05/07/2012 Council Packet - Laserfiche WebLink

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furnished to the employee prior to the effective date of the demotion. An employee who is demoted shall not be required to serve a probationary period in the position in which the employee is being demoted. A regular employee who is demoted for disciplinary reasons may appeal the demotion through Section 3.10 of this policy. 5. Paid Administrative Leave. Paid administrative leave is granted in conjunction with an ongoing investigation or any time the City Administrator feels it is in the best interest of employees or members of the public to remove an employee from active duty. 6. Discharge. The City Administrator may discharge a non - probationary employee for just cause only, subject to City Council approval. A discharged employee will be notified at termination that he /she has a right to make a written request for the city's reasons for dismissal. If requested, the City will provide reasons, in writing, within five work days. This notice will provide, along with reasons in writing, rights contained in the veterans' preference law if applicable, a statement indicating that the employee may respond to the charges both orally and in writing, and that he /she may appear personally before the City Council. 3.10 Grievance Procedures It is the policy of the City to prevent the occurrence of grievances insofar as practical and to provide an orderly, efficient, and timely procedure for dealing with those which do occur. The procedure established herein will be followed by an employee in presenting a grievance to the City. Failure to follow the steps within the stated time limits may result in a denial of the grievance on procedural grounds. Steps 1. An employee claiming a violation concerning the interpretation or application of a City policy shall, within 21 calendar days after such alleged violation has occurred, present the grievance in writing to the employee's immediate supervisor. Such written grievance shall set forth the nature of the grievance, the facts on which it is based, the provisions of the policy allegedly violated, and identify the remedy requested. A grievance not resolved in Step 1 shall be appealed to Step 2 within 15 calendar days after the supervisor's response in Step 1. Any grievance not appealed in writing to Step 2 by the employee within 15 calendar days shall be considered waived. 2. A grievance unresolved in Step 1 and appealed to Step 2 shall be submitted in writing to the City Administrator within 15 days. The City Administrator will give an answer to Step 2 within 15 calendar days after receipt. The written response of the City Administrator shall constitute the City's final response to the employee's grievance. 3. If the grievance is not resolved in Step 2, and if the grievance relates to the interpretation of the City's Personnel Policy, the employee may appeal the grievance in writing to the City Council within 15 calendar days of receipt of the City Administrator's response in Step 2. Any grievance not appealed in writing to Step 3 within 15 calendar days shall be considered resolved. If appealed to the City Council, the Council may establish a date for 9