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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 positi-oi+s, and other matters which
<br />involve a review of the employee's personnel file and past performance.
<br />Unless the employee is told otherwise, the employee is required to provide this information. If the
<br />employee refuses to supply the information, the employee may face disciplinary action. Any
<br />information which the employee is required to provide cannot be used against the employee in a
<br />criminal proceeding. Even if the employee is not required to provide information, it is generally to
<br />the employee's best interest to provide it. Without the requested information, the City may not be
<br />able to determine the employee's eligibility for employment opportunities, compute wages, or
<br />grant the employee other benefits. The employee's refusal to provide information during an
<br />employment investigation may also necessitate that the investigation be completed without his or
<br />her input.
<br />Federal law permits government agencies to require individuals to provide their social security
<br />number for the administration of any tax. Please be aware that when an employee is asked to give
<br />his or her social security number on revenue forms, this collection is mandated by law. This
<br />information will be shared with the Minnesota Department of Revenue, the Internal Revenue
<br />Services, and security tax programs. In most other cases, the disclosure of an employee's social
<br />security number is voluntary.
<br />Any information an employee is asked to provide may be shared with individuals within the City
<br />whose job duties reasonably require access, as well as individuals outside of the city whose duties
<br />require access, such as insurance vendors, consultants, attorneys, and retirement plan employees.
<br />Information may also be shared with other agencies authorized by law to receive specific data..
<br />If litigation arises, the information may be provided in documents filed with the court which are
<br />available to any member of the public. If it is reasonably necessary to discuss the information at a
<br />City Council meeting, it will be available to members of the public. To the extent that some or all
<br />of the information is part of the basis for a final decision on disciplinary action, that information is
<br />available to any member of the public.
<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.
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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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