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<br />committed. The supervisor will investigate any allegation on which disciplinary action <br />might be based before any disciplinary action is taken. <br /> <br />17.2 Disciplinary Steps <br /> <br />A. The City of Blue Earth will normally use progressive discipline. There may be <br />circumstances that warrant deviation from the suggested order where progressive <br />discipline is not appropriate. The normal process is as follows: <br /> <br />1. Oral warning. <br /> <br />2. Written warning. A written warning from the City Administrator shall <br />state the reason for the warning along with a description ofthe <br />events/problems that led to the warning. It shall describe actions taken by <br />the supervisor to correct the problem, if applicable, including any <br />timetables or goals set for improvement. It will indicate future <br />disciplinary action that could result if the problem continues or related <br />problems occur. The warning will be given to the employee to sign <br />acknowledging that he/she has received the warning, with a copy to keep. <br />A copy will also be placed in the employee's personnel file. <br /> <br />3. Suspension without pav. The City Administrator and/or City Council will <br />be the authority to undertake the following process. The employee will be <br />notified in writing of the reason for the suspension either prior to the <br />suspension or shortly thereafter. Upon the employee's return to work, the <br />employee will be given a written statement outlining further disciplinary <br />action should the problem continue or reoccur. A copy of the written <br />document shall be placed in the employee's personnel file. <br /> <br />4. Dismissal. The Council may dismiss any employee by a majority vote. <br />This dismissal notice shall be in writing and shall contain the reason for <br />dismissal. <br /> <br />B. Employees should be advised of the City's expectations including specific <br />performance expectations associated with their individual position, general expectations <br />for all employees in the department and City, policies, procedures and standards of <br />performance. <br /> <br />C. Oral warnings should normally be given for first infractions to clarify expectations <br />and put the employee on notice that the performance or behavior needs to change, and <br />what the change must be. <br /> <br />D. Written warnings are more serious and normally follow oral warnings when the <br />problem is not corrected or the behavior is not consistently improved given a reasonable <br />