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b <br />c) <br />d <br />e) <br />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 <br />receipt of the reprimand. The signature of the employee does not necessarily <br />indicate agreement with the reprimand. If the employee refuses to sign the <br />original reprimand, such refusal will be noted on the reprimand. The reprimand <br />shall be placed in the employee's personnel file. <br />Suspension Without Pay: Before the suspension or as soon thereafter as <br />possible, the employee shall be notified in writing of the reason for the suspension <br />and its length. The employee shall sign the original suspension notice, <br />acknowledging receipt. The signature of the employee does not necessarily <br />indicate agreement with the suspension. If the employee refuses to sign the <br />suspension notice, such refusal will be noted on the notice. A copy of each written <br />statement shall be placed in the employee's personnel file. <br />Demotion: The City may demote an employee as it deems necessary to address <br />disciplinary concerns, performance problems, or other factors related to meeting <br />public service needs. A demotion results in a reduction in pay, classification, or <br />duties. <br />Termination: The City may terminate an employee at any time, for any lawful <br />reason or no reason at all. All employees will be notified in writing of the reason <br />for the termination. The employee shall sign the original dismissal notice, <br />acknowledging receipt. If the employee refuses to sign, such refusal will be noted <br />on the dismissal notice. The signature of the employee does not mean agreement <br />with the dismissal. For employees subject to the Minnesota Veterans' Preference <br />Act, the City will provide written notice of the charges against the employee and <br />follow all other provisions of Minnesota Statutes, Section 197.46, as amended. <br />In cases 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 <br />of 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 following <br />the hearing. The Council's decision is final. <br />If the Council overturns the disciplinary decision, the employee will be reinstated to the <br />employee's 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 />631Page <br />