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City departments may have special work rules deemed to be necessary and approved by the City
<br />Administrator to meet departmental objectives. Each employee will receive a copy of such work
<br />rules upon hiring and those rules will be further explained and discussed with the employee by
<br />their immediate supervisor.
<br />1.3 Employee Responsibility
<br />It is the employee's responsibility to know and understand thoroughly the policies and topics
<br />covered in this personnel policy. Updated material may be added periodically, each employee is
<br />responsible for reviewing any new material. Human Resources
<br />1.4 Data Practices Advisory
<br />Employee records are maintained in a location designated by the City Administrator. Personnel
<br />data is retained in personnel files, finance files, and benefit/medical files. Information is used to
<br />administer employee salary and benefit programs, process payroll, complete state and federal
<br />reports, document employee performance, and for other related purposes.
<br />Employees have the right to know what data is retained, where it is kept, and how it is used. All
<br />employee data will be received, retained, and disseminated according to the Minnesota
<br />Government Data Practices Act.
<br />1.5 Equal Employment Opportunity Statement
<br />The city of Ramsey is committed to providing equal opportunity in all areas of employment,
<br />including but not limited to recruitment, hiring, demotion, promotion, transfer, selection, lay-off,
<br />disciplinary action, termination, compensation and selection for training. The city of Ramsey will
<br />not discriminate against any employee or job applicant for any unlawful reason
<br />on the basis of race (including traits associated with race, including, but not limited to, hair texture
<br />and hair styles such as braids, locs and twists) color, creed, religion, national origin, ancestry, sex,
<br />sexual orientation, gender identity, or gender expression, disability, age, marital status, genetic
<br />information, status with regard to public assistance, veteran status, familial status, or membership
<br />on a local human rights commission or lawful participation in the Minnesota Medical Cannabis
<br />Patient Registry.
<br />1.6 Personal Communications and Use of Social Media
<br />It is important for City employees to remember the personal communications may reflect on the
<br />City, especially if employees are commenting on City business or issues related to their City
<br />employment. As City representatives, employees share the responsibility of earning and preserving
<br />the public's trust in the City. An employee's own personal communications, such as those on
<br />social media, can significantly impact the public's perception that all City staff carry out City
<br />functions faithfully, impartially, and without regard to factors such as race, sex/gender, religion,
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<br />Commented ECu]: Per review by the City Attorney. The
<br />sentences below are from LMC template Personnel Policy.
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