2002-09-16 CC WS Packet - Laserfiche WebLink

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4.7 Union Representation Relations between the City and its employees are guided by the Public Employment Labor Relations Act of1971, 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 ofregular 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. Article 5 Probationary Period 5.1 Purpose The probationary period is an integral part of the selection process and shall be utilized for observing the employee's work and for training the employee in the work expectations. Probationary periods shall be no longer than six months (1,040 hours). 5.2 Termination During the Probationary Period The City Council, or the City Administrator with approval of the City Council, may terminate a probationary employee anytime during the 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 for incompetence or misconduct shown after a hearing. 5.3 Application Probationary periods apply to new hires, transfers, promotions and rehires. Employees terminated during a probationary period from a position to which they were transferred or promoted may be reinstated to a position in the class from which they were transferred or promoted, upon approval of the appointing authority. If 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. 5.4 Completion An employee who has completed the probationary period and who has not received, before the completion of that period, a written notice from the Administrator or City Council that his or her services are terminated shall be considered to have successfully completed the probationary period and attained the status of a regular employee. Once the final decision is made on the continuation of a probationary employee, the employee shall be credited with seniority dating from the first day of continuous employment with the City. The City Administrator shall maintain a seniority list. When all other