4.7 SR 12-18-2023 - Laserfiche WebLink

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Dismissal The cit�� administrator, with the approval of the Cit�- Council, may dismiss an employee for substandard work performance, serious misconduct, or behavior not in keeping with city standards. If the disciplinary action involves the remo�Tal of a qualified veteran, who has completed his/her initial probationary period, the appropriate hearing notice will be provided, and all rights will be afforded the veteran in accordance with Minnesota law. While the city strives for consistency, the level of discipline taken in any given case does not establish a precedent for future similar circumstances. This policy does not change the fact that city employment is at-will, meaning an employee and the city have the right to terminate employment at any time and for any reason, with or without cause or notice. Grievance Procedure Any dispute between an employee and the city relative to the application, meaning, or interpretation of personnel policies will be settled in the following manner: Step I- The employee must present a grievance in writing, stating the nature, the facts in which it is based, the provision(s) of the personnel policy allegedly violated, and the remedy requested, to the immediate supervisor within twelve (12) days after the alleged violation or dispute has occurred. The immediate supervisor will respond to the employee in writing within seven (7) calendar days. SteP 2- If the grievance is not settled in accordance with Step 1, it must be presented in writing, stating the nature of the grievance, the facts in which it is based, the provision(s) of the personnel policy allegedly violated and the remedy requested, to the department director within seven (7) days after the due date of the supen=isor's response. The department director will respond to the employee in writing within seven (7) calendar day s. Step 3- If the grievance is not settled in accordance with Step 2, it must be presented in writing, stating the nature of the grievance, the facts in which it is based, the provision(s) of the personnel policy allegedly violated and the remedy requested, to the city administrator within seven (7) days after the due date of the department director's response. The city administrator or his/her designee will respond to the employee in writing within seven (7) calendar days. The decision of the city administrator is final for all disputes with e�ception of those specific components in a performance evaluation subject to a challenge through the Department of Administration. Waiver - If a grie�=ance is not presented within the time limits set forth above, it will be considered "wai�=ed." A grievance not appealed to the next step in the specified time limit or any agreed extension thereof will be considered settled based on the cit�-'s last answer. If the cit�r does not answer a grievance or an appeal within the specified time limits, the employee may elect to treat the grievance as denied at that step and immediately appeal the grievance to the ne�t step. The time limit in each step may be extended by mutual agreement of the city and employee without prejudice to either party. The following actions are not grievable: ■ ��hile certain components of a performance evaluation, such as disputed facts reported to be incomplete or inaccurate are challengeable, other performance evaluation data, inclucling subjective assessments, are not. ■ Pay increases or lack thereof. The above list is not meant to be all inclusive or e�austive. Page 46�66