Laserfiche WebLink
59 <br /> <br />City of Little Canada Personnel Policy <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 should the <br />individualized facts and circumstances support such action. Prior to termination, the City will <br />provide notice of its intended decision and will follow all applicable laws that afford due <br />process to an employee, including, if applicable, the granting of a pre-termination meeting upon <br />the employee’s request. A dismissed employee will be notified by the previous posting of a <br />summary of Minn. Stat. 181.931 to 181.935 or by furnishing the terminated employee a copy of <br />those statutes at termination to inform the employee of his or her right to make a written <br />request for the City's reasons for termination. If Once terminated, the City will follow all laws <br />regarding disclosure of information both to the employee as well as to the public. requested, the <br />City will provide reasons, in writing, within five working days. This notice will along with <br />reasons, contain a statement indicating that the employee may respond to the charges both <br />orally and in writing and may appear personally before the official having authority to make or <br />recommend the final decision. The notice will also contain a statement that the employee is <br />entitled to a hearing as provided within this section. If such a hearing is held, the dismissal <br />shall not become effective until after the hearing. <br /> <br />Other Disciplinary Actions <br /> <br />While this list is not meant to be exclusive and the City will determine all discipline based on <br />individual circumstances, below is a list of additional The following other disciplinary actions that may <br />be taken against any employee: <br /> <br />a. Involuntary demotion. <br /> <br />b. Forced transfer to a comparable position. <br /> <br />c. Withholding a salary increase or decreasing the employee's salary. Modification of <br />compensation. <br /> <br /> <br />Major Work Rule Offenses <br /> <br />An employee shall be subject to immediate disciplinary action, without warning, up to and including <br />discharge, for the violation of any of the following rules. The items below are not meant to be <br />exhaustive and additional items may also result in immediate termination. Discharge may result for <br />good cause other than those specified. <br /> <br />1. Incompetency and/or inefficiency in the performance of job duties. <br /> <br />2. Insubordination, which is the refusal to comply with the supervisor's instructions <br />unless such instructions are injurious to employee's safety or health, or are <br /> considered to be an unlawful act. <br /> <br />3. Immoral or indecent conduct while on duty. <br /> 4. Intentional falsification of personnel records, time reports or other City records or <br />reports. <br /> <br />5. Indulging in offensive conduct or using offensive language toward the public, or <br />in public, or toward City officials, supervisors, or other employees.