9.3 SR 12-21-2020 - Laserfiche WebLink

Home Browse Search

Employees taking a leave of absence during the Orientation Period will have their Orientation Period paused and begin where they left off when they return from leave. Minnesota Government Data Practices Act Pursuant to the Minnesota Government Data Practices Act (DPA) data is categorized as private, non-public, or confidential. All data is public unless classified otherwise. In many circumstances, data may not be disclosed except with authorization of the subject of the data or pursuant to court order. In compliance with the DPA, employees are strictly rohibited from disclosing to a third party within or outside the city, any personnel data, data relating to pending civil legal actions, or any other data that might be classified as private, non-public, or confidential, without the city administrator's express authorization. The City Council appoints the city administrator as the responsible authority to administer the requirements for collection, storage, use, and dissemination of data. Refer to the city's Guidelines and Procedures for the Minnesota Government Data Practices Act for additional information. city statidaMs fof job DataEmployee Recordses Advisory Employee records are maintained in a location designated by the city administrator. Personnel data is retained in personnel files, finance files, and benefit/medical files. Information is used to administer employee salary and benefit programs, process payroll, complete state and federal reports, document employee performance, etc. Employees have the right to know what data is retained, where it is kept, and how it is used. All employee data will be received, retained, and disseminated according to the Aliftneseta r-,.__,.mment Dat f cfiees Ac DPA. Media Requests All city employees have a responsibility to help communicate accurate and timely information to the public in a professional manner. Requests for private data or information outside of the scope of an mdividual's job duties should be routed to the appropriate department or to the data practices authority. Any employee who identifies a mistake in reporting should bring the error to the city administrator or appropriate staff. Regardless of whether the communication is in the employee's official city role or in a personal capacity employees must comply with all laws related to trademark, copyright, software use, etc. Except for routine events and basic information readily available to the public, all requests for interviews or information from the media are to be routed through the city administrator. No city employee is authorized to speak on behalf of the city without prior authorization from the city administrator or his/her designee. Media requests include an3thing intended to be published or viewable to others in some form such as television, radio, newspapers, newsletters, social media postings, and websites. When responding to media requests, employees should follow these steps: 1. If the request is for routine or public information (such as a meeting time or agenda.),provide the information and notify the city administrator of the request. 2. If the request is regarding information about city personnel, potential litigation, controversial issues, an opinion on a city matter, or if an employee is unsure if the request is a "routine" question, forward the request to the city administrator.