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each written statement shall be placed in the employee's <br />personal file, but if the suspension is for investigation <br />and the allegation proves false, the statement shall be <br />removed and the employee shall receive any compensation to <br />which he or she would have been entitled had the suspension <br />not taken place. <br />4. Dismissal. The City Administrator may dismiss any employee, <br />but if the employee has completed a probationary period, a <br />dismissal shall be made only for just cause. A dismissed <br />employee will be notified by the previous posting of a <br />summary of MN Stat. 181.931 to 181.935 or by furnishing the <br />terminated employee a copy of those statutes at termination <br />to inform the employee of his or her right to make a written <br />request for the City's reasons for termination. If <br />requested, the City will provide reasons, in writing, within <br />five working days. This notice will along with reasons, <br />contain a statement indicating that the employee may respond <br />to the charges both orally and in writing and may appear <br />personally before the official having authority to make or <br />recommend the final decision. The notice will also contain <br />a statement that the employee is entitled to a hearing on <br />request under Subdivision 5 of this section. If such a <br />hearing is held, the dismissal shall not become effective <br />until after the hearing. <br />Other Disciplinary Actions <br />The following other disciplinary actions may be taken against any <br />employee: <br />a. Involuntary demotion. <br />b. Forced transfer to a comparable position. <br />c. Withholding a salary increase or decreasing the <br />employee's salary. <br />Hearing <br />In any case of suspension, dismissal, or demotion, the employee <br />shall be granted a hearing upon written request for such a <br />hearing made to the City Administrator within five working days <br />of notification of the action taken. The hearing shall be before <br />the Council. The hearing shall be held within 10 working days <br />from the date the request is filed unless the City and the <br />employee agree on a later date. <br />If after the hearing, the hearing body finds that the charges are <br />sustained, the dismissal, suspension, or demotion shall be final <br />in the absence of court action. If the body finds that the <br />charges are not sustained, the employee, if he or she has not <br />35 <br />Page 67 <br />