpose of determining overtime shall generally be calculated
from Sunday through the following Saturday, The City may unilaterally modifY the work
period for any or all positions or classes of positions,
(c) Requests to accommodate modest City and personal schedules may be approved in advance at
the discretion of the department head,
(d) Section 12 shall apply to full-time and seasonal employees,
(e) Section 12(b) shall apply to part-time employees.
Sec. 13. Overtime.
(a) In emergencies and during peak workloads, a City employee may be required to work
overtime.
(b) All overtime worked must be authorized by the appropriate supervisor in advance,
(c) Non-exempt employees who work more than their regular scheduled work hours within a work
period, including approved paid leave time shall be compensated at 1 Y, times the employee's
regular hourly rate of pay for such hours worked in excess of their regular scheduled work
hours,
(d) Full-time non-exempt employees may request compensatory time be placed in a compensatory
time bank in lieu of payment for earned overtime.
8
(e) The maximum time allowed to accumulate in an employee's compensatory time bank shall not
exceed 80 hours,
(I) Full-time exempt cmployees are eligible for compensatory time at straight time,
(g) Only sub-sections 13(a), (b), and (c) shall apply to part-time and seasonal employees, Section
13, in its entirety, shall apply to appropriate full-time employees as defined,
(b) For all collective bargaining employees, the union contract supersedes the Personnel Policy,
Sec. 14. Group Insurance.
(a) The selection of carriers and detennination of benefits for employee group insurance plans
shall be at the sole discretion of the City, The City shall detennine by separate resolution any
amount of City contribution toward the cost of such insurance, Any additional costs of
insurance in excess of the amount provided by the City shall be payable by the employee,
Sec. 15. Employee Benefits.
(a) Only full-time employees shall be eligible to receive sick leave, vacation, annual leave,
insurance benefits, paid holidays and other benefits as defmed under the appropriate
provisions of this ordinance.
(b) Pennanent part-time employees are eligible for benefits on a pro-rata basis,
(c) Unless specifically stated to the contrary, seasonal employees shall not be eligible to receive
City provided benefits,
Sec. 16. Holidays.
(a) A full-time employee shall be provided the following paid holidays except as otherwise
provided in this section:
New Year's Day
Martin Luther King's Birthday
President's Day
Memorial Day
Independence Day
Labor Day
Veteran's Day
Thanksgiving Day
Day after Thanksgiving
Floating Holiday
Christmas Day
(b) Whenever one of the above listed holiday's falls on a Sunday, the following day shall be
observed as a holiday, and whenever one ofthe above listed holidays falls on a Saturday, the
preceding day shall be observed as a holiday,
(c) Exceptions to section 16(b) for holiday observances in divisions regularly scheduled for
operation on Saturday andlor Sunday will be detennined at the discretion of the City,
(d) If a non-exempt employee is scheduled to work on a holiday observed by the City, the
employee shall be compensated for the time worked at I Y, times the employee's regular base
hourly rate of pay for those hours actually worked on such holiday, unless otherwise specified
in a collective bargaining agreement.
Sec. 17. Annual Leave.
(a) For purposes of this provision eligible employees shall be defmed as those full-time
employees who have selected annual leave in lieu of sick leave.
(b) Employees employed prior to June I, 1996, who select annual leave shall waive all future
rights to eam vacation and sick leave, Employees not selecting the option of annual leave
during the prescribed open window period shall waive all future rights to select annual leave
in lieu of sick leave and vacation.
9
(c) In lieu of receiving sick leave and vacation, employees shall earn annual leave in accordance
with the following schedule, An employee's initial date of employment shall be used to
determine the appropriate hours of annual leave to be accrued, The City Administrator, or
designee, may authorize modification ofan employee's annual accumulation schedule with
Council approval.
(I) 0-2 years: 4,62 hours per 2 weeks of work (3 weeks annually),
(2) 3-4 years: 5,54 hours per 2 weeks of work (3 weeks and 3 days annually,)
(3) 5-9 years: 6,16 hours per 2 weeks of work (4 weeks annually),
(4) 10+ years: 7,69 hours per 2 weeks of work (5 weeks annually),
(d) Annual leave shall not be earned by an employee for any period during which the employee is
not being paid,
(e) Planned annual leave may be denied or approval withdrawn when the granting of such planned
annual leave would result in insufficient personnel to cany out necessary functions as deemed
appropriate by the City,
(I) Employees shall be allowed to accumulate up to a maximum of200 hours annual leave.
Employees shall forfeit any annual leave accumulations at the anniversary date in excess of the
allowable maximum.
(g) Ifuse of unplanned leave suggests abuse, the City shall notifY the employee of this concern, If
such abuse continues the City may deny future unplanned leave requests,
(h) An employee who leaves the employment of the City in good standing shall be compensated
for all accrued and unused annual leave at the time of separation from employment.
(i) An employee shall not be permitted to waive annual leave for the purpose of receiving double
pay,
OJ An employee's unconverted sick leave shall be placed in a banked sick leave account which
may be used by the employee under the following circumstances:
(I) The City may grant the use of banked sick leave if the employee has exhausted all annual
leave or has been absent from work for 2 consecutive days in the event of a serious illness
in the immediate family, employee's illness or injury, or the injury or illness of the
employee's child; however, the City reserves the authority to determine the appropriate
usage and number of days of sick leave for serious illness in the immediate family,
(2) The City may require that the employee provide a physician's statement certifYing the
illness or injury prior to granting the use of banked sick time,
(3) Employees shall be paid up to 400 hours for unused sick leave at time of termination of
employment from the City, provided the employee leaves the City under favorable
conditions and in good standing, The following schedule shall be used in the
determination of pay-off:
20% - two (2) through five (5) years service time
40% - six (6) through nine (9) years service time
50% - ten (10) years service time
(4) Post-Retirement Medical Program
If an employee does not wish to take a sick leave payout at the time of retirement they
may have the monies dispersed into a separate medical premium account An employee
shall meet one of the following to qualifY:
(a) Employee shall be 62 years of age,
(b) Employee shall meet PERA rule of90,
(c) Employee hired after July 1989 shall have 30 years of service or be 55 years of age,
There is no limit on the number of hours of unused sick leave that can be accrued, subject
to the limits below, provided the employee leaves the city under favorable conditions and
in good standing, The following schedule shall be used in the determination of pay-off:
20% - two (2) through five (5) years service time
10
40% - six (6) through nine (9) years service time
50% - ten (10) years service time
The purpose ofthis program is to help defray some of the costs of continuing health
insurance benefits for employees who retire from the City by providing a funding
mechanism utilizing pre-tax dollars. There is no interest earned on this account - all
interest earned will cover administrative costs. This medical premium account would
cover all medical related expenses qualified for coverage under IRS Section 125 plan, the
employee would just need to provide the city with an invoice or receipt. Any balance
remaining at the time of death of a former employee shall be paid to his/her legal heir,
(Ie) Full-time employees employed prior to June 1, 1996, who have not selected the annual leave
plan, shall continue to earn sick leave and vacation in accordance with the appropriate
provisions of the Personnel Policy,
Sec. 18. Vacation Leave.
(a) Full-time employees who have not selected the annual leave program at the time of
implementation shall be eligible, at a minimum, to earn vacation leave in accordance with the
following schedule, The City Administrator, or designee, may authorize modification of an
employee's vacation accumulation schedule with Council approval.
(I) 0 through 5 years: 3,08 hours each 2 weeks of work (2 weeks annually),
(2) 6 through 10 years: 4,62 hours each 2 weeks of work (3 weeks annually),
(3) 11+ years: 6.16 hours each 2 weeks of work (4 weeks annually),
(b) Employees should be encouraged to take vacations on a regular basis; however, employees
shall be allowed to accumulate up to a maximum of200 hours vacation leave determined as of
the individual employee's anniversary date. Employees shall forfeit any vacation unless given
prior approval by the City Administrator to carry excess vacation leave into current year for
use within the following 6 month period, Any vacation leave not used will be forfeited.
(c) An employee's initial date of employment shall be used to determine the appropriate hours of
vacation leave to be accrued,
(d) Vacation leave may be used as earned with advance prior approval of the employee's
supervisor and/or Department Head. However, vacation leave may be denied or approval
withdrawn when the granting of such vacation leave would result in insufficient personnel to
carry out necessary functions as deemed appropriate by the City.
(e) An employee who leaves the employment of the City in good standing shall be compensated
for vacation leave accrued and unused at the time of the termination. An employee who does
not complete 6 months of the probationary period shall not be eligible for compensation in
accordance with this clause,
(1) An employee shall not be permitted to waive vacation leave for the purpose of receiving
double pay,
Sec. 18.1 Use of Camp Time
(aJ Comp time may be used in 15 minutes increments,
Sec. 19. Sick Leave.
(aJ Rate of accrual: Full-time employees who have not selected the annual leave program at the
time of implementation shall earn sick leave at the rate of3,69 hours for each 2 weeks of
service, An employee shall be eligible to use sick leave as accrued and accumulated, in
accordance with the sick leave policy,
(b) Sick Leave Usage: Sick leave may be granted for personal injury, illness, legal quarantine, or
preventive medical care, if such preventive medical care cannot be handled outside the
employee's normal work hours, The City may grant sick leave usage in the event of illness in
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the immediate family; however, the City reserves the authority to determine the appropriate
usage and number of days of sick leave for illness in the immediate family,
Cc) Employee Responsibility: Each employee is responsible to contact the appropriate
supervisor, within a reasonable time, with the reason for requesting usage of sick leave and to
keep the appropriate supervisor informed on the usage of sick leave.
Cd) Medical Doctor Certificate: The City may request, at any time, that an employee provide a
medical doctor's certificate including verification of illness or use of sick leave and/or ability
to return to work,
Ce) Accumulation: Sick leave shall accumulate with no maximum limit on the number of days
allowed to accrue,
CI) False claims: An inappropriate claim of sick leave may be cause for disciplinary action up to
and including discharge.
Cg) Sick Leave Severauce Payment: Upon termination of employment, an employee in good
standing, or legal beneficiary, shall be eligible to receive a lump sum payment in accordance
to City Policy Sub-section 17(j) (3) or C 4),
(h) Accrued Sick Leave: Employees with 800 or more hours of accrued sick leave may elect to
convert up to the lessor of96 hours or the amount exceeding 800 hours to vacation at a rate of
50%. In no event shall an employee use this provision to convert sick leave to more than 48
hours of vacation, Such an election must be made during the month in which the employee's
anniversary date falls,
(i) Extended illness: Extended illness which continues beyond the limits of any employee's paid
sick leave accrual may be considered for coverage, A supervisor wishing to recommend such
a consideration should send a written recommendation to the City Administrator for a fmal
determination, If extended sick pay is approved, one of two options will be available for
extending sick leave pay:
Ca) The extended sick pay will be charged against the employee's future sick leave
accrual which will resume under the usual stipulations when the employee returns to
work on a permanent full-time basis, or;
(b) Extended sick pay may be granted through the voluntary donation and transfer of
accrued sick leave from other employees. An employee may donate up to a
maximum of 5 days, An employee may receive up to 30 working days sick leave for
anyone occurrence. Sick leave shall be donated and received on an hour for an hour
basis, No consideration for differences in wage rates shall be applied to the transfer,
Before the extended sick pay begins, all of the employee's vacation, compensatory time and
floating holiday must have been taken, either prior to or during the illness,
Sec. 20. Injured on Duty.
Ca) Reporting of Injuries: An employee injured on the job shall notifY their supervisor
immediately, The supervisor must submit a "First Report of Injury" to the Human Resources
Manager the day the injury occurs, If the injury requires attendance by a medical doctor, the
employee is directed to seek immediate medical attention,
(b) Injured on Duty: An employee injured during the performance of job duties and unable to
work, shall be paid according to the Minnesota Workers Compensation Regulations, An
injury that does not result in compensation under the Workers' Compensation law shall not be
compensable in accordance with this article, An employee injured on the job in the service of
the City and collecting worker's compensation may draw from the employee's accumulated
sick or annual leave for the fraction of the dayCs) not covered by worker's compensation, In
no instance shall the total amount of monies received by an employee exceed the employee's
current base rate of pay.
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Sec. 21. Leave of Absence for Medical Reasons.
(a) Non-Probationary Employee: A non-probationary employee may be granted a leave of
absence for medical reasons. A leave of absence for medical reasons in excess of 30
consecutive calendar days may be granted at the discretion of the City Administrator for up to
I year, inclusive of consecutive time away from work, at which time the leave shall be
reviewed and the employee may be discharged,
(b) Probationary Employee: A probationary employee may be granted a leave of absence for up
to 10 consecutive days for medical reasons. A leave of absence for medical reasons in excess
of to consecutive calendar days may be granted at the discretion of the City Administrator for
up to 30 calendar days, inclusive of consecutive time away from work, at which time the leave
shall be reviewed and the employee may be discharged,
(c) An employee may continue to use accumulated leave during the leave of absence for medical
reasons, and shall be eligible for employer provided benefits until the employee's accumulated
leave has been exhausted, at which time the employee may continue group insurance coverage
at the employee's expense, except when employee qualifies under Family Medical Leave Act
See, 26, A returning employee shall be assigned to a position similar to the one held at the
time the leave commenced.
Sec. 22. Funeral Leave.
(a) 3 days Paid - Immediate family,
Sec. 23. Military Leave.
(a) The City shall provide all employees with military leave in compliance with applicable
Minnesota Statutes,
Sec. 24. Jury Duty Leave.
(a) The City shall provide employees with leave for jury duty. Employees shall be granted an
amount of compensation equal to the difference between the employee's regular base pay and
per diem compensation received for jury duty. This shall not include reimbursement for
expenses incurred as a result of the jury duty,
(b) The City shall provide seasonal employees approved leave without pay for jury duty in
compliance with Minnesota Statutes,
Sec. 25. Discretionary Leave of Absence Without
Pay.
