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SECTION 8 DISCIPLINE / GRIEVANCE PROCEDURES <br />8.1 Discipline <br />City employees are 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 under the personnel policy concerning any disciplinary action. To the extent <br />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 interpreted 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 <br />relevant factors, including but not limited to the seriousness and frequency of misconduct and the <br />employee's disciplinary history. <br />Discipline may be in one or more of the following forms, although the City of Ramsey reserves <br />the 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 <br />for minor violations or incidents. The Department Head must maintain a record of <br />each verbal reprimand. A verbal reprimand may not be appealed or submitted <br />through the 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 <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 />c) 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 />63 <br />