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(b Discuss the complaint with the employee (with another <br /> department head or City Council member present at the <br /> employee's department head's or City Council member's <br /> request) <br /> (c Document the discussion with the employee in writing, <br /> securing the employee's signature on the documentation and <br /> make a copy of the documentation available to the employee <br /> and file the documentation in the employees personnel file. <br /> (d Seek problem resolution which addresses the complaint, <br /> its causes and changes required of the employee, if any. <br /> (e Consult the City Attorney for advice on final disposition <br /> of the complaint. <br /> (f Notify the City Council liaison of the disposition of the <br /> case if further action is required. <br /> F. The City Council may, upon notification by the department <br /> head and/or City Council liaison, call a meeting to discuss allegations <br /> or to preliminarily consider allegations of charges against an <br /> individual, subject to its authority. Said meeting shall be conducted <br /> pursuant to Minnesota Law, including the Open Meeting Law and the <br /> Data Practices Act. <br /> G. Department head and City Council liaison or the City Council <br /> as the case may be, should create a record of the complaint as well as <br /> the City's and employee's response to the complaint or as a personnel <br /> record. Copies of all records shall be placed in the employee's <br /> personnel file. <br /> H. If, after following the procedure outlined herein, the City <br /> Council determines that discipline is/was warranted and the basis for <br /> discipline is severe, such as suspension or termination, the City <br /> Council shall; upon written demand; within five (5) days provide the <br /> employee with notice of termination, suspension or demotion. Said <br /> notice must be tailored to specific circumstances of the case at hand <br /> and shall be placed in the employee's personnel file. <br /> 26 <br />