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2004-10-13 WW & CC Meeting
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2004-10-13 WW & CC Meeting
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<br />4.8 Union Representation <br /> <br />Labor Relations Act: Relations between the City and its organized Employees are <br />guided by the Public Employment Labor Relations Act (PELRA) of 1971, as <br />amended. A copy will be made available for Employees upon request. Joining a <br />union is not required for employment. However, under the Act, the Union may <br />require individuals in a represented bargaining unit who are not members of the <br />Union fioflllle-nmen to contribute a "fair share fee." <br /> <br />4.9 Probationary Appointments <br /> <br />Purpose: The probationary period is an integral part of the selection process and <br />shall be utilized for observing an Employee's work and for training the Employee in <br />the work expectations, for assessing the Employee's abilities, skills, and interest, and <br />for rejecting any Employee whose performance does not meet the required work <br />standards. The first six (6) months of employment shall be considered an <br />Employee's probationary period. <br /> <br />Duration: Probationary periods apply to new hires, transfers, promotions and <br />rehires. The Council, under special circumstances, may extend the probationary <br />period up to a maximum of six (6) additional months. <br /> <br />Termination during Probationary Appointment: The City Council, or the City <br />Administrator with approval of the City Council, may tenninate an Employee <br />anytime, for any reason, during that Employee's probationary period. The Employee <br />so terminated shall be notified in writing of the reasons for the termination and shall <br />not have the right to appeal unless he or she is a veteran, in which case the procedure <br />prescribed in Minnesota Statute ~197.46 shall be followed. Vereraas, as defined by <br />Ia~, shill be released frBm emplaymefit Mth the Crt, Bury after a determinatiBfi <br />thf''''gh a faif hearing fBr ineBtnpereaee Br tn1se8aa.,et. Nothing in this Personnel <br />Policy shall be construed to imply that after completion of the probationary period, <br />an Employee has any vested interest or property right of City employment. <br /> <br />Demotion: Employees terminated during a probationary period from a position to <br />which they were transferred or promoted may be reinstated to a position in the class <br />from which they were transferred or promoted, upon approval of the appointing <br />authotity. If a position in that class is not open, the Employee may be placed on <br />leave of absence without pay until such time as an appropriate position is available. <br /> <br />Completion of Probation Period: A performance evaluation will be completed <br />and reviewed with the Employee before the end of the probationary period. The <br />City Administrator will notify the Council as to whether the Employee's <br />performance has been satisfactory or not, and whether the employment relationship <br />should be continued. <br /> <br />City Administrator: In the case of the City Administrator, the Council will evaluate <br />the Employee and determine whether or not to continue the employment <br /> <br />9 <br />
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