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58 <br /> <br />City of Little Canada Personnel Policy <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 City 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 City to administer disciplinary penalties without discrimination. <br />Disciplinary action shall be for just cause and the employee may demand a hearing or use the <br />grievance procedure of Section 23 with respect to any disciplinary action which he or she believes is <br />either unjust or disproportionate to the offense committed. The supervisor shall investigate any <br />allegation on which disciplinary action might be based before any disciplinary action is taken. <br /> <br />An employee may be suspended with or without pay pending investigation of an allegation. If, after <br />completion of the investigation, allegation proves false, the employee shall receive any compensation <br />to which they would have been entitled had the suspension not taken place. All investigatory data will <br />be treated in accordance with the Minnesota Data Practices Act. <br /> <br />Disciplinary Action Steps <br /> <br />In most cases, dDisciplinary action against any employee shall be progressive will typically and follow <br />the steps listed below in numerical order. However, when an infraction is severe enough in the <br />judgment of the City Administrator based on the individual circumstances of an occurrence, the City <br />retains full discretion to omit or skip steps., 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 Employees shall be given a written statement outlining the reason for <br />the action and what further disciplinary actions may be taken should the misconduct continue. <br />An employee may be suspended without pay pending investigation of an allegation. A copy of <br />each written statement shall be placed in the employee's personal file, but if the suspension is <br />for investigation and the allegation proves false, the statement shall be removed and the <br />employee shall receive any compensation to which he or she would have been entitled had the <br />suspension not taken place. <br />