03 03 2026 City Council Agenda PacketCITY OF MENDOTA HEIGHTS
CITY COUNCIL REGULAR MEETING AGENDA
March 3, 2026 at 6:00 PM
Mendota Heights City Hall, 1101 Victoria Curve, Mendota Heights
1.Call to Order
2.Roll Call
3.Pledge of Allegiance
4.Approval of the Agenda
The Council, upon majority vote of its members, may make additions or deletions to the
agenda. These items may be submitted after the agenda preparation deadline.
5.Public Comments - for items not on the agenda
Public comments provide an opportunity to address the City Council on items which are not
on the meeting agenda. All are welcome to speak. Individuals should address their
comments to the City Council as a whole, not individual members. Speakers are requested
to come to the podium and must state their name and address. Comments are limited to
three (3) minutes. No action will be taken; however, the Mayor and Council may ask
clarifying questions as needed or request staff to follow up.
6.Consent Agenda
Items on the consent agenda are approved by one motion of the City Council. If a
councilmember requests additional information or wants to make a comment on an item,
the item will be removed from the consent agenda and considered separately. Items
removed from the consent agenda will be taken up as the next order of business.
a.Approve Minutes from the February 17, 2026, City Council Meeting
b.Approve Minutes from the February 17, 2026, City Council Work Session Meeting
c.Approve the 2026-2027 Labor Contract with MN Public Employees Association
d.Approve Accounting Clerk Hire and Authorize Recruitment of a Part-Time Office
Support Specialist
e.Authorize the Conditional Rehire of Michael Winters as a Mendota Heights
Firefighter
f.Acknowledge the December 2025 Par 3 Financial Report
g.Accept a Donation for Purchasing Police Equipment
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h.Approve Police Captain Out of State Travel Request
i.Approve Resolution 2026-18 Amending Resolution 2025-36 Revising the Condition
of Approval related to Park Dedication for the Preliminary Plat of McMillan Estates
located at 1707 Delaware Avenue and the adjacent vacant outlots (Planning Case No.
2025-03)
j.Approve Claims List
7.Presentations
a.Future City Competition - Friendly Hills Middle School
b.Rogers Lake Water Quality Report Presentation by Saint Thomas Academy
c.2025 Parks and Recreation Annual Report
8.Public Hearings
9.New and Unfinished Business
a.Municipal Campus Project Update
10.Community / City Administrator Announcements
11.City Council Comments
12.Adjourn
Next Meeting
March 17, 2026 at 6:00PM
Information is available in alternative formats or with the use of auxiliary aids to individuals
with disabilities upon request by calling city hall at 651-452-1850 or by
emailing cityhall@mendotaheightsmn.gov.
Regular meetings of the City Council are cablecast on
NDC4/Town Square Television Cable Channel 18/HD798 and online at
townsquare.tv/Mendota-Heights-Streaming
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CITY OF MENDOTA HEIGHTS
DAKOTA COUNTY
STATE OF MINNESOTA
DRAFT Minutes of the Regular Meeting
Held Tuesday, February 17, 2026
Pursuant to due call and notice thereof, the regular meeting of the City Council, City of Mendota Heights,
Minnesota, was held at 6:00 p.m. at City Hall, 1101 Victoria Curve, Mendota Heights, Minnesota.
CALL TO ORDER
Mayor Levine called the meeting to order at 6:00 p.m. Councilors Lorberbaum, Mazzitello, and Maczko,
were also present. Councilor Paper was absent.
PLEDGE OF ALLEGIANCE
Council, the audience, and staff recited the Pledge of Allegiance.
AGENDA ADOPTION
Mayor Levine presented the agenda for adoption. She requested to add an item to the agenda, Resolution
No. 2026-16, Transferring City Funds to Support Independent School District 197 Community Food
Support Operations.
Mayor Levine moved adoption of the agenda as amended.
Councilor Lorberbaum seconded the motion.
Ayes: 3
Nays: 1 (Mazzitello)
Mayor Levine noted the new item will be considered as Item 9C.
PUBLIC COMMENTS
No one from the public wished to be heard.
CONSENT AGENDA
Mayor Levine presented the consent agenda and explained the procedure for discussion and approval.
Councilor Lorberbaum moved approval of the consent agenda as presented, pulling item D.
a.Approval of February 4, 2026, City Council Minutes
b.Approve Resolution 2026-13 Accepting Donations to the City of Mendota Heights and the
Mendota Heights Police Department
c.Authorize Out of Metro Travel Request for SOTA Conference
d.Resolution 2026-14 Enter into Agreement with the Metropolitan Council for the 2023 Inflow and
Infiltration Grant
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6.a
February 17, 2026, Mendota Heights City Council Page 2 of 8
e.Authorize the Purchase of a Replacement Truck
f.Approval of Claims List
Councilor Mazzitello seconded the motion.
Ayes: 4
Nays: 0
PULLED CONSENT AGENDA ITEMS
D)RESOLUTION 2026-14 ENTER INTO AGREEMENT WITH THE METROPOLITAN
COUNCIL FOR THE 2023 INFLOW AND INFILTRATION GRANT
Councilor Maczko referenced the work that was mentioned and the amount that was considered
reimbursable. He asked for more information on the amount that is anticipated to be awarded.
Assistant City Engineer Lucas Ritchie stated that the Metropolitan Council dedicated a certain amount of
funds towards the grant for the noted period and explained that some expenses are reimbursable at 100
percent while others are only reimbursable at 50 percent. He stated that the Metropolitan Council then
reviews the submissions by the cities during that period to determine the funds that will be awarded to
each community.
Councilor Maczko asked if this funding is considered as an anticipated funding source or whether it simply
replenishes funds that have been spent.
Assistant City Engineer Lucas Ritchie replied that the City does not include this in its funding sources for
projects.
Councilor Maczko moved to approve RESOLUTION NO. 2026-14 ENTER INTO AGREEMENT WITH
THE METROPOLITAN COUNCIL FOR THE 2023 INFLOW AND INFILTRATION GRANT.
Councilor Mazzitello seconded the motion.
Ayes: 4
Nays: 0
PRESENTATIONS
A)CITY COMMUNICATIONS REPORT
Assistant City Administrator Kelly Torkelson provided an overview of the City of Mendota Heights’
communications efforts in 2025, including print, digital, and brand initiatives, and highlighted how these
efforts support public engagement, transparency, and City Council strategic priorities.
Councilor Lorberbaum thanked staff for a job well-done and thank you.
Councilor Maczko thanked staff for their work and congratulated them on the awards that were received.
He asked for more information on the Mendota Heights Living magazine.
Assistant City Administrator Kelly Torkelson stated that it is a private magazine that the City does not
have control over, and it is not distributed to all community members, but the City does use that platform
for advertising to reach more residents.
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City Administrator Cheryl Jacobson added that it is more of a real estate magazine that targets certain
areas.
Councilor Lorberbaum offered to bring a copy, noting that each copy features a Mendota Heights resident
on the front page. She stated that anyone can reach out and request to be included or recommend a resident
to be included.
Assistant City Administrator Kelly Torkelson stated that the City has received critical feedback on the
magazine, as some thought that the magazine was City-generated. She noted that the City logo and
branding help to differentiate whether a publication is coming from the City.
Councilor Maczko appreciated surveys but noted that only 33 responses were received from this year’s
survey and therefore did not want to place too much significance on the priorities identified. He
recognized that they can only use the feedback they receive from residents.
Assistant City Administrator Kelly Torkelson recognized that it was a small group of people, but it is at
level two feedback and recognized that some residents do not want to engage at that level.
Councilor Maczko commented on the high-quality communications and materials generated by City staff.
Councilor Mazzitello stated that when there is low participation in a survey/feedback, it typically means
that the City is doing a great job.
Mayor Levine echoed the comments from the previous speakers and also thanked Town Square TV for
the service it provides as a partner to the City.
PUBLIC HEARING
No items scheduled.
NEW AND UNFINISHED BUSINESS
A) RESOLUTION 2026-12 SPONSORING AN OUTDOOR RECREATION GRANT FOR VALLEY
PARK
Parks and Recreation/Assistant Public Works Director Meredith Lawrence provided background
information and stated that the Council was being asked to approve Resolution 2026-12, sponsoring an
outdoor recreation grant for Valley Park.
Councilor Lorberbaum moved to approve RESOLUTION NO. 2026-12 SPONSORING AN OUTDOOR
RECREATION GRANT FOR VALLEY PARK.
Councilor Mazzitello seconded the motion.
Further discussion: Councilor Maczko thanked staff for reaching out to TRAA and bringing in an
additional partner to the grant process and project.
Mayor Levine commented that this is a great opportunity to look at the parks as a whole, as was the intent
of the Parks Master Plan process. She also recognized TRAA and Dakota County as partners.
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Ayes: 4
Nays: 0
B)MUNICIPAL CAMPUS PROJECT
1)Resolution 2026-15 Appointing Residents to the Municipal Campus Project Oversight
Committee
City Administrator Cheryl Jacobson provided a brief background on this item. The Council was being
asked to consider adopting Resolution 2026-15, appointing residents to the Municipal Campus Project
Oversight Committee.
Councilor Mazzitello moved to adopt RESOLUTION NO. 2026-15 APPOINTING RESIDENTS TO
THE MUNICIPAL CAMPUS PROJECT OVERSIGHT COMMITTEE.
Councilor Lorberbaum seconded the motion.
Further discussion: Councilor Maczko commented that he was excited and encouraged to see the number
of residents and new faces who were willing to participate in this process, recognizing that this is a large
project for the City and its residents. He asked how they can keep the people who were not selected
involved and engaged.
Councilor Mazzitello thanked staff and all those who applied to be on the Committee. He also thanked
the other members of the Council who participated in the interviews. He noted that while he was unable
to attend, he was able to provide his input and believed that those chosen would do a great job.
Councilor Lorberbaum commented that Mendota Heights is fortunate to have an abundance of engaged
and skilled residents who are willing to serve their community.
Mayor Levine commented that everyone was highly qualified and it was an incredibly hard choice.
Ayes: 4
Nays: 0
2)ICS Project Update
Kristen Duerr, ICS, provided a project update, including the selection of a project architect.
C) RESOLUTION 2026-16 TRANSFERRING CITY FUNDS TO SUPPORT INDEPENDENT
SCHOOL DISTRICT 197 COMMUNITY FOOD SUPPORT OPERATIONS
City Administrator Cheryl Jacobson provided background information and stated that the Council was
being asked to consider Resolution 2026-16, Transferring City Funds to Support Independent School
District 197 Community Food Support Operations.
Councilor Maczko asked for more information on the contribution provided by West. St. Paul.
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February 17, 2026, Mendota Heights City Council Page 5 of 8
City Administrator Cheryl Jacobson replied that the City of West St. Paul is providing a grant to multiple
school PTA organizations and 360 Communities on behalf of the early learning center in the amount of
$2,500 each, for a total of $10,000.
Councilor Lorberbaum noted some blanks within the draft resolution.
Mayor Levine moved to approve RESOLUTION NO. 2026-16 TRANSFERRING CITY FUNDS TO
SUPPORT INDEPENDENT SCHOOL DISTRICT 197 COMMUNITY FOOD SUPPORT
OPERATIONS IN THE AMOUNT OF $10,000.
Councilor Lorberbaum seconded the motion.
Further discussion: Councilor Maczko stated that there was quite a bit of discussion about this during the
workshop. He recognized that this is a different request as the City collects funds from taxpayers for
identified purposes within the City budget. He stated that this could open up questions as to whether this
is an action that residents were not informed about. He noted the contingency funds held by the City,
recognizing that this could be classified as an emergency situation, but also wanted to ensure that the funds
would be used as allocated. He stated that personally he could support this but recognizes that he is acting
as a member of the Council. He recognized that staff have stated that the Council has the authority to do
this but also recognizes that this is not personal money and is community money collected from residents.
He did not believe that there were members who do not support the concept but may be unsure of whether
this is a fiscally responsible thing to do. He stated that he would want to see guardrails added through
conditions to ensure the funds will be spent as identified.
Councilor Maczko suggested the following amendment to the Resolution to include the following
language following item one to state, with the following conditions: A) ISD 197 provides written
acceptance of the funds and shall agree to administer and expend the funds lawfully, B) The City hall
develop criteria governing the eligible use of the funds and provide criteria to ISD 197, C) define and
document the process that will be used and how funds will be disbursed, D) ISD 197 shall notify the City
when all funds are expended; and Item Two: the funds that are allocated be distributed to schools within
the district and not included in the appropriation made by the City of West St. Paul.
Councilor Mazzitello asked if the conditions would need to be met before the funds are transferred.
Councilor Maczko confirmed he would like those conditions met before the funds are transferred.
Mayor Levine and Councilor Lorberbaum agreed to the amendment.
Councilor Lorberbaum asked for information on the process that would be involved for notification,
whether that would be to the staff or the Council.
Mayor Levine asked and received confirmation that staff can act in the liaison role.
Councilor Maczko reiterated his conditions as proposed and noted that staff could be provided with that
information to release the funds once the information has been provided. He clarified that the notification
is not of which families receive the funding, but when the funding is exhausted.
City Administrator Cheryl Jacobson asked if the Council would support a first come first serve method of
disbursement, or whether Councilor Maczko would want to see income and/or address verification.
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Councilor Maczko replied that he would support whatever criteria the schools use, noting that there would
not have to be a criterion for the recipient to be a resident of Mendota Heights, but a student or family of
the school.
City Administrator Cheryl Jacobson clarified that this is not an ISD 197 program and, therefore, they will
use the criteria desired by the City. She stated that there are teachers and residents purchasing and
delivering supplies to those in the community who have been impacted by ICE actions. She suggested
that the criteria be a need for food support. She noted that much of this data is private and therefore would
not be provided.
Councilor Maczko explained that he needs information on how the funds will be used and something
showing that the funds have been used as requested.
Mayor Levine stated that the criteria could be as simple as a need for emergency food support.
Councilor Mazzitello asked how that would be proven.
Mayor Levine stated that this is an emergency situation, and while she understands the desires of
Councilor Maczko, the School District knows how to do this work. She recognized that someone could
potentially abuse the system, but she believed this was a need, and the $10,000 would not even come close
to solving that need. She stated that the District is not going to release private information.
Councilor Mazzitello did not believe that was what Councilor Maczko was requesting and explained that
he believes Councilor Maczko would like the district to explain how they are going to safeguard the money
to ensure it goes to those who need it.
Councilor Maczko stated that he simply wants information on the criteria that would be used to disburse
the funds/resources.
Mayor Levine commented that the funds would be distributed based on a request to fulfill a need for
emergency food. She stated that if the funds are not requested, the City would get the funds back.
City Administrator Cheryl Jacobson stated that the school is the avenue to provide a connection to the
community members who are in need. She explained that it is not a program of the schools, but those
working within, and the criteria the school may use is a request for assistance from a teacher, counselor,
or parent.
Councilor Maczko stated that when there is a request for $10,000 of public funds, he wants to see
guardrails in place in writing.
City Administrator Cheryl Jacobson asked if the Council would accept first-come, first-served as the
criteria.
Councilor Lorberbaum stated that she does not want to develop the criteria and wants the District to
provide the criteria that would be used.
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February 17, 2026, Mendota Heights City Council Page 7 of 8
Councilor Mazzitello stated that he agrees that the City should dictate the criteria but recognized that the
City is being asked to donate money to someone with no criteria. He did not believe first-come, first-
serve is a fair criterion, as this is meant to serve those with a need.
Mayor Levine commented that this is for emergency food support.
Councilor Mazzitello asked how someone would show suffrage under an emergency. He stated that
perhaps if there is a staff referral, that could be a satisfactory criterion.
City Administrator Cheryl Jacobson stated that households that have been impacted are not coming out
and asking the city directly for support and are instead working through networks they know, which can
be a school counselor, teacher or friend.
Councilor Maczko stated that he would rather have those closest to the program deciding what the criteria
would be. He stated that he is fine with a referral but simply wants to know the process.
