Agenda - Council Work Session - 07/22/2014

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Other dicciplinur7 asthma' may ba taken aguinat Any aruplayoo after atilt "A" Ani "b" above havo boon followed, including iarotion with withal quint clump in pay or tranafa In any case of suspension, demotion or termination, the employee shall be granted a hearing before the City Council if the employee submits a written request for such a hearing to the City Council within five (5) working days of notification of the action taken. At its sole discretion, the Council may hold the hearing at its next regularly scheduled meeting or any date within thirty (30) days of such meeting. The City Council has the sole discretion to conduct the hearing or to appoint a subcommittee to conduct the hearing. If the Council appoints a subcommittee. the subcommittee shall make its recommendation to the Council at the next regularly scheduled meeting of the Council following the hearing. The Council's decision is final. In the event the Council overturns the disciplinary decision pursuant to this provision. the employee will be reinstated to his/her position with back navworking days 0; nctkicaticr: rf'th e.eti Via t.kcn. The hearing Shall be held within ton working days front tha tit to the request is file I 'Walla And the swirly' a agfee on an ailrliar or lit' r iota. If the diaciplinir7 Action invoIva a the ratnovil of a veteran, the hearing akill l,e Kali in Acc3fdAnci with MinnaaotfIAr.- For purposes of the Minnesota Government Data Practices Act. the initial disciplinary decision constitutes the final disposition of a disciplinary matter, unless the employee files a timely appeal with the City Council. In such cases, the Council's decision constitutes the final disposition. Employment at the city of Ramsey may be terminated at the will of either the employee or the City, at any time, and for any lawful reason or no reason at all. 89`2 Grievance Procedure It is the policy of the City, whenever possible, to prevent the occurrence of grievances and to deal promptly with those that occur. For purposes of this policy, a grievance is defined as a dispute or disagreement as to the interpretation or application of this personnel policyWhon any omployoo grievance cvr�� tz th a'tcntion of e viiarvizary employ c th'\37ic1rvi37r1 zk ci1 i zcuss all relevant awsr6t--N-:crr,,,rr ? h employee and the employee's rclx-crk.7-A.t✓rc, if 3o desired; consider a 11; \IN CN causes of tho griovanco; and attempt to rccolvo the griovanco to the ei t.x thr✓ ter sop miff or hal the authority to ato aa. If the grievance is not dealt with aeticfactorily At thAt lavol, the griovanca may II carriaat tip tha chain of command. - - -1 Formatted: Heading 2 { Formatted: Font: Arial, 14 pt J Formatted: Font: Not Bold J Employees shall have the right to present grievances either individually or as a group. Grievances Formatted: Space Before: 0 pt, Line spacing: single 1 shall be presented to the City Administrator, in writing, within five (5) calendar days of the occurrence of the alleged grievance. The City Administrator shall respond to an employee's grievance within fourteen (14) calendar days after receiving the alleged grievance. The decision of the City Administrator is final, except that when the City Administrator is directly involved in the grievance, appeal may be made to the City Council for final decision within fourteen (14) calendar days of the City Administrator's decision. In such an appeal. the City Council's decision is final. In the event that the City Administrator does not respond to the grievance within fourteen (14) calendar days of receipt. the grievance shall be considered denied for purposes of the appeal time period discussed above. Formatted: Font: 12 pt 4 Formatted: Footer, Line spacing: single 22IPago