2004-12-20 CC Packet - Laserfiche WebLink

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4.8 Union Representation Labor Relations 'Act: Relations between the City and its organized Employees are guided by the Public Employment Labor Relations Act (pELRA) of 1971, as amended. A copy wiIl"be made available for Enlployees upon request. Joining a union is not required for employment.' However, under the Act, the Union may require individllg1~ in a rq>resented M.~inillg unit who are not mP.fnhers of the Union BOB mem6em to contribute a "fiW: share fee." 4.9 Probationary Appointments Purpose: The probationary period is an integral part of the selection process and sIiaD. be utilized for obsetv.ing an Employee's work and for tNIining the Employee in the work expectations, for assessing the Employee's abilities, sJPlls, and interest, and for rejecting any Employee whose performance does not meet the required work standards. The first six (6) months of employment shall be considered an Employee's probationary period. Duration: Probationaty' periods apply to new hires, transfers, promotions and rehires. The Council, under special circumstances, may extend the probationaty period up to a mn-im:um of six (6) additional months. Term1ftAtion during Probationaty Appointment: The City Council, or the City Administrator with approval of the City Council, may tenninSlte, an Employee anytime, for any reason, during that Employee's probationaty period. The Employee so tenningted shall be notified in writing of the reasons for the tenninSltion and shaD. not have the right to appeal unless he or she is a veteran, in which case the procedure prescribed in Minnesota Statute ~197.46 shall be followed. Yeterafts, as tlem1eti oy law, shall be released frem emplaYmeflt with the City oa.ly after a aetenRt'AJltleB t:Meugft a {aU: Beariftg fel ifloompcteflee 6l1Diseeaduet. Nothing in this Personnel Policy shall be construed to imply that after completion of the probationary period, an Employee has any vested interest or property right of City employment. Demotion: Employees tenningted during a probatioDaty period from a position to which they were transferred or promoted may be reinstated to a position in the class from which. they were twisferred or promoted, upon approval of the appointing authority. H a position in that class is not open, the Employee may be placed on leave of absence without pay until such time as an appropriate position is available. Completion of Probation Period: A performance evall:~ation will be completed and reviewed with the Employee before the end of the probationaty period. The City Administrator will notify the Council as to whether the Employee's performance has been satisfactory or not, and wnether the employment rdationship should be continued.' , . City Admift1Qttator: In the case of the City Administrator, the Council will evaluate the Employee and determine whether or not to continue the employment 9