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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.Compliance with work rules and policies are essential functions of all city positions; <br /> deficiencies in these areas will be addressed through the discipline process listed below. <br /> It is the policy of the City to administer disciplinary penalties without discrimination. Except for <br /> probationary employees and as expressly described in this Policy,employees may use the <br /> 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 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 /> 661Page <br />