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30 <br />information is accurate pursuant to the Administrative Procedure Act (Minnesota Statutes <br />Chapter 14). <br /> <br />Section 3.05 Gifts and Gratuities <br /> <br />Occasionally, City employees are offered gifts from citizens or venders in appreciation of <br />service. If you are offered a gift or gratuity for a service performed, courteously decline <br />and explain that such service is available to residents without gratuity. Also, residents <br />may request recommendations for products or services. Keep in mind City employees <br />are prohibited from endorsing specific products or companies and must decline comment. <br /> <br />These policies are intended to avoid misunderstanding or misinterpretation concerning <br />outside influence on City departments and employees, and to comply with Minnesota <br />Statutes § 471.895. If an employee has any doubt about the propriety of the gift, the <br />employee should report such gift to his/her supervisor; and if the supervisor approves the <br />gift, the gift shall not be deemed to be improper. Any gift of cash or equivalent shall be <br />refused, as such is deemed to be given in the hope or expectation of receiving a favor or <br />better treatment. <br /> <br />This section shall not be interpreted or enforced in a manner which conflicts with the <br />provisions of the City Charter and/or laws of the State of Minnesota. <br /> <br />Section 3.06 Discrimination and Accommodation <br /> <br />It is the policy of the City to encourage the employment of individuals with disabilities and <br />medical restrictions. If you are an applicant that seeks accommodation in the hiring <br />process, please contact Human Resources to identify the need for an accommodation <br />and the accommodation requested. <br /> <br />Employees may be entitled to leave under the Family Medical Leave Act or other forms <br />of leave offered by the City as discussed elsewhere in the policy manual. However, you <br />are expected to return to work following an injury or illness as soon as you are able to do <br />so, even if subject to restrictions, if the restrictions can be accommodated without causing <br />an undue hardship to the City. If you are unable to work or perform a particular job duty <br />because of a medical condition and/or restriction, you must report the same to your direct <br />supervisor and as otherwise required by a collective bargaining agreement (“CBA”), if <br />applicable. Thereafter, you are expected to engage in an interactive process with the City <br />(and you’re Union, if applicable), regarding your ability to work which may include: <br /> <br />1. A discussion of the purpose of the job held by you and the essential functions <br />of that job, the precise job-related limitation(s), and the potential <br />accommodations to be made. <br />2. Communication with your medical provider and production of medical records <br />as necessary to evaluate the request for accommodation. <br /> <br />If you are not happy with the decision reached by your supervisor regarding your return <br />to work, the accommodation of restrictions, or his/her handling of the matter, you are