Laserfiche WebLink
3.20.17 Lay-offs.; After at least two weeks notice to the employee, the <br />administrator may lay off any employee when such action is necessary <br />because of shortage of work or funds, the abolition of a position, or changes <br />in organization. No regular or probationary employee shall be laid off while <br />there is a temporary employee serving in the same class of position for <br />which the regular or probationary employee is qualified, eligible, and <br />available. <br /> <br />3.20.18 Discipline. <br /> <br /> Subdivision 1. City employees shall be subject to disciplinary <br />action for failing to fulfill their duties and responsibilities, including <br />observance of work rules adopted by the Council. It is the policy of the city to <br />administer disciplinary penalties without discrimination. Every <br />disciplinary action shall be for just cause and the employee may demand a <br />hearing or use the grievance procedure of §3.20.16 with respect to any <br />disciplinary action which the employee believes is either unjust or <br />disproportionate to the offense committed. The supervisor or department <br />head shall investigate any allegation on which disciplinary action might be <br />based before any disciplinary action is taken. <br /> <br /> Subd. 2. Except for severe infractions, disciplinary action <br />against any employee shall be progressive and follow the steps listed below <br />in alphabetical order: <br /> <br />Oral reprimand. <br /> <br />Written reprimand. A written reprimand shall state the <br />employee is being warned for misconduct; describe the <br />misconduct; describe past actions taken by the supervisor <br />to correct the problem; urge prompt correction or <br />improvement by the employee; include timetables and <br />goals for improvement when appropriate; and outline <br />future penalties should the problem continue. The <br />employee shall be given a copy of the reprimand and sign <br />the original acknowledging that the employee has <br />received the reprimand. The signature of the employee <br />does not mean that they agree with the reprimand. The <br />reprimand shall be placed in the city's file on the <br />employee but shall be removed from the file after one year <br />from the date of issuance if there has been no subsequent <br />reprimand and no other disciplinary action has been <br />instituted. <br /> <br />Suspension without pay. Prior to the suspension or as <br />soon thereafter as possible, the employee shall be notified <br />in writing of the reason for the suspension and its length. <br />Upon the employee's return to work, employee shall be <br />given a written statement outlining further disciplinary <br />actions should the misconduct continue. An employee <br /> <br /> <br />