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58 <br /> <br />City of Little Canada Personnel Policy <br /> <br /> SECTION 23 - DISCIPLINARY ACTION <br /> <br />General Policy <br /> <br />A municipal employee is the beneficiary of certain privileges and benefits which are set forth in this <br />policy. In exchange, the cityCity requires standards of conduct and behavior calculated to best ensure <br />good government for the citizens of Little Canada. <br /> <br />City employees shall be subject to disciplinary action for failing to fulfill their duties and <br />responsibilities, including observance of work rules adopted by the City Council and/or City <br />Administrator. It is the policy of the cityCity to administer disciplinary penalties without <br />discrimination. Disciplinary action shall be for just cause and the employee may demand a hearing or <br />use the grievance procedure of Section 23 with respect to any disciplinary action which he or she <br />believes is either unjust or disproportionate to the offense committed. The supervisor shall investigate <br />any allegation on which disciplinary action might be based before any disciplinary action is taken. <br /> <br />Disciplinary Action Steps <br /> <br />In most cases, disciplinary action against any employee shall be progressive and follow the steps listed <br />below in numerical order. However, when an infraction is severe enough in the judgment of the City <br />Administrator, any one or all of the first three actions may be omitted. <br /> <br />1. Oral reprimand. <br /> <br />2. Written reprimand. A written reprimand shall state that the employee is being warned for <br />misconduct; describe the misconduct; describe past actions taken by the supervisor to correct <br />the problem; urge prompt correction or improvement by the employee; include timetables and <br />goals for improvement when appropriate; and outline future penalties should the problem <br />continue. The employee shall be given a copy of the reprimand and sign the original <br />acknowledging that he or she has received the reprimand. The signature of the employee does <br />not mean that the employee agrees with the reprimand. The reprimand shall be placed in the <br />City's file on the employee. <br /> <br />3. Suspension without pay. Prior to the suspension or as soon thereafter as possible, the employee <br />shall be notified in writing of the reason for the suspension and its length. Upon the employee's <br />return to work, he or she shall be given a written statement outlining further disciplinary actions <br />should the misconduct continue. An employee may be suspended without pay pending <br />investigation of an allegation. A copy of each written statement shall be placed in the <br />employee's personal file, but if the suspension is for investigation and the allegation proves <br />false, the statement shall be removed and the employee shall receive any compensation to <br />which he or she would have been entitled had the suspension not taken place. <br /> <br />4. Dismissal. The City Administrator may dismiss any employee, but if the employee has <br />completed a probationary period, a dismissal shall be made only for just cause. A dismissed <br />employee will be notified by the previous posting of a summary of MN Minn. Stat. 181.931 to <br />181.935 or by furnishing the terminated employee a copy of those statutes at termination to <br />inform the employee of his or her right to make a written request for the City's reasons for <br />termination. If requested, the cityCity will provide reasons, in writing, within five working