HomeMy WebLinkAboutBoard of Commissioners - Minutes - 09/18/2003•
MINUTES OF THE
OTTER TAIL COUNTY LABOR/MANAGEMENT COMMITTEE
Otter Tail County Courthouse
Commissioners' Room, Floor 1-B
Thursday, September 18, 2003
1 :00 p.m.
Call to Order
Jodi Wentland called the Labor/Management Committee meeting to order at 1 :08 p.m.
Attendance: Tonya Anderson, Dwight Serven, Mark Englund, Sue Ewy, Charles Grotte, David Hauser, Karan
Johnson, Cheryl Kottom, Don Larson, Barbara Molter, Lori Morrell, Dennis Mosher, Sydney Nelson, Stacey
Paulseth, Heather Severson, Wayne Stein, James Stewart, Jourdan Sullivan, Jodi Wentland, and Sharon
Wicklund.
Excused Absence: Brian Armstrong, Carol Brause, Doug Cannell, Rick Denzel, John Dinsmore, Larry Krohn,
Anne Mueller, and Wayne Roisum.
Unexcused Absence: Tim Brand and Kirsten Olson.
Review of Mission and/or Norms of Behavior
Jim Stewart read the Mission Statement and Heather Severson read the Norms of Behavior.
Review of Minutes
Committee members approved as presented, the minutes of July 17, 2003 by consensus.
• Review of Agenda
Committee members approved as presented the agenda of September 18, 2003 by consensus.
Discussion Items
A. Training for All Members-Hosted by Lori Morrell
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Lori Morrell presented and or discussed the following items:
• This Otter Tail County Labor/Management Committee began in 1998.
• How can you become an effective committee member? Some of you feel that your world is just fine
now and you don't have any issues. There are always issues.
• Government agencies live in a lot of turmoil right now in the State. There are a lot of stresses in the
workplace.
• Our LMC now has a small section in the monthly newsletter.
• Proposal to move next meeting to November. Discussed holding quarterly meeting or every other
month. Suggestion of meeting every other month and if there are issues that come up, the co-chairs
can schedule a monthly meeting. If we decide to go this route, everyone should leave their calendar
open from 1-3 p.m. every third Thursday of each month. Could we meet at the call of the co-chairs?
Some committee members have things scheduled three months out.
• Frequency of meetings. Change the bylaws to the Labor/Management Committee may skip a meeting,
and hold meetings every other month. The meetings will be from 1-3 p.m. and will be held in the
Otter Tail Lake Room at the Government Services Center Building. Revisit by Consensus at the next
meeting.
• The Labor/Management Committee has the ability to discuss any issue-which is what the LMC is all
about.
• LMC Training will be scheduled from 12:30-4:30 p.m. on Thursday, November 20, 2003, in the
Otter Tail Lake Room. Training will include skills, techniques, and problem solving; and what is a LMC
all about.
• Request was made for Sharon Jewell to develop/update the list of items that LMC has reviewed/worked
on and any recommendations, etc. that were made.
Labor/Management Committee Minutes
September 18, 2003
• Consensus was reached to change the bylaws to reflect the change from monthly meetings to every
other month meetings, unless otherwise directed by co-chairs.
Public Health and Human Services Labor/Management Updates
The Public Health Labor/Management Committee has been working on:
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• Sign-Out Protocol-How to Handle an Emergency in the Event we Need to Contact Staff-How are
Employees' Privacy Protected
The Human Services Labor/Management Committee has been working on:
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Stipend Funded Cell Phone Policy/Procedure: Last May/June, we implemented this policy .
Implementation eliminated an agency purchased cell phone system with stipend funded cell phones
for up to 38 designated positions and 5 check out cell phones. To date, incumbents of 22 of the 38
designated positions have submitted expense vouchers to be reimbursed for work related cell phone
costs. The stipend is $24.00 per position. The LMC has proposed that management revisit this
policy and stipend amount as it pertains to the agency's social worker program assessment positions
that must closely coordinate with law enforcement. Incumbents will be asked to submit data
supporting the need for a higher stipend reimbursement based on job-related usage.
Hiring Process/Merit System Certification: Reviewed a five-page document that summarizes the
minimum qualifications of the 18 job classifications that comprised our agency. We reviewed these
qualifications as set forth by the Minnesota Merit System and those identified by our County/Agency
in consultation with MAXIMUS. The worksite LMC has been asked to analyze, discuss, and submit a
consensus recommendation to the management team regarding the following question: Should
Otter Tail County Human Services remain as a member of the Minnesota Merit System or should we
seek certification as a Merit System certified county. Issues yet to analyze include: financial cost to
the county/agency of the two options, and whether the latter option would affect whether current staff
could easily transfer/promote to other MN Merit System counties if we chose NOT to remain with
Minnesota's Merit System.
Information Sharing/Announcements 0
• Charles Grotte stated that on the Labor/Management Committee Distributions List, he is listed as Labor, he
should be listed as Management.
• Discussed speeding in the employees' parking lot; this is a safety issue and should be referred to the
Safety Committee. Consensus was reached for Sharon Wicklund to bring this issue in front of the Safety
Committee.
• Discussion on the move to Government Services Center Building.
Next Meeting
The next scheduled Labor/Management Committee meeting will be held on November 20, 2003 from 12:30-
4:30 p.m. in the Otter Tail Lake Room at the Government Services Center Building. This extended meeting
time will be for Training for All Members by the Bureau of Mediation.
Adjournment
At 2:34 p.m., Jodi Wentland declared the meeting of the Otter Tail County Labor/Management Committee
adjourned until 12:30 p.m. on Thursday, November 20, 2003 to be held in the new Government Services
Building in the Otter Tail Lake Room.
