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DMDMIIJ,/ <br /> I,II,Iwi <br /> State guidance on rating systems used to determine <br /> if a male-dominated class of employees is paid a 11 <br /> disproportionally higher salary than a similarly scored <br /> female-dominated class, states that"...surveying <br /> / <br /> the "market" ..." should not be used. (Pay Equity: _ <br /> The Minnesota Experience, 6th edition.) When taken <br /> W 7k <br /> in context and historical application, the"should" �- <br /> effectively becomes a"shall." <br /> 16,,, <br /> ikl'S A ' <br /> Because the"market"cannot be used to justify �, <br /> disproportionally different salaries between a male- ; <br /> dominated position and a comparably scored female ® ;' <br /> dominated position, publicly-owned utilities frequently -' i <br /> feel compelled to pay lower salaries than those offered I <br /> by near-by electric cooperatives and investor-owned <br /> utilities because the city cannot afford to pay all Municipal utilities all too often train a promising young <br /> similarly scored positions at the"market-rate"line- person,only to lose them to a nearby utility that isn't subject <br /> worker salary. to pay equity law. <br /> A municipal utility unable to offer"market-rate" <br /> salaries often finds it is very difficult to attract and <br /> retain qualified line-workers, with some municipal - ea <br /> utilities reporting jobs remaining open for months with - <br /> no applicants. <br /> Municipalities invest thousands of dollars training ,1: /' -' -. <br /> and developing a skilled line-worker, yet often lose � `� _ <br /> that person to a nearby cooperative or investor-owned 4� <br /> utility whose salaries are higher than the municipality ., . Iv . , <br /> can offer while remaining in compliance with pay <br /> equity requirements. ' <br /> While pay equity guides imply that recruitment and <br /> retention problems can be considered when looking <br /> at pay-equity compliance issues, it is not clear as to ; 6,11! <br /> exactly when and how a municipality may seek and be <br /> granted relief from strict pay equity compliance, nor is , x, <br /> it clear as to the scope of relief that may be granted. <br /> Requested Action '4 ^ «`;: <br /> MMUA seeks administrative, and if necessary, <br /> legislative relief from strict pay-equity compliance so 9 , <br /> that a municipal electric utility may offer"market- j - ~ 14� • <br /> rate" salaries in order to successfully recruit and <br /> retain properly skilled line-workers. <br /> t»� <br /> ':::1::' 1 I <br /> : <br /> 10/2019 State Position Statements <br /> 114 <br />