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<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 Probationaty Appointment: The City Council, or the City <br />Administrator with approval of the City Council, may terttlinate an Employee <br />anytime, for any reason, during that Employee's probationary period. The Employee <br />so terttlinated 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. Veterans, as defined by <br />law, shall be released from employment with the City only after a determination <br />through a fair hearing for incompetence or misconduct. 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 />authority. 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-rev;ewedWfth ilie-Etrip]oyeeoeTorethe end ofilie proDationary 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 />sbould be continued. <br /> <br />City Administrator: In the case of the City Administrator, the Council will evaluate <br />the Employee and deterttline whether or not to continue the employment <br />relationship. The evaluation of the City Administrator shall be in writing on a <br />performance review form. <br /> <br />Notification: If the notification indicates the Employee has successfully completed <br />the probationary period and employment will be continued, the Employee will <br />become a regular Employee within the meaning of this policy. The Employee's <br />length of service will be computed from the date of hire for the purpose of <br />calculating the term of probationary period. <br /> <br />4.10 Background Investigation <br /> <br />Upon the request of the City Administrator, the police department shall provide <br />certain criminal history data contained in the Minnesota Criminal Justice Information <br />System. The data to be provided must only be about finalists for City positions of <br />employment. The City Administrator must obtain the consent of the finalists before <br />requesting the data, but an applicant's failure to provide consent may disqualify the <br />applicant from the prospective position. <br /> <br />9 <br />