Agenda - Council Work Session - 11/25/2025

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acknowledging receipt. The signature of the employee does not necessarily indicate agreement with the suspension. If the employee refuses to sign the suspension notice, such refusal will be noted on the notice. A copy of each written statement shall be placed in the employee's personnel file. d) Demotion: The City may demote an employee as it deems necessary to address disciplinary concerns, performance problems, or other factors related to meeting public service needs. A demotion results in a reduction in pay, classification, or duties. e) Termination: The City may terminate an employee at any time, for any lawful reason or no reason at all. All employees will be notified in writing of the reason for the termination. The employee shall sign the original dismissal notice, acknowledging receipt. If the employee refuses to sign, such refusal will be noted on the dismissal notice. The signature of the employee does not mean agreement with the dismissal. For employees subject to the Minnesota Veterans' Preference Act, the City will provide written notice of the charges against the employee and follow all other provisions of Minnesota Statutes, Section 197.46, as amended. In cases of suspension, demotion or termination, the employee shall be granted a hearing before the City Council if the employee submits a written request for such a hearing to the City Council within five (5) working days of notification of the action taken. At its sole discretion, the Council may hold the hearing at its next regularly scheduled meeting or any date within thirty (30) days of such meeting. The City Council has the sole discretion to conduct the hearing or to appoint a subcommittee to conduct the hearing. If the Council appoints a subcommittee, the subcommittee shall make its recommendation to the Council at the next regularly scheduled meeting following the hearing. The Council's decision is final. If the Council overturns the disciplinary decision, the employee will be reinstated to the employee's position with back pay. For purposes of the Minnesota Government Data Practices Act, the initial disciplinary decision constitutes the final disposition of a disciplinary matter unless the employee files a timely appeal with the City Council. In such cases, the Council's decision constitutes the final disposition. Employment at the City of Ramsey may be terminated at the will of either the employee or the City, at any time, and for any lawful reason or no reason at all. 8.2 Grievance Procedure It is the policy of the City, whenever possible, to prevent the occurrence of grievances and to deal promptly with those that occur. For purposes of this policy, a grievance is defined as a dispute or disagreement as to the interpretation or application of this personnel policy. 64