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a. Oral reprimand. <br />b. Written reprimand. A written reprimand shall state that the employee is being <br />reprimanded for=narne about misconduct andtkat kar telun placer describe the <br />misconduct,; doscribo past actions taken by tho supervisor to corroit the przble,�ec <br />urge prompt correction or improvement by the omployoo; include timeteble0 and <br />p:✓nMN��✓n1N- pp::.p: tc; and outline future p�s,KA.:ivvric.3L1 tha <br />problcm continuc. The employee shall be given a copy of the written reprimand and <br />sign the original acknowledging that he/she has received the reprimand. The <br />signature of the employee does not necessarily indicate that they agree with the <br />reprimand. If the employee refuses to sien the orieinal reprimand. such refusal will <br />be noted on the reprimand. The reprimand shall be placed in the employee's <br />personnel file. <br />c. Suspension without pay. Prior to the suspension or as soon thereafter as possible, the <br />employee shall be notified in writing of the reason for the suspension and its length. <br />ThaUpon Ai eniployea'a rehtrn to work, employee shall sien the original suspension <br />notice acknowledging that he/she has received it. The signature of be -given a wrilen <br />zMtva��- t outlining further 'ti;ip e�y .� —vzhn d-the misconduct continuc. An <br />employee does not necessarily indicate that they agree with the suspension. If the <br />employee refuses to sign the suspension notice, such refusal will be noted on the <br />notice.tawrj b rlyrp ended pending investigation of an allegation. A copy of each <br />written statement shall be placed in the employee's personnel file, but if tho <br />3u3pcn3ion i3 for invc3tiOaa: tlxNa ,gation provc3 f��, Uix �twti laud �l'� <br />removed and the employsshall roceive stay contpenoatian to which tha entployae <br />weeld have b seta'Mitled had the naryinoion not teem%place. <br />- - 1 Formatted: Indent: Left: 0.5" <br />d. Demotion. The City mav demote an employee as it deems necessary in order to <br />address disciplinary concerns or due to performance problems or other factors related <br />to meeting public service needs; demotion results in a reduction in pay, classification, <br />or duties. <br />e. Termination. The City mav terminate an employee at any time. for anv lawful reason - Formatted: Indent: Left: 0.5", Hanging: 0.38", Numbered <br />+ Level: 1 +Numbering Style: a, b, c, <br />or no reason at all. All employees will be notifiedAn employee who has been ... + start at: 1 + <br />Alignment: Left + Aligned at: 1.1" + Indent at: 1.35" <br />involuntarily tarrninate d may, within five working days following suck tu'ntinatiair, <br />request in writing that the amyl oyer inform the omployoo of the reason for the <br />termination. The employee Within five working days following receipt of such <br />requck,ac c ploycr, if requested, shall sien the original dismissal notice <br />acknowledging that he/she has received the notice. Ifinform the employee refuses to <br />sign, such refusal will be noted on the dismissal notice. The signature of the <br />employee does not mean that he/she agrees with the dismissal. For employees subiect <br />to the Minnesota Veterans' Preference Act. the City will provide written <br />noticeta\ of the charees aeainst the employee and follow <br />all other provisions of Minnesota Statutes, Section 197.46, as amended. truthful <br />ruse on for the termination. <br />Formatted: Font: 12 pt <br />Formatted: Footer, Line spacing: single <br />22IPago <br />J <br />1 <br />