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City of Arden Hills Personnel Policy Effective February 29,20156 <br />Written Reprimand <br />written reprimand is more serious and may follow an oral reprimand when the problem <br />is not corrected or the behavior has not consistendy improved in a reasonable period of <br />time Serious infractions may require skipping either the oral or written reprimand.o <br />both Written reprimands are issued by the supervisor with prior approval from the eCity <br />aAdministrator. <br />A written reprimand will (1) state what did happen; (2) state what should have happened; <br />3)identify the policy,directive or performance expectation that was not followed;(4) <br />provide history,if any,on the issue,• (5) state goals including timetables and expectations <br />for the future,• and (6)indicate consequences of recurrence. <br />Employees will be given a copy of the reprimand to sign acknowledging its receipt. <br />Employees'signatures do not mean the employee agrees xvith the reprimand.Written <br />reprimands will be placed in the employee's personnel file. <br />Suspension With or Without Pay <br />The City administrator may suspend an employee without pay for disciplinary reasons. <br />Suspension without pay may be followed with immediate dismissal as deemed appropriate <br />by the City Council except in the case of veterans Qualified veterans will not be <br />suspended without pay in conjunction with a termination. <br />The employee will be notified in writing of the reason for the suspension either prior to <br />the suspension or shortly thereafter copy of the letter of suspension will be placed to <br />the employee's personnel file. <br />An employee may be suspended or placed on involuntary leave of absence pending an <br />investigation of an allegation involving that employee.The leave may be with or without <br />May depending on a number of factors including the nature of the allegations. If the <br />allegation is proven false after the investigation. the relevant written documents will be <br />removed from the employee's personnel file and the employee will receive any <br />compensation and benefits due had the suspension not taken place. <br />Demotion and/or Transfer <br />fin employee maybe demoted or transferred if attempts at resolving an issue have failed <br />and the City administrator determines a demotion or transfer to be the best solution to <br />the problem The employee must be quahfied for the position to which they.are being <br />demoted or transferred The City Council must approve this action. <br />Salary <br />An employee's salaryincrease may be withheld or the salary may be decreased due to <br />performance deficiencies. <br />84