HR & Benefits
The people who provide city services are critical to community success. Human resources (HR) is one of the most important components of city management, and the benefits cities offer are increasingly expensive and difficult to navigate.
The League is here to help cities understand their HR-related responsibilities and opportunities. Our HR & Benefits staff responds to more than 2,000 inquiries each year, providing a variety of information resources and services to member cities.
Submit a question to HR & Benefits staff through email@example.com
(please include your name, title, city name, and question)
Timely League Resources on HR & Benefits topics
- Flexible benefit plan services for cities
In order to provide certain benefits on a tax favorable basis to employees, employers must first implement a flexible benefit plan (a.k.a., “cafeteria plan”). The flexible benefit plan is subject to many rules and regulations under the IRS, which can be confusing and complicated for cities to sort through and implement. The League of Minnesota Cities, in cooperation with Darcy Hitesman of Hitesman & Associates, has developed various tools and resources to assist cities with complying with these requirements.
Read more about flexible benefit plan services
- Model union contracts for cities
Negotiating the first union contract with a newly formed union of city employees is critically important to maintaining certain management rights. The League of Minnesota Cities, in cooperation with Scott Lepak of Barna, Guzy & Steffen, has developed two model union contracts for cities to use in negotiating either a first contract—or negotiating new provisions into an existing contract. The models include explanations of what language to avoid and why the model language is preferred.
View Model Contract Language—Police Unit (pdf)
View Model Contract Language—City Hall Unit (pdf)
- Salary & Benefits Survey for Minnesota Local Governments
The League's annual Minnesota Local Government Salary & Benefits Survey features data collected from Minnesota cities, as well as some counties and other public sector organizations. The survey results include information on public sector services, salaries (union and non-union), and non-salary benefits.
Access the Salary & Benefits Survey
- GASB OPEB services
The Governmental Accounting Standards Board (GASB) requires public-sector entities to begin accounting for the promise to provide other post-employment benefits (OPEB) over the working life of the employee. Even cities that do not contribute directly toward retiree benefits will likely have some GASB OPEB liability.
Read more about GASB OPEB services
- City workforce planning
If your city has a high number of employees nearing retirement, you’re not alone. According to data from the Public Employees Retirement Association (PERA), as of June 30, 2014, about 45 percent of city employees are over age 50 (excluding police and firefighters). Cities should begin preparing for workforce shortages and large-scale retirements by reviewing and possibly revising employment practices in order to be seen as “preferred employers.”
View the LMC City Workforce Planning Toolkit (pdf)
- Dependent coverage
A 2007 change to Minnesota state law amended the definition of "dependent" under group health, dental, and vision plans. The state definition of dependent differs from the federal tax definition of dependent.
Read more about dependent coverage
- E-learning: HR Basics for Managers
For convenient, affordable, and effective training, try the League's City Learning Point courses. These online courses are easy to navigate and designed specifically for the staff and elected officials of Minnesota cities. Registration is now open for the HR Basics for Managers series.
Read more and register for HR courses
Other League HR & Benefits resources: