i
Created on 05/28/19
F:\PRKSERV\Staff\Seasonal\2019 Seasonal Handbook\table of contents.docx
CITY & PARK INFORMATION ..........................................................................1
Important Phone Numbers ~ Facilities & Emergency ...................................................... 1
CITY POLICIES ................................................................................................2
Prohibiting Unlawful Discrimination .................................................................................... 2
Prohibiting Sexual Harassment .............................................................................................. 3
Prohibiting Use of Tobacco ................................................................................................... 4
Drug and Alcohol Testing ...................................................................................................... 4
Prohibiting Firearms in the Workplace ................................................................................. 5
Vehicle Idling Policy ................................................................................................................ 6
Complaints & Grievances ....................................................................................................... 6
Equal Employment Opportunity/Affirmative Action Policy Statement ........................ 7
Accommodation Policy ........................................................................................................... 7
Suggested Guidelines for Reasonable Accommodation for an Employee ...................... 8
Suggested Guidelines for Reasonable Accommodation for a Citizen .............................. 8
Workplace Behavior ................................................................................................................. 9
Employee Assistance Program ............................................................................................... 9
Honesty is the Best Policy ....................................................................................................... 9
PARK & REC. POLICIES ...................................................................................10
Weather ...................................................................................................................................... 10
Warm Weather ~ Spring/Summer ................................................................................. 10
During the Storm ............................................................................................................ 10
Lightning ........................................................................................................................ 10
Tornadoes ....................................................................................................................... 10
After the Storm ............................................................................................................... 10
Cold Weather ~ Fall/Winter ......................................................................................... 10
Time Sheets & Pay Periods ..................................................................................................... 11
Direct Deposit .......................................................................................................................... 11
2019 Payroll Schedule .............................................................................................................. 11
Mileage Reimbursement .......................................................................................................... 11
Returning/Rehired Employees .............................................................................................. 12
Volunteerism ............................................................................................................................. 12
Keys ............................................................................................................................................ 12
Media, Reporters & Investigators .......................................................................................... 12
Police Reports ........................................................................................................................... 12
Calling 911 ................................................................................................................................. 12
Child Protection ....................................................................................................................... 13
Social Media Policy .................................................................................................................. 13
Seasonal Employee Evaluation .............................................................................................. 15
After Hours Policy ................................................................................................................... 15
City Telephone & Cell Phone Use Policy ............................................................................. 15
Personal Cell Phone Use ......................................................................................................... 16
Personal Property ..................................................................................................................... 16
Petty Cash & Credit Card Policy ............................................................................................ 16
Staff Visitors Policy .................................................................................................................. 16
ii
Created on 05/28/19
F:\PRKSERV\Staff\Seasonal\2019 Seasonal Handbook\table of contents.docx
Time Off Request ..................................................................................................................... 16
Policies to Protect Children & Staff ...................................................................................... 16
Dress Code ................................................................................................................................ 16
Tops................................................................................................................................ 17
Bottoms ........................................................................................................................... 17
Shoes ............................................................................................................................... 17
Customer Service ...................................................................................................................... 18
The 4 C’s........................................................................................................................ 18
Staff Conduct ............................................................................................................................ 19
General Emergency Procedures ............................................................................................. 20
Incident Reports and Property Damage Policies................................................................. 20
Personal Injury/Incident Report ...................................................................................... 20
First Aid Log ................................................................................................................. 20
Property Damage and Graffiti ......................................................................................... 20
Occupational Injury Report .............................................................................................. 21
If you have an automobile accident.................................................................................... 22
CPR and First Aid .................................................................................................................... 22
Safety Equipment ..................................................................................................................... 22
Sunscreen ........................................................................................................................ 22
Water ............................................................................................................................. 23
First Aid Kit .................................................................................................................. 23
Sickness Policy .......................................................................................................................... 23
Concussion Policy .................................................................................................................... 24
PARKS & RECREATION PROGRAMS .................................................................25
APPENDIX LISTING
A....................................................................... Employee Assistance Program
Dealing with Stressors at Work
B ....................................................................... Time Card Sample
C ....................................................................... Project/Budget Code Listing
D ...................................................................... Payroll Chart
E ....................................................................... Mileage Reimbursement Sample
F ....................................................................... Mileage Chart (approximate)
G ...................................................................... Social Media Guidelines
I ........................................................................ Personal Injury/Incident Report & Property
Damage or Loss
J ........................................................................ First Aid Log
K1 .................................................................... Occupational Incident Report
K2 ................................................................... Occupational Incident Informational Handout
L ....................................................................... Concussion Fact Sheet
74
CITY OF BLOOMINGTON ORGANIZATIONAL
MISSION STATEMENT:
A professional, productive, learning organization that builds
and renews the community by providing quality services at
an affordable price.
CITY OF BLOOMINGTON, PARKS AND
RECREATION DEPARTMENT
MISSION STATEMENT:
The Mission of the Bloomington Parks and Recreation
d
epartment is to enhance the quality of life, health and
wellness of our patrons through innovative and
diversified parks, arts, recreation, leisure and cultural
opportunities. This is accomplished through the
stewardship of the community’s parks and natural areas,
and through the provision of quality recreational facilities
and programs at an affordable price.
1
IMPORTANT PHONE NUMBERS
~ Facilities & Emergency ~
The City of
Bloomington
Civic Plaza &
Emergency
Police & Fire 911
Safety
Poison Control Center
1-800-222-1222
612-873-3141
Police
Non-emergency
952-563-4900
National Weather
Service
952-361-6670
763-512-1111
Main line
MN DOT Advisory
511
TTY
Rain Out Recorder
952-563-8878
Parks &
Recreation
Main Line 952-563-8877
Other
Bloomington Family
Aquatic Center (BFAC)
Main: 952-563-4634
Concessions: 952-563-4636
Managers: 952-563-4635
Informational
Line
952-563-8878
Bush Lake Beach
Managers
952-563-4731
Rain Out
Recorder
952-563-8878
Center for the Arts
(evening)
952-563-4714
Bloomington
Armory 952-835-2074
Normandale Lake
Bandshell
952-831-3318
Dred Scott 952-944-5282 Park Maintenance 952-563-8760
Valley View 952-881-0900 Facilities Maintenance 952-563-8760
Evening Sports
Coordinator
952-215-9770
2
PROHIBITING UNLAWFUL DISCRIMINATION
It is the policy of the City of Bloomington to provide Equal Opportunity to all employees and applicants for
employment in accordance with all applicable Equal Employment Opportunity / Affirmative Action laws,
directives and regulations of Federal, State and Local governing bodies or agencies thereof, specifically
Minnesota Statutes Chapter 363. The City of Bloomington will use reasonable good faith efforts to afford
minority and female business enterprises with the opportunity to participate in the performance of subcontracts
for construction projects that this City engages in.
Scope of the Prohibition
The City of Bloomington will not discriminate against any employee or applicant for employment because of
race, color, creed, religion, national origin, sex, sexual orientation, disability, age, marital status, status with
regard to public assistance, or membership or activity in a local commission. The City of Bloomington will
take Affirmative Action to ensure that all employment practices are free of such discrimination. Such
employment practices include, but are not limited to the following: hiring, promotion, reclassification,
demotion, transfer, recruitment or advertising, disciplinary action, termination, layoff, and selection for training,
including apprenticeship. Unlawful discrimination is unacceptable and will not be tolerated or condoned in any
area of employment. All City employees, including managers, supervisors and co-workers are prohibited from
engaging in or condoning any form of unlawful discrimination during the course of their employment with the
City. Unlawful discrimination will not be tolerated or condoned by independent contractors, vendors, suppliers,
lessees, volunteers, including commissioners, board members and City Council members, clients, patients or
registrants for City programs or services while acting in the course and scope of their employment or volunteer
activities for the City, their duties pursuant to any contract with the City, their role as commissioners, board
members or City Council members, or their receipt of City services or their participation in City programs.
Reporting:
The City of Bloomington has appointed the Manager of the City of Bloomington to manage the Equal
Employment Opportunity Program. The Manager’s responsibilities will include monitoring all Equal
Employment Opportunity activities and reporting to the City Council and Federal, State and Local agencies the
effectiveness of this Affirmative Action Program. The City Manager of Bloomington will receive and review
reports on the progress of the program. If any employee or applicant for employment believes he or she has
been discriminated against, the employee or applicant should contact the City Manager and/or the Director of
Human Resources.
Every effort will be made to protect the privacy and job security of persons sharing their concerns in good
faith. Retaliation against any employee, or former employee who complains about unlawful discrimination will
not be tolerated and may result in disciplinary action against the retaliator. The complaint process is intended
to be sufficiently flexible to be adapted to the circumstances of the particular case. It is designed to protect the
rights of both complainant and respondent and to prevent retaliation. The complaint process will respect, in
so far as possible, the private and sensitive nature of the information involved. However, it is not a confidential
process and the confidentiality of a complaint or concern raised under this policy cannot be assured.
Management is responsible for preventing and correcting unlawful discrimination in a manner that ensures the
protection of the rights of all employees.
Determination of unlawful discrimination will be made on a case-by-case basis. Violations of this policy are
subject to disciplinary action in accordance with the City’s disciplinary procedures and termination of the
violator’s relationship with the City.
Mark E. Bernhardson, City Manager
/f/C&P/Policy- Prohibiting Unlawful Discrimination
These are highlighted policies for Youth and Family Seasonal Staff. There are MANY other unseen policies.
For a full copy of all of The City of Bloomington’s policies, contact Human Resources.
3
PROHIBITING SEXUAL HARASSMENT
It is the policy of the City of Bloomington that sexual harassment in the workplace is forbidden. Sexual
harassment can increase hostilities, can create an offensive working environment and decrease productivity. It
adversely affects working relationships between City employees and can increase costs to the City and its
taxpayers.
Sexual harassment for the purposes of this policy is defined as unwelcome sexual advances, requests for sexual
favors, and other verbal or physical conduct of a sexual nature where:
1. Submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s
employment or contractual relationship with the City;
2. Submission to or rejection of such conduct or communication by an individual is used as a factor in
decisions affecting that individual’s employment or contractual relationship with the City;
3. Such conduct or communication has the purpose or effect of substantially interfering with an individual’s
work performance, or creating an intimidating, hostile or offensive working environment; and, in the case
of employment, the employer knows or should have known of the existence of the harassment and fails to
take timely and appropriate action.
Sexual harassment does not depend on the gender of the parties and can be perpetrated by an individual of the
same sex or by an individual of the same sexual orientation. A pattern of sexually harassing conduct may
include the use of unwelcome suggestive sexual comments, jokes or innuendo; persistent unwanted flirtation
or invitations for dates; unwelcome sexual advances; unwelcome sexual remarks or inquiries about a person’s
body, clothing or sexual activities; unwelcome patting, pinching, or other offensive touching; or displays of
offensive, sexually suggestive pictures or objects.
Sexual harassment is unacceptable and will not be tolerated or condoned in day to day employment,
employment recruiting, testing, hiring, transfer, promotion, discipline, termination or any other area of
employment. All City employees, including managers, supervisors and co-workers are prohibited from
engaging in or condoning any form of sexual harassment during the course of their employment with the City.
Sexual harassment will not be tolerated or condoned by independent contractors, vendors, suppliers, lessees,
volunteers, including commissioners, board members and City Council members, clients, patients or registrants
for City programs or services while acting in the course and scope of their employment or volunteer activities
for the City, their duties pursuant to any contract with the City, their role as commissioners, board members or
City Council members, or their receipt of City services or their participation in City programs.
Reporting: Supervisors that have knowledge of prohibited sexual harassment activity must report that activity
to a Department Head, the Human Resources Director or the City Manager. Other persons with knowledge
of prohibited sexual harassment activity are encouraged to report that activity to a Department Head, the
Human Resources Director or the City Manager. Every effort will be made to protect the privacy and job
security of persons sharing their concerns in good faith. Retaliation against any employee, or former employee
who complains about sexual harassment will not be tolerated and may result in disciplinary action against the
retaliator. City staff will be directed to investigate immediately or take other steps to avert or diminish any harm
that might be caused by sexual harassment. The complaint process is intended to be sufficiently flexible to be
adapted to the circumstances of the particular case. It is designed to protect the rights of both complainant
and respondent and to prevent retaliation. The complaint process will respect, in so far as possible, the private
and sensitive nature of the information involved. However, it is not
a confidential process and the
confidentiality of a complaint or concern raised under this policy cannot be assured. Management is responsible
for preventing and correcting sexual harassment in a manner that ensures the protection of the rights of all
employees.