Mayor Levine stated that perhaps the criteria is the need as identified by a school staff member.
City Administrator Cheryl Jacobson asked if the need would need to be identified by a staff member or
whether it could be a member of the community, who is working within the schools.
Mayor Levine stated that a community member could communicate the need to a staff member of the
school. She confirmed that would be the appropriate criteria for a request.
Councilor Mazzitello recognized the balancing act the Council is attempting to perform in being good
fiduciary stewards while also assisting in an emergency situation. He stated that he has separate issues
with this because of the process that it followed, and it is not that people on the Council or staff do not
care. He stated that if there is a neighbor who needs help, then a neighbor could simply help them rather
than petitioning the government.
Mayor Levine agreed that this is exactly what the community is doing and what the people in this state
have been doing since the beginning of this operation. She stated that they continue to ask and do things
for others, and at this point, more help is needed. She stated that $10,000 is going to help, but is not asking
the government to solve this problem. She commented that this will provide another tool for the schools
to help families who need help. She stated that these funds, coming from contingency, will assist in
fulfilling a public need. She noted that the Council has received 31 comments in support of this request
and has not received one comment of opposition. She commented on the high standards the District
operates under but recognized that Councilor Maczko wanted to see guardrails in place. She agreed to the
guardrails and wanted to see the money disbursed as the need is now, not in two weeks.
Councilor Lorberbaum agreed with the comments of Mayor Levine. She hoped that additional funds
would be contributed in addition to the City's contribution. She recognized that this is a time of
emergency, where contingency funds come into place.
Councilor Maczko commented that he fully supports helping but wanted to ensure that the Council is also
being good fiduciary stewards of public funds. He recognized that the School District is a pass-through,
and the real heroes are those involved in the PTA and those that are helping others that are asking for help.
He stated that he asked the School District if they were contributing funds and was told the School District
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February 17, 2026, Mendota Heights City Council Page 8 of 8
does not have funds to give but recognizes that the staff and volunteers are the ones doing the work. He
stated that he simply wants to ensure that the funds are going where they are needed.
Ayes: 3
Nays: 1 (Mazzitello)
COMMUNITY ANNOUNCEMENTS
City Administrator Cheryl Jacobson announced upcoming community events and activities.
COUNCIL COMMENTS
Councilor Mazzitello stated that he spent the previous week in Florida and visited the community center.
He noted that he provided staff with a brochure with their programming and pricing. He commented that
the previous day was Presidents' Day and shared some thoughts on the topic of public service. He shared
a historical fact from this day in 1776.
Councilor Lorberbaum stated that on Thursday, there will be story time at the Par 3 from 9 a.m. to 10
a.m., noting that she will be the storyteller. Today is Mardi Gras and wished everyone a fun day.
Tomorrow is Ash Wednesday and Ramadan started at sundown and wished those who observe these a
meaningful holiday. She stated that today is National Day of Kindness and encouraged everyone to be a
bright spot in someone’s day.
Councilor Maczko recognized that today is known as Fat Tuesday, leading into 40 days of Lent. He noted
that there will be some good fish fries on Fridays and encouraged residents to visit local restaurants.
Mayor Levine thanked all the residents who have contacted the Council or attended the workshop today.
ADJOURN
Councilor Mazzitello moved to adjourn.
Councilor Maczko seconded the motion.
Ayes: 4
Nays: 0
Mayor Levine adjourned the meeting at 7:35 p.m.
____________________________________
Stephanie B. Levine
Mayor
ATTEST:
_______________________________
Nancy Bauer
City Clerk
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February 17, 2026, City Council Work Session Minutes Page - 1
CITY OF MENDOTA HEIGHTS
DAKOTA COUNTY
STATE OF MINNESOTA
DRAFT Minutes of the City Council Work Session
Tuesday, February 17, 2026
Pursuant to due call and notice thereof, a work session of the Mendota Heights City Council was
held at Mendota Heights City Hall, 1101 Victoria Curve, Mendota Heights, Minnesota.
CALL TO ORDER
Mayor Levine called the work session to order at 4:34 p.m. Councilors Lorberbaum, Maczko,
and Mazzitello were in attendance. Councilor Paper was absent.
Others present included: City Administrator Cheryl Jacobson, Assistant City Administrator Kelly
Torkelson, Finance Director Kristen Schabacker, Parks & Recreation Director/Assistant Public
Works Director Meredith Lawrence, Community Development Manager Sarah Madden,
Assistant City Engineer Lucas Ritchie, Police Chief Kelly McCarthy, and City Clerk Nancy
Bauer.
Also, in attendance was Sean Doyle of SD Custom Homes, LLC.
Mayor Levine stated that since there were residents in the audience, the order of agenda items
would be changed. Item 2b would be Community Support and Immigration and Customs
Enforcement Response, item 2c would be Title 11: Subdivision Regulations, and item 2d would
be Building Permit Fees.
CONCEPT PLANS – 750 MOHICAN LANE
Community Development Manager Madden stated that the concept plan was a continuing
discussion from a previous work session. Sean Doyle of SD Custom Homes, LLC had submitted
a second concept plan for a future subdivision of the property.
The first concept plan was reviewed during the December 16, 2025, work session. It included 21
single-family lots and would have required rezoning of the property, potentially utilizing the
Planned Unit Development (PUD) overlay district and zoning tools.
The second plan includes 14 single-family lots. The new concept plan design continues the cul-
de-sac extension from Pueblo Lane. No trail connection to Pagel Road is included.
S. Doyle noted that, in previous discussions, the idea of the cul-de-sac had not been well
received. Under the current City Ordinance and with R-1 zoning, a road similar to that in the
previous plan could be implemented in the second concept plan while still meeting lot setbacks.
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6.b
February 17, 2026, City Council Work Session Minutes Page - 2
Community Development Manager Madden confirmed that the new concept plan met the
setback requirements. The question is does the Council support the cul-de-sac extension. There
is no other option than a variance request for right-of-way width to access Pagel Road. The
discussion should be if a cul-de-sac is justified and appropriate because there is no other outlet
available without a variance.
Councilor Lorberbaum inquired about the steepness of the edge of the cul-de-sac and some of the
proposed lots. S. Doyle stated it is too early to determine that information. Councilor
Lorberbaum expressed continued concern regarding the slopes.
Councilor Mazzitello noted that the lots in Friendly Hills are traditionally smaller than most R-1
lots. He liked the first concept plan, but acknowledged that it would need more vetting, and also
liked the new concept plan. The cul-de-sac layout remains unchanged between the two plans.
He suggested maintaining the trail from the first concept plan.
S. Doyle indicated that he preferred the first concept plan because it aligns with the smaller
homes and lot sizes characteristic of the Friendly Hills neighbors but noted it would require
rezoning.
Councilor Mazzitello asked the price point of homes in Friendly Hills. Councilor Maczko stated
the homes are between $450,000 to $500,000. Councilor Mazzitello stated that $2 million
homes would not be in character with the neighborhood.
Councilor Mazzitello inquired whether the original concept plan (L-13) and the new concept
plan (L-8) had adequate right-of-way frontage for a lot. Community Development Manager
Madden stated that measurements have not yet been completed. Councilor Mazzitello stated
there may be an issue with the lot in either plan.
Councilor Maczko stated that if the plan is compliant, it is not an issue. He did not like the cul-
de-sac and would like to see a connection to Pagel Road, and noted this is an infill development
with larger lots to the north and west.
S. Doyle mentioned ongoing land use reform discussions in the legislature that could provide
more flexibility for the developer. He hopes to find common ground for the new development.
COMMUNITY SUPPORT AND IMMIGRATION AND
CUSTOMS ENFORCEMENT RESPONSE
Mayor Levine acknowledged the members in the audience and stated she has received emails
regarding this issue.
City Administrator Jacobson stated that the city has been made aware that some households have
been impacted by ICE enforcement actions and need food support. Emails have been sent
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February 17, 2026, City Council Work Session Minutes Page - 3
requesting funding through the school district, following the city of West St. Paul’s decision to
provide city funds to the district.
The City Attorney advised that, under Minnesota Statutes §471.85, the city is permitted to
transfer its personal property (funds) to public corporations, such as school districts, when
authorized by the governing body. If funds are allocated to the school district, they would be
utilized through teachers and social workers to provide food support to affected households.
Mayor Levine stated she received 31 emails regarding food support. Some emails asked for rent
support, and one email was asking that the city join the Cities for Safe and Stable Communities
Coalition.
Councilor Maczko asked if the funds would be used solely for Mendota Heights residents.
City Administrator Jacobson responded that funds may not necessarily be limited to Mendota
Heights residents; however, it would be subject to the Council’s discretion and direction. The
City of West St. Paul allocated funds: $2,500 to the Heritage PTA, $2,500 to the Garlough PTA,
$2,500 to the Moreland PTA, and $2,500 to 360 Communities to support families through the
Early Learning Center, totaling $10,000.
Councilor Maczko stated that city funds are public funds with a specific purpose and noted the
existence of a contingency fund for budget overruns. He inquired whether providing these funds
would set a precedent and mentioned that the City of West St. Paul receives fiscal disparities
contributions from Mendota Heights.
Councilor Lorberbaum expressed support for the idea of Mendota Heights residents receiving
funds and asked whether private schools, especially those attended by scholarship students, could
access some of these funds. City Administrator Jacobson responded that state statute allows
funds to be transferred only to other public entities and that the City generally cannot make
donations to non-profit or private organizations.
Councilor Mazzitello stated he did not have enough information to make a decision and raised
several questions. He referenced the Comprehensive Plan, noting its policies to “continue to
work with Dakota County in updating the All-Hazard Mitigation Plan and partner to ensure
essential needs of all residents are met during an emergency.” He asked whether this emergency
partnership already covers such requests, noted he does not recall any similar emergency
requests, questioned whether other organizations might approach the city in the future, and
emphasized that the potential precedent requires careful consideration.
Mayor Levine stated that providing funds in this instance would not create a binding precedent.
She noted that the Comprehensive Plan anticipated weather-related emergencies, but not
situations like this. She emphasized that this is a unique, once-in-a-lifetime event, the needs are
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February 17, 2026, City Council Work Session Minutes Page - 4
real, and providing food support would offer temporary security and enhance community
resilience. She added that this is a small price to pay for resiliency.
Councilor Mazzitello inquired about 360 Communities, noting that 94% of their funds are used
for rent assistance, and asked how they would provide food. City Administrator Jacobson
clarified that the funds would not go directly to 360 Communities; rather, the funds would go to
the school district to provide support to households through school social workers who.
Councilor Mazzitello asked whether the funds could be directed for a specific purpose and how
the organizations receiving the funds would be vetted.
City Administrator Jacobson explained that PTAs, teachers, and residents have created a
grassroots network to shop for groceries, pack, and deliver food to households hesitant to leave
their homes due to ICE enforcement. This network operates within the schools, providing these
services, with 360 Communities participating as part of the network.
Mayor Levine stated that the funds would be allocated differently than by the city of West St.
Paul, with the money going directly to a public entity.
City Administrator Jacobson stated that the need for food support has been identified district
wide.
Mayor Levine noted that the needs are evident from the Two Rivers PTA website and that the
need far exceeds $10,000. She emphasized that this is a grassroots effort, the timing is
immediate, and the requested amount is small relative to the need.
Councilor Maczko expressed concern that there is no written plan for how the school district
would distribute the funds. He emphasized the importance of fiduciary responsibility and
adherence to public law, noting that the allocation should include guardrails and formal
documentation.
Councilor Lorberbaum asked about a plan for moving forward, including the total amount to be
contributed. She expressed support for the initiative, emphasizing that elected officials should act
with compassion to alleviate suffering and improve constituents’ lives. She requested clarity on
who will distribute the funds, how it will be done, and the exact amount of the contribution.
City Administrator Jacobson stated that it is the Council’s decision whether to move forward and
that, if there were consensus, the Council would need to agree on the amount of funds to allocate.
She explained that the transfer of funds would go to the school district, as they are the designated
public entity. She also noted that if the Council wishes to add guardrails, those must be stated so
they can be communicated to the school district. She also referenced the City’s Public
Expenditure Policy, which states that “the expenditure of public funds is for public purposes.”
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February 17, 2026, City Council Work Session Minutes Page - 5
Mayor Levine stated that this item could be placed on the Council agenda for tonight.
A resident from the audience noted that a food pantry has been set up in the schools and
emphasized that there is a definite need. Councilor Mazzitello asked how the pantry is currently
being stocked. The resident responded that it is being supplied through donations from
community members.
It was the consensus to put the item on the agenda tonight with certain conditions added to the
resolution.
City Administrator Jacobson stated that she is working with other agencies regarding rent and
mortgage support and noted that LAHA funds could potentially be used for this purpose.
Mayor Levine reported on a new coalition of cities called Cities for Safe and Stable
Communities, a group of city-led local governments focused on public safety, operational
stability, and addressing local impacts of recent federal actions. She stated that approximately 20
cities have signed on so far and that there is a $5,000 fee to join. Mayor Levine noted that this
item will be discussed at a future work session.
TITLE 11: SUBDIVISION REGULATION
Community Development Manager Madden introduced a discussion on cul-de-sac length in the
proposed Title 11 Subdivision Regulations. She distributed draft number three of the regulations,
noting changes from the previous version related to cul-de-sac length, street improvements, and
public utilities. The proposal recommends increasing the maximum cul-de-sac length from 500
feet to 650 feet.
Community Development Manager Madden reported current compliance rates: 73% for a 500-
foot cul-de-sac, 84% for a 600-foot cul-de-sac, and 89% for a 700-foot cul-de-sac. She noted that
the city’s goal is to achieve 85% compliance.
Councilor Lorberbaum asked whether the Fire Department had been consulted. Community
Development Manager Madden replied that the Fire Marshal reviewed the proposal and
indicated no issues with the proposed new length.
Councilor Mazzitello asked how the cul-de-sac length would be measured. Community
Development Manager Madden stated it would be measured from the center line of the cul-de-
sac bowl to the center line of the intersecting street.
Councilor Mazzitello also asked how many standard-width lots would fit on a 650-foot cul-de-
sac. Community Development Manager Madden responded that six lots per side would fit,
though she was uncertain about the number that would fit within the cul-de-sac bowl itself.
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February 17, 2026, City Council Work Session Minutes Page - 6
Councilor Mazzitello stated that he raised the cul-de-sac length issue because the length should
be based on how many lots fit around it, which is why 500 feet was originally used.
Councilor Maczko stated he preferred to keep the length at 500 feet and suggested that any
deviations should be considered on a case-by-case basis, noting that longer cul-de-sacs are not
ideal for public safety.
It was the consensus of the Council to maintain the maximum cul-de-sac length at 500 feet in the
Title 11 Subdivision Regulations.
Community Development Manager Madden stated that there were no other major policy
changes. She explained that the current code requires the city to construct all street
improvements for new developments, but the proposed change would allow developers to
construct street improvements, with the city retaining the option to do so if desired.
Councilor Maczko asked whether City staff would inspect the improvements. Community
Development Manager Madden confirmed that staff will conduct inspections.
BUILDING PERMIT FEES
Community Development Manager Madden was asking for direction from the Council on
whether they would like staff to continue to research the building permit fees. The city currently
uses the state adopted fee schedule for building permit fees. Building permits, including
plumbing, siding, windows, signs and more, are charged based on the valuation of the work.
It was the consensus to have staff research building permit fees.
Community Development Manager Madden noted that staff would need to research the potential
impact on revenue from new permit fees and the existing contract with Inspectron, which
specifies that Inspectron receives a percentage of the fees collected for building permits.
Councilor Maczko suggested that the research focuses on replacement permits, such as roof and
window replacements.
ADJOURNMENT
A draft resolution for Transferring City Funds to Support Independent School District 197
Community Food Support Operations was distributed. Mayor Levine suggested that the amount
specified in the resolution be $10,000.
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February 17, 2026, City Council Work Session Minutes Page - 7
Councilor Maczko stated that the funds should be directed to the schools not included in the
West St. Paul allocation and emphasized that the Council has a fiduciary responsibility to ensure
proper use of public funds.
