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■ If you publish something related to city business and there is li�Votential for confusion <br />whether you are speaking on behalf of the city it would be best to identify yourself and use a <br />disclaimer such as, "These are my own opinions and do not represent those of the City of Elk <br />River." <br />■ City resources, work time, or official city positions cannot be used for personal profit or business <br />interests, or to participate in personal political activity. <br />■ Personal social media account name or email names should not be tied to the city. <br />Compensation <br />Employees will be compensated according to the compensation plan approved by the City Council. The <br />city will develop and maintain a compensation plan for all positions in accordance with federal and state <br />laws. This plan may be reviewed and changed periodically at the sole discretion of the city. <br />Under the Minnesota Wage Disclosure Protection law, employees have the right to tell any person the <br />amount of their own wages. While the Data Practices Act (Minn. Stat. 513.43), specifically lists an <br />employee's actual gross salary and salary range as public personnel data, Minnesota law also requires wage <br />disclosure protection rights and remedies to be included in employer personnel handbooks. To that end <br />and in accordance with Minn. Stat. 5181.172, employers may not: <br />■ Require nondisclosure by an employee of his or her wages as a condition of <br />employmew;employment. <br />■ Require an employee to sign a waiver or other document which purports to deny an employee <br />the right to disclose the employee's wages -,wages. <br />■ Take any adverse employment action against an employee for disclosing the employee's own <br />wages or discussing another employee's wages which have been disclosed voltw+ni ;volur�tarily. <br />■ Retaliate against an employee for asserting rights or remedies under Minnesota Statute §181.172, <br />subd. 3. <br />The city cannot retaliate against an employee for disclosing his/her own wages. An employee's remedies <br />under the Wage Disclosure Protection law are to bring a civil action against the city and/or file a <br />complaint with the Minnesota Department of Labor and Industry at 651.284.5070 or 800.342.5354. <br />Work Week <br />Work schedules will be established by the appropriate department director with the approval of the city <br />administrator. The regular workweek for regular full-time employees is for 40� hours per week. The <br />regular workweek for regular part-time employees is less than 40 hours per week. Unless otherwise <br />provided, the normal workday will begin at 8:00 a.m. and end at 4:30 p.m. The normal workweek will <br />consist of five consecutive workdays, Monday through Friday. <br />Flex -time arrangements must be approved by the department director and city administrator. The <br />department director or city administrator may deny requests for flex timeflextime at their sole discretion. <br />Flex -time arrangements shall not negatively affect service levels. Employees with flex -time arrangements <br />may be asked to adjust their schedules periodically or to discontinue flex -time ift Ofdef toto accommodate <br />vacations, sick leave, or other issues within the department. <br />0 <br />