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Any employee included in a collective bargaining agreement entered into in accordance with the <br />Public Employment Labor Relations Act shall be exempt from any provision of this policy that is <br />inconsistent with such agreement. Any employee within the jurisdiction of a personnel board or <br />civil service commission established under Minnesota state law is exempt from any provision of <br />this policy that is inconsistent with such statute or rules and regulations adopted hereunder. <br />Nothing in this Section is intended to modify or supersede any provision of the Minnesota <br />Veterans' Preference Act. <br />1.3 Employee Responsibility <br />It is the individual employee's responsibility to know and understand thoroughly the policies and <br />subjects covered in this personnel policy. Updated material may be added periodically. Each <br />employee is responsible for going over any new material added. Any questions about the material <br />covered in this policy can be answered by the employee's supervisor, Department Head or Human <br />Resources. <br />1.4 Data Practices Advisory: <br />In accordance with the Minnesota Government Data Practices Act, the City is required to inform <br />employees of their rights as they pertain to any private information that the City collects from <br />them. During the course of City employment, an employee will likely be asked to provide <br />information which is classified by state law as either private or confidential. Private data is <br />information which generally cannot be given to the pubic but can be given to the subject of the <br />data. Confidential data is information which generally cannot be given to either the public or the <br />subject of the data. Much of the data the City has about individual employees, however, is <br />classified as public according to Minnesota Statutes, section 13.43, subdivisions 2 and 3. All <br />public data is available for inspection and copying by members of the public, with or without the <br />employee's consent. <br />Information about employees requested by the City may be used for the following purposes: (1) <br />process payroll, including accounting for wages and fringe benefits and to justify any reimbursed <br />expenses; (2) enroll in benefit programs and pension plans (3) evaluate the employee's job <br />performance, eligibility and abilities; (4) distinguish the employee from other applicants and <br />employees and identify the employee in the correct personnel file; (5) determine the employee's <br />eligibility for employment or promotion, and make employment decisions about the employee's <br />performance; (6) contact the employee or other significant persons in case of an emergency; (7) <br />compile equal opportunity and affirmative action reports; (8) make decisions regarding the <br />employee's eligibility for sick leave, family and medical leave, parenting leave, and other available <br />leave; (9) make decisions regarding the employee's eligibility for workplace accommodations, <br />including accommodations for disabilities; (10) comply with workers compensation requirements <br />in the event of an injury; and (11) provide information during workplace investigations. Such <br />information may also be used and disclosed for other purposes consistent with applicable law. The <br />information provided by the employee may be used in performance evaluations, determinations <br />regarding merit pay, applications for different employment positions, and other matters which <br />involve a review of the employee's personnel file and past performance. <br />61Page <br />