Councilor Mazzitello made a motion to adjourn the work session, and the motion was seconded
by Mayor Levine. Motion carried. The meeting adjourned at 5:53 p.m.
_________________________
Stephanie B. Levine, Mayor
ATTEST:
_____________________
Nancy Bauer, City Clerk
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6.c
REQUEST FOR CITY COUNCIL ACTION
MEETING DATE: March 3, 2026
AGENDA ITEM: Approve the 2026-2027 Labor Contract with MN Public Employees
Association
ITEM TYPE: Consent Item
DEPARTMENT: Administration CONTACT: Kelly Torkelson, Assistant City
Administrator
Kristen Schabacker, Finance
Director
Cheryl Jacobson, City
Administrator
ACTION REQUEST:
Approve the 2026-2027 labor contract with Minnesota Public Employees Association (MNPEA)
representing police sergeant employees.
BACKGROUND:
Attached for review and consideration is the 2026-2027 labor agreement between the City of
Mendota Heights and MNPEA. This union represents the city's police sergeants.
City staff and MNPEA representatives have reached a tentative agreement on revisions to the
2026–2027 labor contract for the police sergeant bargaining unit. The changes include
compensation adjustments, benefit modifications, alignment between holiday benefits for
sergeants and police officers and clarification of existing practices. All tentative agreements are
subject to City Council approval.
The proposed contract includes a 3.5% cost of living increase for wages effective January 1,
2026, consistent with the proposed cost of living adjustment for the city's non-union
employees. The contract also includes an anticipated 3% wage increase effective January 1,
2027.
The union has voted to approve the proposed agreement.
Tentative Agreement Summary:
This contract updates police sergeants' compensation and benefits, including clarification of
language related to canceled court appearances with limited notice, updates to insurance
Page 18 of 98
benefits to align with non-union employee changes, alignment of holiday benefits with police
officers, and employee cost-sharing for Paid Family and Medical Leave premiums.
Proposed revisions to the contract articles are outlined below.
Insurance – Article 16.
- Insurance contribution increased to $2,000 per month
______________________________________________________________________________
Holidays- Article 24
- Revise holidays to reflect holidays for patrol officers.
- If the majority of the hours for a shift falls on a designated holiday, then the entire shift will
be compensated at the holiday pay rate.
Proposed Contract Language:
24.1 Each employee shall be granted a total of twelve (12) paid holidays. Holidays are: New
Year’s Day, Martin Luther King Jr. Day, President’s Day, Good Friday, Memorial Day,
Independence Day, Juneteenth, Labor Day, Indigenous Peoples Day, Veteran’s Day,
Thanksgiving Day, and Christmas Day. Holiday leave time will be accounted for in a separate
holiday leave bank and shall not accumulate from year to year. Any holiday leave time
remaining in the employee holiday leave bank on December 31 shall be paid to the employee
at their then current rate. If an employee works on a city holiday, they shall be granted ½ hour
of compensatory time for each hour worked, in addition to the holiday pay. If the majority of
the hours for a shift falls on a designated holiday, then the entire shift will be compensated at
the holiday pay rate.'.
______________________________________________________________________________
Court Time – Article 13
- modifying the cancellation notice requirement to 24-hours instead of 4 p.m. the business day
prior.
Proposed Contract Language:
13.2 An employee who is not notified of the cancellation of a scheduled Court appearance
at least 24-hours prior to the scheduled start of court shall receive a minimum of two and one-
half (2-1/2) hours of pay at one and one-half (1- 1/2) times the employee base pay rate.
______________________________________________________________________________
Paid Family Medical Leave.
- The City and employees will split the premium for the Minnesota Paid Family Medical Leave
program premium 50/50. This changes takes effect January 1, 2026.
Proposed Contract Language:
Employees will be responsible for 50% of the insurance premium charged for the Minnesota
Paid Family Medical Leave program. The City will cover the remaining cost for the premium.
______________________________________________________________________________
Page 19 of 98
Wages
2026 -3.5%
2027- 3%
With review of market rates and potential market adjustment if out of line with market
average.
FISCAL AND RESOURCE IMPACT:
The proposed changes for the contracts have been included in the 2026 budget.
ATTACHMENTS:
1.2026-2027 MNPEA Labor Agreement Revised Clean
2.2026-2027 MNPEA Labor Agreement Redlined
CITY COUNCIL PRIORITY:
Premier Public Services & Infrastructure
Page 20 of 98
1
MASTER LABOR AGREEMENT
CITY OF MENDOTA HEIGHTS
AND
MINNESOTA PUBLIC EMPLOYEES ASSOCIATION
(SERGEANTS UNIT)
January 1, 2026 - December 31, 2027
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2
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3
Contents
ARTICLE I: PURPOSE OF AGREEMENT ..........................................................................................3
ARTICLE II: RECOGNITION ...........................................................................................................3
ARTICLE III: DEFINITIONS ............................................................................................................3
ARTICLE IV: EMPLOYER SECURITY ...............................................................................................4
ARTICLE V: EMPLOYER/AUTHORITY .............................................................................................4
ARTICLE VI: UNION SECURITY .....................................................................................................4
ARTICLE VII: EMPLOYEE RIGHTS GRIEVANCE PROCEDURE ..........................................................5
ARTICLE VIII: SAVINGS CLAUSE ...................................................................................................7
ARTICLE IX: SENIORITY ................................................................................................................7
ARTICLE X: DISCIPLINE ...............................................................................................................8
ARTICLE XI: WORK SCHEDULES ..................................................................................................8
ARTICLE XII: OVERTIME ...............................................................................................................9
ARTICLE XIII: COURT TIME ...........................................................................................................9
ARTICLE XIV: CALL BACK TIME .....................................................................................................9
ARTICLE XV: WORKING OUT OF CLASSIFICATION ......................................................................10
ARTICLE XVI: INSURANCE ..........................................................................................................10
ARTICLE XVII: STANDBY .............................................................................................................10
ARTICLE XVIII: UNIFORMS .........................................................................................................10
ARTICLE XIX: INJURY ON DUTY ...................................................................................................10
ARTICLE XX: EDUCATIONAL INCENTIVE .....................................................................................10
ARTICLE XXI: WAIVER ................................................................................................................11
ARTICLE XXII: WAGE RATES .......................................................................................................11
ARTICLE XXIII: VACATIONS ........................................................................................................11
ARTICLE XXIV: HOLIDAYS ..........................................................................................................12
ARTICLE XXV: PERSONAL LEAVE/EXTENDED DISABILITY PROTECTION SICK LEAVE .....................12
ARTICLE XXVI: INDEMNIFICATION INSURANCE ..........................................................................13
ARTICLE XXVII: TRAINING ..........................................................................................................13
ARTICLE XXVIII: DURATION ........................................................................................................14
ARTICLE I: PURPOSE OF AGREEMENT ............................................................................................3
ARTICLE II: RECOGNITION ..............................................................................................................3
ARTICLE III: DEFINITIONS ...............................................................................................................3
ARTICLE IV: EMPLOYER SECURITY ..................................................................................................4
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4
ARTICLE V: EMPLOYER/AUTHORITY ................................................................................................4
ARTICLE VI: UNION SECURITY ........................................................................................................5
ARTICLE VII: EMPLOYEE RIGHTS GRIEVANCE PROCEDURE ............................................................5
ARTICLE VIII: SAVINGS CLAUSE ......................................................................................................7
ARTICLE IX: SENIORITY ...................................................................................................................8
ARTICLE X: DISCIPLINE ...................................................................................................................8
ARTICLE XI: WORK SCHEDULES .....................................................................................................9
ARTICLE XII: OVERTIME ..................................................................................................................9
ARTICLE XIII: COURT TIME ............................................................................................................10
ARTICLE XIV: CALL BACK TIME ......................................................................................................10
ARTICLE XV: WORKING OUT OF CLASSIFICATION ........................................................................10
ARTICLE XVI: INSURANCE ............................................................................................................10
ARTICLE XVII: STANDBY ................................................................................................................10
ARTICLE XVIII: UNIFORMS ............................................................................................................11
ARTICLE XIX: INJURY ON DUTY .....................................................................................................11
ARTICLE XX: EDUCATIONAL INCENTIVE .......................................................................................11
ARTICLE XXI: WAIVER ...................................................................................................................11
ARTICLE XXII: WAGE RATES ..........................................................................................................12
ARTICLE XXIII: VACATIONS ...........................................................................................................12
ARTICLE XXIV: HOLIDAYS .............................................................................................................12
ARTICLE XXV: PERSONAL LEAVE/EXTENDED DISABILITY PROTECTION SICK LEAVE ......................13
ARTICLE XXVI: INDEMNIFICATION INSURANCE ............................................................................14
ARTICLE XXVII: TRAINING .............................................................................................................14
ARTICLE XXVIII: DURATION ...........................................................................................................14
Page 24 of 98
5
MASTER LABOR AGREEMENT
CITY OF MENDOTA HEIGHTS
AND
MINNESOTA PUBLIC EMPLOYEES ASSOCIATION
ARTICLE I: PURPOSE OF AGREEMENT
This AGREEMENT is entered into as of January 1, 2026 between the City of Mendota Heights,
hereinafter called the EMPLOYER, and the Minnesota Public Employees Association,
hereinafter called the UNION.
It is the intent and purpose of this AGREEMENT to:
1.1 Establish procedures for the resolution of disputes concerning this AGREEMENT's
interpretation and/or application; and
1.2 Place in written form the parties' agreement upon terms and conditions of employment
for the duration of this AGREEMENT.
ARTICLE II: RECOGNITION
2.1 The EMPLOYER recognizes the UNION as the exclusive representative, under
Minnesota Statutes, Chapter 179A for all police personnel in the following job
classification: Licensed Police Sergeant
2.2 In the event the EMPLOYER and the UNION are unable to agree as to the inclusion or
exclusion of a new or modified job class, the issue shall be submitted to the Bureau of
Mediation Services for determination, pursuant to the rules and procedures established
by the BMS.
ARTICLE III: DEFINITIONS
3.1 UNION: Minnesota Public Employees Association
3.2 UNION MEMBER: A member of the Minnesota Public Employees Association
3.3 EMPLOYEE: A member of the exclusively recognized bargaining unit.
3.4 DEPARTMENT: The Mendota Heights Police Department.
3.5 EMPLOYER: The City of Mendota Heights.
3.6 CHIEF: The Chief of the Mendota Heights Police Department.
3.7 UNION OFFICER: Officer elected or appointed by Minnesota Public Employees
Association
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6
3.8 OVERTIME: Work performed at the express authorization of the EMPLOYER in excess
of the employee scheduled shift.
3.9 SCHEDULED SHIFT: A consecutive work period including rest breaks and a lunch
break.
3.10 REST BREAKS: Periods during the SCHEDULED SHIFT during which the employee
remains on continual duty and is responsible for assigned duties.
3.11 LUNCH BREAKS: A period during the SCHEDULED SHIFT during which the employee
remains on continual duty and is responsible for assigned duties.
3.12 STRIKE: Concerted action in failing to report for duty, the willful absence from one's
position, the stoppage of work, slow-down, or abstinence in whole or in part from the full,
faithful and proper performance of the duties of employment for the purpose of inducing,
influencing or coercing a change in the conditions or compensation of the rights,
privileges or obligations of employment.
ARTICLE IV: EMPLOYER SECURITY
4.1 The UNION agrees that during the life of this AGREEMENT that the UNION will not
cause, encourage, participate in or support any strike, slow-down or other interruption of
or interference with the normal functions of the EMPLOYER.
ARTICLE V: EMPLOYER/AUTHORITY
5.1 The EMPLOYER retains the full and unrestricted right to operate and manage the
workforce, facilities and equipment; to establish functions and programs; to set and
amend budgets; to determine the utilization of technology; to establish and modify the
organizational structure; to select, direct, and determine the number of personnel; to
establish work schedules, and to perform any inherent managerial function not
specifically limited by this AGREEMENT.
5.2 Any term and condition of employment not specifically established or modified by the
AGREEMENT shall remain solely within the discretion of the EMPLOYER to modify,
establish or eliminate.
ARTICLE VI: UNION SECURITY
6.1 The EMPLOYER shall deduct from the wages of employees who authorize such a
deduction in writing an amount necessary to cover monthly UNION dues. Such monies
shall be remitted as directed by the UNION.
6.2 The UNION may designate employees from the bargaining unit to act as a Steward and
an alternate and shall inform the EMPLOYER in writing of such choice and changes in
the position or steward and/or alternate.
6.3 The EMPLOYER shall make space available on the employee bulletin board for posting
UNION notice(s) and announcement(s).
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7
6.4 The UNION agrees to indemnify and hold the EMPLOYER harmless against any and all
claims, suits, orders, or judgments brought or issued against the EMPLOYER as a result
of any action taken or not taken by the EMPLOYER under the provisions of this Article.
ARTICLE VII: EMPLOYEE RIGHTS GRIEVANCE PROCEDURE
7.1 DEFINITION OF A GRIEVANCE
A grievance is defined as a dispute or disagreement as to the interpretation or
application of the specific terms and conditions of this AGREEMENT.
7.2 UNION REPRESENTATIVES
The EMPLOYER will recognize REPRESENTATIVES, including union attorneys and
business agents, as designated by the UNION as the grievance representatives of the
bargaining unit having the duties and responsibilities established by this ARTICLE. The
UNION shall notify the EMPLOYER in writing of the names of such UNION
REPRESENTATIVES and of their successors when so designated.
7.3 PROCESSING OF A GRIEVANCE
It is recognized and accepted by the UNION and the EMPLOYER that the processing of
grievances as hereinafter provided is limited the job duties and responsibilities of the
EMPLOYEES and shall therefore be accomplished during normal working hours only
when consistent with such EMPLOYEE duties and responsibilities. The aggrieved
EMPLOYEE and a UNION REPRESENTATIVE shall be allowed a reasonable amount of
time without loss of pay when a grievance is investigated and presented to the
EMPLOYER during normal working hours provided that the EMPLOYEE and the UNION
REPRESENTATIVE have notified and received the approval of the designated
supervisor who has determined that such absence is reasonable and would not be
detrimental to the work programs of the EMPLOYER.
7.4 PROCEDURE
Grievances, as defined by Section 7.1, shall be resolved in conformance with the
following procedure:
Step 1 - An EMPLOYEE, or a union representative with the consent of the EMPLOYEE,
claiming a violation concerning the interpretation or application of this AGREEMENT
shall, within twenty-one (21) calendar days after such alleged violation has occurred,
present such grievance to the EMPLOYEE supervisor as designated by the
EMPLOYER. Grievances and grievance responses will be allowed to be presented via
email, fax, US Mail, or Hand Delivery. The EMPLOYER-designated representative will
discuss and give answer to such Step 1 grievance within ten (10) calendar days after
receipt. A grievance not resolved in Step 1 and appealed to Step 2 shall be placed in
writing setting forth the nature of the grievance, the facts on which it is based, the
provision or provisions of the AGREEMENT allegedly violated, the remedy requested,
and shall be appealed to Step 2 within ten (10) calendar days after the EMPLOYER-
designated representative final answer in Step 1. Any grievance not appealed in writing
to Step 2 by the UNION within ten (10) calendar days shall be considered waived.
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8
Step 2 - If appealed, the written grievance shall be presented by the UNION and
discussed with the EMPLOYER-designated Step 2 representative. The EMPLOYER
designated representative shall give the UNION the EMPLOYER Step 2 answer in
writing within ten (10) calendar days after receipt of such Step 2 grievance. A grievance
not resolved in Step 2 may be appealed to Step 3 within ten (10) calendar days following
the EMPLOYER-designated representative final Step 2 answer.
Any grievance not appealed in writing to Step 3 by the UNION within ten (10) calendar
days shall be considered waived.
Step 3 - If appealed, the written grievance shall be presented by the UNION and
discussed with the EMPLOYER - designated Step 3 representative The EMPLOYER-
designated representative shall give the UNION the EMPLOYER answer in writing within
ten (10) calendar days following the EMPLOYER-designated representative receipt of
Step 3 appeal. Any grievance not appealed in writing to Step 4 by the UNION within ten
(10) calendar days shall be considered waived.
Step 3A- Mediation: if the EMPLOYER and UNION mutually agree, a grievance
unresolved at step 3 may be submitted to the MN Bureau of Mediation Services
("BMS") within 10 days after UNION receipt of the EMPLOYER’S response to
Step 3. If the grievance is resolved through Mediation, the settlement shall be
reduced to writing and signed by the UNION and the EMPLOYER. If the
grievance is unresolved through Mediation, it may be appealed to Step 4 within
10 days starting the day following the Mediation Meeting Session.
If either party elects to not go through with Mediation after initially agreeing, it
must be withdrawn in writing; then the grievance can be appealed to Step 4
within 10 days starting the day following the party's written withdrawal from
mediation.
Step 4 - A grievance unresolved in Step 3 and appealed to Step 4 by the UNION shall
be submitted to arbitration subject to the provisions of the Public Employment Labor
Relations Act of 1971. The selection of an arbitrator shall be made in accordance with
the Rules Governing the Arbitration of Grievances as established by the Bureau of
Mediation Services.
7.5 ARBITRATOR AUTHORITY
A. The arbitrator shall have no right to amend, modify, nullify, ignore, add to, or
subtract from the terms and conditions of this AGREEMENT. The arbitrator shall
consider and decide only the specific issue(s) submitted in writing by the
EMPLOYER and the UNION, and shall have no authority to make a decision on
any other issue not so submitted.
B. The arbitrator shall be without power to make decisions contrary to, or
inconsistent with, or modifying or varying in any way the application of laws,
rules, or regulations having the force and effect of law. The arbitrator's decision
shall be submitted in writing within thirty (30) days following close of the hearing
or the submission of briefs by the parties, whichever be later, unless the parties
Page 28 of 98
9
agree to an extension. The decision shall be binding on both the EMPLOYER
and the UNION and shall be based solely on the arbitrator's interpretation or
application of the express terms of this AGREEMENT and to the facts of the
grievance presented.
C. The fees and expenses for the arbitrator's services and proceedings shall be
borne equally by the EMPLOYER and the UNION provided that each party shall
be responsible for compensation of its own representatives and witnesses. If
either party desires a verbatim record of the proceedings, it may cause such a
record to be made, providing it pays for the record. If both parties desire a
verbatim record of the proceedings, the cost shall be shared equally.
7.6 WAIVER
If a grievance is not presented within the time limits set forth above, it shall be
considered waived. If a grievance is not appealed to the next step within the specified
time limit or any agreed extension thereof, it shall be considered settled on the basis of
the EMPLOYER's last answer. If the EMPLOYER does not answer a grievance or an
appeal thereof within the specified time limits, the UNION may elect to treat the
grievances as denied at that step and immediately appeal the grievance to the next step.
The time limit in each step may be extended by mutual written agreement of the
EMPLOYER and the UNION in each step.
ARTICLE VIII: SAVINGS CLAUSE
8.1 This AGREEMENT is subject to the laws of the United States, the State of Minnesota,
and the City of Mendota Heights. In the event any provision of this AGREEMENT shall
be held to be contrary to law by a Court of competent jurisdiction from whose final
judgment or decree to appeal has been taken within the time provided, or administrative
ruling or is a violation of legislation or administrative regulations, such provisions shall be
voided. All other provisions of this AGREEMENT shall continue in full force and effect.
The voided provision may be renegotiated at the written request of either party.
ARTICLE IX: SENIORITY
9.1 Seniority shall be determined by the employee length of continuous employment as a
sergeant for the EMPLOYER, referred to as IN CLASS SENIORITY. Seniority rosters
will be posted in an appropriate location.
9.2 During the one (1) year probationary period a newly hired or rehired employee may be
discharged at the sole discretion of the EMPLOYER. During the one (1) year
probationary period, a promoted or reassigned employee may be replaced in his
previous position at the sole discretion of the EMPLOYER.
9.3 A reduction of work force will be accomplished on the basis of IN CLASS SENIORITY.
Employees shall be recalled from layoff on the basis of IN CLASS SENIORITY. An
employee on layoff shall have an opportunity to return to work within two years of the
time of this layoff before any new employee is hired.
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10
9.4 Qualified employees shall be given shift assignment preference after eighteen (18)
months of continuous full-time employment based on IN CLASS SENIORITY. A shift
bidding shall be posted annually.
9.5 One continuous vacation period shall be selected on the basis of IN CLASS SENIORITY
until March 15th of each calendar year.
ARTICLE X: DISCIPLINE
10.1 The EMPLOYER will discipline employees for just cause only. Discipline will be in one or
more of the following forms:
a. Oral reprimand
b. Written reprimand
c. Suspension
d. Demotion; or
e. Discharge
10.2 Suspensions, demotions and discharges will be in written form.
10.3 Written reprimands, notices of suspension, and notices of discharge which are to
become part of an employee's personnel files shall be read and acknowledged by
signature of the employee. Employees and the UNION will receive a copy of such
reprimands and/or notices.
10.4 Employees may examine their own individual personnel files at reasonable times under
the direct supervision of the EMPLOYER.
10.5 An employee who is the subject of a disciplinary investigation will be given a reasonable
opportunity to have a UNION representative present during questioning if he/she
requests such representation.
10.6 Grievance relating to this ARTICLE shall be initiated by the UNION in Step 3 of the
grievance procedure under ARTICLE VII.
ARTICLE XI: WORK SCHEDULES
11.1 The normal work year is two thousand and eighty hours (2080) to be accounted for by
employee through:
a. Hours worked on assigned shifts
b. Holidays
c. Assigned training
d. Authorized leave time
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11
11.2 Holidays and authorized leave time are to be accrued and calculated on the basis of the
actual length of time of the assigned shifts.
11.3 Nothing contained in this or any other Article shall be interpreted to be a guarantee of a
minimum or maximum number of hours the EMPLOYER may assign employee
ARTICLE XII: OVERTIME
12.1 Employees will be compensated at one and one-half (1-1/2) times the employee's
regular base pay rate for hours worked in excess of the employee's regularly scheduled
shift. Changes of shift do not qualify an employee for overtime under this Article.
12.2 Overtime will be distributed as equally as practicable.
12.3 Overtime refused by employees will for record purposes under article 12.2 be
considered as unpaid overtime worked.
12.4 For the purpose of computing overtime compensation, overtime hours shall not be
pyramided, compounded or paid twice for the same hours worked.
Overtime will be calculated to the nearest fifteen (15) minutes. Employees have the
obligation to work overtime or call back if requested by the EMPLOYER unless unusual
circumstances prevent the employee from so working. An employee may choose to
receive compensatory time as compensation for overtime hours at the rate of 1.5 hours
for each hour worked. The maximum allowable balance of such hours carried into the
next calendar year shall be one hundred (100) hours. The EMPLOYER may cash out an
employee balance in excess of the 100 hours maximum.
12.5 An employee may cash out any portion of their compensatory time balance the second
pay period in May and November if requested in writing with the submission of the
employee time sheet.
ARTICLE XIII: COURT TIME
13.1 An employee who is required to appear in Court during his/her scheduled off duty time
shall receive a minimum of three (3) hours pay at one and one half (1-1/2) times the
employee base pay rate. An extension or early report to a regularly scheduled shift for
Court appearances does not qualify the employee for the three (3) hour minimum.
13.2 An employee who is not notified of the cancellation of a scheduled Court appearance
within at least 24-hours prior to the scheduled start of court shall receive a minimum of
two and one-half (2-1/2) hours of pay at one and one-half (1- 1/2) times the employee
base pay rate.
ARTICLE XIV: CALL BACK TIME
14.1 An employee who is called to duty during his scheduled off-duty time shall receive a
minimum of two and one half (2.5) hours pay at one and one-half (1-1/2) times the
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12
employee base pay rate. An extension or early report to a regularly scheduled shift does
not qualify the employee for the two and one half (2.5) hour minimum.
ARTICLE XV: WORKING OUT OF CLASSIFICATION
15.1 Employees assigned by the EMPLOYER to assume the full responsibilities and authority
of a higher job classification shall receive the salary schedule of the higher classification
for the duration of the assignment.
ARTICLE XVI: INSURANCE
16.1 The EMPLOYER will contribute up to a maximum of two thousand ($2,000) per month
toward health, dental, long term disability, short term disability, and term life (up to
$50,000) insurance for 2026. If any City of Mendota Heights employee group is awarded
a higher amount in 2027 the UNION MEMBERS shall receive the higher amount.
16.2 Employees will be responsible for 50% of the insurance premium charged for the
Minnesota Paid Family Medical Leave program. The City will cover the remaining cost
for the premium.
In the event the health insurance provisions of this Agreement fail to meet the
requirements of the Affordable Care Act and its related regulations or cause the
EMPLOYER to be subject to a penalty, tax or fine, the Union and the EMPLOYER will
meet immediately to bargain over alternative provisions so as comply with the Act and
avoid any penalties, taxes or fines for the EMPLOYER.
ARTICLE XVII: STANDBY
17.1 Employees required by the EMPLOYER to standby shall be paid for such standby time
at the rate of one hour pay for each hour on standby. An employee shall be considered
to be in standby status only if he or she is expressly directed to serve in such capacity by
the Chief of Police or his/her designee.
ARTICLE XVIII: UNIFORMS
18.1 The EMPLOYER shall provide required uniform and equipment items. Each employee
shall also receive a maximum of three hundred ($300) dollars annual reimbursement for
cleaning and maintenance of uniforms. Reimbursement shall be upon presentation of
receipts for cleaning and maintenance services from any cleaners.
ARTICLE XIX: INJURY ON DUTY
19.1 Employees injured during the performance of their duties for the EMPLOYER and
thereby rendered unable to work for the EMPLOYER will be paid the difference between
the employee regular pay and Workers’ Compensation insurance payments for a period
not to exceed one hundred twenty (120) working days per injury, not charged to the
employee vacation, sick leave or other accumulated paid benefits.
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ARTICLE XX: EDUCATIONAL INCENTIVE
20.1 Supplementary pay based on educational degree will be paid to employees who have
been employed by the City as a patrol officer for a period of at least 12 consecutive
months prior to the promotion.
Four-year degree 9%
Master’s Degree 12%
ARTICLE XXI: WAIVER
21.1 Any and all prior agreements, resolutions, practices, policies, rules and regulations
regarding terms and conditions of employment, to the extent inconsistent with the
provisions of this AGREEMENT, are hereby superseded.
21.2 The parties mutually acknowledge that during the negotiations, which resulted in this
AGREEMENT, each had the unlimited right and opportunity to make demands and
proposals with respect to any term or condition of employment not removed by law from
bargaining. All agreements and understandings arrived at by the parties are set forth in
writing in this AGREEMENT for the stipulated duration of this agreement. The
EMPLOYER and the UNION each voluntarily and unqualifiedly waive the right to meet
and negotiate regarding any and all terms and conditions of employment referred to or
covered in this AGREEMENT or with respect to any term or condition of employment not
specifically referred to or covered by this AGREEMENT, even though such terms or
conditions may not have been within the knowledge or contemplation of either or both of
the parties at the time this AGREEMENT was negotiated or executed.
ARTICLE XXII: WAGE RATES
22.1 The hourly base rate of pay without educational degree shall be:
2026 2027
Step 1 $53.30 $54.90
Step 2 $54.90 $56.54
Step 3 $56.54 $58.24
Step 4 $58.24 $59.99
Step 5 $59.99 $61.79
Step 6 $61.79 $63.64
Step 7 $63.64 $65.55
Current police sergeants hired before 1/1/2024 will be compensated at Step 4 of the pay
scale on 1/1/2024. These staff will continue to progress through the step system
annually on January 1 until they have reached the top of the pay scale. Any new hired
police sergeants will advance through the pay steps at their anniversary date of hire as a
police sergeant.
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If City of Mendota Heights employees receive a market wage adjustment during 2026 or
2027, union members shall receive the same market adjustment.
ARTICLE XXIII: VACATIONS
23.1 Time accrued according to the following schedule:
Service Length Benefit
0-5 Years of Service 10 days per year
6-10 Years of Service 15 days per year
Over 10 years of service 1 additional day per year, not to exceed 20 days
Accrued vacation shall be used in the year following the year which said time is earned.
Employees may accrue vacation leave not to exceed a maximum of two hundred hours
(200). On December 31st of each year any hours over 200 will be forfeited. No
employee shall be permitted to waive vacation for the purpose of receiving double pay.
ARTICLE XXIV: HOLIDAYS
24.1 Each employee shall be granted a total of twelve (12) paid holidays. Holidays are: New
Year’s Day, Martin Luther King Jr. Day, President’s Day, Good Friday, Memorial Day,
Independence Day, Juneteenth, Labor Day, Indigenous Peoples Day, Veteran’s Day,
Thanksgiving Day, and Christmas Day. Holiday leave time will be accounted for in a
separate holiday leave bank and shall not accumulate from year to year. Any holiday
leave time remaining in the employee holiday leave bank on December 31 shall be paid
to the employee at their then current rate. If an employee works on a city holiday, they
shall be granted ½ hour of compensatory time for each hour worked, in addition to the
holiday pay. If the majority of the hours for a shift falls on a designated holiday, then the
entire shift will be compensated at the holiday pay rate.Each employee shall be granted
a total of twelve (12) paid holidays. Holiday leave time will be accounted for in a
separate holiday leave bank and shall not accumulate from year to year. Any holiday
leave time remaining in the employee holiday leave bank on December 31 shall be paid
to the employee at their then current rate. If an employee works on a city holiday, they
shall be granted ½ hour of compensatory time for each hour worked, in addition to the
holiday pay.
24.2 In addition, each employee shall be granted one floating holiday during the calendar
year. The floating holiday is not eligible for carry-over or monetary compensation.
ARTICLE XXV: PERSONAL LEAVE/EXTENDED DISABILITY PROTECTION SICK
LEAVE
25.1 PERSONAL LEAVE: Permanent full-time employees shall accrue personal leave at the
rate of four (4) hours per month, to a maximum of 320 hours. Personal leave shall be
available for use without restriction, except by prior approval of the supervisor. An
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employee shall not be allowed to use more than twenty (20) consecutive personal days,
or a combination of twenty (20) consecutive personal and vacation days, without prior
approval consistent with city personnel policies.
Each December 1, any employee with an accrued Personal Leave balance in excess of
320 hours may convert the excess hours at a rate of 50%, to either additional cash
compensation, or additional vacation time. The compensation will be made, or the extra
vacation credited, with the second payroll in December.
Beginning November 1st of each year beginning November 2012, all employees have
agreed to contribute to the State of Minnesota's Post Employment Health Care Savings
Plan as described below:
Employees shall contribute 1% of pay, and the cash equivalent of 24 hours of personal
time each year. All employees eligible for severance pay will contribute 75% of their
severance payouts to their post-employment health care savings accounts.
Upon separation, employees will be compensated for any unused Personal Leave,
vacation and compensatory time balances accrued.
25.2 EXTENDED DISABILITY PROTECTION: Permanent full-time employees shall accrue
extended disability leave at the rate of four (4) hours per month, to a cumulative
maximum of 640 hours. Extended disability protection is available for use on the first day
of a personal illness, and thereafter, or anytime for a work-related illness or injury.
Employees are to keep their supervisor informed of their condition. The supervisor may
require a letter or report from the attending physician.
Claiming extended disability leave when physically fit may be cause for disciplinary
action, including transfer, demotion, suspension or dismissal.
In cases of extreme emergency involving employees with a record of meritorious
service, who through serious or protracted illness have used up all accumulated
personal leave, extended disability leave, vacation leave and compensatory time off, an
extension of extended disability leave beyond the maximum provided in this resolution
may be granted by the City Council. The resultant deficit will be repaid promptly through
application of future personal, extended disability, vacation, and compensatory leave
accruals.