(a) An employee may request, and the City may grant a leave of absence without pay, The reason
for granting or denying a request for a leave of absence without pay shall be at the sole
discretion of the City,
(b) A non-paid leave of absence shall not exceed 6 months, Upon return to work, the employee
shall be returned to a similar position held by the employee at the time of the leave, If an
employee does not return to active employment, the City shall consider it a voluntary
resignation on the part of the employee,
(c) No annual leave, vacation, or sick leave benefits shall accrue during a leave of absence
without pay, However, the employee shall be eligible to continue group insurance at the
employee's own expense,
(d) A leave of absence without pay shall require the advance approval of the City Administrator,
or designee.
(e) The City may cancel a leave of absence at any time upon written notice to the employee.
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Sec. 26. Family and Medical Leave.
(a) Eligible Employees: An employee must have been employed by the City for at least 12
months preceding the commencement of the leave and have worked at least 1200 hours,
(b) Eligible Reasons for Leave: An eligible employee is entitled to 12 weeks leave per 12-
month period for any of the following reasons:
(I) Birth of a child or placement of a child with the employee for adoption or foster care,
The entitlement in this case expires ]2 months after the placement. There is no maximum
age limit for adoption or foster care placement.
(2) To care for a spouse, child, or parent who has a serious health condition, Caring for
someone includes psychological as well as physical care. It also includes acquiring care
and sharing care duties. An eligible child is defmed as a person under 18 years of age, or
a person incapable of self-care because of a physical or mental disability who is a
biological, adopted, foster or step child, a ward of the employee, or a person for whom
the employee is charged with a parent's rights, duties and responsibilities. An eligible
parent includes a biological parent, a person who was charged with a parent's rights,
duties and responsibilities over the employee when the employee was under legal age,
including parents-in-law,
(3) Because of a serious health condition making the employee unable to perform the
essential functions of the position. A serious health condition means any illness, injury,
impairment or physical or mental condition that requires. either in-patient care or results in
incapacity requiring absence from work for more than three (3) days and continuing
treatment by a health care provider, Prenatal care is specifically included in the defmition
of a serious health condition.
(c) Notice Requirement: An eligible employee must make a written request for family medical
leave, A 30 day verbal or written notice is required if the leave is foreseeable, If 30 days
notice is not possible, as much notice as practical must be given, Planned medical treatment
should be scheduled so that it will not unduly disrupt the City's operations,
(d) Affect on Health Insurance: During the leave, health insurance coverage will be maintained
at the same level and under the same conditions as if the employee continued working.
Arrangements for payment of the employee's portion of premiums must be made by the
employee through the City,
(e) How Leave May Be Taken: Family and medical leave may be taken in full weeks up to a
total of 12 weeks or in increments of no less than I bour depending on the circumstances,
(I) Use of Accrued Leave: An employee must use accrued annual leave, vacation, compensatory
time or sick leave, if the reasons for the leave qualify the employee to use accrued leave in
accordance with the appropriate provision(s) of this policy,
(g) Medical and Fitness for Duty Certifications:
(I) The City may require the employee to obtain medical certification from the employee's
bealth care provider that the employee has a serious health condition or that of a child,
parent or spouse, A second medical opinion may be requested by the City, If requested,
the City will pay for the cost of the second opinion and will select a health care provider
not regularly associated with the City,
(2) Recertification may be required if the employee requests an extension of the original
length approved by the City or if the employee's circumstances change, Recertification
may also be required if there is a question as to the validity of the certification or if the
employee is unable to return to work due to the serious health condition,
(3) The City may require a medical certificate attesting to the employee's fitness for duty
prior to return to work, The fitness for duty report must be based on the particular health
condition(s) for which the leave was approved and must address whether the employee
can perform the essential functions of the job. The City may consult with a physician or
other expert to determine reasonable accommodations for any employee who has a
qualified certification, The City may deny reinstatement until it is provided,
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(h) Records Retention: Records regarding leave will be kept along with normal payroll and
personnel records except that any medical record will be maintained separately as a
confidential record in accordance with applicable law,
(i) Affect on Pension: Family and medical leave counts as continued service for purposes of
retirement or pension plans.
G) Training: Employees who have missed training sessions while on leave will be given a
reasonable opportunity to make them up,
(k) Return from Family and Medical Leave: An employee will be returned to their same or
equivalent position upon return from leave, except in the event of a leave caused by a child
with a serious health condition in which case the employee shall be returned to their same
position, The employee's health insurance coverage will be reinstated at the same level
without requiring a physical exam, qualifYing period or exclusion of pre-existing conditions,
Sec. 27. Parental Leave.
(a) The City shall provide an unpaid parental leave for up to 6 months to a full-time employee,
including those represented by a bargaining unit, who is a biological or adoptive parent in
conjunction with the birth or adoption of a child, Such leave shall commence at a time
requested by the employee, but will not begin later than I year after the birth or adoption of a
child, Upon return to work the employee shall be returned to a similar position held by the
employee at the time of the leave,
(h) If an eligible employee has family and medical leave remaining at the time this leave
commences, the two leaves will run simultaneously until the 12 week family and medical leave
eligibility is exhausted, In no instance shall the total family and medical and parental leave
exceed 6 months,
(c) Beyond what is provided in accordance with family and medical leave, City provided benefits
shall accrue during an unpaid parental leave, However, the employee shall be eligible to
continue group insurance at the employee's own expense,
(d) If an employee does not return to active employment at the conclusion of the approved
parental leave, the City shall consider it a voluntary resignation on the part of the employee,
(e) All pregnancy-related disabilities shall be treated the same as all other disabilities in
accordance with appropriate provisions section of this ordinance.
(I) A part-time or seasonal employee shall be provided parental leave in compliance with
Minnesota Statutes,
Sec. 28. Unapproved Absences.
(a) An employee must receive prior approval for an absence from worle An employee absent from
duty without approval of the employee's Department Head, or designee, may be subject to
disciplinary action up to and including discharge.
(h) An employee who is habitually absent from work without prior permission or approval may be
subject to disciplinary action up to and including discharge, Excessive tardiness is defined as 3
or more tardies in a one (1) month period, Excessive unapproved absenteeism is defined as
more than 16 hours of absences in a calendar year,
(c) An employee who is absent from work without approval for 2 consecutive work days shall be
considered to have voluntarily resigned from employment with the City, unless circumstances
beyond control can be provided to the Department Head and/or City Administrator
(d) Section 28 shall apply to full-time, part-time, and seasonal employees,
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Sec. 29. Employee Complaint Procedure.
Purpose: All employees have a right to be heard relative to conccms or complaints
pertaining to employment.
Procedure: The following steps shall be utilized to facilitate an orderly process for allowing
an employee's concerns to be heard:
(a) Immediate Supervisor: The employee shall discuss the concem with their immediate
supervisor in an attempt to resolve the concern, If the employee is not satisfied, the employee
may file a complaint with the Department Head, or designee,
(b) Department Head: In filing a complaint with the Department Head, or designee, the
employee shall forward a written complaint to the Department Head, Upon receipt of the
written complaint, the Departmeot Head, or designee, shall meet with the employee in a timely
manner to hear and consider the complaint. A written response will be given the employee in
a timely manner, The Department Head, or designee, shall take steps to investigate the
employee's complaint and take necessary actions, such as:
(a) Take action appropriate to the authority of the Department Head, or designee, to
resolve the employee complaint, or;
(b) Inform the employee there is no basis for City action,
(c) Administrative Level: If the employee is not satisfied, the employee may submit the
complaint to the City Administrator, or designee, The City Administrator, or designee, shall
review as necessary and issue a written statement of disposition of the complaint in a timely
manner.
(d) City Council: If the employee is not satisfied with the disposition of the complaint by the
City Administrator, or designee, the employee may request a hearing with the City Council.
The City Council shall hear the complaint, review as necessary, and issue a decision. The
decision of the City Council shall be final.
Sec. 30. Employee Conduct.
(a) Employees are expected to use available working hours to the best advantage in carrying out
work-related duties.
(b) The conduct ofan employee on the job shall not bring negative public opinion upon the City,
(c) Employees are expected to treat each other in a professional, respectful manner, Hurtful,
disparaging, cutting remarks intended to defame, demoralize, disrespect or otherwise demean
others will not be tolerated. Instructive comments and suggestions for improvement are
encouraged provided they are given in a positive, constructive way,
(d) Following are general rules of behavior relative to an employee's political activities,
(1) An employee of the City may express personal opinions on political subjects and
candidates and take an active part in political management and campaigns as long as it
does not interfere with job performance or duties and such activities occur outside of the
workplace,
(2) An employee of the City may not, directly or indirectly, during working hours or on City
property, solicit or receive funds for political purposes,
(3) An employee of the City may not, at any time, use authority or official influence as a
result of their employment to compel any person to do any of the following: apply for
membership in any political organization; payor promise to pay any assessment (other
than their own), subscription, or contribution for political purposes; or take part in any
political activity,
Sec. 31. Outside Employment.
The pwpose of this section is to establish standards for the reporting of outside employment to
protect both the City and employees from engaging in an activity which might be construed to be a
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conflict of interest between the employee's regular duties with the City and the outside
employment.
(a) Full-time employees are required to provide a written disclosure to the City Administrator, or
designee, relative to engaging in any other employment, activity or enterprise for private gain,
(b) The City Administrator shall monitor and may prohibit the outside employment, activity or
enterprise of employees for private gain, Consideration will be given to the following
conditions:
(I) The outside activity could interfere with the employee's ability to perform required job
duties for the City,
(2) If private gain or advantage realized from the use of City time, staff, facilities, equipment,
supplies, or influence of City employees.
(c) At the discretion of the City Administrator, approval of outside employment for private gain
may be withdrawn,
(d) An employee's failure to disclose participation in non-City employment which is or may be
construed to be a conflict of interest may be grounds for disciplinary action up to and
including discharge,
(e) Use of City time, staff, facilities, equipment, supplies or influence of City employees for
private gain or advance is prohibited, Such occurrences may be grounds for disciplinary
action up to and including discharge,
(1) Section 31 shall apply to all full-time employees, including those represented by a bargaining
unit.
Sec. 32. Solicitations.
The purpose of this section is to set up standards for employees soliciting donations, contributions,
or promoting appropriate fundraising activities.
(a) Employees may solicit donations, contributions, or promote appropriate fundraising activities
by posting the event or item in a neutral location in the City, i,e, lunchroom, whereby an
employee may voluntarily make a donation or participate in the activity,
(b) An employee may not directly solicit donations, contributions, or request participation in a
fundraising activity from other employees,
(c) Certain fundraising activities sponsored by the City may be exempted from this provision,
(d) The home addresses and home telephone numhers of City employees shall he withheld from
all persons, businesses, or organizations.
(e) Section 32 shall apply to all employees, including those represented by a bargaining unit.
Sec. 33. Tuition Reimbursement Program.
Purpose: The City of Andover encourages its employees to improve skills and knowledge through
education, To assist employees in obtaining personal job related education and career goals, the
City offers the following tuition reimbursement program to eligible employees,
(a) Eligibility: Eligibility for the reimbursement program shall be based on the following criteria:
(I) Full-time employees, including those represented by a bargaining unit, upon successful
completion of the initial probationary period with the City, or as individually agreed, shall
be eligible to apply for reimbursement of job related educational courses under the City's
tuition reimbursement program.
(2) This program is voluntary and as such, all course work shall be completed outside nonnal
working hours,
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(3) In order to be considered for tuition reimbursement, the course or degree program must
be directly related to the employee's current job or to a position to which the employee
could be directly promoted within the City,
(4) Tuition reimbursement shall be considered only for course work taken at recognized
accredited colleges, vocational schools or approved adult educational programs,
(5) Tuition reimbursement forms are available from the Human Resources Manager,
(h) Approval: In order to be eligible for tuition reimbursement, all requests for course work or a
degree program must receive prior approval from the appropriate Department Head, City
Administrator and Human Resources Manager, subject to budgetary considerations,
(c) Reimbursement: An employee shall be eligible for reimbursement in accordance with the
following,
(I) Upon successful completion of a pre-approved educational course, the City shall
reimburse the employee for cost of the course tuition and other associated fees not
to exceed the equivalent of the cost of tuition at the University of Minnesota for
comparable courses, At the discretion of the City the tuition reimbursement
maximum may be waived for certain job-related accelerated undergraduate degree
programs. The City shall not reimburse the employee for necessary textbooks and
materials, meals or travel expenses. Expenses for which the employee could be
compensated through other educational incentive programs, such as the GI Bill, will
not be covered, Doctorate and law school programs shall not be eligible for tuition
reimbursement under this policy,
(d) Section 33 shall apply to all full-time employees, including those represented by a
bargaining unit.
Sec. 33.1 Convention Attendance
(a) Conventions, seminars, workshops or conferences ofa national scope or regional (multi-
state) gathering of national groups, may be attended by department heads, In some cases, a
division head or department head's assistant (someone frequently designated to act in his or
her absence) may attend a conference if the gathering is specifically related to their technical
area. In all cases, specific approval by the department head and City Administrator is
necessary. In all cases, the individual attending national conferences will be on their own
time for all travel related time,
(b) State or pre-approved bordering state conventions, seminars, workshops and conferences may
be attended by department and division heads or their designated representatives, Attendees
may include any employee if the convention directly relates to their area of work. In all
cases, specific approval by the department head and city administrator is necessary,
(c) Metropolitan area gatherings may be attended by any employee designated by his or her
department head,
(d) Employees should be aware at all times that they are representing the City of Andover while
attending any conference, meeting seminar or convention. Employees should conduct
themselves as if they were at work. Improper conduct at any City authorized or sponsored
event reflects poorly on the City and will be subject to disciplinary action as if it occurred
during regular working hours,
(e) Any costs associated with the conference or travel that exceed budgeted amounts shall be the
responsibility of the employee.
