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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 />determines in accord with the Minnesota Human <br />Rights Act that alcohol or drug usage or abuse: <br />(1) prevents the job applicant from performing the <br />essential functions of the job in question; or (2) <br />constitutes a direct threat to property or the <br />safety of others; or (3) otherwise interferes with <br />a bona fide occupational qualification. <br /> <br />H. Accrued Leave. At the time of hire, the City Council <br />may grant a new employee up to 40 hours of accrued <br />vacation leave, accrued sick leave, or both, calculated <br />at one-half the rate given for time with the City, <br />based on months of related employment with another <br />employer. <br /> <br />I. Probationary Employees. <br /> <br />1. Probationary Period. All employees shall be <br />required to successfully complete a six-month <br />probationary period when they are first hired, <br />promoted, transferred, re-employed, or reinstated <br />to a position. This intensive review period shall <br />be utilized for observing the employee's work, for <br />securing the most effective adjustment of the <br />employee to a position, and for rejecting an <br />employee whose performance does not meet the <br />required work standards. <br /> <br />2. <br /> <br />Extension. The probationary <br />extended for an additional six <br />City Administrator's discretion. <br /> <br />period may be <br />(6) months at the <br /> <br />3. Discharge. The City Council may discharge an <br />employee at any time during the probationary <br />period if, in the City Council's opinion, the <br />employee is unable or unwilling to perform the <br />duties of the position satisfactorily or that the <br />employee's habits and dependability do not merit <br />continuance in the position. An employee so <br />discharged shall be notified in writing of the <br />reasons for the discharge and shall not have the <br />right to appeal unless the employee is a veteran, <br />in which case the statutory procedure shall be <br />followed. A regular employee undergoing probation <br />after being promoted or transferred, who is <br />discharged during the probationary period, may be <br />reinstated in the employee's previous position if <br />that position has not been filled and if, in the <br />City Council's opinion, the employee would be able <br /> <br />VII 1-4 <br />
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