Determination of sexual harassment will be made on a case-by-case basis, depending on the circumstances,
including the nature of the alleged sexual advances, the context in which they occurred and any other facts
deemed relevant. Violations of this policy are subject to disciplinary action in accordance with the City’s
disciplinary procedures and termination of the violator’s relationship with the City.
Mark E. Bernhardson, City Manager
4
PROHIBITING THE USE OF TOBACCO
A healthy work force is in the best interest of the City and each of its employees. According to the Surgeon
General of the United States, smoking is the "single largest preventable cause of death known to the medical
profession."
By establishing a smoke-free policy the City protects non-smokers from the toxic effects of smoke pollution
while working for the City, and encourages smokers to reduce use of tobacco products while working for the
City, in accordance with sound public health practice and overwhelming medical evidence.
The City of Bloomington hereby establishes a smoke-free policy for City buildings, grounds and City owned
licensed vehicles. The City also designates the Public Health Center buildings and grounds as smoke-free. The
City establishes a policy prohibiting tobacco use at the Bloomington Civic Plaza campus, except in designated
smoking areas. Signage shall be provided indicating that smoking is prohibited. Tobacco use is prohibited in
City owned licensed vehicles. The City shall not provide employees or others with tobacco products by
vending machines or any other method.
Whom the Policy Applies:
All persons in any City building or City owned licensed vehicle are covered by this policy. Employees who
wish to smoke must do so during a scheduled break or lunch period when they have sufficient time to leave
the building.
Mark E. Bernhardson, City Manager
/f/C&P/Policy-Prohibiting Tobacco
CITY ORDINANCE: ARTICLE III. PARKS & PLAYGROUNDS, Section 5.21
(23) City-Owned Parks, Open Spaces and Recreation Areas -
(A) No person shall use tobacco products on City-owned golf courses and on the exterior premises of
the Bloomington Ice Garden. These areas shall be posted by appropriate signs and markers as directed
by the Park Director.
(B) No person shall use tobacco products on City-owned parks, conservation areas and open spaces,
including trails used for walking and biking. These areas shall be posted by appropriate signs and markers
as directed by the Park Director.
(C) No person shall use tobacco products at City-owned picnic shelters during private rentals of these
facilities. These areas shall be posted by appropriate signs and markers as directed by the Park Director.
(D) This Section does not apply to the use of tobacco products in motor vehicles parked on the premises
of City-owned parks, conservation areas, open spaces and recreational facilities.
See your program specific manual and supervisor for more details. All park ordinances can be found in
SECTION 5.21 of the City Code online at the City’s website. You are responsible for reading and
understanding.
DRUG AND ALCOHOL TESTING
Abuse of drugs and alcohol is a nationwide problem. It affects persons of every age, race, sex and ethnic
group. It poses risks to the health and safety of employees of the City of Bloomington and to the public. No
employee shall be under the influence of any drug or alcohol while the employee is working, on the employer’s
premises or operating the City’s vehicles, machinery or equipment unless authorized by a valid medical
prescription. No employee shall use, possess, manufacture, sell or transfer drugs, alcohol or drug
paraphernalia while working or on the employer’s premises. Also, an employee shall notify the City, in writing,
of any criminal drug statute conviction for a violation occurring in the workplace no later than five days after
such conviction. If an employer suspects that an employee may be under the influence of any drug or alcohol,
the employer has the right to ask the employee to take a drug test.
Employees who wish to read the Drug and Alcohol testing Policy contained in the City’s Employment Rules
should contact their supervisor.
5
PROHIBITING FIREARMS IN THE WORKPLACE
It is the goal of the City of Bloomington to assure, as far as possible, healthful and safe working conditions for
all of its employees, including a workplace that is in compliance with state and federal occupational safety and
health standards and rules and free from recognized hazards that are likely to cause death or serious injury or
harm.
Prohibitions ~ The City of Bloomington recognizes that firearms in its workplace present a threat to the health
and safety of its employees. Therefore, the City hereby establishes a policy prohibiting all: employees (other
than its sworn peace officers); independent contractors; vendors and suppliers; volunteers, including
commissioners, board members and City Council members; clients and patients; and all applicants for City
programs or services, from carrying or possessing firearms while acting in the course and scope of employment
or volunteer activities for the City; their duties pursuant to any contract with the City; their role as
commissioners, board members or City Council members; or while receiving City services or participating in
City programs. This policy includes persons with valid permits to carry firearms.
The possession or carrying of a firearm is prohibited under this policy while the City employee (other than its
sworn peace officers), independent contractor, vendor, supplier, volunteer, commissioner, board member City
Councilmember, client, patient, applicant, program participant, service recipient is working or acting in that
capacity on City property or while working in any location on behalf of the City, including, but not limited to:
-Driving on City business;
-Riding as a passenger in a car or any type of mass transit on City business;
-Working at the City Civic Plaza or any other City-owned work site;
-Working off-site on behalf of the City
-Performing emergency or on-call work after normal business hours and on weekends;
-Working at private residences and at businesses on behalf of the City;
-Attending training or conferences on behalf of the City;
Exception: Persons with a valid permit issued under state law, when commuting to or from a City-owned
parking area in their private vehicle, may possess a firearm, provided the firearm is concealed from view and
safely secured in the person’s vehicle. However, it is a condition of the relationship between all persons to
which this policy applies and the City of Bloomington that should the person choose to secure a firearm in
their private vehicle while it is parked in a City-owned parking area that they agree to indemnify, defend, and
hold the City harmless for any damages that may result from the storage in or the release of the firearm from
the vehicle.
No Firearms in Private Areas to Maintain Safe Workplace ~ City employees and volunteers are prohibited
from allowing any person they know to be carrying a firearm into private areas of any City property. Private
areas include areas posted “Authorized Personnel Only,” and similar postings. When City employees or
volunteers observe a person carrying a firearm in a private area as herein defined, they may notify the person
that carrying a firearm in a private area is prohibited and ask the person to leave the private area, or contact a
supervisor immediately. Supervisors must notify the police department if the person refuses to leave the private
area.
Private Areas Subject to Search ~ The City reserves the right to search and inspect employee property while
on City premises, while operating City machinery, equipment or vehicles for work-related purposes, or while
engaged in City business off premises. The City also reserves the right to search all workplace areas on City
premises, including desks, lockers and file cabinets. Employees, as a condition of their continued employment
are deemed to have consented to such searches and agree that they have no reasonable expectation of privacy
in their work areas.
Reporting ~ The City encourages employees who are aware of violations of this policy to promptly report the
violations to their supervisor or to the City Manager. No employee acting in good faith, who reports violation
of this policy will be subject to retaliation or harassment based upon their report.
This policy supercedes any prior policy of the City regarding firearms. Violations of this policy are subject to
disciplinary action in accordance with the City’s disciplinary procedures and termination of the violator’s
relationship with the City.
6
VEHICLE IDLING POLICY
Findings and Purpose
This policy is intended to address three issues facing the City of Bloomington - air pollution, carbon emissions
into the atmosphere and vehicle fuel expense. Air pollution is a major public health concern in Minnesota. The
Twin Cities Metropolitan Area has experienced elevated concentrations of ground level ozone and particulate
matter. Air pollution can cause or aggravate lung illnesses such as acute respiratory infections, asthma, chronic
bronchitis, emphysema, and lung cancer. Carbon emissions have been linked to global warming. The cost of
fuel has increased dramatically, consuming a significantly higher share of the City’s financial resources.
Exhaust from vehicles is a substantial source of ozone precursors and particulate matter in the Twin Cities
Metropolitan Area. Although new engines are now cleaner due to improved emission control technologies, the
slow turn over in their inventory and the number of miles and hours these vehicles idle each year reduces air
quality.
City of Bloomington employees can play an important role in improving air quality and reducing fuel expense
by limiting the amount of time engines are allowed to idle.
Policy
A driver of a City of Bloomington vehicle must:
1. Turn off the engine upon stopping at a destination; and
2. Not allow an engine to idle at any location for more than five minutes.
An operator of an off-road piece of equipment must:
1. Turn off the engine when the attendant is on breaks and lunch; and
2. Not allow an engine to idle at any location for more than five minutes.
Idling is not permitted solely for the comfort of the driver or passengers (see Exception 4 below), or in
situations where the vehicle is in its close proximity to its assigned indoor parking space.
Exceptions to this policy permit idling when:
1. Necessary for an official traffic control device or signal or traffic conditions such as stopped in a line
of traffic, at a railroad crossing, at a construction zone, or at the direction of a police officer;
2. Necessary for accomplishing work for which the vehicle operates a lift, hoist, crane, drill, pump,
excavating, pipe cleaning or televising equipment;
3. Required for vehicle inspection, maintenance, testing, or repair;
4. Occupants’ health, safety, welfare, or the vehicle has equipment that is temperature sensitive and would
be compromised if the vehicle were not maintained at an adequate temperature;
5. Necessary to remove ice and snow and defrost windows enabling the vehicle to be driven safely;
6. Necessary for providing public safety and/or emergency medical services.
Mark E. Bernhardson, City Manager
7
EQUAL EMPLOYMENT OPPORTUNITY/AFFIRMATIVE ACTION POLICY
STATEMENT
It is the City of Bloomington's policy to provide Equal Opportunity to all employees and applicants for
employment in accordance with all applicable Equal Employment Opportunity/ Affirmative Action laws,
directives and regulations of Federal, State and Local governing bodies or agencies thereof, specifically
Minnesota Statutes 363.
The City of Bloomington will not discriminate against any employee or applicant for employment because of
race, color, creed, religion, national origin, sex, sexual orientation, disability, age, marital status or status with
regard to public assistance, or membership or activity in a local commission.
The City of Bloomington will take Affirmative Action to ensure that all employment practices are free of such
discrimination. Such employment practices include, but are not limited to, the following: hiring, upgrading,
demotion, transfer, recruitment or advertising, disciplinary action, termination, layoff, and selection for training,
including apprenticeship.
The City of Bloomington will use reasonable good faith efforts to afford minority and female business
enterprises an equal opportunity to participate in the performance of subcontracts for construction projects
that this City engages in.
The City of Bloomington has appointed the City Manager, Mark E. Bernhardson, of the City of Bloomington
to manage the Equal Employment Opportunity Program. The City Manager's responsibilities will include
monitoring all Equal Employment Opportunity activities and reporting to the City Council and Federal, State
and Local agencies the effectiveness of this Affirmative Action Program. The City Manager of Bloomington
will receive and review reports on the progress of the program. If any employee or applicant for employment
believes he/she has been discriminated against, the employee or applicant should contact the City Manager,
Mark E. Bernhardson, and/or the Director of Human Resources, Kent T. Michaelson, 1800 West Old
Shakopee Road, Bloomington, Minnesota 55431, or call 952-563-8710
The City Manager will evaluate the performance of the City's management and supervisory personnel on the
basis of their involvement in achieving these Affirmative Action objectives as well as other established criteria.
Any employee of this City, who does not comply with the Equal Employment Opportunity Policies and
Procedures as set forth in this Statement and Plan may be subject to disciplinary action.
Mark E. Bernhardson, City Manager
ACCOMMODATION POLICY
The Americans with Disabilities Act of 1990 (ADA) requires that qualified individuals with disabilities have
equal access to all services offered by local government. The ADA calls for removing barriers and providing
reasonable accommodations so that a person with a disability may fully participate in the same City programs,
services, and activities to which non-disabled citizens have access. The accommodation policy promotes the
spirit of ADA as well as good customer service throughout the City.
Policy Statement
The City of Bloomington does not discriminate on the basis of disability in the admission or access to, or
treatment or employment in, its services, programs or activities. Upon request, a reasonable accommodation
will be provided to allow individuals with disabilities to participate in all City of Bloomington services,
programs, and activities.
All employees; independent contractors; vendors & suppliers; lessees; volunteers, including commissioners,
board members and City Council members; clients & patients; & all registrants for City programs or services,
while acting in the course and scope of: their employment or volunteer activities for the City; their duties
pursuant to any contract with the City; their role as commissioners, board members or City Council members;
or their receipt of City services or their participation in City programs must make reasonable accommodations
to provide all citizens, including city employees, who request accommodation due to a covered disability equal
admission and access to City programs, services and activities.
