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Aug 23 99 12: 21p City of Columbia Heights 612-782-2801 p. 17 <br /> APPENDIX A <br /> PRIVATE AND CONFIDENTIAL DATA MAINTAINED BY CITY <br /> • PERSONNEL DATA (Private) MN Stat. 13.43 <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 <br /> of commission, except the following which is public: <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 /> The existence and status (but not nature) of any complaints or charges against the <br /> employee, whether or not resulting in discipline <br /> Final disposition of any disciplinary action, with specific reasons for the action and data <br /> documenting the basis of the action, excluding data that would identify <br /> confidential sources who are employees <br /> Terms of any agreement settling any dispute arising from the employment relationship, <br /> 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 employee's <br /> work time for payroll purposes, except to the extent that release of time sheet data <br /> would reveal the employee's reasons for the use of sick or other medical leave or <br /> other non-public data <br /> City and county of residence <br /> Names and home addresses of applicants for appointment to and members of an advisory <br /> board or commission <br /> If it is reasonably necessary to protect an employee from harm to self or to protect another person <br /> who may be harmed by the employee, information that is relevant to the safety concerns may be <br /> released to (1) the person who may be harmed or to the person's attorney when relevant to <br /> obtaining a restraining order, (2) a prepetition screening team in the commitment process, or(3) <br /> a court, law enforcement agency or prosecuting authority. <br /> 1 <br />