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80 12/2024 <br /> <br /> <br />#257 SAFETY <br /> The health and safety of each employee of the city and the prevention of occupational injuries and <br />illnesses are of primary importance to the city. To the greatest degree possible, management will maintain <br />an environment free from unnecessary hazards and will establish safety policies and procedures for each <br />department. Adherence to these policies is the responsibility of each employee. Overall administration of <br />this policy is the responsibility of each supervisor. <br /> <br />SAFETY EQUIPMENT & GEAR <br />Where safety equipment is required by federal, state, or local rules and regulations, it is a condition of <br />employment that such equipment be worn by the employee. <br />UNSAFE BEHAVIOR <br />Supervisors are authorized to send an employee home immediately when the employee’s behavior violates <br />the city’s personnel policies, department policies, or creates a potential health or safety issue for the <br />employee or others. <br /> <br />REPORTING ACCIDENTS AND ILLNESSES <br />Both Minnesota workers’ compensation laws and the state and federal Occupational Safety and Health <br />Acts require that all on the job injuries and illnesses be reported as soon as possible by the employee, or <br />on behalf of the injured or ill employee, to his/her supervisor. The employee’s immediate supervisor is <br />required to complete a First Report of Injury and any other forms that may be necessary related to an injury <br />or illness on the job. <br /> <br />ACCESS TO GENDER SEGREGATED AREAS <br />With respect to all restrooms, locker rooms or changing facilities, employees will have access to facilities <br />that correspond to their affirmed gender identity, regardless of their sex at birth. In any gender-segregated <br />facility, any employee who is uncomfortable using a shared facility, regardless of the reason, will, upon the <br />employee’s request, be provided with an appropriate alternative. This may include, for example, addition <br />of a privacy partition or curtain, provision to use a nearby private restroom or office, or a separate <br />changing schedule. However, the city will not require a transgender or gender diverse employee to use a <br />separate, nonintegrated space, unless requested by the transgender or gender diverse employee, because <br />it may publicly identify or marginalize the employee as transgender. <br /> <br />Under no circumstances may employees be required to use sex-segregated facilities that are inconsistent <br />with their gender identity.