Mark E. Bernhardson, City Manager
/f/C&P/Policy-Accommodation
8
SUGGESTED GUIDELINES FOR REASONABLE
ACCOMMODATION FOR AN EMPLOYEE
The purpose of the guidelines for accommodation is to assist employees with supervisory responsibilities
through the process of dealing with a request for a reasonable accommodation by an employee.
When a request for a reasonable accommodation is made by an employee:
a. Listen to the request.
b. Notify immediate supervisor and Division Manager and/or Department Head regarding request.
c. Provide the accommodation, if readily achievable. Your ADA Liaison is a good resource for
accommodations.
d. Provide employee with approximate time frame in which the accommodation will occur and the name of
the contact person responsible for coordinating the accommodation.
e. Document process taken to provide accommodation and end result.
f. Send documentation to Human Resources Department to be placed in confidential medical file.
g. After consulting with Department Head and/or City Manager, if unable to provide the accommodation
requested, ask individual if an alternative accommodation would be acceptable. Your ADA Liaison is a
good source for suggestions and/or resources.
h. Provide alternative if available. Repeat steps d - f.
i. If unable to agree on an alternative, inform immediate supervisor and personnel department of the
situation.
j. Inform employee regarding situation, and process being taken to provide accommodation.
SUGGESTED GUIDELINES FOR REASONABLE ACCOMMODATION
FOR A CITIZEN
The purpose of these guidelines is to assist employees when encountering a request for reasonable
accommodation by a citizen.
When a request for a reasonable accommodation is made by a citizen (consumer):
a. Listen to the request.
b. Notify immediate supervisor and Division Manager and/or Department Head regarding request.
c. Provide the accommodation, if readily achievable. Your ADA Liaison is a good resource for suggestions
for accommodations.
d. Notify customer as to when and where accommodation will be available and provide a contact name and
phone number of the person responsible for providing the accommodation.
e. Document process taken to provide accommodation and end result.
f. Place in Department or Division Accommodation File after deleting the name of the party making the
request and send one copy to ADA Co-Coordinator for Accommodation Documentation File.
g. If, after consulting your supervisor, you are unable to provide the accommodation requested, ask individual
if an alternative accommodation would be acceptable.
h. Provide alternative, if available. Repeat steps d - f.
i. If an alternative is not readily available, inform customer of situation and action required to provide
accommodation.
Keep immediate supervisor informed of the situation and document process taken including the final result.
9
WORKPLACE BEHAVIOR
Occasionally work, home or family can be somewhat overwhelming. Parents, children, other family members,
co-workers, or customers can be the unintended recipients of a harsh or demeaning comment or similar
behavior. Emotions of the moment can run high under stressful conditions, however we should be reminded
of the importance of self control, good judgment, and appropriate workplace behavior.
The Bloomington City staff prides itself as a positive, professional organization with a team of talented
employees. Courtesy and cooperation among co-workers is a significant part of your division’s, department’s
and ultimately the City’s success. Inappropriate comments or behavior detracts from that success, can damage
working relationships, and hurt feelings.
Offensive conduct is not only harmful to the recipient and the organization, it is a violation of City employment
policy. Please make your best efforts to treat your co-workers with the dignity and respect that everyone
deserves.
Director of Human Resources
EMPLOYEE ASSISTANCE PROGRAM
Help is available to you, your spouse and immediate family in time of need through the Employee Assistance
Program. Please read their brochure found on
Appendix A
as well as an informative brochure titled “Dealing
with Personal Stressors at Work”.
The City does provide an Employee Assistance Program to aid and assist City employees who are in need or
have been referred for counseling and rehabilitation. Employees are encouraged to utilize the services of the
Employee Assistance Program by contacting Ms. Susan Spindler, 7101 York Ave., Edina, MN, or telephone at
(952)920-9380.
Medica Employee Assistance Program: 1-800-626-7944
HONESTY IS THE BEST POLICY
In order to keep in good standing within your position and with your supervisor, the old saying is true: Honesty
is the best policy.
Seasonal staff are required to inform their supervisor immediately if they have infractions with the law involving
drugs, alcohol, theft and other safety sensitive situations. If the supervisor is not informed, they typically always
find out one way or another. This news is best to come straight from the staff member.
If an infraction has occurred, your employment status may change depending on what your supervisor
determines. If an infraction has occurred during and/or after the season and the staff is seeking future
employment, the infraction will most likely arise on the background check and this may be grounds for not
being hired for the current season.
10
WEATHER
Important Weather Numbers
Police/Fire/Medical
911
MN DOT Advisory
511
Non-Emergency Police
952-563-4900
Rain Out Recorder
952-563-8878
National Weather Service
952-361-6670
763-512-1111
Bloomington Parks &
Recreation
952-563-8877
Warm Weather ~ Spring/Summer
Over the course of the summer, it may become necessary to cancel a program due to inclement weather. While
this is not something we want to do, in the event of a very cold day or an all-day rain, we may make this
decision. We will try to contact all staff; however, please call your supervisor if you are unsure.
Please be alert for the possibility of severe weather, such as lightning, thunderstorms, destructive winds and
tornadoes.
During the Storm: Keep an eye on the horizon and listen to a weather radio for severe weather watches and
warnings. In case of severe weather, staff and children will take shelter in the nearest severe weather shelter.
If
on a bus during severe weather, the bus drivers will pull over at the safest area until the weather subsides. Your
job as staff is to be role models for the participants, remain calm, provide clear direction to everyone taking
shelter, and have your city provided cell phone handy for check ins from the office.
Lightning: The safest place during a thunderstorm and lightning is indoors. Stay away and out of open water.
If outside, avoid tall, isolated trees or other “natural” lightning rods. Avoid projecting above the surrounding
landscape (on a hilltop, open field, golf course, or beach). Stay away from wire fences, clotheslines, metal pipes
or rails, and stay off golf carts. Stay away from windows and don’t use the telephone
.
Tornadoes: Tornadoes should be expected. If you are in the tornado watch box, you should make emergency
plans. When outside in a tornado warning, you should go to a substantial structure. If there is no shelter nearby,
lie flat in the nearest ditch, ravine or culvert with your hands shielding your head. You should not stay in a
vehicle.
After the storm: As severe weather approaches, Park and Rec’s phone lines light up. This continues to be
the case during and after the severe weather is done. Our job in the office is to inform parents/guardians about
the safety of their child/participant and what the status is of the program. We will also be checking in with
each running program for an update on the status of all participants, staff, parks and facilities. Your job after
the storm is to inform your supervisor or coordinator immediately of the status of the participants, staff,
equipment, and/or facility. If the facility, equipment, and/or park is damaged from the storm, be sure to fill
out the appropriate forms and contact the appropriate maintenance department. Staff must take a walk around
the facility(s) prior to allowing the participants out of the shelter in case of fallen power lines and other hazards.
Use your judgment if calls need to be made home to parents/guardians.
Cold Weather ~ Fall/Winter
You can call the Parks and Recreation Cancellation/Weather Line at 952-563-8878 Option #1 to find out if
the facilities have been closed or program cancelled. If schools are closed for the day or there is heavy snowfall,
the weather will be evaluated on an hour-by-hour basis. Therefore, you may be on-call for your shift. You can
also call the On-Call supervisor for more information.
The current information will be taken from the National Weather Service/KARE 11 Backyard by calling 763-
512-1111.
If you have any doubts, please call the P & R Weather Line, or On-Call Supervisor.
11
ONLINE TIME ENTRY AND PAY PERIODS
Time entry should be completed online promptly each day and must be done only by the employee. Check
with your supervisor about the day and time your time sheet is due. If you do not submit your time in to your
supervisor on the scheduled day, YOU WILL NOT GET PAID! Time that is submitted after you’re your
specified deadline will be combined with hours on the next pay period and you will not be paid on the following
Friday. Your time sheet must be submitted completely and accurately in order to be paid for hours worked.
See
Appendix B
for a Time Entry Instruction Guide.
Go to www.BloomingtonMN.gov
and find the small City of Bloomington logo at the bottom of the
page and click on it. Then Click on ESS Employee Self Service (Munis).
Log-in with the username and password. Your user name is your First Initial + Last Name + last four
digits of your social security number. (JSmith1234) Your initial password is the last four digits of your
social security number. You will be asked to change this the first time you log in.
Under “Project”, be sure to code your hours worked that day to the correct Project title (i.e. YFPLA,
YFKOT). Your supervisor and coordinator will inform you if you have project titles to code your
hours to. See
Appendix C
for project code listings. They will also be listed in a drop down box for
you online.
If you are working in more than one position at a different rate of pay, designate the roll you are
working in upper left hand corner of your screen in the drop down box. (i.e. Instructor, Lead,
Coordinator)
If working for a different supervisor for a day or few hours, you may need to code your hours to a
different Dept. code. These codes are available in the same drop down box as your project listings.
DON’T FORGET TO CLICK SUBMIT ON YOUR ENTRY!
DIRECT DEPOSIT
Consult your bank or Human Resources to find out when your paycheck has been deposited into your account.
Direct deposit is required.
2019 PAYROLL SCHEDULE
Pay periods are every two weeks. Each week begins on a Saturday and ends on the following Friday. Your
schedule indicates which weeks a timecard is due and these are due on the Friday, or earlier if you are not
working.
See Appendix D
MILEAGE REIMBURSEMENT
If staff uses his/her own vehicle for City business, the staff person can be reimbursed at a rate of 56 cents per
mile. Driving to and from work is not considered City business. Ask your supervisor for more information.
Staff must complete the yellow City of Bloomington Mileage Reimbursement form and turn it in to their
supervisorBE SURE TO WRITE YOUR NAME AT THE TOP. See
Appendix E
for sample. A mileage
chart is available for your reference: see
Appendix F
.
12
RETURNING/REHIRED EMPLOYEES
Each seasonal employee is employed through Parks and Recreation from the
beginning of the program to the end of the program. When the program is
over, every seasonal employee is terminated. Every employee needs to reapply
for a new position at the beginning of each program. There are not privileges
granted for the length of time you are employed by the City. You are not
entitled to any special scheduling, positions, hours, etc... due to the length of
time/seasons worked for Parks and Recreation. Under no circumstances may a
return staff harass or demand to receive special privileges over a new staff.
VOLUNTEERISM
In an effort to comply with various Federal and State laws, Bloomington Parks
and Recreation staff will not be allowed to volunteer for the City in a capacity that is the same as their
employment.
It is also the intent of Bloomington Parks and Recreation to encourage the broadening of knowledge and allow
experience in new areas for interested employees. Therefore, employees may be permitted to volunteer in other
Divisions with written consent from their supervisor. The volunteer capacity must be initiated by the employee
and the duties must be significantly different from their duties as an employee. Parks and Recreation employees
may not volunteer for any Parks and Recreation programs to protect the employee and employer.
KEYS
If your Supervisor sees fit, you will be issued keys for your work needs. You are responsible for controlling
these keys and returning them to you Supervisor at the end of the season. There keys are the property of the
City of Bloomington and duplicating them or loaning them to an unauthorized person is absolutely prohibited.
The cost for replacing a key is $100.
MEDIA, REPORTERS AND INVESTIGATORS
If at any time you are approached by the media, reporters, or investigators regarding an incident related to work
it is very important you forward them to your supervisor or the Parks and Recreation Manager. As temporary
and seasonal staff, you are not allowed to give any statement whatsoever to the media, reporters, or investigators
without prior approval.
POLICE REPORTS
If at any time you need to fill out a police report for the City of Bloomington regarding a work related
issue/report, do not use your personal phone number or address. You are a City of Bloomington employee
and if you use personal information, it will be public knowledge. Please use the City of Bloomington Parks and
Recreations address and phone number. You may place your supervisor as a contact if needed. The police
department may ask to see your driver’s license, ask them to use Parks and Recreation Division’s address and
phone number.
City of Bloomington, Parks and Recreation Division 952-563-8877
1800 W. Old Shakopee Rd., Bloomington, MN 55431
CALLING 911
If you need to call 911 at any time, do the following: 1. Identify your city from which you are calling, 2. State
your name and that you are employee of Bloomington, Parks and Rec, 3. State the emergency. After you get
off the phone with the 911 dispatcher, you MUST call your Supervisor and/or Coordinator IMMEDIATELY
to inform them of the situation.
