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events involving several affected parties <br />as one occurrence for retention purposes, <br />thereby reducing the exposure of self- <br />insured entities and the statewide <br />insurance pools. Such a change would not <br />have any effect on the benefit an <br />individual employee would receive. <br />Finally, the League supports legislation <br />that would disallow the "stacking" of <br />PERA retirement benefits and Workers <br />Compensation benefits due to the fact <br />that some injured employees could <br />receive total compensation from workers' <br />compensation and PERA retirement <br />benefits that would be well above the <br />salary that they had been earning and the <br />fact that the costs would ultimately be <br />passed on to cities and their taxpayers. <br />HR -13. Breathalyzers <br />Issue: Use of breathalyzers for employee <br />alcohol testing is a less invasive, less <br />expensive method. Currently, breathalyzer <br />use is permitted for alcohol testing under <br />federal commercial drivers' laws. Minnesota <br />law does not clearly allow for the use of <br />breathalyzers in testing. <br />Response: Minn. Stat. § 181.950-.957 <br />should be amended to permit the use of <br />breathalyzers as an acceptable technology <br />for determining alcohol use. <br />HR -14. Veterans Preference <br />Issue: Cities have a long history of <br />recruiting and hiring veterans as they are a <br />natural fit in city government. Across the <br />state, cities are partners in working with and <br />ensuring veterans have a variety of <br />opportunities afforded to them given their <br />sacrifice and service. The purpose of the <br />Minnesota Veteran's Preference Act (VPA) <br />is to facilitate the transition of veterans from <br />the military to civilian life and to help <br />compensate veterans for their sacrifices of <br />health and time to the community, state and <br />nation. The VPA grants veterans limited <br />preference over nonveterans in hiring and <br />promotion for most state and local <br />government employment to recognize the <br />training and experience they received as a <br />result of serving in the military. It also <br />provides local government employees who <br />are veterans some protection against unfair <br />demotions and dismissals. These preferences <br />and protections are commonly referred to as <br />"veteran's preference" and are codified in <br />Minnesota Statutes sections 43A.11, <br />197.455, 197.46, 197.48, and 197.481. <br />Since 1974, cities have awarded preference <br />to qualified veteran applicants, which <br />increases the likelihood of a veteran being <br />chosen for an interview and securing <br />employment. Veterans are also given <br />promotional points for first-time promotions <br />only as well as disability points if they <br />qualify. Currently, if an employee is called <br />into active duty and becomes disabled and <br />seeks another promotion upon return, the <br />law is unclear if they are able to utilize <br />promotional points as well as a disability <br />credit. <br />Veterans employed by the State of <br />Minnesota may be placed on a probationary <br />period upon hire though state statute does <br />not currently allow political subdivisions to <br />do the same. Probationary periods are <br />crucial in determining if a new position is a <br />good fit for both the employee and the <br />employer. The majority of city employees <br />are placed on probation upon hire for this <br />reason. <br />Veterans cannot be removed from their <br />position or employment, except for <br />incompetency or misconduct shown after a <br />properly noticed hearing. Hearings are held <br />before the local civil service commission or <br />before a three person panel, where one <br />League of Minnesota Cities <br />2016 City Policies Page 82 <br />