Laserfiche WebLink
d. Demotion. The City may 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 may terminate an employee at any time, for any lawful reason <br /> or no reason at all. All employees will be notified in writing of the reason for the <br /> termination. The employee shall sign the original dismissal notice acknowledging <br /> that he/she has received the notice. If the employee refuses to sign, such refusal will <br /> be noted on the dismissal notice. The signature of the employee does not mean that <br /> he/she agrees with the dismissal. For employees subject to the Minnesota Veterans' <br /> Preference Act, the City will provide written notice of the charges against the <br /> employee and follow all other provisions of Minnesota Statutes, Section 197.46, as <br /> amended. <br /> In any case of suspension, demotion or termination, the employee shall be granted a hearing before <br /> the City Council if the employee submits a written request for such a hearing to the City Council <br /> within five (5) working days of notification of the action taken. At its sole discretion, the Council <br /> may hold the hearing at its next regularly scheduled meeting or any date within thirty (30) days of <br /> such meeting. The City Council has the sole discretion to conduct the hearing or to appoint a <br /> subcommittee to conduct the hearing. If the Council appoints a subcommittee, the subcommittee <br /> shall make its recommendation to the Council at the next regularly scheduled meeting of the <br /> Council following the hearing. The Council's decision is final. In the event the Council overturns <br /> the disciplinary decision pursuant to this provision, the employee will be reinstated to his/her <br /> position with back pay. <br /> For purposes of the Minnesota Government Data Practices Act, the initial disciplinary decision <br /> constitutes the final disposition of a disciplinary matter, unless the employee files a timely appeal <br /> with the City Council. In such cases, the Council's decision constitutes the final disposition. <br /> Employment at the city of Ramsey may be terminated at the will of either the employee or the <br /> City, at any time, and for any lawful reason or no reason at all. <br /> 8.2 Grievance Procedure <br /> It is the policy of the City, whenever possible, to prevent the occurrence of grievances and to deal <br /> promptly with those that occur. For purposes of this policy, a grievance is defined as a dispute or <br /> disagreement as to the interpretation or application of this personnel policy. <br /> Employees shall have the right to present grievances either individually or as a group. Grievances <br /> shall be presented to the City Administrator, in writing, within five (5) calendar days of the <br /> occurrence of the alleged grievance. <br /> The City Administrator shall respond to an employee's grievance within fourteen (14) calendar <br /> days after receiving the alleged grievance. The decision of the City Administrator is final, except <br /> that when the City Administrator is directly involved in the facts giving rise to the grievance, <br /> appeal may be made to the City Council for final decision within fourteen (14) calendar days of the <br /> City Administrator's decision. In such an appeal, the City Council's decision is final. In the event <br /> that the City Administrator does not respond to the grievance within fourteen (14) calendar days of <br /> 531Page <br />