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Greenbush City Council – Regular Council MeetingJuly 20, 2020, at 5:30 pm

Due to the Governor’s Emergency Declaration, the city will be holding this meeting via

electronic video methods. Anyone wishing to view this meeting needs to contact the city office to obtain access to the meeting. Anyone wishing to comment can email their

comments to the city office, and those comments will be brought to the council.

Agenda Call to Order Public Comments New Business

× NWRL Library Director 2021 Budget request× Blight/Nuisance Ordinance Ordinance No 60- Blight Sample Nuisance Ordinance Sample Nuisance Ordinance Checklist× Job Descriptions Proposed Mayor Job Description Proposed Council Member Job Description Proposed- Clerk-Treasurer Job Description Proposed Public Works Supervisor Job Description Proposed Public Works Technician Job Description Proposed Public Works Snow Removal Job Description Proposed Public Works Summer Help Job Description Proposed Custodian Job Description× Personnel Policy Proposed Personnel Policy× Storm Damage× Water Tower & Clearwell Inspections Greenbush MN3850 Report Combined Greenbush MN3848 Clearwell Summary Greenbush MN 0.075MG Elevated GS-9 Mixer and SCADA Control Box× Burkel Water Extension× Grader

Old Business

× Main St N Project 2020 Report of Feasability_Main Street_Revised Resolution Receiving Feasibility Report for 2021× COVID-19 Pandemic

s Community Center Sanitizing Equipment for CCs CARES Funding Coronavirus-Relief-Fund-Guidance-for-State-Territorial-Local-and-Tribal-Governments

× CC Alley × City/County Shop× Compost Site Cameras

× FY 2021 Budgets 2021 Proposed General Fund Budget 2021 Proposed Budgets for Misc Fund

Citizen Complaints Committee Reports

× Public Works Report

Consent AgendaThose items listed under Consent Agenda are considered to be routine by the City Council and will be acted upon by one motion under this agenda item. There will be no separate discussion of these items unless a Council Member so requests. In that event, the item will be removed from the consent agenda and be considered separately.

× Minutes (June 15th) Minutes June 15, 2020× Bills Bills July 2020× Receipts Receipts June 2020× Financial Reports Greenbush Schedule 1 as of July 15th

Upcoming Meetings:

× Regular Council Meetings: at 5:30 pm, Aug 17th, Sept 21st, and Oct 19th Adjournment

ORDINANCE No 60

AN ORDINANCE TO PREVENT, REDUCE OR ELIMINATE BLIGHTING FACTORS WITHIN THE CITY OF GREENBUSH AND TO PROVIDE PENALTIES FOR THE

VIOLATION THEREOF.

Section 1. Causes of Blight or Blighting Factors. 1. It is hereby determined that the uses, structures and activities and causes of blight or blighting factors described herein, if allowed to

exist, will tend to result in blighted and undesirable neighborhoods, so as to be harmful to the public welfare, health and safety. On and after the effective date of this ordinance, no person, firm or corporation of any kind shall maintain or permit to be maintained, any of these causes of blight or blighting factors upon any property in the City of Greenbush owned, leased, rented or occupied by such person, firm or corporation:

A. In any area, the storage upon any property of junk automobiles, with the exception of a permitted junk or salvage yard. For the purpose of this ordinance, the term “junk automobiles” shall include any motor vehicle, part of a motor vehicle or former motor vehicle, stored in the open in any non-legal junkyard, which is not currently licensed for use upon the highways of the State of Minnesota, and is either (1) unusable or inoperable because of lack of, or defects in component parts; or (2) unusable or inoperable because of damage from collision, deterioration, alteration or other factors; or (3) beyond repair and therefore, not intended for future use as a motor vehicle; or (4) being retained on the property for possible use of salvageable parts.

B. In any area the storage or accumulation of junk, trash, rubbish or refuse of any kind, except refuse stored in such a manner as not to create a nuisance for a period not to exceed thirty (30) days. The term “junk” shall include parts of machinery or motor vehicles, unused stoves or other appliances stored in the open; remnants of wood; decayed, weathered or broken construction materials no longer suitable for sale, approved building materials; metal or other material or cast off material of any kind, whether or not the same could be put to any reasonable use.

C. In any area the existence of any structure or part of any structure which because of fire, wind or other natural disaster, or physical deterioration is no longer habitable as a dwelling or useful for any other purpose for which it may have been intended.

D. In any area the existence of any vacant dwelling, garage, or other out-building, unless such buildings are kept securely locked, windows kept glazed or neatly boarded up and otherwise protected to prevent entrance thereto by vandals.

E. In any area the existence of any noxious or poisonous vegetation, such as poison ivy, ragweed or other poisonous plants, or any weeds, grass over 6 inches tall, brush or plants, which are a fire hazard or otherwise detrimental to the health or appearance of the neighborhood.

Section II. Enforcement and Penalties. 1. The owner and the occupant of any property upon which any of the causes of blight or blighted factors set forth in Section 1 hereof is

found to exist, shall be notified, by writing, by the City Clerk to remove or eliminate such causes of blight or blighting factors from such property within ten (10) days after service of the notice upon him. Such notice may be served personally or by mail the same registered mail, return receipt requested, to the last known address of the owner, and if the premises are occupied, to the premises. Additional time may be granted by the enforcement officer where bona fide efforts to remove or eliminate such causes of blight or blighting factors are in progress.

2. Failure to comply with such notice within the time allowed shall constitute a violation of this ordinance. 3. Violation of this ordinance shall be a misdemeanor. 4. In the case of failure to remove any blight, as defined in Section 1E within the time prescribed, the City Council may order the weeds

to be cut by city personnel and to remove or otherwise destroy all such noxious, inflammable or detrimental vegetation and shall certify the cost thereof to the City Clerk. The City Clerk shall certify such cost to the County Auditor as a special assessment against the property involved for collection in the same manner as other special assessments. As an additional or alternative remedy, the owners of any interest in said land and the occupant shall be jointly and severally liable for such costs and the costs shall be recoverable in any action brought against any of them in the name of the City.

Section III. Effective Date. 1. The ordinance shall take effect upon its passage and publication. Adopted by the City Council of the City of Greenbush, Minnesota this 18th day of April, 1988.

Attest: Hector Reese Mayor WyAnn Janousek Clerk-Treasurer

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CHAPTER VIII.

NUISANCES & OFFENSES

PART 1a. PUBLIC NUISANCE

THE CITY COUNCIL OF THE CITY OF WARREN, MINNESOTA DOES ORDAIN: that

Chapter VIII. Nuisances & Offenses. Part 1. Public Nuisance is hereby repealed and replaced by Chapter

VIII. Nuisances & Offenses. Part 1a. Public Nuisance.

SECTION ONE. PUBLIC NUISANCE PROHIBITION.

A person must not act, or fail to act, in a manner that is or causes a public nuisance. For purpose

of this ordinance, a person that does any of the following is guilty of maintaining a public nuisance:

(A) Maintains or permits a condition which unreasonably annoys, injures, or endangers the safety,

health, morals, comfort or repose of any considerable number of members of the public; or

(B) Interferes with, obstructs, or renders dangerous for passage, any public highway or right-of-

way, or waters used by the public; or

(C) Does any other act or omission declared by law or this ordinance to be a public nuisance.

SECTION TWO. PUBLIC NUISANCES AFFECTING HEALTH.

The following are hereby declared to be nuisances affecting health:

(A) The exposed accumulation of decayed or unwholesome food or vegetable matter;

(B) All diseased animals running at large;

(C) All ponds or pools of stagnant water;

(D) Carcasses of animals not buried or destroyed within twenty-four (24) hours after death;

(E) Accumulation of manure, refuse, or other debris;

(F) Privy vaults and garbage cans which are not rodent-free or fly-tight, or which are so

maintained as to constitute a health hazard or to emit foul and disagreeable odors;

(G) The pollution of any public well or cistern, stream or lake, canal or body of water by sewage,

industrial waste, or other substances;

(H) All noxious weeds and other rank growths of vegetation upon public or private property;

(I) Dense smoke, noxious fumes, gas, soot, or cinders in unreasonable quantities;

(J) All public exposure of people having a contagious disease;

(K) Any offensive trade or business as defined by statute not operating under local license; and

(L) Any other land use or condition found unreasonably to injure or endanger the health of any

members of the public.

SECTION THREE. PUBLIC NUISANCES AFFECTING MORALS AND DECENCY.

The following are hereby declared to be nuisances affecting public morals and decency:

(A) All gambling devices, slot machines, and punch boards, except otherwise authorized and

permitted by federal, state, or local law;

(B) Betting, bookmaking, and all apparatus used in those occupations;

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(C) All houses kept for the purpose of prostitution or promiscuous sexual intercourse, gambling

houses, houses of ill fame, and bawdy houses;

(D) All places where intoxicating or 3.2 malt liquor is manufactured or disposed of in violation of

law or where, in violation of law, people are permitted to resort, for the purpose of drinking intoxicating

or 3.2 malt liquor, or where intoxicating or 3.2 malt liquor is kept for sale or other disposition in violation

of law, and all liquor and other property used for maintaining that place; and

(E) Any vehicle used for the unlawful transportation of intoxicating or 3.2 malt liquor, or for

promiscuous sexual intercourse, or any other immoral or illegal purpose.

SECTION FOUR. PUBLIC NUISANCES AFFECTING PEACE AND SAFETY.

The following are declared to be nuisances affecting public peace and safety:

(A) All snow and ice that is not removed from public sidewalks within twelve (12) hours after the

snow or other precipitation causing the condition has ceased to fall;

(B) All trees, hedges, billboards, or other obstructions which prevent people from having a clear

view of all traffic approaching an intersection;

(C) All wires and limbs of trees which are so close to the surface of a sidewalk or street as to

constitute a danger to pedestrians or vehicles;

(D) Any person participating in any party or other gathering that causes the unreasonable

disturbing of the peace, quiet, or repose of another person;

(E) All unnecessary and annoying vibrations;

(F) Obstructions and excavations affecting the ordinary public use of streets, alleys, sidewalks, or

public grounds, except under conditions as are permitted by this ordinance or other applicable law;

(G) Radio aerials or television antennae erected or maintained in a dangerous manner;

(H) Any use of property abutting on a public street or sidewalk or any use of a public street or

sidewalk that causes large crowds or people to gather, obstructing traffic and the free use of the street or

sidewalk;

(I) All hanging signs, awnings, and other similar structures over streets and sidewalks, so situated

as to endanger public safety, or not constructed and maintained as provided by ordinance;

(J) The allowing of rainwater, ice, or snow to fall from any building or structure upon any street

or sidewalk or to follow across any sidewalk;

(K) Any barbed wire fence located less than six (6) feet above the ground and within three (3)

feet of a public sidewalk or way;

(L) All dangerous, unguarded machinery in any public place, or so situated or operated on private

property as to attract the public;

(M) Wastewater cast upon or permitted to flow upon streets or other public properties;

(N) Accumulations in the open of discarded or disused machinery, household appliances,

automobile bodies, scrap metal, rags, paper, rubber products, glass products, lumber products, products

resulting from the wrecking of automobiles or other vehicles, or other materials in a manner conducive to

the harboring of rats, mice, snakes, or vermin, or the rank growth of vegetation among the items so

accumulated, or in a manner creating fire, health, or other safety hazards from such accumulation;

(O) Any well, hole, or similar excavation that is left uncovered or in such other condition as to

constitute a hazard to any child or other person coming on the premises where it is located;

(P) Obstruction to the free flow of water in a natural waterway or a public street drain, gutter, or

ditch with trash or other materials;

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(Q) The placing or throwing on any street, sidewalk, or other public property of any glass, tacks,

nails, bottles, or other substances that may injure any person or animal or damage any pneumatic tire

when passing over such substance;

(R) The depositing of garbage or refuse on a public right-of-way or on adjacent private property;

(S) Reflected glare or light from private exterior lighting exceeding 0.5 foot-candles as measured

on the property line of the property where the lighting is located when abutting any residential parcel, and

one (1) foot-candle when abutting any commercial or industrial parcel; and

(T) Any building that has been destroyed by fire, has been abandoned, or is in such condition as

to constitute a hazard to any person on the premises.

(U) All other conditions or things which are likely to cause injury to the person or property of

another.

SECTION FIVE. NOISE VIOLATIONS.

(A) Prohibited noises.

The following are declared to be nuisances affecting public health, safety, peace, or welfare:

(1) Any distinctly and loudly audible noise that unreasonably annoys, disturbs, injures, or

endangers the comfort, repose, health, peace, safety, or welfare of any person, or precludes their

enjoyment of property, or affects their property’s value (this general prohibition is not limited by any

specific restrictions provided in this ordinance);

(2) All obnoxious noises, motor vehicle or otherwise, in violation of Minn. R. Ch. 7030, as they

may be amended from time to time, are hereby incorporated into this ordinance by reference;

(3) The use of any vehicle so out of repair or so loaded as to create loud and unnecessary grating,

grinding, rattling, or other noise;

(4) The discharging of the exhaust or permitting the discharge of the exhaust of any statutory

internal combustion engine, motor boat, motor vehicle, motorcycle, all terrain vehicle (ATV),

snowmobile, or any recreational device, except through a muffler or other device that effectively prevents

loud or explosive noises there from and complies with all applicable state laws and regulations;

(5) Any loud or excessive noise in the loading, unloading, or unpacking of any vehicle; and

(6) The use or operation, or permitting the use or operation, of any radio receiving set, television

set, musical instrument, music device, paging system, machine, or other device for producing or

reproduction of sound in a distinctly and loudly audible manner so as to disturb the peace, quiet, and

comfort of any person nearby.

(B) Hourly restriction of certain operations.

(1) Domestic power equipment. No person shall operate a power lawn mower, power hedge

clipper, chain saw, mulcher, garden tiller, edger, drill, or other similar domestic power equipment, except

between the hours of 7:00 a.m. and 10:00 p.m. on any weekday or between the hours of 8:00 a.m. and

10:00 p.m. on Saturday, 10:00 a.m. and 10:00 p.m. on Sundays and holidays. Snow removal equipment is

exempt from this provision.

(2) Refuse hauling. No person shall collect or remove garbage or refuse in any residential

district, except between the hours of 6:00 a.m. and 10:00 p.m. on any weekday or between the hours of

9:00 a.m. and 9:00 p.m. on any weekend or holiday.

(3) Construction activities. No person shall engage in or permit construction activities involving

the use of any kind of electric, diesel, or gas-powered machine or other power equipment, except between

the hours of 7:00 a.m. and 10:00 p.m. on any weekday or between the hours of 8:00 a.m. and 10:00 p.m.

on Saturday, 10:00 a.m. and 10:00 p.m. on Sundays and holidays.

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(4) Radios, music devices, paging systems, and the like. The operation of any device referred to

in subdivision (A) (6) between the hours of 10:00 p.m. and 7:00 a.m. in a manner so as to be plainly

audible at the property line of the structure or building in which it is located, or at a distance of 50 feet if

the source is located outside a structure or building shall be prima facie evidence of a violation of this

section.

(5) Special Events – Exemptions. It is recognized by the City that public policy requires

discretion in enforcing this section in the context of certain special events. It is further recognized that

special events are by their nature unique and infrequent. Therefore, noise levels relating to special events

operating with approval of the City, including, but not necessarily limited to, the annual town celebration

of Harvest Festival, and the MIA-POW Motorcycle Run; public dances; and other special events

sanctioned by the City, shall be exempt from the prima facie provisions of Section 5, sub-sections A6 and

B4.

(C) Noise impact statements. The Council may require any person applying for a change in

zoning classification or a permit or license for any structure, operation, process, installation, alteration, or

project that may be considered a potential noise source to submit a noise impact statement on a form

prescribed by the Council. The Council shall evaluate each such statement and take its evaluation into

account in approving or disapproving the license or permit applied for or the zoning changes requested.

SECTION SIX. NUISANCE PARKING AND STORAGE.

(A) Declaration of nuisance. The outside parking and storage on residentially zoned property of

large numbers of vehicles and vehicles, materials, supplies, or equipment not customarily used for

residential purposes in violation of the requirements set forth below is declared to be a public nuisance

because it: (1) obstructs views on streets and private property, (2) creates cluttered and otherwise

unsightly areas, (3) prevents the full use of residential streets for residential parking, (4) introduces

commercial advertising signs into areas where commercial advertising signs are otherwise prohibited, (5)

decreases adjoining landowners’ and occupants’ use and enjoyment of their property and neighborhood,

and lake views, and (6) otherwise adversely affects property values and neighborhood patterns.

(B) Unlawful parking and storage.

(1) A person must not place, store, or allow the placement or storage of ice fishing houses,

skateboard ramps, playhouses, or other similar non-permanent structures outside continuously for longer

than twenty-four (24) hours in the front yard area of residential property unless more than one hundred

(100) feet back from the front property line.

(2) A person must not place, store, or allow the placement or storage of pipe, lumber, forms, steel,

machinery, or similar materials, including all materials used in conjunction with a business, household

furnishings or appliances outside on residential property, unless shielded from public view by an opaque

cover or fence.

(3) A person must not cause, undertake, permit, or allow the outside parking and storage of

vehicles on residential property unless it complies with the following requirements:

(a) No more than four (4) vehicles per lawful dwelling unit may be parked or stored

anywhere outside on residential property, except as otherwise permitted or required by

the city because of nonresidential characteristics of the property. The maximum number

does not include vehicles of occasional guests who do not reside on the property.

(b) Vehicles, watercraft, and other articles stored outside on residential property must be

owned by a person who resides on that property. All items stored must have current

license and registration. Students who are away from school for periods of time but still

claim the property as their legal residence will be considered residents on the property.

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(c) Any recreational vehicle designed for sport, amusement or recreation regardless of

whether is it eligible to be licensed, must be in the rear or side yard provided a 5-foot

setback from property lines is maintained. Snowmobiles, all terrain vehicles and boats

must be tightly covered to keep out rodents, rain and be kept free of standing water. All

recreational items should be stored to prevent any water accumulation. The recreational

vehicle cannot obstruct any walkways or impede any view for traffic or pedestrians. The

maximum number of vehicles allowed is three (3) recreational vehicles in good repair

and operational. All recreational vehicles must be on wheels or securely attached to a

wheeled trailer or wheeled vehicle, with wheels fully inflated. Recreational vehicles

cannot be parked on residential streets for longer than forty-eight (48) hours. Recreational

vehicles are not to be used as a residence for any length of time.

(d) Any motorized recreational vehicle located at a residence must be located on a

parking area constructed with concrete, asphalt, concrete pavers, brick set in compacted

sand or other impervious or semi-impervious material. A non-motorized vehicle must be

located on either a parking area that meets the requirements for motorized recreational

vehicles or on a decorative rock surface. The decorative rock surface must meet the

following criteria: a four-inch base of class five minimum rock; commercial grade weed

prevention fabric must be installed beneath the rock surface; edging must be installed to

contain the rock; and the area must be maintained to prevent weed growth. The parking

surface must extend to the maximum width and the maximum length of the vehicle that is

parked. No portion of the recreational vehicle may extend beyond the paved or rock

surface.

SECTION SEVEN. INOPERABLE MOTOR VEHICLES.

(A) Declaration of nuisance. Any motor vehicle described in this section shall constitute a

hazard to the health and welfare of the residents of the community as such vehicles can harbor noxious

diseases, furnish a shelter and breeding ground for vermin, and present physical danger to the safety and

well-being of children and citizens. Motor vehicles also contain various fluids which, if released into the

environment, can and do cause significant health risks to the community.

(B) Inoperable motor vehicles. It shall be unlawful to keep, park, or store any unlicenced,

unregistered or inoperable vehicle, including boats, snowmobiles, trailers or any other means of

conveyance, or abandon any motor vehicle that is not in operating condition, partially dismantled, used

for repair of parts or as a source of repair or replacement parts for other vehicles, kept for scrapping,

dismantling, or salvage of any kind, or which is not properly licensed for operation within the state,

pursuant to Minn. Stat. § 168B.011, subd. 3, as it may be amended from time to time.

(C) Screening. This section does not apply to a motor vehicle enclosed in a lawfully erected

building and/or kept out of view from any street, road, or alley, and which does not foster complaint from

a resident of the city. Privacy fencing is permissible.

SECTION EIGHT. DUTIES OF CITY OFFICERS.

City officials may apply and enforce any provision of this ordinance relating to public nuisances

within this jurisdiction. Any peace officer or other designated city official shall have the power to inspect

private premises and take all reasonable precautions to prevent the commission and maintenance of public

nuisances.

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SECTION NINE. ABATEMENT PROCEDURE.

(A) Procedure. Whenever the peace officer or other designated official determines that a public

nuisance is being maintained or exists on the premises in the city, the official shall notify in writing the

owner of record or occupant of the premises of such fact and order that the nuisance be terminated or

abated. The notice shall be by certified or registered mail. The notice of violation shall specify the steps

to be taken to abate the nuisance and the time within which the nuisance is to be abated, not to exceed 30

days. If the notice of violation is not complied with within the time specified, the official shall report that

fact forthwith to the City Council. Thereafter, the City Council may, after notice to the owner or occupant

and an opportunity to be heard, determine that the condition identified in the notice of violation is a

nuisance and further order that if the nuisance is not abated within the time prescribed by the City

Council, the City may take any and all action necessary to abate said nuisance immediately and may

assess to the landowner any and all costs incurred therein, including legal fees and costs, and said

assessment shall be a specific lien against any real estate owned by said landowner.

(B) Notice. Written notice of the violation; notice of the time, date, place, and subject of any

hearing before the City Council; notice of the City Council order; and notice of motion for summary

enforcement hearing shall be served by a peace officer or designated official on the owner of record or

occupant of the premises either in person or by certified or registered mail. If the premise is not occupied,

the owner of record is unknown, or if the owner of record or occupant refuses to accept notice, notice of

the violation shall be served by positing it on the premises.

(C) Emergency procedure; summary enforcement. In cases of emergency, where delay in

abatement required to complete the procedure and notice requirements as set forth in subdivisions (A) and

(B) of this section will permit a continuing nuisance to unreasonably endanger public health, safety, or

welfare, the City Council may order summary enforcement and abate the nuisance. To proceed with

summary enforcement, the peace officer or other designated official shall determine that a public nuisance

exists or is being maintained on premises in the city and that delay in abatement will unreasonably

endanger public health, safety, or welfare. The officer or designated official shall notify in writing the

occupant or owner of the premises of the nature of the nuisance, whether public health, safety, or welfare

will be unreasonably endangered by delay in abatement required to complete the procedure set forth in

subdivision (A) of this section and may order that the nuisance be immediately terminated or abated. If

the nuisance is not immediately terminated or abated, the City Council may order summary enforcement

and abate the nuisance.

(D) Immediate abatement. Nothing in this section shall prevent the city, without notice or other

process, from immediately abating any condition that poses an imminent and serious hazard to human life

or safety.

(E) Unlawful parties or gatherings. When law enforcement determines that a gathering is

creating such a noise disturbance as prohibited under Section Four, Subdivision D, the officer may order

all persons present, other than the owner or tenant of the premises where the disturbance is occurring, to

disburse immediately. No person shall refuse to leave after being ordered to do so by law enforcement.

Every owner or tenant of such premises who has knowledge of the disturbance shall make every

reasonable effort to see that the disturbance is stopped.

(F) Judicial remedy. Nothing in this section shall prevent the city from seeking a judicial remedy

when no other adequate administrative remedy exists.

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SECTION TEN. RECOVERY OF COST.

(A) Personal liability. The owner of the premises on which a nuisance has been abated by the

city, or a person who has caused a public nuisance on property not owned by that person, shall be

personally liable for the cost to the city of the abatement, including administrative costs. As soon as the

work has been completed and the cost determined, the city clerk or other city official shall prepare a bill

for the cost and mail it to the owner. Thereupon the amount shall be immediately due and payable at the

office of the city clerk.

(B) Assessment. After notice and hearing as provided in Minn. Stat. § 429.061, as it may be

amended from time to time, if the nuisance is a public health or safety hazard on private property, the

accumulation of snow and ice on public sidewalks, the growth of weeds on private property or outside the

traveled portion of streets, or unsound or insect-infected trees, the city clerk shall, on or before September

1 next following abatement of the nuisance, list the total unpaid charges along with all other such charges

as well as other charges for current services to be assessed under Minn. Stat. § 429.101 against each

separate lot or parcel to which the charges are attributable. The City Council may then spread the charges

against the property under that statute and any other pertinent statutes for certification to the county

auditor and collection along with current taxes the following year or in annual installments, not exceeding

ten (10), as the City Council may determine in each case.

SECTION ELEVEN. PENALTY.

Any person found to be in violation of any provision of this ordinance is guilty of a misdemeanor

and shall be punished by a fine or imprisonment, not to exceed the maximums provided by Minnesota

Statues, or both, plus the costs of prosecution in either case.

Any person convicted of violating any provision of this ordinance is guilty of a misdemeanor and

shall be punished by a fine not to exceed one thousand dollars ($1,000.00) or imprisonment for not more

than ninety (90) days, or both, plus the costs of prosecution in either case.

SECTION TWELVE. SEVERABILITY.

If any provision of this ordinance is found to be invalid for any reason by a court of competent

jurisdiction, the validity of the remaining provisions shall not be affected.

SECTION THIRTEEN. EFFECTIVE DATE.

This ordinance becomes effective on the date of its publication, or upon the publication of a

summary of the ordinance as provided by Minn. Stat., § 412.191, subd. 4, as it may be amended from

time to time, which meets the requirements of Minn. Stat. § 331A.01, subd. 10, as it may be amended

from time to time.

Passed by the City Council this _____ day of ______________________, 2015.

_________________________________ Attested: _______________________________________

Deb Myrfield Shannon R. Mortenson

Mayor City Administrator/Clerk-Treasurer

ORDINANCE AUTHORIZING AND REGULATING PUBLIC NUISANCES

PROPERTY____________________________________________

OWNER______________________________________________

❑ Identify the public nuisance (attach ordinance and highlight)

❑ Letter sent CERTIFIED or REGISTERED mail identifying the public nuisance

o Abatement of the nuisance must happen within 30 days

o Date Letter Sent__________________________

o Abatement Deadline______________________

❑ If abatement does not happen within the 30 days, the nuisance is reported to

the City Council. Meeting Date________________________________

❑ Motion by City Council to give Notice to property owner.

❑ Letter informing property owner the opportunity to appear before the city

council.

o Notice of time, date, place and subject before the City Council

o Notice of the order

o Notice of motion for summary enforcement hearing shall be delivered

via Sheriff’s Department or Certified/Registered mail.

o If the property is abandoned and owner not found, notice is posted on

the property.

o Date Letter Delivered______________________________

❑ Hearing of the Council

o Date of Hearing_____________________________

❑ Owner is responsible for costs incurred by the city to enforce ordinance.

❑ Costs can be assessed to the property on or before September 1.

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City of Greenbush Job Description Position Title: Mayor Department: City of Greenbush Reports To: Citizens of Greenbush Date of Description Approval: ????

Position Summary

To officially speak for both the government and the community. Act as the presiding officer at meetings. Identify and discuss issues impacting the City of Greenbush. Receive and consider public input. Make appropriate decisions in a manner that encourages full and open discussion. Exercise all the powers that State statutes and City Ordinances empower to the City, Mayor and Council Members to govern the community lawfully.

Essential Duties and Responsibilities

1. Serve as the official head of the city. a. Provide leadership in city affairs. b. Serve as the city’s representative before the Minnesota Legislature, federal agencies,

other local governments, and other official meetings. c. Perform ceremonial duties on behalf of the community. d. Greet important visitors, gives formal and informal talks, and take part in public events. e. Can explain city issues and programs. f. Ex-officio member of the Greenbush Fire Relief Association Board of Trustees.

2. Serves as the presiding officer at council meetings a. The Mayor recognizes speakers for debate and motions, and rules on questions of

council procedure. b. Runs meeting using Roberts Rules of Order and abides by the open meeting law. c. Is one of five voting members of the Council and votes on all motions before the

Council. d. May call special meetings.

3. Executes Official Documents a. Must sign ordinances, contracts and other documents authorized by the Council.

4. Regularly and thoroughly prepares for each city council meeting. a. Read and review the agenda materials supplied. b. Become familiar with the city comprehensive plans, budget, capital improvement

program, policies and procedures, and other city documents that impact city policy. c. Conduct site visits as appropriate. d. Solicit and receive input from affected parties and the general public. e. Participate in meaningful consideration of agenda items.

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f. Participate in discussion of issue; including requesting additional data and/or considering various perspectives whether the Council Member’s personal views, those of testifying citizens or as well as citywide impacts on policies and proposals before the Council.

g. Actively listen to ensure a complete appreciation of each proposal and the respective positions of the petitioner, affected parties (businesses, residents, etc.), and the city staff.

5. Acts as liaison between the city and the general public. 6. Discuss issues impacting the city with State Legislators, and other local governments. 7. Establish and modify goals and objectives for the city.

a. Set administrative policies. b. Establish a public policy for the city. c. Helps to ensure the enforcement of city ordinances.

8. Review and approve an annual budget and tax levy with the city council. 9. Review and approve a capital improvements program for the city with the city council.

a. Formulates the policies to solve future issues and adjust to social and economic trends. 10. Conducts intergovernmental affairs and provides community leadership when dealing with

outside entities as a. Serve as council liaison to city committees or other agencies serving Greenbush as

appointed. b. Create committees of the city. c. Conduct city business with state and federal agencies with city employees. d. Participate in intergovernmental programs and the work of the League of Minnesota

Cities. e. Participate in civic events providing leadership and promoting new ideas and programs

to improve the community and its surrounding area. 11. Set and Interpret rules governing its own proceedings

a. Preserve order at city council meetings. b. Establish rules of procedure. c. Encourage the attendance of members at meetings and address non-attendance. d. Identify actual or potential conflicts of interest and abstains from related votes.

Minimum Requirements

1. Elected by popular election by citizens of Greenbush. 2. Must meet the State requirements for holding office:

a. Eligible to vote in Minnesota. b. Have not filed for the same or any other office at the upcoming primary or election. c. Will be 21 years of age or more at the time of assuming office. d. U.S. citizen. e. A resident of the city for at least 30 days prior to the election.

The duties listed above are intended only as illustrations of the various types of work that may be performed. The omission of specific statements of duties does not exclude them from the position if the work is similar, related, or a logical assignment to the position. The job description does not constitute

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an employment agreement between the employer and employee and is subject to change by the employer as the needs of the employer and requirements of the job change.

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City of Greenbush Job Description Position Title: City Council Member Department: City of Greenbush Reports To: Citizens of Greenbush Date of Description Approval: ????

Position Summary: To identify and discuss issues impacting the City of Greenbush, receive and consider public input, make appropriate decisions in a manner which encourages full and open discussion, and exercise all the powers that State Statutes and City Ordinances empower to the City, Mayor and Council Members to govern the community lawfully. Councilmember’s statutory duties are performed by the council as a whole. Councilmembers may never “act” alone. The most important responsibility is to participate in council meetings.


1. Prepare and participate in each city council meeting.

a. Read and review the agenda materials supplied. b. Participate in discussion, make and second motions, and vote on matters before the

council. c. Actively listen to ensure a complete understanding of each proposal and the respective

positions of the petitioner, affected parties (businesses, residents, etc.), and the city staff.

d. Act as liaison between the city and the general public, keeping in mind that councilmembers may never “act” alone.

2. Serve as a member of the committees to provide information for city council consideration. a. Accomplish necessary committee research. b. Assume a constructive and active role in committees.

3. Establish and modify goals and objectives for the city. a. Set administrative policies. b. Establish a public policy for the city. c. Ensure the enforcement of city ordinances.

4. Review and approve an annual budget and tax levy. 5. Review and approve a capital improvements program for the city.

a. Formulates the policies to solve future issues and adjust to social and economic trends. 6. Serve as council liaison to city committees or other outside agencies serving Greenbush.

a. Create committees of the city. b. Conduct city business with state and federal agencies with city employees.

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c. Participate in intergovernmental programs and the work of the League of Minnesota Cities.

d. Participate in civic events providing leadership and promoting new ideas and new programs to improve the community and its surrounding area.

7. Set and interpret rules governing its own proceedings a. Preserve order at city council meetings. b. Establish rules of procedure. c. Encourage attendance of members at meetings and address non-attendance. d. Identify actual or potential conflicts of interest that occur and abstain from the related

votes.


1. Elected by Greenbush residents. 2. Must meet the State Requirements for Holding Office:

a. Eligible to vote in Minnesota b. Have not filed for the same or any other office at the upcoming primary or election c. Will be 21 years of age or more at the time of assuming office d. U.S. citizen e. Residents of the city for at least 30 days prior to the election

The duties listed above are intended only as illustrations of the various types of work that may be performed. The omission of specific statements of duties does not exclude them from the position if the work is similar, related, or a logical assignment to the position. The job description does not constitute an employment agreement between the employer and employee and is subject to change by the employer as the needs of the employer and requirements of the job change.

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City of Greenbush Job Description

Position Title: Clerk-Treasurer Department: City of Greenbush Office Reports to: City Council Supervises: Pool Employees, Part-time Janitorial Employees FLSA Status: Full Time, Non-exempt

(Hours based on 40-hour week, may earn overtime/comp. time)

Date of Description Approval: ???? Position Summary The Clerk-Treasurer is responsible for planning, organizing, and managing all municipal activities. The position serves under the direction and guidance of the City Council. Essential Duties and Responsibilities The listed examples may not include all duties performed.

⋅ Be able to represent the City courteously and professionally in person, phone, or correspondence.

⋅ Demonstrate by personal example, the desired standards of conduct and work performance and promotes teamwork through communication, motivation, and cooperation.

⋅ Analyze the use and acquisition of technology to enhance the efficiency and effectiveness of city services.

⋅ Report to the City Council regularly to update them on the status of city projects, activities, and programs. Communicate with the Council members through written reports, personal conversations, and electronic messages.

⋅ Make recommendations regarding organizational structure and staffing. Coordinate performance reviews. Oversee all personnel policies and actions. Maintain personnel files.

⋅ Coordinate the implementation of the City’s goals and strategic plan. Develop short-term and long-term goals with the City Council.

⋅ Plan, develop, and implement administrative policies, rules, regulations, and procedures. Draft City ordinances, resolutions, and policies for the City Council to approve.

⋅ Help to ensure that all laws and ordinances are enforced. Monitor City operations to ensure compliance with applicable laws, regulations, rules, policies, and ordinances.

⋅ Oversee the preparation of the annual budget for presentation to the City Council. Develop a budget process that meets all city and state guidelines. Keep the City Council informed of the financial condition of the City and recommend action as appropriate. Develop a Capital Improvement Program (CIP) and presents it to the City Council for approval.

⋅ Manage accounting, utility billing, and payroll functions. Oversee the preparation of information for the annual audit and review reports. Manage the insurance program, safety, and risk

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management for the City. Oversee the maintenance of all municipal records and documents as required by law.

⋅ Oversee the investment of all city funds, including general fund, utilities, and other enterprise funds in accordance with City Council guidelines and sound financial practices. Oversee the City’s cash flow and investment activities and has operational knowledge of bonding and debt financing. Is responsible for managing all of the City’s physical assets for accounting and financial purposes.

⋅ Make recommendations to City Council on all rate changes, including Water, Wastewater, and Garbage services.

⋅ Attend and participate in all City Council and select committee meetings. Prepare agendas and meeting minutes for Council meetings. Attend other meetings as necessary and meet with other government bodies as appropriate or as directed by the City Council. Serve as a lead staff member to the city committees or authorities.

⋅ Regularly interact with legislators, local leaders, and state and county officials. Serve as liaison to businesses and community groups.

⋅ Oversee the administrative portion of all public improvement projects. Review plans and specifications, the advertisement for bid notices, contracts, pay requests, and change orders. Oversee the preparation of assessment hearing notices, correspondence, assessment rolls, certifications, resolutions, etc.

⋅ Prepare or oversee the preparation of grant and/or loan applications. Administer grant and/or loan money that is received. Prepare related reports. Research grant opportunities that will assist the City in pursuing its goals and objectives.

⋅ Oversee local elections under State Statutes and County requirements. ⋅ Respond to the concerns, issues, complaints, and questions from the public and employees. ⋅ Have working knowledge of economic development tools that can help small, rural communities

grow and prosper. ⋅ Oversee the City’s park and recreation activities. Participate in park planning. ⋅ Oversee the management of the city office, community center and library facility. Book

reservations for facilities. Order supplies for facilities. ⋅ Oversee the management of the pool. Supervise pool staff. ⋅ Supervise part-time janitorial staff. ⋅ Participate in professional management organizations to pursue training and development

opportunities.

Knowledge, Skills, and Abilities Required The requirements listed below are representative of the knowledge, skills, and/or abilities required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

⋅ Knowledge of management principles and practices as they apply to public sector management, including personnel management and organization development.

⋅ Ability to plan and analyze City operations, develop alternatives, and determine the costs, advantages, and disadvantages of various options.

⋅ Ability to communicate effectively, professionally to maintain a positive and productive working environment.

⋅ Ability to be flexible and adapt to changing circumstances. ⋅ Ability to analyze and solve multiple issues and challenging and complex problems.

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⋅ Ability to make independent decisions with a limited amount of analytical data and information. ⋅ Ability to get along well with others, to be active in the community, and maintain effective

relations with a wide variety of people and groups. ⋅ Knowledge of municipal utilities, including water and waste-water systems. ⋅ Ability to think strategically with the willingness to take risks to try new models and methods to

promote efficient and effective services. ⋅ Ability to introduce administrative procedures and standard operating practices into a

workplace culture. Education and/or Experience A degree in Accounting, Business Administration, or related field or three to five years of clerical experience including accounting, record keeping, taking minutes, and researching files, which included considerable public contact. Supervisory experience is also desired. Willing to become a Minnesota Certified Municipal Clerk-three years of training. Communication Skills Must have the ability to present reports and make recommendations to the City Council and other entities. ability to communicate effectively both orally and in writing with elected and appointed officials, staff, other public officials, volunteer departments, and the general public. Working Conditions Work is light to moderate, requiring sitting for extended periods and variably frequent rising, walking, standing, and bending. The position is required to have hand and arm dexterity adequate to allow for extensive use of keyboards. Must be able to talk and hear with enough proficiency to allow for communicating by phone or in-person. To have enough vision to accommodate frequent viewing of computer screens and printed reports. This position requires lifting and/or moving up to 10 pounds frequently and infrequently lifting or moving up to 30 pounds. The noise level is usually low to moderate. Flexibility to work consistent business hours and be available to return to the office nights for meetings. The work environment and physical demands described here are representative of those an employee encounter while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

The functions, criteria, and qualifications are intended only as an illustration of various types of work performed and are not all-inclusive. The job description does not constitute an employment agreement and is subject to change as the needs of the City and the requirements of the position change. By signing below, I certify that I understand the work requirements as outlined in the job description.

