Agenda - Council - 07/09/1991 - Laserfiche WebLink

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Personnel Policy § 3£O to correct the problem; urge prompt correction or improvement by the employee; include timetables and goals for improvement when appropriate; and outline future penalties should the problem continue. The employee shall be given a copy of the reprimand and sign the original acknowledging that the employee has received the reprimand. The signature of the employee does not mean that they agree with the reprimand. The reprimand shall be placed in the city's file on the employee but shall be removed from the file after one year from the date of issuance if there has been no subsequent reprimand and no other disciplinary action has been instituted. Suspension without pay. Prior to the suspension or as soon thereafter as possible, the employee shall be notified in writing of the reason for the suspension and its length. Upon the employee's return to work, employee shall be given a written statement outlining further disciplinary actions should the misconduct continue. An employee may be suspended pending investigation of an allegation. A copy of each written statement shall be placed in the employee's personal file, but if the suspension is for investigation and the allegation proves false, the statement shall be removed and the employee shall receive any compensation to which the employee would have been entitled had the suspension not taken place. Dismissal. An employee who has been involuntarily terminated may, within five working days following such termination, request in writing that the employer inform the employee of the reason for the termination. Within five working days following receipt of such request, an employer, if requested, shall inform the terminated employee in writing of the truthful reason for the termination. Subd. 3. Other disciplinary actions may be taken against any employee after steps a and b above have been followed, including demotion with subsequent change in pay or transfer. Sub& 4. In any case of suspension, dismissal, or demotion, the employee shall be granted a hearing before the council if the employee submits a written request for such a hearing to the council within five working days of notification of the action taken. The hearing shall be held within ten working days from the date the request is filed unless the city and the employee agree on an earlier or later date. If the disciplinary action involves the removal of a veteran, the hearing shall be held in accordance with Minnesota Statutes §197.46. I I I I I I I I I I I I i I I I I I I