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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 Department 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 maybe 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 /> 52 age <br />