____________________________________________ ___________________________ Employee Signature Date

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Position Title: Public Works Supervisor Department: Streets, Buildings, Parks, Utilities Reports To: City Council Supervises: Public Works Technician, seasonal help,

contractual labor FLSA Status: Full Time, Non-exempt


Date of Description Approval: ???? Position Summary: Plan, implement and oversee operations, installation, maintenance, and repair of the water system, wastewater system, streets, sidewalks, parks, swimming pool, buildings, and other public works projects or programs. Perform related duties as required to ensure the needs of the City are adequately met. This position is on call whenever necessary. During pool operation, months must check the pool on alternating weekends. Essential Duties and Responibilities The listed examples may not include all duties performed.


⋅ Demonstrate by personal example, the desired standards of conduct and work performance, and promotes teamwork through communication, motivation, and cooperation.

⋅ Provide customer service to residents by responding to calls, work orders, and other requests as needed.

⋅ Plan, organize, direct, and coordinate the operations of the Public Works Department by researching the feasibility and costs of projects and recommends actions.

⋅ Monitor department budget and attends council and other meetings as needed. ⋅ Help develop and oversee policies, procedures, and practices to ensure safety and efficiency. ⋅ Knowledge and ability to operate and maintain the water and wastewater facilities. ⋅ Knowledge and ability to follow water and wastewater treatment safety requirements. ⋅ Knowledge of federal and state laws, municipal ordinances, and regulatory requirements for

applicable facilities and systems. ⋅ Response to calls and repairs and maintenance of wells, pumps, lifts stations, storm sewer catch

basins, ponds, treatment plants, distribution/collection lines, water tower, hydrants, and meters.

⋅ Follow all OSHA rules and regulations and attend training classes. Including confined space

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entry. ⋅ May be required to work after regular hours – over-time compensated – 24/7 work week ⋅ Coordinate with outside contractors, engineers, etc. on City-approved projects. ⋅ Maintain community center, fire hall, city shop, parks, pool, recreational equipment, and any

other unlisted property. ⋅ Plan, direct, and participate in street maintenance including; sweeping, plowing, sanding,

patching, paint curbs, haul gravel for alleys, streets, parking lots, tree removal, and street signage.

⋅ Anticipate seasonal maintenance needs and plans for availability & preparedness of equipment, contract or seasonal personnel, and materials.

⋅ Determine the equipment needs of the department and makes recommendations for capital purchases.

⋅ Maintain & review accurate records relating to repair and maintenance for all aspects of the public works department.

⋅ Develop & implement safety procedures for the safe operation of tools, equipment, and buildings maintained and operated by the City.

⋅ Perform a variety of manual labor tasks in the general maintenance & operation of pickups, sweeper, dump truck, plow, grader, mowers, etc.

⋅ Supervise and assist with putting up and taking down Christmas decorations on Main Street and other various city properties.

⋅ Other duties as apparent or as delegated by the City Council. Knowledge, Skills, and Abilities

⋅ Responsible for working overtime, shift changes, or be on call as necessary or assigned. ⋅ Strong knowledge of methods, tools, and equipment used in public works maintenance activities

such as, but not limited to: snow removal, street repair and maintenance, boulevard repair and maintenance, storm sewer repair and maintenance, equipment care and maintenance, and tree trimming and removal.

⋅ Ability to handle detailed work and equipment requiring patience and good judgment. ⋅ Ability to work in a variety of manual laboring tasks in varying weather conditions and the use of

heavy hand tools. ⋅ Ability to use both fine and large motor skills to perform tasks requiring manual dexterity,

including working at heights over 10 feet, lifting equipment, hand tools, and supplies weighing up to 80 pounds.

⋅ Ability to stand, walk, or operate a vehicle, sometimes for extended periods. ⋅ Ability to bend, crouch, or stoop during the workday. ⋅ Ability to work in adverse weather conditions. ⋅ Ability to operate a computer, telephone or radio for work calls. ⋅ Ability to work with and around irritants, fumes, and hazardous chemicals. ⋅ Ability to work independently and carry out required assignments. ⋅ Ability to follow oral instructions and to read and follow written instructions. ⋅ Ability to establish good communications and working relationship with City Council and fellow

employees. ⋅ Ability to respond to customer needs and complaints in a courteous, timely, and friendly

manner.

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⋅ Ability to undertake assignments that require visual acuity and ability to hear. Noise level is usually moderate but varies greatly depending upon the nature of work being conducted.

⋅ Ability to work in controlled hazardous environments, including work with chemicals and confined space.


⋅ Must be at least 18 years of age and have a high school diploma or G.E.D. ⋅ Class C Water Operators License or ability to obtain within a reasonable time based on MN

Department of Health requirements ⋅ Class D Wastewater Operators License or ability to obtain within a reasonable time based on

MN Department of Health requirements ⋅ Certified Pool Operators License or ability to obtain within a one year of hire date ⋅ Class D MN Commercial Driver’s License ⋅ Anyone born after July 1, 1987 and over the age of 16 needs ATV safety certification

Desirable Qualifications

⋅ Experience working in a municipal public works department ⋅ Training/education in maintenance, machinery, mechanics or related field ⋅ History of safe work habits and clean driving record ⋅ Additional street and/or utility maintenance, construction or farming experience including

the use of equipment ⋅ Organized, self-starter with the ability to finish tasks promptly

The work environment and physical demands described here are representative of those an employee encounter while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.


________________________________________ ___________________________ Employee Signature Date

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Position Title: Public Works Technician Department: Streets, Buildings, Parks, Utilities Reports To: Public Works Supervisor Supervises: No supervision of others FLSA Status: Full Time, Non-exempt


Date of Description Approval: ???? Position Summary: Oversee operations, installation, maintenance, and repair of the water system, wastewater system, streets, sidewalks, parks, swimming pool, buildings, and other public works projects or programs as directed. Perform related duties as required to ensure the needs of the City are adequately met. This position is on call whenever necessary. During pool operation, months must check the pool on alternating weekends. Essential Duties and Responsibilities

The listed examples may not include all duties performed.


⋅ Demonstrate by personal example, the desired standards of conduct and work performance and promotes teamwork through communication, motivation, and cooperation.

⋅ Knowledge and ability to operate and maintain the water and wastewater facilities. ⋅ Knowledge and ability to follow water and wastewater treatment safety requirements. ⋅ Knowledge of federal and state laws, municipal ordinances, and regulatory requirements for

applicable facilities and systems. ⋅ Response to calls and repairs and maintenance of wells, pumps, lifts stations, storm sewer catch

basins, ponds, treatment plants, distribution/collection lines, water tower, hydrants, and meters.

⋅ Follow all OSHA rules and regulations and attend training classes. Including confined space entry ⋅ May be required to work after regular hours – over-time compensated – 24/7 work week ⋅ Maintain community center, fire hall, city shop, parks, pool, recreational equipment, and any

other unlisted property. ⋅ Participate in street maintenance, including; sweeping, plowing, sanding, patching, paint curbs,

haul gravel for alleys, streets, parking lots, tree removal, and street signage. ⋅ Maintain accurate records relating to repair and maintenance for all aspects of the public works

department.

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⋅ Follow safety procedures for the safe operation of tools, equipment, and buildings maintained and operated by the City.

⋅ Perform a variety of manual labor tasks in the general maintenance & operation of pickups, sweeper, dump truck, plow, grader, mowers, etc.

⋅ Assist with putting up and taking down Christmas decorations on Main Street and other various city properties.

⋅ Other duties as apparent or as delegated by the Administrator or City Council. Knowledge, Skills, and Abilities

⋅ Responsible for working overtime, shift changes, or be on call as necessary or assigned. ⋅ Strong knowledge of methods, tools, and equipment used in public works maintenance activities

such as, but not limited to: snow removal, street repair and maintenance, boulevard repair and maintenance, storm sewer repair and maintenance, equipment care and maintenance, and tree trimming and removal.

⋅ Ability to handle detailed work and equipment requiring patience and good judgment. ⋅ Ability to work in a variety of manual laboring tasks in varying weather conditions and the use of

heavy hand tools. ⋅ Ability to use both fine and large motor skills to perform tasks requiring manual dexterity,

including working at heights over 10 feet, and the ability to lift equipment, hand tools, and supplies weighing up to 80 pounds.



manner. ⋅ Ability to undertake assignments that require visual acuity and ability to hear. Noise level is

usually moderate but varies greatly depending upon the nature of work being conducted. ⋅ Ability to work in controlled hazardous environments, including work with chemicals and

confined space.


⋅ Must be at least 18 years of age and have a high school diploma or G.E.D. ⋅ Class C Water Operators License or ability to obtain within a reasonable time based on MN

Department of Health requirements ⋅ Class D Wastewater Operators License or ability to obtain within a reasonable time based on

MN Department of Health requirements ⋅ Certified Pool Operators License or ability to obtain within a one year of hire date ⋅ Class D MN Commercial Driver’s License

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⋅ Anyone born after July 1, 1987 and over the age of 16 needs ATV safety certification Desirable Qualifications

⋅ Experience working in a municipal public works department. ⋅ Training/education in maintenance, machinery, mechanics or related field . ⋅ History of safe work habits and clean driving record. ⋅ Additional street and/or utility maintenance, construction or farming experience including

the use of equipment. ⋅ Organized, self-starter with the ability to finish tasks promptly.




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Position Title: Public Works Snow Removal Department: Streets Reports To: Public Works Supervisor Supervises: No supervision of others FLSA Status: Seasonal, Part-Time, Non-exempt


Date of Description Approval: ???? Position Summary Under general supervision, this service position operates and maintains light and heavy equipment and hand tools to perform general labor required in the removal of snow from the City. This worker will be responsible for adhering to maintenance and safety standards that provide a comfortable environment for the public. Essential Duties and Responsibilities

The listed examples may not include all duties performed. ⋅ Perform basic street maintenance practices. ⋅ Operate and perform routine maintenance on motorized equipment, including light and heavy

maintenance equipment, dump trucks, front end loaders, skid loaders, trucks, and tractors. ⋅ Follows proper safety and operating precautions in all areas of work to avoid personal time

and/or property loss accidents. Use appropriate safety equipment and operate equipment safely.

⋅ Cooperate with contractors, co-workers, and other department heads. ⋅ Follow directions and performs duties to the satisfaction of Public Works staff and the general

public. ⋅ Assist full-time employees with projects and general tasks as assigned.

Knowledge, Skills, and Abilities

⋅ Responsible for working overtime, and for being on call as necessary. ⋅ Strong knowledge of methods, tools, and equipment used in public works maintenance activities

for snow removal. ⋅ Ability to handle detailed work and equipment requiring patience and good judgment ⋅ Ability to work in a variety of manual laboring tasks in varying weather conditions and the use of

heavy hand tools

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⋅ Ability to use both fine and large motor skills to perform tasks requiring manual dexterity, including working at heights over 10 feet, and the ability to lift equipment, hand tools, and supplies weighing up to 80 pounds.





confined space.


⋅ Must be at least 18 years of age and have a high school diploma or G.E.D. ⋅ Class D MN Commercial Driver’s License ⋅ Anyone born after July 1, 1987 and over the age of 16 needs ATV safety certification

Desirable Qualifications ⋅ Experience working in a municipal public works department ⋅ Training/education in maintenance, machinery, mechanics or related field ⋅ History of safe work habits and clean driving record ⋅ Additional street and/or utility maintenance, construction or farming experience including the use of

equipment ⋅ Organized, self-starter with the ability to finish tasks promptly


The functions, criteria, and qualifications are intended only as an illustration of various types of work performed and are not all-inclusive. The job description does not constitute an employment agreement and is subject to change as the needs of the City and the requirements of the position change. By signing below, I certify that I understand the work requirements as outlined in the job description. ________________________________________ ___________________________ Employee Signature Date

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Position Title: Public Works Summer Help Department: Streets, Buildings, Parks Reports To: Public Works Supervisor Supervises: No supervision of others FLSA Status: Seasonal, Part-Time, Non-exempt


Date of Description Approval: ???? Position Summary: Under general supervision, this service position operates light equipment and hand tools to perform general labor required in the maintenance of city streets, sidewalks, parks, swimming pool, buildings, and other public works projects or programs. This worker will be responsible for adhering to maintenance and safety standards that provide a comfortable environment for the public. Essential Duties and Responsibilities

The listed examples may not include all duties performed.

⋅ Perform basic maintenance practices. ⋅ Operate motorized light equipment such as, including pickup, ATV, lawnmower, and weed eater.

Anyone under 18 years of age must not operate any heavy equipment as per state and federal laws.

⋅ Paint curbs on city streets. ⋅ Follow proper safety and operating precautions in all areas of work to avoid personal time

and/or property loss accidents. Uses proper safety equipment and safely operates equipment. ⋅ Cooperate with contractors, co-workers, and other department heads. ⋅ Follow directions and performs duties to the satisfaction of Public Works staff and the general

public. ⋅ Assist full-time employees with projects and general tasks as assigned.

Knowledge, Skills, and Abilities

⋅ Responsible for working hours required by the supervisor. ⋅ Strong knowledge of methods, tools, and equipment used in public works maintenance

activities. ⋅ Ability to handle detailed work and equipment requiring patience and good judgment. ⋅ Ability to work in a variety of manual laboring tasks in varying weather conditions and the use of

heavy hand tools.

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⋅ Ability to use both fine and large motor skills to perform tasks requiring manual dexterity, including working at heights over 10 feet, and the ablility to lift equipment, hand tools, and supplies weighing up to 80 pounds.





confined space.


⋅ Must be at least 16 years of age. ⋅ Class D MN Commercial Driver’s License. ⋅ Anyone born after July 1, 1987 and over the age of 16 needs ATV safety certification.

Desirable Qualifications

⋅ Experience working in a municipal public works department. ⋅ Some experience in operating a lawn mower and weed eater. ⋅ History of safe work habits and clean driving record. ⋅ Organized, self-starter with the ability to finish tasks promptly.




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City of Greenbush Job Description Position Title: Custodian Department: Community Center, Library, Park Reports To: Clerk-Treasurer Supervises: No supervision of others FLSA Status: Part-Time, Non-exempt


Date of Description Approval: ????

Position Summary

To perform routine cleaning of the community center, library, and Legion Park bathhouse.


The listed examples may not include all duties performed. Duties may vary somewhat from site to site within the City.

⋅ Sweep, mop, and vacuum floors. ⋅ Clean bathrooms (toilet bowls, sinks, mirrors, etc.) ⋅ Fill paper dispensers (toilet paper and paper towels/hand towels). ⋅ Wipe off and dust tables, shelves, counters, and chairs. ⋅ Clean windows. ⋅ Clean kitchen and other equipment. ⋅ Wipe down/vacuum cobwebs. ⋅ Clean up garbage and debris. ⋅ Report needs for maintenance to the supervisor.


Ability to accept supervision. Ability to deal courteously and tactfully with the public. Ability to establish and maintain effective working relationships with other employees. Ability to follow written and oral directions and complete assigned tasks with limited supervision.

Working Conditions Work is light to moderate, requiring walking, standing, reaching, climbing, and bending. This position requires lifting and/or moving up to 30 pounds frequently.

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____________________________________________ ___________________________ Employee Signature Date

Greenbush Personnel Policy

Date of approval ??

PERSONNEL POLICY

Below you will find a Table of Contents to help navigate through the model personnel policy. Simply hold the Ctrl button on your keyboard and click on the heading with your mouse to bring you directly to the specific section.

Table of Contents INTRODUCTION .................................................................................................................................................. 7

Purpose ............................................................................................................................................................... 7

Scope ................................................................................................................................................................... 7

EEO Policy Statement .......................................................................................................................................... 7

Data Practices Advisory ...................................................................................................................................... 8

Media Requests .................................................................................................................................................. 8

Personal Communications and Use of Social Media .......................................................................................... 9

CITYWIDE WORK RULES & CODE OF CONDUCT ....................................................................................... 9

Conduct as a City Employee ................................................................................................................................ 9

Attendance & Absence ..................................................................................................................................... 10

Access to and Use of City Property ................................................................................................................... 10

Appearance ....................................................................................................................................................... 10

Conflict of Interest ............................................................................................................................................ 11

Falsification of Records ..................................................................................................................................... 11

Whistleblower Protections ............................................................................................................................... 11

Rendering of Consideration .............................................................................................................................. 12

Employees and Criminal Offenses .................................................................................................................... 12

Personal Telephone Calls .................................................................................................................................. 12

Political Activity ................................................................................................................................................. 12

Smoking ............................................................................................................................................................. 12

DEFINITIONS ...................................................................................................................................................... 13

Authorized Hours .............................................................................................................................................. 13

Benefits ............................................................................................................................................................. 13

Benefit Earning Employees ............................................................................................................................... 13

Core Hours ........................................................................................................................................................ 13

Demotion .......................................................................................................................................................... 13

Employee .......................................................................................................................................................... 13

Exempt Employee ............................................................................................................................................. 13

FICA (Federal Insurance Contributions Act) ...................................................................................................... 13

Fiscal Year.......................................................................................................................................................... 13

Full-Time Employee .......................................................................................................................................... 13

Hours of Operation ........................................................................................................................................... 14

Management Employee .................................................................................................................................... 14

Non-Exempt Employee ..................................................................................................................................... 14

Part-Time Employee .......................................................................................................................................... 14

Pay Period ......................................................................................................................................................... 14

PERA (Public Employees Retirement Association) ............................................................................................ 14

Promotion ......................................................................................................................................................... 14

Reclassify ........................................................................................................................................................... 14

Seasonal Employee ........................................................................................................................................... 14

Service Credit .................................................................................................................................................... 14

Temporary Employee ........................................................................................................................................ 14

Training/Probationary Period ........................................................................................................................... 15

Transfer ............................................................................................................................................................. 15

Weapons ........................................................................................................................................................... 15

Workweek ......................................................................................................................................................... 15

EMPLOYEE RECRUITMENT & SELECTION ................................................................................................. 15

Scope ................................................................................................................................................................. 15

Features of the Recruitment System ................................................................................................................ 15

Selection Process .............................................................................................................................................. 16

Background Checks ........................................................................................................................................... 16

Training Period .................................................................................................................................................. 16

ORGANIZATION ................................................................................................................................................ 17

Job Descriptions ................................................................................................................................................ 17

Assigning and Scheduling Work ........................................................................................................................ 17

Job Descriptions and Classifications ................................................................................................................. 17

Layoff ................................................................................................................................................................. 17

HOURS OF WORK .............................................................................................................................................. 17

Work Hours ....................................................................................................................................................... 17

Core Hours ........................................................................................................................................................ 18

Meal Breaks and Rest Periods .......................................................................................................................... 18

Adverse Weather Conditions ............................................................................................................................ 18

COMPENSATION ............................................................................................................................................... 18

Paychecks .......................................................................................................................................................... 19

Time Reporting .................................................................................................................................................. 19

Improper Deduction and Overpayment Policy ................................................................................................. 19

Overtime / Compensatory Time ....................................................................................................................... 20

Non-Exempt (Overtime-Eligible) Employees .................................................................................................... 20

Exempt (Non-Overtime-Eligible) Employees .................................................................................................... 20

Leave Policy for Exempt Employees ................................................................................................................. 21

PERFORMANCE REVIEWS .............................................................................................................................. 22

BENEFITS ............................................................................................................................................................ 22

Health, Dental, Life, AFLAC Insurance .............................................................................................................. 22

Retirement/PERA .............................................................................................................................................. 23

HOLIDAYS .......................................................................................................................................................... 23

LEAVES OF ABSENCE ...................................................................................................................................... 24

Sick Leave .......................................................................................................................................................... 24

Vacation Leave .................................................................................................................................................. 26

Eligibility ............................................................................................................................................................ 26

Accrual Rate ...................................................................................................................................................... 26

Earnings and Use ............................................................................................................................................... 26

Funeral Leave .................................................................................................................................................... 26

Military Leave .................................................................................................................................................... 27

Jury Duty ........................................................................................................................................................... 27

Court Appearances ........................................................................................................................................... 28

Victim or Witness Leave .................................................................................................................................... 28

Job-Related Injury or Illness .............................................................................................................................. 28

Pregnancy and Parenting Leave ........................................................................................................................ 28

Administrative Leave ........................................................................................................................................ 29

Adoptive Parents ............................................................................................................................................... 29

School Conference Leave .................................................................................................................................. 29

Bone Marrow/Organ Donation Leave .............................................................................................................. 29

Elections/Voting ................................................................................................................................................ 29

Regular Leave without Pay ............................................................................................................................... 29

Reasonable Unpaid Work Time for Nursing Mothers ...................................................................................... 30

Light-Duty/Modified Duty Assignment ............................................................................................................. 30

Reasonable Accommodations to an Employee for Health Conditions Relating to Pregnancy ........................ 31

SEXUAL HARASSMENT PREVENTION......................................................................................................... 31

General .............................................................................................................................................................. 31

Definitions ......................................................................................................................................................... 31

Expectations ...................................................................................................................................................... 32

Special Reporting Requirements ...................................................................................................................... 33

Retaliation ......................................................................................................................................................... 33

RESPECTFUL WORKPLACE POLICY............................................................................................................. 34

Applicability ....................................................................................................................................................... 34

Abusive Customer Behavior .............................................................................................................................. 34

Types of Disrespectful Behavior ....................................................................................................................... 34

Violent behavior: ......................................................................................................................................... 35

Discriminatory behavior: ........................................................................................................................... 35

Offensive behavior: ..................................................................................................................................... 35

Sexual harassment: ..................................................................................................................................... 35

Sexual harassment includes, but is not limited to, the following: ........................................................... 35

Names and Pronouns: ....................................................................................................................................... 36

Employee Response to Disrespectful Workplace Behavior .............................................................................. 36

Supervisor’s Response to Allegations of Disrespectful Workplace Behavior ................................................... 36

Special Reporting Requirements ...................................................................................................................... 37

Confidentiality ................................................................................................................................................... 38

Retaliation ......................................................................................................................................................... 38

Possession and Use of Dangerous Weapons ......................................................................................................... 38

SEPARATION FROM SERVICE ........................................................................................................................ 38

Resignations ...................................................................................................................................................... 38

Severance Pay ................................................................................................................................................... 38

DISCIPLINE ......................................................................................................................................................... 39

General Policy ................................................................................................................................................... 39

No Contract Language Established ................................................................................................................... 39

Process .............................................................................................................................................................. 39

Oral Reprimand .......................................................................................................................................... 39

Written Reprimand .................................................................................................................................... 39

Suspension With or Without Pay .............................................................................................................. 40

Demotion and/or Transfer ......................................................................................................................... 40

Salary ........................................................................................................................................................... 40

Dismissal ...................................................................................................................................................... 40

GRIEVANCE PROCEDURE ............................................................................................................................... 40

Waiver ............................................................................................................................................................... 41

EMPLOYEE EDUCATION & TRAINING ........................................................................................................ 41

Policy ................................................................................................................................................................. 41

Job-Related Training & Conferences ................................................................................................................ 41

Job-Related Meetings ....................................................................................................................................... 42

Request for Participation in Training & Conferences ....................................................................................... 42

Out of State Travel ............................................................................................................................................ 42

Not to Exceed Figure ......................................................................................................................................... 43

Compensation for Travel & Training Time ........................................................................................................ 43

Memberships and Dues .................................................................................................................................... 43

Travel & Meal Allowance .................................................................................................................................. 43

OUTSIDE EMPLOYMENT ................................................................................................................................. 44

CITY EQUIPMENT ............................................................................................................................................. 45

UNIFORM ALLOWANCE .................................................................................................................................. 45

DRUG-FREE WORKPLACE .............................................................................................................................. 45

CITY DRIVING POLICY .................................................................................................................................... 50

CELLULAR PHONE USE ................................................................................................................................... 51

General Policy ................................................................................................................................................... 51

Procedures ........................................................................................................................................................ 52

Responsibility .................................................................................................................................................... 52

SAFETY ............................................................................................................................................................... 52

Reporting Accidents and Illnesses .................................................................................................................... 52

Safety Equipment/Gear .................................................................................................................................... 52

Unsafe Behavior ................................................................................................................................................ 53

ACCESS TO GENDER-SEGREGATED ACTIVITIES AND AREAS.............................................................. 53

Order of Supervision Chart

City Council

Clerk-Treasurer

Personnel Committee (Mayor, Designated Council Member, Clerk-Treasurer, Public

Works Supervisor)

Public Works Supervisor Fire Chief

Pool Employees, Part-Time Janitorial Employees

Public Works Technician, Seasonal Employees

Fire Fighters

INTRODUCTION Purpose It is the purpose of these policies to establish a uniform and equitable system of personnel administration for employees of the City of Greenbush. Their provisions do not establish terms and shall not be construed as contractual provisions. They are not intended to be all-inclusive or to cover every situation that may arise. These policies may be amended at any time at the sole discretion of the City, and they will supersede all previous personnel policies. Revisions and amendments shall become effective upon approval by the City Council.

Except otherwise prohibited by law, the City has the right to terminate an employee at any time for any or no reason. Employees may similarly terminate employment at any time for any reason.

Scope These policies apply to all employees of the city. Except where specifically noted, these policies do not apply to: 1. Elected officials 2. City attorney 3. Members of city boards, commissions, and committees 4. Consultants and contractors 5. Volunteers, except as specifically noted for paid-per-call firefighters.

If any specific provisions of the personnel policies conflict with any current union agreement or civil service rules, the union agreement or civil service rules will prevail. Union employees are encouraged to consult their collective bargaining agreement first for information about their employment conditions. Nothing in these policies is intended to modify or supersede any applicable provision of state or federal law. These policies serve as an information guide to help employees become better informed and to make their experience with the city more rewarding. Departments may have special work rules deemed necessary by the supervisor and approved by the city council for the achievement of objectives of that department. Each employee will be given a copy of special work rules set by the department upon hire, and such rules will be further explained. Enforcement of those rules are to be discussed with the employee by the immediate supervisor.

EEO Policy Statement The City of Greenbush is committed to providing equal opportunity in all areas of employment, including but not limited to recruitment, hiring, demotion, promotion, transfer, selection, lay-off, disciplinary action, termination, compensation, and selection for training. The City of Greenbush will not discriminate against any employee or job applicant based on race, color, creed, religion, national origin, ancestry, sex, sexual orientation, gender identity, or gender expression, disability, age, marital status, genetic information, status concerning public assistance, veteran status, familial status, or membership on a local human rights commission or lawful participation in the Minnesota Medical Cannabis Patient Registry.

Data Practices Advisory Employee records are maintained in the city office. Personnel data is retained in personnel files, finance files, and benefit/medical files. Information is used to administer employee salary and benefits programs, process payroll, complete state, and federal reports, document employee performance, etc. Employees have the right to know what data is retained, where it is kept, and how it is used. All employee data will be received, retained, and disseminated, according to the Minnesota Government Data Practices Act. Media Requests All city employees have a responsibility to help communicate accurate and timely information to the public in a professional manner. Requests for private data or information outside of the scope of an individual’s job duties should be routed to the appropriate department or the data practices authority. Any employee who identifies a mistake in reporting should bring the error to the Mayor, Clerk-Treasurer, or other appropriate staff. Regardless of whether the communication is in the employee’s official city role or personal capacity, employees must comply with all laws related to trademark, copyright, software use, etc. Except for routine events and basic information readily available to the public, all requests for interviews or information from the media are to be routed through the Mayor or Clerk-Treasurer. No city employee is authorized to speak on behalf of the city without prior authorization from the Mayor or Clerk-Treasurer or his/her designee. Media requests include anything intended to be published or viewable to others in some form, such as television, radio, newspapers, newsletters, social media postings, and websites. When responding to media requests, employees should follow these steps: 1. If the request is for routine or public information (such as a meeting time or agenda), provide the

information, and notify the Clerk-Treasurer of the request. 2. If the request is regarding information about city personnel, potential litigation, controversial issues, an

opinion on a city matter, or if an employee is unsure if the request is a “routine” question, forward the request to the Clerk-Treasurer. An appropriate response would be, “I’m sorry, I don’t have the full information regarding that issue. Let me take some basic information and submit your request to the appropriate person who will get back to you as soon as he/she can.” Then ask the media representative’s name, questions, deadline, and contact information.

All news releases concerning city personnel will be the responsibility of the Clerk-Treasurer. When/if the Mayor or Clerk-Treasurer authorizes a staff person to communicate on behalf of the city in interviews, publications, news releases, on social media sites, and related communications, employees must: Identify themselves as representing the city. Account names on social media sites must be clearly

connected to the city and approved by the Clerk-Treasurer. Be respectful, professional, and truthful when providing information. In most cases, only factual

information (not opinions or editorial comments) should be provided: “The city finished street cleaning on 16 streets in the northwest corner of the city this past week” instead of “The city is doing a great job with street cleaning this year!” Corrections must be issued when needed.

Generally, not include personal opinions in official city statements. One exception is communications related to promoting a city service. For example, an employee could post the following on the city’s Facebook page: “My family visited Hill Park this weekend and enjoyed the new band shelter.” Employees who have been approved to use social media sites on behalf of the city should seek assistance from the city administrator on this topic.

Notify the Clerk-Treasurer if they will be using personal technology (cell phones, home computers, cameras, etc.) for city business. Employees should be aware that data transmitted or stored may be subject to the Minnesota Government Data Practices Act.

Personal Communications and Use of Social Media City employees need to remember that the personal communications of employees may reflect on the city, especially if employees are commenting on city business. The following guidelines apply to personal communications, including various forms such as social media (Facebook, Twitter, blogs, YouTube, etc.), letters to the editor of newspapers, and personal endorsements: Remember, what you write, or post is public and will be so for a long time. It may also be spread to

large audiences. Use common sense when using email or social media sites. It is a good idea to refrain from sending or posting information or photos you would not want your boss or other employees to read, or you would be embarrassed to see in the newspaper. Keep in mind harassment, bullying, threats of violence, discrimination, or retaliation that would not be permissible in the workplace is not permissible between co-workers online, even if it is done after hours, from home and on home computers.

The City of Greenbush expects its employees to be fair, courteous, and respectful to supervisors, co-workers, citizens, customers, and other persons associated with the city. Avoid using statements, photographs, video or audio that reasonably may be viewed as malicious, obscene, threatening or intimidating, disparaging, or might constitute harassment or bullying. Examples of such conduct might include offensive:

1. Posts meant to intentionally harm someone’s reputation 2. Posts that could contribute to a hostile work environment based on sex, race, national origin,

age, color, creed, religion, disability, marital status, familial status, veteran status, sexual orientation, gender identity, or gender expression, status concerning public assistance or membership or activity in a local human rights commission.

If you publish something related to city business, identify yourself and use a disclaimer such as, “I am an employee of the City of Greenbush. However, these are my own opinions and do not represent those of the City of Greenbush.”

City resources, working time, or official city positions cannot be used for personal profit or business interests, or to participate in personal political activity. Some examples: a building inspector could not use the city’s logo, email, or working time to promote his/her side business as a plumber; a parks employee should not access a park after hours even though he or she may have a key; a clerk, while working at City Hall, should not campaign for a friend who is running for City Council.

Personal social media account name or email names should not be tied to the city (e.g., (city name) Cop).

CITYWIDE WORK RULES & CODE OF CONDUCT Conduct as a City Employee In accepting city employment, employees become representatives of the city and are responsible for assisting and serving the citizens for whom they work. An employee’s primary responsibility is to serve the residents of Greenbush. Employees should exhibit conduct that is ethical, professional, responsive, and of standards becoming a city employee. To achieve this goal, employees must adhere to established policies, rules, and procedures and follow the instructions of their supervisors.

The following are job requirements for every position at the City of Greenbush. All employees are expected to: Perform assigned duties to the best of their ability at all times. Render prompt and courteous service to the public at all times. Read, understand, and comply with the rules and regulations as set forth in these personnel policies as

well as those of their departments. Conduct themselves professionally toward both residents and staff and respond to inquiries and

information requests with patience and every possible courtesy. Report any and all unsafe conditions to the immediate supervisor. Maintain good attendance while meeting the goals set by an employee’s supervisor.

Attendance & Absence The operations and standards of service in the City of Greenbush require that employees be at work unless valid reasons warrant absence or an employee has a position that has been approved to work remotely. For a team to function efficiently and effectively, employees must fully understand the goals that have been set for them and the time required to be on the job. Understanding attendance requirements is an essential function of every city position. Employees who are going to be absent from work are required to notify their supervisor or the personnel committee as soon as possible in advance of the absence. In the event of an unexpected absence, employees should call their supervisor before the scheduled starting time and keep in mind the following procedures: If the supervisor is not available at the time, the employee should leave a message that includes a

telephone number where he/she can be reached and/or contact any other individual who was designated by the supervisor.

Failure to use the established reporting process will be grounds for disciplinary action. The employee must call the supervisor on each day of an absence extending beyond one (1) day unless

arrangements otherwise have been made with the supervisor. Employees who are absent for three (3) days or more and who do not report the absence in

accordance with this policy, will be considered to have voluntarily resigned not in good standing. The city may waive this rule if extenuating circumstances warranted such behavior.

This policy does not preclude the city from administering discipline for unexcused absences of less than three (3) days. Individual departments may establish more specific reporting procedures. Access to and Use of City Property Any employee who has authorized possession of keys, tools, cell phones, pagers, or other city-owned equipment must register his/her name and the serial number (if applicable) or identifying information about the equipment with his/her supervisor. All such equipment must be turned in and accounted for by any employee leaving employment with the city to resign in good standing. Employees are responsible for the safekeeping and care of all such equipment. City equipment is not to be used by any employee for personal gain. Personal use of city equipment needs to be approved by the city council. The duplication of keys owned by the city is prohibited unless authorized by the Clerk-Treasurer. Any employee found having an unauthorized duplicate key will be subject to disciplinary action. Appearance Departments may establish dress codes for employees as part of departmental rules. An employee’s appearance should be neat and clean, appropriate to the nature of the work, and contact with other people

and should present a positive image to the public. Clothing, jewelry, or other items that could present a safety hazard are not acceptable in the workplace. Dress needs vary by function. Employees who spend a portion of the day in the field need to dress in a professional manner appropriate to their jobs, as determined by their supervisor. Employees may dress in accordance with their gender identity, within the constraints of the dress codes adopted by the city. City staff shall not enforce the city’s dress code more strictly against transgender and gender diverse employees than other employees. Conflict of Interest City employees are to remove themselves from situations in which they would have to take action or make a decision where that action or decision could be a perceived or actual conflict of interest or could result in a personal benefit for themselves or a family member. If an employee has any question about whether such a conflict exists, he/she should refer to the supervisory flow chart.

Falsification of Records All documentation by an employee must be timely, accurate, and truthful. Falsification of a document includes: Untrue statements, facts, details, etc. Incomplete statements, facts, details, etc. Deletion of information. Fabrication of information. Alteration of actual times of information.

Any employee who is found to have falsified records will be subject to immediate disciplinary action up to and including termination and potential criminal prosecution. Whistleblower Protections An employee of the City who, in good faith, reports an activity that he/she considers to be illegal or dishonest to one or more of the parties may have whistleblower protections. The whistleblower is not responsible for investigating the activity or for determining fault or corrective measures; appropriate city management officials are charged with these responsibilities. Examples of illegal or dishonest activities include violations of federal, state, or local laws, billing for services not performed or for goods not delivered, and other fraudulent financial reporting. If an employee has knowledge of or a concern of illegal or dishonest fraudulent activity, the employee is to refer to the Order of Supervision flow chart, so the proper individual in charge is contacted. The employee must exercise sound judgment to avoid baseless allegations. An employee who intentionally files a false report of wrongdoing may be subject to discipline up to and including termination. It is the city's legal responsibility to protect employees who make a complaint of employment discrimination, who serve as a witness or participate in an investigation, or who are exercising their rights when requesting religious or disability accommodation from retaliation. Whistleblower protections are provided in two important areas – confidentiality and against retaliation; insofar as consistent with Minnesota Data Practices, the confidentiality of the whistleblower will be maintained. However, identity may have to be disclosed to conduct a thorough investigation, to comply with

the law, and to provide accused individuals their legal rights of defense. The City will not retaliate against a whistleblower. This includes but is not limited to, protection from retaliation in the form of an adverse employment action such as termination, compensation decreases, or poor work assignments and threats of physical harm. Any whistleblower who believes he/she is being retaliated against must contact the city council immediately. The right of a whistleblower for protection against retaliation does not include immunity for any personal wrongdoing. Rendering of Consideration No person seeking employment to or promotion in the municipal service shall directly or indirectly give, render, or pay any money, service or other valuable consideration to any person, or on account of or in connection with the test, appointment, or promotion. Employees and Criminal Offenses All full-time, part-time, temporary, and seasonal employees and volunteer firefighters who admit in court pleaded guilty to, or are convicted of certain criminal or driving offenses shall immediately notify their supervisor and the personnel committee of the occurrence. A review by the City Council may be conducted to determine whether discipline or termination is appropriate. The categories of criminal offenses that require notification to the City Council and may trigger a review hearing are as follows: All felonies. All gross misdemeanors Any misdemeanors involving theft, fraud or dishonesty All traffic violations that result in suspension or revocation of driving privileges

The City Council shall consider the circumstances of the criminal offense as it relates to the employee’s ability to perform his/her job, and whether the employee’s conduct has created a present or future danger or risk to the City or public. The employee shall have the right to appear before the City Council. The City Council shall recommend by a majority vote that no action be taken against the employee, that the employee is suspended, another discipline is imposed, or that the employee’s employment is terminated. Personal Telephone Calls Personal telephone calls are to be made or received only when truly necessary (e.g., family or medical emergency). They are not to interfere with city work and are to be completed as quickly as possible. Any personal long-distance call costs will be paid for by the employee. Please refer to the cell phone policy for information on the use of cellular phones.

