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SECTION 8 DISCIPLINE/GRIEVANCE PROCEDURES <br />8.1 Discipline <br />City employees shall be subject to disciplinary action for failing to fulfill their duties and <br />responsibilities, including failure to observe proper workplace conduct adopted by the City <br />Council. It is the policy of the City to administer disciplinary penalties without discrimination. <br />Except for probationary employees and as expressly described in this Policy, employees may use <br />the grievance procedure as per the personnel policy with respect to any disciplinary action. To the <br />extent practicable, the supervisor or Depaitinent Head shall investigate any allegation on which <br />disciplinary action might be based before any disciplinary action is taken. <br />Nothing in this Policy shall be interested as altering the City employees' status as "at -will" <br />employees or creating any type of "just cause" standard for discipline or termination. When <br />determining whether to impose discipline, including termination, the City may consider all relevant <br />factors, including, but not limited to, the seriousness and frequency of misconduct, and the <br />employee's discipline history. <br />Discipline may be in one or more of the following forms, although The city of Ramsey reserves the <br />right to take any disciplinary action at any time: <br />a) Oral reprimand <br />b) Written reprimand <br />c) Suspension <br />d) Demotion <br />e) Termination <br />a. Oral reprimand. A verbal reprimand may be imposed by a Department Head for <br />minor violations or incidents. The Department Head must maintain a record of each <br />verbal reprimand. A verbal reprimand may not be appealed or submitted through the <br />grievance process. <br />b. Written reprimand. A written reprimand shall state that the employee is being <br />reprimanded for misconduct and describe the misconduct. The employee shall be <br />given a copy of the written reprimand and sign the original acknowledging that he/she <br />has received the reprimand. The signature of the employee does not necessarily <br />indicate that they agree with the reprimand. If the employee refuses to sign the <br />original reprimand, such refusal will be noted on the reprimand. The reprimand shall <br />be placed in the employee's 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 />The employee shall sign the original suspension notice acknowledging that he/she has <br />received it. The signature of the employee does not necessarily indicate that they <br />agree with the suspension. If the employee refuses to sign the suspension notice, such <br />refusal will be noted on the notice. A copy of each written statement shall be placed <br />in the employee's personnel file. <br />491Page <br />