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9 <br /> <br />1.6 Minnesota Personnel Record Review and Access Act <br />The Minnesota Personnel Record Review and Access Act provide the following rights and <br />remedies to employees regarding their personnel files: <br />• Employees have a right to review their file, upon a written request made in good faith, <br />once every six months while employed. <br />• After termination, employees may review their records once annually for as long as the <br />City maintains the record. <br />• The City must comply with an employee’s written request to review his or his file within <br />seven work days from date of request. <br />• After the review, the employee may request, in writing, a copy of the record at no <br />charge to the employee. <br />• If the employee disputes information contained in the record and the City does not <br />agree to remove or revise the disputed information, the employee may submit a written <br />statement of up to five pages explaining the employee’s position. This statement will be <br />included in the personnel file for as long as the City maintains it. <br />• If the City violates the statute, employees may bring a civil action to compel compliance <br />and for actual damages and costs. <br />• The City may not retaliate against employees for asserting their rights or remedies <br />under the statute. If the City unlawfully retaliates against an employee, the employee <br />may bring a civil action to compel compliance and for actual damages, back pay, <br />reinstatement, equitable relief, and attorney fees. <br /> <br />1.7 Personal Communications and Use of Social Media <br />It is important for City employees to remember the personal communications of employees <br />may reflect on the City, especially if employees are commenting on City business or <br />commenting on issues that implicate their City employment. As City representatives, employees <br />share in the responsibility of earning and preserving the public’s trust in the City. An employee’s <br />own personal communications, such as on social media, can have a significant impact on the <br />public’s belief that all City staff will carry out City functions faithfully and impartially and <br />without regard to factors such as race, sex/gender, religion, national origin, disability, sexual <br />orientation, or other protected categories. No personal communications (performed within <br />one’s job duties) to members of the public must be professional at all times. The following <br />guidelines apply to personal communications, including various forms such as social media <br />(Facebook, Twitter, blogs, YouTube, etc.), letters to the editor of newspapers, and personal <br />endorsements: <br />• Do not share any private or confidential information you have access to as a result of <br />your City position. <br />51