Political Activity City employees have the right to express their views and to pursue legitimate involvement in the political system. However, no city employee will directly or indirectly, during hours of employment, solicit or receive funds for political purposes. Further, any political activity in the workplace must be pre-approved by the city to avoid any conflict of interest or perception of bias, such as using authority or political influence to compel another employee to apply for or become a member in a political organization. Smoking The City of Greenbush observes and supports the Minnesota Clean Indoor Air Act. All city buildings and vehicles, in their entirety, shall be designated as tobacco-free, meaning that smoking in any form (through the

use of tobacco products such as pipes, cigars, and cigarettes) or “vaping” with e-cigarettes is prohibited while in a city facility or vehicle. Smoking of any kind, including pipes, cigars, cigarettes, vaping with e-cigarettes, and the use of chewing tobacco, is prohibited for employees while on duty. Employees 21 and over are allowed to smoke only during their breaks. Smoking is only permitted in areas designated for that purpose. DEFINITIONS For purposes of these policies, the following definitions will apply: Authorized Hours The number of hours an employee was hired to work. Actual hours worked during any given pay period may be different than authorized hours, depending on workload demands or other factors, and upon approval of the employee’s supervisor. Benefits Privileges granted to qualified employees in the form of paid leave and/or insurance coverage. Benefit Earning Employees Employees who are eligible for city-provided benefits. Such employees must be year-round employees who work at least 40 hours per week regularly. Core Hours The core hours that all employees (exempt and non-exempt) are expected to work Monday through Friday. Demotion The movement of an employee from one job class to another within the city, where the maximum salary for the new position is lower than that of the employee’s former position. Employee An individual who has completed all stages of the selection process, including the training period. Exempt Employee Employees who are not covered by the overtime provisions of the federal or state Fair Labor Standards Act. FICA (Federal Insurance Contributions Act) FICA is the federal requirement that a certain amount is automatically withheld from employees’ earnings. Specifically, FICA requires an employee contribution of 6.2 percent for Social Security and 1.45 percent for Medicare. The city contributes a matching 7.65 percent on behalf of each employee. Certain employees are exempt or partially exempt from these withholdings (e.g., police officers). These amounts may change if required by law. Fiscal Year The period from Jan. 1 to Dec. 31. Full-Time Employee Employees who are required to work forty (40) or more hours per week year-round in an ongoing position.

Hours of Operation The city’s regular hours of operation are Monday through Friday. Management Employee An employee who is responsible for managing a department or division of the city. Non-Exempt Employee Employees who are covered by the federal or state Fair Labor Standards Act. Such employees are normally eligible for overtime at 1.5 times their regular hourly wage for all hours worked over forty (40) in any given workweek. Part-Time Employee Employees who are required to work less than forty (40) hours per week year-round in an ongoing position. Pay Period A fourteen (14) day period beginning at 12 a.m. (midnight) on Monday through 11:59 p.m. on Sunday, fourteen (14) days later. PERA (Public Employees Retirement Association) Statewide pension program in which all city employees are meeting program requirements must participate following Minnesota law. The city and the employee each contribute to the employee’s retirement account. Promotion Movement of an employee from one job class to another within the city, where the maximum salary for the new position is higher than that of the employee’s former position. Reclassify Movement of a job from one classification to another classification because of a significant change in the position’s duties and responsibilities. Seasonal Employee Employees who work only part of the year (100 days or less) to conduct seasonal work. Seasonal employees may be assigned to work a full-time or part-time schedule. Seasonal employees do not earn benefits or credit for seniority. Service Credit Time worked for the city. An employee begins earning service credit on the first day working for the city. Some forms of leave will create a break in service. Temporary Employee Employees who work in temporary positions. Temporary jobs might have a defined start and end date or may be for the duration of a specific project. Temporary employees may be assigned to work a full-time or part-time schedule. Temporary employees do not earn benefits or credit for seniority.

Training/Probationary Period A twelve-month period at the start of employment with the city (or at the beginning of a promotion, reassignment, or transfer) that is designated as a period within which to learn the job, unless covered by a collective bargaining agreement stating a different time frame. The training period is an integral extension of the city’s selection process and is used by supervisors for closely observing an employee’s work. An employee serving his/her initial probationary period may be disciplined at the sole discretion of the city, up to and including dismissal. An employee so disciplined, including dismissal, will not have any grievance rights. Nothing in this policy handbook shall be construed to imply that after completion of the probationary period, an employee has any vested interest or property right to continued City employment. Time served in temporary, seasonal, volunteer, or interim positions are not considered part of the probationary period. If an emergency arises during an employee’s probationary period, which requires a leave of absence, such time off, if granted, will not be considered as time worked, and the probationary period will be extended by the length of time taken.

Transfer Movement of an employee from one city position to another of equivalent pay. Weapons Weapons are defined to include all legal or illegal firearms, switchblade knives, or any other object that has been modified to serve as a weapon or that has the primary purpose of serving as a weapon. Workweek A workweek is seven consecutive 24-hour periods. For most employees, the workweek will run from Monday through the following Sunday. With the approval of the city council, departments may establish a different workweek based on coverage and service delivery needs (e.g., fire department, park and recreation department). EMPLOYEE RECRUITMENT & SELECTION Scope The personnel committee or a designee will manage the hiring process for positions within the city. While the hiring process may be coordinated by staff, the City Council is responsible for the final hiring decision and must approve all hires to city employment. All hires will be made according to merit and fitness related to the position being filled. Features of the Recruitment System The personnel committee or designee will determine if a vacancy will be filled through open recruitment or by promotion, transfer, or some other method. This determination will be made on a case-by-case basis. The majority of position vacancies will be filled through an open recruitment process. Application for employment will generally be made

by application forms provided by the city. Other materials in lieu of a formal application may be accepted in certain recruitment situations, as determined by the personnel committee or designee. Supplemental questionnaires may be required in certain situations. All candidates must complete and submit the required application materials by the posted deadline in order to be considered for the position. The deadline for the application may be extended by the personnel committee. Unsolicited applications will not be kept on file. Position vacancies may be filled on an “acting” basis as needed. The City Council will approve all acting appointments. Pay rate adjustments, if any, will be determined by the City Council. Internal recruitments will be open to any city employee who: (1) has successfully completed the initial training period; (2) meets the minimum qualifications for the vacant position; and (3) currently is and for the past year has been in good standing with the city. The City Council or designee will establish minimum qualifications for each position with input from the appropriate supervisor. To be eligible to participate in the selection process, a candidate must meet the minimum qualifications. Selection Process The selection process will be a cooperative effort between the Clerk-Treasurer, personnel committee, and the hiring supervisor, subject to final hiring approval of the City Council. Any, all, or none of the candidates may be interviewed. The process for hiring seasonal and temporary employees may be delegated to the appropriate supervisor with each hire subject to final City Council approval. Except where prohibited by law, seasonal and temporary employees may be terminated by the supervisor at any time, subject to City Council approval. The city has the right to make the final hiring decision based on qualifications, abilities, experience, and the City of Greenbush needs. Background Checks All finalists for employment with the city will be subject to a background check to confirm the information submitted as part of the application materials and to assist in determining the candidate’s suitability for the position. Except where already defined by state law, the personnel committee will determine the level of background check to be conducted based on the position being filled. Training Period The training period is an integral part of the selection process. It will be used to closely observe the employee’s work and for training the employee in work expectations. Training periods apply to new hires, transfers, promotions, and rehires. Training periods are twelve months in duration but may be extended by, for example, an unpaid leave of absence.

ORGANIZATION Job Descriptions The city will maintain job descriptions for each regular position. New positions will be developed as needed but must be approved by the City Council before the position being filled. A job description is prepared for each position within the city. Each job description will include the position title, department, supervisor’s title, FLSA status (exempt or non-exempt), the primary objective of the position, essential functions of the position, examples of performance criteria, minimum requirements, desirable training and experience, supervisory responsibilities (if any), and extent of supervisory direction or guidance provided to the position. Also, job descriptions may describe the benefits offered and potential career path opportunities as a means to entice a qualified pool of applicants. Good attendance and compliance with work rules and policies are essential functions of all city positions. Before posting a vacant position, the existing job description is reviewed by the personnel committee or designee and the hiring supervisor to ensure the job description is an accurate reflection of the position and the stated job qualifications do not present artificial barriers to employment. A current job description is provided to each new employee. Supervisors are responsible for revising job descriptions as necessary to ensure that the position’s duties and responsibilities are accurately reflected. All revisions are reviewed and must be approved by the city administrator.

Assigning and Scheduling Work Assignment of work duties and scheduling work is the responsibility of the supervisor subject to the approval of the city administrator.

Job Descriptions and Classifications Assignment of job titles, the establishment of minimum qualifications, and the maintenance of job descriptions and related records are the responsibility of the city administrator.

Layoff In the event, it becomes necessary to reduce personnel, temporary employees, and those serving a probationary period in affected job classes will be terminated from employment with the city before other employees in those job classes. The selection of employees to be retained will be based on merit and ability as determined by the personnel committee. Layoffs are, subject to the approval of the City Council. When all other considerations are equal, the principle of seniority will apply in layoffs and recall from layoffs.

HOURS OF WORK Work Hours The work hours for public works are generally through Friday, 7:00 am to 3:30 pm. These hours are subject to change based on city needs and projects. The work hours for the city office are Monday through Friday, 8:00 am to 4:30 pm.

Core Hours To ensure employee availability and accountability to the public, all full-time employees (exempt and non-exempt) are to be at work or available to the public and co-workers during the hours of 9 a.m. to 3:30 p.m., Monday through Friday, unless away from the work site for a work-related activity or on approved leave. Meal Breaks and Rest Periods A paid fifteen (15) minute break is allowed within each four (4) consecutive hours of work. An unpaid thirty (30) minute lunch period is provided when an employee works eight (8) or more consecutive hours. Employees are expected to use these breaks as intended and will not be permitted to adjust work start time, end time, or lunchtime by saving these breaks. Employees working in city buildings will normally take their break at the place provided for that purpose in each building. Employees working out-of-doors will normally take their break at the location of their work. Employees whose duties involve traveling throughout the city may stop along the assigned route at a restaurant or other public accommodation for their fifteen (15) minute break. The supervisor must approve exceptions. Departments with unique job or coverage requirements may have additional rules, issued by the supervisor, on the use of meal breaks and rest periods. Adverse Weather Conditions City facilities will generally be open during adverse weather. Due to individual circumstances, each employee will have to evaluate the weather and road conditions in deciding to report to work (or leave early). Employees not reporting to work for reasons of personal safety will not normally have their pay reduced as a result of this absence. Employees will be allowed to use accrued vacation time or compensatory time, or with supervisor approval, may modify the work schedule or make other reasonable schedule adjustments. Public works maintenance employees will generally be required to report to work regardless of conditions. Decisions to cancel departmental programs (special events, recreation programs, etc.) will be made by the respective supervisor. COMPENSATION Full-time employees of the city will be compensated according to schedules adopted by the City Council. Unless approved by the Council, employees will not receive any amount from the city in addition to the pay authorized for the positions to which they have been appointed. Expense reimbursement or travel expenses may be authorized in addition to regular pay. The City Council will set compensation for seasonal and temporary employees at the time of hire, or on an annual basis. Under the Minnesota Wage Disclosure Protection Law, employees have the right to tell any person the amount of their wages. While the Minnesota Government Data Practices Act (Minn. Stat. §13.43), specifically lists an employee’s actual gross salary and salary range as public personnel data, Minnesota law also requires wage disclosure protection rights and remedies to be included in employer personnel handbooks. To that end, and following Minn. Stat. §181.172, employers may not:

Require nondisclosure by an employee of his or her wages as a condition of employment. Require an employee to sign a waiver or other document which purports to deny an employee the

right to disclose the employee’s wages. Take any adverse employment action against an employee for disclosing the employee’s own wages or

discussing another employee’s wages, which have been disclosed voluntarily. Retaliate against an employee for asserting rights or remedies under Minn. Stat. §181.172, subd. 3.

The city cannot retaliate against an employee for disclosing his/her own wages. An employee’s remedies under the Wage Disclosure Protection Law are to bring a civil action against the city and/or file a complaint with the Minnesota Department of Labor and Industry at (651) 284-5070 or (800) 342-5354. Paychecks Paychecks will not be given to anyone other than the person for whom they were prepared unless the person has a note signed by the employee authorizing the city to give the other person the check. Checks will be given to the spouse, or another appropriate immediate family member, in the case of a deceased employee. Employees are responsible for notifying Clerk-Treasurer of any change in status, including changes in address, phone number, names of beneficiaries, marital status, etc. Time Reporting Full-time, non-exempt employees are expected to work the number of hours per week as established for their position. In most cases, this will be 40 hours per workweek. They will be paid according to the time reported on their timesheets. To comply with the provisions of the federal and state Fair Labor Standards Acts, hours worked and any leave time used by non-exempt employees are to be recorded daily using the online time clock or actual timeclock at their work location. Time reporting is submitted to payroll on a bi-weekly basis. Timesheets will need to be signed when a paycheck is picked up. Reporting false information on a timesheet may be cause for immediate termination. Improper Deduction and Overpayment Policy If an employee believes that an improper deduction or overpayment, or another type of error, has been made, he/she should immediately contact his/her supervisor. If the City determines it has made an improper deduction from a paycheck, it will reimburse the employee for the improper amount deducted and take good-faith measures to prevent improper deductions from being made in the future. In cases of improper overpayments, employees are required to promptly repay the City in the amount of the overpayment. The employee can write a personal check or authorize a reduction in pay to cover the repayment. The city will not reduce an employee’s pay without written authorization by the employee. Once the overpayment has been recovered in full, the employee’s year to date earnings and taxes will be adjusted (so that the year’s Form W-2 is correct), and the paying department will receive the corresponding credit. When an overpayment occurs, the repayment must be made within the same tax year. In an exceptional situation where the overpayment occurs in one tax year and is not discovered until the next year, the overpayment must be repaid in the year it is discovered, but there will be additional steps and paperwork required. Any overpayments not repaid in full within the calendar year of the overpayment are considered “prior year overpayments,” and the employee must repay not only for the net amount of the overpayment but also the federal and state taxes the City has paid on their behalf. The city is able to recover the overpaid Social Security and Medicare taxes. Accordingly, the city will not require the employee to repay

those taxes provided the employee provides a written statement that he/she will not request a refund of the taxes. The overpayment amount will remain taxable in the year of the overpayment since the employee had access to the funds. The employee is not entitled to file an amended tax return for the year but may be entitled to a deduction or credit for the repayment in the year of repayment. Employees should contact their tax advisors for additional information. Overtime / Compensatory Time The City of Greenbush has established this overtime policy to comply with applicable state and federal laws governing accrual and use of overtime. The city council will determine whether each employee is designated as “exempt” or “non-exempt” from earning overtime. In general, employees in executive, administrative, and professional job classes are exempt; all others are non-exempt. Non-Exempt (Overtime-Eligible) Employees All overtime-eligible employees will be compensated at the rate of time-and-one-half for all hours worked over 40 in one workweek. Vacation, sick leave, and paid holidays do not count toward “hours worked.” Compensation will take the form of either time-and-one-half pay or compensatory time. Compensatory time is paid time off at the rate of one-and-one-half hours off for each hour of overtime worked. For most employees, the workweek begins at midnight on Monday and runs until the following Sunday at 11:59 p.m. The employee’s supervisor must approve overtime hours in advance. An employee who works overtime without prior approval may be subject to disciplinary action. Overtime earned will be paid at the rate of time-and-one-half on the next regularly scheduled payroll date, unless the employee indicates on his/her timesheet that the overtime earned is to be recorded as compensatory time in lieu of payment. However, the employee may make an irrevocable election before the beginning of a year to have all overtime earned in the year to be recorded as compensatory time in lieu of payment. The maximum compensatory time accumulation for any employee is 80 hours per year. Once an employee has earned 80 hours of compensatory time in a calendar year, no further compensatory time may accrue in that calendar year. All further overtime will be paid. Employees may request and use compensatory time off in the same manner as other leave requests. All compensatory time will be marked as such on official timesheets, when it is earned and when it is used. The Clerk-Treasurer will maintain compensatory time records. All compensatory time accrued will be paid when the employee leaves city employment at the hourly pay rate the employee is earning at that time. Exempt (Non-Overtime-Eligible) Employees Exempt employees are expected to work the hours necessary to meet the performance expectations outlined by their supervisors. Generally, to meet these expectations, and for reasons of public accountability, an exempt employee will need to work 40 or more hours per week. Exempt employees do not receive extra pay for the hours worked over 40 in one workweek.

Exempt employees are paid on a salary basis. This means they receive a predetermined amount of pay each pay period and are not paid by the hour. Their pay does not vary based on the quality or quantity of work performed, and they receive their full weekly salary for any week in which any work is performed. The City of Greenbush will only make deductions from the weekly salary of an exempt employee in the following situations: The employee is in a position that does not earn vacation or personal leave and is absent for a

day or more for personal reasons other than sickness or accident. The employee is in a position that earns sick leave, receives a short-term disability benefit or

workers’ compensation wage loss benefits, and is absent for a full day due to sickness or disability, but he/she is either not yet qualified to use the paid leave, or he/she has exhausted all of his/her paid leave.

The employee is absent for a full workweek and, for whatever reason, the absence is not charged to paid leave (for example, a situation where the employee has exhausted all of his/her paid leave or a situation where the employee does not earn paid leave).

The very first workweek or the very last workweek of employment with the city in which the employee does not work a full week. In this case, the city will prorate the employee’s salary based on the time actually worked.

The employee is in a position that earns paid leave and is absent for a partial day due to personal reasons, illness, or injury, but:

Paid leave has not been requested or has been denied. Paid leave is exhausted. The employee has specifically requested unpaid leave.

The employee is suspended without pay for a full day or more for disciplinary reasons for violations of any written policy that is applied to all employees.

The City of Greenbush may, for budgetary reasons, implement a voluntary or involuntary unpaid leave program and, under this program, make deductions from the weekly salary of an exempt employee. In this case, the employee will be treated as non-exempt for any workweek in which the budget-related deductions are made.

The City of Greenbush will not make deductions from pay due to exempt employees being absent for jury duty or attendance as a witness but will require the employee to pay back to the city any amounts received by the employee as jury fees or witness fees. If the city inadvertently makes an improper deduction to the weekly salary of an exempt employee, the city will reimburse the employee and make appropriate changes to comply in the future. All employees, in all departments, are required to work overtime as requested by their supervisors as a condition of continued employment. Refusal to work overtime may result in disciplinary action. Supervisors will make reasonable efforts to balance the personal needs of their employees when assigning overtime work. Leave Policy for Exempt Employees Exempt employees are required to work the number of hours necessary to fulfill their responsibilities, including evening meetings and/or on-call hours. The normal hours of business for exempt staff are Monday through Friday, 8 a.m. to 4:30 p.m., plus evening meetings as necessary.

Exempt employees are required to use paid leave when on personal business or away from the office for four (4) hours or more on a given day. Absences of less than four (4) hours do not require the use of paid leave as it is presumed that the staff member regularly puts in work hours above and beyond the normal 8 a.m. to 4:30 p.m. Monday through Friday requirement. Exempt employees must communicate their absence to the personnel committee. If one of the above employees is regularly absent from work under this policy and it is found that there is excessive time away from work that is not justified, the situation will be handled like a performance issue. If it appears that less than forty (40) hours per week is needed to fulfill the position’s responsibilities, the position will be reviewed to determine whether a part-time position will meet the needs of the city. The council may adopt additional notification and approval requirements for specific situations as determined necessary. PERFORMANCE REVIEWS An objective performance review system will be established by the council or designee to periodically evaluate the performance of city employees. The quality of an employee’s past performance will be considered in personnel decisions such as promotions, transfers, demotions, terminations, and, where applicable, salary adjustments. Performance reviews will be discussed with the employee. While certain components of performance evaluation, such as disputed facts reported to be incomplete or inaccurate, are challengeable using the city’s grievance process, other performance evaluation data, including subjective assessments, are not. For those parts of the performance evaluation system deemed not challengeable, an employee may submit a written response, which will be attached to the performance review. Performance reviews are to be scheduled regularly, at least annually. The form, with all required signatures, will be retained as part of the employee’s personnel file. During the training period, informal performance meetings should frequently occur between the supervisor and the employee. Conducting these informal performance meetings provides both the supervisor and the employee the opportunity to discuss what is expected, what is going well and not so well. The signing of the performance review document by the employee acknowledges the review has been discussed with the supervisor and does not necessarily constitute an agreement. Failure to sign the document by the employee will not delay processing. BENEFITS Health, Dental, Life, AFLAC Insurance Health insurance: The City provides health insurance coverage for full-time employees only. The city will pay 100% of the single premium cost; any employee with a family policy will have to pay the cost difference between the single premium and family premium. Employees are eligible for health insurance on the first day of the next month after the date of hire.

Dental Insurance: The City provides dental insurance for permanent full-time employees and their dependents. Employees are eligible for dental insurance on the first day of the next month after the date of hire. Life Insurance: All permanent full-time employees are eligible for life insurance provided by the City. Employees are eligible for life insurance on the first day of the next month after the date of hire. AFLAC Insurance: All permanent full-time employees are eligible for up to $100.00 of AFLAC insurance provided by the City. The employee will pay any monthly expense over the $100.00 per month. Employees are eligible for AFLAC insurance on the first day of the next month after the date of hire. All insurances are provided through a company of the City’s choice. Retirement/PERA The city participates in the Public Employees Retirement Association (PERA) to provide pension benefits for its eligible employees to help plan for a successful and secure retirement. Participation in PERA is mandatory for most employees, and contributions to PERA begin immediately. The city and the employee contribute to PERA each pay period as determined by state law. Most employees are also required to contribute a portion of each paycheck for Social Security and Medicare (the city matches the employee’s Social Security and Medicare withholding for many employees). For information about PERA eligibility and contribution requirements, contact Clerk-Treasurer. HOLIDAYS The city observes the following official holidays for all permanent full-time employees:

New Year’s Day Martin Luther King, Jr. Day Presidents Day ½ of Good Friday Memorial Day Independence Day Labor Day Veterans Day Thanksgiving Day Christmas Day Employee’s Birthday

Part-time, temporary and seasonal employees receive the holidays off but are not paid for those days. Official holidays commence at the beginning of the first shift of the day on which the holiday is observed and continue for twenty-four (24) hours thereafter. When a holiday falls on a Sunday, the following Monday will be the “observed” holiday. When a holiday falls on a Saturday, the preceding Friday will be the “observed” holiday for city operations/facilities that are closed on holidays.

Full-time employees will receive pay for official holidays at their normal straight time rates, provided they are on paid status on the last scheduled day before the holiday and first scheduled day immediately after the holiday. Any employee on a leave of absence without pay from the city is not eligible for holiday pay Holidays are only to be worked in emergencies or for snow removal following the Snow Removal Policy. Some examples of emergencies: water main break, lift station failure, water treatment plant failure, natural disasters. Employees wanting to observe holidays other than those officially observed by the city may request either vacation leave or unpaid leave for such time off. LEAVES OF ABSENCE Depending upon an employee’s situation, more than one form of leave may apply during the same time. An employee will need to meet the requirements of each form of leave separately. Leave requests will be evaluated on a case-by-case basis. Except as otherwise stated, all paid time off, taken under any of the city’s leave programs, must be taken consecutively, with no intervening unpaid leave. The city will provide employees with time away from work as required by state or federal statutes, if there are requirements for such time off that are not described in the personnel policies. Sick Leave Sick leave is authorized absence from work with pay, granted to qualified full-time employees. Sick leave is a privilege, not a right. Employees are to use this paid leave only when they are unable to work for medical reasons and under the conditions explained below. Sick leave does not accrue during an unpaid leave of absence. Full-time employees will accumulate sick leave at a rate of one (1) day per month. Part-time, temporary and seasonal employees will not earn or accrue sick leave. Sick leave may be used only for days when the employee would otherwise have been at work. It cannot

be used for scheduled days off. Sick leave should be used in half or full-day increments and be approved by the department head. You may accumulate up to 120 days. Two days per year may be used as personal days. The calendar year for use is January 1 to December 31. Employees may cash out unused sick days upon termination of employment. These unused days will be

compensated for at a rate of $20 per day. Sick leave may be used as follows: When an employee is unable to perform work duties due to illness or disability (including pregnancy). For medical, dental, or other care provider appointments. When an employee has been exposed to a contagious disease of such a nature that his/her presence at

the workplace could endanger the health of others. To care for the employee’s injured or ill children, including stepchildren or foster children, for such

reasonable periods as the employee’s attendance with the child may be necessary.

To take children or other family members to a medical, dental, or other care provider appointment. To care for an ill spouse, father, father-in-law, mother, mother-in-law, stepparent, grandparent,

grandchild, sister or brother. Safety Leave Employees are authorized to use sick leave for reasonable absences for themselves or

relatives (employee’s adult child, spouse, sibling, parent, mother-in-law, father-in-law, grandchild, grandparent, or stepparent) who are providing or receiving assistance because they, or a relative, is a victim of sexual assault, domestic abuse, or stalking. Safety leave for those listed, other than the employee and the employee’s child, is limited to 160 hours in any 12-month period.

According to Minn. Stat. §181.9413, eligible employees may use up to 160 hours of sick leave in any 12-month period for absences due to an illness of or injury to the employee’s adult child, spouse, sibling, parent, grandparent, stepparent, parent-in-law (mother-in-law and father-in-law), and grandchild (includes step-grandchild, biological, adopted, or foster grandchild).

After accrued sick leave has been exhausted, vacation leave may be used upon approval of the personnel committee, to the extent the employee is entitled to such leave. To be eligible for sick leave pay, the employee will: Communicate with his/her immediate supervisor, as soon as possible after the scheduled start of the

workday, for each and every day absent; Keep his/her immediate supervisor informed of the status of the illness/injury or the condition of the ill

family member; Submit a physician’s statement upon request.

After an absence, a physician’s statement may be required on the employee’s first day back to work, indicating the nature of the illness or medical condition and attesting to the employee’s ability to return to work and safely perform the essential functions of the job with or without reasonable accommodation. Any work restrictions must be stated clearly on the return-to-work form. Employees who have been asked to provide such a statement may not be allowed to return to work until they comply with this provision. Sick leave may be denied for any employee required to provide a doctor’s statement until such a statement is provided. The city has the right to obtain a second medical opinion to determine the validity of an employee’s workers’ compensation or sick leave claim or to obtain information related to restrictions or an employee’s ability to work. The city will arrange and pay for an appropriate medical evaluation when the city requires it. Any employee who makes a false claim for sick leave will be subject to discipline up to and including termination. Employees must normally use sick leave before using paid vacation or compensatory time and before an unpaid leave of absence during a medical leave. Sick leave will normally not be approved after an employee gives notice that he or she will be terminating employment. The council must approve exceptions.

Vacation Leave Vacation Leave Schedule Years of Service Accrual per Pay Period Under 1 year 0 1 2 2-9 3.5 10+ 5 Eligibility Permanent full-time employees will earn vacation leave following the above schedule. Part-time, temporary and seasonal employees will not earn or accrue vacation leave. Accrual Rate To determine an employee’s vacation accrual rate, years of service will include all continuous-time that the employee has worked at the city (including authorized unpaid leave). Employees who are rehired after terminating city employment will not receive credit for their prior service unless specifically negotiated at the time of hire. Earnings and Use After twelve months of service, vacation leave may be used as it is earned, subject to approval by the employee’s supervisor. An employee will not earn any vacation leave for any pay period unless he/she is employed by the city on the last scheduled workday of the pay period. Vacation requests should generally be received at least forty-eight (48) hours in advance of the requested time off. Vacation requests are to be given to a supervisor or a personnel committee member. Vacation can be requested in increments as small as one hour up to the total amount of the accrued leave balance. Vacation leave is to be used only by the employee who accumulated it. It cannot be transferred to another employee. Employees may accrue vacation leave up to a maximum of two (2) times the employee’s annual accrual rate. No vacation will be allowed to accrue more than this amount without the approval of the City Council. Vacation leave cannot be converted into cash payments except at termination. Funeral Leave Employees will be permitted to use up to three (3) consecutive working days, with pay, as funeral leave upon the death of an immediate family member. Paid funeral leave will not be deducted from the employee’s vacation or sick leave balance. The actual amount of time off, and funeral leave approved, will be determined by the supervisor or personnel committee depending on individual circumstances (such as the closeness of the relative, arrangements to be made, distance to the funeral, etc.).

Military Leave State and federal laws provide protections and benefits to city employees who are called to military service, whether in the reserves or on active duty. Such employees are entitled to a leave of absence without loss of pay, seniority status, efficiency rating, or benefits for the time the employee is engaged in training or active service, not exceeding a total of 15 days in any calendar year. The leave of absence is only in the event the employee returns to employment with the city as required upon being relieved from service, or is prevented from returning by physical or mental disability or other cause not the fault of the employee, or is required by the proper authority to continue in military or naval service beyond the fifteen (15) day paid leave of absence. Employees on extended unpaid military leave will receive fifteen (15) days paid leave of absence in each calendar year, not to exceed five years. Where possible, notice is to be provided to the city at least ten (10) working days in advance of the requested leave. If an employee has not yet used his/her fifteen (15) days of paid leave when called to active duty, any unused paid time will be allowed for the active duty time, before the unpaid leave of absence. Employees returning from military service will be reemployed in the job that they would have attained had they not been absent for military service and with the same seniority, status, and pay, as well as other rights and benefits determined by seniority. Unpaid military leave will be considered hours worked for vacation leave and sick leave accruals. Eligibility for the continuation of insurance coverage for employees on military leave beyond fifteen (15) days will follow the same procedures as for any employee on an unpaid leave of absence. Employees will be granted up to ten (10) working days of unpaid leave, whose immediate family member is a member of the United States armed forces who have been injured or killed while engaged in active service. The ten (10) days may be reduced if an employee elects to use appropriate accrued paid leave. Unless the leave would unduly disrupt the operations of the city, employees whose immediate family member, as a member of the United States armed forces has been ordered into active service in support of a war or other national emergency, will be granted an unpaid leave of absence, not to exceed one day’s duration in any calendar year, to attend a send-off or homecoming ceremony for the mobilized service member. Jury Duty Regular full-time and part-time employees will be granted paid leaves of absence for required jury duty. Such employees will be required to turn over any compensation they receive for jury duty, minus mileage reimbursement, to the city to receive their regular wages for the period. Time spent on jury duty will not be counted as time worked in computing overtime. Employees excused or released from jury duty during their regular working hours will report to their regular work duties as soon as reasonably possible or will use accrued vacation or compensatory time to make up the difference. Employees are required to notify their supervisor, Clerk-Treasurer, and the personnel committee as soon as possible after receiving notice to report for jury duty. The employee will be responsible for ensuring that the

clerk of court completes a report of time spent on jury duty and pay form so the city will be able to determine the amount of compensation due for the period involved. Temporary and seasonal employees are generally not eligible for compensation for absences due to jury duty but can take a leave without pay subject to department head approval. However, if a temporary or seasonal employee is classified as exempt, he/she will receive compensation for the jury duty time. Court Appearances Employees will be paid their regular wage to testify in court for city-related business. Any compensation received for court appearances (e.g., subpoena fees) arising out of or in connection with city employment, minus mileage reimbursement, must be turned over to the city. Victim or Witness Leave An employer must allow a victim or witness, who is subpoenaed or requested by the prosecutor to attend court for the purpose of giving testimony, or is the spouse or immediate family member (immediate family member includes parent, spouse, child or sibling of the employee) of such victim, reasonable time off from work to attend criminal proceedings related to the victim’s case. [See Safety Leave under the Sick Leave Policy for additional information on leave benefits available to employees and certain family members]. Job-Related Injury or Illness All employees are required to report any job-related illnesses or injuries to their supervisor immediately (no matter how minor). If a supervisor is not available and the nature of injury or illness requires immediate treatment, the employee is to go to the nearest available medical facility for treatment and, as soon as possible, notify his/her supervisor of the action taken. In the case of a serious emergency, 911 should be called. If the injury is not of an emergency nature but requires medical attention, the employee will report it to the supervisor and make arrangements for a medical appointment. Workers’ compensation benefits and procedures to return to work will be applied according to applicable state and federal laws.

Pregnancy and Parenting Leave Employees who work twenty (20) hours or more per week and have been employed more than one year are entitled to take an unpaid leave of absence under the Pregnancy and Parenting Leave Act of Minnesota. Female employees for prenatal care, or incapacity due to pregnancy, childbirth, or related health conditions, as well as a biological or adoptive parent in conjunction with after the birth or adoption of a child as eligible for up to 12 weeks of unpaid leave and, must begin within twelve (12) months of the birth or adoption of the child. In the case where the child must remain in the hospital longer than the mother, the leave must begin within 12 months after the child leaves the hospital. If the leave must be taken in less than three days, the employee should give as much notice as practicable. Employees are required to use accrued leave (i.e., sick leave, vacation leave, etc.) during Parenting Leave. The employee is entitled to return to work in the same position, and at the same rate of pay, the employee was receiving before commencement of the leave. Group insurance coverage will remain available while the

employee is on leave according to the Pregnancy and Parenting Leave Act. Still, the employee will be responsible for the entire premium unless otherwise provided in this policy. Administrative Leave Under special circumstances, an employee may be placed on administrative leave, pending the outcome of an internal or external investigation. The leave may be paid or unpaid, depending on the circumstances, as determined by the personnel committee with the approval of the City Council. Adoptive Parents Adoptive parents will be given the same leave opportunities as biological parents (see provisions for Parenting Leave). The leave must be to arrange the child’s placement or care for the child after placement. Such leave must begin before or at the time of the child’s placement in the adoptive home. School Conference Leave Any employee who has worked half-time or more for more may take unpaid leave for up to a total of sixteen (16) hours during a 12-month period to attend school conferences or classroom activities related to the employee’s child (under 18 or 20 and still attending secondary school), provided the conference or classroom activities cannot be scheduled during non-work hours. When the leave cannot be scheduled during non-work hours and the need for the leave is foreseeable, the employee must provide reasonable prior notice of the leave and make a reasonable effort to schedule the leave so as not to disrupt unduly the operations of the city. Employees may choose to use vacation leave hours for this absence but are not required to do so. Bone Marrow/Organ Donation Leave Employees working an average of 20 or more hours per week may take paid leave, not to exceed 40 hours, unless agreed to by the city, to undergo medical procedures to donate bone marrow or an organ. The 40 hours is over, and above the amount of accrued time the employee has earned The city may require a physician’s verification of the purpose and length of the leave requested to donate bone marrow or an organ. If there is a medical determination that the employee does not qualify as bone marrow or organ donor, the paid leave of absence granted to the employee before that medical determination is not forfeited.

Elections/Voting An employee selected to serve as an election judge according to Minnesota law will be allowed time off without pay for purposes of serving as an election judge, provided that the employee gives the city at least twenty (20) days written notice. All employees eligible to vote at a State general election, at an election to fill a vacancy in the office of United States Senator or Representative, or a Presidential primary, will be allowed time off with pay to vote on the election day. Employees wanting to take advantage of such leave are required to work with their supervisors to avoid coverage issues. Regular Leave without Pay The council may authorize a leave without pay for up to thirty (30) days. Council reserves the right to grant greater periods of leave without pay.

Normally employee benefits will not be earned by an employee while on leave without pay. However, the city’s contribution toward health, dental, and life insurance may be continued, if approved by the City Council, for leaves of up to ninety (90) days when the leave is for medical reasons. If an employee is on a regular leave without pay and is not working any hours, the employee will not accrue (or be paid for) holidays, sick leave, or vacation leave. Employees who are working reduced hours while on this type of leave will receive holiday pay on a prorated basis and will accrue sick leave and vacation leave based on actual hours worked. Leave without pay hours will not count toward seniority, and all accrued vacation leave and compensatory time must normally be used before an unpaid leave of absence will be approved. To qualify for leave without pay, an employee need not have used all sick leave earned unless the leave is for medical reasons. Leave without pay for purposes other than medical leave or work-related injuries will be at the convenience of the city. Employees returning from leave without pay for a reason other than a qualified Parenting Leave will be guaranteed return to the original position only for absences of thirty (30) calendar days or less. Employees receiving leave without pay above thirty (30) calendar days, for reasons other than qualified Parenting Leave are not guaranteed return to their original position. If their original position or a position of similar or lesser status is available, it may be offered at the discretion of the council. Reasonable Unpaid Work Time for Nursing Mothers Nursing mothers will be provided reasonable unpaid break time for nursing mothers to express milk for nursing her child for one year after the child’s birth. The city will provide a room (other than a bathroom) as close as possible to the employee’s work area, which is shielded from view and free from intrusion from coworkers and the public and includes access to an electrical outlet, where the nursing mother can express milk in private. Light-Duty/Modified Duty Assignment This policy is to establish guidelines for temporary assignment of work to temporarily disabled employees who are medically unable to perform their regular work duties. The personnel committee evaluates light duty on a case-by-case basis. This policy does not guarantee assignment to light duty. Such assignments are for short-term, temporary disability-type purposes; assignment of light-duty is at the discretion of the personnel committee. The personnel committee reserves the right to determine when and if light duty work will be assigned. When an employee is unable to perform the essential requirements of his/her job due to a temporary disability, he/she will notify the supervisor in writing as to the nature and extent of the disability and the reason why he/she is unable to perform the essential functions, duties, and requirements of the position. This notice must be accompanied by a physician’s report containing a diagnosis, current treatment, and any work restrictions related to the temporary disability. The notice must include the expected time frame regarding return to work with no restrictions, meeting all essential requirements and functions of the city’s job description along with a written request for light duty. Upon receipt of the written request, the supervisor is to forward a copy of the report to the Clerk-Treasurer. The city may require a medical exam conducted by a

physician selected by the city to verify the diagnosis, current treatment, expected length of temporary disability, and work restrictions. It is at the discretion of the personnel committee whether or not to assign light-duty work to the employee. However, this policy is handled on a case-by-case basis. If the city offers a light-duty assignment to an employee who is out on workers’ compensation leave, the employee may be subject to penalties if he/she refuses such work. The city will not, however, require an employee who is otherwise qualified for protection under the Family and Medical Leave Act to accept a light-duty assignment. The circumstances of each disabled employee performing light-duty work will be reviewed regularly. Any light duty/modified work assignment may be discontinued at any time. Reasonable Accommodations to an Employee for Health Conditions Relating to Pregnancy The city will attempt to provide a female employee who requests reasonable accommodation with the following for her health conditions related to her pregnancy or childbirth: More frequent restroom, food, and water breaks; Seating; Limits on lifting over 20 pounds; and/or Temporary transfer to a less strenuous or hazardous position, should one be available.