Sec. 33.2 Travel Reimbursement
The City of Andover may reimburse employees, volunteers, appointed and elected Employees
(hereafter referred to as Employees) for actual expenses incurred while acting as a representative
of the City, Unless otherwise required by law, the following conditions must be met in order to
qualifY for reimbursement:
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(a) The expenditure must qualifY as a public purpose expenditure as determined by State law and
the City of Andover for which the City may use tax money,
(b) Prior supervisory approval from the department head or City Administrator must be received
before reimbursement will be made.
(c) Reimbursement shall be made in accordance with the rules stated in this policy.
(d) All requests for travel outside the Metropolitan area involving an overnight stay must be
submitted in writing, A copy of the seminar information should be attached to the request.
(e) Overnight accommodations within the Metropolitan area are not eligible for reimbursement.
(I) Mileage and meal allowance advancements or reimbursements will be established at the
current I RS rates,
(g) Receipts for miscellaneous travel expenses (i.e, parking fees, cab fares) are necessary for the
employee to be reimbursed,
(h) A report outlining the content of the seminar must be filed with the department head or City
Administrator within two weeks after returning from an out of the Metropolitan area
conference.
(i) If out of state travel is required, air transportation is recommended and will be reimbursed by
the City.
Gl Employees will select the most economical airfare that fits the conference or meeting
schedule.
(k) An employee may elect to drive instead of using flying with the following provisions:
Prior written approval must be received form the department head or Administrator,
Two weeks prior to approval, the employee must contact a travel agent for the most
economical airfare available, Reimbursement for travel shall not exceed the amount of
the airfare quote,
Lodging and meal reimbursement shall be limited to the period oftime required if
flying had been used.
Sec. 34 Mileage Reimbursement.
(a) The City of Andover shall reimburse employees travel expense whenever an employee is
required to use his own vehicle for official City business,
(h) Reimbursement shall be made to the employee at the rate established by the Internal Revenue
Service each year,
Sec. 35. Uniforms.
Policy: The City of Andover provides uniforms for employees of Public Works to be used onjob
related duties and not to be worn after hours, These uniforms identifY employees to the publics and
must be worn during working hours.
(a) The City of Andover will also provide an allowance to Public Works Employees for the
purchase of work boots, This allowance is to be determined on an annual basis,
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Sec. 36. Inclement Weather.
(a) Whenever non-exempt employees are unable to report to their assigned work place for the
time periods designated by the City due to weather conditions (such as, but not limited to,
snow, flooding, ice, etc.) such employees will not be compensated for time not worked.
(b) Employees desiring to use accumulated compensatory time and/or vacation time for such non-
work time may do so.
(c) Exempt employees are responsible for the performance of any duties not performed due to
their temporary inability to report to their work place for assigned duties due to inclement
weather.
Sec. 37. Employees and Their Membership in the
Andover Volunteer Fire Department.
(a) Ifan employee is working an 8 hour shift, 3 hours of training is allowed, Ifan employee is
working a 10 hour shift, training can only be during off work hours,
(b) Attendance at fire drills shall be on a volunteer basis and shall not be considered a part of the
normal work week, On scheduled training days for the Fire Department, employee- volunteers
shall make up their hours that same day, The Fire Chief and Public Works Superintendent
will agree on the hours set aside for Fire Department Training, Only those employees
working an eight (8) hour shift can participate in training during days,
(c) Employees shall be allowed sixteen (16) hours paid per year for Special Training, These 16
hours of training is to come from the Fire Department Training Budget. Supervisors must be
notified two weeks in advance prior to training,
(d) When fire or rescue calls occur during City working hours, two employee volunteers are
automatically relieved of other duties and will immediately respond to the fire or rescue call,
Other employee volunteers would respond only for a general alarm, Once on the fire call, City
employees are responsible only to the Fire Chief or Fire Officer in charge and remain under
hislber charge until relieved from duty,
(e) Time spent by City employees on fITe/rescue calls will be charged to the Fire Department
budget,
(f) The Fire Chief or Fire Officer will relieve all but one City employee as soon as they return to
the station and the others when their assignment is done,
(g) All City employees returning to Public Works will punch back in and write in their call out
time.
(h) No City employee will respond to fire or rescue calls while on their week of pager or weekend
duty with the Public Works Department,
(i) No Public WorkslFirefighter employee will respond to fire calls while on a high priority work
assignment without the approval of their supervisor.
The Fire Department will not penalize Public WorkslFirefighters if they are on a high priority
work assignment and cannot report to a fire call,
Sec. 38. "Out of the City" Use of Vehicles Public
Works Department and Fire Department Duty Use.
(a) Use of Public Works Emergency Response Vehicle by Public Works Duty Person,
(I) To be used only for checking of pump houses, towers and lift stations,
(2) To be used to answer after hour calls for any Public Works or utility emergency,
(3) To be used for the pick up of City employees due to bad weather such as storms,
blizzards, etc.
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(4) Not to be used for any personal use, such as going to stores or transporting any non-City
employee other than for City business.
(5) Cellular Telephone - To be used for City business only, such as calling for help,
supervisors, contractors and anyone needed to handle your call out.
(6) Employee shall use Public Works emergency response vehicles if response time is more
than 20 minutes away from the City of Andover.
(b) Use of Fire Department Vehicles for Chiefs and Duty Officers,
(I) Personnel who live out of the City who are on weekend duty shall not go more than 5
minutes further away from the City than their home, Personnel who live more than 5
minutes out of the City limits shall not be on weekend duty or duty officer unless they
make arrangements to stay in the City while on duty,
(2) If non-fIre personnel are in the vehicle when a call comes in they shall be left off and
picked up later.
(3) Fire vehicles shall not be more than 5 minutes out of the City limits unless for official fIre
department business,
(4) Any special situation must be approved by the chief,
(5) A mileage log must be kept. There shall be no personal use of City vehicles,
Sec. 39. Sexual Harassment Prevention Policy.
Policy: Sexual harassment and sex discrimination are against the law. It is the policy of the City
of Andover to abide by the federal and state laws which prohibit sexual harassment, intimidation or
coercion, The supervisory and management personnel of the City are responsible for
implementing this policy.
(a) Discipline: Sexual harassment of any employee of the City by another employee of the City
will not be tolerated, If investigation of a complaint of sexual harassment produces evidence
that such harassment has occurred, appropriate disciplinary action will be taken up to and
including discharge,
(b) Definition of Harassment: Sexual harassment is dermed as unwelcome sexual advances,
requests for sexual favors and other verbal or physical conduct ofa sexual nature, Following
are examples of conduct which may be legally actionable sexual harassment. These examples
are not all inclusive:
(I) Use of demeaning terms which have sexual connotation,
(2) Objectionable physical proximity or physical contact.
(3) Unwelcome suggestions regarding, or invitations to, social engagements or events.
(4) Any indication, express or implied, that an employee's job security, job assignment,
conditions of employment or opportunities for advancement depend or may depend on the
granting of sexual favors to any other employee, supervisor or manager,
(5) Any action relating to any employee's job status which is in fact affected by consideration
of the granting or refusal of social or sexual favors,
(6) The deliberate or careless creation of an atmosphere of sexual harassment or intimidation.
(7) The deliberate or careless expression of jokes or remarks of a sexual nature to or in the
presence of employees who may fmd such jokes or remarks offensive.
(8) The deliberate or careless dissemination of materials (such as cartoons, articles, pictures,
ete,) which have a sexual content and which are not necessary for work to employees who
may fmd such materials offensive.
(c) Employee Responsibility: All employees shall be careful to treat their co-workers,
subordinates, and supervisors with respect at all times.
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(d) Reporting: The following procedures may be used by any employee for reporting any form
of harassment:
(I) Any employee who feels that he or she is being subjected to sexual harassment in any
form, shall, if the aggrieved employee feels comfortable in doing so, inform the person
engaging in the sexual harassing conduct or communication that such conduct or
communication is offensive, against City policy, and must stop.
(2) Or, an employee may contract the employee's supervisor or department head if the
employee is comfortable in doing so. The employee may also contact:
i. City of Andover Human Resources Manager
, ii. City of Andover City Administrator
(3) Any employee who becomes aware or is concerned about a perceived incident of sexual
harassment is encouraged to report this activity to the Human Resources Manager, City
Administrator, a supervisor or a manager.
(4) Any supervisor, manager or Department Head receiving a report must contact the Human
Resources Manager or City Administrator,
(5) If you believe you have been subjected to sexual harassment, you may also contact:
i. Minnesota Department of Human Rights
500 Bremer Tower
71h and Minnesota Streets
St Paul, MN 55101
(612) 296-5663
ii. The Equal Employment Opportunities Commission
110 South Fourth Street, Room 178
Minneapolis, MN 55101
(612) 349-3495
(e) No retaliation of any kind will occur because an employee has reported an incident of
suspected sexual harassment.
(I) Section 39 shall apply to all employees, including those represented by a bargaining unit.
Sec. 40. Workplace Use of Physical Force by
Employees.
(a) All employees of the City of Andover are prohibited from any use of physical force or
physical enforcement unless the employee determines that any of the following
conditions exist.
(I) Physical force is necessary to protect the health and welfare of the person involved,
(2) Physical force is necessary to protect the health and welfare of others.
(3) Physical force is necessary to protect the health and welfare of the employee in self-
defense.
(b) Section 40 shall apply to all employees, including those represented by a bargaining unit.
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Sec. 40.1 Workplace Violence Prevention.
The City of Andover is committcd to preventing workplace violence and to maintaining a
safe work environment. The city has adopted the following guidelines to deal with
intimidation, harassment, or other threats of (or actual) violence that may occur during
business hours or on its premises,
All employees, including supervisors and temporary employees, should be treated with
courtesy and respect at all times, Employees are expected to refrain from fighting,
"horseplay," or other conduct that may be dangerous to others, Firearms, weapons, and other
dangerous hazardous devices or substances are prohibited from the facilities of the city
without proper authorization.
Conduct that threatens, intimidates, or coerces another employee, a customer, or a member of
the public at any time, including off-duty periods, will not be tolerated, This prohibition
includes all acts of harassment, including harassment that is based on an individual's sex,
race, age, or any characteristic protected by federal, state, or local law.
All threats of (or actual) violence, both direct and indirect, should be reported as soon as
possible to your immediate supervisor or any other member of management. This includes
threats by employees, as well as threats by customers, vendors, solicitors, or other members
of the public, When reporting a threat of violence, you should be as specific and detailed as
possible.
All suspicious activities should also be reported as soon as possible to a supervisor, Do not
place yourself in periL If you see or hear a commotion or disturbance near your workstation,
do not by to intercede or see what is happening.
The city may take appropriate action when dealing with customers, fonner employees, or
visitors to the facility who engage in violent behavior, Such action may include notifYing the
police or other law enforcement personnel and prosecuting violators of this policy to the
maximum extent of the law,
The city will promptly and thoroughly investigate all reports of threats of (or actual) violence
and of suspicious individuals or activities, The identity of the individual making a report will
be protected as much as is practicaL In order to maintain workplace safety and the integrity
of its investigation the city may suspend Employees, either with or without pay, pending
investigation.
Anyone detennined to be responsible for threats of (or actual) violence or other conduct that
is in violation of these guidelines will be subject to prompt disciplimuy action up to and
including tennination of employment.
The city encourages employees to bring their disputes or differences with other employees to
the attention of their supervisors or the Human Resources Manager before the situation
escalates into potential violence, The city is eager to assist the resolution of employees'
disputes, and will not discipline employees for raising such concerns.
Sec. 41. Computer Usage.
Computers, computer files, the e-mail system, and software furnished to employees are the
City of Andover property intended for city business use, Employees should not use a
password, access a file, or retrieve any stored communication without authorization,
The city strives to maintain a workplace free of harassment and sensitive to the diversity of
its employees. Therefore, the city prohibits the use of computers and the e-mail system in
ways that are disruptive, offensive to others, or harmful to morale,
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The city purchases and licenses the use of various computer software for business purposes
and does not own the copyright to this software or its related documentation. Unless
authoriz.ed by the software developer, the city docs not have the right to reproduce such
software for use on more than one computer,
Employees may only use software on local area networks or on multiple machines according
to the software license agreement. The city prohibits the illegal duplication of software and
its related documentation,
Employees should notifY their supervisor or any member of management upon learning of
violations of this policy. Employees who violate this policy will be subject to disciplinary
action, up to and including termination of employment,
THE INTERNET - Employees may not use the city computers to view or download
information from the Internet, which they are not authorized to view or download,
Copyrighted images and files downloaded from the Internet carry the full protection and
penalties of the copyright law. The user is responsible for being aware of the copyright
restrictions before downloading, modifYing, or reproducing any images or files from the
Internet.
Workplace Monitoring
Workplace monitoring may be conducted by the city, upon complaint of violation of City
policy to Human Resources, a Department Head or the City Administrator, to ensure quality
control, employee safety, security, and customer satisfaction,
Computers furnished to employees are the property ofthe city. As such, computer usage and
files may be monitored or accessed.
Employees can request access to information gathered through workplace monitoring that
may impact employment decisions, Access will be granted unless there is a legitimate
business reason to protect confidentiality or an ongoing investigation,
Because the city is sensitive to the legitimate privacy rights of employees, every effort will
be made to guarantee that the workplace monitoring is done in an ethical and respectful
manner.
Sec. 42. TRANSPORTATION EMPLOYEE DRUG
AND ALCOHOL MODEL POLICY UNDER THE
OMNIBUS TRANSPORTATION EMPLOYEE
TESTING ACT.
The abuse of drugs and alcohol is a nationwide problem which affects persons of every age, race and
gender, The City of Andover recognizes that work performance and safety problems are created when
employees use or abuse illegal drugs and/or alcohol. The City wishes to provide a safe workplace for its
employees and to maintain a drug and alcohol free workplace and have established the following policy on
drugs and alcohol with drug and alcohol testing provisions mandated by the Omnibus Transportation
Employee Testing Act of 1991.
