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Personnel Policy § 3.20 <br /> <br />3.20.15 Resignation. Any employee wishing to leave the municipal <br />service in good standing, except for retirement under §3.20.19, shall file <br />with employee's department head, at least 14 days before leaving, a written <br />resignation stating the effective date of the resignation. Failure to comply <br />with this procedure may be considered cause for denying the employee <br />future employment by the city and denying termination benefits. <br />Unauthorized absence from work for a period of three working days may be <br />considered by the department head as a resignation without such benefits. <br /> <br />3.20.16 Griev_nnce policy. It is the policy of the city insofar as possible <br />to prevent the occurrence of grievances and to deal promptly with those <br />which occur. When any employee grievance comes to the attention of a <br />supervisory employee, the supervisor shall discuss all relevant <br />circumstances with the employee, and employee's representative if so <br />desired, consider and examine the causes of the grievance, and attempt to <br />resolve it to the extent that the supervisor has authority to do so. If the <br />grievance is not dealt with satisfactorily at that level, the grievance may be <br />carried up to the next higher administrative level, including the council. <br /> <br />3.20.17 Lay-offs. After at least two weeks notice to the employee, the <br />administrator may lay off any employee when such action is necessary <br />because of shortage of work or funds, the abolition of a position, or changes <br />in organization. No regular or probationary employee shall be laid off while <br />there is a temporary employee serving in the same class of position for <br />which the regular or probationary employee is qualified, eligible, and <br />available. <br /> <br />3.20.18 Discipline. <br /> <br /> Subdivision 1. City employees shall be subject to disciplinary <br />action for failing to fulfill their duties and responsibilities, including <br />observance of work rules adopted by the Council. It is the policy of the city to <br />administer disciplinary penalties without discrimination. Every <br />disciplinary action shall be for just cause and the employee may demand a <br />hearing or use the grievance procedure of §3.20.16 with respect to any <br />disciplinary action which the employee believes is either unjust or <br />disproportionate to the offense committed. The supervisor or department <br />head shall investigate any allegation on which disciplinary action might be <br />based before any disciplinary action is taken. <br /> <br /> Sub&2. Except for severe infractions, disciplinary action <br />against any employee shall be progressive and follow the steps listed below <br />in alphabetical order: <br /> <br />Oral reprimand. <br /> <br />Written reprimand. A written reprimand shall state the <br />employee is being warned for misconduct; describe the <br />misconduct; describe past actions taken by the supervisor <br /> <br /> <br />