Laserfiche WebLink
34 12/2024 <br /> <br /> <br />#192 DISCIPLINE <br /> Supervisors are responsible for maintaining compliance with city standards of employee conduct. The <br />objective of this policy is to establish a standard disciplinary process for employees of the City of Lake <br />Elmo. City employees will be subject to disciplinary action for failure to fulfill their duties and <br />responsibilities at the level required, including observance of work rules and standards of conduct and <br />applicable city policies. <br /> <br />Discipline will be administered in a non-discriminatory manner. An employee who believes that the <br />discipline applied was either unjust or disproportionate to the offense committed may pursue a remedy <br />through the grievance procedures established in the city’s personnel policies. <br /> <br />If co-workers raise allegations regarding an employee’s actions or behaviors, the supervisor and/or the <br />administrative services director will investigate the allegation before any disciplinary action is taken. <br /> <br />This policy is not to be construed as contractual terms and is intended to serve only as a guide for <br />employment discipline. <br /> <br />PROCESS <br />The city may elect to use progressive discipline, a system of escalating responses intended to correct the <br />negative behavior rather than to punish the employee. There may be circumstances that warrant deviation <br />from the suggested order or where progressive discipline is not appropriate. Nothing in these personnel <br />policies implies that any city employee has a contractual right or guarantee (also known as a property <br />right) to the job they perform. <br />Documentation of disciplinary action taken will be placed in the employee’s personnel file with a copy <br />provided to the employee. <br /> <br />The following are descriptions of the types of disciplinary actions: <br /> <br />ORAL REPRIMAND <br />This measure will be used where informal discussions with the employee’s supervisor have not resolved the <br />matter. All supervisors can issue oral reprimands without prior approval. <br />Oral reprimands are normally given for first infractions on minor offenses to clarify expectations and put <br />the employee on notice that the performance or behavior needs to change, and what the change must be. <br />The supervisor will document the oral reprimand including date(s) and a summary of discussion and <br />corrective action needed. <br /> <br />WRITTEN REPRIMAND <br />A written reprimand is more serious and may follow an oral reprimand when the problem is not corrected, <br />or the behavior has not consistently improved in a reasonable period. Serious infractions may require <br />skipping either the oral or written reprimand, or both. Written reprimands are issued by the supervisor and <br />the administrative services director with prior approval from the city administrator. <br /> <br />A written reprimand will: <br />1. state what happened;