2015.07.28 Packet Combined - Laserfiche WebLink

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Unless the employee is told otherwise, he or she is required to provide this information or may face disciplinary action. Employees may challenge the accuracy or completeness of a performance review under Minn. Stat. 13.04, subd. 4(a) of the Minnesota Government Data Practices Act. ^ Section 11.4 Acknowledgement of Performance Evaluation The performance evaluation will be included in each employee's personnel file. Once the evaluation is administered by the Department Director and/or direct supervisor, the employee will be asked to review the written performance evaluation form. All employees are required to sign their performance evaluations. An employee's signature does not mean that they necessarily agree with the evaluation, it only acknowledges that the employee has been informed of his/her performance. The completed performance evaluation must then be returned and signed by the Department Director, Assistant to the City Manager, and City Manager. Once it has been reviewed and signed, a copy of the performance evaluation will be filed in the employee's personnel file. Employees may retain a copy of their performance evaluation. Employees may challenge the accuracy or completeness of a performance review under Minn. Stat. & 13.04. subd. 4(a) of the Minnesota Government Data Practices Act. When an employee is eligible for a pay step increase, the performance evaluation shall be reviewed in accordance with the requirements set -forth in the Compensation Section of this personnel handbook. Wage Disclosure Protection Law In 2014, the Women's Economic Security Act (WESA) became law. It provides rights for an employee to disclose their wages, pregnancy and parental leave, sick and safe leave, pregnancy accommodation, and unpaid breaks for a nursing mother. The Handbook has been previously amended to provide for pregnancy and parental leave (Section 16.16), sick and safe leave (Sections 15.1 and 15.10), pregnancy accommodation (Section 16.17), and unpaid breaks for nursing mothers (Section 16.18). The addition of Section 12.16 will bring the Handbook into compliance with all relevant provisions of the WESA. 12.16 Minnesota Wage Disclosure Protection Law Under the Minnesota Wage Disclosure Protection Law, employees have the right to tell any person the amount of their own wages. While the Minnesota Government Data Practices Act (Minn. Stat. § 13.43), specifically lists an employee's actual gross salary and salary range as public personnel data, Minnesota law also requires wage disclosure protection rights and remedies to be included in employer personnel handbooks. To that end, and in accordance with Minn. Stat. § 181.172, employers may not: Require nondisclosure by an employee of his or her wages as a condition of employment. Require an employee to sign a waiver or other document which purports to deny an employee the right to disclose the employee's wages. 2