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

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grievance is not dealt with satisfactorily at that level, the grievance may be carried up to the next higher administrative level, including the council. 3.20.17 Lay-offs. After at least two weeks notice to the employee, the administrator may lay off any employee when such action is necessary because of shortage of work or funds, the abolition of a position, or changes in organization. No regular or probationary employee shall be laid off while there is a temporary employee serving in the same class of position for which the regular or probationary employee is qualified, eligible, and available. 3.20.18 Discipline. Subdivision 1. City employees shall be subject to disciplinary action for failing to fulfill their duties and responsibilities, including observance of work rules adopted by the Council. It is the policy of the city to administer disciplinary penalties without discrimination. Every disciplinary action shall be for just cause and the employee may demand a hearing or use the grievance procedure of §3.20.16 with respect to any disciplinary action which the employee believes is either unjust or disproportionate to the offense committed. The supervisor or department head shall investigate any allegation on which disciplinary action might be based before any disciplinary action is taken. Sub&2. Except for severe infractions, disciplinary action against any employee shall be progressive and follow the steps listed below in alphabetical order: Oral reprimand. Written reprimand. A written reprimand shall state the employee is being warned for misconduct; describe the misconduct; describe past actions taken by the supervisor 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 I I I I I I I I I I I I I I I I I I !