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Attadlmenl
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OTTER TAIL COUNTY LABOR/MANACEMENT COMMITTEE MEMBERSHIP
DISTRIBUTION LIST
Mail
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Name Department
Tonya Anderson Court services -NYM
Brian Armstrong GIS
Dwight Berven Highway
Tim Brand MIS
carol Brause Human services
Doug Cannell Building Maintenance
Rick Denzel Solid waste/Recycling
John Dinsmore Human services
Mark Englund Sheriff
sue Ewy Public Health
Charles Grotte Highway
David Hauser Attorney
Karan Johnson Human services
Cheryl Kottom Human services
Larry Krohn county coordinator
Don Larson Highway
Barbara Molter Assessor
Dennis Mosher county commissioner
Anne Mueller Sheriff
Syd Nelson county commissioner
Kirsten Olson MIS
Stacy Paulseth Sheriff
Wayne Roisum Land & Resource
Heather Severson Public Health
Wayne Stein Auditor
James Stewart Sheriff
Jourdan Sullivan veterans service
Jodi Wentland Human services
Sharon Wicklund Highway
(Ex Officio Members>
Lori Morrell
Joanne Derby
Merle King
James Moore
Bureau of Mediation
Teamsters 320
Teamsters 320
AFSCME
Phone
385-3831
739-7162
342-2324
998-8121
998-8162
998-8053
736-4400
998-8172
998-8534
739-2606
998-8475
998-8406
998-8252
998-8247
998-8068
589-8167
998-8013
998-8060
998-8556
589-8167
998-8122
998-8528
998-8100
739-2528
998-8041
998-8615
998-8609
998-8211
998-8482
F.\USERS\Human Re,oi,n:ei\ulbor Management'OLStnllutlon Usts\OislkDuliotl Lisi 07-tl1,03 doc 10/23/03
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WORKSITE LABOR/MANAGEMENT COMMITTEE TOPICS
LMC Bylaws--07/16/98,
Mission Statement-07 /16/98,
Communications-I nternal-07 /16/98,
Government Data Practices Act
Communications-External
Scheduling-Developing Alternative Work Schedules
Surveys of Employees-Various Types, Including Communications, Employee Satisfaction, etc.
Personal Time Off (PTO)
Leave Accrual Process
Comparable Worth
Fitness Programs
Reassignment of Work
Safety-Various Areas
Use of Hazardous Chemicals
Public Relations
Uniforms
Redesigning Work Areas or Equipment
Employee Suggestion System
Employee Picnic
Diversity Training
Employee Exchange of Shifts
Employee Access to TV Sets
Donated Leave Program-For Employees w/Severe Health Problems
Job Evaluation
Reclassification of Positions Procedure
Hiring Process Review
Human Resource Policy and Procedure Review and Update
Job Design
Internal and External Telephone Directories
Indoor Air Quality
Parking Issues
Parking Lot Design
Promotional Campaign
Employee Recognition
Equipment Purchasing
Equipment Use
Office/Wall Decorating Policy
Employee Training Needs
Employee Resource Manual (Policies, Procedures, Practices)
Restructuring the committees of the organization by moving the various committees' objectives
to the Labor/Management Committee.
Work Efficiency Strategies (Previously Referred to as Time-Motion Studies)
Staff "Wall of Fame" and Directory
Drug Testing/Education
Training: Supervisory, Leadership, Time Management
LABOR/MANAGEMENT COMMITTEE ATTENDANCE/SIGN IN CHECK SHEET
MEETING DATE: September 18, 2003
• Tonya Anderson Don Larson
Brian Armstrong Barbara Molter
Dwight Serven Dennis Mosher
Tim Brand Anne Mueller
carol Brause Excused Sydney Nelson
Doug Cannell Kirsten Olson
Rick Denzel Excused Stacey Paulseth
John Dinsmore Wayne Roisum
Mark Englund Heather Severson
&Ewy ayne stein
Chuck Grotte James Stewart
David Hauser Jourdan Sullivan
Karan Johnson Jodi Wentland
Cheryl Kottom Sharon Wicklund
Larry Krohn Excused
Joanne Derby
Merle King
• Lori Morrell
James Moore
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• 0
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Jodi and Barb, 0
Here's our Human Services LMC report to the County-Wide LMC:
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□ Stipend Funded Cell Phone Policy/Procedure: Last May/June, we
implemented this policy. Implementation eliminated an agency purchased cell
phone system with stipend funded cell phones for up to 38 designated
positions and 5 check out cell phones. To date, incumbents of 22 of the 38
designated positions have submitted expense vouchers to be reimbursed for
work related cell phone costs. The stipend is $24.00 per position. The LMC
has proposed that mgmt revisit this policy and stipend amount as it pertains to
the agency's social worker program assessment positions that must closely
coordinate with law enforcement. Incumbents will be asked to submit data
supporting the need for a higher stipend reimbursement based on job-related
useage.
□ Hiring Process/Merit System Certification: Reviewed a five-page
document that summarizes the minimum qualifications of the 18 job
classifications that comprised our agency. We reviewed these qualifications
as set forth by the Minnesota Merit System and those identified by our
County/ Agency in consultation with MAXIMUS. The worksite LMC has
been asked to analyze, discuss and submit a consensus recommendation to the
mgmt team regarding the following question: Should OTCHS remain as a
member of the MN Merit System or should we seek certification as a Merit
System certified county. Issues yet to analyze include: financial cost to the
county/agency of the two options, and whether the latter option would affect
whether current staff could easily transfer/promote to other MN Merit System
counties ifwe chose NOT to remain with MN's Merit System.
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