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agreement. <br />To date, the policy has been reviewed by the following groups: <br />1) The Human Resources Manager <br />2) The Police Chief <br />3) The Finance Director and the Assistant Finance Director <br />4) City Attorney Langel's partner -- specializing in employment law <br />5) The Management Team <br />6) The Labor Management Committee <br />7) The City Administrator and the Assistant to the City Administrator <br />Upon legal advice, certain sections of the policy, especially the recruitment and selection section, were replaced <br />with content from the League of Minnesota Cities template policy. <br />Also upon legal advice, the City's mission, vision, core values and guiding principles will be provided to <br />applicable individuals in the form of a summarized version of the Strategic Plan rather than including said content <br />within the Personnel Policy. <br />Summary of Draft Changes <br />Nearly every area of the draft policy has been updated, removed, revised or edited based on the above mentioned <br />groups' professional review and needs. <br />The attached draft Personnel Policy is included for your review. Due to the number of revisions and the potential <br />difficulty in reading the marked -up document, staff will be prepared to discuss each revision, page -by -page, if the <br />City Council so desires. <br />Upon legal advice, much of the detail regarding various state and federal law, benefits, compensation, etc. have <br />been removed. This was done in order to reduce the need to re -update the policy when specific details change in <br />the future; as an alternative, the policy refers individuals to the applicable source, such as to state statute or to the <br />Human Resources Manager. <br />Key revisions include: City Administrator authority, additional definitions, addition of a data practices advisory, <br />updates to Affirmative Action, the Recruitment and Selections section, removal of the former section 2 - statistics, <br />organizational chart, etc. (not policy related), changes to the FMLA, addition of familial status as a protected from <br />discrimination, removal of the vacation donation policy and the extended LOA policy, and revision to the light <br />duty policy related to the ADA <br />In general, the following areas have been revised: <br />1. Into letter <br />2. Scope <br />3. Data Practices Advisory <br />4. Background Information <br />5. Probation <br />6. Performance Evaluations <br />7. PERA <br />8. Additional Compensation <br />9. Comp time as time worked <br />10. Eligibility for sick leave (added safety leave per state statute) <br />11. Funeral Leave <br />12. Dress Code <br />13. Employee Parking <br />14. Conflict of Interest and divided allegiances <br />15. Travel credit <br />16. Tuition reimbursement <br />