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2002-09-16 CC WS Packet
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2002-09-16 CC WS Packet
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<br />employee of the resolution of the grievance. <br />The decision made by the person in the next <br />higher administrative position on the appeal <br />shall be final. If the g:devance relates to <br />sexual harassment, the procedure set forth in <br />the sexual harassment section shall control. <br /> <br />B. Disciplinary Policy. <br /> <br />1. In General. City employees shall be subject to <br />disciplinary action for failing to fulfill their <br />duties and responsibilities. It is the policy of <br />the City to administer disciplinary penalties <br />without discrimination. The employee's department <br />head or the City Administrator shall handle all <br />disciplinary actions short of dismissal. <br /> <br />2. Temporary and Probationary Employees. The <br />supervisor of a temporary or probationary employee <br />shall investigate any allegation regarding that <br />employee on which disciplinary action might be <br />based before any disciplinary action is taken. <br />Progressive discipline is not required for <br />temporary and probationary employees. Subj ect to <br />state law on veterans' preference, and subject to <br />Minn. Stat. Sec. 181.931 et seq., a temporary or <br />probationary employee may be discharged from the <br />City's service by the City Council for any or no <br />reason. <br /> <br />3. All Other Employees. Every disciplinary action <br />against an employee other than a temporary or <br />probationary employee shall be for just cause, and <br />the employee may demand a hearing or use the <br />grievance procedure above with respect to any <br />disciplinary action, which the employee believes <br />is either unjust or disproportionate to the <br />offense committed. The department head shall <br />investigate any allegation regarding the employee <br />on which disciplinary action might be based before <br />any disciplinary action is taken. <br /> <br />Discipline of employees other than temporary and <br />probationary employees will be based, where <br />possible, on the nature and severity of the <br />infraction and conditions surrounding the <br />incident. Discipline may include oral reprimand, <br />written reprimand, suspension with or without pay, <br />involuntary demotion, forced transfer to a <br />comparable position, withholding a salary <br />VII - 2 <br />
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