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<br />e <br /> <br />e <br /> <br />e <br /> <br />APPENDIX A <br /> <br />PRIVATE AND CONFIDENTIAL DATA MAINTAINED BY CITY <br /> <br />1, Personnel Data (Private) <br /> <br />Minn. Stat S13.43. <br /> <br />All data about an individual who is employed as, or an applicant to be, an undercover law <br />enforcement officer. All data on all other individuals who are or were an employee, an applicant <br />for employment, volunteer, independent contractor, or member or applicant for advisory board or <br />commission, except the following which is public: <br /> <br />Name <br />Actual gross salary <br />Salary range <br />Contract fees <br />Actual gross pension <br />Value and nature of employer paid fringe benefits <br />Basis for and amount of added remuneration, including expense reimbursement <br />Job title <br />Job description <br />Education and training background <br />Previous work experience <br />Date of first and last employment <br />TFie existence and status (but not nature) of any complaints or charges against <br />the employee, whether or not resulting in discipline <br />Final disposition of any disciplinary action, with specific reasons for the action <br />and data documenting the basis of the action, excluding data that would <br />identify confidential sources who are employees <br />Terms of any agreement settling any dispute arising from the employment <br />relationship, including a "buyout" agreement <br />Work location <br />Work telephone number <br />Badge number <br />Honors and awards received <br />Payroll time sheets or other comparable data that are only used to account for <br />employee's work time for payroll purposes, except to the extent that <br />release of time sheet data would reveal the employee's reasons for the <br />use of sick or other medical leave or other non-public data <br />City and county of residence <br />Names and home addresses of applicants for appointment to and members of <br />an advisory board or commission <br /> <br />If it is reasonably necessary to protect an employee from harm to self or to protect another <br />person who may be harmed by the employee, information that is relevant to the safety concerns <br />may be released to (1) the person who may be harmed or to the person's attorney when relevant <br />to obtaining a restraining order, (2) a prepetition screening team in the commitment process, or <br />(3) a court, law enforcement agency or prosecuting authority. <br /> <br />8 <br />