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4-7 Employment of Minors Employment of minors will be limited to the ages and conditions as provided by the federal Fair Labor Standards Act (FLSA) and, where more restrictive, State Child Labor Legislation. 4.8 Union Representation Relations between the City and its employees are guided by the Public Employment Labor Relations Act of 1971, as amended. A copy will be made available for employees upon request. Joining a union is not required for employment. However, under the Act, the union may require non members to contribute a "fair share fee" for services rendered. The fair share fee is amount equal to the amount of regular dues less the cost of benefits of financed through the dues and available only to members of the union. In no case shall the fee exceed eighty-five (85) percent of the regular dues in accordance with law. 4-9 Probationary Appointments Subd. 1. Purpose The probationary period is an integral part of the selection process and shall be utilized for observing an employee's work and for training the employee in the work expectations, for assessing the employee's abilities, skills, 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. Subd. 2. Duration Probationary periods apply to new hires, transfers, promotions and rehires. The Council under special circumstances may extend the probationary period up to a maximum of six (6) additional months. Subd. 3. Termination During the Probationary Appointment The City Council, or the City Administrator with approval of the City Council, may terminate a probationary employee anytime during that employee's probationary period. The employee so terminated shall be notified in writing of the reasons for the termination and shall 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. Veterans as defined by law shall only be released from employment with the City only after a determination through a fair hearing for incompetence or misconduct. 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. 8