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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 has <br />been laid off may be re-employed without examination in a vacant position of the same 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 the <br />employee’s probationary period. <br />11.1 The employer will discipline employees only for just cause. Discipline will be in one or more <br />of the following forms: The employer retains the right to take any disciplinary action deemed <br />appropriate based upon the nature and severity of the infraction(s) and the conditions <br />surrounding the incident. The employer retains the sole discretion to determine what behavior <br />warrants disciplinary action and which action will be imposed. Disciplinary actions include, <br />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 part <br />of an employee’s personnel file shall be read and acknowledged by signature of the employee. <br />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 />11.5 Employees will not be questioned concerning an investigation of disciplinary action unless <br />the employee has been given an opportunity to have a union representative present at such <br />questioning. <br /> <br />7 <br /> <br />