POLICY
All employees are strictly prohibited from using, possessing, selling, transferring, or being under the
influence of drugs or alcohol while working or performing job duties or while on the City of Andover
premises or while operating vehicles, machinery or equipment. No employee shall perform safety-sensitive
functions within four hours after using alcohol. "Drugs" are defined as any controlled substance, Any
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employee found to be in violation of this policy is subject to discipline up to and including termination of
employment.
COVERAGE
The Omnibus Transportation employee Testing Act requires that all employees whose job duties include
operating a commercial motor vehicle and who are required to hold a commercial driver's license shall be
subject to drug and alcohol testing, "Commercial Motor Vehicle" (CMV) means a motor vehicle or
combination of motor vehicles used to transport passengers or property if the motor vehicle meets anyone
of the following criteria:
a) Has a gross combination rating of26,001 or more pounds inclusive of a towed unit with a
gross vehicle weight rating of more than 10,000 pounds; or
b) Has a gross vehicle weight rating of26,001 or more pounds; or
c) Designed to transport 16 or more passengers including the driver; or
d) Is of any size and is used in the transportation of materials found to be hazardous for the
purposes of the Hazardous Materials Transportation Act and which require the motor vehicle
to be placarded.
All applicants, including persons currently employed by the Employer, that apply for a position where job
duties include operating commercial motor vehicles will be required to take a drug and alcohol test if a job
offer is made.
Definitions
I, Accident: An occurrence involving a CMV operatiog on a public road which results in:
a) A fatality; or
b) Bodily injury to a person who, as a result of the injury, immediately receives medical
treatment away from the scene of the accident; or
c) One or more motor vehicles incurring disabling damage as a result of the accident, requiring
the vehicle to be transported away from the scene by a tow truck or other vehicle,
2, Alcohol: The intoxicating agent in beverage alcohol, ethyl alcohol or other low molecular weight
alcohol including methyl or isopropyl alcohol.
3. Breath Alcohol Technician (BAT): An individual who instructs and assists individuals in the
alcohol testing process and operates an EBT,
4. Confirmation test: For drug testing means a second test to identity the presence of a specific
drug or metabolite that is independent of the screening test and that uses a different technique and
chemical principle from that of the screening test in order to ensure reliability and accuracy. (Gas
chromatography/mass spectrometry (GC/MS) is the only authorized confirmation method for
cocaine, marijuana, opiates, amphetamines, and phencyclidine,) In alcohol testing, a second test,
following a screening test with a result of 0,02 or greater that provides quantitative data of alcohol
concentration.
5, Controlled substance: Includes all substances listed on Scheduled 1-5 as they may be revised
from time to time,
6. DHHS: The Department of Health and Human Services or any designee of the secretary,
Department of Health and Human Services,
7, Drug: Any substance (other than alcohol) that is a controlled substance as defined in this section
and 49 C.F,R- Part 40,
8, Evidential breath testing device (EBT): An EBT approved by the National Highway Traffic
Safety Administration (NHSA) for the evidential testing of breath,
9. FWHA: The Federal Highway Administration,
10. Medical Review Officer (MRO): A licensed physician responsible for receiving laboratory
results generated by an employer's drug testing program who has knowledge of substance abuse
disorders and has appropriate medical training to interpret and evaluate an individual's confirmed
25
positive test result together with his or her medical history and any other relevant biomedical
infonnation.
11. Random selection: A mechanism for selection of employees for testing where each employee has
an equal chance of being tested each time selections are made.
12, Reasonable suspicion: Means that the Employer believes the appearance, behavior, speech or
body odors ofan employee are indicative of the use ofa controlled substance or alcohol based on
the observation of at least one (I) supervisor or official who has received training in the
identification of behaviors indicative of drug and alcohol use,
13, Refuse to submit (to an alcohol or controlled substance test): An employee:
a) Fails to provide adequate breath for testing without a valid medical explanation after he or she
has received notice of the requirement for breath testing;
b) Fails to provide adequate urine for controlled substances testing without a valid medical
explanation after he or she has received notice of the requirement for urine testing; or
c) Engages in conduct that clearly obstructs the testing process,
14. Safety-sensitive function: All time from the time a driver begins to work or is required to be in
readiness to work until the time he/she is relieved from work and all responsibility for performing
work and includes the following:
(I) All time at a carrier or shipper plant, terminal, facility, or other property, or on any public
property, waiting to be dispatched, unless the driver has been relieved from duty by the motor
camer;
(2) All time inspecting equipment as required by the Federal Motor Carrier Safety Regulations, or
otherwise inspecting, servicing, or conditioning a CMV at any time;
(3) All time spent at the driving time in or upon any CMV;
(4) All time, other than driving controls ofa CMV;
(5) All time loading or unloading a vehicle, supervising, or assisting in the loading or unloading,
attending a vehicle being loaded or unloaded, remaining in readiness to operate the vehicle, or
in giving or receiving receipts for shipments loaded or unloaded;
(6) All time spent performing the driver requirements on the Federal Motor Carrier Safety
Regulations relating to accidents;
(7) All time repairing, obtaining assistance, or remaining in attendance upon a disabled vehicle;
15, Substance Abuse Professional (SAP): A licensed physician or a licensed or certified
psychologist, social worker, employee assistance professional, or addiction counselor (certified by
the National Association of Alcoholism and Drug Abuse Counselors Certification Commission)
with knowledge of and clinical experience in the diagnosis and treatment of alcohol and controlled
substances-related disorders.
CIRCUMSTANCES UNDER WHICH DRUG AND ALCOHOL TESTS SHALL BE REQUIRED
OR REQUESTED
DURING THE APPLICATION PROCESS, All job applicants, including persons currently employed by
the City of Andover, applying for ajob where duties include operating the City's CMV's are required to
undergo testing for alcohol and drugs if a job offer is made, The job offer is contingent upon a negative
drug and alcohol test report and the applicant's written agreement authorizing former employers to release
to the City of Andover all information on the applicant's alcohol tests with a concentration result of 0,04 or
greater, positive controlled substances test results, and refusals to be tested, within the preceding two years,
REASONABLE SUSPICION, A drug test shall be required if the City of Andover has a reasonable
suspicion that an employee has violated the provisions of this policy regarding alcohol or controlled
substances. Reasonable suspicion alcohol tests should be administered as soon as practicable. If the test is
not administered within 2 hours, the reason shall be documented,
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If the alcohol test is not administered within 8 hours all attempts to conduct the test shall cease and the
reasons shall be documented, Notwithstanding the absence of a reasonable suspicion alcohol test, the
employee shall not be permitted to perform or continue to perform safety-sensitive functions until twenty-
four hours have elapsed following the determination of reasonable suspicion,
POST-ACCIDENT, A post-accident alcohol and drug test is required if an employee operating a CMV is
involved in an accident, as defmed in this policy, that results in:
], The death of a person or persons regardless of the amount of vehicle or property damage;-.!)L
2, The employee receives a citation for a moving traffic violation arising from the accident.
The employee must provide an alcohol test sample as soon as practicable after the occurrence of the
accident. If the employee does not receive the test within 2 hours of the accident, the reasons shall be
documented, After 8 hours, all attempts to conduct the alcohol test shall cease and the reasons shall be
documented, The employee must provide a urine sample for controlled substances testing as soon as
practicable after the accident, After 32 hours, all attempts to conduct the test shall cease and the reasons
shall be documented. An employee subject to post-accident testing must remain available or the employee
shall be considered to have refused to submit to testing, The employee is prohibited from using alcohol for
8 hours following the accident or until the employee has undergone a post-accident alcohol test, whichever
comes first.
RETURN-TO-DUTY TESTING, An employee found to have violated this policy shall not return to work
until after undergoing return-to-duty tests indicating an alcohol concentration of less than 0,02 and a
verified negative result for controlled substances.
FOLLOW-UP TESTING. Following a determination by a SAP that an employee is in need of assistance
in resolving problems with alcohol abuse and/or controlled substances use, an employee shall be subject to
unannounced follow-up alcohol and/or controlled substances testing as directed by the SAP, Follow-up
testing shall not exceed 60 months from the date of the employee's return to duty,
RANDOM TESTING. The City of Andover will randomly select employees subject to this policy for
unannounced alcohol and controlled substances testing using a computer based random number generator
that is matched with an employee's identifYing number, Alcohol testing shall be performed just before,
during or after an employee's performance of safety-sensitive duties. Employees selected for testing must
proceed immediately to the testing site; provided, however, that if an employee is performing a safety-
sensitive function at the time of notification, the employee shall cease performing the safety-sensitive
function and proceed to the testing site as soon as possible, FWIIA rules require the Employer to conduct
random controlled substances testing on 50% of the average number of employees and random alcohol
testing on 25% of the average number of employees, Employees may be selected for more than one test per
year, Tests shall be spread reasonably throughout the year,
DRUG AND ALCOHOL TESTING
Controlled substances testing is conducted by analyzing an employee's urine specimen, Split urine samples
will be collected according to FHW A regulations, The employee will provide a urine sample at a
designated collection site, The collection site person shall pour the urine specimen into two bottles labeled
"primary" and "split", seal the specimens, complete a chain of custody document and prepare the bottles for
shipment to the testing laboratory for analysis.
If the employee is unable to provide the appropriate quantity of urine, the collection site person shall
instruct the employee to drink not more than 24 ounces of fluids and, after a period of no more than two
hours, again attempt to provide a complete sample, If the employee is still unable to provide a complete
sample, the testing shall be discontinued and the City may elect to not have the referral made and revoke the
employment offer,
Drug test results are reported directly to the MRO by the testing laboratory, The MRO reports the results to
the City's designated contact person, If the results are negative, the City is informed and no further action is
necessary, If the test result is confirmed positive test is the result of the employee having taken legally
prescribed medication. The MRO shall notifY each employee that the employee has 72 hours in which to
request a test of the split specimen at the employee's expense, The MRO will contact the employee
directly, on a confidential basis, to determine whether the person wishes to discuss the positive test result.
27
The MRO will review the confirmed positive test result to determine whether there is an acceptable medical
reason for the positive result. The MRO shall veritY and report a positive test result to the City when there
is no legitimate medical reason for a positive test result as received from the testing laboratory.
If after making reasonable efforts and documenting these efforts, the MRO is unable to reach the employee
directly, the MRO must contact the designated City contact person, who shall direct the employee to contact
the MRO, If the City contact person is unable to contact the employee, the employee will be placed on
suspension.
The MRO may veritY a test positive without having communicated directly with the employee about the test
results under the following circumstances:
L The employee expressly declines the opportunity to discuss the test results.
2, The employee has not contacted the MRO within five days of being instructed to do so
by the City,
The FWHA alcohol test rules require breath testing administered by a BAT using an EBT, Two breath tests
are required to determine if a person has a prohibited alcohol concentration, Any result less than 0,02
alcohol concentration is considered a "negative" test. If the alcohol concentration is 0.02 or greater, a
second confirmation test must be conducted, If an employee attempts and fails to provide an adequate
amount of breath, the City will direct the employee to obtain written evaluation from a licensed physician to
determine if the employee's inability to provide a specimen is genuine or constitutes a refusal to test.
Alcohol test results are reported directly to the designated City contact person,
PROHIBITED DRUG AND ALCOHOL RELATED CONDUCT
The following alcohol and controlled substance-related activities are prohibited by the FWHA's drug and
alcohol rules for drivers ofCMV's:
1. Reporting for duty or remaining on duty to perform safety-sensitive functions while having an
alcohol concentration of 0,04 or greater;
2, Being on duty or operating a CMV while the employee possesses alcohol. This includes the
possession of medicines containing alcohol (prescription or over-the-counter), unless the
packaging seal is unbroken,
3. Using alcohol while performing safety-sensitive functions;
4, Performing safety-sensitive functions within four hours after using alcohol;
5, When required to take a post-accident test, using alcohol within eight hours following the
accident or prior to undergoing a post-accident alcohol test, whichever comes first;
6, Refusing to submit to an alcohol or controlled substance test required by post-accident,
random. reasonable suspicion, or follow-up testing requirements;
7, Reporting for duty or remaining on duty, requiring the performance of safety-sensitive
functions, when the driver uses any controlled suhstance, except when instructed by a
physician who has advised the driver that the substance does not adversely affect the driver's
ability to safely operate a CMV;
8, Reporting for duty, remaining on duty or performing a safety-sensitive function, if the driver
tests positive for controlled substances.
CONSEQUENCES TO EMPLOYEES ENGAGING IN PROffiBITED CONDUCT
Employees who have engaged in prohibited conduct are subject to the following consequences pursuant to
FHW A rules:
I, Employees shall not be permitted to perform safety-sensitive functions;
2, Employees shall be advised by the City of Andover of the resources available to them in
evaluating and resolving problems associated with misuse of alcohol or use of controlled
substances;
28
3, Employees shall be evaluated by a substance abuse professional who shall detennine what
aSsistance, if any, the employee needs in resolving problems associated with alcohol misuse
and/or controlled substance use;
4, Before an employee returns to duty requiring perfonnance of a safety-sensitive function,
helshe shall undergo a return-to-duty test with a result indicating a breath alcohol level of less
than 0,02 if the conduct involved alcohol, or a controlled substance test with a verified
negative result if the conduct involved controlled substance use;
5, In addition, each employee identified as needing assistance in resolving problems associated
with alcohol or controlled substances shall be evaluated by a substance abuse professional to
detennine that the employee has followed the rehabilitation program prescribed;
6, The employee shall also be subject to unannounced follow-up alcohol and controlled
substance testing,
OTHER ALCOHOL RELATED CONDUCT
FWHA rules require that in the event of an alcohol test result over 0,02 but less than 0,04, an employee
shall not be pennitted to perfonn safety-sensitive functions for not less than 24 hours,
REFUSAL TO UNDERGO TESTING AND CONSEQUENCES OF REFUSAL
All applicants and employees have the right to refuse to undergo drug and alcohol testing, If an individual
refuses to undergo drug and alcohol testing required by this policy, no such test shall be given,
An applicant who refuses to take a drug and alcohol test required by this policy shall not be pennitted to
perfonn safety-sensitive functions and will be considered insubordinate and will be subject to disciplinary
action including possible dismissal.