ARTICLE XXVI: INDEMNIFICATION INSURANCE
26.1 The City shall provide a policy to cover the employee for indemnification for civil liability
cases arising out of and within the scope of the Employee's job duties.
ARTICLE XXVII: TRAINING
27.1 The EMPLOYER shall be responsible for providing all training required by the POST
Board to maintain the licensure as a certified police officer, and shall pay the cost of the
POST licensure and shall pay employees for all time spent in such training at the
applicable rate.
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27.2 The EMPLOYER will allow employees to attend such other job-related training programs
as may be mutually agreed upon by the EMPLOYER and individual employees.
Employees scheduled to work during such a training session will be allowed time off
without loss of pay for attendance and those attending during non-scheduled hours will
be allowed compensatory time off or pay at straight time for time spent in training, unless
the time is required to be compensated at time and one-half under applicable law.
27.3 The EMPLOYER shall reimburse employees for all reasonable costs incurred in
obtaining EMPLOYER approved training, including but not limited to, registration, and
license fees, mileage, and lodging and meals.
27.4 All training activities shall be subject to the prior approval of the Police Chief.
ARTICLE XXVIII: DURATION
This agreement shall be effective as of January 1, 2026 and shall remain in full force and effect
until the 31st day of December, 2027.
FOR THE CITY OF MENDOTA HEIGHTS
Mayor Date
City Administrator Date
FOR THE MINNESOTA PUBLIC EMPLOYEES ASSOCIATION
Business Agent Date
Steward Date
Page 36 of 98
MASTER LABOR AGREEMENT
CITY OF MENDOTA HEIGHTS
AND
MINNESOTA PUBLIC EMPLOYEES ASSOCIATION
(SERGEANTS UNIT)
January 1, 20246 - December 31, 20257
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Contents
ARTICLE I: PURPOSE OF AGREEMENT ..........................................................................................3
ARTICLE II: RECOGNITION ...............................................................................................................3
ARTICLE III: DEFINITIONS ..............................................................................................................3
ARTICLE IV: EMPLOYER SECURITY ............................................................................................4
ARTICLE V: EMPLOYER/AUTHORITY ...........................................................................................4
ARTICLE VI: UNION SECURITY .....................................................................................................5
ARTICLE VII: EMPLOYEE RIGHTS GRIEVANCE PROCEDURE ...............................................5
ARTICLE VIII: SAVINGS CLAUSE ..................................................................................................8
ARTICLE IX:SENIORITY ..................................................................................................................8
ARTICLE X:DISCIPLINE ...................................................................................................................9
ARTICLE XI:WORK SCHEDULES ...................................................................................................9
ARTICLE XII:OVERTIME ................................................................................................................10
ARTICLE XIII: COURT TIME ..........................................................................................................10
ARTICLE XIV: CALL BACK TIME .....................................................................................................10
ARTICLE XV: WORKING OUT OF CLASSIFICATION ................................................................11
ARTICLE XVI: INSURANCE ...........................................................................................................11
ARTICLE XVII:STANDBY ...............................................................................................................11
ARTICLE XVIII: UNIFORMS ...........................................................................................................11
ARTICLE XIX: INJURY ON DUTY .................................................................................................11
ARTICLE XX: EDUCATIONAL INCENTIVE .................................................................................12
ARTICLE XXI: WAIVER ..................................................................................................................12
ARTICLE XXII: WAGE RATES .......................................................................................................12
ARTICLE XXIII: VACATIONS .........................................................................................................13
ARTICLE XXIV: HOLIDAYS .............................................................................................................14
ARTICLE XXV: PERSONAL LEAVE/EXTENDED DISABILITY ...................................................14
PROTECTION SICK LEAVE ..........................................................................................................14
ARTICLE XXVI: INDEMNIFICATION INSURANCE ......................................................................15
ARTICLE XXVII: TRAINING ............................................................................................................16
ARTICLE XXVIII: DURATION .........................................................................................................16
MASTER LABOR AGREEMENT ..................................................................................................................1
MASTER LABOR AGREEMENT .........................................................................................2
ARTICLE
II ..........................................................................................................RECOGNITION
2
ARTICLE
III ...........................................................................................................DEFINITIONS
2
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2
ARTICLE IV ...................................................................................EMPLOYER
SECURITY .................................................................................................................3
ARTICLE
V ........................................................................................EMPLOYER/AUTHORITY
3
ARTICLE VI ............................................................................................UNION
SECURITY .................................................................................................................4
ARTICLE VII ......................................EMPLOYEE RIGHTS GRIEVANCE
PROCEDURE ............................................................................................................4
ARTICLE VIII .........................................................................................SAVINGS
CLAUSE .....................................................................................................................7
ARTICLE
IX ..............................................................................................................SENIORITY
7
ARTICLE
X ...............................................................................................................DISCIPLINE
8
ARTICLE XI ........................................................................................WORK
SCHEDULES .............................................................................................................9
ARTICLE
XII ..............................................................................................................OVERTIME
9
ARTICLE XIII ...................................................................................................COURT
TIME .........................................................................................................................10
ARTICLE XIV ...........................................................................................CALL BACK
TIME .........................................................................................................................10
ARTICLE XV .........................................................WORKING OUT OF
CLASSIFICATION ...................................................................................................10
ARTICLE
XVI ..........................................................................................................INSURANCE
10
ARTICLE
XVII .............................................................................................................STANDBY
11
ARTICLE
XVIII ..........................................................................................................UNIFORMS
11
ARTICLE XIX ..........................................................................................INJURY ON
DUTY ........................................................................................................................11
ARTICLE XX ..........................................................................EDUCATIONAL
INCENTIVE ..............................................................................................................11
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3
ARTICLE
XXI .................................................................................................................WAIVER
12
ARTICLE XXII ................................................................................................WAGE
RATES ......................................................................................................................12
ARTICLE
XXIII ........................................................................................................VACATIONS
12
ARTICLE
XXIV ............................................................................................................HOLIDAYS
13
ARTICLE XXV ............................................PERSONAL LEAVE/EXTENDED
DISABILITY ..............................................................................................................13
ARTICLE XXVI ...............................................................INDEMNIFICATION
INSURANCE ............................................................................................................14
ARTICLE
XXVII ...........................................................................................................TRAINING
14
ARTICLE
XXVIII ........................................................................................................DURATION
15
Table of Contents
A
R
T
I
C
L
E
I
A
R
T
I
C
L
E
I
I
A
R
T
ICLE Ill ARTICLE IV ARTICLE V
ARTICLE VI ARTICLE VII ARTICLE
VIII ARTICLE IX ARTICLE X
ARTICLE XI ARTICLE XII ARTICLE
XIII ARTICLE XIV ARTICLE XV
ARTICLE XVI ARTICLE XVII
ARTICLE XVIII ARTICLE XIX
ARTICLE XX ARTICLE XXI ARTICLE
XXII ARTICLE XXIII ARTICLE XXIV
ARTICLE XXV
ARTICLE XXVI ARTICLE
XXVII ARTICLE
XXVIII
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PURPOSE
OF
AGRE
EMEN
T 2
RECOGNITI
ON 2
DEFINITION
S 2
EMPLOYER
SECU
RITY 3
EMPLOYER
AUTH
ORITY
3
UNION
SECU
RITY 4
EMPLOYEE
RIGH
TS
GRIE
VANC
E
PROC
EDUR
E 4
SAVINGS
CLAU
SE 7
SENIORITY 7
DISCIPLINE
8
WORK
SCHE
DULE
S 9
OVERTIME 9
COURT
TIME
10
CALL BACK
TIME
10
WORKING OUT OF CLASSIFICATION 10
INSURANCE 10
STANDBY 11
UNIFORMS 11
INJURY ON DUTY 11
EDUCATIONAL INCENTIVE 11
WAIVER 12
WAGE RATES (MONTHLY BASE RATE) 12
VACATIONS 12
HOLIDAYS 13
PERSONAL LEAVE/EXTENDED DISABILITY
PROTECTION SICK LEAVE 13
INDEMNIFICATION INSURANCE 14
TRAINING 14
DURATION 15
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MASTER LABOR AGREEMENT
CITY OF MENDOTA HEIGHTS
AND
MINNESOTA PUBLIC EMPLOYEES ASSOCIATION
ARTICLE I: PURPOSE OF AGREEMENT
This AGREEMENT is entered into as of January 1, 202642 between the City
of Mendota Heights, hereinafter called the EMPLOYER, and the Minnesota
Public Employees Association, hereinafter called the UNION.
It is the intent and purpose of this AGREEMENT to:
1.1 Establish procedures for the resolution of disputes concerning this
AGREEMENT's interpretation and/or application; and
1.2 Place in written form the parties' agreement upon terms and conditions
of employment for the duration of this AGREEMENT.
ARTICLE II : RECOGNITION
2.1 The EMPLOYER recognizes the UNION as the exclusive
representative, under Minnesota Statutes, Chapter 179A for all police
personnel in the following job classification:
Licensed Police Sergeant
2.2 In the event the EMPLOYER and the UNION are unable to
agree as to the inclusion or exclusion of a new or modified job class,
the issue shall be submitted to the Bureau of Mediation Services for
determination, pursuant to the rules and procedures established by the
BMS.
ARTICLE IllIII : DEFINITIONS
3.1 3.1 UNION: Minnesota Public Employees Association
3.2 3.2 UNION MEMBER: A member of the Minnesota Public
Employees Association
3.3 3.3 EMPLOYEE: A member of the exclusively recognized
bargaining unit.
3.4 3.4 DEPARTMENT: The Mendota Heights Police Department.
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3.5 EMPLOYER: The City of Mendota Heights.
3.5 3.6 CHIEF: The Chief of the Mendota Heights Police
Department.
3.6 3.7 UNION OFFICER: Officer elected or appointed by Minnesota
Public Employees Association
3.7 3.8 OVERTIME: Work performed at the express authorization
of the EMPLOYER in excess of the employee scheduled shift.
3.8 3.9 SCHEDULED SHIFT: A consecutive work period including
rest breaks and a lunch break.
3.9 3.10 REST BREAKS: Periods during the SCHEDULED SHIFT during
which the employee remains on continual duty and is responsible for
assigned duties.
3.10 3.11 LUNCH BREAKS: A period during the SCHEDULED SHIFT
during which the employee remains on continual duty and is
responsible for assigned duties.
3.11 3.12 STRIKE: : Concerted action in failing to report for duty, the
willful absence from one's position, the stoppage of work, slow-down,
or abstinence in whole or in part from the full, faithful and proper
performance of the duties of employment for the purpose of inducing,
influencing or coercing a change in the conditions or compensation of
the rights, privileges or obligations of employment.
ARTICLE IV: EMPLOYER SECURITY
4.1 The UNION agrees that during the life of this AGREEMENT that the
UNION will not cause, encourage, participate in or support any strike,
slow-down or other interpretation interruption of or interference with the
normal functions of the EMPLOYER.
ARTICLE V : EMPLOYER/AUTHORITY
5.1 The EMPLOYER retains the full and unrestricted right to operate
and manage the workforce, facilities and equipment; to establish
functions and programs; to set and amend budgets; to determine
the utilization of technology; to establish and modify the
organizational structure; to select, direct, and determine the
number of personnel; to establish work schedules, and to perform
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any inherent managerial function not specifically limited by this
AGREEMENT.
5.2
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5.1 Any term and condition of employment not specifically established or
modified by the AGREEMENT shall remain solely within the discretion
of the EMPLOYER to modify, establish or eliminate.
ARTICLE VI: UNION SECURITY
6.1 The EMPLOYER shall deduct from the wages of employees who
authorize such a deduction in writing an amount necessary to cover
monthly UNION dues. Such monies shall be remitted as directed by the
UNION.
6.2 The UNION may designate employees from the bargaining unit to act as
a Steward and an alternate and shall inform the EMPLOYER in writing
of such choice and changes in the position or steward and/or alternate.
6.3 The EMPLOYER shall make space available on the employee bulletin board for
posting UNION notice(s) and announcement(s).
6.3
6.4
6.4 The UNION agrees to indemnify and hold the EMPLOYER harmless
against any and all claims, suits, orders, or judgments brought or
issued against the EMPLOYER as a result of any action taken or not
taken by the EMPLOYER under the provisions of this Article.
ARTICLE VII: EMPLOYEE RIGHTS GRIEVANCE PROCEDURE
7.1 DEFINITION OF A GRIEVANCE
A grievance is defined as a dispute or disagreement as to the
interpretation or application of the specific terms and conditions of this
AGREEMENT.
7.2 UNION REPRESENTATIVES
The EMPLOYER will recognize REPRESENTATIVES, including union
attorneys and business agents, as designated by the UNION as the
grievance representatives of the bargaining unit having the duties and
responsibilities established by this ARTICLE. The UNION shall notify
the EMPLOYER in writing of the names of such UNION
REPRESENTATIVES and of their successors when so designated.
7.3
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7.3 PROCESSING OF A GRIEVANCE
It is recognized and accepted by the UNION and the EMPLOYER that
the processing of grievances as hereinafter provided is limited by the
job duties and responsibilities of the EMPLOYEES and shall therefore
be accomplished during normal working hours only when consistent
with such EMPLOYEE duties and responsibilities. The aggrieved
EMPLOYEE and a UNION REPRESENTATIVE shall be allowed a
reasonable amount of time without loss of pay when a grievance is
investigated and presented to the EMPLOYER during normal working
hours provided that the EMPLOYEE and the UNION
REPRESENTATIVE have notified and received the approval of the
designated supervisor who has determined that such absence is
reasonable and would not be detrimental to the work programs of the
EMPLOYER.
7.4
7.4 PROCEDURE
Grievances, as defined by Section 7.1, shall be resolved in
conformance with the following procedure:
Step 1 - An EMPLOYEE, or a union representative with the consent of
the EMPLOYEE, claiming a violation concerning the interpretation or
application of this AGREEMENT shall, within twenty-one (21) calendar
days after such alleged violation has occurred, present such grievance
to the EMPLOYEE supervisor as designated by the EMPLOYER.
Grievances and grievance responses will be allowed to be presented
via email, fax, US Mail, or Hand Delivery. The EMPLOYER-designated
representative will discuss and give answer to such Step 1 grievance
within ten (10) calendar days after receipt. A grievance not resolved in
Step 1 and appealed to Step 2 shall be placed in writing setting forth
the nature of the grievance, the facts on which it is based, the provision
or provisions of the AGREEMENT allegedly violated, the remedy
requested, and shall be appealed to Step 2 within ten (10) calendar
days after the EMPLOYER-designated representative final answer in
Step 1. Any grievance not appealed in writing to Step 2 by the UNION
within ten (10) calendar days shall be considered waived.
Step 2 - If appealed, the written grievance shall be presented by the
UNION and discussed with the EMPLOYER-designated Step 2
representative. The EMPLOYER designated representative shall give
the UNION the EMPLOYER Step 2 answer in writing within ten
(10) calendar days after receipt of such Step 2 grievance. A grievance
not resolved in Step 2 may be appealed to Step 3 within ten (10)
calendar days following the EMPLOYER-designated representative
final Step 2 answer.
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0
Any grievance not appealed in writing to Step 3 by the UNION within
ten (10) calendar days shall be considered waived.
Step 3 - If appealed, the written grievance shall be presented by the
UNION and discussed with the EMPLOYER - designated Step 3
representative The EMPLOYER-designated representative shall give
the UNION the EMPLOYER answer in writing within ten (10) calendar
days following the EMPLOYER-designated representative receipt of
Step 3 appeal. Any grievance not appealed in writing to Step 4 by the
UNION within ten (10) calendar days shall be considered waived.
Step 3A- Mediation: if the Employer EMPLOYER and UNION
mutually agree, a grievance unresolved at step 3 may be
submitted to the MN Bureau of Mediation Services ("BMS")
within 10 days after UNION receipt of the Employer's
EMPLOYER’S response to Step 3. If the grievance is resolved
through Mediation, the settlement shall be reduced to writing
and signed by the UNION and the EMPLOYER. If the grievance
is unresolved through Mediation, it may be appealed to Step 4
within 10 days starting the day following the Mediation Meeting
Session.