13
CHILD PROTECTION
You are a MANDATED reporter for the City of Bloomington. If you witness something, hear something, or
are told something by a participant in your program and it raises concern, it MUST be reported. Contact your
supervisor and/or coordinator immediately with the confidential information. The information you collect
from your encounter must include time, date, and DETAILS. Once you contact your supervisor and/or
coordinator with this information, you may need to report this to Hennepin County Child Protection. Refer to
“Police Reports” section above on how to file reports (i.e. no personal information shared).
SOCIAL MEDIA GUIDELINES
This list is a summary of the City of Bloomington’s two-page Social Media Policy. The Social Media Policy
applies to all City Employees, including seasonal and temporary employees.
Technology Use on the Job
As a general rule, do not access or visit social media web sites while on the job. Such distractions from your
work lead to poor performance on the job. Also, keep in mind the following general rules:
Using social media on any City equipment makes that information searchable by the City. The City
monitors employees’ Internet and communications usage when conducted on City equipment.
If you post anything related to your job, follow the “Grandma Rule” if your grandmother would be
embarrassed by what you say, post or tweet, it is better to not say or post it.
Remember that sending anything through the Internet creates a record. Be sure it is a record you will
want to live with 20 years from now.
Data Practices
Special rules apply to the information gathered by the City. Most information concerning minors in Parks and
Rec programming is considered private. Private information must be actively protected by all City employees.
Examples of private information includes: medical diagnosis, prescription drug information, home phone
numbers, etc. Please remember the following about the private information you use at work:
Share private information on a need-to-know basis at work. Do not share it outside of work.
Children often volunteer information about themselves, and you do not need to worry if they share
something that is private. However, you should not share that information with others unless they
need to know it.
Avoid talking, posting, tweeting, or otherwise releasing private data outside of work.
Private data includes photographs of minors. Do not take personal pictures that include children. The
department can collect pictures based on an agreement in the registration materials.
Employee Use of Social Media Policy
Purpose
The City of Bloomington strives to provide the public accurate and timely information, communicated in a
professional manner, and in accordance with the laws regarding public information and data practices. Many
public employees have access to private and confidential information that must be actively guarded from
publication. All City employees are expected to:
1. Actively protect private and/or confidential data. (See City of Bloomington Guidelines and Procedures for the
Minnesota Government Data Practices Act available from the City Attorney’s Office.)
2. Protect any information considered protected health information under HIPAA. (See City of Bloomington
HIPAA Policies and Procedures Manual available from the Bloomington Public Health Division.)
3. Provide good customer service to both clients and co-workers.
4. Always be truthful and provide accurate information. (See Social Media Policy
,
Appendix G
)
General guidelines for all communications (official and personal)
All City employees have a responsibility to help communicate accurate and timely information to the public in
a professional manner. Any employee who identifies a mistake in reporting should bring the error to the
14
attention of his or her supervisor or other appropriate staff. Regardless of whether the communication is
in the employee’s official City role or in a personal capacity, employees must comply with all laws relating to
intellectual property rights, including without limitation, trademark, copyright and software use. Employees
must also follow all City policies that may apply. Violations of the City’s rules and policies may lead to
disciplinary action up to and including termination. The following rules apply to all official and personal
communications:
Technology and computer use. City employees may use City technology for personal reasons as
approved by the supervisor and on a limited basis, provided it doesn’t interfere with normal work. The City
reserves the right to inspect any electronic data created by or stored on a City-owned computer or related
system. (See Information Security Policy: End User Policies available from the Information Systems Division and
the City’s Intranet site CityBIZ.)
Respectful workplace. Employees are prohibited from disseminating any information that is
discriminatory, harassing or threatening, or disseminating or viewing sexually explicit material.
Data practices. Employees are prohibited from disclosing or disseminating data classified under the
Minnesota Government Data Practices Act as private or confidential to anyone other than government
employees whose job duties require access to the data and must route data practices requests to the City
Clerk. Employees must also work to avoid releasing data that might lead to the release of private or
confidential data. For example, avoid discussing on social media information that might lead to the
identification of a resident complaining about their neighbor’s property, or the victim of a crime or a witness
to a crime.
Political Activity Policy. Employees are prohibited from using City resources to participate in personal
political activity while on City time or while discharging City responsibilities. Employees are prohibited from,
in any manner, implying or suggesting that the City either supports a particular candidate, political issue or
endorses the personal political opinions of the employee. Employees are expected to exercise great care, at
all times, to distinguish their personal opinions about candidates or political issues from that of the City.
Media requests. With the exception of routine events and basic information that is readily available to
the public, all requests for interviews or information from the media must be routed through the City’s
Communications Administrator or City Manager. Media requests include anything intended to be published
or viewable to others in some form, such as television, radio, newspapers, newsletters and websites.
Additional guidelines for personal communications
While every employee has a right to speak out on the issues facing the community, state and nation, they must
take great care to make it clear that their personal opinions are their own and do not represent the official policy
of position of the City. It is important for employees to remember that the personal communications of
employees may reflect on the City, especially if employees are commenting on City business, supervisors or
City policies. The following guidelines apply to personal communications including various forms of social
media (Facebook, Twitter, blogs, YouTube, etc), letters to the editor of newspapers, personal endorsements, e-
mail, City correspondence, newsletters and cable television.
1. Remember that what you write or post is public, and will be so for a long time. It will also be spread
to large audiences without your knowledge or permission. Use common sense when using e-mail or social
media sites. Refrain from sending or posting information that you would not want your supervisor or other
employees to read, or that you would be embarrassed to see in the newspaper or viewed by your parents,
spouse or loved ones.
2. The City of Bloomington expects its employees to be truthful, courteous and respectful towards
supervisors, co-workers, citizens, customers and other persons associated with the City. Do not engage in
name-calling or personal attacks.
15
3. Refrain from making disparaging comments about the workplace, policies, or supervisors, or
discussing internal employment disputes on social media. Assume anything written about a co-worker or
supervisor will be read by that co-worker, your supervisor and many others.
4. Employees should not comment on social media or publish something related to City business without
identifying themselves and using a disclaimer such as, “I am an employee of the City of Bloomington.
However, these are my own opinions and do not represent those of the City of Bloomington.
5. If you wish to write an opinion based upon your work experience you should not make reference to
the City if you are not discussing City business. For example, you should write, “As a police officer…”
rather than, “As a Bloomington Police Officer…”
6. City resources, working time or official City positions must not be used for personal profit or business
interests, or to participate in personal political activity. For example, an employee must not use the City’s
logo, e-mail or working time to promote his/her side business.
7. Personal social media account names or e-mail names should not be tied to the City (e.g.
BloomingtonNet or using your City e-mail address when posting.)
See City policy
Appendix G
SEASONAL EMPLOYEE FEEDBACK & EVALUATION
During the program season, all staff will have the opportunity to formally provide feedback about their
program(s). Supervisors/Coordinators throughout the season will be completing one or more Seasonal
Employee Evaluations on every staff member. This evaluation will be shared with the staff and signed by the
supervisor/coordinator and staff.
AFTER HOURS POLICY
City of Bloomington employees are subject to the same restrictions and policies as apply to the general public.
This includes required full payment for parking passes, admissions, activities and concessions. City of
Bloomington employees do not have the authorization to discount any admissions, activities or purchases for
themselves or other patrons. Also like anyone else, our employees must acquire a permit from the Parks and
Recreation office for any gathering which uses a city building or structure, at which alcoholic beverages are
consumed, or which involves use of city property outside of normal park hours. There is a fee for such permits,
and not all permits are approved. City ordinance defines park hours as sunrise to 10 p.m. Employees who
organize or are present at any unauthorized gatherings are subject to disciplinary action up to and including
dismissal, in addition to fines and other penalties for violating park ordinances.
CITY TELEPHONE & CELL PHONE USE POLICY
Telephones located at City facilities should be limited to business use only and calls should be limited to three
to four minutes. Information regarding personal and city cell phone use will be listed in more detail in program
specific manual.
The City has purchased cellular phones for employees who have a business necessity to telephone others or
receive calls while outside of City buildings. Cellular phones are City equipment and are to be used by
authorized employees to conduct business in a professional manner. Employees are responsible for the proper
care and handling. THE COST FOR A LOST CELL PHONE IS $100. Employees who have been assigned
or checked out the lost phone will be responsible for paying the $100.
Some programs use cell phones exclusively as the land line phones have been removed (Playgrounds for
example.) Employees are to keep the cellular phone with them at all times. If the employee is allowing a
patron/participant to use the cellular phone, they must supervise the use of the phone. Cellular phones are to
be used for City business. Personal use is not allowed, except in case of emergency calls to 911 or similar
emergency contacts.
16
PERSONAL CELL PHONE USE
No personal cell phone use during work hours is permitted unless approved by your supervisor. This
includes text messaging, camera phone pictures, games, etc. LEAVE THEM AT HOME OR IN A SAFE
PLACE.
PERSONAL PROPERTY
Do not bring unneeded personal property to work with you. The City is not responsible for loss or stolen
personal property while you are on the job.
PETTY CASH & CREDIT CARD POLICY
Not all Parks and Recreation programs will use petty cash. If your program requires you to use this at any time,
contact your supervisor about the petty cash policy in more details. Some staff at the coordinator level have
been issued a City credit card. This is to be used only on pre-approved program necessities (i.e. entrance fees,
supplies, etc.).
STAFF VISITORS POLICY
If friends, family, or visitors of the staff stop by to visit during hours, there are certain guidelines to follow.
Visitors cannot enter any “staff only” area. The visit must not interfere with the program running or your job
at hand. Preferably, visitors should come during the staffs’ break time. If a child or sibling of a staff person
would like to participate in a program or service area in which the staff is working, prior approval from the
program or service area supervisor is required. See your program specific manual for more details.
TIME OFF REQUEST
Time off is to be requested directly to your program supervisor. More specific information will be discussed
in your program specific training.
POLICIES TO PROTECT CHILDREN AND STAFF
Staff may not invite children to their home or have other contact with children outside the program without
prior administrative and parental approval
Staff must report immediately any signs of possible child abuse, neglect or injury to their supervisor and
must follow up their observations in writing. Contact a supervisor if you need advice or help with a
concern. Please, for the child’s sake, don’t hesitate to follow your intuitions.
To protect you and the City from liability, staff may not transport children in their personal vehicle.
Use common sense. If the situation does not feel right, talk to your supervisor.
DRESS CODE
The dress and appearance of City employees is a direct reflection on the quality and professionalism
of our services. It is the responsibility of all employees to be neat and clean and to dress in a manner
that is appropriate to their work environment. Employees should use good judgment in attire, personal
hygiene and overall appearance. Please be considerate of co-workers, citizens and other guests.
It is the responsibility of supervisors and managers to determine if an employee’s appearance is
inappropriate. At all times, regardless of the style of clothing that is worn, clothing must be clean, neat
and free of holes, tears, fraying, patches, signs of wear or excessive wrinkles or noticeable stains. Any
clothing that, by fit or design, is revealing or provocative is not suitable for our business environment.
Park and Recreation employees will be provided with City of Bloomington, Park and Recreation
Shirt(s). In order for the public to properly identify a Parks and Recreation employee, the provided
attire should be worn at all times. Do not alter your staff uniform (i.e. cut sleeves).
17
TOPS - All staff are expected to wear their City of Bloomington, Park and Rec shirts every
work day. You will be given shirts by your supervisors before program begins. Examples of Park
and Rec shirts: SummerFete, shirts with city logo and “staff” on back, Adaptive Softball, Tennis,
Camp Kota, Playgrounds, etc.
BOTTOMS - Acceptable options include capri’s, khakis, athletic shorts, shorts (use good
judgment), jeans with no rips, holes or tears.
SHOES - Shoes should not keep staff from being engaged in an activity. If you teach a sports class
(i.e. Soccer, Basketball, Baseball, etc.) – Tennis shoes are required (obviously – you are setting the
example for these kids) Please see your supervisor for program specific requirements.
Supervisors and coordinators will determine if appearance is inappropriate. If a supervisor
determines that an employee’s standard of appearance is inappropriate, it will be brought to
the employee’s attention privately. Failure to meet acceptable standards of appearance as
determined by a supervisor/coordinator may result in a warning or an employee being sent
home to change clothing without pay. Additional policy violations could result in disciplinary
action.