Unless such accommodations impose an undue hardship on the city, the city will engage in an interactive process with respect to an employee’s request for reasonable accommodation.

SEXUAL HARASSMENT PREVENTION General The City of Greenbush is committed to creating and maintaining a public service workplace free of harassment and discrimination. Such harassment is a violation of Title VII of the Civil Rights Act of 1964, the Minnesota Human Rights Act, and other related employment laws In keeping with this commitment, the city maintains a strict policy prohibiting unlawful harassment, including sexual harassment. This policy prohibits harassment in any form, including verbal and physical harassment. This policy statement is intended to make all employees, volunteers, members of boards and commissions, and elected officials sensitive to the matter of sexual harassment, to express the city’s strong disapproval of unlawful sexual harassment, to advise employees against this behavior and to inform them of their rights and obligations. The most effective way to address any sexual harassment issue is to bring it to the attention of management. Definitions To provide employees with a better understanding of what constitutes sexual harassment, the definition, based on Minnesota Statute § 363.01, subdivision 41, is provided: sexual harassment includes unwelcome sexual advances, requests for sexual favors, sexually motivated physical contact, or other verbal or physical conduct or communication of a sexual nature, when:

Submitting to the conduct is made either explicitly or implicitly a term or condition of an individual’s employment; or

Submitting to or rejecting the conduct is used as the basis for an employment decision affecting an individual’s employment; or

Such conduct has the purpose or result of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile, or offensive work environment.

Examples of inappropriate behaviors that are unacceptable and therefore prohibited, even if not unlawful in and of themselves include: unwanted physical contact unwelcome sexual jokes or comments sexually explicit posters or pinups repeated and unwelcome requests for dates or sexual favors sexual gestures or any indication expressed or implied, that job security or any other condition of

employment depends on submission to or rejection of unwelcome sexual requests or behavior. In summary, sexual harassment is the unwanted, unwelcome, or repeated action of an individual against another individual, using sexual overtones. Expectations The City of Greenbush recognizes the need to educate its employees, volunteers, members of boards and commissions, and elected officials on the subject of sexual harassment. It stands committed to providing information and training. All employees are expected to treat each other and the general public with respect and assist in fostering an environment free from offensive behavior or harassment. Violations of this policy may result in discipline, including possible termination. Each situation will be evaluated on a case-by-case basis. Employees who feel that they have been victims of sexual harassment, or employees who are aware of such harassment, should immediately report their concerns to any of the following: 1. A supervisor; 2. Mayor or city councilmember. In addition to notifying one of the above persons and stating the nature of the harassment, the employee is also encouraged to take the following steps if the person feels safe and comfortable doing so. If there is a concern about the possibility of violence, the individual should use his/her discretion to call 911, and as soon as feasible, a supervisor. 1. Communicate to the harasser the conduct is unwelcome. Professionally, but firmly, tell whoever is

engaging in the disrespectful behavior how you feel about their actions, and request the person to stop the behavior because you feel intimidated, offended, or uncomfortable. If practical, bring a witness with you for this discussion.

2. In some situations such as with an offender from the public, it is preferable to avoid one on one interactions. Talk to your supervisor about available options to ensure there are others available to help with transactions with an offender.

3. To reiterate, you must notify a supervisor, the mayor, or councilmember of your concerns. The person to whom you speak is responsible for documenting the issues and for giving you a status report on the matter. If, after what is considered to be a reasonable length of time (for example, 30 days), you believe

inadequate action is being taken to resolve your complaint/concern, the next step is to report the incident to the mayor or the city attorney.

The city urges conduct, which is viewed as offensive, be reported immediately to allow for corrective action to be taken through education and immediate counseling, if appropriate. Management takes these complaints seriously and has an obligation to provide an environment free of sexual harassment. The city is obligated to prevent and correct unlawful harassment in a manner that does not abridge the rights of the accused. To accomplish this task, the cooperation of all employees is required. In the case of a sexual harassment complaint, a supervisor must report the allegations promptly to the personnel committee. If a member of the personnel committee is the subject of the complaint, then the supervisor is to report the complaint to the City Attorney. A supervisor must act upon such a report even if requested otherwise by the victim. The city will take action to correct any, and all reported harassment to the extent evidence is available to verify the alleged harassment and any related retaliation. All allegations will be investigated. Strict confidentiality is not possible in all cases of sexual harassment as the accused has the right to answer charges made against them, particularly if discipline is a possible outcome. Reasonable efforts will be made to respect the confidentiality of the individuals involved, to the extent possible. The City is not voluntarily engaging in a dispute resolution process within the meaning of Minn. Stat. § 363A.28, subd. 3(b) by adopting and enforcing this workplace policy. The filing of a complaint under this policy and any subsequent investigation does not suspend the one-year statute of limitations period under the Minnesota Human Rights Act for bringing a civil action or for filing a charge with the Commissioner of the Department of Human Rights.

Special Reporting Requirements When the supervisor is the alleged harasser, a report will be made to a member of the personnel committee, who will assume the responsibility for investigation and discipline. If a council member is the alleged harasser, a report will be made to the City Attorney, who will confer with the Mayor and City Council regarding appropriate investigation and action. Pending completion of the investigation, the council may, at his/her discretion, take appropriate action to protect the alleged victim, other employees, or citizens. If an elected or appointed city official (e.g., council member or commission member) is the victim of disrespectful workplace behavior, the City Attorney will be consulted as to the appropriate course of action. Retaliation The City of Greenbush will not tolerate retaliation or intimidation directed towards anyone who makes a complaint of employment discrimination, who serves as a witness or participates in an investigation, or who is exercising his/her rights, including when requesting religious or disability accommodation. Retaliation is broader than discrimination and includes, but is not limited to, any form of intimidation, reprisal, or harassment. While each situation is very fact-dependent, generally speaking retaliation can include a denial of a promotion, job benefits, or refusal to hire, discipline, negative performance evaluations or transfers to less prestigious or desirable work or work locations because an employee has engaged or may engage in activity in furtherance of EEO laws.

It can also include threats of reassignment, removal of supervisory responsibilities, filing a civil action, deportation or other action with immigration authorities, disparagement to others or the media, and making a false report to government authorities because an employee has engaged or may engage in protected activities. Any individual who retaliates against a person who testifies, assists, or participates in an investigation may be subject to disciplinary action up to and including termination. If you feel retaliation is occurring within the workplace, please report your concern immediately to any of the following:

1. Immediate supervisor; 2. Mayor or City Councilmember 3. In the event an employee feels retaliation has occurred by the City Council, then reporting may be

made to the City Attorney.

Supervisors who have been approached by employees with claims of retaliation will take the complaint seriously and promptly report the allegations promptly to the personnel committee, or if the complaint is against a council member to the City Attorney, who will decide how to proceed in addressing the complaint. RESPECTFUL WORKPLACE POLICY (includes sexual harassment prevention) This policy intends to provide general guidelines about conduct that is and is not appropriate in the workplace and other city-sponsored social events. The city acknowledges this policy cannot possibly predict all situations that might arise, and also recognizes that some employees are exposed to disrespectful behavior, and even violence, by the very nature of their jobs. Applicability Maintaining a respectful public service work environment is a shared responsibility. This policy applies to all city employees, volunteers, firefighters, members of boards and commissions, and City Council members. Abusive Customer Behavior While the city has a strong commitment to customer service, the city does not expect employees to accept verbal and other abuse from any customer. An employee may request that a supervisor intervene when a customer is abusive, or the employee may defuse the situation themselves, including professionally ending the contact. If there is a concern about the possibility of violence, the individual should use his/her discretion to call 911, and as soon as feasible, a supervisor. Employees should leave the area immediately when violence is imminent unless their duties require them to remain (such as police officers). Employees must notify their supervisor about the incident as soon as possible. Types of Disrespectful Behavior The following behaviors are unacceptable and therefore prohibited, even if not unlawful in and of themselves:

Violent behavior: includes the use of physical force, harassment, bullying, or intimidation. Discriminatory behavior: includes inappropriate remarks about or conduct related to a person’s race, color, creed, religion, national origin, disability, sex, pregnancy, gender-biased statements, such as stereotypes about women or men, marital status, age, sexual orientation, gender identity, or gender expression, familial status, or status concerning public assistance. Offensive behavior: may include such actions as rudeness, angry outbursts, inappropriate humor, vulgar obscenities, name-calling, disparaging language, or any other behavior regarded as offensive to a reasonable person based upon violent or discriminatory behavior as listed above. It is not possible to anticipate in this policy every example of offensive behavior. Accordingly, employees are encouraged to discuss with their fellow employees and supervisor what is regarded as offensive, taking into account the sensibilities of employees and the possibility of public reaction. Although the standard for how employees treat each other and the general public will be the same throughout the city, there may be differences between work groups about what is appropriate in other circumstances unique to a workgroup. If an employee is unsure whether a particular behavior is appropriate, the employee should request clarification from their supervisor or the personnel committee. Sexual harassment: can consist of a wide range of unwanted and unwelcome sexually directed behavior such as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when:

• Submitting to the conduct is made either explicitly or implicitly a term or condition of an individual’s employment; or

• Submitting to or rejecting the conduct is used as the basis for an employment decision affecting an individual’s employment; or

• Such conduct has the purpose or result of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile, or offensive work environment.

Sexual harassment includes, but is not limited to, the following:

• Unwelcome or unwanted sexual advances. This means stalking, patting, pinching, brushing up against, hugging, cornering, kissing, fondling, or any other similar physical contact considered unacceptable by another individual.

• Verbal or written abuse, kidding or comments that are sexually-oriented and considered unacceptable by another individual. This includes comments about an individual’s body or appearance where such comments go beyond mere courtesy, telling “dirty jokes” or any other tasteless, sexually-oriented comments, innuendos, or actions that offend others. The harassment policy applies to social media posts, tweets, etc., that are about or may be seen by employees, customers, etc.

• Requests or demands for sexual favors. This includes subtle or obvious expectations, pressures, or requests for any type of sexual favor, along with an implied or specific promise of a favorable treatment (or negative consequence) concerning one’s current or future job.

Names and Pronouns: Every employee will be addressed by a name and by pronouns that correspond to the employee’s gender identity. A court-ordered name or gender change is not required. Employee Response to Disrespectful Workplace Behavior All employees should feel comfortable calling their supervisor or another manager to request assistance should they not feel comfortable with a situation. If situations involve violent behavior, call the police or ask the individual to leave the area. If employees see or overhear a violation of this policy, employees should advise a supervisor or the personnel committee promptly. Employees who believe disrespectful behavior is occurring are encouraged to deal with the situation in one of the ways listed below. If there is a concern about the possibility of violence, the individual should use his/her discretion to call 911, and as soon as feasible, a supervisor. Step 1(a). If you feel comfortable doing so, professionally, but firmly, tell whoever is engaging in the disrespectful behavior how you feel about their actions. Politely request the person to stop the behavior because you feel intimidated, offended, or uncomfortable. If practical, bring a witness with you for this discussion. Step 1(b). If you fear adverse consequences could result from telling the offender or if the matter is not resolved by direct contact, go to your supervisor or personnel committee. The person to whom you speak is responsible for documenting the issues and for giving you a status report on the matter. In some situations with an offender from the public, it is preferable to avoid one on one interactions. Talk to your supervisor about available options to ensure there are others available to help with transactions with the offender. Step 1(c). The city urges conduct, which is viewed as offensive, be reported immediately to allow for corrective action to be taken through education and immediate counseling, if appropriate. It is vitally important you notify a supervisor, the personnel committee, the mayor or councilmember of promptly of your concerns. Any employee who observes sexual harassment or discriminatory behavior, or receives any reliable information about such conduct, must report it promptly to a supervisor or the personnel committee. Step 2. If, after what is considered to be a reasonable length of time (for example, 30 days), you believe inadequate action is being taken to resolve your complaint/concern, the next step is to report the incident to the personnel committee or the mayor. Supervisor’s Response to Allegations of Disrespectful Workplace Behavior Employees who have a complaint of disrespectful workplace behavior will be taken seriously. In the case of sexual harassment or discriminatory behavior, a supervisor must report the allegations promptly to the personnel committee, who will determine whether an investigation is warranted. A supervisor must act upon such a report even if requested otherwise by the victim. In situations other than sexual harassment and discriminatory behavior, supervisors will use the following guidelines when an allegation is reported: Step 1(a). If the nature of the allegations and the wishes of the victim warrant a simple intervention, the supervisor may choose to handle the matter informally. The supervisor may conduct a coaching session with

the offender, explaining the impact of his/her actions and requiring the conduct, not reoccur. This approach is particularly appropriate when there is some ambiguity about whether the conduct was disrespectful. Step 1(b). Supervisors, when talking with the reporting employee, will be encouraged to ask him or her what actions he or she wants to see happen next. When an employee comes forward with a disrespectful workplace complaint, it is important to note the city cannot promise complete confidentiality, due to the need to investigate the issue properly. However, any investigation process will be handled as confidentially as practical and related information will only be shared on a need to know basis and following the Minnesota Data Practices Act. Step 2. If a formal investigation is warranted, the individual alleging a violation of this policy will be interviewed to discuss the nature of the allegations. The person being interviewed may have someone of his/her choosing present during the interview. Typically, the investigator will obtain the following description of the incident, including date, time, and place:

• Corroborating evidence. • A list of witnesses. • Identification of the offender.

Step 3. The supervisor must notify the personnel committee about the allegations (assuming the allegations do not involve the personnel committee or council members). Step 4. In most cases, as soon as practical after receiving the written or verbal complaint, the alleged policy violator will be informed of the allegations, and the alleged violator will have the opportunity to answer questions and respond to the allegations. The City will follow any other applicable policies or laws in the investigatory process. Step 5. After adequate investigation and consultation with the appropriate personnel, a decision will be made regarding whether or not disciplinary action will be taken. Step 6. The alleged violator and complainant will be advised of the findings and conclusions as soon as practicable and to the extent permitted by the Minnesota Government Data Practices Act. Special Reporting Requirements When the supervisor is perceived to be the cause of a disrespectful workplace behavior incident, a report will be made to the personnel committee, who will determine how to proceed in addressing the complaint as well as appropriate discipline. If a councilmember is perceived to be the cause of a disrespectful workplace behavior incident involving city personnel, the report will be made to the council member and referred to the city council, who will undertake the necessary investigation. The city attorney will report his/her findings to the City Council, which will take the action it deems appropriate. Pending completion of the investigation, the city council may, at his/her discretion, take appropriate action to protect the alleged victim, other employees, or citizens. If an elected or appointed city official (e.g., council member or commission member) is the victim of disrespectful workplace behavior, the City Attorney will be consulted as to the appropriate course of action.

Confidentiality A person reporting or witnessing a violation of this policy cannot be guaranteed anonymity. The person’s name and statements may have to be provided to the alleged offender. All complaints and investigative materials will be contained in a file separate from the involved employees’ personnel files. If disciplinary action does result from the investigation, the results of the disciplinary action will then become a part of the employee(s) personnel file(s). Retaliation Consistent with the terms of applicable statutes and city personnel policies, the city may discipline any individual who retaliates against any person who reports alleged violations of this policy. The city may also discipline any individual who retaliates against any participant in an investigation, proceeding or hearing relating to the report of alleged violations. Retaliation includes, but is not limited to, any form of intimidation, reprisal, or harassment. Possession and Use of Dangerous Weapons Possession or use of a dangerous weapon (see attached definitions) is prohibited on city property, in city vehicles, or in any personal vehicle, which is being used for city business. This includes employees with valid permits to carry firearms. The following exceptions to the dangerous weapons prohibition are as follows:

• Employees legally in possession of a firearm for which the employee holds a valid permit, if required, and said firearm is secured within an attended personal vehicle or concealed from view within a locked, unattended personal vehicle while that person is working on city property.

• A person who is showing or transferring the weapon or firearm to a police officer during an investigation.

• Police officers and employees who are in possession of a weapon or firearm in the scope of their official duties.

SEPARATION FROM SERVICE Resignations Employees wishing to leave the city service in good standing must provide a written resignation notice to their supervisor, at least ten (10) working days before leaving. Exempt employees must give thirty (30) calendar days’ notice. The written resignation must state the effective date of the employee’s resignation. Unauthorized absences from work for a period of three consecutive workdays may be considered as resignation without proper notice. Failure to comply with this procedure may be cause for denying the employee’s severance pay and any future employment with the city. Severance Pay Employees who leave the employ of the city in good standing by retirement or resignation will receive pay for 100 percent of unused accrued vacation.

DISCIPLINE General Policy Supervisors are responsible for maintaining compliance with city standards of employee conduct. The objective of this policy is to establish a standard disciplinary process for employees of the City of Greenbush. City employees will be subject to disciplinary action for failure to fulfill their duties and responsibilities at the level required, including observance of work rules and standards of conduct and applicable city policies. Discipline will be administered in a non-discriminatory manner. An employee who believes that discipline applied was either unjust or disproportionate to the offense committed may pursue a remedy through the grievance procedures established in the city’s personnel policies. The supervisor and/or the personnel committee will investigate any allegation on which disciplinary action might be based before any disciplinary action is taken. No Contract Language Established This policy is not to be construed as contractual terms and is intended to serve only as a guide for employee discipline. Process The city may elect to use progressive discipline, a system of escalating responses intended to correct the negative behavior rather than to punish the employee. There may be circumstances that warrant deviation from the suggested order or where progressive discipline is not appropriate. Nothing in these personnel policies implies that any city employee has a contractual right or guarantee (also known as a property right) to the job he/she performs. Documentation of disciplinary action taken will be placed in the employee’s personnel file with a copy provided to the employee. The following are descriptions of the types of disciplinary actions:

Oral Reprimand This measure will be used where informal discussions with the employee’s supervisor have not resolved the matter. All supervisors can issue oral reprimands without prior approval.

Oral reprimands are normally given for first infractions on minor offenses to clarify expectations and put the employee on notice that the performance or behavior needs to change and what the change must be. The supervisor will document the oral reprimand, including date(s) and a summary of the discussion and corrective action needed.

Written Reprimand A written reprimand is more serious and may follow an oral reprimand when the problem is not corrected, or the behavior has not consistently improved in a reasonable period. Serious infractions may require skipping either the oral or written reprimand, or both. The supervisor issues written reprimands with prior approval from the personnel committee.

A written reprimand will: (1) state what did happen; (2) state what should have happened; (3) identify the policy, directive or performance expectation that was not followed; (4) provide history, if any, on the issue; (5) state goals, including timetables, and expectations for the future; and (6) indicate consequences of recurrence.

Employees will be given a copy of the reprimand to sign acknowledging its receipt. Employees’ signatures do not mean the employee agrees with the reprimand. Written reprimands will be placed in the employee’s personnel file. Suspension With or Without Pay The city council may suspend an employee without pay for disciplinary reasons. Suspension without pay may be followed with immediate dismissal as deemed appropriate by the City Council, except in the case of veterans. Qualified veterans, who have completed their initial probationary period, will not be suspended without pay in conjunction with a termination.

The employee will be notified in writing of the reason for the suspension either before the suspension or shortly after that. A copy of the letter of suspension will be placed in the employee’s personnel file.

An employee may be suspended or placed on an involuntary leave of absence pending an investigation of an allegation involving that employee. The leave may be with or without pay, depending on any number of factors, including the nature of the allegations. If the allegation is proven false after the investigation, the relevant written documents will be removed from the employee’s personnel file, and the employee will receive any compensation and benefits due had the suspension not taken place. Demotion and/or Transfer An employee may be demoted or transferred if attempts at resolving an issue have failed, and the city council determines a demotion or transfer to be the best solution to the problem. The employee must be qualified for the position to which they are being demoted or transferred. The City Council must approve this action.

Salary An employee’s salary increase may be withheld, or the salary may be decreased due to performance deficiencies.

Dismissal The personnel committee will make a recommendation for dismissal to the city council. The council may dismiss an employee for substandard work performance, serious misconduct, or behavior not in keeping with city standards.

If the disciplinary action involves the removal of a qualified veteran, who has completed his/her initial probationary period, the appropriate hearing notice will be provided, and all rights will be afforded the veteran following Minnesota law.

GRIEVANCE PROCEDURE Any dispute between an employee and the city relative to the application, meaning or interpretation of these personnel policies will be settled in the following manner:

Step 1: The employee must present the grievance in writing, stating the nature of the grievance, the date at which the incident allegedly occurred, the facts on which it is based, the provision or provisions of the personnel policies allegedly violated and the remedy requested, to the proper supervisor within twenty-one (21) days after the alleged violation or dispute has occurred. The supervisor will respond to the employee in writing within seven (7) calendar days. Step 2: If the grievance has not been settled following Step 1, it must be presented in writing, stating the nature of the grievance, the date at which the incident allegedly occurred, the facts on which it is based, the provision or provisions of the Personnel Policies allegedly violated, and the remedy requested, by the employee to the personnel committee within seven (7) days after the supervisor’s response is due. The personnel committee will respond to the employee in writing within seven (7) calendar days and notify the city council. The decision of the city council is final for all disputes, except for those specific components in a performance evaluation subject to a challenge through the Minnesota Department of Administration. Waiver If a grievance is not presented within the time limits set forth above, it will be considered “waived.” If a grievance is not appealed to the next step in the specified time limit or any agreed extension thereof, it will be considered settled based on the city’s last answer. If the city does not answer a grievance or an appeal within the specified time limits, the employee may elect to treat the grievance 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 agreement of the city and the employee without prejudice to either party. The following actions are not grievable:

• While certain components of performance evaluation, such as disputed facts reported to be incomplete or inaccurate, are challengeable, other performance evaluation data, including subjective assessments, are not.

• Pay increases or lack thereof; and • Merit pay awards.

The above list is not meant to be all-inclusive or exhaustive. EMPLOYEE EDUCATION & TRAINING The city promotes staff development as an essential, ongoing function needed to maintain and improve cost-effective quality service to residents. The purposes of staff development are to ensure that employees develop and maintain the knowledge and skills necessary for effective job performance and to provide employees with an opportunity for job enrichment and mobility. Policy The city will pay for the costs of an employee’s participation in training and attendance at professional conferences, provided that attendance is approved in advance under the following criteria and procedures: Job-Related Training & Conferences The subject matter of the training session or conference is directly job-related and relevant to the performance of the employee’s work responsibilities. Responsibilities outlined in the job description, annual work program requirements, and training goals and objectives that have been developed for the employee will be considered in determining if the request is job-related.

CLE or similar courses taken by an employee in order to maintain licensing or other professional accreditation will not be eligible for payment under this policy unless the subject matter relates directly to the employee’s duties, even though the employee may be required to maintain such licensing or accreditation as a condition of employment with the city. The supervisor and the personnel committee are responsible for determining job-relatedness and approving or disapproving training and conference attendance. Job-Related Meetings Attendance at professional meetings directly related to the performance of the employee’s work responsibilities does not require the approval of the personnel committee. Job-related meeting costs are not to exceed budgeted travel amounts. Advance supervisor approval is required to ensure adequate department coverage. Request for Participation in Training & Conferences Employees under supervision must submit a request for participation in a training session or conference to the employee’s supervisor. All requests must include an estimate of the total cost (training session, travel, meals, etc.) and a statement of how the education or training is related to the performance of the employee’s work responsibilities with the city. Documentation approving conference or training attendance will be provided to the employee with a copy placed in the employee’s personnel file. Supervising employees may use their discretion for their attendance at training events and conferences. Costs are not to exceed budgeted travel amounts. Payment information such as invoices, billing statements, etc., regarding the conference or training, should be forwarded to Clerk-Treasurer for prompt payment. Out of State Travel The city recognizes that its employees or elected officials may, at times, receive value from traveling out of the state for workshops, conferences, events, and other assignments. These are the conditions under which the City will reimburse out-of-state travel. The City Official traveling to any out of state event will be reimbursed following the same guidelines as stated in the Travel & Meal Allowance section of this policy with the following items added: 1. The event, workshop, conference, or assignment that will require air travel must be approved in advance by the City Council at an open meeting and must include an estimate of the cost of the travel.

2. No reimbursements will be made for attendance at events sponsored by or affiliated with political parties.

3. The city may make payments in advance for airfare, lodging, and registration if specifically approved by the

council. Otherwise, all payments will be made as reimbursements to the City official. 4. Airfare will be reimbursed at the coach rate.

5. If two or more City officials travel together by car, only the driver will receive mileage reimbursement. The city will reimburse for the cost of renting an automobile, if necessary, to conduct city business.

6. Lodging costs are limited to those which are reasonable and necessary.

7. Receipts are required for lodging, airfare, and meals and should accompany an expense report form. It is

not necessary to have receipts for cabs and tips. The expense report form shall be submitted to the Clerk-Treasurer so the expense can be taken to Council for payment approval.

8. The City will not reimburse for alcoholic beverages, personal telephone calls, costs associated with the attendance of a family member, rental of luxury vehicles, meal expenses included in the cost of registration, or recreational expenses such as golf or tennis.

9. City officials may be requested to give oral or written reports on the results of the trip at the next Council

meeting. 10. The City may make exceptions to the policy by a majority vote of the council. 11. All frequent flyer miles will accrue to the City.

12. The most cost-efficient and reasonable mode of travel available should be taken. Not to Exceed Figure Payment of training and/or conference expenses are not to exceed budgeted travel amounts per employee per fiscal year, excluding travel and subsistence costs. Exceptions must receive approval by the City Council. Compensation for Travel & Training Time Time spent traveling to and from, as well as time spent attending a training session or conference, will be compensated following the federal Fair Labor Standards Act. Travel and other related training expenses will be reimbursed subject to the employee providing necessary receipts and appropriate documentation. Memberships and Dues The purpose of memberships to various professional organizations must be directly related to the betterment of the services of the city. Normally, one city membership per agency, as determined by the personnel committee is allowed, providing funds are available. Upon separation of employment, individual memberships remain with the city and are transferred to another employee by the supervisor.

Travel & Meal Allowance If employees are required to travel outside of the area in the performance of their duties as a city employee, they will receive reimbursement of expenses for meals, lodging, and necessary expenses incurred. However, the city will not reimburse employees for meals connected with training or meetings within city limits, unless the training or meeting is held as a breakfast, lunch or dinner meeting.

Employees who find it necessary to use their private automobiles for city travel and who do not receive a car allowance will be reimbursed at the prevailing mileage rate as established by the City Council, not to exceed the allowable IRS rate. Expenses for meals, including sales tax and gratuity, will be reimbursed according to this policy. No reimbursement will be made for alcoholic beverages. Meal expenses will be paid through per diems. Daily per diem amounts for each meal will be annually updated using www.gsa.gov as an independent source of information. A full reimbursement, over the maximum, defined, may be authorized if a lower-cost meal is not available when attending banquets, training sessions, or meetings of professional organizations. OUTSIDE EMPLOYMENT The potential for conflicts of interest is lessened when individuals employed by the City of Greenbush regard the city as their primary employment responsibility. All outside employment is to be reported to the employee’s immediate supervisor. If a potential conflict exists based on this policy or any other consideration, the supervisor will consult with the council. Any city employee accepting employment in an outside position that is determined by the council to conflict with the employee’s city job will be required to resign from the outside employment or may be subject to discipline up to and including termination. For this policy, outside employment refers to any non-city employment or consulting work for which an employee receives compensation, except for compensation received in conjunction with military service or holding a political office or an appointment to a government board or commission that is compatible with city employment. The following is to be considered when determining if outside employment is acceptable:

• Outside employment must not interfere with a full-time employee’s availability during the city’s regular hours of operation or with a part-time employee’s regular work schedule.

• Outside employment must not interfere with the employee’s ability to fulfill the essential requirements of his/her position.

• The employee must not use city equipment, resources, or staff in the course of the outside employment.

• The employee must not violate any city personnel policies as a result of outside employment. • The employee must not receive compensation from another individual or employer for services

performed during hours for which the city is also compensating him/her. Work performed for others while on approved vacation or compensatory time is not a violation of policy unless that work creates the appearance of a conflict of interest.

• No employee will work for another employer, or his/her own business while using paid sick leave from the city for those same hours.

• Departments may establish more specific policies as appropriate, subject to the approval of the council.

City employees are not permitted to accept outside employment that creates either the appearance of or the potential for a conflict with the development, administration, or implementation of policies, programs, services, or any other operational aspect of the city.

http://www.gsa.gov/

CITY EQUIPMENT Employees are allowed to operate any city equipment, as stated in the employee’s job description. All employees are to treat city equipment with care. Employees found to be abusing city equipment will be subject to disciplinary actions according to this policy. UNIFORM ALLOWANCE Permanent full-time employees are given a uniform allowance of up to $200.00 per year. This allowance may be used for new work boots, outerwear, or clothing with the city logo. Anyone going over the budgeted allowance will have the difference deducted from their payroll check. An employee that is on any type of leave is not eligible to receive this allowance. DRUG-FREE WORKPLACE The city recognizes that it has a responsibility to maintain a drug-free workplace. The city also recognizes that drug dependency may be an illness. Consistent with this understanding, however, the city must ensure that its employees perform their jobs efficiently, safely, and in a professional, businesslike manner. The purpose of this policy is to set forth the City of Greenbush’s policy regarding alcohol and other drug use, including unlawful drug use or abuse in the workplace. Definitions

• “Work-related Alcohol and Other Drug Abuse” is defined as the use of mood-altering drugs, including all forms of alcohol, narcotics, depressants, stimulants, hallucinogens, marijuana, or the use of prescription drugs when resulting behavior or appearance adversely affects work performance.

• “Adversely Affects Work Performance” and “Under the Influence” shall be determined to be present if the employee is perceptibly impaired, has impaired alertness, coordination, reactions, responses or effort; is the employee’s condition threatens the safety of him/herself or others; or if the employee’s condition or behavior presents the appearance of unprofessional or irresponsible conduct detrimental to the public’s perception of the City of Greenbush as an employer as determined one’s observing the employee.

• “Controlled Substance” means those substances whose distribution is controlled by regulation or statute including but not limited to narcotics, depressants, stimulants, hallucinogens, and cannabis.

• “Mood-Altering” or “Alter” means changed behavior, which may limit an employee'’ ability to safely and efficiently perform his/her job duties or poses a threat to the safety of the employees or others.

Statement Regarding Drug Use Policy The City of Greenbush is committed to providing its employees with safe working conditions and promoting programs that encourage high standards of employee health. All employees are expected to be in suitable mental and physical conditions while working and satisfactorily performing their jobs. In instances in which the use of mood-altering chemicals (alcohol or other drugs) interferes with these goals, appropriate action will be taken. It is recognized the off-the-job, as well as on-the-job, involvement with alcohol, drugs and/or mood-altering chemicals can have an impact 1) in the workplace, 2) safety of others whether in the workplace or the streets and highways, 3) on other human beings and 4) our ability to achieve our goal of maintaining a drug-free work environment.

Employees are expected to work with no alcohol or other drugs (as described in this policy) in their bodies. This requirement is based on the fact that such substances can place individuals under the influence of the drug to some degree, even if the impairment is not readily apparent. The City of Greenbush will not accept the risks or performance problems that substance abuse can create. Violations of this policy may constitute just cause of discipline, including discharge. Each situation will be evaluated on a case-by-case basis depending upon the severity and circumstances involved. Prohibitions

• No employee shall report to work under the influence of alcohol, marijuana, controlled substances, or other drugs which affect his/her alertness, coordination, reaction, response, judgment, decision making, or safety.

• No employee shall operate, use, or drive any equipment, machinery, or vehicle for the City of Greenbush while under the influence of alcohol or other mood-altering drugs. Such an employee is under an affirmative duty to immediately notify the supervisor or member of the personnel committee that he/she is not in an inappropriate mental or physical condition to operate, use or drive the City of Greenbush equipment.

• No employee shall unlawfully manufacture, distribute, dispense, possess, transfer, or use a controlled substance in the workplace or wherever the City of Greenbush work is being performed.

• During the work of hours or while on the City of Greenbush business, no employee shall use, sell, possess, or transfer alcoholic beverages.

• Engaging in off-duty sale, purchase, transfer, use, or possession of illegal drugs or controlled substances may harm an employee’s ability to perform his/her work for the City of Greenbush. In such circumstances, the employee is subject to discipline.

• When an employee is taking medically authorized drugs or other substances that may alter job performance, as defined above, the employee is under an affirmative duty to notify the appropriate authority.

• Employees are prohibited from consuming alcoholic beverages during lunch or dinner meals when returning immediately after that to perform work on behalf of the City of Greenbush. Employees are advised that in any situation after the intake of alcohol where the employee must continue conducting city business, any employee whose condition or behavior adversely affects his/her work performance shall be subject to possible discipline up to and including discharge.

Statement of Drug Testing The City may request or require an employee or a job applicant to undergo drug and alcohol testing following M.S. 181.950-181.957. Any position that is required to hold a commercial driver’s license (CDL) must comply with the Department of Transportation’s (DOT) regulations for drug testing. Definitions of Testing 1. Confirmatory Test/Confirmatory Retest- a drug and/or alcohol completed on the sample that was

positive on the initial screening test, and that uses a method of analysis under Minnesota Statute, as being reliable for providing specific data as to the drugs, alcohol or their metabolites.

2. Drug- a controlled substance as defined in Minnesota Statutes, Section 152.01, subd.4.

3. Initial Screening Test- a drug or alcohol test that can detect the presumptive presence of a drug, drug

metabolite, or alcohol in a sample. 4. Positive Test Result- a finding of the presence of alcohol or drugs or their metabolites in the sample

tested in levels at or above the threshold detection levels contained in the standards of one of the testing programs authorized under Minnesota Statutes.

5. Reasonable Suspicion- a basis for forming a belief based on specific facts and rational inferences drawn

from those facts. 6. Safety Sensitive- a job, including any supervisory or management position, in which an impairment

caused by drug or alcohol usage would threaten the health or safety of any person. Non-exhaustive examples of safety-sensitive positions are where a brief lapse in judgment would endanger lives, such as a nurse or driver/equipment operator or individuals who transport clients; a position that carries a firearm, such as a police officer; and positions which involve drug interdiction.

7. Sample- a body component sample, i.e., urine, blood, and/or breath, which are appropriate for drug

and alcohol testing. 8. Valid Medical Reason- (1) a written prescription, or an oral prescription reduced to writing, which

satisfies the requisites of Minnesota Statutes Section 152.11, and names the applicant or employee as the person for whose use the prescription is intended; and (2) the drug was prescribed, administered and dispensed in the course of professional practice by or under the direction and supervision of a licensed doctor, as described in Minnesota Statutes 152.12 and (3) the drug was used following the terms of the prescription.

Circumstances for Testing 1. Job Applicants- The City may make an offer of employment to a prospective employee conditional upon the passing of a drug test if required. 2. Reasonable Suspicion Testing- The City may require an employee to undergo drug and alcohol testing if the City has a reasonable suspicion of alcohol or drug use and when:

a. The employee is reported by a department head, supervisor, or co-worker to be under the influence of drugs or alcohol while involved in work-related activities (such a report can be made to a personnel committee member). Examples of reasonable suspicion that should be reported:

1. The odor of alcohol or other prohibited substances 2. Excessive absenteeism 3. Severe or prolonged reduction in productivity or performance 4. Physical or emotional conditions such as slurred speech, unsteady walking 5. Abrupt swings in mood or energy level 6. Change in personality over some time

b. The employee has violated provisions of the City’s policy regarding the use, possession, sale, or

transfer of drugs or alcohol while the employee is working or on City premises or operating City equipment, as stated in the Prohibitions.

3. Post-Accident- Any employee involved in an accident that requires medical attention or causes physical

damage to property while working will be required to take a test as soon as possible after the accident has occurred. This will also be in effect if an employee is using a personal vehicle for work-related use. Any accident is to be immediately reported to the personnel committee.

4. Treatment Program Testing--Any employee who has been referred by the City for chemical

dependency evaluation or treatment or who is participating in such a treatment program may be required to undergo drug and alcohol testing during the evaluation or treatment period, and for two (2) years after the completion of treatment. No prior notice of testing needs to be given to the employee.

Testing Procedures 1. In most cases, samples taken for drug testing will involve the taking of urine for analysis. 2. The official City designated laboratory will conduct all drug and alcohol testing in compliance with

Minnesota State Law. 3. Before testing, the employee or job applicant will complete a form that indicates that the employee or

applicant has seen the City’s testing policy, and the sample collection site will request information relevant to the reliability of the test, including medications being taken.

4. Within three (3) working days of receiving the test results, the City will inform, in writing, the employee

or job applicant of the results. 5. If an initial test produces a positive result, the City may direct the laboratory to run a confirmatory test

of the original sample. 6. If an employee or applicant intends to obtain a confirmatory retest, the employee or applicant must so

notify the City in writing within five (5) working days of receipt by the employee or applicant of the positive confirmatory test result. Within three (3) working days of receiving this notice, the City will notify the laboratory to retest the original sample.

7. Chain of Custody--All samples will be taken at the City designated collection site or clinic using

generally accepted medical practices. Collection kits, sample identification, transferring of samples from the collection site to the testing laboratory, and testing procedures will be following those prescribed by the testing laboratory as defined by M. S. 181.953.

Rights of Employees and Job Applicants 1. Any job applicant may refuse to undergo testing. If a job applicant refuses to undergo testing, the

applicant’s conditional offer of employment will be withdrawn. The applicant must fill out the Drug Testing Refusal Form.

If required by the City, any employee who refuses to undergo testing will be charged with insubordination and subject to disciplinary action, including dismissal unless the employee can prove to the satisfaction of the City that there are extenuating circumstances (see Appeals Procedure as described in this policy).

