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<br />4-7 Employment of Minors <br /> <br />Employment of minors will be limited to the ages and conditions as provided by <br />the federal Fair Labor Standards Act (FLSA) and, where more restrictive, State <br />Child Labor Legislation. <br /> <br />4.8 Union Representation <br /> <br />Relations between the City and its employees are guided by the Public <br />Employment Labor Relations Act of 1971, as amended. A copy will be made <br />available for employees upon request. Joining a union is not required for <br />employment. However, under the Act, the union may require non members to <br />contribute a "fair share fee" for services rendered. The fair share fee is amount <br />equal to the amount of regular dues less the cost of benefits of financed through <br />the dues and available only to members of the union. In no case shall the fee <br />exceed eighty-five (85) percent of the regular dues in accordance with law. <br /> <br />4-9 Probationary Appointments <br /> <br />Subd. 1. Purpose <br />The probationary period is an integral part of the selection process and shall be <br />utilized for observing an employee's work and for training the employee in the <br />work expectations, for assessing the employee's abilities, skills, and interest, and <br />for rejecting any employee whose performance does not meet the required work <br />standards. The first six (6) months of employment shall be considered an <br />employee's probationary period. <br /> <br />Subd. 2. Duration <br />Probationary periods apply to new hires, transfers, promotions and rehires. <br />The Council under special circumstances may extend the probationary period up <br />to a maximum of six (6) additional months. <br /> <br />Subd. 3. Termination During the Probationary Appointment <br />The City Council, or the City Administrator with approval of the City Council, may <br />terminate a probationary employee anytime during that employee's probationary <br />period. The employee so terminated shall be notified in writing of the reasons for <br />the termination and shall not have the right to appeal unless he or she is a <br />veteran, in which case the procedure prescribed in Minnesota Statute 197.46 <br />shall be followed. Veterans as defined by law shall only be released from <br />employment with the City only after a determination through a fair hearing for <br />incompetence or misconduct. Nothing in this Personnel Policy shall be <br />construed to imply that after completion of the probationary period, an employee <br />has any vested interest or property right of City employment. <br /> <br />8 <br />
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