The City reserves the right to amend and/or revise this policy, including employee
accommodation on the basis of cultural or religious beliefs.
18
CUSTOMER SERVICE
The City of Bloomington is a government agency. Like any such agency, its primary function is to give service.
Your job exists to provide a specific service to the people of Bloomington and to other patrons. You are
expected to give this service to the best of your ability and to perform your job with a spirit of courtesy, willing
assistance and appreciation for the responsibility inherent in your job. You are an important person to the
patrons who will be the recipients of that service.
The image of city government and Parks and Recreation depends a great deal on you. It is very important that
you are courteous and considerate in all your dealings with the public. The individual rights of patrons should
be respected. It is essential that every patron and fellow employee be treated with dignity and consideration.
When referencing the “Customer” it refers to our participants, our parents, our co-workers, our patrons, our
citizens, our vendors, EVERYONE you may come in contact with!!
The 4 C’s will be the core of our staff standards, expectations and our day to day operations.
Competency, courtesy, consistency and communication -- when taken together -- create an experience. What
experience are you creating for your “Customers”?
The 4 Cs: Competency, Courtesy, Consistency, and Communication
Competency: This defines how well you know your job, the details and daily operations, service you can
provide to the “Customer” and most importantly the mission and goals of the City of Bloomington.
QUESTIONS TO ASK YOURSELF:
1. Do you know more than just your specific job responsibilities?
2. Are you aware of other Parks and Recreation programs that residents may inquire about and can you
answer their questions?
3. Are you knowledgeable about your job, our services, products, programs, facilities and offerings?
4. Are the “Customers” in good hands?
Courtesy: This defines how well you treat EVERYONE! (Remember this is also your co-workers and other
city employees.) Respect and courtesy can go a very long way in overcoming other shortcomings.
QUESTIONS TO ASK YOURSELF:
1. Did you greet and acknowledge the “Customer” before they greeted you?
2. Did you thank the “Customer” and tell them to come again or say we will see you next time,
tomorrow, etc… No additional training or knowledge is required to say "thank you."
3. Do you know your frequent “Customers’” names?
4. Did you create a welcoming environment?
5. Did you keep the rumor that someone told you about another staff member to yourself and not
spread it?
6. Did you shut down negative talk and attitudes?
19
Consistency: This defines how EVERY “Customer” receives the same information, treatment and
service EVERY day! We should meet the customer’s expectations with the highest quality service with
EVERY interaction! When we are not consistent expectations are tarnished and the “Customer’s” experience
will be less than favorable. Exceptional service is standard, not the exception.
QUESTIONS TO ASK YOURSELF:
1. Was the service or product provided exactly what the “Customer” expected?
2. Did all co-workers contribute equally during their workday?
3. Were you a team player?
4. Did you stay consistent with rules and policies for every “Customer”?
5. Did you create an experience and ambiance that encourages the “Customer” to return?
Communication: This defines how well, how effective, and how consistent you communicate the correct
information with the “Customer”.
QUESTIONS TO ASK YOURSELF:
1. Did you first listen?
2. Did you second say…What I am hearing you say…..(repeat what they stated)
3. Did you thirdly ask….How would you suggest we solve this situation for the best outcome?
4. Did you then provide the “Customer” with a follow-up plan?
5. Did you follow-up with your Supervisor/Coordinator/Lead on issues, tasks, projects, etc…?
6. Did you communicate the visions and mission of the City of Bloomington?
Make a point today to create an experience for someone that makes their day. Because EXPERIENCE IS
EVERYTHING!
STAFF CONDUCT
It is important that staff perform their duties in a responsible, mature fashion.
Be enthusiastic and willing to help where needed to get work done efficiently.
When your supervisor is not on site for an event, you are expected to follow directions given by the person
designated in charge, treating them as you would treat your supervisor.
Offensive conduct or language is absolutely NOT permitted and is grounds for dismissal.
Carelessness and negligence in the handling or control of city property is not permitted.
When interacting with the public be courteous and respectable at all times.
Remember that you are representing the City of Bloomington and your conduct at work is essential to
doing a good job.
As you walk through parks and buildings, look for trash and unsafe situations, especially broken equipment.
A clean environment is a safer environment. Although there are park maintenance workers, we work as a
team to keep the parks clean for the public. For example if broken glass is found at a facility, you need
to follow the steps written out on page 18.
20
INCIDENT REPORTS AND PROPERTY DAMAGE POLICIES
PERSONAL INJURY/INCIDENT REPORT ~ For Participant/Patron
What is it?
A form to document details about an incident, injury, and/or illness that occurred to a
participant/patron.
See
Appendix I
for sample
When do I need to use it?
If a person is questioned about his or her condition,
If a person is examined for injuries
If a person is given any form of first aid by any staff person because of an injury, illness or accident.
Things to note about this form:
You must fill the form out in its entirety. Be sure to include the names, addresses and phone numbers
of all injured persons and any persons who witnessed the actual accident and injury.
What do I do with the form after I have completed it?
Incident Reports must be turned in to the Recreation Supervisor within 24 hours of the incident. The
Supervisor will then give a copy of the report to the City’s Risk Manager and keep a copy for the Parks
and Recreation’s files.
The Recreation Supervisor needs to be notified ASAP if 911 was called.
FIRST AID LOG
What is it?
A form to document when treatment for a minor injury occurs (i.e. bandage given, scrape on leg, ice
pack, etc.)
See
Appendix J
for sample
How to use?
Complete each line as listed
One line per injury/participant
Requirements:
Fill it out
Turn in on the FIRST DAY of the month to Coordinator/Supervisor
Keep in mind:
This document will be reviewed by your Coordinator, Supervisor, and/or Risk Manager
PROPERTY DAMAGE/GRAFFITI
If you find property damage to City owned facility, grounds, etc. you must follow these steps:
1. CALL POLICE and file a report – Use their non-emergency number (952-563-8700). Please
refer to “Police Reports” on page 13.
2. CALL SUPERVISOR and/or COORDINATOR
3. Fill out the Property Damage/Loss form on the back of the Personal Injury/Incident
Report form. (See back of
Appendix I
for sample)
4. Wait for police to arrive at scene
5. Call one of the following depending on what is damaged:
a. If there is damage to a building/shelter:
21
i. Call Facilities Maintenance: 952-563-8760
b. If there is damage to park equipment, foliage, baseball fields, basketball courts, tennis
courts, etc.
i. Call Park Maintenance: 952-563-8760
c. If there is damage to a Biff:
i. Call and leave a message with Mike Ramirez, Recreation Supervisor, at 952-
563-8880.
OCCUPATIONAL INJURY REPORT ~ For Employees
What is it?
A form to document details about an injury/illness that occurred to a staff member
See
Appendix K1
for sample
When do I need to use it?
If a staff member is injured while performing work duties
If a staff member is given any form of first aid while on the job because of an injury, illness,
accident or seeks treatment from a physician for the injury.
Why is it so important to fill this form out?
In order for your medical bills to be covered, you must submit the Occupational Incident
report
Outline of Procedures when an employee is injured:
1. Injured employee or supervisor completes the Occupational Injury Report. This needs to be
given to supervisor within 24 hours.
2. Occupational Injury Report is then sent up to Human Resources where more paperwork is
completed and filed with the City’s Workers’ Compensation carrier.
3. Injured employee may choose to see their personal physician or Twin Cities Occupational
Health and Rehabilitation Clinic 2520 Pilot Knob Road, Suite 250, Mendota Heights,
MN 55120, 651-224-8264. The initial visit to the physician on the date of the injury will be
recorded as time worked and needs to occur without delay. If employee seeks medical
treatment they should give the treating clinic the following information for insurance billing
purposes: Berkley Administrators, P.O. Box 59143, Minneapolis, MN 55459-0143.
4. Any absences from work due to an injury require the employee see a physician before
returning to work. The employee must obtain a work ability report stating they are fit to work
with no restrictions, are able to return to work in a light duty capacity with restrictions listed,
or are unable to work and the duration of the absence. All absences must be authorized by a
physician.
5. For temporary/seasonal employee who has no benefit hours available for missing time,
Human Resources will need a special notification. HR will need a memorandum stating the
time that the employee was scheduled to work but could not work due to the injury. Please
see timecard (code 17) for recording “scheduled” hours for the injured part-time employee.
6. Physicians’ reports and return-to-work noticies are very important for managing the injured
employee’s claim. All follow-up doctor’s reports, including physician’s return-to-work
statements, light duty assignments, supervisor’s reports, and medical bills should be delivered
to the Human Resources Office. The City’s Human Resources Department will then forward
the documentation to Berkley Administrators for processing. This is an important step in the
22
processing because claim numbers are attached and identified with each bill submitted to
Berkley. The attaching of claim numbers to medical bills helps speed the payment process.
7. The Human Resources Department does not retain copies of medical and prescription bills.
The employee should retain a copy of any prescription cost until Berkley Administrators
makes a determination regarding the employee’s claim.
8. Any subsequent bills for the injury or second notice bills should be forwarded to Human
Resources for transmittal to Berkley.
For an informational handout regarding occupational injury procedures see Appendix K2.
Please keep a copy on-site.
If you have an automobile accident:
Remain Calm
Stop Immediately. Take all necessary precautions to prevent further accidents and injuries at
the scene. Render all reasonable assistance to injured persons. Movement of injured persons
should not be undertaken if likely to cause further injury.
For Medical Emergencies call 911 (please refer to “Calling 911” on page 11)
All accidents must be reported to the police -- 911
Get names of Witnesses.
Notify your supervisor immediately. See important telephone numbers in front of handbook.
Parks & Recreation 563-8877.
Notify the garage as soon as possible if driving a City vehicle. Garage (if it is a City vehicle) 563-
4922; open 7:00 AM – 10:00 PM Monday through Friday.
Complete a State Accident report.
Complete a City of Bloomington Incident report.
Do not make a statement of any kind to anyone other than your employer, an enforcement
officer or a representative of your insurance company.
If injured, complete an Occupational Injury Report (see page 19)
CPR AND FIRST AID
Please refer to the training you received for CPR and First Aid.
SAFETY EQUIPMENT
The main person of any safety program is YOU. It is your responsibility to act with care and consideration
for yourself and others in the performance of your work. Each person must use his or her own good judgment
as to when to wear safety equipment. If additional safety equipment is needed then what is provided, contact
your supervisor. Most importantly, be smart while you are on the job. It is up to the discretion of the staff to
be prepared for exposure to the sun and insects. Come prepared to work with the necessities such as sunscreen,
bug spray, etc.
Sunscreen
Sunscreen is one of the most disregarded safety items during the summer season. PLEASE take care of your
skin while working outside. It is advised for staff to wear the appropriate SPF for his or her skin. Baby oil
and other oils are NOT recommended for anyone working under the sun for any amount of time.
Water
We encourage hydration during our programs to reduce injuries and illness. It is recommended that you carry
a water bottle for use during work time.
23
First Aid Kit
You will receive further training in regards to First Aid Kits in your program specific orientation.
SICKNESS POLICYParticipants & Staff
Parks and Recreation “Sick Policy” for participants reads as follows:
This policy has been put into place to protect your child(ren) and the other participants in the program. Please
use common sense when deciding to send your child to one of our programs. If in doubt, please do not send
them. Please do not send your child to our programs if your child has:
• had a temperature of 100 degrees or more within the past 24 hours.
had a communicable illness such as strep throat, pink eye, chicken pox, measles, etc… unless they have
been on antibiotics for longer than 24 hours or past the doctors recommended exclusion period.
• lice, unless they have been treated and no longer have any nits or eggs visible.
has vomited within the last 24 hours
If we discover that one of the above has occurred or the child becomes sick while at one of our programs, you
will be asked to make arrangements to pick the participant up from the location that we are at immediately.”
Staff Sickness Policy:
Health is a priority health of the participants and health of our staff. If you are sick with any of the above
listed conditions or with others such as dehydration, exhaustion, heat stroke, have vomited within the last 24
hours, etc. STAY HOME. Staying home and resting will most likely get you back to work quicker than
coming to work sick and not being able to perform your job to the fullest extent and beyond. Coming to work
sick can be a safety hazard. Be smart and take care of yourself. If any supervisor/coordinator feels your job
performance is poor due to sickness, you may be sent home.
