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reporting date specified by the employer unless other arrangements have been agreed to <br /> by the employer in writing. <br /> b. It shall be the responsibility of the employee to keep the Human Resources Division <br /> advised of their current mailing address. <br /> 10.2 Duration of recall lists. An employee shall remain on the appropriate recall list for a period <br /> not to exceed two (2) calendar years from the date the layoff occurred. An employee who <br /> has been laid off may be re-employed without examination in a vacant position of the same <br /> class. <br /> 10.3 Removal from recall lists. Employees shall be removed from all recall lists for any of the <br /> following: <br /> a. Recalled to a position in the employment status from which the employee was laid off <br /> b. Failure to accept recall to a position in the employment status from which the employee <br /> was laid off <br /> c. Appointment to a regular status position in a class that is equal to or higher than the one <br /> from which the employee was laid off <br /> d. Refusal or failure to accept recall for a position for which the employee on layoff is <br /> qualified. <br /> e. Resignation, retirement or termination from city employment. <br /> ARTICLE 11 —DISCIPLINE <br /> For the purpose of this article, an employee shall be any employee having successfully completed <br /> the employee's probationary period. <br /> 11.1 The employer will discipline employees only for just cause. Discipline will be in one or <br /> more of the following forms: The employer retains the right to take any disciplinary action <br /> deemed appropriate based upon the nature and severity of the infraction(s) and the <br /> conditions surrounding the incident. The employer retains the sole discretion to determine <br /> what behavior warrants disciplinary action and which action will be imposed. Disciplinary <br /> actions include, but are not limited to: <br /> • Oral reprimand; <br /> • Written reprimand; <br /> • Suspension; <br /> • Demotion; or <br /> • Discharge <br /> 11.2 Suspensions, demotions and discharges will be in written form. <br /> 11.3 Written reprimands, notices of suspension, and notices of discharge which are to become <br /> part of an employee's personnel file shall be read and acknowledged by signature of the <br /> employee. Employees and the union will receive a copy of such reprimands and/or notices. <br /> 11.4 Employees may examine their own personnel files in accordance with the Minnesota <br /> Government Data Practices Act. <br /> 7 <br />