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15 <br /> <br />statement of the reason for the demotion. The written statement will be furnished to the <br />employee prior to the effective date of the demotion. An employee who is demoted shall <br />not be required to serve a probationary period in the position in which the employee is <br />being demoted. <br />A regular employee who is demoted for disciplinary reasons may appeal the demotion <br />through Section 3.10 of this policy. <br />5. Paid Administrative Leave. Paid administrative leave is granted in conjunction with an <br />ongoing investigation or any time the City Administrator feels it is in the best interest of <br />employees and the public to remove an employee from active duty. <br />6. Discharge. The City Administrator may discharge a non-probationary employee for just <br />cause only, subject to City Council approval. A discharged employee will be notified at <br />termination that he/she has a right to make a written request for reason of dismissal. If <br />requested, the City will provide reasons, in writing, within five work days. This notice will <br />include rights contained in the veterans’ preference law, if applicable, a statement <br />indicating that the employee may respond to the charges both orally and in writing, and <br />that he/she may appear personally before the City Council. <br /> <br />3.10 Grievance Procedures <br />The procedure established herein will be followed by an employee in presenting a grievance to <br />the City. Failure to follow the steps within the stated time limits may result in a denial of the <br />grievance on procedural grounds. <br />Steps <br />1. An employee claiming a violation concerning the interpretation or application of a City <br />policy shall, within 21 calendar days after such alleged violation has occurred, present the <br />grievance in writing to the employee's immediate supervisor. Such written grievance shall <br />set forth the nature of the grievance, the facts on which it is based, the provisions of the <br />policy allegedly violated, and identify the remedy requested. A grievance not resolved in <br />Step 1 shall be appealed to Step 2 within 15 calendar days after the supervisor's response <br />in Step 1. Any grievance not appealed in writing to Step 2 by the employee within 15 <br />calendar days shall be considered waived. <br />2. A grievance unresolved in Step 1 and appealed to Step 2 shall be submitted in writing to <br />the City Administrator within 15 days. The City Administrator will give an answer to Step <br />2 within 15 calendar days after receipt. The written response of the City Administrator <br />shall constitute the City's final response to the employee’s grievance. <br />3. If the grievance is not resolved in Step 2, and if the grievance relates to the interpretation <br />of the City's Personnel Policy, the employee may appeal the grievance in writing to the <br />City Council within 15 calendar days of receipt of the City Administrator's response in Step <br />2. Any grievance not appealed in writing to Step 3 within 15 calendar days shall be <br />considered resolved. If appealed to the City Council, the Council may establish a date for <br />hearing the employee's grievance. Following determination by the City Council, a written <br />57