24
CONCUSSION POLICYParticipants & Staff
Parks and Recreation “Concussion Policy” for participants reads as follows:
A concussion is a brain injury. Concussions are caused by a bump or blow to the head. Even a “ding,” “getting
your bell rung,” or what seems to be a mild bump or blow to the head can be serious. You can’t see a concussion.
Signs and symptoms of concussion can show up right after the injury or may not appear or be noticed until
days or weeks after the injury. If your child reports any symptoms of concussion, or if you notice the symptoms
yourself, seek medical attention right away and please contact your supervisor to notify them of the injury.
Please refer to the Centers for Disease Control and Prevention website for more
information: www.cdc.gov/concussion/pdf/parents_Eng.pdf
Concussions are serious and should not be taken lightly. When any participant has hit their head in any manner,
you are to hand the parent/guardian a copy of the “Heads Up Concussion in Youth Sports, A Fact Sheet for
Parents” from the U.S. Department of Health and Human Services Center for Disease Control and Prevention.
These informational sheets will be available at all your programs and in
Appendix L
. Along with the
information sheet, a phone call home will be necessary.
Do NOT diagnose a concussion, as only a qualified medical professional can do this. The call home is to alert
the parent/guardian to the potential and that medical assessment is advised. As always, any significant impact
to the head, where immediate medical attention is needed, call 9-1-1. A physician’s note may be required to
return to program.
Staff Concussion Policy:
AGAIN Health is a priority. If you are feeling any of the symptoms of a concussion or have had a significant
blow or fall, seek medical attention right away and notify your coordinator and/or supervisor immediately.
Also, if the injury occurred while at work, you will need to fill out an Occupational Injury form and turn in to
supervisor immediately. Be smart and take care of yourself. Your supervisor may required a physician’s note
stating it is okay for your to return to work.
25
SEASON
PROGRAM
SUPERVISOR
DESCRIPTION
Winter/
Spring
Athletics Adult
Volleyball
Mike Ramirez
Mid-October and continue through mid-March.
Co-rec and women's leagues are available
Summer
Normandale Lake
Bandshell Rentals
Mark Morrison
May be rented for events as approved by the City Parks and Recreation
Division on an individual basis.
General event usage may include picnics, weddings or other special
celebrations, organization performances or events, and business or family
meetings.
Must fill out a Facility Use Permit and pay appropriate fees
Adaptive Softball
Youth and Adult
Jenna Smith
June August.
Softball program specifically designed for people with disabilities.
Arts in the Parks Mark Morrison
Committed to entertaining & educating citizens by providing positive
cultural arts events for all ages.
Summer schedules are available, call 952-563-8895
Farmer’s Market Jim Urie
Saturday’s June October
Gatherings in which farmers, growers and producers sell their own products
directly to the public.
Summer Fete Mark Morrison
July 3
Normandale Lake Bandshell
Entertainment music, fireworks, food
Free & open to the public.
Mini View Jenna Smith
Games, sports, story time, arts & crafts, carnivals, & special weekly events
for preschool age children
Playgrounds Jenna Smith
Games, sports, story time, arts & crafts, carnivals, & special weekly events.
The View Jenna Smith
Games, sports, story time, arts & crafts, carnivals, & special weekly events.
Aquatics David Benson
Bush Lake & Bloomington Family Aquatic Center (BFAC)
Outdoor aquatics such as open swim, concessions, lifeguard training,
reservations.
Open swim, Lap swim
Athletics Adult
Tennis
Mike Ramirez
Adult singles ladder & doubles leagues (men & mixed)
Women’s play in partnership with Bloomington Women’s Tennis League
Athletics Adult
Sand Volleyball
Mike Ramirez
June August
Co-rec leagues are available, with 2 divisions in each league to allow
participants to choose the level of competition that suits them.
Athletics Adult
Spikeball
Mike Ramirez
June August
Co Rec 2 on 2 play
Hybrid game between four square and volleyball, but on steroids!
Camp Kota Jenna Smith
Organized to provide an opportunity to learn basic camping skills & to
develop an appreciation for the outdoors.
Activities – swimming, canoeing, arts & crafts, active games, field trips & an
overnight campout Thursday night at Sumac Knoll Group Campsite in
Hyland Park.
Bus transportation is provided to and from camp except on Friday mornings.
26
SEASON
PROGRAM
SUPERVISOR
DESCRIPTION
Summer
/Fall
Athletics Adult
Softball
Mike Ramirez
May October
Men's & Co-Rec
Approximately 250 teams participate in the summer and fall. Games are
played at two different complexes, Dred Scott and Valley View.
Leagues are available Monday through Friday.
Athletics Adult
Kickball
Mike Ramirez
May October
Co-Rec league
Play Thursday nights at Valley View Fields
Fall
River Rendezvous Mark Morrison
Pond-Dakota Mission Park in Bloomington, Minnesota.
Goal is to demonstrate the lifestyles of people living in Minnesota between
1830 and 1870 through story-telling & interactive, hands-on demonstration!
School Days (by registration only) & the public Rendezvous Day (no
registration necessary).
Athletics Adult
Touch Football
Mike Ramirez
Played from the last week in August to the middle of October.
Games are seven-on-seven contests.
Fields are located on the north side of Dred Scott.
Warming House
Program/Outdoor
Skating Rinks
David Benson
P & R operates 13 outdoor ice skating rink sites.
Facilities include a lighted general skating rink, a hockey rink & a heated park
shelter for changing skates & warming up.
Winter
Athletics Adult
Basketball
Mike Ramirez
5 on 5
Men’s League DecemberMarch
Sunday and Wednesday D leagues and Thursday C league
Winter Fete Mark Morrison
Promote recreation and exercise during the winter months.
Variety of programs being held all over the city, & being sponsored by a
wide array of groups.
Bloomington Center
for the Arts
Jim Urie
Manage facility through developed management plan
Promote the arts by working with BFAC on joint projects
Offer and manage rental of spaces, staff, & equipment
Make recommended changes to facility management plans as needed
All Year
Around
Adaptive Recreation
& Learning
Exchange
Jenna Smith
Adaptive Recreation programs in the cities of Bloomington, Eden Prairie,
Edina & Richfield offer specialized recreation programs & services
specifically designed for people with disabilities.
Works cooperatively with the Learning Exchange, the Community
Education Adults with Disabilities programs in the school districts of
Bloomington, Eden Prairie, Edina & Richfield
Inclusion Support
Services
Jenna Smith
Provided to program participants with disabilities who request some kind of
support that will allow them to fully participate the programs offered by the
Parks and Recreation Division.
Athletics Open
Pickleball
Mike Ramirez
Pickleball: Monday, Wednesday, Fridays October through April
For players who want some fun & competitive exercise during the day
Come when you can
New teams will be formed up each day.
Bloomington Armory, 3300 W. 98th St.
$4 per day (price subject to change)
Galaxy Youth Center
Inclusion
Jenna Smith
Provides a safe and nurturing environment where youth, grades 6 to 8, can
discover themselves through recreation, social interaction, community
involvement, education & service to others.
Activities: music, Foosball, Ping-Pong and billiards, video games, arts and
crafts, service projects, sports and more!
Open afternoons & evenings.
27
SEASON
PROGRAM
SUPERVISOR
DESCRIPTION
Gideon an Agnes
Pond House/ Pond
Dakota Mission Park
Mark Morrison
House Tours
Lectures & monthly historical programs
Hiking trails and guided hiking
Biking trails
Youth Sports
Associations
including BAA
Mike Ramirez
All volunteer sports organization.
Provide opportunities for over 5,800 participants annually in 12 different
sports programs.
Largest volunteer youth sports organization in the Country.
Offer youth organized sports programs to participate in without tryouts,
without regard to ability and at a cost affordable to all.
Baseball, Girls & Boys Basketball, Girls floor hockey, football, golf, ice
hockey, outdoor soccer, girls softball, volleyball, wrestling
Park Facility
Reservations
Mike Ramirez
Reservations for all park buildings and fields.
Volunteers Jean Sanon
Recruitment, training, coordination, and recognition of volunteers for Parks
and Recreation programs
Teen Volunteers Jenna Smith
Recruitment, training, coordination, and recognition of volunteers for Parks
and Recreation programs
DISCLAIMER:
No provision in this policy manual is intended to create a contract between the City of Bloomington and any
employee. This policy manual summarizes major policies related to your employment.
Additional policies, rules and regulations may apply to your position. More information about these policies can
be obtained from your supervisor. This policy manual is subject to modification by the City at any time at its
discretion. If in doubt about a City policy, contact the Human Resource Department.
CONFLICT WITH OTHER DOCUMENTS:
In the event that any portion of this policy manual is either expressly inconsistent or can be implied to be
inconsistent with existing employment rules or labor agreements or federal and state statutes, such employment
rules and/or labor agreements or federal statutes shall have precedence.
The City of Bloomington complies with all applicable provisions of the Americans with Disabilities Act (ADA),
Section 504 of the Rehabilitation Act of 1973, and does not discriminate on the basis of disability in the
admission or access to, or treatment or employment in, its services, programs, or activities. Upon request,
accommodation will be provided to allow individuals with disabilities to participate in all City of Bloomington
services, programs, and activities. The City has designated coordinators to facilitate compliance with the
Americans with Disabilities Act of 1990 (ADA), and to coordinate compliance with Section 504 of the
Rehabilitation Act of 1973 as mandated by the U.S. Department of Housing and Urban Development
regulations. For information, contact the Human Services Division, City of Bloomington, 1800 West Old
Shakopee Road, Bloomington, MN 55431-3027; (952)563-8733 (Voice); (952)563-8740 (TTY).
Upon request, this information can be available in Braille, large print, audio tape and/or electronic
format.
Appendix A
This brochure is for informational purposes only and is not intended as medical advice. For further information, please consult a medical professional.
Content © 2009 Zywave, Inc.
Dealing with Personal Stressors at Work
Everyone’s personal life can
get a bit hectic, tumultuous
and even downright
depressing at times. These
stressful times can cause
headaches, upset stomach,
back pain, sleeping
disturbances and difficulty
concentrating when you need
to most. Stress can also make
it harder for your body to
defend against illness and can
make current health problems
worse.
Not only is stress problematic
for your body, it is also
problematic for your work life
and responsibilities. When
personal stressors divorce,
death of a family member or
friend, money troubles,
problems with children or
taking care of an elderly
relative affect your personal
life, they can have negative
effects on your work life too.
To ensure that your work
doesn’t suffer during a time of
personal stress, consider
these recommendations:
Keep a stress journal and
write down exactly what is
making you stressed:”I
cannot seem to pay off my
credit card,” “My children
are acting up at school” or
“The death of my mother
has made me feel like I
can’t go on.” Then record
how you react to these
stressors and analyze
whether there are more
effective alternatives for
dealing with them.
Eliminate activities in your
life that are not necessary,
especially when going
through personal stress.
Focus your time on your
work, your health and
getting past the stressful
situation.
Take care of yourself get
plenty of sleep, eat well and
get regular exercise.
Work on letting go of things
that you cannot change.
Ask for assistance from
family members or friends.
Chances are, if it’s affecting
you, it’s also affecting your
family.
Talk, laugh and cry about
your stressors. This will help
you feel some relief from
these burdens by just
getting your emotions out.
Your life is manageable, not
just while you’re in the office
but at home too. Help is
available through the City’s
Employee Assistance
Program. Call Susan Spindler
at 952-920-9380. See the
attached brochure for more
information.
Did you know...?
Breathing exercises, muscle relaxation techniques, getting a
massage, aromatherapy, yoga or Pilates are great ways to de-
stress. Consider incorporating these practices into your routine.
Appendix A
City of Bloomington
Time Entry Cheat Sheet
1. Go to the City of Bloomington Website: http://www.bloomingtonmn.gov/.
2. Scroll to the bottom of the page and click on the City of Bloomington icon.
3. It will take you to a page with different options click on:
ESS Employee Self Service (MUNIS)
4. This will take you to the self-service login page. Log in with your username and
password.
Your username will be your first initial with your last name followed by the last
four digits of your social security number.
Example: John Smith would be jsmith1234
For new staff your password will be the last four digits of your social security
number. For returning staff, you will use the password you originally created.
5. When you are logged in click employee self-service and then time entry on the right
hand side.