EMPLOYEE/APPLICANT RIGHTS
All applicants and employees subject to the drug testing provisions of this policy have the right to request,
at employee or applicant expense, a retest of the split urine sample within 72 hours of receiving notice of a
confirmed positive test result.
If the employee requests an analysis of the split specimen within seventy-two (72) hours of having been
infonned of a verified positive test, the MRO shall direct, in writing, the labol"tory to provide the split
specimen to another DHHS-certified laboratory for analysis, Ifan employee has not contacted the MRO
within seventy-two (72) hours, the employee may present to the MRO infonnation documenting that serious
illness, injury, inability to contact the MRO, lack of actual notice of the verified positive test, or other
circumstances unavoidably prevented the employee from timely making contact. If the MRO concludes that
there is a legitimate explanation for the employee's failure to contact within seventy-two (72) hours, the
MRO shall direct the analysis ofthe split specimen.
If the confmning retest is negative, no adverse action will be taken against the employee and an applicant
will be considered for employment.
The City will not discharge an employee that, for the first time, receives a verified positive drug or alcohol
test result unless:
I. the employee refuses to meet with a substance abuse professional for the purpose of an
evaluation for alcohoVcontrolled substance use/abuse and recommendations for an
educational, counseling or treatment program; or
2, the employee fails to enter the recommended program, or fails to successfully complete the
program; or
3, the employee fails a retum-to-duty alcohol and controlled substance test at the successful
completion of the recommended program or subsequent unannounced follow-up alcohol and
controlled substance testing,
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DISCIPLINE
Any person found to be in violation of this policy is subject to discipline up to and including discharge,
Disciplinary actions taken pursuant to this policy are appealable pursuant to the procedures established in
the City of Andover's personnel policy and rules or any applicable collective bargaining agreement, but not
both.
Nothing in this policy limits or restricts the right of the City to discipline or discharge an employee for
conduct which violates the City's policies or rules provided the employee is not tested for controlled
substances or alcohol.
CONFIDENTIALITY OF TEST RESULTS
All alcohoVcontrolled substances test results and required records are considered confidential information,
Any information concerning an individual's test results and records shall not be released without the written
permission of the individual except as provided for by regulation or law,
ALCOHOL AND CONTROLLED SUBSTANCES CONTACT PERSON
The City designated contact person will coordinate the implementation, direction, and administration of the
City's alcohol and controlled substances policy, The contact person is the principal contact for the
collection site, the testing lab, the MRO, the BAT and the person tested, Employee questions concerning
this policy should be directed to the contact person,
The designated contact person is:
Name: Dana Peitso
Position: Human Resources Manal!er
Phone: 763-755-5100
POLICY MODIFICATION
The City of Andover retains the right to modifY this policy to conform to changes in
regulation or law.
30
EFFECTS OF DRUGS
Performance Indicators of Substance Abuse
The first indicators of drug use are usually changes in general performance and behavior, such as
deterioration in productivity, quality of work, and attitude, However, these indicators may erroneously
point to substance abuse because they are similar to the effects of non-drug related problems such as job
stress, overwork, fatigue, or emotional problems. Moreover, non-drug related problems may be
compounded by drug use. Thus, it is critical that drivers and supervisors be trained to recognize the various
signs and symptoms as well as their limitations as indicators of drug use,
General Indicators
The following are general indicators of substance abuse:
Absenteeism: Tardiness or excessive use of sick leave may be observed. Drug and alcohol affected
employees are absent an average of two or three times more than the non-drug using employee,
Staff Turnover: Chemically dependent people have disorganized lives, Many quit rather than face
detection. Others transfer or are fired for poor and unsafe performance,
Lowcr Productivity: Studies have shown drug and alcohol affected employees perform at about two-
thirds of their actual work potential. Thus, any change in productivity not attributable to other factors may
be suspect.
Equipment breakdown: Substance-abusing employees often do not adequately maintain their vehicles,
because they either lose interest in their jobs,or look forward to having their equipment declared out of
service as a means of avoiding work.
Poor work quality: Shoddy work, rework, and material waste may be evident. In drivers, decreased
mental and physical agility and concentration caused by substance abuse could result in greater numbers of
FMCSRs violations, general traffic violations, increased cargo damage, missed schedules, and more traffic
accidents (both non-reportable and reportable),
Increased accidents and near misses: Impaired employees are 3.6 times more likely to be involved in an
accident. Even small quantities of drugs in the system, as well as the hangover effect, can cause a
deterioration of alertness, c1ear-mindedness, and reaction time.
Theft of equipment and materials: Drugs are expensive, Cocaine costs up to $135 a gram, One ounce of
high potency marijuana costs $85 to $125, Coinciding with the drug abusers' need for money is the
distortion of their value systems and judgment caused by the drug, These changes erode their loyalty and
dedication to their employers,
Observing these indicators may be complicated because drug and alcohol-abusing employees often develop
survival skills to make recognition more difficult. Initially, these performance indicators are best addressed
through the routine performance monitoring and correction processes. Typically, a supervisor may confront
an employee regarding job performance, This confrontation is based on objective, documented information
related to performance deterioration, not the specific signs of substance abuse.
Specific (physical) Evidence of Use
Signs and symptoms pointing directly to serious substance abuse include the following:
Paraphernalia: Needles, balloons, aluminum foil wrappers, cocaine sniffmg tools, marijuana smoking
pipes and holders, and drug containers obviously not used for legitimate purposes,
Presence of drugs: Plastic sandwich bags of marijuana, small containers of tablets or capsules, vials or
envelopes of powder, or empty beer, wine and liquor bottles.
General Physical and Mental Effects of Drug Use
The physical and mental effects of substance abuse occur not only during intoxication (from under I hour to
24 hours after intake), but also show up in residual hangovers, fatigue rebounds, and mental impairment.
Other physical and mental effects may include:
32
. Slow reactions . Poor Memory
Poor coordination . Loss of concentration
. Fatigue . Depression or anxiety
. Delayed decision making . Difficulty in sorting out priority tasks
. Erratic judgment quality from non-essential activity
. Confusion . Neurotic or psychotic behavior
. Learning difficulty . Refusal to accept authority
Behavioral Signs of Substance Ahuse
General performance or behavior problems with an employee may indicate the involvement of drug or
alcohol use, Examples of such behavior include:
. A sudden change, usually for the worse, in attitude, work performance or behavior
. A "lackadaisical" or "I don't care" attitude (often an indication of marijuana use)
. Deteriorating or erratic perfonnance
. Hangover symptoms
. Drug culture jargon
. Secretive behavior (e,g" inappropriate whispering, wearing sunglasses indoors)
. Wanting to be alone, avoiding "straight" (non-substance abusing) workers
. Forgetfulness, indecision, and erratic judgment
. Impulsive and temperamental behavior
. Changes in personal appearance and hygiene
. Jitters, hand tremors, hyperexcitability
. Carelessness
. Sleeping on the job
Each symptom, by itself, may point to problems other than drug abuse, But, when a pattern begins to
develop, the supervisor or manager needs to be alert and act quickly, When fueled by drug or alcohol
abuse, these behaviors can lead to greater absenteeism, higher operating costs, serious production problems,
and a defmite increase in accidents and health care costs,
Physical Symptoms of Substance Abuse
Observable physical signs and symptoms usually are not apparent until the employee's abuse of drugs or
alcohol has reached an advanced level. At advanced stages of drug use, the employee is less able to
disguise the physical indicators, and often becomes careless because of a clouded mental state. Specific
signs include:
. Blood spots on shirt sleeves (indicating intravenous needle use)
. Bloodshot or watery eyes (usually caused by marijuana use)
. Changes in speech (e,g" slowed, slurred or incoherent)
. Hand tremors
33
. Intoxicated behavior (e.g., swaying, staggering)
. Odor of alcohol on breath
. Odor of marijuana smoke
. Actual on-the-job, out-in-the-open drug use
. Poor coordination
. Racing heart, irregular rhythms (cocaine and amphetamines often cause the heart to react
unpredictably)
. Runny nose or sores around nostrils (caused by chronic snorting of cocaine)
. Slow reactions
. Unsteady gait
. Very large or small pupils (narcotics and depressants will cause the pupils to constrict; cocaine and
amphetamines will cause the pupils to dilate)
Common Job Sites where Drugs Are Used
Drug users tend to frequent certain job sites which either allow for the privacy necessary to prevent
detection or the anonymity which may be provided by the cover of a crowded area. Some common areas
include:
. Lunchroom and lounge areas
. Equipment or storage rooms
. Parking lots, cars and other vehicles
. Restrooms
. Remote areas of the worksite
Characteristics of the Five Controlled Substances
Marijuana (Cannabinoid)
Description
Generic/Chemical Names: Dronabinal, Marinol, Nabilone
Common Street Names: Pot, dope, grass, hemp, weed, hooch, herb, hash, joint, Acapulco Gold,
reefer, Sinsemilla, Thai Sticks
Distinguishing Characteristic: Like tobacco, marijuana consists of dried, chopped leaves that are green to
light tan in color. The seeds are oval with one slightly pointed end, Marijuana has a distinctly pungent
aroma resembling a combination of sweet alfalfa and incense. Less prevalent, hashish is a compressed,
sometimes tar-like substance ranging in color from pale yellow to black. It is usually sold in small chunks
wrapped in aluminum foil.
Paraphernalia: Cigarette papers, roach clip holders, and small pipes made of bone, brass, or glass are
commonly found, Smoking "bongs" (large-bore pipes for inhaling large volumes of smoke) can easily be
made from soft drink cans and toilet paper rolls, Method of Intake: Marijuana is usually inhaled in
cigarette or pipe smoke, Occasionally, it is added to baking ingredients (e,g" brownies) and ingested,
Tetrahydrocannabinol (THe), the active cbemical detected in urinalysis, is released by exposure to heal.
Duration of Single Dose Effect: The most obvious e/Tects are felt for 4 to 6 hours, Preliminary studies
suggest that performance impairment lasts longer. The active chemical, THC, stores in body fat and is
slowly metabolized over time,
Detection Time: Traces of marijuana will remain in the urine of an occasional user for up to one week,
and, in the case of a chronic user, for 3 to 4 weeks.
Dependency level: Evidence indicates moderate psychological dependence.
34
Signs and Symptoms
Evidence of Presence of Marijuana: Plastic bags (commonly used to sell marijuana); smoking papers;
roach clip holder; small pipes of bone, brass, or glass; distinctive odor,
Physical Symptoms: Reddened eyes (often masked by eye drops); stained fingertips from holding "joints",
particularly for non-smokers; chronic fatigue; irritating cough, chronic sore throat; accelerated heart beat;
slowed speech; impaired motor coordination' altered perception; increased appetite.
Behavioral Symptoms: Impaired memory; time-space distortions; feeling of euphoria; panic reactions;
paranoia; "I don't care" attitude' false sense of power.
Effects of Marijuana Use on the Individual
General Health Effects:
. Smoking marijuana irritates the lungs, Chronic smoking causes emphysema-like conditions,
. One cigarette Goin!) of marijuana contains an amount of cancer-causing substance equivalent
to that of one half to one pack of tobacco cigarettes,
. One joint causes the heart to race and be overworked, People with undiagnosed heart
conditions are at risk.
. Marijuana is commonly contaminated with the fungus Aspergillis, which can cause serious
respiratory tract and sinus infections.
. Because marijuana smoking lowers the body's immune system response, it raises users'
susceptibility to infection.
. Chronic marijuana smoking causes changes in brain cells and brain waves. In essence, the
brain is less healthy and does not work as efficiently or effectively, Does long-term brain
damage occur? More research is required, but the probable answer is yes,
. Combining alcohol or other depressant drugs and marijuana can produce a multiplier effect,
aggravating the impairing effects of both the depressant and marijuana,
Reproductive Health Effects:
. The active chemical, THe, and 60 other chemicals in marijuana tend to concentrate in the
ovaries and testes.
. Chronic smoking of marijuana in males causes a decrease in the male sex hormone,
testosterone, and an increase in the female sex hormone, estrogen. The result is a decrease in
sperm count, which can lead to temporary sterility, Occasionally, the onset of female sex
characteristics including breast development occurs in heavy users,
. Chronic smoking of marijuana in females causes a decrease in fertility and an increase in
testosterone.
. Pregnant women who are chronic marijuana smokers have a higher than normal incidence of
stillborn births, early termination of pregnancies, and infant mortality rate during the ftrst few
days oflife,
. In test animals, THC causes birth defects, including malformations of the brain, spinal cord,
forelimbs, liver, and water on the brain and spine,
. Offspring oftest animals who were exposed to marijuana have fewer chromosomes than
normal, which causes gross birth defects or death of the fetus. Pediatricians and surgeons
believe that the use of marijuana by either or both parents, especially during pregnancy, leads
to specific birth detects of the infant's feet and hands,
. One of the most common effects of prenatal Cannabinoid exposure is underweight newborn
babies,
. Fetal exposure may decrease visual functioning and cause other ophthalmic problems.
