Laserfiche WebLink
8.3 Retention of Disciplinary Documents <br /> If there has been no recurrence of conduct or performance deficiency forming the basis of a disciplinary <br /> action, after three (3) years the employee may request that a letter be placed in his or her personnel file <br /> reflecting the correction of such conduct or deficiency. Placement of such letter into the employee's <br /> personnel file is subject to approval of the Department Head and Personnel Officer. <br /> 8.4 Performance Ratings <br /> Performance ratings shall be completed for all regular workers at least at six (6) months for probationary <br /> workers, and at least annually thereafter for all regular workers by department heads. A designated form <br /> shall be completed based upon the independent judgments of one (1) or more supervisors including the <br /> immediate supervisor of the worker being evaluated. The procedure and criteria for judgment shall be fair <br /> and consistent for all workers in the same class. Upon completion of the performance rating, it shall be <br /> presented to the worker for review and signature and a copy given to the worker prior to being transmitted to <br /> the Personnel Officer. <br /> A worker shall have ten (10) working days to review and sign performance evaluations after which a copy <br /> shall be placed in the worker's personnel file. <br /> ARTICLE 9- PROBATION PERIOD <br /> 9.1 Duration <br /> Original and promotional appointments shall be subject to a probationary period of one (1) year. <br /> Probationary employees absent thirty(30) calendar days or more due to approved leave(s) of absence may <br /> have their probationary period extended for the same duration as their absence(s); however, such extension <br /> will not result in the employee's probationary period lasting longer than 2080 hours actually worked. For the <br /> purpose of this provision, approved City holidays shall be considered time worked. <br /> 9.2 Rejection <br /> During such probationary period a worker may be discharged for any reason which, in the opinion of the <br /> Department Head, is just and sufficient; provided, however,that there shall be no discrimination against any <br /> worker as provided in Article 2 of this Agreement. Should any worker discharged during the probationary <br /> period believe he/she has been subjected to such discrimination, the case may be appealed through the <br /> grievance procedure provided in this Memorandum of Understanding. <br /> 9.3 Promotional Probation <br /> A worker who has previously completed the requisite probationary period and who is rejected during a <br /> subsequent probationary period for a promotional appointment shall be reinstated to the former position <br /> from which he/she was promoted; provided that this Section shall not be construed as to prohibit the City <br /> from discharging any worker during a subsequent promotional probationary period for those reasons and <br /> causes set forth in Article 13 herein. <br /> 12 <br />