6. Make sure you have your correct position title in the box in the upper left hand corner.
If you work multiple positions within the City, please confirm with your supervisor what
your title is for each position.
7. Click on the day and enter the number of hours worked in increments of .25 (.25 = 15
minutes, .50 = 30 minutes, .75 = 45 minutes)
8. Be sure to select the correct activity in the drop down box. Listings of all project codes
are available in appendix C.
9. Click Submit!! (Do not use the Save for Later button, your hours will not be seen by your
supervisor until you click submit!)
You can submit, edit, delete or change time daily as many times as you want
until the box shows a green check mark that indicates your hours have been
approved.
Make sure you enter all time for the two week pay period by the
last THURSDAY at 4pm of the pay period!
Title
The City of Bloomington, Parks and Recreation
PROJECT CODE LISTING
Appendix C
Program Budget # Project Code
Adaptive Softball – Adult
160505
ASOFT
Adaptive Softball – Youth
160505
YSOFT
Inclusion Services (General see below)
160505
INCLU
Adaptive-Dance Your Socks Off
160505
DYSO
AR&LE Programming
160505
ARLE
Summer Adventure Playground
160503
YFPLA
Camp Kota
160503
YFKOT
Mini’s at Moir
160503
YFTOT
The View
160503
YFVEW
Mini View
160503
YFMIN
Playground Partnership Program
160503
YFPPP
Other Programs
160503
YFOTH
INCLUSION STAFF ONLY
Program Budget # Project Code
Adaptive Softball – Adult
160505
INASO
Adaptive Softball – Youth
160505
INYSO
Summer Adventure Playground
160505
INPLA
Camp Kota
160505
INKOT
Mini’s at Moir
160505
INTOT
The View
160505
INVEW
Mini View
160505
INMIN
Playground Partnership Program
160505
INPPP
Galaxy
160505
INGAL
Volunteer
160505
INVOL
AQUATIC STAFF ONLY
Program Budget # Project Code Program Budget # Project Code
Pool Admissions
660851
PADMI
Beach Admissions
660852
BADMI
Pool Concessions
660851
PCONC
Beach Lifeguard
660852
BLIFE
Pool Lifeguard
660851
PLIFE
Beach Lead Staff
660852
BMANA
Pool Lead Staff
660851
PMANA
From Date To Date From Date To Date
1
12/15/18 12/28/18 12/17/18 12/30/18 01/04/19
26
2 12/29/18 01/11/19 12/31/18 01/13/19 01/18/19
25
3 01/12/19 01/25/19 01/14/19 01/27/19 02/01/19
24
4 01/26/19 02/08/19 01/28/19 02/10/19 02/15/19
23
5 02/09/19 02/22/19 02/11/19 02/24/19 03/01/19
22
6 02/23/19 03/08/19 02/25/19 03/10/19 03/15/19
21
7 03/09/19 03/22/19 03/11/19 03/24/19 03/29/19
20
8 03/23/19 04/05/19 03/25/19 04/07/19 04/12/19
19
9 04/06/19 04/19/19 04/08/19 04/21/19 04/26/19
18
10 04/20/19 05/03/19 04/22/19 05/05/19 05/10/19
17
11 05/04/19 05/17/19 05/06/19 05/19/19 05/24/19
16
12 05/18/19 05/31/19 05/20/19 06/02/19 06/07/19
15
13 06/01/19 06/14/19 06/03/19 06/16/19 06/21/19
14
14 06/15/19 06/28/19 06/17/19 06/30/19 07/05/19
13
15 06/29/19 07/12/19 07/01/19 07/14/19 07/19/19
12
16 07/13/19 07/26/19 07/15/19 07/28/19 08/02/19
11
17 07/27/19 08/09/19 07/29/19 08/11/19 08/16/19
10
18 08/10/19 08/23/19 08/12/19 08/25/19 08/30/19
9
19 08/24/19 09/06/19 08/26/19 09/08/19 09/13/19
8
20 09/07/19 09/20/19 09/09/19 09/22/19 09/27/19
7
21 09/21/19 10/04/19 09/23/19 10/06/19 10/11/19
6
22 10/05/19 10/18/19 10/07/19 10/20/19 10/25/19
5
23 10/19/19 11/01/19 10/21/19 11/03/19 11/08/19
4
24 11/02/19 11/15/19 11/04/19 11/17/19 11/22/19
3
25 11/16/19 11/29/19 11/18/19 12/01/19 12/06/19
2
26 11/30/19 12/13/19 12/02/19 12/15/19 12/20/19
1
From Date To Date From Date To Date
1 12/14/19 12/27/19 12/16/19 12/29/19 01/03/20
2019 City of Bloomington Payroll Schedule
Civilian Schedule
Police Schedule
Pay Date
1st Quarter3rd Quarter 2nd Quarter
2020 City of Bloomington Payroll Schedule
Civilian Schedule
Police Schedule
Pay Date
4th Quarter
Mileage Reimbursement Claim
Printed name Date
Odometer reading Total
Date Destination Purpose
Start End
mileage
I declare, under penalties of perjury, this claim is
just and correct and no part of it has been paid.
_____________________________________________________
Employee’s signature
Payment approval
_________________________________________________________
Supervisor’s signature
Total miles
Exclude all personal mileage, for example, travel to and from home.
Please print.
Finance Department
Accounting Division
1800 W. Old Shakopee Road
Bloomington MN 55431-3027
PH 952-563-4847
FAX 952-563-8789
TTY 952-563-8740
www.BloomingtonMN.gov
33_008 pg1 of 1 (07/05)
Bell E. Flop
7/12/13
7/3/13
City Hall
Pick Up Supplies
6.0
6.0
Reset Form (clear data)
Bell E. Flop
MILEAGE CHART ~ Approximate
Brookside
Park
Bryant
Park
Brye
Park
Bush
Lake
Beach
Olson
MS
City
Hall
Countrys
ide Park
Dred
Scott
Playfield
Valley
View
MS
Kelly
Park
Normandal
e Bandshell
Oak
Grove
Elem.
Poplar
Bridge
Running
Park
Smith
Park
Sumac
Knoll
Sunrise
Park
BFAC
Pool
Westwoo
d Park
Brookside
Park
4 3 6 2 2 5 4 4 3 4 2 3 4 6 5 8 4 2
Bryant Park
4
8 7 5 3 10 11 2 3 6 4 4 3 2 8 8 2 5
Brye Park
3 8 4 3 4 3 2 9 6 4 4 4 6 8 2 4 6 2
Bush Lake
Beach
6 7 4 5 8 2 3 8 9 2 8 3 10 7 2 2 8 5
Olson MS
2 5 3 5 2 4 4 5 4 4 3 3 5 6 4 8 5 2
City Hall
2 3 4 8 2
5 5 3 2 6 1 4 3 5 5 7 3 2
Countryside
Park
5 10 3 2 4 5 1 11 7 5 6 5 8 10 3 2 11 4
Dred Scott
Playfield
4 11 2 3 4 5 1 12 7 5 5 16 7 11 1 2 12 4
Valley View
MS
4 2 9 8 5 3 11 12 2 7 4 4 1 1 10 11 1 5
Kelly Park
3 3 6 9 4 2 7 7 2
8 2 5 2 3 7 11 2 4
Normandale
Bandshell
4 6 4 2 4 6 5 5 7 8 9 2 9 7 3 3 7 5
Oak Grove
Elementary
2 4 4 5 3 1 6 5 4 2 9 5 3 6 5 11 3 2
Poplar
Bridge
3 4 4 3 3 4 5 6 4 5 2 5 8 5 4 5 4 4
Running
Park
4 3 6 10 5 3 8 7 1 2 9 3 8 2 7 12 1 4
Smith Park
6 2 8 7 6 5 10 11 1 3 7 6 5 2 9 9 1 7
Sumac
Knoll
5 8 2 2 4 5 3 1 10 7 3 5 4 7 9 2 10 4
Sunrise
Park
8 8 4 2 8 7 2 2 11 11 3 11 5 12 9 2 10 7
BFAC Pool
4 2 6 8 5 3 11 12 1 2 7 3 4 1 1 10 10
5
Westwood
Park
2 5 2 5 2 2 4 4 5 4 5 2 4 4 7 4 7 5
Appendix F
Appendix G
City-Wide Incident Report Form
PURPOSE: Use this form to report occurrences that resulted in personal injury to third parties; vehicle
accidents; and property damage to City property and/or third party property.
Complete this form in its entirety by clearly typing or printing the answer to each question below. If additional space is
needed, please attach additional sheets. If a question does not apply to your circumstances, please write “N/A”, or check the
box at the beginning of the section. The form must be signed by the employee filing this report and his/her supervisor.
Original Incident Report Forms should be sent to the Risk Manager after review by the employee’s supervisor and the Public
Works Safety Coordinator (if applicable).
NOTE:
When a City-owned vehicle is involved in an automobile accident, regardless of the amount of damage, the police must
be called, and this form completed. If an automobile accident results in more than $1,000 in damages, a State Accident
Report will be required to be completed by the driver and sent to the Risk Manager with a copy of this form.
GENERAL INFORMATION
Date of Incident/Injury__________________ Time _______________ am pm (check one)
Location where Incident/Injury occurred
Describe, in detail, how the Incident/Injury occurred (include a diagram if helpful)
INJURY REPORT
 check if this section does not apply
(DO NOT
use this form to report a work related injury to City employee, use the
“Occupational Injury Report” found on CityBiz)
Injured Person’s (non-City employee
) Name: ___________________________________________________ Age __________
Address: __________________________________________________________________ Phone: ______________________
City: _________________________________ State: ________ Zip Code: ____________ Cell Phone: ___________________
Witnesses: (include addresses and phone numbers):
Was First Aid Administered? yes no Who Administered?
Describe Treatment Given:
Incident Number
Reset Form
Appendix I
Was an Ambulance called? yes no
Was the person transported to the hospital? yes no Which Hospital?
Was a third party notified of the injury? yes no
If yes, name and relationship to the injured person?
AUTO ACCIDENTS INVOLVING A CITY VEHICLE
 check if this section does not apply
(* if damages exceed $1,000 a state accident report must also be filed by the City)
Vehicle #:____________ License Plate #: _____________ Police Report #: ______________________________________
Describe, in detail, how the accident took place (attach another sheet or diagram if needed):
Was the City Vehicle taken to the Garage? _____________________ Estimated cost of repair: _________________________
PROPERTY DAMAGE INCIDENTS
 check if this section does not apply
Describe Property Damaged/Lost (use additional pages if necessary)
Describe Equipment, Tools, Supplies, etc. that were involved:
In your opinion, what caused the incident?
How can a similar incident be avoided in the future?
Please identify any witnesses to the incident, or the name(s) of anyone who might be able to provide additional information.
PRINT full name of person completing this report: _______________________________________________________________
Signature ___________________________________________________________ Date _______________________________
Supervisor’s remarks: ______________________________________________________________________________________
________________________________________________________________________________________________________
Recommended Follow-up Training (if applicable) _______________________________________________________________
Supervisor’s Initials/Date Received: __________________________________________________
PW Training and Safety Coordinator Initial/Date Received (if applicable): ___________________________________________
Risk Manager’s Initials/Date Received: _______________________________________________
Yes
Incident Number _______________________
Statement pg. ____ of ____
Staff Statement and/or Treatment Given Continued:
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
Incident Number _______________________
Statement pg. ____ of ____
Program: _________________________________________ Location:_________________________________________
Date / Time
Participant Receiving
First Aid (FULL NAME)
Staff Administering
First Aid
Describe Incident/Injury/Symptoms Treatment Given
Personal
Injury Report?
Parent
Notified?
Yes / No Yes / No
Yes / No Yes / No
Yes / No Yes / No
Yes / No Yes / No
Yes / No Yes / No
Yes / No Yes / No
Yes / No Yes / No
Yes / No Yes / No
Yes / No Yes / No
Appendix J
Occupational
Injury Report
23_014 pg 1 of 2 (02/09)
Please refer the employee to the employee’s physician or Twin Cities Occupational Health for services.
Date of injury Time a.m. / p.m.
Injured employee Department /division
Supervisor notified Date
Does employee work standard Monday - Friday, 40-hour week? Yes No If no, explain schedule.
At what address or location did injury occur?
Did injury occur on employer’s premise? Yes No
Describe how injury occurred.
Describe injury in detail, indicating part(s) of body affected.