35
Effect on Mental Performance:
Regular use can cause the following effects:
. Delayed decision making
. Diminished concentration
. Impaired short-term memory
. Impaired signal detection (ability to detect a brief flash ofIight), a risk for users who are
operating machinery or vehicles
. Impaired tracking (the ability to follow moving objects with the eyes) and visual distance
measurements
. Erratic cognitive function
. Distortions in time estimation
. Long-term negative effects on mental function knovm as "acute brain syndrome". which is
characterized by disorders in memory, cognitive function, sleep patterns, and physical
condition
Effects on Driver Performance:
The mental impairments resulting from the use of marijuana produce reactions that can lead to unsafe and
erratic driving behavior. Distortions in visual perceptions, impaired signal detection, and altered reality can
make driving a vehicle very dangerous,
Overdose Effects:
. Aggressive urges
. Anxiety
. Confusion
. Fearfulness
. Hallucinations
. Heavy sedation
. Immobility
. Mental Dependency
. Panic
. Paranoid reaction
. Unpleasant distortions in body image
Withdrawal Syndrome:
. Sleep disturbance
. Hyperactivity
. Decreased appetite
. Irritability
. Gastrointestinal distress
. Salivation, sweating, and tremors
36
Description:
Generic/Chemical Names: Cocaine Hydrochloride or Cocaine Base
Common Street Names: Coke, crack, snow, blow, flake, "C", toot, rock base, nose candy, snort,
white horse
Distinguishing Characteristics: Cocaine is an alkaloid (organic base) derived from the coca plant. In its
more common for, cocaine hydrochloride or "snorting coke" is a white to creamy granular or lumpy powder
fine before use. Cocaine base, rock, or crack is a crystalline rock about the size of a small pebble,
Parapbernalia: Cocaine Hydroch]oride is snorted into the nose, rubbed on the gums, or injected into the
veins, Cocaine Base is heated in a glass pipe and the vapor is inhaled,
Duration of Single Dose Effect: I to 2 hours,
Detection Time: Up to 2 to 3 days after ]ast use,
Dependency Level: Research indicates possible physical dependence, A]though there is insufficient
evidence for humans, animal studies indicate "reverse tolerance", in which certain behavioral effects
become stronger with repeated use of cocaine, Psychological dependence on cocaine is known to be high,
Signs and Symptoms
Evidence oC Presence oC Cocaine: Small folded envelopes, plastic bags, or vials used to store cocaine;
razor blades; cut-off drinking straws or rolled bills for snorting; small spoons; heating apparatus,
Pbysical Symptoms: Dilated pupils; runny or irritated Dose; profuse sweating; dry mouth; tremors; needle
tracks; loss of appetite; hyperexcitability; restlessness; high blood pressure; heart palpitations; insomnia;
talkativeness; formication (sensation of bugs crawling on skin),
Bebavioral Symptoms: Increased physical activity; depression; isolation and secretive behavior; unusual
defensiveness; frequent absences; wide mood swings; difficulty in concentration; paranoia; hallucinations;
confusion; false sense of poser and control.
Effects of Cocaine Use on tbe Individual
Pbysical Healtb Effects:
. Research suggest that regular cocaine use may upset the chemical balance of the brain. As a
result, it may speed up the aging process by causing irreparable damage to critical nerve cells,
The onset of nervous system i]lnesses sucb as Parkinson's disease could also occur,
. Cocaine use causes the heart to beat faster and harder and rapidly increases blood pressure. In
addition, cocaine causes spasms of blood vessels in the brain and heart, Both effects lead to
ruptured vessels causing strokes and heart attacks.
. Strong psychological dependency can occur with one "hit" of crack. Usually, mental
dependency occurs within days of using crack, or within severa] months of snorting coke.
Cocaine causes the strongest mental dependency of any known drug,
. Treatment success rates are lower than those of other chemical dependencies.
. Cocaine is extremely dangerous when taken with depressant drug, Death due to overdose is
rapid, The fatal effects of an overdose are not usually reversible by medical intervention, The
number of cocaine overdose deaths in the U,S, has tripled in the last four years,
Effects on Mental PerCormance:
. Paranoia and hallucinations
. Hyperexcitability and overreaction to stimulus
. Difficulty in concentration
37
. Wide mood swings
. Withdrawal leads to depression and disorientation Effects on driver Performance:
Cocaine usually results in an artificial sense of poser and control which leads to a sense of invincibility.
Lapses in attention and the ignoring ofwaming signals brought on by cocaine use greatly increase the
potential for accidents. Paranoia, hallucinations and extreme mood swings make for erratic and
unpredictable reactions while driving.
The high cost of cocaine frequently leads to workplace theft and/or dealing, Forgetfulness, absenteeism,
tardiness, and missed assignments can translate into lost business,
Overdose Effects:
. Agitation
. Increase in body temperature
. Hallucinations
. Convulsions
. Death
Withdrawal Syndrome:
. Apathy
. Long periods of sleep
. Irritability
. Depression
. Disorientation
Opiates
Description
Generic/Chemical Names: Natural and Natural Derivatives include: opium; morphine; codeine; and heroin
(semi-synthetic),
Synthetics include: meperidine (Demerol); oxymorphone (Numorphan); and oxycodone (Percodan),
Common Street Names: Horse; "H"; junk; smack; scag; Miss Emma; dope; China White
Distinguishing Characteristics: Because of the variety of compounds and fonns, opiates are more difficult
to clearly describe in terms of fonn, color, odor and other physical characteristics, Opium and its
derivatives can range from dark brown chunks to white crystals or powders, Depending on the method of
intake, they may be in powder, pill or liquid fonn,
Paraphernalia: Needles; syringe caps; eyedroppers; bent spoons; bottle caps; and rubber tubing (used in the
preparation for and injection of the drug),
Method of Intake: Opiates may be taken in pill fonn, smoked or injected, depending upon the type of
narcotic used,
Duration of Single Dose Effect: 3 to 6 hours,
Detection Time: Usually, up to 2 days,
Dependency Level: Both physical and psychological dependence on opiates are known to be high,
Dependence on codeine is moderate.
38
Signs and Symptoms
Evidence of Presence of Drugs: In addition to the paraphernalia enumerated above, the following items
may be present: foil, glassine envelopes, or paper "bindles" (packets for holding drugs); balloons or
prophylactics used to hold heroin; bloody tissues used to wipe the tissue site; and a pile of burned matches
used to heat the drug prior to injection,
Physical Symptoms: Constricted pupils; sweating; nausea and vomiting; diarrhea; needle marks or "tracks",
wearing long sleeves to cover "tracks"; loss of appetite; slurred speech; slowed reflexes; depressed
breathing and heartbeat; and drowsiness and fatigue,
Behaviora] Symptoms: Mood swings, impaired coordination; depression and apathy; stupor; and euphoria,
Effects of Opiate Use on the Individual
Physical Health Effects:
. Intravenous (IV) needle users have a high risk for contracting hepatitis and AIDS due to
sharing of needles,
. Because opiates increase tolerance to pain, individuals may underestimate the extent of
injuries, leading to failure to seek medical attention after an accident
. Because the effects of opiates are multiplied when used in combination with other depressant
drugs and alcohol, overdoses are more likely,
Effects on Mental Performance:
. Depression and apathy
. Wide mood swings
. Slowed movement and reflexes
In addition, the high physical and psychological dependence level of opiates compounds the impaired
functioning.
Effects on Driver Performance:
The apathy caused by opiates can translate into an "I don't really cart" attitude toward performance, The
physical effects as well as the depression, fatigue, and slowed reflexes impede the reaction time of the drive,
raising the potential for accidents. A]though opiates have a legitimate medical use in alleviating pain,
workplace use may cause impairment of physical and mental functions,
Overdose Effects
. Slow and shallow breathing
. Clammy skin
. Convulsions
. Coma
. Possible death
.
Withdrawal Syndrome:
. Watery eyes
. Runny nose
. Yawning
. Loss of appetite
39
. Irritability
. Tremors
. Panic
. Cramps
. Nausea
. Chills and sweating
Description
Amphetamines
Generic/Chemical Names: Include Amphetamine and Methamphetamine, Trade Names include:
Desoxyn, Dexapex, Fastin, Vasotilin, Dexedrine.
I
Common Street Names: Uppers; speed; bennies; dexies; crystal; Black Beauties; Christmas Trees; white
crosses; mollies; Barn; crank; meth.
Distinguishing Characteristics: In their pure fonn, amphetamines are yellowish crystals, They are
manufactured in a variety of fonns including pill, capsule, tablet, powder and liquid, Amphetamine
('''speed'') is sold in counterfeit capsules or as a white, flat, double scored "mini bennies"o
Methamphetamine is often sold as a creamy white, granular powder or in lumps wrapped in aluminum foil
or sealable plastic bags.
Paraphernalia: Needles, syringes, and rubber rings for tourniquets, used for injection method,
Methods of Intake: The most common fonns of amphetamines are pills, tablets or capsules which are
ingested, The less frequent fonns liquid and powder, are injected or snorted,
Duration of Single Dose Effect: 2 to 4 hours,
Detection Time: I to 2 days after use,
Dependency Level: Psychological dependence on amphetamines
Signs and Symptoms:
Evidence of Presence of Amphetamines: Most frequently-pills, capsules, or tablets; envelopes, bags,
vials for storing the drug; Less frequently-syringes, needles, tourniquets,
Physical Symptoms: Dilated pupils; sweating; increased blood pressure; palpitations; rapid heartbeat;
dizziness; decreased appetite; dry mouth; headaches; blurred vision; insomnia; high fever (depending upon
the level of the dose),
Behavioral Symptoms: Confusion; panic; talkativeness; hallucinations; restlessness; anxiety; moodiness;
false sense of confidence and power; "amphetamine psychosis" which might result from extended use (see
health effects),
Effects of Amphetamine Use on the Individual
Physical Health Effects:
. Regular use produces strong psychological dependence and increasing tolerance to the drug.
. High doses may cause toxic psychosis resembling schizophrenia. The users may see, hear,
and feel things that do not exist (hallucinations), have irrational thoughts or beliefs
(delusions), and feel as though people are out to get them (paranoia),
. The euphoria increases impulsive and risk taking behavior, such as bizarre and violent acts.
. Intoxication may induce a heart attack or stroke due to spiking of blood pressure,
. Chronic use may cause heart and brain damage due to severe constriction of capillary blood
vessels
40
. Long-term heavy use can lead to malnutrition, skin disorders, ulcers, and various diseases that
come from vitamin deficiencies.
. Lack of sleep, weight loss, and depression also result from regular use,
. Users who inject drugs intravenously can get serious and life-threatening infections (e,g" lung
or heart disease, kidney damage) from non-sterile equipment or contaminated self-prepared
solutions.
Effects on Mental Performance:
. Anxiety, restlessness
. Moodiness
. False sense of power
Large doses over long periods of time can result in:
. Hallucinations
. Delusions
. Paranoia
. Brain damage
Effects on Driver Performance:
Amphetamines cause a false sense of alertness and potential hallucinations, which can result in risky driving
behavior and increased accidents. Drivers who fail to get sufficient rest may use the drug to increase
alertness, However, although low doses of amphetamines will cause a short-teoo improvement in mental
and physical functioning, greater use impairs functioning, The hangover effect of amphetamines is
characterized by physical fatigue and depression, which make operation of equipment or vehicles
dangerous,
Overdose Effects:
. Agitation
. Increase in body temperature
. Hallucinations
. Convulsions
. Death
Withdrawal Syndrome:
. Apathy
. Long-teoo periods of sleep
. Irritability
. Depression
. Disorientation
Phencyclidine (PCP)
Description
GenericlChemical Names: Phencyclidine
41
Common Street Names: Angel dust; peace pills; hog; killer weed; supergrass; embalming fluid;
rocket fuel.
Distinguishing Characteristics: PCP is commonly sold as a creamy, granular powder, It is either brown
or white and often packaged in one-inch square aluminum foil or folded paper packets, Occasionally, it is
sold in capsule, tablet or liquid form, It is sometimes combined with procaine, a local anesthetic, and sold
as imitation cocaine.
Paraphernalia: foil or paper packets; stamps (offwhich PCP is licked); needles; syringes, and tourniquets
(for injection); leary herbs (for smoking),
Method of Intake: In pill, capsule or tablet form PCP may be ingested, It is commonly injected as "angel
dust", It may be smoked or snorted when applied to leary materials or combined with marijuana or tobacco,
Duration of Single Dose Effect: Days.
Detection Time: Up to 8 days,
Dependency Level: Psychological dependence on PCP is known to be high, Physical dependence is
unknown,
Signs and Symptoms
Evidence of Presence of PCP: Packets; stamps; injection paraphernalia; herbs.
Physical Symptoms: Dilated or floating pupils; blurred vision; nystagmus Gerky eye movement); drooling;
muscle rigidity; profuse sweating; decreased sensitivity to pain; dizziness; drowsiness; impaired physical
coordination (e,g" drunken-like walk, staggering); severe disorientation; rapid heartbeat.
Behavioral Symptoms: Anxiety; panic/fear/terror; aggressive/violent behavior; distorted perception;
severe confusion and agitation; disorganization; mood swings; poor perception of time and distance; poor
judgment; auditory hallucinations,
Effects of PCP Use on the Individual
There are four phases to PCP abuse/ The first phase is acute toxicity, It can last up to three days and can
include combativeness, catatonia, convulsions, and coma. Distortions of size, shape, and distance
perceptions are common, The second phase, which does not always follow the first, is a toxic psychosis,
Users may experience visual and auditory delusions, paranoia and agitation. The third phase is a drug-
induced schizophrenia that may last a month or longer. The fourth phase is PCP induced depression.
Suicidal tendencies and mental dysfunction can last for months,
Physical Health Effects:
. Potential for overdose emergencies and other accidents is high due to the combination of the
extreme mental effects and the anesthetic effect on the body,
. Because the effects of PCP are aggravated by other depressant drugs such as alcohol, the
likelihood of an overdose reaction is high,
. PCP-induced hallucinations may be misdiagnosed as LSD induced, The standard treatment
for LSD-induced hallucinations is Thorazine, which when administered with PCP can be fatal.
Effects on Mental Performance:
. Irreversible Memory loss
. Personality changes
. Thought disorders
. Hallucinations
Effects on Driver Performance:
42
The distortions in perception, and potential visual and auditory delusions make driver performance
unpredictable and dangerous. PCP use can cause drowsiness, convulsions, paranoia, agitation, or coma, all
obviously dangerous to driving,
Overdose Effects:
. Longer, more intense "trip" episodes
. Psychosis
. Coma
. Possible death
Withdrawal Syndrome:
. None reported,
Because of its widespread acceptance as a social and legal drug, alcohol has the distinction of being the
most frequently abused drug in America,
Psychological Effects:
. Can be psychologically addicting;
. Euphoria, tranquillity, and inappropriate emotional response;
. Altered perception;
. Increases in confidence, but decreases in judgment;
. Reduced inhibitions which can lead to aggressive behavior;
. Emotional instability and changes in personality;
. Chronic use can cause mental depression.