A refusal to undergo a blood test based on religious grounds shall not be deemed a refusal unless the individual also refuses to provide a urine sample to be tested for drugs and alcohol. Attempts to delay the taking of the test, or failure to take the test at the appointed time and place designated by the City will be considered a refusal to test.

2. Any employee or job applicant may submit to the City any information to explain a positive

confirmatory test result. 3. The employee or job applicant may request a copy of the test result report from the City. 4. Any employee or job applicant may request a confirmatory retest of the original sample at the expense

of the employee or job applicant. 5. If possible and if time permits, a supervisor may discuss the employee’s behavior or cause of suspicion

of alcohol or drug use with another supervisor before requiring the employee to undergo a drug or alcohol test.

6. No retaliation will occur against any employee who reports another employee for suspicion of alcohol

or drug use on the job when behavior or other actions support such a suspicion. Personnel Action(s) Resulting from Positive Test Result 1. No adverse personnel action will be taken based on a positive test result on an initial screening test

unless a confirmatory test verifies the positive result. 2. Where there has been a positive test result in a confirmatory test or any confirmatory retest requested

by the applicant or employee, the City of Greenbush will take the following action unless the applicant or employee has furnished a valid medical reason for the positive test result.

a. An applicant who is a finalist for a position with the City will be disqualified from further

consideration for the conditionally offered position. b. An employee with a positive test result on the first occurrence may be disciplined but not

discharged and will be referred for an evaluation by a certified chemical use counselor or a physician trained in the diagnosis and treatment of chemical dependency. If the evaluation determines that the employee has a chemical dependency problem, the City will allow the employee to participate in an appropriate drug or alcohol treatment (counseling or rehabilitation) program at the employee’s own expense.

Where the employee has a positive test result within two following years following completion of an employer-referred treatment program, the City may take whatever disciplinary action,

including discharge, if deemed appropriate.

If the employee either refuses to participate in the counseling or rehabilitation program or fails to complete the program successfully, as evidenced by withdrawal from the program before its completion or by poor attendance or lack of active participation (as determined by treatment program staff) during the program, the City may take whatever disciplinary action, including discharge, deemed appropriate. If the employee is not discharged, the employee will be subject to without prior notice testing for a period of two (2) years according to Section “Types of Testing” item number 2 of this policy.

Notwithstanding any other provisions herein, the Department Head, after consultation with the City Attorney, may temporarily suspend, with or without pay, or reassign an employee to another position pending the outcome of a confirmatory test and any confirmatory retest if requested by the employee provided the department head and the City Attorney believes such action is in the best interests of the City.

Notwithstanding any other provisions herein, an employee may be disciplined or discharged from employment for conduct which violates the City personnel rules and regulations even though the conduct was associated with a violation of this policy.

Appeals Procedures Disciplinary actions taken according to this drug and alcohol testing policy are appealable through City Council. Veterans shall be treated following Minnesota Statutes 197.46. The City will not retaliate against an employee for pursuing an appeal or other remedies provided in M.S. 181.956 Policy Exceptions Nothing in this policy limits or restricts the right of the City to establish or negotiate where required other provisions that comply with State and Federal statutes or requirements. Data Practices According to M.S. 181.954, drug testing data collected is private data on individuals and will only be disclosed subject to the provisions of the Minnesota Data Practices Act. Test Reports Test reports shall be retained on file in the Confidential Medical Files in the City Clerks Files. CITY DRIVING POLICY This policy applies to all employees who drive a vehicle on city business at least once per month, whether driving a city-owned vehicle or personal vehicle. It also applies to employees who drive less frequently but whose ability to drive is essential to their job due to the emergency nature of the job. The city expects all employees who are required to drive as part of their job to drive safely and legally while on city business and to maintain a good driving record. The city will examine driving records once per year for all employees who are covered by this policy to determine compliance with this policy. Employees who lose their driver’s license or receive restrictions on their license are required to notify their immediate supervisor on the first workday after any temporary,

pending, or permanent action is taken on their license and to keep their supervisor informed of any changes after that. The city will determine appropriate action on a case-by-case basis. CELLULAR PHONE USE This policy is intended to define acceptable and unacceptable uses of city-issued cellular telephones. Its application is to ensure cellular phone usage is consistent with the best interests of the city without unnecessary restriction of employees in the conduct of their duties. This policy will be implemented to prevent the improper use or abuse of cellular phones and to ensure that city employees exercise the highest standards of propriety in their use. General Policy Cellular telephones are intended for the use of city employees in the conduct of their work for the city. The city does not provide cellular phones for public employees use unless the employee should choose to have a city cell phone instead of using a personal cellular phone for city business. Full-time permanent employees who use employee-owned devices for city business are eligible to receive a monthly allowance for that service. That allowance amount is $70 per month and will be paid at the beginning of each month as taxable wages. Supervisors are to have their city office phone number forwarded to their cell phone during work hours when: They are away from their desks for extended periods. Spend most of their day working in locations away from their desk.

The expectation is that calls and voicemails will be answered as soon as possible. Nothing in this policy will limit supervisor discretion to allow reasonable and prudent personal use of such telephones or equipment provided that its use in no way limits the conduct of work of the employee or other employees. Supervisors may also prohibit employees from carrying personal cell phones during working hours if it interferes with the performance of their job duties. All employees are expected to follow applicable local, state, and federal laws and regulations regarding the use of cellphones at all times. Employees whose job responsibilities include regular or occasional driving are expected to refrain from using their phones while driving. Safety must come before all other concerns. Regardless of the circumstances and following Minnesota law, employees are required to use hands-free operations or pull off roadways and safely stop the vehicle before placing or accepting a call. Employees are encouraged to refrain from the discussing complicated or emotional matters. They are to keep their eyes on the road while driving at all times. Special care should be taken in situations where there is traffic or inclement weather, or the employee is driving in an unfamiliar area. Hands-free equipment will be provided to facilitate the provisions of this policy. Reading/sending text messages, making or receiving phone calls, emailing, video calling, scrolling/typing, accessing a webpage, or using non-navigation applications while driving is strictly prohibited. Following state law, there is an exception to hands-free cell phone operations to obtain emergency assistance to report a traffic accident, medical emergency, or serious traffic hazard or prevent a crime from being

committed. There is also a State law exception for authorized emergency vehicles while in the performance of official duties. Employees who are charged with traffic violations resulting from the use of their phone while driving will be solely responsible for all liabilities that result from such actions. See above “City Driving Policy” for more information on reporting driver’s license restrictions.” Regardless of who pays the bill, cell phone records about city business are subject to the Minnesota Government Data Practices Act. What this means is that if a request were received, the city would be under the obligation to determine what information is public data and what information is private data and would need access to the employee’s phone records. The phone may need to be accessed to provide the data that is being requested. Therefore, the best practice is to limit the usage of personal cellular phones for city business to that which is truly necessary or be prepared to produce your cell phone and the associated records if needed. Procedures It is the objective of the City of Greenbush to prevent and correct any abuse or misuse of cellular telephones through the application of this policy. Employees who abuse or misuse such phones may be subject to disciplinary action. Responsibility All supervisors will be responsible for enforcement within their departments. SAFETY The health and safety of each employee and the prevention of occupational injuries and illnesses are of primary importance to the city. To the greatest degree possible, management will maintain an environment free from unnecessary hazards and will establish safety policies and procedures for each department. Adherence to these policies is the responsibility of each employee. The overall administration of this policy is the responsibility of each supervisor. Reporting Accidents and Illnesses Both Minnesota workers’ compensation laws and the state and federal Occupational Safety and Health Acts require that all on the job injuries and illnesses be reported as soon as possible by the employee, or on behalf of the injured or ill employee, to his/her supervisor. The employee’s immediate supervisor is required to complete a First Report of Injury and any other forms that may be necessary related to an injury or illness on the job.

Safety Equipment/Gear Where safety equipment is required by federal, state, or local rules and regulations, it is a condition of employment that the employee wears such equipment. Supervisors are to make sure that all employees have the correct safety gear for all duties that require them.

Unsafe Behavior Supervisors are authorized to send an employee home immediately when the employee’s behavior violates the city’s personnel policies, department policies, or creates a potential health or safety issue for the employee or others. ACCESS TO GENDER-SEGREGATED ACTIVITIES AND AREAS With respect to all restrooms, locker rooms, or changing facilities, employees will have access to facilities that correspond to their affirmed gender identity, regardless of their sex at birth. The city maintains separate restroom and/or changing facilities for male and female employees and allows employees to access them based on their gender identity. In any gender-segregated facility, any employee who is uncomfortable using a shared facility, regardless of the reason, will, upon the employee’s request, be provided with an appropriate alternative. This may include, for example, the addition of a privacy partition or curtain, provision to use a nearby private restroom or office, or a separate changing schedule. However, the city will not require a transgender or gender diverse employee to use a separate, nonintegrated space, unless requested by the transgender or gender diverse employee, because it may publicly identify or marginalize the employee as transgender.

Under no circumstances may employees be required to use sex-segregated facilities that are inconsistent with their gender identity.

CITY OF GREENBUSH, MINNESOTA

May 2020 75,000 Gallon Capacity Elevated Tower

KLM Project MN3850

Elevated Water Tank Inspection Report

1976 Wooddale Drive, Suite 4 | Woodbury, MN 55125 (651) 773-5111 | Fax (651) 773-5222

EVEVATED TOWER CITY OF GREENBUSH, MINNESOTA

Copyright 2020 by KLM Engineering, Inc. Page 1

Table of Contents

1.0|PROJECT INFORMATION .......................................................................................... 2

2.0|EXECUTIVE SUMMARY .............................................................................................. 3 2.1|Structural Examination Summary ................................................................................. 3 2.2|Coating Evaluation Summary ....................................................................................... 3 2.3|Repair and Reconditioning Cost Estimate .................................................................... 4 2.4|Remaining Tank Life ..................................................................................................... 4

3.0|RECOMMENDATIONS ................................................................................................ 4 3.1|Interior Wet Structural ................................................................................................... 4 3.2|Interior Wet Coating ...................................................................................................... 5 3.3|Cathodic Protection System (C.P.) ............................................................................... 5 3.4|Exterior Structural ......................................................................................................... 5 3.5|Exterior Coating ............................................................................................................ 6 3.6|Site and Environmental Considerations ....................................................................... 6 3.7|Telecommunications Considerations............................................................................ 6

4.0|REPAIR AND RECONDITIONING OVERVIEW .......................................................... 7

APPENDIX A: Photographs

APPENDIX B: Drawings

APPENDIX C: Surface Preparation Requirement

APPENDIX D: Inspection and Evaluation Methods



1.0|PROJECT INFORMATION

KLM Project No.: MN3850 Customer P. O. Number: NA

Tank Owner: City of Greenbush, Minnesota Phone: 218-689-7600

Street/City/State/Zip: 244 Main Street North, Greenbush, MN 56726

Tank Owner Contact: Shaun Jevne, Public Works Supervisor

Owner's Tank Designation: Public Works Supervisor

Tank Description: Double Ellipsoidal Legged Tank

Tank Street Location: 200-236 Poplar Avenue West, Greenbush, MN 56726

Purpose of Inspection: Condition Assessment

Date of Inspection: May 13, 2020

Inspected By: Tim Lindsay and Aaron Hageman

Type of Inspection: KLM Standard ROV Evaluation

Manufacturer: Universal Tank & Iron Works, Inc. Construction Date: 1967

Serial No.: 5393-175 Design Code: AWWA D100-65

Capacity: 75,000 Gallons

Type of Construction: Welded

Tank Diameter: ~28 Feet

Height to: Overall ~140 Feet

Height to: HWL 130’-4” LWL 110’-0”

Type of Access to Tank Interior: Exterior ladder to roof manway

Tank Construction Drawings: None available to KLM

Previous Inspection Records: None available to KLM

EXISTING COATING INFORMATION

Interior Wet Exterior

Date Last Coated 2007 2007

Full or Spot Repair Full Overcoat

Coating Contractor Tenyer Coating Tenyer Coating

Surface Preparation Blast Sweep Blast

Paint System Epoxy Epoxy/urethane

Paint Manufacturer Unknown Unknown

Lab Lead Test Paint Chips None taken None taken



City of Greenbush, Minnesota 7 5 , 0 0 0 G A L L O N C A P A C I T Y E L E V A T E D T O W E R

2.0|EXECUTIVE SUMMARY The tank was evaluated on the interior and exterior in conformance with the following:

a. KLM Engineering, Inc. Proposal.

b. General guidelines of AWWA Manual M42 Appendix C “Inspecting and Repairing Steel Water Tanks, and Elevated Tanks for Water Storage.”

c. KLM "Procedures and Guidelines for Inspecting Existing Steel and Concrete Water Storage Tanks."

d. Appendix D Inspection and Evaluation Methods.

2.1|Structural Examination Summary

Based on the inspection data, it appears that some miscellaneous structural modifications and repairs are required. These modifications and repairs serve to bring the tank into compliance with OSHA regulations, AWWA standards, as well as allow for better coating bonding, allow for safer access in and on the tank and, in some cases, removing unnecessary items.

2.2|Coating Evaluation Summary

2.2.1|Lead and Chromium Content Analysis

Due to the coating’s application date of 2007 and regulations in effect at that time limiting the use of lead or chromium-based coatings, samples were not taken of the various types of coatings present on the interior and exterior surfaces for lead or chromium testing.

2.2.2|Interior Wet Coating

The tower was originally constructed in 1967 by Universal Tank and Iron Works, Inc. According to the owner’s verbal records, the interior wet area coating was replaced by Tenyer Coatings in 2007. The interior wet coating is in good to fair condition, with between five (5) and ten (10) percent coating failures above the High-Water Line (HWL) and less than five percent coating failures below the HWL. Failures above the HWL consist of corrosion along unwelded roof plate weld seams and surface corrosion at random locations. Failures below the HWL consist of rust nodules on weld seams and random locations. KLM recommends inspecting and re-evaluating the interior wet coating on the next scheduled inspection in five (5) years. See photos in Appendix A.

2.2.3|Exterior Coating

According to the owner’s verbal records, the exterior of the tower was sweep blasted, power washed and overcoated by Tenyer Coatings in 2007. The coating is in good condition, with between two (2) and five (5) percent coating failures. The coating failures consist mainly of topcoat holidays (missed spots) randomly located throughout the tower and surface corrosion on the bowl. Holiday failures expose the underlying



coatings to UV deterioration. KLM recommends inspecting and re-evaluating the exterior coating on the next scheduled inspection in five (5) years. See photos in Appendix A.

It is more cost effective to remove the exterior and the interior coating at the same time.

2.3|Repair and Recondit ioning Cost Estimate

While not requiring repairs or coating replacement at this time, for budgetary purposes, if structural repairs and interior and exterior coating replacements were to be performed, the estimated current cost would be between $285,000 and $325,000. For up-to-date competitive bids the project should be bid 9 to 12 months before the scheduled starting date.

An experienced tank-coating contractor with the proper crew and equipment should be able to complete the project in five (5) weeks. At the time of reconditioning, the tower will need to be drained and remain off-line during interior structural modifications, abrasive blasting and painting. However, most of the exterior structural modifications can be performed prior to draining, with the tank in-service.

2.4|Remaining Tank Life

Based on the inspection data, if the recommended structural repairs and coating replacement are completed within the next seven (7) to eight (8) years, the tank will be satisfactory for continued service provided that it is inspected and maintained regularly.

The tank and coating should first be inspected within the warranty period and every three (3) to five (5) years thereafter. New interior and exterior coatings, if applied and maintained properly, should last at least 20 years.

3.0|RECOMMENDATIONS The photographs referred to in this section are in Appendix A. All drawings are found in Appendix B. The surface preparation requirements for all repairs as well as the requirements for welding are described in Appendix C.

Based on an evaluation of the inspection data, the recommendations are:

3.1| Interior Wet Structural

The following structural repairs are not required to be performed at this time and can be delayed until interior coating replacements are performed.

3.1.1 Seal weld the inside of the joint between the roof plate and the manway/vent. Seal weld the overlap joint between the dollar plate and roof plates. These welds will prevent rust streaking and corrosion in areas inaccessible to paint. See photo 2.

3.1.2 Urethane/epoxy caulk the roof plate lap joints. There are approximately 4 lap joints that are not welded, the remaining roof plate welds are butt welded. Caulking will minimize rust streaking and corrosion in areas inaccessible to paint. See photos 2 through 5.

3.1.3 Grind off all weld spatter and erection scab marks below the HWL. This will comply with AWWA D100-11. See photos 6, 10 and 11. This work will require approximately 40 man-hours.

3.1.4 Install two (2) bars on top of the fill pipe. This will hinder the entry of miscellaneous material and provide a safety measure. See photo 14.

3.1.5 Install a Grid-Bee GS-9 Submersible Mixer in the tower to provide mixing capabilities that reduce the likelihood and magnitude of ice formation in cold weather and prevent stratification in warm weather,



improving water quality and reducing the necessity of chemical additives such as chlorine. Include the installation of all electrical components and control panel for proper operation through SCADA systems. Refer to KLM Drawing 61.

3.2| Interior Wet Coating

3.2.1 The interior wet coating is in good to fair condition, with between five (5) and ten (10) percent coating failures above the High-Water Line (HWL) and less than five percent coating failures below the HWL. Failures above the HWL consist of corrosion along unwelded roof plate weld seams and surface corrosion at random locations. Failures below the HWL consist of rust nodules on weld seams and random locations. KLM recommends inspecting and re-evaluating the interior wet coating on the next scheduled inspection in five (5) years. See photos 2 through 16.

3.2.2 After structural repairs are completed, all the reservoir surfaces should be abrasive blasted to an SSPC-SP-10 Near White Metal Blast and coated with a zinc/epoxy system (similar to the Tnemec Series 91-H20 Hydro-Zinc/Series N140 Pota-Pox Plus Epoxy or equivalent Sherwin Williams coatings).

3.3|Cathodic Protection System (C.P.)

3.3.1 The reservoir does not have a Cathodic Protection system, and one is not required if the coating is applied and maintained properly.

3.4|Exterior Structural

The following structural repairs are not required to be performed at this time and can be delayed until exterior coating replacement is performed.

3.4.1 Replace the tank finial vent with an 18-inch diameter aluminum pressure pallet style vent, similar to the one shown on KLM Drawing No. 8a. See photo 18. The new vent and vent screen design should meet AWWA D100-11 and local Health Department Regulations. The removable top will improve ventilation, provide access to the tank interior during reconditioning, and aid in compliance with OSHA Confined Space Entry Requirements.

3.4.2 Install one (1), 24-inch diameter, hinge covered, roof ventilation manway, approximately 180 degrees from the existing roof manway. See photos 17, 18 and 19. This will provide additional ventilation during the interior surface preparation and coating and aid in compliance with OSHA Confined Space Entry requirements. See KLM Drawing No. 10a.

3.4.3 Install a 10-foot diameter pipe style roof handrail conforming to OSHA regulations to enclose the existing roof manway(s) and the finial vent. See photos 17, 18 and 19 and KLM Drawing No. 14b. Remove the upper section of the roof ladder. The roof ladder is not required unless the roof slope exceeds a 5 in 12-inch slope. Install a non-skid walkway within the area of the hand railing.

3.4.4 Install ladder cable style safety climb devices conforming to OSHA regulations on the balcony to roof ladder. Replace the grade to balcony rail style safety climb device with a cable style safety climb device. The existing rail has paint splatter and requires a hand to push/pull the carriage; both in violation of OSHA standards. See photos 20, 21, 24, 25 and 28 and KLM Drawing No. 24.

3.4.5 The existing balcony/catwalk handrail does not meet OSHA mid rail requirements. Replace the existing flat bar mid rail with an L2x2x1/4. Modify the handrail and access ladder to provide an OSHA compliant walk through ladder. See KLM Drawing 27 for reference and photos 22 through 24.



3.4.6 Install a splash pad under the overflow pipe outlet as recommended by AWWA D100-11. See photo 30. The cost of this item is not included in the Engineer's Cost Estimate.

3.4.7 Remove loose, cracked and spalled concrete on the inlet pipe/valve pit concrete pad until the substrate is sound concrete. The edges of the patches should be saw cut to a depth of ½”. Power wash to remove residual dust, debris, fractured concrete and contaminants that prevent proper bonding. Patch with a Portland cement-based material that is non-shrink containing bonding and curing agents applied according to the manufacturer’s recommendations. See photos 32.

3.5|Exterior Coating

3.5.1 The coating is in good condition, with between two (2) and five (5) percent coating failures. The coating failures consist mainly of topcoat holidays (missed spots) randomly located throughout the tower and surface corrosion on the bowl. Holiday failures expose the underlying coatings to UV deterioration. KLM recommends inspecting and re-evaluating the exterior coating on the next scheduled inspection in five (5) years. See photos 17 through 32.

3.5.2 After structural repairs are completed, all the reservoir surfaces should be abrasive blasted to an SSPC-SP-6 Commercial Blast Clean and coated with a zinc/epoxy/urethane/fluoropolymer system (similar to the Tnemec Series 91-H20 Hydro-Zinc/Series N140 Pota-Pox Plus Epoxy/Series 73 Endurashield/Series 701 Hydroflon or equivalent Sherwin Williams coatings).

3.5.3 The inlet piping in the valve pit is in poor condition with 50 percent coating failures. Due to age and condition the coatings are considered to not be repairable and should be replace in their entirety at the same time as other tank coatings are replaced. The coating should be removed by abrasive blasting to a SSPC-SP-6 Commercial Blast Clean with a zinc/epoxy system (similar to the Tnemec Series 91-H20 Hydro-Zinc/Series N140 Pota-Pox Plus Epoxy or equivalent Sherwin Williams coatings). See photo 34.

3.6|Site and Environmental Considerations

3.6.1 The site includes the tank in an approximately 80-foot square mowed lawn unfence lot. The site is bounded by Poplar Avenue West to the south, 2nd Street North to the east, a power substation to the west and a children’s play area to the north. The tank is in a residential area of town

3.6.2 There is a fire hydrant near the site.

3.6.3 In conformance with Minnesota state rules, an analysis has been performed to determine the methods of pollution control required for this storage structure during reconditioning. To maintain air quality and to prevent the drift of dust and fugitive emissions, full containment will be required, including impervious ground cover, a top cover or bonnet and negative air dust collection.

3.7|Telecommunications Considerations

3.7.1 The reservoir has no telecommunications equipment, either antennas or other associated equipment. Antennas generally have the effect of dramatically increasing the cost of reconditioning water storage reservoirs. If the owner is considering allowing antennas to be installed on the tower, lease agreements should be written to ensure the antenna owners are responsible for increase maintenance costs due to their presence. Installations should be reviewed to ensure that they do not interfere with normal use or maintenance of the tower, present safety hazards, or violate state or federal regulations.



4.0|REPAIR AND RECONDITIONING OVERVIEW KLM recommends inspecting and re-evaluating the tower during the next scheduled inspection in three (3) years. For budgetary purposes, structural repairs and recoating of the tower should be done in seven (7) to eight (8) years.

KLM ENGINEERING, INC.

Report prepared by:

Jerry J. Tell, P.E. Manager of Engineering MN License No. 15524 Report reviewed and certified by:

Rodney Ellis Vice President/COO

NACE Certified Coatings Inspector No. 1686 AWS/CWI 04040311

May 21, 2020

Copyright 2020 by KLM Engineering, Incorporated. All rights reserved. This material may not be duplicated reproduced, displayed, modified or distributed without the prior express written permission of KLM Engineering, Incorporated.

P:\2020\2020 Evaluations And Photos\Greenbush MN3850 0.075MG EWT\Greenbush MN3850 Elevated Full Report FINAL.Docx

APPENDIX A

PHOTOGRAPHS

ELEVATED TOWER CITY OF GREENBUSH, MINNESOTA

Copyright 2020 by KLM Engineering, Inc.

Photo No. 1 Overall view of the tower

Photo No. 2 Condition of the roof with corrosion on unwelded plate seams



Photo No. 3 Condition of the roof

Photo No. 4 Condition of the roof with patches of surface corrosion



Photo No. 5 Condition of the roof with surface corrosion

Photo No. 6 Condition of the shell with weld splatter



Photo No. 7 Condition of the shell with evidence of ice scrubbing

Photo No. 8 Condition of the shell



Photo No. 9 Condition of the shell with a spot repair that failed

Photo No. 10 Condition of the shell with erection scab marks



Photo No. 11 Condition of the shell with weld splatter and scab marks

Photo No. 12 Condition of the upper bowl with sediment



Photo No. 13 Overall view of the bowl

Photo No.14 Inlet pipe with cleanout pipe behind



Photo No. 15 Cleanout pipe

Photo No.16 Condition of the bowl



Photo No. 17 Roof access manway and ladder

Photo No. 18 Overall condition of the roof with finial vent



Photo No. 19 Condition of the roof

Photo No. 20 Condition of the roof overflow pipe, access ladder and handrail with holidays



Photo No. 21 Condition of the shell and access ladder

Photo No. 22 Condition of the shell and logo



Photo No. 23 Condition of the shell, balcony, handrail and access ladder

Photo No. 24 Access ladder and balcony handrail with holidays



Photo No. 25 Access manway

Photo No. 26 Condition of the bowl with surface corrosion



Photo No. 27 Condition of the bowl with surface corrosion

Photo No. 28 Condition of the bowl, column, overflow pipe and access ladder



Photo No. 29 Condition of the ladder and columns

Photo No. 30 Base of column and overflow pipe outlet



Photo No. 31 Condition of a column and base

Photo No. 32 Condition of the inlet pipe and valve pit concrete base



Photo No. 33 Tower name pate

Photo No. 34 Conditions inside the valve pit

APPENDIX B

DRAWINGS

ENGINEERING, INC.KLMCopyright 2020 by KLM Engineering, Incorporated. All rights reserved.

This material may not be duplicated reproduced, displayed, modified or distributed without the prior express written permission of KLM Engineering, Incorporated.

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(651) 773-5111

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Suite 4

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Fax (651) 773-5222

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Woodbury, MN 55125

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1976 Wooddale Drive

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KLM DRAWING NO.

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DATE

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LEGGED DOUBLE ELLIPSOIDAL

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GridBee MIXER INSTALLATION

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61

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JANUARY 2018

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SUBMERSIBLE MIXER

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GRID BEE GS-9/GS-12

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%%USECTION VIEW

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WATERTIGHT

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ROOF PENETRATION

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SUPPORT CHAIN

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AND ELECTRICAL

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NOT TO SCALE

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MIXER

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%%UDETAIL VIEW

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WATERPROOF ELEC BOX

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JAM NUT

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GASKET & SEALANT

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ROOF PLATE

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THREADED CONDUIT

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OUTSIDE TANK

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INSIDE TANK

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%%UDETAIL VIEW

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%%UINSTALLER NOTES:

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1. INSTALL MIXER IN ACCORDANCE WITH MANUFACTURER'S RECOMMENDATIONS.

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2. INSTALL IN ACCORDANCE WITH STATE ELECTRICAL CODES AND STATE REGULATIONS.

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3. INSTALLER PROVIDE ALL WIRING, CONDUIT, DEVICES, BREAKERS, AND SWITCHES.

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4. WATERTIGHT PENETRATION IN ROOF AT THE DIRECTION OF THE ENGINEER.

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5. COORDINATE WITH ENGINEER FOR DESIGN OF PERMANENT SUPPORT BRACKETS, IF REQUIRED.



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2. COLLAR WELDING SHALL BE PER AWS D1.1.

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1. VENT MATERIAL SHALL BE ALUMINUM AND FABRICATED

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%%uNOTES:

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3. ALL WELDING SHOWN IS TO BE DONE BY CONTRACTOR.

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-

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2

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1/8" RADIUS

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DETAIL-OPTION

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3/16

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1/4" MAX.

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4" MIN. CLEARANCE

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6" PREFERRED

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-

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2

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(6) 3/4"%%C BOLTS

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EQUALLY SPACED

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24" I.D.

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PL 1/4"

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ELEVATION

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-

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1

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PER FABRICATORS OPTION BUT MUST MEET

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REQUIREMENTS OF LATEST EDITION OF AWWA,

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THIS DRAWING AND PROJECT SPECIFICATION.

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(651) 773-5111

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Suite 4

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Fax (651) 773-5222

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Woodbury, MN 55125

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1976 Wooddale Drive

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KLM DRAWING NO.

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DATE

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PRESSURE PALLET FINIAL VENT

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ALUMINUM

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8a

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JANUARY 2020

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PRESSURE

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AIR

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VACUUM

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AIR

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3/16

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4. VENT OPENING SIZE(S) PER SPECIFICATIONS

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NEOPRENE GASKET

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COLLAR

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VENT

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UHMW (OR EQUAL) PRESSURE PALLET PANEL

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5. ALL FASTENERS SHALL BE STAINLESS STEEL.

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(1/8)

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(1/8)

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6. INTERNAL SCREEN SHALL BE NON-CORROSIVE #24 MESH.

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52"

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VENT SIZE

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COVER DIA

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24

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52

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20

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43

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18

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39

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16

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35

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12

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26

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INTERNAL SCREEN

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EXTERNAL SCREEN

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7. EXTERNAL SCREEN SHALL BE NON-CORROSIVE #4 MESH.

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ROLLED FRAME



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-

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2

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PLAN VIEW

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-

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1

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HINGE

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LOCKING

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DEVICE

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HANDLE

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24" I.D.

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PL 1/4"

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2" MIN. DOWN-

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WARD OVERLAP

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-

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3

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4" MIN. CLEARANCE

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6" PREFERRED

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-

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2

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SECTIONAL ELEVATION

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3/16

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1/4"

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DETAIL

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-

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3

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%%UNOTES:

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(651) 773-5111

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Suite 4

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Fax (651) 773-5222

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Woodbury, MN 55125

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1976 Wooddale Drive

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KLM DRAWING NO.

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DATE

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24"%%C VENTILATION ROOF MANWAY

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10a

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JANUARY 2020

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(1/8)

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(1/8)

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1. ALL MATERIALS SHALL BE ASTM A36 STEEL.

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2. CONSTRUCTION SHALL MEET THE REQUIREMENTS OF

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AWWA D100 LATEST EDITION.

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3. ALL WELDING SHALL BE PER AWS D1.1 LATEST EDITION.

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4. AN AIR TIGHT GASKET SHALL BE PROVIDED BETWEEN THE

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COVER AND FRAME WHERE REQUIRED BY LOCAL AND/OR

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STATE CODE REQUIREMENTS.

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ROOF PLATE

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COVER

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ROLLED FRAME

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ROOF PLATE

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ROLLED FRAME

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COVER



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TANK CL

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OSHA COMPLIANT HANDRAIL

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TO BE FURNISHED AND INSTALLED

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BY CONTRACTOR.

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EXISTING SAFETY CAGE

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EXISTING SHELL LADDER

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%%UELEVATION

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%%UPLAN VIEW

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%%UNOTES:

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1. REMOVE WHEELS FROM EXISTING ROLLING

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ROOF LADDER, IF APPLICABLE.

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AND CENTER ROOF VENT, IF APPLICABLE.

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2. REMOVE CONNECTION BETWEEN ROOF LADDER

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WITH EXISTING SHELL LADDER, IF APPLICABLE.

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3. PLACE EXISTING ROOF LADDER IN ALIGNMENT

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THE EXISTING ROOF LADDER AND THE ROOF,

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4. WELD 2.5"x2.5"x3/8" CLIP ANGLES TO BOTH

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POSTS ARE ONLY REQUIRED WHEN SPECIFIED

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5. THE 1/4" BASE PLATES FOR THE HANDRAIL

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OR UNDER THE DIRECTION OF THE ENGINEER.

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EXISTING BALCONY

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NON-SKID SURFACE INSIDE

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HANDRAIL

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NEW LADDER,

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CL EXISTING LADDER,

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AND HANDRAIL.

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3'-6"

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%%USECTION THRU HANDRAIL

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ROOF MANWAY

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(651) 773-5111

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Suite 4

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Fax (651) 773-5222

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Woodbury, MN 55125

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1976 Wooddale Drive

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KLM DRAWING NO.

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DATE

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ROOF LADDER-EWT w/ COLUMNS

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PIPE STYLE HANDRAIL

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14b

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JANUARY 2020

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5'-0" o/c. MAXIMUM

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PIPE POSTS AT

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1 1/2"%%C SCH. 80 STEEL

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TOE PLATE 4"x1/4"

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3'-6"

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1'-9"

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1/4" BASE PLATE AS

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IF APPLICABLE,

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TYP.

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1/4

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DIAMETER PER SPECIFICATION

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REQ'D (SEE NOTE 5)

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PIPE TOP & MID RAILS

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1 1/2"%%C SCH. 40 STEEL

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LATEST EDITION.

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7. ALL WELDING SHALL BE PER AWS D1.1

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AS SHOWN.

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8. CONTRACTOR TO PERFORM ALL WELDING

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6. THE RAILS & POST SIZES WILL BE INCREASED TO

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OR UNDER THE DIRECTION OF THE ENGINEER.

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ACCOMMODATE ANTENNA FORCES WHEN SPECIFIED

ENGINEERING, INC.KLM

Copyright 2020 by KLM Engineering, Incorporated. All rights reserved. This material may not be duplicated reproduced, displayed, modified or distributed without the prior express written permission of KLM Engineering, Incorporated.

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(651) 773-5111

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Suite 4

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Fax (651) 773-5222

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Woodbury, MN 55125

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1976 Wooddale Drive

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KLM PROJECT NO.

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KLM DRAWING NO.

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SUBJECT

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DRAWN BY

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CHECKED BY

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DATE

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DATE

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JANUARY 2018

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LADDER SAFETY CLIMB DEVICE - CABLE STYLE

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24

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AND LAD-SAF(R) SLEEVES WITH SAFLOK CARABINER

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3. CONTRACTOR SHALL PROVIDE TWO (2) HARNESSES

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LAD-SAF(R) FLEXIBLE CABLE SYSTEM

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2. SYSTEM SHALL BE EQUIVALENT TO THE DBI/SALA

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STYLE SAFETY CLIMB DEVICE PER THE SPECIFICATION

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1. CONTRACTOR SHALL PROVIDE AND INSTALL A CABLE

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EACH HARNESS PROVIDED

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4. CONTRACTOR SHALL PROVIDE DOUBLE LANYARDS WITH

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%%UNOTES:

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(OR EQUIVALENT)



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%%UNOTES:

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1. REPLACE OR EXTEND THE EXISTING VERTICAL

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PLAN AT LADDER

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-

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1

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TOWER SHELL

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EXISTING

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BALCONY

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1'-9"

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3'-6"

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1/4

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TYP.

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ANGLE 2.5"x2.5"x3/8"

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POSTS AT 6'-0" o/c.

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TYP. TOP RAIL

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3/16

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AND MIDRAIL

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POSTS TO A HEIGHT OF 3'-6".

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2. REINSTALL THE TOP RAIL AS INDICATED.

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3. INSTALL OSHA COMPLIANT MIDRAIL AS INDICATED.

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THE LADDER AS INDICATED.

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4. INSTALL AN OPENING IN THE BALCONY HANDRAIL AT

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5. ALL WELDING SHALL BE PER AWS D1.1 LATEST EDITION.

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6. ALL WELDING SHOWN IS TO BE DONE BY CONTRACTOR.

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ACCESS LADDER

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EXISTING

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BAR 2"x3/8"

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TYP.

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3/16

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-

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2

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ELEVATION AT LADDER

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2'-6"

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REMOVE RAILS AND TOE PLATE

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IN THIS AREA

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2'-0"

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EXISTING

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ACCESS LADDER

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2.5"x2.5"x3/8" ANGLE

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-

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3

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SECTION THRU HANDRAIL

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-

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3

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(651) 773-5111

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Suite 4

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Fax (651) 773-5222

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Woodbury, MN 55125

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1976 Wooddale Drive

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KLM DRAWING NO.

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DATE

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LADDER CAGE/ BALCONY MODIF.

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27

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JANUARY 2018

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ANGLE 2.5"x2.5"x1/4" TOP & MID RAILS

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2.5"x2.5"x1/4" ANGLE

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MODIFY SIDE RAIL AS REQUIRED

APPENDIX C

SURFACE PREPARATION REQUIREMENTS

NACE SPO1 78-2007; (formerly RP0178-2003)

Item No.21022

INTERNATIONAL

Standard Practice

Design, Fabrication, and Surface Finish Practices forTanks and Vessels to Be Lined for Immersion Service

This NACE International standard represents a consensus of those individual members who havereviewed this document, its scope, and provisions. Its acceptance does not in any respectpreclude anyone, whether he or she has adopted the standard or not, from manufacturing,marketing, purchasing, or using products, processes, or procedures not in conformance with thisstandard. Nothing contained in this NACE International standard is to be construed as grantingany right, by implication or otherwise, to manufacture, sell, or use in connection with any method,apparatus, or product covered by Letters Patent, or as indemnifying or protecting anyone againstliability for infringement of Letters Patent. This standard represents minimum requirements andshould in no way be interpreted as a restriction on the use of better procedures or materials.Neither is this standard intended to apply in all cases relating to the subject. Unpredictablecircumstances may negate the usefulness of this standard in specific instances. NACEInternational assumes no responsibility for the interpretation or use of this standard by otherparties and accepts responsibility for only those official NACE International interpretations issuedby NACE International in accordance with its governing procedures and policies which precludethe issuance of interpretations by individual volunteers.

Users of this NACE International standard are responsible for reviewing appropriate health, safety,environmental, and regulatory documents and for determining their applicability in relation to thisstandard prior to its use. This NACE International standard may not necessarily address all potentialhealth and safety problems or environmental hazards associated with the use of materials,equipment, and/or operations detailed or referred to within this standard. Users of this NACEInternational standard are also responsible for establishing appropriate health, safety, andenvironmental protection practices, in consultation with appropriate regulatory authorities if necessary,to achieve compliance with any existing applicable regulatory requirements prior to the use of thisstandard.

CAUTIONARY NOTICE: NACE International standards are subject to periodic review, and may berevised or withdrawn at any time in accordance with NACE technical committee procedures. NACEInternational requires that action be taken to reaffirm, revise, or withdraw this standard no later thanfive years from the date of initial publication and subsequently from the date of each reaffirmation orrevision. The user is cautioned to obtain the latest edition. Purchasers of NACE Internationalstandards may receive current information on all standards and other NACE International publicationsby contacting the NACE International FirstService Department, 1440 South Creek Dr., Houston,Texas 77084-4906 (telephone +1 281/228-6200).

