2004-07-28 WS & CC Meeting - Laserfiche WebLink

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T 4.8 Union Representation Labor Relations Act: Relations betwe= the City and its organized Employees are guided by the Public Employment Labor Relations Act (pELRA) of 1971, as am=ded. 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 individuals in a repres=ted barg}'in;ng unit who are not members of the Union non ",,,,,,13ers to contribute a "fair share fee." 4.9 Probationary Appointments Putpose: The probationary period is an integral part of the selection process and shall be utilized for observing an Employee's work and for training the Employee in the work expectations, for assessing the Employee's abilities, skills, and interest, and for rejecting any Employee whose performance does not meet the required work standards. The first six (6) months of employment shall be considered an Employee's probationary period. Duration: Probationary periods apply to new hires, transfers, promotions and rehires. The Council, under special circumstances, may ext=d the probationary period up to a maximum of six (6) additional months. Termination during Probationary Appointment: The City Council, or the City Administrator with approval of the City Council, may terminate an Employee anytime, for any reason, during that Employee's probationary period. The Employee so terminated shall be notified in writing of the reasons for the tp1"min.tion 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. Vet-e1'llfts, as defined by law, shall he relea3ea [ram cmpl"Y"'eftt with the City eBly after a detere>inaaofl tl:d'6"l!;h a fMf he~ fer ifteempet=ee f>l'mise"ft8.uet. Nothing in this Personnel Policy shall be construed to in3ply that after completion of the probationary period, an Employee has any vested interest or property right of City employment. Demotion: Employees tcrminated 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 tin3e as an appropriate position is available. Completion of Probation Period: A performance evaluation will be completed and reviewed with the Employee before the end of the probationary period. The City Administrator will notify the Council as to whether the Employee's performance has been satisfactory or not, and whether the employment relationship should be continued. City Administrator: In the case of the City Administrator, the Council will evaluate the Employee and determine whether or not to continue the employm=t 9