If either party elects to not go through with Mediation after
initially agreeing, it must be withdrawn in writing; then the
grievance can be appealed to Step 4 within 10 days starting the
day following the party's written withdrawal from mediation.
Step 4 - A grievance unresolved in Step 3 and appealed to Step 4 by
the UNION shall be submitted to arbitration subject to the provisions of
the Public Employment Labor Relations Act of 1971. The selection of
an arbitrator shall be made in accordance with the Rules Governing the
Arbitration of Grievances as established by the Bureau of Mediation
Services.
7.5 ARBITRATOR AUTHORITY
A.The arbitrator shall have no right to amend, modify, nullify,
ignore, add to, or subtract from the terms and conditions of
this AGREEMENT. The arbitrator shall consider and decide
only the specific issue(s) submitted in writing by the
EMPLOYER and the UNION, and shall have no authority to
make a decision on any other issue not so submitted.
B.The arbitrator shall be without power to make decisions
contrary to, or inconsistent with, or modifying or varying in any
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1
way the application of laws, rules, or regulations having the
force and effect of law. The arbitrator's decision shall be
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2
B.submitted in writing within thirty (30) days following close of the
hearing or the submission of briefs by the parties, whichever
be later, unless the parties agree to an extension. The decision
shall be binding on both the EMPLOYER and the UNION and
shall be based solely on the arbitrator's interpretation or
application of the express terms of this AGREEMENT and to
the facts of the grievance presented.
C.The fees and expenses for the arbitrator's services and
proceedings shall be borne equally by the EMPLOYER and
the UNION provided that each party shall be responsible for
compensation of its own representatives and witnesses. If
either party desires a verbatim record of the proceedings, it
may cause such a record to be made, providing it pays for
the record. If both parties desire a verbatim record of the
proceedings, the cost shall be shared equally.
7.6 WAIVER
If a grievance is not presented within the time limits set forth above, it
shall be considered waived. If a grievance is not appealed to the next
step within the specified time limit or any agreed extension thereof, it
shall be considered settled on the basis of the EMPLOYER's last
answer. If the EMPLOYER does not answer a grievance or an appeal
thereof within the specified time limits, the UNION may elect to treat
the grievances as denied at that step and immediately appeal the
grievance to the next step. The time limit in each step may be
extended by mutual written agreement of the EMPLOYER and the
UNION in each step.
ARTICLE VIII : SAVINGS CLAUSE
8.1 This AGREEMENT is subject to the laws of the United Stateds, the
State of Minnesota, and the City of Mendota Heights. In the event any
provision of this AGREEMENT shall be held to be contrary to law by a
Ccourt of competent jurisdiction from whose final judgment or decree to
appeal has been taken within the time provided, or administrative ruling
or is a violation of legislation or administrative regulations, such
provisions shall be voided. All other provisions of this AGREEMENT
shall continue in full force and effect. The voided provision may be
renegotiated at the written request of either party.
ARTICLE IX: SENIORITY
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9.1 Seniority shall be determined by the employee length of continuous
employment as a sergeant for the EMPLOYER, referred to as IN
CLASS SENIORITY. Seniority rosters will be posted in an
appropriate location.
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9.2 During the one (1) year probationary period a newly hired or rehired
employee may be discharged at the sole discretion of the EMPLOYER.
During the one (1) year probationary period, a promoted or reassigned
employee may be replaced in his previous position at the sole
discretion of the EMPLOYER.
9.3 A reduction of work force will be accomplished on the basis of IN
CLASS SENIORITY. Employees shall be recalled from layoff on the
basis of IN CLASS SENIORITY. An employee on layoff shall have an
opportunity to return to work within two years of the time of this layoff
before any new employee is hired.
9.4 Qualified employees shall be given shift assignment preference
after eighteen (18) months of continuous full-time employment
based on IN CLASS SENIORITY. A shift bidding shall be posted
annually.
9.5 One continuous vacation period shall be selected on the basis of
IN CLASS SENIORITY until March 15th of each calendar year.
ARTICLE X :DISCIPLINE
10.1 10.1 The EMPLOYER will discipline employees for just cause only.
Discipline will be in one or more of the following forms:
a.Oral reprimand
b.Written reprimand
c.Suspension
d.Demotion; or
e.Discharge
10.2 Suspensions, demotions and discharges will be in written form.
10.3 Written reprimands, notices of suspension, and notices of discharge
which are to become part of an employee's personnel files shall be
read and acknowledged by signature of the employee. Employees
and the UNION will receive a copy of such reprimands and/or notices.
10.4 Employees may examine their own individual personnel files at
reasonable times under the direct supervision of the EMPLOYER.
10.5 An employee who is the subject of a disciplinary investigation will be
given a reasonable opportunity to have a UNION representative
present during questioning if he/she requests such representation.
10.5
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10.6 Grievance relating to this ARTICLE shall be initiated by the UNION in
Step 3 of the grievance procedure under ARTICLE VII.
ARTICLE XI :WORK SCHEDULES
11.1 The normal work year is two thousand and eighty hours (2080) to be
accounted for by employee through:
a.Hours worked on assigned shifts
b.Holidays
c.Assigned training
d.Authorized leave time
11.2 Holidays and authorized leave time are to be accrued and calculated
on the basis of the actual length of time of the assigned shifts.
11.3 Nothing contained in this or any other Article shall be interpreted to be
a guarantee of a minimum or maximum number of hours the
EMPLOYER may assign employees.
ARTICLE XII :OVERTIME
12.1 Employees will be compensated at one and one-half (1-1/2) times
the employee's regular base pay rate for hours worked in excess of
the employee's regularly scheduled shift. Changes of shift do not
qualify an employee for overtime under this Article.
12.2 Overtime will be distributed as equally as practicable.
12.3 Overtime refused by employees will for record purposes under article
12.2 be considered as unpaid overtime worked.
12.4 For the purpose of computing overtime compensation, overtime hours
shall not be pyramided, compounded or paid twice for the same hours
worked.
12.4
Overtime
12.5 Overtime will be calculated to the nearest fifteen (15) minutes.
12.6 EEmployees have the obligation to work overtime or call back if
requested by the EMPLOYER unless unusual circumstances prevent the
employee from so working.
Page 52 of 98
1
6
12.7 An employee may choose to receive compensatory time as
compensation for overtime hours at the rate of 1.5 hours for each hour
worked. The maximum allowable balance of such hours carried into the
next calendar year shall be one hundred (100) hours. The EMPLOYER
may cash out an employee balance in excess of the 100 hours maximum.
Page 53 of 98
1
7
12.5 An employee may cash out any portion of their compensatory time
balance the second pay period in May and November if requested in
writing with the submission of the employee time sheet.
12.8
ARTICLE XIII : COURT TIME
13.1 An employee who is required to appear in Court during his/her
scheduled off duty time shall receive a minimum of three (3) hours
pay at one and one half (1-1/2) times the employee base pay rate.
An extension or early report to a regularly scheduled shift for Court
appearances does not qualify the employee for the three (3) hour
minimum.
13.2 An employee who is not notified of the cancellation of a scheduled
cCourt appearance by 4:00 pm the previous business dayat least
24-hours prior to the scheduled start of court shall receive a
minimum of two and one-half (2-1/2) hours of pay at one and one-
half (1- 1/2) times the employee base pay rate.
13.2
ARTICLE XIV : CALL BACK TIME
14.1 An employee who is called to duty during his scheduled off-duty
time shall receive a minimum of two and one half (2.5) hours pay at
one and one-half (1-1/2) times the employee base pay rate. An
extension or early report to a regularly scheduled shift does not
qualify the employee for the two and one half (2.5) hour minimum.
An employee who is called to duty during his scheduled off-duty time
shall receive a minimum of two and one half (2.5) hours pay at one
and one-half (1-1/2) times the employee base pay rate. An extension
or early report to a regularly scheduled shift does not qualify the
employee for the two and one half (2.5) hour minimum.
ARTICLE XV : WORKING OUT OF CLASSIFICATION
15.1
Employees assigned by the EMPLOYER to assume the full
responsibilities and authority of a higher job classification shall
receive the salary schedule of the higher classification for the
duration of the assignment.
Page 54 of 98
1
8
ARTICLE XVI : INSURANCE
16.1
TThe EMPLOYER will contribute up to a maximum of one thousand nine
hundred and five dollars ($1,905)two thousand ($2,000) per month
toward health, dental, long term disability, short term disability, and
term life (up to $50,000) insurance for 20246. If any City of Mendota
Heights employee group is awarded a higher amount in 20257 the
UNION MEMBERS shall receive the higher amount.
16.2
Employees will be responsible for 50% of the insurance premium charged
for the Minnesota Paid Family Medical Leave program. The City will
cover the remaining cost for the premium.
Page 55 of 98
1
9
In the event the health insurance provisions of this Agreement fail
to meet the requirements of the Affordable Care Act and its related
regulations or cause the Employer EMPLOYER to be subject to a
penalty, tax or fine, the Union and the Employer EMPLOYER will
meet immediately to bargain over alternative provisions so as
comply with the Act and avoid any penalties, taxes or fines for the
EmployerEMPLOYER.
ARTICLE XVII :STANDBY
17.1 Employees required by the EMPLOYER to standby shall be paid for
such standby time at the rate of one hour pay for each hour on
standby. An employee shall be considered to be in standby status only
if he or she is expressly directed to serve in such capacity by the Chief
of Police or his/her designee.
ARTICLE XVIII: UNIFORMS
18.1
ARTICLE XVIII UNIFORMS
The EMPLOYER shall provide required uniform and equipment items.
Each employee shall also receive a maximum of three hundred ($300)
dollars annual reimbursement for cleaning and maintenance of
uniforms. Reimbursement shall be upon presentation of receipts for
cleaning and maintenance services from any cleaners.
ARTICLE XIX : INJURY ON DUTY
19.1 Employees injured during the performance of their duties for the
EMPLOYER and thereby rendered unable to work for the EMPLOYER
will be paid the difference between the employee regular pay and
Workers’ Compensation insurance payments for a period not to
exceed one hundred twenty (120) working days per injury, not charged
to the employee vacation, sick leave or other accumulated paid
benefits.
ARTICLE XX : EDUCATIONAL INCENTIVE
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2
0
20.1 Supplementary pay based on educational degree will be paid to
employees who have been employed by the City as a patrol officer for a
period of at least 12 consecutive months prior to the promotion.
Four yearFour-year degree 9%
Master’s Degree 12%
Page 57 of 98
2
1
ARTICLE XXI : WAIVER
21.1 Any and all prior agreements, resolutions, practices, policies, rules and
regulations regarding terms and conditions of employment, to the extent
inconsistent with the provisions of this AGREEMENT, are hereby
superseded.
21.1 The
21.2 The parties mutually acknowledge that during the negotiations, which
resulted in this AGREEMENT, each had the unlimited right and
opportunity to make demands and proposals with respect to any term
or condition of employment not removed by law from bargaining. All
agreements and understandings arrived at by the parties are set forth
in writing in this AGREEMENT for the stipulated duration of this
agreement. The EMPLOYER and the UNION each voluntarily and
unqualifiedly waive the right to meet and negotiate regarding any and
all terms and conditions of employment referred to or covered in this
AGREEMENT or with respect to any term or condition of employment
not specifically referred to or covered by this AGREEMENT, even
though such terms or conditions may not have been within the
knowledge or contemplation of either or both of the parties at the time
this AGREEMENT was negotiated or executed.
ARTICLE XXII : WAGE RATES
22.1 The hourly base rate of pay without educational degree shall be:
2026 2027
Step 1 $ 53.30 $ 54.90
Step 2 $ 54.90 $ 56.54
Step 3 $ 56.54 $ 58.24
Step 4 $ 58.24 $ 59.99
Step 5 $ 59.99 $ 61.79
Step 6 $ 61.79 $ 63.64
Step 7 $ 63.64 $ 65.55
2024 2025
Step
1 $51.50 $51.50
Step
2 $53.04 $53.04
Step
3 $54.63 $54.63
Step
4 $56.27 $56.27
Step
5 $57.96 $57.96
Page 58 of 98
2
2
Step
6 $59.70 $59.70
Step
7 $61.49 $61.49
Current police sergeants hired before 1/1/2024 will be compensated at
Step 4 of the pay scale on 1/1/2024. These staff will continue to
progress through the step system annually on January 1 until they
have reached the top of the pay scale. Any new hired police sergeants
will advance through the pay steps at their anniversary date of hire as
a police sergeant.
If City of Mendota Heights employees receive a market wage adjustment
during 20264 or 20275, union members shall receive the same market
adjustment.
ARTICLE XXIII : VACATIONS
23.1 Time accrued according to the following schedule:
Service Length Benefit
0-5 Years of Service 10 days per year
6-10 Years of Service 15 days per year
Over 10 Years of Service 1 additional day per year,
not to exceed 20 days.
0-5 years of
servic
e
10 days per
year
6-10 years
of
servic
e
15 days per
year
Over 10
years
of
servic
e
1 additional
day per
year, not
to
exceed
20 days
Accrued vacation shall be used in the year following the year which
said time is earned. Employees may accrue vacation leave not to
exceed a maximum of two hundred hours (200). On December 31st
of each year any hours over 200 will be forfeited. No employee shall
Page 59 of 98
2
3
be permitted to waive vacation for the purpose of receiving double
pay.
ARTICLE XXIV: HOLIDAYS
24.1 24.1 Each employee shall be granted a total of twelve (12) paid holidays. Holidays
are: New Year’s Day, Martin Luther King Jr. Day, President’s Day, Good Friday,
Memorial Day, Independence Day, Juneteenth, Labor Day, Indigenous Peoples Day,
Veteran’s Day, Thanksgiving Day, and Christmas Day. Holiday leave time will be
accounted for in a separate holiday leave bank and shall not accumulate from year to
year. Any holiday leave time remaining in the employee holiday leave bank on
December 31 shall be paid to the employee at their then current rate. If an employee
works on a city holiday, they shall be granted ½ hour of compensatory time for each
hour worked, in addition to the holiday pay. If the majority of the hours for a shift falls on
a designated holiday, then the entire shift will be compensated at the holiday pay rate.
24.3 Each employee shall be granted a total of twelve (12) paid holidays.
Holiday leave time will be accounted for in a separate holiday leave
bank and shall not accumulate from year to year. Any holiday leave
time remaining in the employee holiday leave bank on December 31
shall be paid to the employee at their then current rate. If an
employee works on a city holiday, they shall be granted ½ hour of
compensatory time for each hour worked, in addition to the holiday
pay.
24.4
In addition, each employee shall be granted one floating holiday during the
calendar year. The floating holiday is not eligible for carry-over or
monetary compensation.
ARTICLE XXV: PERSONAL LEAVE/EXTENDED DISABILITY
PROTECTION SICK LEAVE
25.1 PERSONAL LEAVE: Permanent
25.1 PERSONAL LEAVE: Permanent full-time employees shall accrue
personal leave at the rate of four (4) hours per month, to a
maximum of 320 hours. Personal leave shall be available for use
without restriction, except by prior approval of the supervisor. An
employee shall not be allowed to use more than twenty (20)
consecutive personal days, or a combination of twenty (20)
consecutive personal and vacation days, without prior approval
consistent with city personnel policies.
Each December 1, any employee with an accrued Personal Leave
balance in excess of 320 hours may convert the excess hours at a
rate of 50%, to either additional cash compensation, or additional
vacation time. The compensation will be made, or the extra
vacation credited, with the second payroll in December.
Page 60 of 98
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4
Beginning November 1st of each year beginning November 2012,
all employees have agreed to contribute to the State of Minnesota's
Post Employment Health Care Savings Plan as described below:
Employees shall contribute 1% of pay, and the cash equivalent of
24 hours of personal time each year. All employees eligible for
severance pay will contribute 75% of their severance payouts to their
post-employment health care savings accounts.
Upon separation, employees will be compensated for any unused
Personal Leave, vacation and compensatory time balances accrued.
