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describe the subject to be discussed on the record. Note that in <br />the exception addressing allegations or charges against an <br />individual, only the preliminary considerations may be done in a <br />closed meeting. Any further meetings to discuss discipline must <br />be open. Also note that evaluation meetings may be closed but the <br />public body must summarize its conclusions regarding the evaluation <br />at the next open meeting. <br /> <br />OPEN MEETINGS AND LABOR OR LITIGATION STRATEGY. <br /> <br /> There are two narrow exceptions to the Open Meeting Law in <br />addition to allowing portions of an open meeting to be closed to <br />discuss certain not public data: one for labor strategy discussions <br />and one for attorney-client discussions regarding pending <br />litigation. The first exception is created by statute to cover <br />meetings to discuss strategy for labor negotiations. This <br />exception provides: <br /> <br /> The governing body of a public employer may by a majority <br /> vote in a public meeting decide to hold a closed meeting <br /> to consider strategy for labor negotiations, including <br /> negotiation strategies or developments or discussion and <br /> review of labor negotiation proposals, conducted pursuant <br /> to sections 179A.01 to 179A.25.17 <br /> <br />This statute requires the public employer to schedule the closed <br />meeting in a prior open meeting. This precludes a public employer <br />from scheduling a future closed meeting during a closed meeting. <br />In addition, this section only allows discussion of labor <br />negotiation strategy. The public employer may not discuss any <br /> <br />17 <br /> <br />Minn. Stat. sec. 471.705, subd. la (1988). <br /> 10 <br /> <br /> <br />