Revised 2007-03-10Reaffirmed 2003-03-17

Reaffirmed September 1995Reaffirmed March 1991

Revised 1989Approved 1978

NACE International1440 South Creek Drive

Houston, Texas 77084-4906÷1 281/228-6200

ISBN 1-57590-167-6© 2007, NACE International

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SPO1 78-2007

Foreword

When specifying tanks and vessels that are to be internally lined to control corrosion and preventproduct contamination, special design, fabrication, and surface finishing practices must beconsidered to obtain the desired performance of these linings for immersion service. As thecorrosiveness of the product increases, the design and fabrication of the tank or vessel becomesmore critical relative to the performance of the lining.

This standard presents standard practices for the design, fabrication, and surface finish of metaltanks and vessels that are to be lined for corrosion resistance and to prevent productcontamination. The standard explains how the standard practices govern the quality of liningapplications. Appendix A contains illustrations depicting both good and bad practices for tanksand vessels to be lined, and Appendix B contains a list of recommended responsibilities to ensurethat an acceptable lining application is achieved. Appendix C contains written and graphicdescriptions of five degrees of surface preparation of welds in tanks and vessels that may bespecified prior to lining.1

This standard is intended for use or reference by end users, lining specifiers, lining applicators,lining manufacturers, and contracting authorities involved in the surface preparation or lininginstallation in tanks and vessels intended for chemical immersion service.

This standard practice was originally prepared in 1978 by NACE International Task Group (TG) T6A-29, a component of Unit Committee T-6A on Coating and Lining Materials for ImmersionService, in collaboration with Unit Committee T-6H on Application and Use of Coatings forAtmospheric Service. The standard was revised in 1989 by TG T-6G-27, a component of UnitCommittee T-6G on Surface Preparation for Protective Coatings, and was reaffirmed in 1991 and1995. It was reaffirmed in 2003 by Specific Technology Group (STG) 04 on Coatings and Linings,Protective: Surface Preparation. The standard was revised in 2007 by TG 295 on Lining, Tanksand Vessels for Immersion Service: Fabrication Details, Surface Finish Requirements, and ProperDesign Considerations—Review of NACE Standard RPO1 78-2003. This TG is administered bySTG 04. It is also sponsored by STG 02 on Coatings and Linings, Protective: Atmospheric; STG03 on Coatings and Linings, Protective: Immersion and Buried Service; and STG 43 onTransportation, Land. This standard is issued by NACE International under the auspices of STG04.

~> The visual comparator mentioned in Appendix C is a molded plastic replica that illustrates various degrees of surface finishing for weldsprior to coating or lining. Full-seam welds, skip welds, butt welds, lap welds, and others are depicted. For more information contact theNACE FirstService Department, 1440 South Creek Dnve, Houston, TX 77084-4906.

NACE International

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SPO1 78-2007

NACE International gratefully acknowledges the contributions of the following companies in thepreparation of the welding samples and the fabrication of the die from which the plastic replicashave been molded:

Ausimont USA, Inc.,12> Thorofare, NJCenterPoint Energy,~3> Houston; TXS.G. Pinney & Associates, Inc.,L4) Port St. Lucie, FLThe Sherwin-Williams Company,15~ Cleveland, OH

NACE also gratefully acknowledges the assistance of KTA-Tator lnc.,~61 Pittsburgh, PA, indeveloping the weld pattern that was used to mold the plastic replica of weld samples.

In NACE standards, the terms shall, must, should, and may are used in accordance with thedefinitions of these terms in the NACE Pubilcations Style Manual, 4th ed., Paragraph 7.4.1.9. Shalland must are used to state mandatoiy requirements. Should is used to state something consideredgood and is recommended but is not mandatory. May is used to state something consideredoptional.

~21Ausimont USA, Inc., 10 Leonards Lane, Thorofare, NJ 08086.t3tCenterPoint Energy, P.O. Box 1325, Houston, TX 77251-1325.141S.G. Pinney & Associates, Inc., Corporate Office, 1326 S.W. Biltmore St., Port St. Lucie, FL 34983.151 The Sherwin-Williams Company, 101 Prospect Avenue NW., Cleveland, OH 44115.161KTA-Tator, Inc., 115 Technology Drive, Pittsburgh, PA 15275.

NACE International

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SPO1 78-2007

NACE InternationalStandard Practice

Design, Fabrication, and Surface Finish Practices forTanks and Vessels to Be Lined for Immersion Service

Contents

1. General 12. Definitions 13. Design Practices 14. Fabrication Practices 35. Surface Finish Practices 3Bibliography 4Appendix A: Illustrations of Design, Fabrication, and Surface Finish Practices for Metal Tanks

and Vessels to Be Lined for Immersion Service 5Appendix B: Recommended Responsibilities 11Appendix C: Written and Graphic Descriptions of Various Degrees of Surface Finishing

of Welds That May Be Specified in Preparation for Lining of Tanks and Vessels.... 12

NACE International

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SPO1 78-2007

NACE International

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SPO1 78-2007

Section 1: General

1.1 This standard presents standard practices for thedesign, fabrication, and surface finish of tanks and vesselsto be lined for immersion service. Tanks and vessels maybe lined for corrosion control or to prevent productcontamination.

1.1.1 Appendix A (mandatory) contains illustrationsdepicting both good and bad practices for tanks andvessels to be lined for immersion service.

1.1.2 Appendix B (nonmandatory) contains a list ofrecommended responsibilities of the purchaser (user),designer, fabricator, lining applicator, and inspector toensure that an acceptable lining application isachieved.

1 .1.3 Appendix C (nonmandatory) contains writtenand graphic descriptions of five degrees of surfacepreparation of welds in tanks and vessels that may bespecified prior to lining. The written descriptions of thefive degrees of surface preparation of welds inAppendix C take precedence over the graphics and thecompanion visual comparator. The graphics are only

pictorial representations of welds and grinding finishesand are not intended to be representative of theintegrity of the welds. The “weld condition prior tofinishing” is not a typical weld; it is only intended toillustrate defects in welds that must be corrected priorto lining.

1.2 Good welding practices and welding codes govern theintegrity of the tank and vessel welds; this standard onlyaddresses surface preparation of the welds for the purposeof lining the tank or vessel for immersion service.

1.3 Other design and construction codes or standards maybe used to complement the details given here. Whenapplicable, the requirements of such other codes orstandards shall be considered. A partial list of such codesand standards can be found in the Bibliography.

1.4 These standard practices may be used in the design,fabrication, and surface finish of tanks and vessels forservices other than immersion, such as dry bulk storage ofsolid materials.

Section 2: Definitions

Lining: A coating or layer of sheet material adhered to or inintimate contact with the interior surface of a container usedto protect the container against corrosion by its contentsand/or to protect the contents of the container fromcontamination by the container material. For the purposesof this standard, lining refers to a surface barrier, usually athin film less than 500 pm (20 mu) thick applied as either alining or a coating. In common usage, the terms coatingand lining are interchangeable, but in this standard, only theterm lining is used. The requirements contained herein mayor may not apply to heavier, thick-film linings, sheet linings,trowel-applied and pumped-into-place finishes, plasma,

flame-sprayed linings, fiber-reinforced plastic linings, orsimilar lining materials.

Surface Finish: The degree of smoothness of a surfaceproduced by the removal of sharp edges and theappropriate surface preparation of welds and other roughareas. The term surface finish is also used to characterizethe degree of smoothness that is necessary to attain asurface to which the lining can be applied satisfactorily inaccordance with the lining specification.

Section 3: Design Practices

3.1 Accessibility

3.1.1 All surfaces of the tank or vessel interior shall bereadily accessible for surface preparation and liningapplication (see Figures Al through Al 0, Appendix A).

3.1.2 The manway diameter for working entrance andsafety reasons during the lining application shall be aslarge as practical for the tank or vessel being lined.

3.1.2.1 If possible, at least one manway shall belocated near ground (working) level, except in

tanks or vessels designed to be buried belowgrade.

3.1.3 Additional manways and openings should beprovided as needed to facilitate ventilation. Thesemust meet safety requirements.

3.2 Joints

3.2.1 Continuous butt-welded joints shall be usedwhenever possible (see Figure A5, Appendix A).

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SPO1 78-2007

3.2.2 Rivets shall not be used.

3.2.3 The use of internal bolted connections shouldbe avoided to the fullest extent possible.

3.2.4 Continuous lap-welded joints may be used butare not preferred. For sheet lining material, this type ofconstruction may not be acceptable.

3.3 Connections

3.3.1 All connections to the tank or vessel shall beflanged.

3.3.2 Threaded connections should not be used intanks and vessels operating in corrosive environments(see Figure A4, Appendix A). However, if threadedconnections cannot be avoided in corrosiveenvironments, these parts shall be fabricated ofcorrosion-resistant materials, or constructed as shownin Figure Al 0, Appendix A.

3.3.2.1 CAUTION: Dissimilar metal (galvanic)corrosion occurs when, for example, an alloy isused to replace the steel bottom of a tank, or in asimilar circumstance when alloy appurtenancesmust be part of the construction of a vessel. If alining is then applied to the steel and part of thealloy (usually 150 to 610 mm [5.9 to 24 in.]), anydiscontinuity in the lining exposes a small anodesurface. Once corrosion starts, it progressesrapidly because of the large exposed alloycathodic area to the much smaller anodic area.Without the lining, galvanic corrosion causes thesteel to corrode at the weld area, but at a muchslower rate. The recommended practice is toapply the lining to all of the alloy as well as thesteel, thereby eliminating the possible occurrenceof a large-cathode-to-small-anode surface.

3.3.3 Nozzle connections to be lined shall be as shortas possible and be a minimum of 50 mm (2 in.) indiameter (see Figure A4, Appendix A). Connectionsless than 50 mm (2 in.) in diameter shall be suitablyattached through a reducing flange (see Figure AlO,Appendix A). When trowel-applied thick-film linings arerequired, additional nozzle inside diameter shall beallowed for lining thickness.

3.4 Appurtenances Inside the Tank or Vessel

3.4.1 The standard practices in Sections 3, 4, and 5shall apply to any item to be installed inside a tank orvessel that is to be lined. Such appurtenances include,but are not limited to, agitators, anti-swirl baffles, outletconnections, gauging devices, vortex breakers, andinternal piping.

3.4.2 If appurtenances inside the tank or vessel,including nuts and bolts, cannot be lined, they shall bemade of corrosion-resistant materials. (CAUTION: SeeParagraph 3.3.2.1.)

3.4.3 If bolted connections are necessary and cannotbe made of corrosion-resistant materials, the matingsurfaces shall be lined before assembly. Gaskets shallbe used on mating surfaces and the sealing surfaces ofnuts and bolts to protect the lining.

3.4.4 Dissimilar metals shall be electrically isolatedfrom the steel tank or vessel surface wheneverpossible. Where dissimilar metals are used, selectionshall be such that the galvanic effect is minimized.Other corrosion mitigation methods may be required(see Figure A8, Appendix A).

3.4.5 Heating elements shall be offset from the tankor vessel surface to provide access for surfacepreparation, application, inspection, and cleaning.Elements shall be positioned so as not to damage thelining system.

3.5 Structural Reinforcement Members

3.5.1 Structural support members should be installedon the exterior of the tank or vessel. However, if suchmembers are installed internally, they shall befabricated of simple shapes such as smooth, roundbars or pipe for ease of applying the lining material.

3.5.2 The use of internal flanged connections,stiffening rings, reinforcement pads, angles, channels,I-beams, and other complex shapes should beavoided, If they must be installed internally, thesemembers shall be fully welded and welds and sharpedges ground to a radius of at least 3.2 mm (0.13 in.)or as agreed between the tank or vessel fabricator,tank or vessel owner, and lining applicator (see FiguresAl and A6, Appendix A).

3.6 Heat Sinks

3.6.1 Heated, forced curing of lining systems is oftenpreferred if not specifically required. During tank orvessel design and fabrication, especially with field-erected units, consideration must be given to avoidingor minimizing heat sink areas. Such areas mightinclude opposite saddles or support lugs, flat bottomson foundations, and stiffening rings.

3.6.2 These situations may be addressed either bytank or vessel design or by construction or insulation ofthe foundation or supports. Another possible solutionis the use of temporary constructions, such as falsefloors or temporary shelters, to achieve uniform heatingand curing.

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SPO1 78-2007

Section 4: Fabrication Practices

4.1 All design practices in Section 3 shall apply to allfabrication.

4.2 All welding shall be continuous. Intermittent or spotwelding shall not be allowed.

4.3 Fillets and corners must be accessible for grinding.

4.4 Field tanks fabricated for use with high-heat-curedlinings (e.g., unmodified phenol formaldehyde thermosettinglinings) should have bottoms suitably insulated and installedon properly drained foundations to facilitate proper cure ofthe lining on the floor of the tank. Because the sand-filledearthen foundation, concrete pad, or other similarfoundation is a poor insulator, some means must beconsidered prior to the application of the lining either tooverride the heat sink or to distribute the heat uniformly.This may be accomplished in several ways:

(a) with the use of properly sized heaters;

(b) by placing the tank on a concrete pad topped witha 100-mm (4-in.) layer of vermiculite concrete;

(c) by insulating with a high-compressive-strengthstructural grade insulation between the tank bottomand foundation;

(d) by installing an internal temporary false bottomapproximately 1.5 m (5.0 ft) above the floor of the tankprior to the final high-temperature bake; or

(e) by other suitable means that practically andeffectively ensure a properly cured lining on the tankfloor.

Section 5: Surface Finish Practices

5.1 Sharp edges shall be ground to a smooth radius of atleast 3.2 mm (0.13 in.) or as agreed between the tank orvessel fabricator, tank or vessel owner, and liningapplicator.

5.2 Tank and vessel internal surfaces to be lined shall notbe marred by gouges, handling marks, deep scratches,metal stamp marks, slivered steel, or other surface flaws.Flaws shall be repaired by welding or grinding, asappropriate.

5.2.1 Limits on surface flaw depth and geometry shallbe set by agreement between the tank or vesselfabricator, tank or vessel owner, and lining applicator.

5.2.2 All restorative welding shall be performedaccording to applicable tank or vessel design codes,approved job-specific procedures, or both.

5.3 All rough welds shall be ground to remove sharp edgesand other such irregularities (see Figure A2, Appendix A).Chipping may be used to remove sharp edges if followed bygrinding. See Appendix C for written and graphicdescriptions of five degrees of surface finishing of weldsthat may be specified preparatory to the lining of tanks andvessels.

5.3.1 The amount of grinding performed shall bejudicious and performed only to the extent necessary to

NACE International

prepare the weld surface and surrounding metalsurfaces in accordance with the specification. Over-grinding, which would result in decreasing the wallthickness or the integrity of the weld beyond thelimitations imposed by good welding practices,applicable welding codes, or tank or vessel ratings,shall be avoided.

5.4 Automatic machine welds may be acceptable asdictated by the specifications for film continuity.

5.5 All weld spatter and arc strikes must be removed.Chipping may be used if followed by grinding or the use ofan abrasive disc.

5.6 If an anti-spatter material is applied adjacent to theweld area prior to welding, the anti-spatter material shall beone that is readily removable. Anti-spatter materials shallbe removed prior to abrasive blasting.

5.7 When checking weld continuity, the tank or vesselfabricator shall avoid the use of oils, lubricants, or otherforeign materials that would leave a contaminating residuenot easily removed by abrasive blasting.

5.8 Surfaces shall be cleaned and decontaminated asrequired by the governing lining application specification(s).

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SPO1 78-2007

Bibliography

APl17~ Standard 650 (latest revision). ‘Welded Steel Tanks Directive 97/23/EC (latest revision). “Pressure Equipmentfor Oil Storage.” Washington, D.C.: American Directive (PED).” Brussels, Belgium: EuropeanPetroleum Institute (API). Commission.t9>

API RP 652 (latest revision). “Lining of Aboveground NACE Standard SP0294 (latest revision). “Design,Petroleum Storage Tank Bottoms.” Washington, D.C.: Fabrication, and Inspection of Storage Tank SystemsAPI. for Concentrated Fresh and Process Sulfuric Acid and

Oleum at Ambient Temperatures.” Houston, TX:ASME>8> Boiler and Pressure Vessel Code (latest revision). NACE.

New York, NY: ASME.

>7) American Petroleum Institute (API), 1220 L Street, NW, Washington, D.C. 20005-4070.(8) ASME International (ASME), Three Park Avenue, New York, NY 10016-5990.19) European Commission (EC), Rue de Ia Loi 200, B-i 049 Brussels, Belgium.

4 NACE International

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SPO1 78-2007

APPENDIX A:Illustrations of Design, Fabrication, and Surface Finish Practices for Metal Tanks and Vessels to Be

Lined for Immersion Service

FIGURE AlAll construction involving pockets or crevices that do not drain or that cannot be properly abrasive blasted and lined shall beavoided.

Full Seam Weld Skip Weld

Round All Sharp Edgesper Paragraph 5.1.

DO

2 Channels 6ack-to-~ack

DON’T DON’T

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SPO1 78-2007

Inside of Tank orVessel Grind Smooth

Inside of Tank orVessel

Pinhole

5

DO

FIGURE A2All joints shall be continuous full-penetration porosity-free welds. In tanks and vessels that require a 100% holiday-free lining, allwelds must be smooth with no holes, high spots, lumps, or pockets. Grinding is required to eliminate sharp edges and highspots. Weld metal shall be used to fill in undercut or pits.

Inside of Tank

FIGURE A3All weld spatter shall be removed.

NACE International

DON’T

DO DoN’T

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SPO1 78-2007

Flanged OutI~

Inside ofTank orVessel

Pad TWe

h

Round TheseCorners

/Inside of Tank orVessel

1/1~~

tE3

DO DON’T

Sharp Corner

FIGURE A4The outlets shall be flanged or pad-type rather than threaded. Within pressure limitations, slip-on flanges are preferred becausethe inside surface of the attaching weld is readily available for rounding edges and grinding. If operating pressure dictates theuse of weld neck flanges, the inside surface of the attaching weld is in the throat of the nozzle, making repair of surfaceirregularities by grinding rather difficult.

NACE International

DO CornersDON’T

Sharp

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tDO

Grind Smooth

3


5Gap

DON’T

4


DO

Continuous FilletWeld

1~


LI,

Gap

DON’T

Weld

4

FIGURE A5Buff welding shall be used whenever possible rather than lap welding or riveted construction.

AngleStifferer

DO


DON’T


FIGURE A6Stiffening members should be on the outside of the tank or vessel.

NACE International

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SPO1 78-2007

Roof

Inside Eliminate Crevice

_

Shell

DON’T

FIGURE A7Roof-to-Shell Joint. Eliminate crevice and lap weld at roof-to-shell joint in a tank or nonpressure vessel.

Pit (Anode)

Steel

ProtectiveLining

Alloy (Cathode)

DO

1

Pit (Anode)

Steel

ProtectiveLining

Alloy (Cathode)

V_DONT

FIGURE A8Dissimilar metal (galvanic) corrosion occurs when, for example, an alloy is used to replace the steel bottom of a tank, or, in asimilar circumstance, when alloy appurtenances must be a part of the construction of a vessel. If a lining is then applied to thesteel and part of the alloy (usually 150 to 610 mm [5.9 to 24 in.]), any discontinuity in the lining exposes a small anode surface.Once corrosion starts, it progresses rapidly because of the large exposed alloy cathodic area to the much smaller anodic area.Without the lining, galvanic corrosion causes the steel to corrode at the weld area, but at a much slower rate. The recommendedpractice is to apply lining to all of the alloy as well as the steel, thereby eliminating the possible occurrence of a large-cathode-tosmall-anode surface.

NACE International


Proper Lining Application


DO

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SPO1 78-2007

Tank Shell

Screwed Nipple for Use DuringFabrication and Heat Curing ofThermosetting Linings - -

It is recommended thatthe plug be left out forventing and the hole pluggedwith grease to preventatmospheric corrosion ofthe threads:

Installation of Curved (Preferred) or FlatPlate, Fully Seal-Welded and Ground, toEliminate Inaccessable Area for ProperSurface Preparation and Lining inMulti-Compartment Tanks Cénstructed withDished Heads Between Compartments

FIGURE A9A technique (detail of fabrication) to allow for good continuity of lining application for inaccessible areas such as those inmulticompartment tanks or vessels.

Slip-on Flange —

circle.

If en alloy flange is required,the designer should considerthe use of insulating sleevesand washers as a protectionagainst galvanic corrosion.

as

FIGURE AlOMinimum 50-mm (2-in.) diameter nozzle required for most thin-film linings. Thicker-film linings may require a larger-diameternozzle. This diagram also illustrates fabrication practice where a threaded connection is required in a tank or vessel that requiresa holiday-free lining.



This area is inaccessible forlining application

aInternal Dished Head

mm (1 .0 in.) thread nipple

Inside of Tank or VesselGrind and Radius

Line completely to bolt

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SP01 78-2007

APPENDIX B: Recommended Responsibilities

This appendix is a list of recommended responsibilities thatshould be assigned to the purchaser, designer, fabricator,lining applicator, and inspector in order to obtain a properlydesigned and fabricated tank or vessel for interior lining.

Bi .1 Joint Responsibilities

Bi .1.1 The purchaser, designer, fabricator, liningapplicator, and inspector(s) should review and agree tothe requirements involved before contractualagreements are made.

B1 .1.2 The purchaser, in agreement with thefabricator and lining applicator, should assignresponsibility for inspection of fabrication, surfacefinish, and lining application, and such responsibilityshould be defined in all contracts.

Bi .2 Responsibilities of the Purchaser (Owner or User)

B1.2.1 The purchaser should be responsible forspecifying and/or approving the detail requirements fordesign, fabrication, and surface finish to all partiesconcerned.

B1.2.1.1 The detailed requirements should befully described in writing and include drawings ofthe tank or vessel to be fabricated and lined andservice requirements.

B1.2.1.2 The purchaser should advise thedesigner, fabricator, lining applicator, and allinspectors of the detailed requirements,including time schedules, inspection, andacceptable requirements, in writing.

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Bi .3 Responsibilities of the Designer

B1.3.1 The designer should be responsible forincluding the required fabrication and surface details onall sketches and drawings related to the tank or vessel.

Bi .4 Responsibilities of the Fabricator

BI .4.1 The fabricator should be responsible foradhering to the fabrication and surface finish detailsshown on the working drawings and described in thetank or vessel specifications.

31 .4.2 Responsibility for an inspection of the blast orany additional welding, grinding, or surface finishingthat may be revealed by the surface preparation forlining, plus any subsequent reblasting, should bedefined in the lining contract.

31 .4.3 The fabricator, when checking the quality ofthe weld, should use only those materials that can bereadily and thoroughly removed by the fabricator aftercompletion of the inspection procedure.

B1 .5 Responsibilities of the Lining Applicator

Bi .5.1 Responsibility for additional welding, grinding,or surface finishing that may be revealed by the surfacepreparation for lining, plus any subsequent reblasting,should be defined in the lining contract.

Bi .6 Responsibilities of the Inspector(s)

B1 .6.1 A qualified inspector whose qualifications andaffiliation are acceptable to all parties should beresponsible for the verification of fulfillment of design,fabrication, and surface finish requirements.

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Appendix. C—Written and Graphic Descriptions of Various Degrees of Surface Finishing of Welds That May Be Specifiediii Preparation for Lining of Tanks and VesseIs~

I1ACE WeldPrepflion Type of Qinding Butt l*Id Fillet V~k1ed Tee Jolt Lap VtICJDefljnaicn

~eId spatter isremovéd and all sitfai~A ~~ imperfections are repairedasnasessay: Not Applicable Not Applicable

d‘~, The weld is g’àund flush with the plateefasts. surtase.

~Not Applicable Not Applicable

~

0 nd fI hMinor imperfections such as PCYoSdy Not Applicable Not Applicable

~ rou us and undercutting exist. The weld isground flush with tte plate 5thace.

: Not Applicable Not Applicable

Groundsmooth; free Weld spatter is remoyed and al[sthace ~Vpldspatter is removed and all stha~ Filletweld bet~ertthet~ plates. Weldc of all defects.’~ imperfections are repaired as necessay. imperfections arerepaired as

The weld is g’ound smooth and blended: necessay. The weld is ground smooth Th~ weld is cround imooth and blendeJ intointo the platesurfaDes. and blended into theplate surfases. the pléte sullases.

~ A k_inside of Tank or Vessel

“a The written descriptions ot the various degrees of sufaDe prepa’ation of welds in the Oppendicesof th~ stand&d take preca:lence Over the~graphics and the compénion visualcomparator The graphics are only pictorial representations of welds and grinding finishes and are not intended to be representative ot the integrity of the welds The Weld corsirtionprior to finishing is not a typical weld it is only intended to illustrate defects in welds that must be corrected prior to lining Good welding paotces and welding codes gova’n theintegrity ot the tank and vessel welds; this standaiti only ad&esseésurfase pr~arationot the’Aèlds.fcrthepurpse otlining thetank orvessel for immersion sàvice.

The visual comparator mentioned in Appendix C is a molded plastic replica that illustrates various degrees.of surface finishing for welds prior to coating or lining. Full-seam welds,skip welds, butt welds, lap welds, and others are depicted. For more information, contact the NACE International Firstservice Department, 1440 South Creek Dr., Houston, Texas77084-4906 (telephone +1 2811228-6200).


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SPO1 78-2007

Appendix C (Continued)11)

Type of Butt Weld Fillet Welded Tee Joint Lap WeldDesign Grinding

Minor imperfections such as pcrosity and Minor imperfections such as pcrosity and Minor imperfections such as pcrosity andci Ground smooth undercutting exist. Weld spatter is undercutting exist. Weld spatter is undercutting exist. Weld spatter isand blended.Z removed; welds era then g’ound smooth removed; welds ere then ~‘ound smooth removed; welds ere then g’ound smoothand blended into the plate surfases. and blended into the plate surfases. and blended into the plate surfaDes.

aw j~~j~f Tank

E Sharp projections on the Sharp projections on the Sharp projections on theMinimal weld bead, slag, and weld weld bead, slag, and weld weld bead, slag, and weld

spatter ere removed, spatter a’e removed, spatter a’e removed.

SW ~1!eZ.2i~

Weld Condition Prior to FinishingH~.’

Jj~,~l~id~:sfeiank —

t~The written descriptions of the various degrees of surfase p’eparation of welds in the appendb of this standa’d take presederce cwer the g’aphics and the companion visual comparator. Thegraphics are ont~’ pictcrial representations of the welds and grinding finishes and are not intended to be representativa of the integrity of the welds. The “as is” criginal weld is not a t~pical weld;it is only intended to illustrate defaDts in welds that must be cc4’rected prict to coating and lining. Good welding praDtices and welding codes govern the integrity of the weld; this standerd onlyaddresses surfase pre~ration of the welds fci the purpose of coating and lining fci immersion service.~ Abrasive blasting in preperation for coating may reveal additional porosity and undercutting. Some applicators request the fthrication to blast the welds to reveal these imperfestions prior torequesting inspection of the grinding by ti-a lining applicator. Responsibility for repair of imperfections so revealed should be resolved in the pit-job confererce.

The visual comparator mentioned in Appendix C is a molded plastic replica that illustrates various degrees of surface finishing for welds prior to coating or lining. Full-seam welds,skip welds, butt welds, lap welds, and others are depicted. For more information, contact the NACE International FirstService Department, 1440 South Creek Dr., Houston, Texas77084-4906 (telephone +1 2811228-6200).

NACE International 13

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SPO1 78-2007

ISBN 1-57590-167-6NACE International

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APPENDIX D

INSPECTION & EVALUATION METHODS


1.0|INSPECTION AND EVALUATION METHODS Some or all of the following procedures were performed as applicable.

1.1|Methods

1.1.1 The inspection of the base metal and coatings on interior and exterior surfaces included only areas accessible without scaffolding or special rigging. Where possible, the base metal and coating on the interior wet surfaces were examined from either a rubber raft while the tank was being drained, by a Remote Operated Vehicle (ROV) with the tower in service, or with both.

1.1.2 Tank plate thickness was measured at random locations on the liquid holding shell. The overall structural condition of the tank was visually examined.

1.1.3 No structural analysis was done to determine if the tank design complies with the AWWA D100-11 Standard for “Welded Carbon Steel Tanks for Water Storage.” However, any observed non-conformance to the AWWA D100-11 standard is noted in this report.

1.1.4 Although compliance with OSHA regulations was not a part of this inspection, any unsafe conditions or violations of current OSHA regulation that were observed are noted in this report.

1.2|Examination and Evaluation Techniques

Some or all of the following procedures were performed as applicable.

1.2.1|Site

The tank site was evaluated for proper drainage conditions affecting access and lead paint abatement during reconditioning.

Also, the following site dimensions were obtained: distance to fence(s), power lines, owner buildings, public property, private property/buildings, school/playgrounds, public parks, and other property.

1.2.2|Foundations

The tank concrete foundation(s) were/was visually examined for cracks, spalling, conditions of grout, indications of distress/settlement, and elevation above grade.

1.2.3|Tank Plate Thickness

Plate thickness measurements were taken using ultrasonic methods (UTM). The readings were taken using a digital readout Nova D-100 Ultrasonic Thickness Gage that has a dual element probe (transducer). The probe’s transmitter element sends a short ultrasonic pulse to the material. The pulse, reflected as an echo from the opposite side of the plate


returns to the probe’s receiver element. The round-trip time is directly related to the material’s thickness.

1.2.4|Coating Thickness

Interior and exterior coatings, where accessible, were tested in accordance with Steel Structures Painting Council SSPC-PA2-82 “Measurement of Dry Film Thickness with Magnetic Gages” using PosiTector-6000-F1 Type 2 magnet flux gages with a fixed probe.

1.2.5|Coating Adhesion

Adhesion testing of the coating to the steel was performed by ASTM D-3359: Shear Adhesion Test, Measuring Adhesion by Tape Test. In addition, subjective coating adhesion evaluation was performed using a penknife.

1.2.6|Coating Cure

The cure of the interior wet coating was evaluated by ASTM D-5402-93 Standard Practice for Assessing the Solvent Resistance of Organic Coatings Using Solvent Rubs and/or with the manufacturer’s recommended field method/industry standard procedures.

1.2.7|Coating Serviceability

The estimated remaining coating life or serviceability evaluation was performed using a wide variety of inspection instruments such as dry film thickness gauge, pen knife, Tooke gauge, adhesion tester(s), 30x microscope and serviceability evaluation experience (minimum experience 10 years).

The instrument inspection was combined with a close visual inspection of all the interior coating’s accessible areas. This was done to detect any holidays (misses), skips, runs, sags, surface containments, overspray, dry spray, poor coating cohesion, inter-coat delamination, loss of adhesion to the substrate, adverse conditions of the steel underneath the coating, or any other defects affecting the intended service.

1.2.8|Coating Lead and Chromium Content Analysis

Samples may have been taken of the various types of coatings present on the interior and exterior surfaces. Corrosion Control Consultants and Labs of Kentwood, Michigan tests these coatings in conformance with ASTM D-3335 Standard Test Methods for Concentrations of Lead and Chromium in Paint.

CITY OF GREENBUSH, MINNESOTA

May 2020 100,000 Gallon Capacity Reservoir Clearwell

KLM Project MN3848

Reservoir Summary Report

1976 Wooddale Drive, Suite 4 | Woodbury, MN 55125 (651) 773-5111 | Fax (651) 773-5222

CLEARWELL CITY OF GREENBUSH, MINNESOTA


1.0|PROJECT INFORMATION

KLM Project No.: MN3848 Customer P. O. Number: NA

Tank Owner: City of Greenbush, Minnesota Phone: 218-689-7600

Street/City/State/Zip: 244 Main Street North, Greenbush, MN 56726

Tank Owner Contact: Shaun Jevne, Public Works Supervisor

Owner's Tank Designation: Clearwell

Tank Description: Clearwell

Tank Street Location: Poplar Avenue and 2nd Street, Greenbush, MN 56726

Purpose of Inspection: Condition Assessment

Date of Inspection: May 13, 2020

Inspected By: Tim Lindsay and Aaron Hageman

Type of Inspection: KLM Standard ROV Evaluation

Manufacturer: Unknown Construction Date: ~2010

Serial No.: NA Design Code: AWWA & ACI

Capacity: 100,000 Gallons

Type of Construction: Reinforced Concrete

Number and Size of Columns or Pilasters: None

Tank Dimensions: 40 Feet by 40 Feet

Height to: Overall 14 Feet Balcony NA

Height to: HWL 12 Feet LWL Bottom of reservoir

Type of Access to Tank Interior: Access manway in roof

Tank Construction Drawings: None available to KLM

Previous Inspection Records: None available to KLM

EXISTING COATING INFORMATION

The interior of the reservoir currently has no coating, and apparently has never been coated. Interior coating may not be required due to the good condition of the existing concrete. Coating is typically not required in concrete reservoirs and KLM does not believe it would be cost effective to provide it in this reservoir. It is unknown if the exterior of the reservoir is coated or uncoated. The interior piping appears to have originally been coated, most of the coating has deteriorated. The exterior J-vent is coated, the access manways are aluminum. See attached photos.



1976 Wooddale Drive, Suite 4 | Woodbury, MN 55125

Phone (651) 773-5111 | Fax (651) 773-5222

May 22, 2020 Shaun Jevne by E-Mail Public Works Director 244 Main Street North Greenbush, MN 56726 RE: Remote Operated Vehicle (ROV) Inspection and Evaluation of the 100,000 Gallon Reservoir

(Clearwell) in the City of Greenbush, MN. KLM Project MN3848. Mr. Jevne, On May 13, 2020 KLM performed a ROV evaluation of the 100,000 Gallon Reservoir (Clearwell) and offers the following comments. Summary: The reservoir is a cast in place reinforced concrete square structure buried in the ground with approximately 2/3 portion of the roof exposed outside and 1/3 portion inside the pump house. The interior wet area concrete is in excellent condition. There are no visible cracks or spalled concrete in the roof, walls or floor. There is some sediment on the floor masking a portion. See attached photos. The interior wet piping consists of pump casings that are in excellent condition. There appears to be some rust spots; it is unknown if it is corrosion or staining or a combination of the two. The access ladders are aluminum and are in excellent condition. See attached photos. The exterior area only visible portion of the concrete reservoir is the top of the roof. The uncoated concrete roof is in excellent condition with no visible cracks. The access manways, one (1) inside the pump house and one (1) exterior, are aluminum and are in excellent condition. There is a single J-vent on the exterior portion of the reservoir with some surface rust. This J-vent is made of ductile iron, coating repairs are not required and are at the discretion of the City for esthetics. The City needs to remove the soil erosion that is restricting the opening of the overflow outlet pipe flop plate, provide a splash pad and an air brake per Minnesota Health Department standards. See attached photos. No repairs are required, consequently no cost estimate is included. KLM recommends inspecting and re-evaluating the reservoir in five (5) years to monitor conditions.



Sincerely, KLM Engineering, Inc. Report prepared by:

Jerry J. Tell, P.E. Manager of Engineering MN License No. 15524 Report reviewed and certified by:

Rodney Ellis Vice President/COO NACE Coating Inspector No. 1686 AWS/CWI 04040311

Attached: Photos Copyright 2020 by KLM Engineering, Incorporated. All rights reserved. This material may not be duplicated reproduced, displayed, modified, or distributed without the prior express written permission of KLM Engineering, Incorporated.

P:\2020\2020 Evaluations And Photos\Greenbush MN3848 0.1MG Clearwell\Greenbush MN3848 Clearwell Summary Report FINAL.Docx



Photo No. 1 Overall view of the reservoir and pump house

Photo No. 2 Overall condition of the roof



Photo No. 3 Roof at access manway and ladder

Photo No. 4 Condition of the walls



Photo No. 5 Condition of the walls and pump casing

Photo No. 6 Typical condition of a lower wall



Photo No. 7 Condition of lower walls and floor

Photo No. 8 Condition of an area of the exposed floor



Photo No. 9 Condition of the floor and pump casing

Photo No. 10 Condition of the floor and pump casing



Photo No. 11 Condition of an access ladder

Photo No. 12 Overall view of the concrete roof, J-vent, and access manway



Photo No. 13 Exterior access manway

Photo No. 14 Condition of the J-vent and concrete roof



Photo No. 15 Overall view of the overflow pipe outlet

Photo No. 16 Overflow pipe outlet, remove soil to allow free movement of the hinged flop plate and provide an air brake per

Minnesota Health Department standard



Photo No. 17 Interior access manway

Photo No. 18 View inside the pump house

1976 Wooddale Drive, Suite 4 | Woodbury, MN 55125 Phone (651) 773-5111 | Fax (651) 773-5222

July 13, 2020

By Email Only

Mr. Shaun Jevne

Public Works Supervisor

City of Greenbush

244 Main Street North

Greenbush, Minnesota 56726

RE: Proposal to Install a New GridBee GS-9 Mixer and Provide a SCADA Control Box for

the 75,000-Gallon Water Tower located in the City of Greenbush, Minnesota.

KLM Project Number: MN3850

KLM has been the water tower specialist for the City of Greenbush, Minnesota since 2018.

In 2020 KLM completed an AWWA water tower inspection and based on the report, KLM

recommends a mixer be installed to mitigate ice damage inside the water tower.

Dear Mr. Jevne:

Thank you for the opportunity to submit this proposal for the installation of a new GridBee GS-9

120v electric mixer and providing a SCADA control box.

Scope of Work ▪ KLM will install a GridBee GS-9 120v electric mixer.

▪ KLM will provide a SCADA control box.

▪ KLM will be submitting information to the Minnesota Department of Health.

With over 1,500 installations nationwide, an Ixom | Medora GS Series mixer is a perfect fit for

your tank. The GS Series mixer’s proven durability and performance surpasses that of other

mixing systems, as seen by its CFD modeling and customer recommendations. In addition, each

mixer comes with a five (5) year manufacturer’s warranty and NSF certification.

At the close of the project, KLM will submit the registration documentation to Ixom | Medora. A

copy of the registration and mixer installation approval will be sent to the Owner for their

records.

Greenbush, MN – GS-9 Mixer and SCADA Control Box

2

Fees

75,000-Gallon South Tower

The fee for the above Scope of Work: $13,600.00

If the City of Greenbush, Minnesota would like to split the payments for the mixer and

SCADA box into two payments the City can do so without any extra cost:

2020: $6,800.00

2021: $6,800.00

Total: $13,600.00

The City of Greenbush, Minnesota is responsible for hiring an electrician. KLM can complete

the electrical installation for an estimated fee of $4,000.00.

The City of Greenbush needs to exchange a minimum of 20% of the water in the tower for the

mixer to be effective. If the tower exchange rate is less than 20%, additional mixers may be

needed.

Owner's Responsibilities The Owner’s personnel shall be responsible for:

▪ Hiring an electrician to complete electrical installation.

▪ Providing access to the tower for the mixer installation.

▪ Connecting the SCADA control box to the City’s telemetry system. ▪ The Owner is responsible for hiring electrician to complete the electrical installation of

the mixer.

Greenbush, MN – GS-9 Mixer and SCADA Control Box

3

Agreement This agreement, between the City of Greenbush, Minnesota and KLM Engineering, Inc. of

Woodbury, Minnesota is accepted by:

City of Greenbush,

(Name) (Title) Minnesota

(Date)

Dir. of Business Development KLM Engineering, Inc.,

(Name) (Title) Woodbury, Minnesota

July 13, 2020

(Date)

We look forward to working with you.

Sincerely,

KLM ENGINEERING, INC.

Michael Novitzki

Director of Business Development

Phone: 651-773-5111

Fax: 651-773-5222

Cell: 651-440-5058

Email: [email protected]

Enclosed: Medora GS Series Case Studies, GS-9 Mixer Brochure, GS Series Mixer CFD

Modeling, KLM’s Terms and Conditions

U:\Proposals\2020 Proposals\Greenbush, MN 0.075MG Elevated GS-9 Mixer And SCADA Control Box.Doc

mailto:[email protected]

En gin eerin g | Arch itectu re | Surveyin g | En viron m en tal

WidsethSmithNolting.com

East Gran d Forks

1600 Central Avenue NE

East Grand Forks, MN 56721-1570

218.773.1185

218.773.3348

[email protected]

July 20, 2020

Honorable Mayor and City Council

City of Greenbush

PO Box 98

Greenbush, MN 56726

RE: Report of Feasibility

Estimate of Cost and

Area Proposed to be Assessed

Greenbush, MN

Dear Mayor and Members of the Council:

We have, as directed by the City Council, made an investigation as to the feasibility of replacing the existing

cast iron watermains in the north end of the City along with reconstruction or mill & overlay of the city

street. The project location for the watermain replacement and street reconstruction (or mill & overlay) is

on North Main St. from MNTH 11 to County Road 4. The location where only watermain will be replaced

is along County Road 4 from Main Street to 2nd St. N. There is also some additional watermain looping

that is proposed to be added to improve water quality and provide better fire protection. The location of the

proposed looping is on County Road 4 from 2nd St. to Oak St. and on Oak St. from County Road 4 to ½

block south. The locations of these proposed improvements are shown on the attached map.

On reconstruction or replacement type of projects the City of Greenbush’s Assessment Policy is to assess

40% of the total project cost. Therefore, the proposed assessment rates are assuming the City of Greenbush

is paying 60% of the total project cost with the benefitted properties paying 40% of the total project costs

We have identified the project needs as follows:

Watermain Improvements

The proposed watermain work involves replacing existing cast iron watermains with new PVC watermains

and adding watermain looping to the existing water system. The location of the proposed watermain

replacement is along North Main St. and County Road 4. The proposed watermain looping connects the

current dead end on Oak St. to the watermain that is located on County Road 4.

In total, approximately 2700 Linear Feet of cast iron watermains will be replaced with approximately 700

Linear Feet of watermain looping added. Also included in the project is replacing existing fire hydrants,

gate valves and individual service leads up to and including the curb stop and box.

Street Reconstruction

The proposed street reconstruction work is located on Main Street N from MNTH

11 to County Road 4. The work involves removal and reconstruction of the

existing concrete curb and gutter, concrete sidewalks, concrete valley gutter, driveway aprons, aggregate

base, and bituminous pavement.

On the southern portion of the proposed project (from Minnesota Ave. to MNTH 11) the street is proposed

to be redesigned to allow for more parking and provide a safer and more effective way of travel for

pedestrians. This includes adding angled parking on the west side of the street while the east side of the

street will continue to have parallel parking. This will help narrow the drive lanes and help slow down

traffic in this area. Also included in the proposed design is the addition of curb bump outs that provide a

shorter distance for the pedestrians to cross the street and effectively making it safer. It has also been

proposed to add a stamped colored concrete to the furniture zone of the sidewalk to help delineate the

pedestrian access route (PAR) and also help make a better visual experience. The attached map shows the

conceptual layout for these proposed improvements.

Mill and Overlay

A mill and overlay is a cost effective method to renew the structural integrity and extend the life of a street.

An overlay results in a new pavement surface, however, it is not a new road and cracks that were present in

the existing pavement prior to the overlay will reflect through into the new pavement within a few years

thus requiring crack sealing. A mill and overlay also restores the cross-section of the street allowing for

improved drainage of the street section however it will not fix the drainage issues with the curb and gutter.

A bituminous overlay shall be expected to last a minimum of ten (10) years and can last fifteen (15) years or

longer. If the mill and overlay option is chosen, this work would take place on North Main Street from

Minnesota Ave to County Road 4. The segment of main street from MNTH 11 to MN Ave would still

consist of a total reconstruction to accommodate the new layout.

The mill and overlay projects will consist of the following:

1. An edge mill (1.5”) adjacent to concrete curb and gutter followed by an overlay (1.5”)

2. Removal and replacement of damaged sections of concrete curb and gutter.

3. Adjustment of existing manholes

Full Depth Mill and Overlay

A full depth mill and overlay is a cost effective method to renew the structural integrity and extend the life

of a street. The full depth mill and overlay results in new bituminous pavement section however the

existing base will remain in place. Some of the cracks that were present in the street would be expected to

reflect through into the new pavement within a few years thus requiring crack sealing. A full depth mill and

overlay also restores the cross-section of the street allowing for improved drainage of the street section

however it will not fix all the drainage issues with the curb and gutter. A bituminous overlay shall be

expected to last a minimum of ten (10) years and can last fifteen (15) years or longer. If the full depth mill

and overlay option is chosen, this work would take place on North Main Street from Minnesota Ave to

County Road 4. The segment of main street from MNTH 11 to MN Ave would still consist of a total

reconstruction to accommodate the new layout.

The full depth mill and overlay projects will consist of the following:

1. A full depth bituminous pavement mill.

2. New bituminous pavement (5”)

3. Removal and replacement of damaged sections of concrete curb and

gutter.

4. Adjustment of existing manholes

Sump Pump Underdrain Piping

The proposed sump pump underdrain piping involves installing 6” piping underground on both sides of the

street in the grassed areas. This piping would have 2” lateral pipes that would branch off the 6” pipe which

would allow the property owners to connect their sump pump discharge to the proposed underground

piping. This would help eliminate the residents from pumping water from their sump pump into the street.

The piping would start near the intersection of MN Ave and run to the north where it would discharge to the

existing ditch along County Road 4. Because of the lack of storm sewer and shallow depth of the ditch on

the North end of the project, there would be the potential for this piping to be prone to freezing as it would

not be below the frost line.

Project Estimated Costs & Assessment Rates

The following tables show the estimated cost for each portion of the project along with the estimated

assessment rates for each option identified in the table.

Main Street Project between Hwy 11 & MN Ave

Current Assessment Policy

Watermain assessments-60%

city/40% property owner

Street reconstruction- no

policy

Street Light-no policy

Current Policy Total Cost

Grants

funds City cost Assessable

Assessment

Rate/FT

Watermain Replacement cost $224,760.00 $0.00 $144,456.00 $80,304.00 $74.11

Street reconstruction cost $688,000.00 $500,000.00 $188,000.00 $0.00 $0.00

Lighting Cost $87,659.69 $46,500.00 $41,159.69 $0.00 $0.00

Street furnishings and

plantings $33,500.00 $33,500.00 $0.00 $0.00 $0.00

Total $1,033,919.69 $580,000.00 $373,615.69 $80,304.00 $74.11

Sample No 1 Assessment

Change



Street reconstruction- 60%


Street Light-no policy

Sample No 1 Total Cost

Grants


Assessment

Rate/FT


Street reconstruction cost $688,000.00 $500,000.00 $0.00 $188,000.00 $156.67

Lighting Cost $87,659.69 $46,500.00 $41,159.69 $0.00 $0.00

Street furnishings and

plantings $33,500.00 $33,500.00 $0.00 $0.00 $0.00

Total $1,033,919.69 $580,000.00 $185,615.69 $268,304.00 $230.78

Main Street Project between MN Ave & Cty Rd 4 - Total Reconstruct


Watermain assessments-

60% city/40% property

owner

Street reconstruction- no

policy

Sump Pump Underdrain

piping- no policy


Grants


Assessment

Rate/FT

Watermain Replacement

cost $458,880.00 $0.00 $275,328.00 $183,552.00 $74.11

Street reconstruction cost $696,000.00 $0.00 $696,000.00 $0.00 $0.00


piping $46,000.00 $0.00 $46,000.00 $0.00 $0.00

Total $1,200,880.00 $0.00 $1,017,328.00 $183,552.00 $74.11


Change

Watermain assessments-

60% city/40% property

owner

Street reconstruction- 60%



piping- 100% property

owner


Grants


Assessment

Rate/FT

Watermain Replacement

cost $458,880.00 $0.00 $275,328.00 $183,552.00 $74.11

Street reconstruction cost $696,000.00 $0.00 $417,600.00 $278,400.00 $100.29


piping $46,000.00 $0.00 $0.00 $46,000.00 $16.57

Total $1,200,880.00 $0.00 $692,928.00 $507,952.00 $190.97

Main Street Project between MN Ave & Cty Rd 4 - Edge Mill and Overlay




Street mill & overlay- city

covers 100%

Sump Pump Underdrain piping-

no policy


Grants


Assessment

Rate/FT


Street mill and overlay cost $252,000.00 $0.00 $252,000.00 $0.00 $0.00

Sump Pump Underdrain piping $46,000.00 $0.00 $46,000.00 $0.00 $0.00

Total $756,880.00 $0.00 $573,328.00 $183,552.00 $74.11


Change



Street mill and overlay- 60%



100% property owner


Grants


Assessment

Rate/FT


Street mill and overlay cost $252,000.00 $0.00 $151,200.00 $100,800.00 $36.31

Sump Pump Underdrain piping $46,000.00 $0.00 $0.00 $46,000.00 $16.57

Total $756,880.00 $0.00 $426,528.00 $330,352.00 $126.99

Main Street Project between MN Ave & Cty Rd 4 - Full Depth Mill and Overlay




Street mill & overlay- city

covers 100%


no policy


Grants


Assessment

Rate/FT


Street mill and overlay cost $403,975.00 $0.00 $403,975.00 $0.00 $0.00

Sump Pump Underdrain piping $46,000.00 $0.00 $46,000.00 $0.00 $0.00

Total $908,855.00 $0.00 $725,303.00 $183,552.00 $74.11


Change



Street mill and overlay- 60%



100% property owner


Grants


Assessment

Rate/FT


Street mill and overlay cost $403,975.00 $0.00 $242,385.00 $161,590.00 $58.21

Sump Pump Underdrain piping $46,000.00 $0.00 $0.00 $46,000.00 $16.57

Total $908,855.00 $0.00 $517,713.00 $391,142.00 $148.89

Water Main Replacement from Cty Rd 4 to Oak Lane





Grants


Assessment

Rate/FT


Total $296,360.00 $0.00 $177,816.00 $118,544.00 $74.11

ASSESSMENT RATE SUMMARY

Location Project

Current Policy

Assessment

Rate/FT

Sample 1

Assessment

Rate/ FT

Main St. (MNTH 11 - MN Ave.) Total Reconstruct, Watermain,

Lighting $74.11 $230.78

Main St. (MN Ave. - CR 4) Total Reconstruct, Watermain,

Sump Piping $74.11 $190.97

Edge Mill & Overlay,

Watermain, Sump Piping $74.11 $126.99

Full Depth Mill & Overlay,

Watermain, Sump Piping $74.11 $148.89

CR4 and Oak Lane Watermain $74.11

Watermain Improvements Area’s Proposed to be Assessed

Pederson’s 1st Addition: Footage (Ft.)

Block 1, Lots 18-19 160

Solom’s Addition:

Block 1, Lots 23-44 645

Block 2, Lots 16-30 443

North Addition:

Block 1, Lots 1-22 645


Auditors Plat of Outlots:

Section 10 T160N R43W 190

Unplatted:

Section 10 T160N R43W 834

West Greenbush:

Block 2, Lots 13-24 300


Block 5, Lots 13-24 300


Block 11, Lots 1-12 300

Block 12, Lots 1-12 300

TOTAL FOOTAGE 5160 Lineal Feet

Street Repair & Sump Pump Underdrain Piping Areas Proposed to be Assessed (Main Street from

MN Ave to CR4)

Solom’s Addition: Footage (Ft.)

Block 1, Lots 23-44 645

Block 2, Lots 16-30 443

North Addition:



West Greenbush:

Block 2, Lots 13-24 300


TOTAL FOOTAGE 2776 Linear Feet

Main Street Reconstruction Area’s Proposed to be Assessed (MNTH 11 to MN Ave.)

West Greenbush: Footage (Ft.)

Block 5, Lots 13-24 300


Block 11, Lots 1-12 300

Block 12, Lots 1-12 300

TOTAL FOOTAGE 1200 Lineal Feet

The proposed project will replace old cast iron watermains that are at the end of their life and will provide

looping of the water system. The project as described will provide the residents with a reliable water system

that will be less susceptible to breaks and in turn shall provide better quality water with the addition of

looping. The proposed project shall further improve fire flows and pressures within the water distribution

system and in turn shall increase the overall property value of the benefitted properties. The project will

also replace and / or improve the streets in the project area therefore, we feel this project as described to be

feasible.

If you have any questions or need further information, please contact our office.

Respectfully yours,

Widseth Smith Nolting & Associates, Inc.

_________________________

Dustin Fanfulik, P.E.

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AJ #1

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8" PVC WATERMAIN 10 CP NO.2



(NEW 6" & 8" GV'S)2015 CP NO.2

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C

WATER

MAIN

MINNESOTA

EXISTING WATERMAIN

ADDITIONAL LOOPING

WATERMAIN REPLACEMENT

LEGEND

6/1

5/2

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JOB NUMBER:

CHECKED BY:

DATE:

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SHEET

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© 2020 WIDSETH SMITH NOLTING

0

Scale in Feet

150 300

NO

RT

H

City of GreenbushWM & Street Repair Areas

Greenbush, Minnesota

Replacement Areas & Assessment Map

06/11/20

As Shown

RAB C1.0

MILL & OVERLAY OR TOTAL RECONSTRUCT


2020-10023

WATERMAIN ASSESSMENT AREAS

TOTAL RECONSTRUCT

OVERLAY ASSESSMENT AREAS

STREET RECONSTRUCTION OR MILL &

ASSESSMENT AREAS

MAIN STREET RECONSTRUCTION

4.0'

4.0'

MIN

NES

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A A

VE

NU

E

HIL

L A

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NU

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MAIN STREET

CONCRETE SIDEWALK

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PAVERS / STAMPED CONCRETE

PARKING LANE PARKING LANE

DRIVING LANE

DRIVING LANE

DRIVING LANE

DRIVING LANE

STAMPED CONCRETE

PAVERS /

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HW

AY 1

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L A

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NU

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MAIN STREET

CONCRETE SIDEWALK


RAISED PLANTER RAISED PLANTER

DRIVING LANE

DRIVING LANE

PARKING LANE

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DRIVING LANE

7.2'

7.7'

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10'

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CONCRETE SIDEWALK


10'

R

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NEW LIGHT POLE

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MN HIG

HW

AY 1

1

BY

Layout 2

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0

Scale in Feet

0

Scale in Feet

15 30

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2019 Assess

ment Job N

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Main Street

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ITEM UNIT

ITEM NO. DESCRIPTION QUANTITY UNIT PRICE AMOUNT

015526 Mobilization 1 LS 50,000.00$ 50,000.00$

015526 Traffic Control 1 LS 5,000.00$ 5,000.00$

015713 Biorolls 210 LF 5.00$ 1,050.00$

015713 Storm Drain Inlet Protection 6 EA 150.00$ 900.00$

024100 Salvage and Install Sign Panel & Post 7 EA 50.00$ 350.00$

024100 Remove Concrete Driveway Pavement 123 SY 10.00$ 1,230.00$

024100 Remove Concrete Sidewalk 281 SF 4.00$ 1,124.00$

024100 Salvage & Install Aggregate Surface 61 CY 5.00$ 305.00$

024100 Remove Gate Valve & Box 10 EA 150.00$ 1,500.00$

024100 Remove Fire Hydrant 3 EA 650.00$ 1,950.00$

312319 Dewatering 1 LS 70,000.00$ 70,000.00$

321600 6" Concrete Driveway 120 SY 80.00$ 9,600.00$

321600 6" Concrete Sidewalk 124 SF 9.00$ 1,116.00$


329219 Topsoil Borrow 300 CY 30.00$ 9,000.00$

329219 Turf Establishment 1400 SY 3.00$ 4,200.00$

331000 6" PVC Watermain 3000 LF 65.00$ 195,000.00$

331000 Directional Bore 6" PVC Watermain 180 LF 100.00$ 18,000.00$

331000 Directional Bore 8" PVC Watermain 90 LF 120.00$ 10,800.00$

331000 8" PVC Watermain 600 LF 75.00$ 45,000.00$

331000 6" Fire Hydrant 7 EA 5,300.00$ 37,100.00$

331000 Steel Casing 60 LF 400.00$ 24,000.00$

331000 6" Gate Valve & Box 18 EA 2,500.00$ 45,000.00$

331000 8" Gate Valve & Box 5 EA 2,800.00$ 14,000.00$

331000 Ductile Iron Fittings 1200 LBS 15.00$ 18,000.00$

331000 6" Transition Coupling 4 EA 1,400.00$ 5,600.00$

331000 8" Transition Coupling 2 EA 1,500.00$ 3,000.00$

331000 6" x1.0" Saddle with corporation 58 EA 650.00$ 37,700.00$

331000 8" x 1" Saddle with corporation 2 EA 700.00$ 1,400.00$

331000 1.0" Polyethylene Service 2040 LF 40.00$ 81,600.00$

331000 1.0" Curb Stop & Box 58 EA 900.00$ 52,200.00$

331000 Aggregate Pipe Foundation 250 CY 15.00$ 3,750.00$

331000 Temporary Water 1 LS 25,000.00$ 25,000.00$

331000 Compaction Tests 20 EA 400.00$ 8,000.00$

783,888.00$

195,972.00$

979,860.00$ TOTAL

Watermain Improvements

Greenbush, MN

Co. Rd. 4, Main St.

Subtotal

EALC

ITEM UNIT


015526 Mobilization 1 LS 40,000.00$ 40,000.00$


024100 Remove Bituminous Pavement 3790 SY 4.00$ 15,160.00$

024100 Remove Concrete Sidewalk 13600 SF 2.00$ 27,200.00$

024100 Remove Concrete Curb & Gutter, B624 1460 LF 5.00$ 7,300.00$

321123 Class 5 Aggregate Base 1263 CY 28.00$ 35,364.00$

321123 Geogrid 3790 SY 4.00$ 15,160.00$

321600 5" Bituminous Pavement 1450 TONS 100.00$ 145,000.00$

321600 Detectable Warning Panels 170 SF 75.00$ 12,750.00$


321600 Concrete Curb & Gutter, Design B618 1460 LF 30.00$ 43,800.00$


321600 4" Concrete Sidewalk (stamped) 3600 SF 22.00$ 79,200.00$

329219 Topsoil Borrow 20 CY 30.00$ 600.00$

329219 Turf Establishment 90 SY 3.00$ 270.00$

529,004.00$

158,701.20$

687,705.20$

2,560,891.38$

TOTAL

TOTAL (All Projects)


Greenbush, MN

TH 11 to MN Ave.

Subtotal

EALC

ITEM UNIT


015526 Mobilization 1 LS 50,000.00$ 50,000.00$


024100 Remove Bituminous Pavement 6684 SY 4.00$ 26,736.00$

024100 Remove Concrete Driveway Pavement 140 SY 10.00$ 1,400.00$


024100 Remove Valley Gutter 225 LF 10.00$ 2,250.00$

321123 Class 5 Aggregate Base 2228 CY 28.00$ 62,384.00$

321123 Geogrid 6684 SY 4.00$ 26,736.00$




321600 Concrete Valley Gutter 225 LF 30.00$ 6,750.00$



334111 4" Perforated Draintile 3000 LF 5.00$ 15,000.00$

535,386.00$

160,615.80$

696,001.80$ TOTAL


Greenbush, MN

MN Ave to CR4

Subtotal

EALC

ITEM UNIT


015526 Mobilization 1 LS 40,000.00$ 40,000.00$


024100 Bitumionus Edge Mill 3400 SY 4.00$ 13,600.00$


024100 MH Adjustments 6 EA 500.00$ 3,000.00$

321600 1.5" Bituminous Pavement 605 TONS 100.00$ 60,500.00$

321600 3.5" Bituminous Pavement (16feet wide) 574 TONS 100.00$ 57,400.00$




193,750.00$

58,125.00$

251,875.00$ TOTAL

Mill and Overlay

Greenbush, MN

MN Ave to CR4

Subtotal

EALC

ITEM UNIT


015526 Mobilization 1 LS 40,000.00$ 40,000.00$


024100 Bitumionus Mill Full Depth 6500 SY 8.00$ 52,000.00$


024100 MH Adjustments 6 EA 500.00$ 3,000.00$





310,750.00$

93,225.00$

403,975.00$ TOTAL

Full Depth Mill and Overlay

Greenbush, MN

MN Ave to CR4

Subtotal

EALC

ITEM UNIT


334111 6" PVC Sump Underdrain Pipe 3000 LF 8.00$ 24,000.00$

334111 6" x 6" x 2" Wye 36 EA 150.00$ 5,400.00$

334111 2" PVC 540 LF 10.00$ 5,400.00$

334111 Cleanouts 8 EA 250.00$ 2,000.00$

36,800.00$

9,200.00$

46,000.00$ TOTAL

Sump Line

Greenbush, MN

Main St MN Ave. to CR 4

Subtotal

EALC

Resolution 2020-11 Resolution Receiving Feasibility Report and

Calling Hearing on Improvement

WHEREAS, pursuant to the council decision on May 18, 2020, a feasibility report has been prepared by Widseth, Smith & Nolting, Inc with reference to proposed Improvement No. 1- 2021 Main St N Watermain Replacement, and this report was received by the council on June 15, 2020, and WHEREAS, the report provides information regarding whether the proposed improvement is necessary, cost-effective, and feasible; whether it should best be made as proposed or in connection with some other improvement; the estimated cost of the improvement as recommended; and a description of the methodology used to calculate individual assessments for affected parcels. NOW THEREFORE, BE IT RESOLVED BY THE CITY COUNCIL OF GREENBUSH, MINNESOTA: 1. The council will consider the improvement of such watermain replacement in accordance with the report and the assessment of abutting property for all or a portion of the cost of the improvement pursuant to Minnesota Statutes, Chapter 429 at an estimated total cost of the improvement of $______________. 2. A public hearing shall be held on such proposed improvement on the __________________, in the Community Center at 5:30 p.m. and the clerk shall give mailed and published notice of such hearing and improvement as required by law. Adopted by the council this 20th day of July, 2020. Brenda Sather, Mayor ________________ Anita Locken, Clerk-Treasurer

1

Coronavirus Relief Fund Guidance for State, Territorial, Local, and Tribal Governments

Updated June 30, 20201

The purpose of this document is to provide guidance to recipients of the funding available under section 601(a) of the Social Security Act, as added by section 5001 of the Coronavirus Aid, Relief, and Economic Security Act (“CARES Act”). The CARES Act established the Coronavirus Relief Fund (the “Fund”) and appropriated $150 billion to the Fund. Under the CARES Act, the Fund is to be used to make payments for specified uses to States and certain local governments; the District of Columbia and U.S. Territories (consisting of the Commonwealth of Puerto Rico, the United States Virgin Islands, Guam, American Samoa, and the Commonwealth of the Northern Mariana Islands); and Tribal governments.

The CARES Act provides that payments from the Fund may only be used to cover costs that—

1. are necessary expenditures incurred due to the public health emergency with respect to the Coronavirus Disease 2019 (COVID–19);

2. were not accounted for in the budget most recently approved as of March 27, 2020 (the date of enactment of the CARES Act) for the State or government; and

3. were incurred during the period that begins on March 1, 2020, and ends on December 30, 2020.2

The guidance that follows sets forth the Department of the Treasury’s interpretation of these limitations on the permissible use of Fund payments.

Necessary expenditures incurred due to the public health emergency

The requirement that expenditures be incurred “due to” the public health emergency means that expenditures must be used for actions taken to respond to the public health emergency. These may include expenditures incurred to allow the State, territorial, local, or Tribal government to respond directly to the emergency, such as by addressing medical or public health needs, as well as expenditures incurred to respond to second-order effects of the emergency, such as by providing economic support to those suffering from employment or business interruptions due to COVID-19-related business closures.

Funds may not be used to fill shortfalls in government revenue to cover expenditures that would not otherwise qualify under the statute. Although a broad range of uses is allowed, revenue replacement is not a permissible use of Fund payments.

The statute also specifies that expenditures using Fund payments must be “necessary.” The Department of the Treasury understands this term broadly to mean that the expenditure is reasonably necessary for its intended use in the reasonable judgment of the government officials responsible for spending Fund payments.

Costs not accounted for in the budget most recently approved as of March 27, 2020

The CARES Act also requires that payments be used only to cover costs that were not accounted for in the budget most recently approved as of March 27, 2020. A cost meets this requirement if either (a) the

1 This version updates the guidance provided under “Costs incurred during the period that begins on March 1, 2020, and ends on December 30, 2020”. 2 See Section 601(d) of the Social Security Act, as added by section 5001 of the CARES Act.

2

cost cannot lawfully be funded using a line item, allotment, or allocation within that budget or (b) the cost is for a substantially different use from any expected use of funds in such a line item, allotment, or allocation.

The “most recently approved” budget refers to the enacted budget for the relevant fiscal period for the particular government, without taking into account subsequent supplemental appropriations enacted or other budgetary adjustments made by that government in response to the COVID-19 public health emergency. A cost is not considered to have been accounted for in a budget merely because it could be met using a budgetary stabilization fund, rainy day fund, or similar reserve account.

Costs incurred during the period that begins on March 1, 2020, and ends on December 30, 2020

Finally, the CARES Act provides that payments from the Fund may only be used to cover costs that were incurred during the period that begins on March 1, 2020, and ends on December 30, 2020 (the “covered period”). Putting this requirement together with the other provisions discussed above, section 601(d) may be summarized as providing that a State, local, or tribal government may use payments from the Fund only to cover previously unbudgeted costs of necessary expenditures incurred due to the COVID–19 public health emergency during the covered period.

Initial guidance released on April 22, 2020, provided that the cost of an expenditure is incurred when the recipient has expended funds to cover the cost. Upon further consideration and informed by an understanding of State, local, and tribal government practices, Treasury is clarifying that for a cost to be considered to have been incurred, performance or delivery must occur during the covered period but payment of funds need not be made during that time (though it is generally expected that this will take place within 90 days of a cost being incurred). For instance, in the case of a lease of equipment or other property, irrespective of when payment occurs, the cost of a lease payment shall be considered to have been incurred for the period of the lease that is within the covered period, but not otherwise. Furthermore, in all cases it must be necessary that performance or delivery take place during the covered period. Thus the cost of a good or service received during the covered period will not be considered eligible under section 601(d) if there is no need for receipt until after the covered period has expired.

Goods delivered in the covered period need not be used during the covered period in all cases. For example, the cost of a good that must be delivered in December in order to be available for use in January could be covered using payments from the Fund. Additionally, the cost of goods purchased in bulk and delivered during the covered period may be covered using payments from the Fund if a portion of the goods is ordered for use in the covered period, the bulk purchase is consistent with the recipient’s usual procurement policies and practices, and it is impractical to track and record when the items were used. A recipient may use payments from the Fund to purchase a durable good that is to be used during the current period and in subsequent periods if the acquisition in the covered period was necessary due to the public health emergency.

Given that it is not always possible to estimate with precision when a good or service will be needed, the touchstone in assessing the determination of need for a good or service during the covered period will be reasonableness at the time delivery or performance was sought, e.g., the time of entry into a procurement contract specifying a time for delivery. Similarly, in recognition of the likelihood of supply chain disruptions and increased demand for certain goods and services during the COVID-19 public health emergency, if a recipient enters into a contract requiring the delivery of goods or performance of services by December 30, 2020, the failure of a vendor to complete delivery or services by December 30, 2020, will not affect the ability of the recipient to use payments from the Fund to cover the cost of such goods or services if the delay is due to circumstances beyond the recipient’s control.

3

This guidance applies in a like manner to costs of subrecipients. Thus, a grant or loan, for example, provided by a recipient using payments from the Fund must be used by the subrecipient only to purchase (or reimburse a purchase of) goods or services for which receipt both is needed within the covered period and occurs within the covered period. The direct recipient of payments from the Fund is ultimately responsible for compliance with this limitation on use of payments from the Fund.

Nonexclusive examples of eligible expenditures

Eligible expenditures include, but are not limited to, payment for: 1. Medical expenses such as:

• COVID-19-related expenses of public hospitals, clinics, and similar facilities. • Expenses of establishing temporary public medical facilities and other measures to increase

COVID-19 treatment capacity, including related construction costs. • Costs of providing COVID-19 testing, including serological testing. • Emergency medical response expenses, including emergency medical transportation, related

to COVID-19. • Expenses for establishing and operating public telemedicine capabilities for COVID-19-

related treatment. 2. Public health expenses such as:

• Expenses for communication and enforcement by State, territorial, local, and Tribal governments of public health orders related to COVID-19.

• Expenses for acquisition and distribution of medical and protective supplies, including sanitizing products and personal protective equipment, for medical personnel, police officers, social workers, child protection services, and child welfare officers, direct service providers for older adults and individuals with disabilities in community settings, and other public health or safety workers in connection with the COVID-19 public health emergency.

• Expenses for disinfection of public areas and other facilities, e.g., nursing homes, in response to the COVID-19 public health emergency.

• Expenses for technical assistance to local authorities or other entities on mitigation of COVID-19-related threats to public health and safety.

• Expenses for public safety measures undertaken in response to COVID-19. • Expenses for quarantining individuals.

3. Payroll expenses for public safety, public health, health care, human services, and similar employees whose services are substantially dedicated to mitigating or responding to the COVID-19 public health emergency.

4. Expenses of actions to facilitate compliance with COVID-19-related public health measures, such as: • Expenses for food delivery to residents, including, for example, senior citizens and other

vulnerable populations, to enable compliance with COVID-19 public health precautions. • Expenses to facilitate distance learning, including technological improvements, in connection

with school closings to enable compliance with COVID-19 precautions. • Expenses to improve telework capabilities for public employees to enable compliance with

COVID-19 public health precautions.

4

• Expenses of providing paid sick and paid family and medical leave to public employees to enable compliance with COVID-19 public health precautions.

• COVID-19-related expenses of maintaining state prisons and county jails, including as relates to sanitation and improvement of social distancing measures, to enable compliance with COVID-19 public health precautions.

• Expenses for care for homeless populations provided to mitigate COVID-19 effects and enable compliance with COVID-19 public health precautions.

5. Expenses associated with the provision of economic support in connection with the COVID-19 public health emergency, such as: • Expenditures related to the provision of grants to small businesses to reimburse the costs of

business interruption caused by required closures. • Expenditures related to a State, territorial, local, or Tribal government payroll support

program. • Unemployment insurance costs related to the COVID-19 public health emergency if such

costs will not be reimbursed by the federal government pursuant to the CARES Act or otherwise.

6. Any other COVID-19-related expenses reasonably necessary to the function of government that satisfy the Fund’s eligibility criteria.

Nonexclusive examples of ineligible expenditures3

The following is a list of examples of costs that would not be eligible expenditures of payments from the Fund.

1. Expenses for the State share of Medicaid.4 2. Damages covered by insurance. 3. Payroll or benefits expenses for employees whose work duties are not substantially dedicated to

mitigating or responding to the COVID-19 public health emergency. 4. Expenses that have been or will be reimbursed under any federal program, such as the

reimbursement by the federal government pursuant to the CARES Act of contributions by States to State unemployment funds.

5. Reimbursement to donors for donated items or services. 6. Workforce bonuses other than hazard pay or overtime. 7. Severance pay. 8. Legal settlements.

3 In addition, pursuant to section 5001(b) of the CARES Act, payments from the Fund may not be expended for an elective abortion or on research in which a human embryo is destroyed, discarded, or knowingly subjected to risk of injury or death. The prohibition on payment for abortions does not apply to an abortion if the pregnancy is the result of an act of rape or incest; or in the case where a woman suffers from a physical disorder, physical injury, or physical illness, including a life-endangering physical condition caused by or arising from the pregnancy itself, that would, as certified by a physician, place the woman in danger of death unless an abortion is performed. Furthermore, no government which receives payments from the Fund may discriminate against a health care entity on the basis that the entity does not provide, pay for, provide coverage of, or refer for abortions. 4 See 42 C.F.R. § 433.51 and 45 C.F.R. § 75.306.

