01-14-2026 Council Packet - Laserfiche WebLink

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74 City of Little Canada Personnel Policy SECTION 31 - POLITICAL ACTIVITY A. Any employee is not precluded from becoming or continuing to be a member of a political club or organization or from attendance at a political meeting or enjoying entire freedom from all interference in casting such employee's vote or from seeking or accepting election or appointment to public office. B. City employees have the right to express their views and to pursue legitimate involvement in the political system. However, no City employee will directly or indirectly, during hours of employment, solicit or receive funds for political purposes. Further, any political activity in the workplace must be pre-approved by the City to avoid any conflict of interest or perception of bias such as using authority or political influence to compel another employee to apply for or become a member in a political organization. C. Any employee who becomes a candidate for any public office (other than a City office) may be required to take a leave of absence without pay and shall perform no duties connected with the position held by such employee while a candidate, if such candidacy interferes with such employee's normal duties of employment. If the needs of the municipal service require the denial of a leave of absence and the employee's candidacy interferes with such employee's normal duties, such employee may be required to resign or, failing to do so, will be subject to dismissal by the City Council. D. If an employee becomes a candidate for a position on the City Council, such employee shall be required to take a leave of absence for the duration of the candidacy. If elected or appointed to a City Council position, the employee shall be required to resign from his previous position as an employee of the City. If he fails to resign, he shall be dismissed from such position by the City Council. E. Pursuant to Minnesota law, the City will not discharge, discipline, or otherwise penalize or threaten to discharge, discipline, or otherwise penalize or take any adverse employment action against an employee (1) because the employee declines to attend or participate in a City sponsored meeting or declines to receive or listen to communications from the City if the meeting or communication is to communicate the opinion of the City about religious or political matters; (2) as a means of inducing an employee to attend or participate in meetings or receive or listen to communications described in clause (1); or (3) because the employee, or a person acting on behalf of the employee, makes a good-faith report, orally or in writing, of a violation or a suspected violation of this section. An aggrieved employee may bring a civil action to enforce this section no later than 90 days after the date of the alleged violation in the district court where the violation is alleged to have occurred or where the principal office of the City is located.