What job/task was employee doing when injured?
List co-employees/supervisors who may have witnessed injury.
Did injury cause loss of time? Yes No If yes, did employee lose time from work on day of injury? Yes No
Dates/hours lost Return Date Time
to work
Note: Employee must have doctor’s statement upon return after time lost.
Treating physician/hospital Phone
Address City State Zip
If back injury, give weight of object lifted:
pounds
What equipment/personal protective clothing was being used? Did equipment/clothing malfunction?
Yes No
Machine/tool/appliance causing injury
Unsafe act/condition causing injury
If applicable, action taken to prevent recurrence
As a supervisor, do you believe injury is work-related ?
Yes No Uncertain
Supervisor’s signature Date
Please report ALL accidents and injuries immediately.
Incident
Time lost
Additional details
Over
Appendix K
Please describe the actions taken as a result of the bloodborne exposure.
Decontamination process
Clean-up process
Name Phone
Address City State Zip
Contact name Phone
A copy of this report will be forwarded to the City’s Exposure Control Officer (Health Activity Coordinator, Health
Division) for follow-up.
Please review the procedures found in the City of Bloomington Bloodborne Pathogen Exposure Control Plan,
Section IV - Significant Exposure, part B., Post-Exposure Evaluation and Follow-up.
This section is designed to gather important information about exposures to blood or other
potentially infectious materials. This information will be used to determine the significance of
the exposure, the need for medical care and will assist in assuring compliance with the
OSHA Bloodborne Pathogens Standard and the City of Bloomington Bloodborne Pathogen
Exposure Control Plan for work related exposures. The completed form will become a
permanent part of the exposed persons medical record.
Bloodborne exposures only
Source person
23_014 pg 2 of 2 (02/09)
OCCUPATIONAL INJURY REPORT
A form to document details about an injury/illness that occurred to a staff member
When do I need to use it?
If a staff member is injured while performing work duties
If a staff member is given any form of first aid while on the job because of an injury, illness, accident
or seeks treatment from a physician for the injury.
In order for your medical bills to be covered, you must submit the Occupational Incident report
Outline of Procedures when an employee is injured:
1. Injured employee or supervisor completes the Occupational Injury Report. This needs to be given
to supervisor within 24 hours.
2. Occupational Injury Report is then sent up to Human Resources where more paperwork is
completed and filed with the City’s Workers’ Compensation carrier.
3. Injured employee may choose to see their personal physician or Twin Cities Occupational Health
and Rehabilitation Clinic – 2520 Pilot Knob Road, Suite 250, Mendota Heights, MN 55120,
651-224-8264. The initial visit to the physician on the date of the injury will be recorded as time
worked and needs to occur without delay. If employee seeks medical treatment – they should give
the treating clinic the following information for insurance billing purposes: Berkley
Administrators, P.O. Box 59143, Minneapolis, MN 55459-0143.
4. Any absences from work due to an injury require the employee see a physician before returning to
work. The employee must obtain a work ability report stating they are fit to work with no
restrictions, are able to return to work in a light duty capacity with restrictions listed, or are unable to
work and the duration of the absence. All absences must be authorized by a physician.
5. For temporary/seasonal employee who has no benefit hours available for missing time, Human
Resources will need a special notification. HR will need a memorandum stating the time that the
employee was scheduled to work but could not work due to the injury. Please see timecard (code
17) for recording “scheduled” hours for the injured part-time employee.
6. Physicians’ reports and return-to-work noticies are very important for managing the injured
employee’s claim. All follow-up doctor’s reports, including physician’s return-to-work statements,
light duty assignments, supervisor’s reports, and medical bills should be delivered to the Human
Resources Office. The City’s Human Resources Department will then forward the documentation
to Berkley Administrators for processing. This is an important step in the processing because claim
numbers are attached and identified with each bill submitted to Berkley. The attaching of claim
numbers to medical bills helps speed the payment process.
7. The Human Resources Department does not retain copies of medical and prescription bills. The
employee should retain a copy of any prescription cost until Berkley Administrators makes a
determination regarding the employee’s claim.
8. Any subsequent bills for the injury or second notice bills should be forwarded to Human Resources
for transmittal to Berkley.
If you have an automobile accident:
Remain Calm
Stop Immediately. Take all necessary precautions to prevent further accidents and injuries at the scene.
Render all reasonable assistance to injured persons. Movement of injured persons should not be
undertaken if likely to cause further injury.
For Medical Emergencies call 911 (please refer to “Calling 911” on page 11)
All accidents must be reported to the police -- 911
Get names of Witnesses.
Notify your supervisor immediately. See important telephone numbers in front of handbook. Parks &
Recreation 563-8877.
Notify the garage as soon as possible if driving a City vehicle. Garage (if it is a City vehicle) 563-4922;
open 7:00 AM – 10:00 PM Monday through Friday.
Complete a State Accident report.
Complete a City of Bloomington Incident report.
Do not make a statement of any kind to anyone other than your employer, an enforcement officer or a
representative of your insurance company.
If injured, complete an Occupational Injury Report (see page 19)
WHAT IS A CONCUSSION?
A concussion is a brain injury. Concussions are caused
by a bump or blow to the head. Even a “ding,” “getting
your bell rung,” or what seems to be a mild bump or
blow to the head can be serious.
You can’t see a concussion. Signs and symptoms of
concussion can show up right after the injury or may
not appear or be noticed until days or weeks after the
injury. If your child reports any symptoms of concussion,
or if you notice the symptoms yourself, seek medical
attention right away.
WHAT ARE THE SIGNS AND
SYMPTOMS OF A CONCUSSION?
Signs Observ
ed by Parents or Guardians
If your child has experienced a bump or blow to the
head during a game or practice, look for any of the
following signs and symptoms of a concussion:
Appears dazed or stunned
Is confused about assignment or position
Forgets an instruction
Is unsure of game, score, or opponent
Moves clumsily
Answers questions slowly
Loses consciousness (even briefly)
Shows behavior or personality changes
Can’t recall events prior to hit or fall
Can’t recall events after hit or fall
Symptoms Reported by Athlete
Headache or
“pressure” in head
Nausea or vomiting
Balance problems or dizziness
Double or blurry vision
Sensitivity to light
Sensitivity to noise
Feeling sluggish, hazy, foggy, or groggy
Concentration or memory problems
Confusion
Does not “feel right”
HOW CAN YOU HELP YOUR CHILD
PREVENT A CONCUSSION?
Every sport is different, but there are steps your children
can take to protect themselves from concussion.
Ensure that they follow their coach’s rules for
safety and the rules of the sport.
Encourage them to practice good sportsmanship
at all times.
Make sure they wear the right protective equipment
for their activity (such as helmets, padding, shin
guards, and eye and mouth guards). Protective
equipment should fit properly, be well maintained,
and be worn consistently and correctly.
Learn the signs and symptoms of a concussion.
WHAT SHOULD YOU DO IF YOU THINK
Y
OUR CHILD HAS A CONCUSSION?
1. Seek medical attention right away. A health
care professional will be able to decide how serious
the concussion is and when it is safe for your child
to return to sports.
2. K
eep your child out of play. Concussions take
time to heal. Don’t let your child return to play
until a health care professional says it’s OK.
Children who return to play too soon—while the
brain is still healing—risk a greater chance of
having a second concussion. Second or later
concussions can be very serious. They can cause
permanent brain damage, affecting your child for
a lifetime.
3. Tell your child’s coach about any recent
concussion. Coaches should know if your child
had a recent concussi
on in ANY sport. Your
child’s coach may not know about a concussion
your child received in another sport or activity
unless you tell the coach.
July 2007
A Fact Sheet for PARENTS
It’s better to miss one game than the whole season.
For more information and to order additional materials free-of-charge, visit:
www.cdc.gov/ConcussionInYouthSports
For more detailed information on concussion and traumatic brain injury, visit:
www.cdc.gov/injury
U.S. DEPARTMENT OF HEALTH AND HUMAN SERVICES
CENTERS FOR DISEASE CONTROL AND PREVENTION
Appendix L
¿QUÉ ES LA CONMOCIÓN CEREBRAL?
Una conmoción cerebral es una lesión en el cerebro, causada
por un golpe en la cabeza o una sacudida. Incluso una pequeña
conmoción o lo que parece ser un golpe o sacudida leve puede
ser serio.
La conmoción cerebral no puede verse. Los signos y síntomas de
una conmoción pueden aparecer inmediatamente después de la
lesión o puede que no aparezcan, o se hagan visibles algunos días
o meses después de haber sufrido la lesión. Si su hijo tiene los
signos de una conmoción cerebral o si usted nota algún síntoma,
busque atención médica de inmediato.
¿CUÁLES SON LOS SIGNOS Y SÍNTOMAS DE LA
CONMOCIÓN CEREBRAL?
Signos que notan los padres y los tutores
Si su hijo ha sufrido un golpe en la cabeza o una sacudida
durante un juego o una práctica, obsérvelo para determinar si
tiene alguno de los siguientes signos y síntomas de una
conmoción cerebral:
Luce aturd
ido o fuera de control
Se confunde con la actividad asignada
Olvida las jugadas
No se muestra seguro del juego, la puntuación ni de sus
adversarios
Se mueve con torpeza
Responde con lentitud
Pierde el conocimiento (así sea momentáneamente)
Muestra cambios de conducta o de personalidad
No puede recordar lo ocurrido antes de un lanzamiento
o un caída
No puede recordar lo ocurrido después de un lanzamiento
o un caída
Síntomas que reporta el atleta
Dolor o "presión" en la cabeza
Náus
eas o vómitos
Problemas de equilibrio, mareo
Visión doble o borrosa
Sensibilidad a la luz y al ruido
Se siente débil, confuso, aturdido o grogui
Problemas de concentración o memoria
Confusión
No se "siente bien"
¿CÓMO AYUDAR A SU HIJO A PREVENIR UNA
CONMOCIÓN CEREBRAL?
Aunque todo deporte es diferente, hay medidas que puede tomar
par
a protegerse.
Haga que siga las reglas impartidas por el entrenador y las
reglas del deporte que practica.
Invítelo a mantener el espíritu deportivo en todo momento.
Haga que su hijo use el equipo protector adecuado según la
actividad que realiza (como casco, almohadillas protectoras,
canilleras o protector dental). El equipo de protección debe
ajustarse bien, debe hacérsele el mantenimiento adecuado, y
el jugador debe usarlo correctamente y en todo momento.
Aprenda a identificar los signos y síntomas de la conmoción.
¿QUÉ DEBE HACER SI CREE QUE SU HIJO HA SUFRIDO
UNA CONMOCIÓN CEREBRAL?
1.
Busque atención médica de inmediato. Un profesional
de la salud podrá determinar la seriedad de la conmoción
cerebral que ha sufrido el niño y cuándo podrá regresar al
juego sin riesgo alguno.
2. No permita que su hijo siga jugando. Las conmociones
ce
rebrales necesitan de un cierto tiempo para curarse. No
permita que su hijo regrese al juego hasta que un profesional
de la salud le haya dicho que puede hacerlo. Los niños que
regresan al juego antes de lo debido - mientras el cerebro
está en proceso de curación - corren un mayor riesgo de
sufrir otra conmoción. Las conmociones cerebrales siguientes
pueden ser muy serias. Pueden causar daño cerebral
permanente que afectarán al niño de por vida.
3. Informe al entrenador del niño sobre cualquier
conmoción cerebral que el niño haya sufrid
o
recientemente. Los entrenadores deben saber si el niño
ha sufr
ido una conmoción recientemente en CUALQUIER
deporte. El entrenador no necesariamente sabrá si el niño
ha tenido una conmoción en otro deporte o actividad a
menos que usted se lo diga.
Julio de 2007
Versión en español aprobada por CDC Multilingual Services – Order # 4421
Hoja Informativa para los PADRES
Es preferible perderse un juego que toda la temporada.
Para obtener más información o solicitar más materiales de forma gratuita, visite:
www.cdc.gov/ConcussionInYouthSports
Para obtener información más detallada sobre la conmoción cerebral y la
lesión cerebral traumática, visite:
www.cdc.gov/injury
DEPARTAMENTO DE SALUD Y SERVICIOS HUMANOS DE LOS ESTADOS UNIDOS
CENTROS PARA EL CONTROL Y LA PREVENCIÓN DE ENFERMEDADES