Physical Effects:
. Inhibits coordination;
. Drowsy, trance-like state;
. Stumbling and staggering gate;
. Slowed speech and body movements,
Because alcohol depresses the central nervous system, high doses may be lethal as a result of the person
simply ceasing to breathe. The more common "hangover" increases absenteeism and decreases
productivity,
43
1685 CROSSTOWN BOULEVARD N,W, . ANDOVER, MINNESOTA 55304. (763) 755-5100
FAX (763) 755,8923 . WWW,CI.ANDOVER,MN,US
SUBJECT: Discuss Facility Usage
TO: Chair & Commissioners
FROM: Jim Dickinson, City Administrato
DATE: June 13,2005
The commission will be asked to discuss the following items relative to the field house:
1. Walking Program Update - Staffis working out the details based on Advisory
Commission direction.
2. Rental Proposals Update - Mr. Sutherland sent out letters to potential users to
survey interest in field house rentals. A meeting was held with interested
parties on May 23rd, The deadline for filed house usage requests was June
3rd. Mr. Sutherland will provide an update at the meeting.
3. Rental Guidelines - Staff has sent out some e-mails to other facilities to gather
guidelines being used at those facilities. Staff has reviewed and prepared
various policy documents and forms, refer to attached memo and attachments.
(Please note that some of these items have already been utilized for the ice
arena)
Attachments
CITY OF
NDOVE
1685 CROSSTOWN BOULEVARD N,W, . ANDOVER, MINNESOTA 55304 . (763) 755,5100
FAX (763) 755-8923 . WWW,CI.ANDOVER,MN,US
TO:
~
'- ,
Jim Dickinson, City Administrator r\- ,
Rental Guidelines "-.J
\
,
Chair & Commissioners
FROM:
SUBJECT:
DATE:
June 13,2005
INTRODUCTION
The Advisory Commission has expressed interest in reviewing and creating appropriate facility
usage policies and the associated contracts that will go along policies. The following memo and the
attached documentation are intended to provide what is currently being utilized to operate the
facility.
DISCUSSION
The following attachments accompany this memo:
I. Andover Community Center Rental Policy
2. Room Rental Application Form
3, Prioritization Of Use For Facility Areas
4. Event Evaluation Form
5. Summer Hockey Camps 2005
6. Learn To Skate Program - Winter 2005
7. Community Center - Ice Arena I Field House Contract
8, Nightly Inspection Sheet
9. Gate Revenue - Cash Balancing Sheet
10. Concession Cash Balancing Sheet
I provide the aforementioned attachments to relay to the Advisory Commission that the City
currently has some policies and procedures in place, I would ask that the focus of the
Community Center Advisory Commission be to review the attached materials and provide
individual comments on the attachments and return them to Mr. Sutherland. Staff will review the
comments and modify the policies and forms.
Attachments
CITY OF
NDOVE
1685 CROSSTOWN BOULEVARD N,W,. ANDOVER, MINNESOTA 55304. (763) 755-5100
FAX (763) 755-8923 . WWW,CI.ANDOVER,MN,US
Andover Community Center (ACe) Rental Policy
We are prepared to do whatever it takes to make your event a success. To aid in this and to clearly
communicate policy, we ask that the contact person for your event read this contract and abide by it. If
you have any questions, please contact us immediately.
RENTAL PROCEDURES:
1. A reservation is not guaranteed until a deposit equal to 20% of the rental cost is received with the
signed contract for the ice arena and field house, All deposits for use of the multipurpose rooms and
conference room will be handled on a case by case basis depending on the type of event to be held,
Reservations may be made 18 months in advance of the event.
2. Balance of is due no later than fourteen (14) days prior to the event date,
3. One contact person should be designated to oversee all arrangements with the ACe. This person is
responsible for making an on-site appointment with the ACC facility coordinator to finalize
arrangements no less than three (3) weeks prior to the event. The ACC and its employees are not
responsible for any problems that occur with any event that has not had an on-site meeting with staff,
4, The renter may cancel a reservation by giving written notice to the ACC, If the date can be re-booked
the 20% deposit will be refunded, if unable to re-book the deposit is forfeited,
5, The facility may not be sublet by the renter, No application may be transferred or re-assigned.
6. The kitchen is off limits to anyone other than the food and beverage provider and ACC employees.
7, Under certain conditions, ACC staff may be forced to cancel a lease agreement prior to the event.
Possible reasons for cancellation include, but are not limited to: a declared state of emergency, unsafe
environmental or health conditions, or interrupted utility services. In such an event, the renter agrees
that the City of Andover shall not have responsibility for anything the renter may suffer or incur due
to such a cancellation. The City will attempt to notifY the renter as soon as possible if such
cancellation occurs. All fees paid to the City by the renter shall be refunded to the renter if the
reservation is canceled by the ACC for any of the above reasons.
8. Permit holders may not charge admission for their event unless approved by the ACC manager,
SET-UPillECORATIONS:
I, Rental fees include setting up tables, chairs, and P A system by staff the day of the event.
2. Affixing anything to the wall, floor or ceilings or in public areas is not permitted unless prior
approval is received from ACC staff,
3, All decorations must be removed from the ACC or put in trash bags following the event.
4, Deliveries may be made after 1:00 P,M. on the event day unless other arrangements have been made.
5, Confetti, glitter, birdseed, rice and other like items are strictly prohibited,
Andover Community Center. 15200 Hanson Boulevard. Andover, MN 55304
Telephone (763) 767-5166. Fax (763) 755-2893. www,andovercc,org
LIABILITY/INSURANCE:
1. The renter assumes full responsibility for its group's conduct and for any loss, breakage, or damage to
the rooms, equipment or other ACC property,
2. The City of Andover is not liable for any loss, damage, injury, or illness by the users of the facilities
in the ACC, Neither Andover nor its employees can he held responsible for any items that are left at
the facility by the renter or contracted service provider. The renter using the facilities, equipment, and
other items owned by the City further assumes all liability for any personal injuries, including death,
caused by participants at the scheduled event.
SECURITY/CONDUCT:
1. Smoking is prohibited in all interior areas of the building,
2. The renter is responsible for supervising conduct of their group,
3. Persons attending events must confine themselves to the rooms and corridors assigned to their use,
4. No alcoholic beverages will be allowed,
5, All City ordinances, State Statutes, Federal laws and established policies of use must be complied
with during the authorized use of the ACC.
6. All persons attending any event on the ACC property shall abide by the policies ofthe Community
Activity Center. At their discretion, ACC staff, his/her authorized representative or a security officer
may:
a, Order the removal of any offender,
b. Revoke the permit immediately and order all persons from the premises,
7. We ask your cooperation in vacating the function rooms at the time designated on your
contract, as we may have another group scheduled following your event.
Andover Community Center. 15200 Hanson Boulevard. Andover, MN 55304
Telephone (763) 767-5166. Fax (763) 755-2893. www,andovercc,org
CITY OF
NDOVE
1685 CROSSTOWN BOULEVARD N,W, . ANDOVER, MINNESOTA 55304 . (763) 755-5100
FAX (763) 755-8923 . WWW,CI.ANDOVER,MN,US
ROOM RENTAL APPLICATION FORM
This application must be filled out completely by an adult (contact person), All youth participating in a
rental must have adult supervision at all times, All appropriate fees and deposits must accompany this
form prior to the application being approved.
Name of Applicant:
Application Date:
Event Date:
Address:
Street
City
State
Zip
Home Telephone: <-l
Business Telephone: (->
Name of Organization (if applicable):
Room(s) Requested:
Conference Room (Holds 10): 0 Multi-Purpose Room (Holds 25): #10 #20
Event Start Time:
Event End Time:
Estimated Number of People:
Purpose of Facility Use:
Upon application approval. the City of Andover shall make available to the holder of this pennit the Andover Community
Center facilities for use on the date specified, and shall provide custodial services, building supervision, and security
services (if required). The City reserves the right to exercise supervisory authority and to prevent unauthorized or illegal
activities on City property. The City shall not be responsible for interruption of the use of the described facilities for
reasons beyond it's control, and reserves the right to cancel this permit for reasons of public safety or convenience.
1 (we) represent and agree that 1 (we) have read and understand the information regarding the use of the Andover
Community Center facilities, including cancellation procedures, liabilities, and responsibilities assumed, times and
curfews, and maximum room capacities. I (we) further understand that this is only an application for use which provides
me (us) with no assumed or implied rights for the use until written approval is received, I (we) further understand that fees
paid are refundable only in accordance with City policies recited in the Andover Community Center Rental Policy,
Specifically, and without limiting the generality of the foregoing, the holder of this permit agrees to save, defend and hold
harmless the City for any damages to City personnel, facilities, equipment, or other City property, or to the property and/or
person of any third party resulting from the use authorized hereby. The City shall not be liable for death or injury of any
such person occurring as a result of the use of the facilities authorized hereby.
Signature of Applicant
Date
NOTICE: Information requested on this form is classified as either "public" or "private" pursuant to the Minnesota Government Data
Practice Act. The information is requested so the registration process can be completed and persons can be notified for updated program
information. You are not legally required to provide this information. The consequences of not providing the information may be
rejection of the registration or inability to make notification of program or scheduling changes to you. Private data will only be used by
City staff and others officially connected with the program for the purposes of administering the activity. Private data cannot be released
to the public without your consent.
Andover Community Center. 15200 Hanson Boulevard. Andover, MN 55304
Telephone (763) 767-5166. Fax (763) 755-2893. www,andovercc,org
1685 CROSSTOWN BOULEVARD N,W, . ANDOVER, MINNESOTA 55304 . (763) 755-5100
FAX (763) 755-8923 . WWW,CI.ANDOVER,MN,US
Prioritization Of Use For Facility Areas
Due to the large number of organizations that request the Community Center facilities, it is
necessary to establish a reservation priority to ensure that Community Center facilities are made
available to best meet community needs,
User Priority
The following list pertains to: Multi-Purpose Rooms, Field House, Ice Arena
1, City activities and Parks and Recreation Commission programs or services,
2. City sponsored groups or resident non-profit civic organizations that sponsor community-
wide public services activities,
3. City sponsored groups, resident groups/organizations, resident civic and non-profit civic
organizations who schedule the facility for activities specific to the organization's
purpose for operation.
4. Andover school sponsored programs and events.
5, Individual residents for private use,
6. Resident commerciallbusiness use.
7. Other governmental units serving Andover residents.
8. Non-resident civic and non-profit groups and non-resident individuals.
9, All other authorized groups to include non-resident, commercial and profit groups,
church or governmental units,
Ice Arena / Field House Priority Classification Of Users
An efficient balance of prime-time hours shall be allocated between skating lessons, figure
skating, public skating and hockey in the ice arena, and basketball, volleyball, soccer, and open
gym times in the field house. The following times are considered prime hours.
Monday - Friday: 4:30pm - !0:00pm (Sept. I - Oct. 1 & Mar, 15 - May 31)
Monday - Friday: 2:30pm - IO:OOpm (October 2 - March 14)
Saturday- Sunday 7:00am -!0:00pm (Sept 1 - May 31)
All tournaments, and other multi-day events will be charged Prime Rates regardless of
time of day, year, or hour rented.
NOTE:
Prime time and non-prime time is used during the peak ice period/field house
usage, One rate is assigned to off peak or the summer season.
Andover Community Center 15200 Hanson Boulevard Andover, MN 55304
Telephone (763) 767-5166' Fax (763) 755-2893. www,andovercc.org
Percentages Of Prime Time Use Allotted To The Respective Programming
The projected percentages are to be a guide for balancing out the ice arena use in one calendar
year of scheduled time considered to be "prime time".
Public skate/open gym: weekdays, Friday evenings, Sunday afternoons .m.......m..........m........m....IO%
Skating lessons/community ed ............."......""...........".,......."........................,...........,..........,.,........1 0%
Youth hockey, basketball, volleyball, soccer, boys & girls...........'m.................................................50%
High school use, boys & girls ...m.m..........,......,..,........"..........,."......."..,.......".'..m...."'.........,....,....25%
Other independent users to include resident and non-resident groups will be scheduled
depending upon availability of ice/gym time....,...........,.m......"m......"..,.".....,.........."".........."..,.....,.5%
1 Percentage is dependent upon demand, '
2 Each organization is responsible to distribute time fairly with respect to gender.
The priority for reservations will be based on the priority classification of users as listed below,
The order of priority for scheduling of ice time/ field house to Major Users is listed below, (A
Major Users is a group/person scheduling over 20 hours per year,)
1. City activities and Parks and Recreation Commission programs.
2. Andover High School girls and boys hockey practices and games; upon limits mutually
agreed.
3. Andover Youth Associations for youth boys and girls based upon limits mutually agreed
upon.
4. Other independent organizations conducting clinics, leagues or tournaments.
5. Other associations or organization requesting 100 or more hours per year,
After the above groups have been scheduled respectively, ice time for Minor Users (less than 20
hours per year) will be scheduled on a first-come, first-serve basis, This includes, but is not
limited to, public schools and parochial curriculum use.
I. Parks and Recreation Board programs and City activities,
2. City sponsored groups or resident non-profit civic organizations tha(sponsor community-
wide public service activities.
3. City sponsored groups, resident groups/organizations, resident civic and non-profit civic
organizations that schedule the facility for activities specific to the organization.
