2009-12-09 CC Packet - Laserfiche WebLink

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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 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. Nothing in this Personnel Policy shall be construed to imply that after completion of the probationary period, an Employee has any vested interest or property right of City employment. Demotion: 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 but not to exceed twelve (12) months. 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 employment relationship. The evaluation of the City Administrator shall be in writing on a performance review form. Notification: If the notification indicates the Employee has successfully completed the probationary period and employment will be continued, the Employee will become a regular Employee within the meaning of this policy. The Employee's length of service will be computed from the date of hire for the purpose of calculating the term of probationary period. 4.10 Background Investigation Upon the request of the City Administrator, the police department shall provide certain criminal history data contained in the Minnesota Criminal Justice Information System. The data to be provided must only be about finalists for City positions of employment The City Administrator must obtain the consent of the finalists before requesting the data, but an applicant's failure to provide consent may disqualify the applicant from the prospective position. 5. EMPLOYMENT STATUS CHANGES 5.1 Reclassification General: A recommendation for an Employee to receive a reclassification will be made on the basis of the job's content, resulting from significant changes in the kind, Page 9 of 51 Adopted XXX, 2009 57