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<br />a. Having an interest in any business which has contacts <br />or other direct dealing with the City; <br /> <br />. <br /> <br />b. Activities which require the employee to interpret <br />City codes, ordinances, or regulations when such activity <br />involves matters with which the employee has business <br />and/or family ties; <br /> <br />c. Consulting activities carried out within the City if <br />such consulting involves talents or skills primarily <br />related to the employee's City work responsibilities; and <br /> <br />d. Using an employee's authority or City position for <br />the purpose of personal financial gain. <br /> <br />Any employee engaging in any activity involving either an <br />actual or potential conflict of interest or having knowledge of <br />such activity by another employee shall promptly report .the <br />activity to the City Administrator. The City Administrator <br />shall investigate the matter and make a determination as to <br />whether or not an actual or potential conflict exists. If the <br />City Administrator determines a conflict exists, it shall be <br />presumed that the continuation of the practice would be <br />injurious to the effectiveness of the employee in carrying out <br />his/her responsibilities. In such cases the employee shall <br />immediately terminate the conflicting activity or be subject to <br />termination of employment. <br /> <br />. <br /> <br />10. Layoffs. Layoffs may become necessary as a result of <br />shortage of work, shortage of funds, unexpected over staffing, <br />the abolition of a position, or changes in the City's <br />organization structure. The City Administrator shall have <br />authority to lay-off any employee when such action becomes <br />necessary as determined in the City's sole discretion. <br />Employees shall receive two (2) ~eeks.notice prior to a laY-Off. <br /> <br />11. Report of Personnel Changes. The City attempts to <br />maintain complete and accurate personnel information on its <br />employees (i.e., address, phone number, etc.). It is the <br />responsibility of each employee to notify the City <br />Administrator when changes occur. The City Administrator may <br />prescribe certain forms for reporting such personnel changes to <br />the City. <br /> <br />. <br /> <br />12. Government Data Practices Act. Numerous types of data <br />are categorized as private, non-public, or confidential under <br />the Minnesota Government Data Practices Act. Minnesota <br />Statutes 13.01-13.90. In many circumstances, data may not be <br />disclosed except with authorization of the subject of the data <br />or pursuant to court order. . To ensure that the Data Practices <br />Act is not violated, employees are strictly prohibited from <br />disclosing to a third party, within or outside the City, any <br />personnel data, data relating to pending civil legal actions, <br />or any other data that might be classified as private, <br />non-publiC, or confidential without the City Administrator's <br />express authorization. Pursuant to the Minnesota Government <br /> <br />2.47 <br />