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300. 18 Resignation. Any employee wishing to leave municipal <br /> service in good standing shall submit a written resignation to <br /> their Department Head or City Manager. Such written notices must <br /> indicate the effective date of the resignation and must be <br /> submitted at least 14 calendar days before such effective date. <br /> Failure to comply with this procedure may be considered cause for <br /> denying future employment by the City and denial of terminal leave <br /> benefits. Unauthorized absence from work for a period of three <br /> working days may be considered as a resignation without benefits. <br /> 300. 19 Lay Offs. After fourteen calendar days prior written <br /> notice, the City Manager may , lay off any employee because of <br /> shortage of work or funds, the abolition of positions, or other <br /> reasons- outside the employee's control which do not reflect <br /> discredit on the service of the employee. Except for abolition -of <br /> positions, full time employees shall not be laid off while there <br /> are probationary or temporary employees serving in the same <br /> position for which full time employees are qualified, eligible and <br /> available. <br /> 300.20 Discipline <br /> Subd. 1. In General: City employees shall be subject to <br /> disciplinary action for failing to fulfill their duties and <br /> responsibilities, including observance of work rules adopted <br /> by the City Council. It is the policy of the City to <br /> administer disciplinary penalties without discrimination. <br /> Every disciplinary action shall be for just cause and the <br /> employee may use the grievance procedure with respect to any <br /> disciplinary action which he or she believes is either unjust <br /> or disproportionate to the offense committed. The supervisor <br /> or Department Head shall investigate any allegation on which <br /> disciplinary action might be based before any disciplinary <br /> .action is taken. <br /> Subd. 2 . Disciplinary Action Steps: Except for severe <br /> infractions, disciplinary action against any employee shall be <br /> progressive and follow the steps listed below in numerical <br /> order: <br /> (a) Step One: Oral Reprimand. Documentation of oral <br /> reprimands may be placed in an employee's personnel <br /> file. <br /> (b) Step Two: Written Reprimand. A written reprimand <br /> shall state that the employee is being warned for <br /> misconduct; describe the misconduct; describe past <br /> actions taken by the supervisor to correct the <br /> problem; urge prompt correction or improvement by <br /> 3-10 <br />