Res. #24-006 - Adopting a Revised Personnel Policy

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D) Part-time/Seasonal/Temporary employees will be paid -out upon termination subject clauses A and B. 8.5 Retaliation prohibited. An employee shall not be discharged, disciplined, penalized, or interfered with, threatened, restrained, coerced, or otherwise retaliated or discriminated against because the person has exercised or attempted to exercise rights protected under this act, including but not limited to because the person requested earned sick and safe time, used earned sick and safe time, requested a statement of accrued sick and safe time, informed any person of his or her potential rights under the MN State Statutes Sections 181.9445 to 181.9448, made a complaint or filed an action to enforce a right to earned sick and safe time under this section, or is or was participating in any manner in an investigation, proceeding, or hearing under this chapter. A supervisor or any other person may not report or threaten to report the actual or suspected citizenship or immigration status of a person or their family member to a federal, state, or local agency for exercising or attempting to exercise any right protected under this act. An employee need not explicitly refer to the Earned Sick and Safe Time Act for the rights enumerated therein to be protected from retaliation. The city may require notice of the need for use of PTO/ESST as provided below • If the need for use is foreseeable, the City may require advance notice of the intention to use PTO/ ESST but will not require more than seven days' advance notice in writing to the either the City Administrator/Supervisor/Human Resources. • If the need is unforeseeable, a city may require an employee to give notice of the need for PTO/ESST as soon as practicable in writing to either their Supervisor or the City Administrator. The city may require reasonable documentation that the employee is using or used PTO/ESST for a qualifying purpose when an employee uses PTO/ESST for more than three consecutive days. Reasonable documentation is based on the qualifying purpose but may include a signed statement by a health care professional indicating the need for use of PTO/ESST, a written statement from the employee indicating that the employee is using or used PTO/ESST for a qualifying purpose, a court record or documentation signed by a volunteer or employee of a victim services organization, an attorney, a police officer, or an antiviolence counselor as reasonable documentation. Written statements by an employee may be written in the employee's first language and need not be notarized or in any particular format. The City will not require disclosure of details relating to domestic abuse, sexual assault, or stalking or the details of an employee's or an employee's family member's medical condition as related to an employee's request to use PTO/ESST. Page 19 of 60