4. Andover sponsored programs and events,
5, Private use by individual residents,
6. Resident comrnerciallbusiness use,
7. Individual non-residents, non-resident civic and non-profit groups.
8. All other authorized groups to include non-resident, commercial and profit groups,
church or governmental units,
Andover Community Center 15200 Hanson Boulevard Andover, MN 55304
Telephone (763) 767-5166. Fax (763) 755-2893. www,andovercc,org
EVENT EVALUATION FORM
Please fill out the form and return it to the Andover Community Center in the enclosed
envelope, Your response is important to us, ,Your feedback allows us to incorporate your
comments and enhance programs and services we offer. Thank you for your Assistance
NAME:
GROUP:
ADDRESS:
PHONE #
Please circle the response that best fits your opinion
GENERAL
Overall impression of
Community Center
Person to oerson contact
Poor
Good
Excellent
2
2
3
3
4
4
5
5
STAFF
Helofulness ofstalf
Were vou treated oositivelv
Comments:
2
2
3
3
4
4
5
5
FACILITY
Cost Nalue offacilitv 2 3 4 5
Cleanliness offacHitv 2 3 4 5
Condition of venue 2 3 4 5
Comments:
Hosoitalitv (If aoolicable)
Stalf
Meals (aualitv/oortion size)
Perceived Costlvalue
Concessions
Comments:
2
2
2
2
3
3
3
3
4
4
4
4
5
5
5
5
Would you recommend the Andover Community Center to others?
Yes
No
Personal
Comments:
SUMMER HOCKEY CAMPS 2005
The goal of the Andover summer hockey program is to offer the aspiring young hockey
player the opportunity to develop hislher skills in an environment that emphasizes the
importance of development through both training and competition, Game alone won't
accomplish your goals. That's why the Andover Summer Hockey Camps offers an effective
blend of on and off ice training over a three month period.
PROGRAM COMMITMENT
DAILY COMMITMENT
. 16 training Sessions
. 24 hours of on ice
. 16 hours of off ice
. 40 total training hours
. one hour on ice instruction
. one half hour scrimmage
. one hour off ice training
(in field house)
COST:
Cost per skater is $400,00. A $200.00 deposit is due with your application. The
remaining balance is due no later then May 31, 2005.
SCHEDULE:
MONDAY & WEDNESDAY
TUESDAY & THURSDAY
June 13,15,20,22,27,29
July 11,13,18,20,25,27
August 1,3,8,10
June 14,16,21,23,28,30
July 12,14,19,21,26,28
August 2,4,9,11
DAYS AGE GROUP ON ICE OFF ICE DROP OFF PICK UP
Mon& Wed SQlU12 9:00a-IO:30a 11:00a-12:00p 8:30am 12:15pm
Mon&Wed PWlU15 1O:45a- 12: I 5p 9: I 5a- I 0: I 5a 9:00am 12:30pm
Tue & ThUT PWlU15 9:00a-IO:30a II :OOa- I 2:00p 8:30am 12:15pm
Tue & Thur Bantams 10:45a-12:15p 9: I 5a- 10: I 5a 9:00am 12:30pm
* SquirtlUl2 and Pewee/U15 programs are both boys and girls
YMCA/COMMUNITY CENTER
Learn to Skate Program
Winter 2005
Tuesdav Schedule
January 4,11,18,25 & February 2,9,16,23 - $72.00 beCore 12/15/04, $80.00 after 12/15/04
Please check one box,
5:45-6:15pm
6: IS-6:45pm
Beginner
Intermediate
Wednesday Schedule
January 5,12,19,26 & February 3,10,17,24 - $72.00 before 12/15/04, $80,00 after 12/15/04
Please check one box
II :30-12:00pm Beginner
12:00-12:30pm Intermediate
Name
Address
City
State
Zip
Daytime Phone
Evening Phone
Parents Names
E-Mail
Skaters Age
Ilirthday
Are you new to the Andover Skating program? Yes No
Total Amount Due With Registration
Registrations accepted until classes are full.
Checks Payable to Andover Community Center
Visa/MasterCard
Mail To: Andover Community Center
1685 Cross/own Blvd NW
Andover, MN 55304
For more information please call 763-755-5/00
Card #
Exp, Da/e
Cardholder Name
Signature
For Office Use Only
Date Received
Check#
Amount Paid
CITY OF ANDOVER
COMMUNITY CENTER - ICE ARENA I FIELD HOUSE CONTRACT
ISeptember 1, 2005 - August 31, 2006/
This facility use agreement is made and entered into this D day ofl
Andover, herein after referred to as (CITY) and I
1,1
I, The City of
I acting on behalf of
herein after referred to as (USER), The CITY and USER
agree to the following:
I. RENTAL TERMS
I. Rental Fees are as follows:
a, Prime Ice Rental is $160,00 per hour, Non-Prime is $120,00 per hour,
b, Prime Field House Rental is $105,00 per hour (full field). Non-Prime is $90.00 per hour,
Rental Rate will be broken down to:
c. 2/3 field (2 courts) (Prime $70,00 Non-Prime $60,00) or
113 field (I court) (Prime $35,00 Non-Prime $30.00) per hour,
d, 6,5% MN sales tax will be charged to all users that are not tax exempt.
e. The USER must submit a tax-exempt fonn # ST -17 with ice contract.
2. Prime Hours are as follows:
a, Monday - Friday: 4:30pm - !0:00pm (Sept. I - Oct. I & Mar. 15 - May 3 I)
Monday - Friday: 2:30pm - 10:00pm (October 2 - March 14)
Saturday - Sunday 7:00am- IO:OOpm (All Year)
b. All tournaments, and other multi-day events will be charged Prime Rates regardless of time of
day, year, or hour rented,
3. Payment terms for ice rentals:
a. See Invoice for terms.
b, Additional ice/field house time purchased will automatically be added to this contract.
4. Facility Reservations:
Fully executed contracts with a 20% non-refundableldeposi~, 1amount ihown on invoice)
must be received by the CITY on or before c::J / / , The CITY reserves the right
to release dates if a signed contract and deposit is not received by the due date(s).
Please mail payments to:
City of Andover - Community Center
1685 Crosstown Boulevard
Andover, MN 55304
Altn: Facility Manager
5. Assignments:
USER may not assign its privileges hereunder in whole or in part without the express written consent
of the CITY, If the USER wishes to cancel all or part of an executed contract, the CITY may attempt
to reschedule such unused rental time. If the rented time is rescheduled and original USER has paid
such time, the CITY will credit amounts received against amounts previously paid. In the event that
such unused rented time is not rescheduled, the original USER is responsible for the entire contract
amount.
II. CONCESSIONS
The CITY is entitled to all receipts from concession sales, The USER shall not conduct any sales of food
and beverage at the CITY (Community Center), Unless otherwise agreed to in writing, the USER is
prohibited to bring food or beverage onto the premises of the CITY (Community Center), Hospitality is
available by the CITY,
(signature required on reverse side)
III. PRO-SHOP, MERCHANDISE, and ADMISSIONS
. The CITY is entitled to all receipts from pro-shop sales. Unless otherwise agreed to in writing, the
CITY will decide hours of operation for pro-shop,
. Unless otherwise agreed to in writing, the USER is prohibited to sell non-event specific
merchandise on the premises of the CITY.
. Unless otherwise agreed to in writing, the USER is entitled to all gate receipts,
IV. SPONSORSHIP AND ADVERTISING
The USER must have prior written approval from the CITY before posting any materials on the interior or
exterior walls of the facility. No permanent or temporary advertising, signage or trademark visibility for
competitive products will be displayed or permitted anywhere at the facility,
V, FIRST AID
The CITY will not provide any first aid services, The CITY recommends but does not make it mandatory
to have first aid services, USER agrees to contract independently for any first aid services needed,
VI. COMPLIANCE WITH LAW
During the use period, the USER shall comply with all laws, ordinances, rules, and regulations of the
CITY, federal, state, and local government entities having jurisdiction over the facility,
VII. DAMAGE TO PROPERTY
USER assumes full responsibility for the acts and conduct of all USER personnel and attendees admitted to
the facility by consent of the USER, The USER will pay the CITY upon demand for any damage to the
facility such sum as necessary to restore the premises to its former condition, Replacement of equipment
shall be on a like-kind or quality basis,
VIII. INDEMNIFICATION AND INSURANCE
In consideration for being allowed to use the Community Center, the USER agrees to indemnify and hold
harmless the CITY from and against all claims of whatever nature arising from (i) any act, omission or
negligence of USER, or USER's licensees, agents servants or employees, or (ii) arising from any accident,
injury, including death, or damage to any person or property occurring on the Community Center premises
and during the time that USER is using the Community Center, or (iii) from any act, omission or default
under any of USER's undertakings or obligations under this use agreement. This indemnity and hold
harmless agreement shall include indemnity against all costs, expenses (including attorney fees) and
liabilities in or in connection with any such clam or proceeding brought thereon and the defense thereof.
The USER shall at its expense, obtain liability insurance against claims for bodily injury, death and
property damage occurring on or about the Community Center premises, such insurance to be on the 50-
called "occurrence" form with a combined single limit of not less than $1,000,000,00 and shall name the
CITY as additional insured. User shall also maintain all workers compensation insurance required by law.
The CITY requires the USER to provide proof of insurance before using the facility,
IX. TERMINATION
If the CITY, in its sole discretion, is unable to allow the USER to use the facility at any time during the use
period due to destruction of or damage to the facility, or because of natural condition, civil commotion or
emergency, this agreement is terminated without liability to either the CITY or the USER, The CITY will
make every effort to reschedule the rental time if the Community Center is not available at agreed upon
time(s),
TIllS CONTRACT CONSTITUTES TilE ENTIRE AGREEMENT BETWEEN TilE CITY AND TilE USER. TilE
UNDERSIGNED AGREES TO PURCIIASE ALL 1I0URS OUTLINED IIEREIN, NO PROVISION OF TIllS
AGREEMENT MAYBE CIIANGED, WAIVED, OR TRERMINATED UNLESS DONE IN WRITING AND EXECUTED
BY BOTII TilE CITY AND TilE USER. IT IS UNDERSTOOD TIIAT TilE CITY RESERVES TilE RIGIIT TO CANCEL
TIllS CONTRACT FOR ANY DEFAULT BY TilE UNDERSIGNED AS PER TilE TERMS OF TIllS AGREEMENT.
SIGNATURE: I
I hereby certifY that I am duly authorized to execute this contract.
I President ~ Athldic Director - Ice Scheduler - Other
(Please circle one)
REPRESENTING: I
I DATE: I
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City of Andover
Cash Balancing Sheet
GATE REVENUE
Date:
2/10/2005
o Boys
D Girls
Home
Andover
Visitor
Centennial
Currency
Numher Amount
Hundreds $
Fifties
Twenties 75 1,500,00
Tens
Fives 31 155,00
Twos
Ones 7 7,00
Currency Total $ 1,662,00
Checks Total $ 10,00
Total Cash $ 1,672.00
Coin
Numher
Amount
One Dollar
Half-Dollars
Quarters
Dimes
Nickels
Pennies
$
Coin Total $
Difference from Ticket Information $
Finance Coding
150,00 213,22020 - Booster Club
300,00 213,22021 - Sheriff's Dept
20,00 64 - fee admissions
$ 470,00
$ 1,202,00
601,00 213,22022 - School District 11
601.00 64 - fee admissions
Total Fixed Gate Expenses
Ticket Revenue Remaining
split with school district:
CITY OF ANDOVER
Concession Cash Balancing Sheet
Date:
2/10/2005
;' '.~~..c.,.
Concession Information
Cash on Hand
Number Amount Number Amount
Currencv Coin
Hundreds ($100) $ One Dollar Coin $
Fifties ($50) Half-Dollars
Twenties ($20) ]2 240.00 Quarters ]6 4.00
Tens ($10) 4 40.00 Dimes
Fives ($5) 20 100,00 Nickels
Twos ($2) Pennies
Ones ($1) 10 10,00
Currency Total $ 390,00 Coin Total $ 4,00
Checks Total
Total Cash $ 394.00
Finance Coding
Total Concession Revenue $ 394.00
Sales Tax 6,50%
$ 370,00 21337530 Concession Revenue
$ 24.00 21320802 Sales Tax Payable
w
1685 CROSSTOWN BOULEVARD N,W,. ANDOVER, MINNESOTA 55304. (763) 755-5100
FAX (763) 755-8923 . WWW,CI.ANDOVER,MN,US
TO: Chair & Commissioners
FROM: Erick Sutherland, Recreational Facility Manager
SUBJECT: Discuss Joint Operations
DATE: June 10,2005
Attached for the Commission reference are a summary of joint operations relative to the
multipurpose rooms, and janitorial services, The commission will be asked to review the
following items relative to the joint operations:
1. Scheduling Rooms - The Recreational Facility Manager for the City of
Andover will schedule all activities in the multi purpose rooms and the
conference room. City Staff will work with the YMCA to insure that all there
needs are taken care of when it comes to room usage,
2. Supervising Rooms/Set Up - Linda Blackmore indicated that with her staff's
proximity to the multipurpose rooms and conference room that they could
supervise these areas. Set up and cleaning of the rooms will be worked out on
a case by case basis with both city staff and YMCA staff.
3, Pricing - There was discussion on pricing for these rooms, City staff is
recommending that they be given the opportunity to work with each individual
group to work out any fees that would be charged, with the understanding that
our local non profits would pay little to nothing. There will not only be room
rental fees but also fees for equipment rental.
4. Janitorial- The YMCA is in the process of putting together a proposal for the
City of Andover on what the charge would be for there staff to do all the
cleaning and stocking of supplies in all the common areas including, main
street, the main lobby area and the public bathrooms. City staff will also get at
least one other bid from an outside janitorial service for nightly cleaning.
These prices will be presented to the Commission at a later date,
CITY OF
NDOVE
6)
1685 CROSSTOWN BOULEVARD N,W, . ANDOVER, MINNESOTA 55304 . (763) 755,5100
FAX (763) 755-8923 . WWW,CI.ANDOVER,MN,US
SUBJECT: Construction Update
TO: Chair & Commissioners
FROM: Jim Dickinson, City Administrator
DATE: June 13,2005
Attached for your reference is the current construction schedule. If an Advisory Commissioner
would like to get a tour of the facility to review the progress, please contact either Erick
Sutherland (763-767-5166) or myself (763-767-51 10).
Attachments
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