17-052CITY OF SHOREWOOD
HENNEPIN COUNTY, MINNESOTA
RESOLUTION 17 -052
RESOLUTION ADOPTING PERSONNEL POLICY CHANGES PURUSANT TO
MINNESOTA STATE STATUTE
WHEREAS, the Shorewood City Council has adopted a personnel policy to set forth rules and
policies for personnel management for City of Shorewood policies; and
WHEREAS, the State legislature passes bills and the Governor signs into law that have an
impact on the city's personnel policies that require the City to adopt modifications; and
WHEREAS, the City has reviewed recent recommendations, as well as prior year
recommendations, from the League of Minnesota Cities for changes to personnel policy
language; and
WHEREAS, upon review, there are several changes that need to be made to the city's personnel
policy to ensure consistency with State law,
NOW THEREFORE, BE IT RESOLVED, the City Council of the City of Shorewood hereby
approves the following changes to the city's personnel policy:
A) 8.04
Regular employees may use accumulated sick leave for absences due to an illness or
health care related appointment of the employee's child (including: adult child, step-
child, biological, adopted, or foster child), spouse, sibling, parent, grandparent,
stepparent, parent -in -law, and grandchild (including step - grandchild, biological, adopted,
or foster grandchild) where attendance may be necessary, on the same terms the
employee is able to use sick leave for the employee's own illness or appointments. A
doctor's certificate may be required for use of sick leave. All doctor's certificates
required by this subdivision will be obtained at the employee's expense (see Section 8.06
of employee handbook).
B) 8.041
Safety leave. Employees are authorized to use sick leave for reasonable absences for
themselves or relatives (employee's child, adult child, step - child, biological, adopted, or
foster child), spouse, sibling, parent, mother -in -law, father -in -law, grandchild,
grandparent, or stepparent) who are providing or receiving assistance because they, or a
relative, is a victim of sexual assault, domestic abuse, or stalking. Safety leave for those
listed, other than the employee and the employee's child, is limited to 160 hours in a
calendar year.
C) New language to be inserted as third bullet point under heading "Resolution of a
Complaint" under the city's Sexual Harassment Policy:
The City is not voluntarily engaging in a dispute resolution process within the meaning of
Minn. Stat. § 363A.28, subd. 3(b) by adopting and enforcing this workplace policy. The
fling of a complaint under this policy and any subsequent investigation does not suspend
the one -year statute of limitations period under the Minnesota Human Rights Act for
bringing a civil action or for filing a charge with the Commissioner of the Department of
Human Rights.
BE IT FURTHER RESOLVED, these changes are effective upon adoption of this Resolution.
ADOPTED BY SHOREWOOD CITY COUNCIL ON THE 12TH DAY OF June, 2017
ATTEST
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Sandie Thone, City Clerk
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