25.2 EXTENDED DISABILITY PROTECTION:
25.2 EXTENDED DISABILITY PROTECTION: Permanent full-time
employees shall accrue extended disability leave at the rate of four (4)
hours per month, to a cumulative maximum of 640 hours. Extended
disability protection is available for use on the first day of a personal
illness, and thereafter, or anytime for a work-related illness or injury.
Employees are to keep their supervisor informed of their condition. The
supervisor may require a letter or report from the attending physician.
Claiming extended disability leave when physically fit may be cause for
disciplinary action, including transfer, demotion, suspension or
dismissal.
In cases of extreme emergency involving employees with a record of
meritorious service, who through serious or protracted illness have
used up all accumulated personal leave, extended disability leave,
vacation leave and compensatory time off, an extension of extended
disability leave beyond the maximum provided in this resolution may
be granted by the City Council. The resultant deficit will be repaid
promptly through application of future personal, extended disability,
vacation, and compensatory leave accruals.
ARTICLE XXVI : INDEMNIFICATION INSURANCE
26.1 The City shall provide a policy to cover the employee for
indemnification for civil liability cases arising out of and within the
scope of the Employee's job duties.
Page 61 of 98
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5
ARTICLE XXVII : TRAINING
27.1 The employer EMPLOYER shall be responsible for providing all training
required by the POST Board to maintain the licensure as a certified
police officer, and shall pay the cost of the POST licensure and shall
pay employees for all time spent in such training at the applicable rate.
27.2 The EMPLOYER will allow employees to attend such other job-
related training programs as may be mutually agreed upon by the
EMPLOYER and individual employees. Employees scheduled to work
during such a training session will be allowed time off without loss of
pay for attendance and those attending during non-scheduled hours
will be allowed compensatory time off or pay at straight time for time
spent in training, unless the time is required to be compensated at
time and one-half under applicable law.
27.2
27.3 The EMPLOYER shall reimburse employees for all reasonable costs
incurred in obtaining EMPLOYER approved training, including but not
limited to, registration, and license fees, mileage, and lodging and
meals.
27.3
All training activities shall be subject to the prior approval of the Police
Chief.straight time for time spent in training, unless the time is
required to be compensated at time and one-half under applicable
law.
27.4
27.4 The EMPLOYER shall reimburse employees for all reasonable
costs incurred in obtaining EMPLOYER approved training,
including but not limited to, registration, and license fees,
mileage, and lodging and meals.
27.5 All training activities shall be subject to the prior approval of the
Police Chief.
ARTICLE XXVIII : DURATION
This agreement shall be effective as of January 1, 20246 and shall remain in
full force and effect until the 31st day of December, 20257.
FOR THE CITY OF MENDOTA HEIGHTS
Mayor Date
City Administrator Date
Page 62 of 98
2
6
FOR THE MINNESOTA PUBLIC EMPLOYEES ASSOCIATION
Business Agent Date
Steward Date
Page 63 of 98
6.d
REQUEST FOR CITY COUNCIL ACTION
MEETING DATE: March 3, 2026
AGENDA ITEM: Approve Accounting Clerk Hire and Authorize Recruitment of a Part-Time
Office Support Specialist
ITEM TYPE: Consent Item
DEPARTMENT: Administration CONTACT: Kelly Torkelson, Assistant City
Administrator
Kristen Schabacker, Finance
Director
ACTION REQUEST:
Approve the hiring of Kristin Wittrock for the position of Accounting Clerk and authorize the
recruitment of a part-time Office Support Specialist.
BACKGROUND:
The City Council authorized the recruitment to fill the position of Accounting Clerk at its
February 4 meeting. Following an internal recruitment process, staff recommends Kristin
Wittrock for appointment as the City’s new Accounting Clerk, subject to City Council approval.
In this role, she will perform utility billing duties and other accounting and administrative
duties.
Kristin Wittrock has served as an Office Support Specialist since 2018. She has represented the
city well as one of the faces of the front desk at City Hall and her customer service skills and
attention to detail will serve the city well in the accounting clerk position. Kristin is a valued
member of the Mendota Heights team, and staff are excited about the opportunity for her to
take on this new role and continue serving the city.
As Kristin is currently serving as a part-time Office Support Specialist, staff are also requesting
authorization to begin the recruitment for that position. This position is a job share position
with weekly work hours shared between two employees, who work a total of 40 hours over a
two-week pay period.
FISCAL AND RESOURCE IMPACT:
The Accounting Clerk is a budgeted position. The position is non-exempt and is classified at
pay grade 6 with a salary range of $32.11 to $39.47 under the city's pay plan. Staff
recommends hiring Kristin at step 6 of pay grade 6, which is $38.14 per hour.
Page 64 of 98
The Office Support Specialist is a budgeted position. The hiring range for the position is
$30.29 to $33.58 per hour, which is steps 1 through 4 of the grade 5 under the city's pay plan.
ATTACHMENTS:
None
CITY COUNCIL PRIORITY:
Premier Public Services & Infrastructure
Page 65 of 98
6.e
REQUEST FOR CITY COUNCIL ACTION
MEETING DATE: March 3, 2026
AGENDA ITEM: Authorize the Conditional Rehire of Michael Winters as a Mendota Heights
Firefighter
ITEM TYPE: Consent Item
DEPARTMENT: Administration CONTACT: Kelly Torkelson, Assistant City
Administrator
Dan Johnson, Fire Chief
ACTION REQUEST:
Authorize the conditional rehire of Michael Winters as a Mendota Heights Firefighter.
BACKGROUND:
Michael Winters served as a Mendota Heights firefighter from November 2015 through August
2022. Since leaving the City, he has continued to work as a full-time firefighter and has
expressed interest in returning to the department. If rehired, the total number of firefighters
would increase to 36, which aligns with the staffing level included in the 2026 budget.
With the potential rehire of Mr. Winters, administration has reviewed departmental staffing
levels and determined that this addition would allow the City to forego hosting a fire academy
and conducting the annual firefighter recruitment in 2026. A subsequent recruitment process
for the fire department is anticipated in 2027.
The rehire process would follow the City’s standard hiring procedures for firefighters, including
a background check, physical examination, and psychological assessment. Upon successful
completion of these evaluations, Mr. Winters would begin employment on a date determined
by the Fire Chief. As he has maintained all required certifications through his current full-time
firefighting position, attendance at a fire academy would not be required.
FISCAL AND RESOURCE IMPACT:
The 2026 budget includes funding for 36 firefighters in the Mendota Heights Fire Department.
ATTACHMENTS:
None
CITY COUNCIL PRIORITY:
Page 66 of 98
Premier Public Services & Infrastructure, Inclusive and Responsive Government
Page 67 of 98
6.f
REQUEST FOR CITY COUNCIL ACTION
MEETING DATE: March 3, 2026
AGENDA ITEM: Acknowledge the December 2025 Par 3 Financial Report
ITEM TYPE: Consent Item
DEPARTMENT: Parks and Recreation CONTACT: Trey Carlson, Recreation Facilities
Coordinator
Meredith Lawrence, Parks and
Recreation/Assistant Public
Works Director
ACTION REQUEST:
Acknowledge the December 2025 Par 3 Financial Report.
BACKGROUND:
The Monthly Par 3 Dashboard is attached for Council review.
FISCAL AND RESOURCE IMPACT:
Monthly Expenditure-December is attached.
ATTACHMENTS:
1.December 2025 Monthly Expenditure Report
2.December Financial Dashboard Par 3
CITY COUNCIL PRIORITY:
Economic Vitality & Community Vibrancy, Premier Public Services & Infrastructure, Inclusive
and Responsive Government
Page 68 of 98
MONTHLY EXPENDITURE REPORT
DECEMBER 2025
MENDOTA HEIGHTS PAR 3
BUDGET TO ACTUAL REPORT
December 2025 (100.00% OF YEAR)
December
REVENUES December YTD YTD YTD
BUDGET 2025 2025 %2024
GREENS, LEAGUE & TOURN FEES $220,000 $462 $284,003 129.09%$231,340
RECREATION PROGRAMS $50,000 $0 $44,876 89.75%$42,880
CONCESSIONS $36,000 $40 $53,718 149.22%$46,478
SUNDRY REVENUE $0 $0 $177 100.00%$296
INTEREST $1,000 $0 $0 0.00%$0
INSURANCE CLAIM $0 $0 $0 0.00%$0
PAR 3 FUND REVENUE TOTAL $307,000 $502 $382,774 124.68%$320,994
EXPENDITURES December YTD YTD YTD
BUDGET 2025 2025 %2024
CLUBHOUSE SALARIES $48,200 $0 $46,247 95.95%$50,118
ADMINISTRATIVE SALARIES $69,821 $5,398 $57,300 82.07%$36,244
FICA/PERA $21,137 $790 $17,925 84.81%$13,751
MEDICAL INSURANCE $18,517 $1,543 $15,088 81.48%$7,544
U/E & W/C INSURANCE $3,900 $0 $4,148 106.37%$5,196
RENTALS $8,000 $122 $8,098 101.22%$6,679
UTILITIES $16,483 $6,643 $17,755 107.72%$12,803
PROFESSIONAL FEES - AUDIT $3,500 $0 $3,343 95.50%$3,171
PROF FEES - CONSULTING FEES $3,100 $0 $1,866 0.00%$1,196
PROF FEES - GROUNDS MGMT $7,250 $0 $1,838 25.35%$0
PROF FEES - GROUNDS WAGES $27,000 $0 $24,148 89.44%$26,567
PROF FEES - TREE MAINTENANCE $5,000 $0 $0 0.00%$0
LIABILITY/AUTO INSURANCE $5,000 $0 $5,408 108.17%$4,867
OPERATING COSTS/SUPPLIES $17,300 $373 $14,634 84.59%$10,683
FUEL $3,000 $2 $2,394 79.78%$2,187
REPAIRS & MAINTENANCE $65,000 $2,627 $56,919 87.57%$78,447
SUNDRY/DUES/MILEAGE/CLOTHING $10,250 $0 $3,544 34.58%$3,106
ONLINE REG & CREDIT CARD FEES $11,600 $144 $15,301 131.90%$12,118
GREENS ROLLER $16,191
PAR 3 EXPENDITURES TOTAL $344,058 $17,642 $295,955 86.02%$290,868
Page 69 of 98
Mendota Heights Par 3 Community Golf Course
December 2025—Financial Summary
2025 —Tee Time Reservation Breakdown:
Online Tee Times= 10,802 (66% of Total Tee Times)
Phone/Walk in Tee Times= 5,458 (34% of Total Tee Times)
Year to Date Budget Overview—December:
Current Operating Surplus as of December, 2025: $86,819
Operating Surplus as of December, 2024: $30,126
Monthly Revenues vs. Expenditures
Month Revenues Expenditures Net
March 2025 $14,117 $10,742 $3,375
April 2025 $35,483 $16,671 $18,812
May 2025 $51,764 $43,983 $7,781
June 2025 $64,636 $30,161 $34,475
July 2025 $61,620 $30,348 $31,272
August 2025 $68,581 $43,837 $24,744
September 2025 $38,767 $26,813 $11,954
October 2025 $19,192 $20,003 ($811)
November 2025 $2,484 $19,405 ($16,921)
December 2025 $502 $17,642 ($17,140)
Golf Round Totals:
2021 2022 2023 2024 2025
March 748 0 0 261 307
April 1678 896 1181 1923 2083
May 2285 2797 2923 2664 3052
June 2305 2839 3365 3395 3453
July 2673 3213 3753 3093 3574
August 2306 3042 3052 3089 4101
September 1758 1798 2043 2095 2367
October 1157 1077 1168 1428 1174
November 257 207 0 65 189
December - - - - 40*
Total 15167 15869 17485 18013 20340
*Starting December 2025, limited items including punch cards were sold at the Par 3 for holiday gifting.
Category 2025 Budget 2025 YTD Actual % of Budget 2024 YTD
Revenues $307,000 $382,774 124.68% $320,994
Expenditures $344,058 $295,955 86.02% $290,868
Net Position - $86,819 - $30,126
Page 70 of 98
Golf Rounds by Category:
2025 Regular Senior Junior Veteran Second
Round
Senior
Pass
Footgolf Punch
Card
March 127 8 10 0 1 2 0 160
April 984 129 95 3 36 33 8 790
May 1858 311 131 10 56 23 34 620
June 2011 383 246 12 47 15 27 710
July 2167 440 264 9 47 24 34 580
August 2369 531 452 12 52 18 94 560
September 1305 376 114 1 34 16 50 460
October 724 177 49 4 23 14 33 150
November 172 0 0 0 3 4 0 10
December 0 0 0 0 0 0 0 40
Total 11717 2355 1361 51 299 149 280 4080
Monthly Notes:
o When accounting for total monthly rounds, staff track punch card sales as (10) rounds of golf. For note
the following punch cards were sold:
o March: 16
o April: 79
o May: 62
o June: 71
o July: 58
o August: 56
o September: 46
o October: 15
o November: 1
o December: 4
o The punch card rounds are then multiplied by 10 to get the total rounds tracked for that month:
o March: 160
o April: 790
o May: 620
o June: 710
o July: 580
o August: 560
o September: 460
o October: 150
o November: 10
o December: 40
o When reporting the Tee Time Reservation Breakdown, the tee times booked reflect how the punch
card rounds are used, thus, if someone buys a punch card in April, they may only use it four times. They
also could use the punch card one time for a call-in tee time and three times for separate online tee
times throughout the season
Page 71 of 98
6.g
REQUEST FOR CITY COUNCIL ACTION
MEETING DATE: March 3, 2026
AGENDA ITEM: Accept a Donation for Purchasing Police Equipment
ITEM TYPE: Resolution
DEPARTMENT: Police CONTACT: Wayne Wegener, Police Captain
ACTION REQUEST:
Approve Resolution 2026-17 accepting a donation in the amount of $25,000.00 for police
equipment.
BACKGROUND:
Minnesota State Statute 465.03 "Gifts to Municipalities" requires all donations be
acknowledged by resolution. This memo meets Minnesota State Statutory requirements by
having the City Council formally accept and recognize the gift.
The Mendota Heights Police Department was contacted by a citizen wishing to make a
$25,000.00 donation to the police department. The citizen requested the donation go towards
the purchase of police equipment. The citizen making the donation wished not to be named.
FISCAL AND RESOURCE IMPACT:
This donation will be used to purchase equipment that would otherwise be funded through
capital improvement.
ATTACHMENTS:
1.Resolution 2026-17 Formally Accepting a Donation of $25,000 For Purchasing Police Equipment
CITY COUNCIL PRIORITY:
Premier Public Services & Infrastructure
Page 72 of 98
CITY OF MENDOTA HEIGHTS
DAKOTA COUNTY, MINNESOTA
RESOLUTION 2026-17
FORMALLY ACCEPTING A DONATION OF $25,000.00
FOR PURCHASING POLICE EQUIPMENT
WHEREAS, the City of Mendota Heights desires to follow Minnesota Statute 465.03
“Gifts to Municipalities”; and
WHEREAS, the Minnesota Statute requires a resolution to accept gifts to municipalities;
and
WHEREAS, the City has previously acknowledged gifts with a resolution; and
WHEREAS, the City Council of the City of Mendota Heights has duly considered this
matter and wishes to acknowledge the civic mindedness of citizens and officially recognize their
donations.
NOW, THEREFORE, IT IS HEREBY RESOLVED, that the City Council of the City
of Mendota Heights formally accepts a donation of $25,000 for purchasing equipment for the
Mendota Heights Police Department.
Adopted by the City Council of the City of Mendota Heights this 3rd day of March, 2026.
CITY COUNCIL
CITY OF MENDOTA HEIGHTS
Stephanie B. Levine, Mayor
ATTEST:
_________________________
Nancy Bauer, City Clerk
Page 73 of 98
6.h
REQUEST FOR CITY COUNCIL ACTION
MEETING DATE: March 3, 2026
AGENDA ITEM: Approve Police Captain Out of State Travel Request
ITEM TYPE: Consent Item
DEPARTMENT: Police CONTACT: Wayne Wegener, Police Captain
ACTION REQUEST:
Approve out-of-state travel for Captain Wegener to attend the 2026 FBI National Academy
Associates Training Conference.
