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<br />4. Sick Leave - Looking at incentive for non-use; and <br />implementation of a no-fault abuse of leave policy. <br />5. Physical Fitness - Test required for employment; new hires will <br />require annual physical fitness test; upon implementation have a <br />grace period then everyone will be required and will receive an <br />incentive (ribbon, etc.) <br />6. Hiring Preemptions - Allow City to hire laterally for pay <br />purposes only; allow City to disregard current maximum age <br />limit of 45 for hiring. <br />7. Hearings/Arbitrations - Any cost in relation to contract will be <br />split between the City and the LPPOA equally (50/50). <br />8. Wages - Step increases will be performance based; anyone <br />receiving a below competent rating will not receive a raise. <br /> <br />b) Mr. Bottoms indicated that he believes the goals of the LPPOA and CITY <br />are common. He indicated that it appears the City is playing "catch up" with the <br />market again and that salaries will be looked at annually. The most significant <br />group that are behind now are starting officers. However, the entire department <br />should see some increase. <br /> <br />~ <br /> <br />6. NEXT MEETING <br />February 3, 2009 at 2:00 p.m. <br /> <br />7. ADJOURNMENT <br />Meeting was adjourned at 2:40 p.m. <br /> <br /> <br />THIS THE <br /> <br />DA Y OF <br /> <br />,2009. <br /> <br />Ron Bottoms, City Manager <br /> <br />~~~ <br /> <br />att Novosad, LPPOA President <br />