2020 General Fund Budget 7/10/2020

Total Estimated Market Value $28,092,900 $30,675,600Taxable Market Value $23,040,500 $25,516,200Tax Capacity 258,986.00 302,574.00

Account/Code 2018 Actual 2019 Actual 2020 Actual 2020 Budget 2021 Proposed

Revenues

General Property Taxes 31001 268,273.74 280,071.90 187,618.87 305,019.33 314,150.00Special Assessments 31100 0.00 1,621.66 416.08 0.00 0.00Liquor Licenses 32110 2,320.00 1,980.00 1,380.00 2,080.00 1,380.00Pet License 32240 0.00 80.00 0.00 100.00 100.00Zoning Permit 32260 25.00 0.00 0.00 50.00 50.00Golf Cart/ATV Permit 32270 170.00 160.00 30.00 100.00 100.00Coronavirus Relief Funds 33101 0.00 0.00 53,718.00 0.00 0.00Local Government Aid 33401 261,129.00 261,501.00 0.00 272,611.00 272,611.00Street Aid 33418 10,047.00 0.00 0.00 0.00 0.00PERA Aid 33429 668.00 668.00 0.00 0.00 0.00Community Center Rent 34101 1,265.00 1,045.00 360.00 1,000.00 1,000.00Farm Rent 34112 3,712.50 3,712.50 0.00 3,712.50 3,712.50Mosquito Control 34113 4,756.28 4,718.11 1,898.59 4,500.00 4,000.00Sale of Equip- Shop 34115 442.20 940.50 1,500.00 0.00 0.00Charges for Services- CC 34116 52.87 26.79 0.00 100.00 50.00Charges for Services- Shop 34310 300.00 1,466.37 120.00 500.00 500.00Pool Fees 34720 26,166.77 23,311.52 0.00 25,000.00 25,000.00Legion Park Camping Fees 34780 2,325.00 1,739.80 135.00 2,000.00 2,000.00Fire Contract Fee 34800 28,000.00 30,200.00 30,200.00 30,200.00 30,200.00Fire Call Fee 34820 18,997.50 10,060.00 1,250.00 3,000.00 3,000.00State Fire Relief 34830 17,480.29 20,088.75 419.00 11,000.00 11,000.00Fines and Forfeits 35101 96.66 6.66 319.96 0.00 0.00Misc Revenues 36200 16,580.63 5,347.18 4,361.07 6,000.00 6,000.00Interest Earnings 36210 3,824.82 987.67 338.78 500.00 500.00Election Fees 39500 0.00 0.00 0.00 6.00 0.00Equipment Lease 39330 106,481.81 0.00 0.00 0.00 0.00

Total Revenues 773,115.07 649,733.41 284,065.35 667,478.83 675,353.50

Expenditures

COUNCIL 41110Council Wages 109 7,548.10 7,380.73 3,913.52 8,000.00 8,000.00Employer Contrib - FICA 122 0.00 0.00 288.80 600.00 600.00Workmens Compensation 151 0.00 0.00 78.00 0.00 100.00Total Council 7,548.10 7,380.73 4,280.32 8,600.00 8,700.00

ELECTION 41410Election Judge Pay 104 0.00 0.00 845.75 0.00 0.00Operating Supplies 201 2,919.64 0.00 624.16 3,000.00 0.00Total Election Expenditures 2,919.64 0.00 1,469.91 3,000.00 0.00

CLERK-TREASURER/CITY OFFICE 41425Wages and Salaries 101 48,663.68 49,081.85 27,651.24 52,500.00 54,000.00Employer Cont - PERA 121 4,551.75 3,988.29 1,972.75 4,000.00 4,100.00Employer Contrib - FICA 122 4,564.01 4,697.88 1,990.01 4,000.00 4,200.00Employer Paid Insurance- Health 131 5,523.26 5,858.64 3,124.68 6,300.00 6,300.00Employer Paid Insurance- Dental/Life 132 2,212.96 1,298.88 665.44 1,500.00 1,500.00Workmens Compensation 151 365.16 368.00 319.00 300.00 400.00Operating Supplies 201 0.00 0.00 1,909.45 4,000.00 4,000.00Telephone 321 1,189.37 1,294.64 602.29 1,400.00 1,400.00Postage 322 322.00 456.00 192.40 1,000.00 1,000.00Computer Support/Maint 326 1,077.00 1,591.12 0.00 1,000.00 1,500.00Training & Travel 331 462.78 1,247.40 135.40 1,500.00 1,500.00Publication 351 108.00 1,502.25 25.00 1,500.00 1,500.00Dues & Subscriptions 433 1,408.20 1,427.20 485.85 1,500.00 1,500.00Uniforms 460 0.00 0.00 0.00 0.00 200.00Total Clerk-Treasurer 70,448.17 72,812.15 39,073.51 80,500.00 83,100.00

FINANCIAL ADMINISTRATION 41530Auditing Services 301 7,200.00 5,900.00 7,700.00 7,200.00 7,700.00Assessor Services 310 3,698.00 3,815.00 3,833.00 3,900.00 5,601.00Total Financial Administration 10,898.00 9,715.00 11,533.00 11,100.00 13,301.00

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LEGAL 41610Legal 304 2,406.25 5,018.75 2,525.00 1,900.00 2,500.00Total Legal Expenditures 2,406.25 5,018.75 2,525.00 1,900.00 2,500.00

BUILDING- COMMUNITY CENTER/LIB 41940Wages Part-Time 103 5,210.24 5,338.50 3,101.93 5,000.00 5,000.00Employer Cont - PERA 121 0.00 0.00 232.68 300.00 300.00Employer Contrib - FICA 122 0.00 0.00 236.78 400.00 400.00Workmens Compensation 151 0.00 0.00 12.00 200.00 200.00Operating Supplies 201 10,263.64 6,158.73 1,163.55 5,000.00 5,000.00Insurance 361 2,833.79 2,889.23 3,170.13 3,500.00 3,500.00Electric Service 381 3,610.41 3,451.41 1,958.58 4,000.00 4,000.00Gas - LP 383 4,309.78 2,892.41 1,709.83 5,000.00 4,000.00Property Taxes 440 1,660.62 3,007.18 1,025.00 1,700.00 1,700.00Reserves 520 5,000.00 5,000.00 7,000.00 7,000.00 7,000.00Total Community Center/Lib 32,888.48 28,737.46 19,610.48 32,100.00 31,100.00

FIRE DEPARTMENT 42210Wages Part-Time 103 2,045.38 88.38 2.24 0.00 0.00Workmens Compensation 151 1,675.40 3,519.00 3,617.00 4,000.00 4,000.00Operating Supplies 201 11,473.75 14,168.53 13,141.95 10,000.00 10,000.00Monthly Meeting Supplies 208 1,490.49 1,661.17 1,108.39 1,200.00 1,200.00Vehicle/Equip. Maint 221 6,088.39 1,992.18 362.04 5,000.00 5,000.00Safety Program 311 1,694.00 4,073.90 320.00 3,000.00 3,000.00Telephone 321 975.12 991.04 543.64 1,000.00 1,000.00Training & Travel 331 1,760.00 3,591.31 246.02 1,800.00 1,800.00Insurance 361 3,495.70 3,443.56 3,733.89 4,000.00 4,000.00Electric Service 381 2,461.83 1,974.24 880.59 2,500.00 2,500.00Gas - LP 383 7,035.77 5,780.21 3,046.45 7,000.00 7,000.00Vehicle Fuel 386 2,548.18 2,193.06 613.31 2,250.00 2,250.00Miscellaneous 401 0.00 5,340.42 0.00 0.00 0.00Dues & Subscriptions 433 30.00 123.00 130.00 250.00 250.00Uniforms 460 2,340.00 0.00 3,000.00 3,000.00 3,000.00Reserves 540 22,202.80 13,000.00 13,000.00 13,000.00 13,000.00Total Fire Department 67,316.81 61,940.00 43,745.52 58,000.00 58,000.00

FIRE RELIEF ASSOCIATION 42290Fire Relief State Aid 401 17,480.29 20,088.75 419.00 11,000.00 0.00Total Fire Relief Association 17,480.29 20,088.75 419.00 11,000.00 0.00

PUBLIC WORKS/STREET DEPT 43001Wages and Salaries 101 48,702.90 56,170.35 26,065.49 52,500.00 54,000.00Wages Part-Time 103 16,454.59 22,459.33 2,124.39 10,500.00 10,500.00Employer Cont - PERA 121 3,285.28 4,791.50 1,916.62 4,000.00 4,100.00Employer Contrib - FICA 122 4,578.69 5,989.62 1,983.00 5,000.00 5,000.00Employer Paid Insurance- Health 131 5,523.26 9,255.46 3,124.68 6,300.00 6,300.00Employer Paid Insurance- Dental/Life 132 875.22 1,366.08 344.20 750.00 750.00Workmens Compensation 151 1,787.40 3,973.50 3,811.00 5,000.00 4,000.00Operating Supplies 201 42,730.19 32,031.19 11,912.48 35,000.00 35,000.00Vehicle/Equip. Maint 221 11,726.18 6,325.19 2,383.87 10,000.00 10,000.00Traffic Signs 226 1,828.41 1,533.81 0.00 500.00 1,500.00Telephone 321 109.77 0.00 0.00 0.00 0.00Publication 351 132.00 75.00 137.50 100.00 100.00Insurance 361 2,330.83 4,224.23 4,191.14 4,500.00 4,500.00Electric Service 381 2,294.03 2,206.08 1,676.56 2,000.00 2,000.00Gas - LP 383 2,234.82 3,743.32 2,768.69 2,000.00 3,000.00Vehicle Fuel 386 8,634.44 8,573.20 3,406.51 7,800.00 7,800.00Miscellaneous 401 104,478.81 0.00 0.00 0.00 0.00Property Taxes 440 1,382.00 0.00 1,224.00 1,700.00 1,700.00Uniforms 460 358.93 207.92 187.98 200.00 200.00Mosquito Control 481 10,630.64 3,394.74 1,798.00 5,000.00 5,000.00Reserves 520 1,000.00 1,000.00 1,000.00 1,000.00 1,000.00Reserves Other Equipment 540 6,000.00 6,000.00 6,000.00 6,000.00 6,000.00Lease 599 8,644.32 26,058.83 26,058.83 26,058.83 26,058.83Total Public Works/Street Dept 285,722.71 199,379.35 102,114.94 185,908.83 188,508.83

CITY/COUNTY MAINT FACILITY 43002Telephone 321 2,032.91 2,088.64 1,044.49 2,200.00 2,200.00Electric Service 381 5,629.94 6,102.30 3,913.12 7,000.00 7,000.00Gas - LP 383 1,516.56 3,192.08 1,769.73 3,000.00 3,000.00Shop Payment to County 437 0.00 0.00 0.00 20,000.00 20,000.00Total City/County Maint Facility 9,179.41 11,383.02 6,727.34 32,200.00 32,200.00

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STREET REPAIRS 43121Street Repairs 201 77,508.00 30,000.00 0.00 64,150.00 64,000.00Total Street Repairs 77,508.00 30,000.00 0.00 64,150.00 64,000.00

STREET LIGHTS 43160Electric Service 381 19,422.00 18,329.60 9,673.55 20,000.00 20,000.00Total Street Lights 19,422.00 18,329.60 9,673.55 20,000.00 20,000.00

CITY PARKS 45122Wages Part-Time 103 4,623.05 4,823.37 0.00 4,500.00 4,500.00Workmens Compensation 151 222.64 514.00 674.00 600.00 600.00Operating Supplies 201 8,754.08 6,502.02 5,272.35 6,000.00 6,000.00Insurance 361 4,584.79 5,049.23 5,439.23 5,000.00 5,500.00Electric Service 381 2,489.44 1,998.51 688.28 2,500.00 2,500.00Vehicle Fuel 386 436.28 671.13 23.17 1,000.00 1,000.00Property Taxes 440 550.00 948.32 941.08 700.00 1,000.00Summer Rec 483 2,500.00 3,500.00 0.00 2,500.00 2,500.00Holidays/Events 484 5,185.52 6,774.44 2,279.36 7,500.00 7,500.00Reserves Buildings & Structures 520 1,000.00 1,000.00 1,000.00 1,000.00 1,000.00Reserves 530 1,000.00 1,000.00 1,000.00 1,000.00 1,000.00Total City Parks 31,345.80 32,781.02 17,317.47 32,300.00 33,100.00

SWIMMING POOL 45124Wages Part-Time 103 19,618.09 21,037.50 0.00 23,000.00 28,000.00Employer Contrib - FICA 122 1,767.01 1,907.07 0.00 1,800.00 2,200.00Workmens Compensation 151 1,000.00 1,339.00 1,347.00 1,500.00 1,700.00Operating Supplies 201 39,102.89 9,848.26 1,161.80 10,000.00 10,000.00Telephone 321 333.78 324.06 0.00 500.00 350.00Training & Travel 331 1,562.50 1,687.98 295.00 1,500.00 1,500.00Insurance 361 3,527.39 2,873.23 3,042.23 3,000.00 3,000.00Electric Service 381 2,016.25 2,372.09 110.68 2,500.00 2,500.00Gas - LP 383 5,073.39 2,882.10 0.00 3,500.00 3,500.00Chemicals 390 9,109.22 9,788.90 0.00 10,000.00 10,000.00Licenses/Permits 450 720.00 720.00 0.00 720.00 720.00Uniforms 460 297.00 839.17 0.00 800.00 800.00Reserves 530 13,000.00 13,000.00 13,000.00 13,000.00 13,000.00Reserves Other Equipment 540 5,000.00 5,000.00 5,000.00 5,000.00 5,000.00Total Swimming Pool 102,127.52 73,619.36 23,956.71 76,820.00 82,270.00

GOLF COURSE 45125Operating Supplies 201 7,000.00 7,000.00 7,000.00 7,000.00 7,000.00Total Golf Course 7,000.00 7,000.00 7,000.00 7,000.00 7,000.00

ICE RINKS 45128Operating Supplies 201 1,854.59 0.00 0.00 600.00 600.00Insurance 361 519.10 421.55 444.22 600.00 600.00Building Lease 365 500.00 500.00 0.00 500.00 500.00Electric Service 381 314.38 286.22 145.94 250.00 250.00Gas - LP 383 417.53 1,206.77 622.84 600.00 600.00Total Ice Rinks 3,605.60 2,414.54 1,213.00 2,550.00 2,550.00

LIBRARY 45501Insurance 361 952.10 1,231.55 1,339.22 1,200.00 1,500.00Contractual Services 480 15,063.00 15,063.00 8,075.00 16,150.00 16,150.00Total Library 16,015.10 16,294.55 9,414.22 17,350.00 17,650.00

ECONOMIC DEVELOPMENT 48000Miscellaneous 401 0.00 0.00 0.00 3,000.00 3,000.00Total Economic Development 0.00 0.00 0.00 3,000.00 3,000.00

FIRE PROTECTION FEES 48300Fire Protection Fees 950 20,000.00 20,000.00 20,000.00 20,000.00 20,000.00Total Fire Protection Fees 20,000.00 20,000.00 20,000.00 20,000.00 20,000.00

Total Expenditures 783,831.88 616,894.28 320,073.97 667,478.83 666,979.83

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2020 Budgets for Miscellaneous Funds 7/10/2020

206- General Fund Reserves ACCT 2018 Actual 2019 Actual 2020 Actual 2020 Budget 2021 BudgetRevenuesCC Reserves 33631 5,000.00 5,000.00 7,000.00 0.00 0.00PW Reserves 33633 1,000.00 1,000.00 1,000.00 0.00 0.00PW Equip Reserves 33634 6,000.00 6,000.00 6,000.00 0.00 0.00Parks Building Reserves 33635 1,000.00 1,000.00 1,000.00 0.00 0.00Parks Reserves 33636 1,000.00 9,203.77 1,000.00 0.00 0.00Pool Reserves 33637 13,000.00 13,000.00 13,000.00 0.00 0.00Pool Equip Reserves 33638 5,000.00 5,000.00 5,000.00 0.00 0.00Street Repair Reserves 33639 0.00 30,000.00 0.00 0.00 0.00Fitness Center 36200 459.04 0.00 0.00 0.00 0.00Total Revenues 32,459.04 70,203.77 34,000.00 0.00 0.00

ExpendituresOperating Expenses 0.00 27,473.05 0.00 0.00 0.00Total Expenditures 0.00 27,473.05 0.00 0.00 0.00

207 - RBEG Revolving Loan Fund ACCT 2018 Actual 2019 Actual 2020 Actual 2020 Budget 2021 BudgetRevenuesMisc Revenue 36200 100.00 100.00 0.00 0.00 0.00Far North Foods Payment 36250 2,462.70 2,643.00 1,218.00 2,510.52 2,510.52DRB Payment 36251 2,898.96 2,898.96 724.74 2,898.96 2,898.96Novacek Pharmacy 36252 2,640.00 825.00 1,787.50 2,103.72 0.00Thrivent 36253 1,763.32 678.20 0.00 0.00 0.00Lori Foster 36254 910.74 455.37 958.74 1,821.48 1,821.48Greenbush Ace 36255 1,200.00 1,200.00 2,079.03 1,030.68 1,856.46Blossom & Boards 36256 1,200.00 1,200.00 717.92 1,230.72 1,230.72Corey Christianson 36257 0.00 2,240.48 1,222.08 2,444.16 2,444.16Lewis Construction 36258 0.00 513.09 512.82 1,025.64 1,025.64Total Revenues 13,175.72 12,754.10 9,220.83 15,065.88 13,787.94

Expenditures 41940Operating Expenses 201 23,949.48 5,480.00 9,794.00 0.00 0.00Total Expenditures 23,949.48 5,480.00 9,794.00 0.00 0.00

215 - PD DARE Fund ACCT 2018 Actual 2019 Actual 2020 Actual 2020 Budget 2021 BudgetRevenuesContributions & Donations 36200 0.00 0.00 0.00 0.00 0.00Total Revenues 0.00 0.00 0.00 0.00 0.00

Expenditures 41940Operating Expenses 201 517.36 506.31 0.00 500.00 500.00Total Expenditures 517.36 506.31 0.00 500.00 500.00

221 - FD Special Revenue Fund ACCT 2018 Actual 2019 Actual 2020 Actual 2020 Budget 2021 BudgetRevenuesContributions & Donations 36231 0.00 0.00 0.00 250.00 250.00FD Memorials 36232 410.00 320.00 225.00 500.00 500.00Total Revenues 410.00 320.00 225.00 750.00 750.00


223 - FD Special Project/Equip Fund ACCT 2018 Actual 2019 Actual 2020 Actual 2020 Budget 2021 BudgetRevenuesFD Reserves 33632 13,000.00 13,000.00 13,000.00 13,000.00 13,000.00Misc Revenues 36200 26,387.80 39,892.91 11,345.00 2,000.00 2,000.00Total Revenues 39,387.80 52,892.91 24,345.00 15,000.00 15,000.00

Expenditures 41940Operating Expenses 201 112,837.80 29,052.41 20,792.99 2,000.00 2,000.00Total Expenditures 112,837.80 29,052.41 20,792.99 2,000.00 2,000.00

225 - FD Explorers ACCT 2018 Actual 2019 Actual 2020 Actual 2020 Budget 2021 BudgetRevenuesMisc Revenues 36200 0.00 800.00 1,600.00 800.00 800.00Total Revenues 0.00 800.00 1,600.00 800.00 800.00


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601 - Water Fund ACCT 2018 Actual 2019 Actual 2020 Actual 2020 Budget 2021 BudgetRevenuesAssessments 31011 51,205.89 44,205.87 59,459.45 40,000.00 40,000.00Charges for Services 34111 0.00 0.00 0.00 0.00 0.00Bond for Projects 39310 1,068,395.62 649,705.31 8,165.25 0.00 0.00Misc Revenue 36200 758.28 7,992.00 0.00 0.00 0.00Water Sales 37170 179,205.15 188,930.55 89,006.45 181,000.00 187,000.00MN Water Fee 37171 1,717.74 1,710.91 1,193.87 3,000.00 3,000.00Water Protection fees 37172 20,000.00 20,000.00 20,000.00 20,000.00 20,000.00Bus Tax 37173 2,730.15 3,050.50 1,358.80 2,600.00 2,600.00Water Dispenser Sales 37174 21,693.28 14,769.27 2,329.84 20,000.00 20,000.00Water Infrastructure Fee 37175 32,609.46 32,699.40 16,081.23 32,000.00 32,000.00Total Revenues 1,378,315.57 963,063.81 197,594.89 298,600.00 304,600.00

Expenditures 49400Full-Time Wages 101 22,405.98 16,698.42 9,510.36 19,000.00 19,000.00Employer Cont- PERA 121 1,761.45 1,074.48 672.45 1,500.00 1,500.00Employer Contrib- FICA 122 1,654.18 1,119.56 691.69 1,500.00 1,500.00Employer Paid Insurance- Health 131 2,761.63 3,171.95 1,562.34 3,125.00 3,125.00Employer Paid Insurance-Dental/Life 132 437.61 393.09 332.72 750.00 750.00Workmens Compensation 151 860.70 1,986.75 1,722.00 2,000.00 2,000.00Operating Supplies 201 37,622.31 60,119.04 14,130.87 32,000.00 32,000.00Engineering Fees 303 147,114.27 100,336.07 46,208.65 0.00 0.00Telephone 321 980.27 979.54 490.39 1,050.00 1,000.00Postage 322 579.76 526.43 196.37 600.00 600.00Training & Travel 331 604.97 1,214.56 0.00 1,500.00 1,500.00Publication 351 1,657.80 1,063.45 776.00 1,000.00 1,000.00Insurance 361 2,769.94 2,713.72 2,846.47 3,000.00 3,000.00Electric Service 381 9,653.46 9,054.98 2,995.49 10,000.00 10,000.00Gas-LP 383 213.76 1,598.70 2,229.81 2,000.00 2,000.00Chemicals 390 9,289.15 3,438.29 1,877.50 10,000.00 10,000.00Dues & Subscriptions 433 140.85 160.00 0.00 300.00 300.00Licenses & Permits 450 1,988.00 1,988.00 3,042.00 2,600.00 3,100.00Project No 1 531 930,107.00 560,128.50 0.00 0.00 0.00Reserves 550 0.00 0.00 0.00 20,000.00 20,000.00Principal 601 118,183.29 131,477.43 144,291.60 144,291.60 152,672.87Interest 611 26,318.36 27,270.26 24,770.13 26,183.80 24,194.47Replacement Fund 903 9,000.00 0.00 21,000.00 12,000.00 12,000.00Bus Tax 906 2,716.00 3,003.00 1,569.00 2,700.00 2,700.00Notification Fees 909 79.09 74.96 35.13 200.00 200.00Auto Billing Fee 910 39.96 33.30 16.65 50.00 50.00Total Expenditures 1,328,939.79 929,624.48 280,967.62 297,350.40 304,192.34

602- Sewer Fund ACCT 2018 Actual 2019 Actual 2020 Actual 2020 Budget 2021 BudgetRevenuesAssessments 31011 12,438.07 13,032.75 8,233.96 10,000.00 10,000.00Charges for Services 34111 0.00 0.00 0.00 0.00 0.00Sewer Sales 37210 112,140.08 113,845.58 56,012.59 115,000.00 115,000.00Total Revenues 124,578.15 126,878.33 64,246.55 125,000.00 125,000.00

Expenditures 49450Full-Time Wages 101 22,279.74 16,698.29 9,510.36 19,000.00 19,000.00Employer Cont- PERA 121 1,615.83 1,074.49 672.45 1,500.00 1,500.00Employer Contrib- FICA 122 1,654.17 1,119.56 691.69 1,500.00 1,500.00Employer Paid Insurance- Health 131 2,761.63 3,171.95 1,562.34 3,125.00 3,125.00Employer Paid Insurance-Dental/Life 132 437.61 393.09 332.72 750.00 750.00Workmens Compensation 151 860.70 1,986.75 1,722.00 2,000.00 2,000.00Operating Supplies 201 31,383.28 33,045.57 4,004.45 20,000.00 20,000.00Postage 324 504.13 476.57 186.66 600.00 600.00Training & Travel 331 0.00 0.00 0.00 1,500.00 1,500.00Insurance 361 2,762.36 2,700.70 2,937.47 2,800.00 2,800.00Electric Service 381 2,725.16 3,283.28 1,677.81 3,000.00 3,000.00Chemicals 390 1,271.00 1,301.91 2,260.00 2,000.00 2,000.00Licenses & Permits 450 345.00 368.00 345.00 500.00 500.00Uniforms 460 0.00 200.00 126.99 200.00 200.00Contractual Services 480 19,765.00 12,328.75 0.00 20,000.00 20,000.00Reserves 550 0.00 0.00 0.00 15,000.00 15,000.00Principal 601 12,313.14 12,842.60 13,394.83 13,394.83 13,984.21Interest 611 6,753.86 6,224.39 5,672.16 5,672.16 5,082.79Notification Fees 909 79.06 74.94 35.12 200.00 200.00Auto Billing Fee 910 39.97 33.30 16.66 80.00 80.00Total Expenditures 107,551.64 97,324.14 45,148.71 112,821.99 112,822.00

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603 - Sanitation Fund ACCT 2018 Actual 2019 Actual 2020 Actual 2020 Budget 2021 BudgetRevenuesGarbage Fees 37310 86,423.60 86,333.61 42,937.16 88,000.00 88,000.00Landfill Fees 37320 1,900.44 1,866.96 213.75 2,000.00 2,000.00Res Tax 37330 5,498.95 5,476.46 3,123.96 6,000.00 6,000.00Bus Tax 37340 4,335.56 5,110.01 2,655.75 4,500.00 4,500.00Appliance Fees 39106 263.00 550.00 90.00 400.00 400.00Concrete Disposal 39107 0.00 135.00 0.00 100.00 100.00Total Revenues 98,421.55 99,472.04 49,020.62 101,000.00 101,000.00

Expenditures 49500Operating Fees 201 423.16 2,295.42 37.84 500.00 500.00Postage 322 485.35 466.66 186.67 600.00 600.00Publication 351 0.00 0.00 0.00 100.00 100.00Solid Waste Contract 480 82,950.00 87,000.00 43,500.00 87,000.00 87,000.00Bus Tax 904 4,299.00 8,117.19 2,354.00 4,500.00 4,500.00Res Tax 905 5,395.00 5,274.00 2,689.00 5,500.00 5,500.00Auto Billing Fee 910 40.70 33.40 16.69 80.00 80.00Landfill Fees 940 1,920.63 1,128.65 1,324.08 2,000.00 2,000.00Total Expenditures 95,513.84 104,315.32 50,108.28 100,280.00 100,280.00

Page 3

The regular meeting of the Greenbush City Council was held on June 15, 2020, at 5:30 pm. This meeting was conducted via electronic methods due to the Governor's Emergency Declaration concerning the COVID Pandemic. Members present: Council Members Brenda Sather, Dennis Filer, Christine Foss, Eric Etherington, Shawn Walsh Others Present: Steve Emery, Dustin Fanfulik, Striker Hasson, Shaun Jevne, Ryan Bergeron, Anita Locken The meeting was called to order at 5:30 pm. Request for Goats in City Limits Stryker Hasson was asked to have 2 nigerian goats at his residence in the city. He was informed of the zoning ordinance regulations and how the only way he could have them is to apply for a conditional use permit. The permit would require a public hearing and input from his neighbors. He is to be sent all permit applications and other documents he would need should he decide to move forward with this request. Liquor License Renewals M/S/P Shawn Walsh/Eric Etherington to approve the 2020 liquor license renewals:

Establishment Owner Type of License Expiration Dates

1 Better Liquor Store Chad Rud Off-Sale June 30th American Legion American Legion Club June 30th Golf Course Golf Association 3.2% Off-Sale, 3.2% On-Sale June 30th Remedies Clay Sorteberg On-Sale, Off-Sale & Sunday June 30th

Roll call vote- Brenda Sather, Dennis Filer, Christine Foss, Eric Etherington, Shawn Walsh Election Judge Appointments M/S/P Eric Etherington/Shawn Walsh to approve Resolution 2020-09 appointing election judges. Roll call vote- Brenda Sather, Dennis Filer, Christine Foss, Eric Etherington, Shawn Walsh FY 2021 Budgets The council was given the FY 2020 mid-year budget reports to review. This is also the start of the budget process for the FY 2021. Some words of caution from the League of MN Cities is that there is a chance the 2021 LGA amounts could be reduced do to the Pandemic affecting the state budget so adversely. Also they are warning that the second half tax revenues could be reduced if businesses are not able to make enough money to cover their property tax payments. Council would like to see the budget stay very similar to this year’s budget. Blight Ordinance The council should review the city’s blight ordianance. The ordinance was implemented in 1988 and does not allow for the city to assess any charges for services when a blight issue needs to be mitigated. It also does not allow for all blight issues to be mitigated without going to court. A sample ordinance is to be brought to council for review. Donation Acceptance M/S/P Dennis Filer/Eric Etherington to approve Resolution 2020-10 Accepting Donations.

Roll call vote- Brenda Sather, Dennis Filer, Christine Foss, Eric Etherington, Shawn Walsh Compost Site Camera Quotes Public Works Supervisor Jevne provided council with quotes for cameras at the compost site. These cameras would be used to monitor illegal dumping at the compost site. Trash and plastic bags have been left in the piles again. The quotes are for battery operated and electric powered cameras. The cameras will have a monthly fee to operate them. If a battery powered system isn’t purchased, then electric will need to be run to the compost site. Wright Locksmith and Security Systems 2-battery operated cameras $6,134.89 Wiktel 2-battery operated cameras $4,152.78 Wiktel 2-electric powered cameras $2,639.78 The recycling bin is being moved to the city shop area. Another camera may be needed to monitor that bin. M/S/P Shawn Walsh/Dennis Filer to approve the Wiktel hard-wired bid and to allow leeway up to $5,000.00 in expenses should a third camera be needed. A that states this area is under surveliance is to be installed. Roll call vote- Brenda Sather, Dennis Filer, Christine Foss, Eric Etherington, Shawn Walsh Potential Updates at Jaycees Shelter Council Member Etherington was wondering if some upgrades could be made to the Jaycees Shelter. The birds are nesting in the rafters and making a mess. There have been other upgrades that have been discussed in the past. A meeting of the interested parties is to be set up to see what upgrades should be made. Main St N Watermain Replacement Project City Engineers presented council with the updated feasibility report for the Main St N watermain project. Project Estimated Costs & Assessment Rates The tables below show the estimated cost for each portion of the along with the estimated assessment rates.

The assessment policy does not address street reconstruction. At this time the policy is that the city covers the cost of mill and overlay 100%. So if the council wants to assess street reconstruction or mill and overlay, the assessment policy will need to be amended to reflect that change. The council tabled this matter so more information concerning the differenct scenarios and assessment rates can be reviewed. COVID Pandemic The 4th of July Fireworks and Parade are still going to be held with modifications. The 6th grade class will still be holding their fundraising meal. M/S/P Eric Etherington/Shawn Walsh to approve the 6th Grade plan for their 4th of July meal. Roll call vote- Brenda Sather, Dennis Filer, Christine Foss, Eric Etherington, Shawn Walsh M/S/P Dennis Filer/Eric Etherington to approve the City of Greenbush COVID-19 Business Plan. Roll call vote- Brenda Sather, Dennis Filer, Christine Foss, Eric Etherington, Shawn Walsh CARES Funding- as part of the Federal CARES Act local units of government are to receive funds to help mitigate the spread of COVID-19 and to help with other expenses related to COVID. These funds are tied up in the MN State Legislature. The city is expected to receive $53,718.00. Alley behind the CC Work is going to be completed on the alley behind the community center later this week. There is still a drainage issue along the community center. There has been water pooling next to the library.

City-County/Shop The agreement still needs to be reviewed. A meeting is to be set up with the city attorney. Pool House The city only received one quote for the pol house renovations. The other contractor decided to not give a quote. Lewis Construction’s quote is for $49,105.80 for the renovations as listed on the plans. The city also received a quote for new flooring in the poolhouse. This flooring is for aquatic applications and has a non-skid surface. The flooring quote from Inside Edge is in the amount of $22,969.70. Mr. Lewis will be able to start renovations right away. The flooring has an 8 week lead time so that will work well with the timing of the renovations being completed. The city has $54,000 in reserves, and $12,537.30 in the pool fund. That would leave $5,538.20 to be paid out of the donaton fund. M/S/P Christine Foss/Eric Etherington to approve the Lewis Construction bid for pool house renovations in the amount of $49,105.80.. Roll call vote- Brenda Sather, Dennis Filer, Christine Foss, Eric Etherington, Shawn Walsh M/S/P Eric Etherington/Christine Foss to approve the Inside Edge pool flooring quote in the amount of $22,969.70.. Roll call vote- Brenda Sather, Dennis Filer, Christine Foss, Eric Etherington, Shawn Walsh Citizen Complaints/Concerns Committee Reports Public Works- Council was given the public works work oders to review. The seasonal employees hours are not being added to the work orders at this time. Consent Agenda M/S/P Dennis Filer/Shawn Walsh to approve the consent agenda items with revised bills and minutes (Minutes/Bills-Revised/Receipts). Roll call vote- Brenda Sather, Dennis Filer, Christine Foss, Eric Etherington, Shawn Walsh Upcoming Meetings (these meetings will all be held by video until further notice.):

⋅ Regular Council Meetings: at 5:30 pm, July 20th, August 17th and September 21st The meeting was adjourned at 6:43 pm. Brenda Sather Anita Locken Mayor Clerk-Treasurer

City of Greenbush June 2020 Bills

Vendor Description TotalGreenbush Sanitation Clean Up Week Fees $7,250.00Summer Rec Softball Annual Contribution to the Program City & School $2,250.00Langaas Construction First Draw on the Fire Hall Addition $50,000.00KLM Engineering Tower and Clearwell Inspections $6,000.00Sensus USA Inc Annual Maintenance Fee $1,949.94Emergency Apparatus Maintenance FD Truck inspections and repairs $8,784.65Jon's Auto Salvage Demo bins $485.45NCPERS Group Life Ins Life Insurance $48.00Bank of Zumbrota 2016 Water Bond Payment $1,134.00Steven Gust Repair of PW chainsaw $119.25Wikstrom Telecom-Internet Phone Services $516.09Dollar Smart PW Supplies $21.98Blooming Valley Services Culvert by Mattson/Water Valve reset $2,185.00Fastenal Company Misc for Shop $42.64FCCLA Service contract for picking up debris from the 4th fireworks $250.00Gopher State One Call Locates $17.55RV Sports Windshield for Prowler $413.56Interstate Billing Service, Inc Jack Hammer Rental $174.80River's Edge Bait & Convienence FD/PW Supplies $65.08Brian Lewis Construction First draw on the poolhouse renovation $21,580.00Dacotah Paper Co Supplies for CC $70.48RCCA Fuel for Shop/FD/Park Misc for PW W-LP $1,185.72Greenbush Ace Hardware Misc for Shop/FD/Parks/CC $637.31Team Laboratory Chemical Corp Shop Supplies $553.00Verizon Wireless Shop Ipads service $110.03NAPA of Greenbush Misc for Shop $158.41Burkel Lumber & Hardware Misc for PW $245.74Wahl Bros Racing Wastewater Postage $10.33League of MN Cities Insurance Trust Fireworks Insurance $250.00Northern MN Mosquito Control Mosquito Chemicals $1,140.00Mar-Kit Landfill Solid Waste Disposal $174.31Greenbush Pharmacy PW Supplies $12.48Northwest Regional Library 3rd Qtr library Allocation $4,037.50COOP Services West Fuel for PW $124.56Farmer's Coop Ag Service Supplies for PW $16.90Roseau Co Environmental Office Appliance/Bulky Waste $61.59Core & Main Water Parts $538.21Integrated Process Solutions, Inc Liftstation Annual fee/repairs $2,190.09The Tribune 2019 Drinking Water Report $500.00RMB Environmental Laboratories, Inc Wastewater Testing $573.00Hawkins, Inc Water/Pool Chemicals $165.75Quill Corporation Misc for Office $244.64MN PEIP- C/O MMB Fiscal Services Health and Dental Insurance $2,652.20PERA June 11-July 15 $2,333.52EFTPS June Federal Withholdings $6,131.97MN Dept of Revenue June Sales and Use Tax $1,045.00MN Dept of Revenue June MN Withholding $773.11Payroll June 11-July 15 $2,445.38AFLAC Misc Insurances $738.09Cardmember Services Office Expenses/Signs for Parks $659.88Ottertail Electricity $3,578.47MN Unemployment Benefits for Ratkovec $3,969.00USPS Postage for Utilities $105.00

$140,719.66

City of Greenbush June 2020 Receipts

Date Remitter Receipt # Description Total 06/01/2020 Blossom & Boards 17787 RBEG Payment 102.56$ 06/04/2020 Utilities 17783 Regular Payments 1,091.02$ 06/04/2020 Liquor License 17784 Remedies/American Legion 940.00$ 06/04/2020 Fire Calls 17785 B Waage 500.00$ 06/04/2020 Novacek Pharmacy 17786 RBEG Payment 137.50$ 06/08/2020 Utilities 17788 Regular Payments 1,237.25$ 06/11/2020 Utilities 17789 Regular Payments 3,060.20$ 06/11/2020 Far North Foods 17790 RBEG Payment 203.00$ 06/11/2020 Fire Dept Donation 17791 Olafson Donation 25.00$ 06/11/2020 FD Memorials 17792 In Memory of R Wicklund from B Sather 100.00$ 06/11/2020 MN Management & Budget 17793 Reimbursement of PNP Expenses 1,694.89$ 06/15/2020 Utilities 17794 Regular Payments 4,388.24$ 06/15/2020 FD Memorials 17795 In Memory of A Waage from J Dallager 10.00$ 06/15/2020 Greenbush Ace 17796 RBEG Payment 200.00$ 06/15/2020 Novacek Pharmacy 17797 RBEG Payment 137.50$ 06/15/2020 GMR School 17798 Robotics LP Reimbursement 1,384.34$ 06/17/2020 Utilities 17799 Regular Payments 2,472.60$ 06/17/2020 Roseau County Treasurer 17800 First Payment of 2020 Taxes 211,519.14$ 06/19/2020 Utilities 17801 Regular Payments 6,994.58$ 06/19/2020 FD Memorials 17802 In Memory of C Holm from C Jenson 10.00$ 06/22/2020 Utilities 17803 Regular Payments 2,029.92$ 06/25/2020 Utilities 17804 Regular Payments 3,467.02$ 06/25/2020 Lewis Construction 17805 RBEG Payment 85.47$ 06/25/2020 Utilities 17806 ACH Payments 6,947.40$ 06/25/2020 Zap Trende 17807 RBEG Payment 203.68$ 06/25/2020 MN Management & Budget 17808 Reimbursement of FD Training Expenses 2,195.00$ 06/30/2020 Utilities 17809 Regular Payments 335.51$ 06/30/2020 Summer Rec Baseball 17810 Participant Fees 2,010.00$ 06/30/2020 Golf/ATV Permit 17811 Sather 10.00$ 06/30/2020 Utilities 17812 Credit Card Payments 921.26$ 06/30/2020 Border Bank 17813 Account Interest 5.84$ 06/30/2020 Utilities 17821 Credit Card Payments 581.92$

255,000.84$

Statement of Receipts, Disbursements and Balances (Schedule 1)City of Greenbush

As on 7/15/2020

7/15/2020

Beginning

Balance Receipts

Sale of

Investments Total Balance

Investment

BalanceDisbursementsTransfers In

Purchase of

InvestmentsFund Transfers Out Ending Balance

207,706.31 0.00 4,283.77 0.00 0.00 189,218.47 General Fund 288,609.12 323,288.54 150,255.28 357,961.59

0.00 0.00 0.00 0.00 0.00 3,282.46 Federal Community

Development Block Grants

0.00 0.00 3,282.46 3,282.46

0.00 0.00 0.00 0.00 0.00 12,537.30 Pool Fund 0.00 0.00 12,537.30 12,537.30

0.00 0.00 0.00 0.00 0.00 0.00 GCPF 0.00 0.00 0.00 0.00

0.00 0.00 0.00 0.00 0.00 121,941.29 General Fund Reserves 34,000.00 0.00 155,941.29 155,941.29

0.00 0.00 0.00 0.00 0.00 8,871.46 RBEG- Revolving Loan 9,561.33 9,794.00 8,638.79 8,638.79

0.00 0.00 0.00 0.00 0.00 45,433.85 Donation Fund 25,000.00 2,059.00 68,374.85 68,374.85

0.00 0.00 0.00 0.00 0.00 0.00 Golf Course Wages 0.00 12,741.93 (12,741.93) (12,741.93)

0.00 0.00 0.00 0.00 0.00 7,380.07 DARE Fund 0.00 0.00 7,380.07 7,380.07

0.00 0.00 0.00 0.00 0.00 0.00 Events 0.00 0.00 0.00 0.00

15,000.00 0.00 0.00 0.00 0.00 928.63 FD Special Revenue Fund 390.00 0.00 1,318.63 16,318.63

0.00 0.00 0.00 0.00 0.00 0.00 Misc Donations In/Out 0.00 0.00 0.00 0.00

200,000.00 0.00 0.00 0.00 0.00 41,400.04 FD Special

Project/Equipment Fund

24,345.00 20,792.99 44,952.05 244,952.05

0.00 0.00 0.00 0.00 0.00 800.00 FD Explorers 1,600.00 0.00 2,400.00 2,400.00

0.00 0.00 0.00 0.00 0.00 3,833.00 Summer Rec 3,010.00 198.95 6,644.05 6,644.05

0.00 0.00 0.00 153,627.75 0.00 0.00 Water Debt Service 0.00 153,627.75 0.00 0.00

135,009.10 0.00 2,784.45 0.00 0.00 258,242.65 Water 203,043.62 281,574.65 176,927.17 311,936.27

72,697.20 0.00 1,499.31 0.00 0.00 92,206.03 Sewage Collection and

Disposal

67,435.82 45,707.12 112,435.42 185,132.62

103,853.15 0.00 2,141.87 0.00 0.00 17,083.02 Refuse or Garbage

Collection

52,673.33 50,111.62 17,502.86 121,356.01

0.00 0.00 0.00 0.00 0.00 9,000.00 Watermain Replacement

Fund

21,000.00 0.00 30,000.00 30,000.00

Total : 812,158.27 730,668.22 0.00 153,627.75 899,896.55 10,709.40 0.00 734,265.76 785,848.29 1,520,114.05

Page 1 of 1Report Version: 11/03/2015