BACKGROUND:
City policy requires notification for out-of-state travel. By policy, the Council is also required to
approve out-of-metro travel in excess of $1,000.00. Captain Wegener requested to attend the
2026 FBI National Academy Associates Training Conference in Niagra Falls. The travel dates for
this conference are June 26-July 1, 2026.
FISCAL AND RESOURCE IMPACT:
Cost for the conference totals approximately $2,806.76. This includes conference fees, lodging,
and travel. Funding for this is available in the police department training budget.,
ATTACHMENTS:
None
CITY COUNCIL PRIORITY:
Premier Public Services & Infrastructure, Inclusive and Responsive Government
Page 74 of 98
This page is intentionally left blank
6.i
REQUEST FOR CITY COUNCIL ACTION
MEETING DATE: March 3, 2026
AGENDA ITEM: Approve Resolution 2026-18 Amending Resolution 2025-36 Revising the
Condition of Approval related to Park Dedication for the Preliminary Plat of
McMillan Estates located at 1707 Delaware Avenue and the adjacent vacant
outlots (Planning Case No. 2025-03)
ITEM TYPE: Resolution
DEPARTMENT: Community Development CONTACT: Sarah Madden, Community
Development Manager
ACTION REQUEST:
Approve Resolution 2026-18 amending Resolution 2025-36 revising the condition of approval
related to park dedication for the preliminary plat of McMillan Estates located at 1707
Delaware Avenue and adjacent vacant lots (Planning Case No. 2025-03)
BACKGROUND:
On August 6, 2025, the City Council adopted Resolution 2025-36, approving the preliminary
plat for McMillan Estates. The approval was subject to 16 conditions of approval, including
condition #9 as follows:
9. The Developer/Applicant shall dedicate an area of 1.6 contiguous acres for park
dedication as reviewed and approved by City Staff in accordance with the City’s
management plans.
The approval also included condition #15 as follows:
15. The Applicant/Developers shall plat Ridgewood Drive as a through street right-of-way
terminating at the north property line. A temporary terminal turnaround as proposed by the
applicant in the Preliminary Plat is acceptable as a temporary terminal turnaround.
Following Council approval, City Staff and the Developer/Applicant met to discuss revisions to
the preliminary plat related to these two conditions. Although possible configuration of park
dedication land was discussed, no conclusion was reached.
On September 5, 2025, the Developer filed a Summons and Complaint in Dakota County
District Court, asserting claims against the City. The Complaint alleged that conditions #9 and
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#15 constituted unlawful exactions were arbitrary, capricious and without a rational basis. The
Developer asked the Court to reverse the City’s exaction and declare that the preliminary plat
was approved without the two conditions; or to declare that the requirements set forth in the
two conditions constituted a taking of the Developer’s property without just compensation,
and to order the City to initiate condemnation proceedings to determine just compensation
for that alleged taking of the Developer’s property.
The matter was tendered to the League of Minnesota Cities Insurance Trust for coverage and
legal representation. Jim Thomson and Michelle Weinberger of the Kennedy & Graven law firm
were appointed to represent the City. Mr. Thomson and Ms. Weinberger evaluated the matter
and met with the City Council to advise the City Council about the case. At the direction of the
City Council, Mr. Thomson communicated with the Developer’s attorney to explore possible
early resolution of the matter.
From those communications, the Developer has agreed to dismiss his lawsuit as soon as the
Council adopts a resolution amending Resolution 2025-36 by replacing condition #9 with a
condition requiring park dedication fees be paid in the amount of $24,000. All other
conditions in Resolution 2025-36—including condition #15—will remain unchanged.
Upon adoption of a resolution amending Resolution 2026-36, litigation counsel will work with
the Developer’s attorney to finalize dismissal of the lawsuit.
FISCAL AND RESOURCE IMPACT:
N/A
ATTACHMENTS:
1.Resolution No. 2026-18 Resolution Amending Resolution 2025-36 Revising the Condition
of Approval Related to Park Dedication for the Preliminary Plat of McMillan Estates
CITY COUNCIL PRIORITY:
Economic Vitality & Community Vibrancy, Premier Public Services & Infrastructure
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238447v1
CITY OF MENDOTA HEIGHTS
DAKOTA COUNTY, MINNESOTA
RESOLUTION 2026-18
RESOLUTION AMENDING RESOLUTION 2025-36
REVISING THE CONDITION OF APPROVAL RELATED TO PARK DEDICATION
FOR THE PRELIMINARY PLAT OF MCMILLAN ESTATES
LOCATED AT 1707 DELAWARE AVENUE AND THE ADJACENT VACANT OUTLOTS
(PLANNING CASE NO. 2025-03)
WHEREAS, on August 6, 2025, the Mendota Heights City Council adopted Resolution 2025-
36, approving a request for a new subdivision plat to be titled McMillan Estates, for the properties
located at 1707 Delaware Avenue and the adjoining vacant outlots, as such properties are legally
described in Resolution 2025-36; and
WHEREAS, the approval of the Preliminary Plat was subject to 16 conditions as set forth in
Resolution 2025-36; and
WHEREAS, condition 9 required the Developer/Owner to “dedicate an area of 1.6 contiguous
acres for park dedication as reviewed and approved by City staff in accordance with the City’s
management plans”; and
WHEREAS, further review of the Preliminary Plat configuration, topography, and wetland
delineation determined that an area of 1.6 contiguous acres for park use was infeasible.
NOW, THEREFORE, BE IT RESOLVED by the Mendota Heights City Council that
condition 9 as set forth in Resolution 2025-36 is stricken in its entirety, and replaced with the following
condition of approval:
9. Developer/Owner shall satisfy park dedication requirements by paying park dedication
fees in the amount of $24,000.
AND BE IT FURTHER RESOLVED, by the Mendota Heights City Council that the findings
of fact and all other conditions of approval for the Preliminary Plat of McMillan Estates are unchanged,
and remain in full force and effect.
Adopted by the City Council of the City of Mendota Heights on this 3rd day of March 2026.
CITY COUNCIL
CITY OF MENDOTA HEIGHTS
________________________________
Stephanie B. Levine, Mayor
ATTEST:
________________________________
Nancy Bauer, City Clerk
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Resolution No. 2026-18 Page 2 of 2
238447v1
Drafted by: City of Mendota Heights
1101 Victoria Curve
Mendota Heights, MN 55118
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7.a
REQUEST FOR CITY COUNCIL ACTION
MEETING DATE: March 3, 2026
AGENDA ITEM: Future City Competition - Friendly Hills Middle School
ITEM TYPE: Presentation
DEPARTMENT: Administration CONTACT: Cheryl Jacobson, City
Administrator
ACTION REQUEST:
Recognize students from Friendly Hills Middle School and their participation in the Future City
Competition. Students will be presenting their entry.
BACKGROUND:
The Future City Competition is a project-based learning activity that introduces middle school
students to project management and the engineering design process. Participating students
research, design and create a city that exists 100 years into the future. The theme for 2026 was
"Farm to Table". Students designed a city that eliminates food waste from farm to table and
keeps citizens healthy and safe. As part of the competition, students work on completing a
1500-word city essay, a scale model of their city built from recycled materials, a four-part
project plan, a 7-minute team presentation, and a Q&A session with completion judges.
The Future City Competition was first offered in Minnesota during the 2000-2001 school year,
and each year 25-40 schools participate. Teams from Friendly Hills Middle School have
participated in the Future City Competition since 2008. Guided by educator/teacher Crystal
Mielke and engineering mentor John Mazzitello, students participate in teams of at least three
students and spend approximately five months creating cities within the project competition
theme. At the January 24 competition, the Friendly Hills team received a third-place win for
their Croppolis entry. The team also received a special award for Outstanding City Model and
an Outstanding Team Presentation award.
FISCAL AND RESOURCE IMPACT:
N/A
ATTACHMENTS:
None
CITY COUNCIL PRIORITY:
Inclusive and Responsive Government
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7.b
REQUEST FOR CITY COUNCIL ACTION
MEETING DATE: March 3, 2026
AGENDA ITEM: Rogers Lake Water Quality Report Presentation by Saint Thomas Academy
ITEM TYPE: Presentation
DEPARTMENT: Engineering CONTACT: Ryan Ruzek, Public Works
Director
ACTION REQUEST:
The Council will hear a presentation from students at Saint Thomas Academy regarding the
water quality of Rogers Lake.
BACKGROUND:
Since the early 1990’s, Saint Thomas Academy Environmental Science Classes have been
monitoring several aspects of the water quality present in Rogers Lake. The City Council hears
an annual update from the students. Mr. Tony Kinzley is the Advanced Placement
Environmental Sciences Instructor. He has a group of students who have conducted the
research and prepared a presentation for Council. Attached is a summary sheet the students
prepared, which will be presented at the Council meeting. Mr. Kinzley will be unable to attend
but will be represented by Sonja Jaworski.
FISCAL AND RESOURCE IMPACT:
None
ATTACHMENTS:
1. Rogers Lake Assessment
CITY COUNCIL PRIORITY:
Economic Vitality & Community Vibrancy, Premier Public Services & Infrastructure,
Environmental Sustainability & Stewardship, Inclusive and Responsive Government
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Fall 2025 Chemical Assessment of Rogers Lake
Performed by Saint Thomas Academy
A. P. and General Environmental Science Program
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Thank you for making time for us to share our findings with the
Mendota Heights City Council. Fifty seven students from 4 class
periods participated in the program this year and were required to
prepare a formal group presentation on Rogers Lake to their class.
The winning group will present on Tuesday, March 3. This is a
genuine learning opportunity for all of these students, especially the
winning group.
This document gives an overview of the chemical water quality
monitoring program used by the A.P. Environmental Science students
at Saint Thomas Academy for the Mayor, Council Members, and
Staff.
Some points to consider: This year, the students were again able to
collect data from all 9 testing sites but were only able to collect limited
data points on fecal coliform, BOD5 and the overall reading due to
scheduling constraints. Please keep this small sample size in mind
when analyzing the data. Students went back to using pH tablets after
three years of using pH testing strips and the results returned to what
would be expected. Also, students began using new Bluetooth
turbidity probes midway through the testing season. The data seems
consistent between the old and new probes.
The actual data, analysis of the data, areas in need of improvement,
and possible solutions will be further discussed at the council meeting.
Mrs. Sonya Jaworski will be attending with the students this year as
Mr. Kinzley will be out of town.
Please direct any questions to Mr. Tony Kinzley, A.P. Environmental
Science Teacher, at tkinzley@cadets.com.
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Which chemical
tests were
performed?
What does each
test for?
What factors
affect the
readings?
What is an
acceptable
reading?
What were the
Fall 2025
readings?
Dissolved Oxygen
(D.O.)
The amount of
oxygen dissolved in
the water.
Plant life increases
D.O., organic waste
inputs (pet waste,
grass clippings,
leaves) lowers D.O.
5-12 ppm 11.5 ppm
(8.3 in 2024)
Historical Record
Acceptable
Fecal Coliform Levels of bacteria
associated with
pathogenic bacteria
and viruses
Goose and pet
waste. Faulty
septic systems and
sewer lines.
0 colonies/100ml is
safe to drink.
200 colonies/100ml
or less = swimming
0.0 col/100ml
(3.7 in 2024)
Historical Record
Acceptable
pH The acidity or
basicity of the
water
Acid rain is the
typical cause of
acidification of
lakes
6.5-8.5 pH units
(slightly basic) 7.6 units
(6.2 in 2024)
Acceptable
Biochemical
Oxygen Demand
(BOD5)
How much oxygen
is being used by
bacteria in the lake
that decompose
organic waste put
into the water.
Organic waste
inputs (leaves,
grass clippings, or
animal waste) and
algal blooms from
fertilizer runoff
0-3 ppm 3.8 ppm
(2.9 in 2024)
Unacceptable
∆ Temperature
(Change In
Temp.)
The difference in
temperature
between 2 testing
sites on the lake
Sun/shade
differences,
industrial thermal
pollution, removal
of trees/shade
0-1 °C 0.9 °C
(1.0 in 2024)
Acceptable
Nitrate Measure of the
amount of Nitrates
in the water
Animal waste,
grass clippings,
leaves, fertilizers.
Faulty septic
systems and sewer
lines
0.1-3 ppm
(Low levels needed
for proper aquatic
plant growth)
0.4 ppm
(0.6 in 2024)
Acceptable
Total Phosphates Measure of the
amount of various
phosphates in the
water
Soil runoff, animal
waste, grass
clippings, leaves,
some fertilizers.
Faulty sewer lines
and septic systems.
0.1-1 ppm
(Low levels needed
for proper aquatic
plant growth)
0.7 ppm
(0.5 in 2024)
Acceptable
Turbidity Amount of
suspended solids in
the water. Measure
of water clarity
Soil erosion,
organic waste input
1-40 JTU 7.8 JTU
(6.4 in 2024)
Acceptable
Total Solids Amount of
suspended and
dissolved solids in
water
Road salt, soil
erosion, organic
waste input.
1-300 mg/L 257.8 mg/L
(285.5 in 2024)
Acceptable
Overall Rating A composite score
of all 9 chemical
tests.
The 9 chemical
tests
Excellent: 90-100
Good: 70-89.9
Medium: 50-69.9
79.7
(80.3 in 2024)
Acceptable
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7.c
REQUEST FOR CITY COUNCIL ACTION
MEETING DATE: March 3, 2026
AGENDA ITEM: 2025 Parks and Recreation Annual Report
ITEM TYPE: Presentation
DEPARTMENT: Parks and Recreation CONTACT: Meredith Lawrence, Parks and
Recreation/Assistant Public
Works Director
ACTION REQUEST:
Informational--no action required. The City Council is welcome to ask questions.
BACKGROUND:
At its meeting on March 3, the City Council will view the 2025 Year in Review video, which
illustrates the City's accomplishments in relation to Parks, Recreation, Recycling and the
Mendota Heights Par 3 Community Golf Course in addition to outlining the team's plans for
2026.
FISCAL AND RESOURCE IMPACT:
None.
ATTACHMENTS:
None
CITY COUNCIL PRIORITY:
Economic Vitality & Community Vibrancy, Premier Public Services & Infrastructure,
Environmental Sustainability & Stewardship, Inclusive and Responsive Government
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9.a
REQUEST FOR CITY COUNCIL ACTION
MEETING DATE: March 3, 2026
AGENDA ITEM: Municipal Campus Project Update
ITEM TYPE: New and Unfinished Business
DEPARTMENT: Administration CONTACT: Cheryl Jacobson, City
Administrator
ACTION REQUEST:
Informational. A project update will be provided by city staff and ICS.
BACKGROUND:
The Mendota Heights Municipal Campus Project is the construction of a new city hall/police
facility and the re-envisioning of the existing site to meet the current and future needs of
Mendota Heights residents. The new building will replace the current facility which faces
significant health, safety, infrastructure, security, and accessibility challenges. The project aims
to create a modern, welcoming, and resilient civic hub that supports city operations and public
safety. Key goals include improved safety and security, inclusive and accessible design, flexible
and functional spaces, and responsible, sustainable use of public resources.
Staff and ICS will provide updates on the Project Oversight Committee, and the Community
Kick Off event.
FISCAL AND RESOURCE IMPACT:
None, for this project update.
ATTACHMENTS:
1.Municipal Campus Project Community KO - Flyer
CITY COUNCIL PRIORITY:
Premier Public Services & Infrastructure
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COMMUNITY KICKOFF
Two session options, both at
Mendota Heights City Hall:
March 4, 2026
MendotaHeightsMN.gov/MunicipalCampus
7:30-8:30 AM
or
6-7 PM
Municipal Campus Project
Mendota Heights is planning for a new City Hall/
Police Station. Project details and design will be
developed throughout 2026 with the new facility
scheduled to open in Fall of 2028.
Your city hall should represent your community! Tell
us what you love and care about living in Mendota
Heights to help us frame the future of this critical
community facility.
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