CITY OF COON RAPIDS, MINNESOTA
CHAPTER 3-400
MANAGEMENT RIGHTS

3-401 City Manager. The rights, functions, and authority to manage all operations and functions are vested in the City Manager and include, but are not limited to, the following:

(1) To prescribe and administer rules and regulations essential to the accomplishment of the services desired by the City Council.
(2) To manage and otherwise supervise all employees.
(3) To hire, promote, transfer, assign, and retain employees and to suspend, demote, dismiss, or take other disciplinary action against employees as circumstances warrant.
(4) To relieve employees of duties because of lack of work, lack of funds, or for other legitimate reasons.
(5) To maintain the efficiency and economy of the City operations entrusted to the administration.
(6) To determine the methods, means, and personnel by which such operations are to be conducted.
(7) To take whatever action may be necessary to carry out the objectives of the City Council in emergency situations.
(8) To exercise discretion in the operation of the City, the budget, organization, assignment of personnel, and the technology of work performance.

3-402 Organized Employee Groups Negotiations.

(1) Role of City Manager. The City Manager or a representative designated by him shall represent the Council in negotiation with organized employee groups recognized by Resolution of the Council. The City Manager shall recommend to the Council such contracts prescribing salaries, fringe benefits, and terms and conditions of employment.
(2) Councilmembers. City Councilmembers shall not become involved in the negotiations process.
(3) Council Approval of Contracts. No contracts or agreements regarding the employment or working conditions of any bargaining unit of organized employees shall be valid unless specifically approved by the City Council.

3-403 Additional Rules. Nothing contained in this Chapter shall be construed as prohibiting the City Council, the City Manager, or department heads from establishing further work rules and procedures, provided that no such regulations shall be in violation of this Title.

3-404 Interference with City Business. No employee shall engage in any illegal work stoppage, slowdown, or strike, or unfair labor practice as defined in the Public Employment Labor Relations Act of 1971, as amended, or in any other way interfere with the regular operations or daily business of the City. Such activity may result in disciplinary action. An employee who participates in such a work stoppage or slowdown in violation of this Title may not make up the time thus spent by using earned sick leave, vacation leave, compensatory time, or any other leave of absence to which he may be entitled. In addition, no employee shall earn any pay or fringe benefits, including paid leave of absence, while participating in any work stoppage or slowdown.

3-405 Criminal History Background Investigations. The Police Department is authorized to conduct criminal history background investigations on applicants for positions with the City as employees or volunteers. This section applies only to applicants who are finalists for all regular, temporary and volunteer status positions. Before the investigation is undertaken the applicant must authorize the Police Department in writing to undertake the investigation and to release the information to the City Council, City Manager, and other City staff as appropriate. Except in the case of exceptions set forth in Minnesota Statutes Section 364.09, as may be amended from time to time, if the City rejects an application for employment due partly or solely to the applicant's prior conviction of a crime, the City's Human Resources Division will notify the applicant in writing of the following:

(1) the grounds and reasons for denial;
(2) the applicant complaint and grievance procedure set forth in Minnesota Statute Section 364.06, as may be amended from time to time;
(3) the earliest date the applicant may reapply for employment or a volunteer position; and
(4) that all competent evidence of rehabilitation will be considered upon re-application. [Adopted 5/6/03, Ordinance 1799]