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grievance procedure are performance evaluations and <br />denial of merit step increases plus any other matter <br />which provides for a separate appeal process. <br />(2) (a) Within fifteen (15) working days of the occurrence <br />or discovery of an alleged grievance, any employee <br />who believes that he/she has a grievance shall <br />discuss such grievance with such management <br />official in the department in which he/she works as <br />the department head may designate. If the issue is <br />not resolved within the department, the procedures <br />hereinafter specified may be invoked. <br />(b) The employee or their representative shall notify <br />the Personnel Director or designated representative <br />in writing within fifteen (15) days after <br />discussion of the grievance with the management <br />official in the department in which the employee <br />works that a grievance exists, and in such <br />notification state the particulars of the grievance <br />and if possible, the nature of the determination <br />which is desired. The Personnel Director or <br />designated representative shall thereafter <br />investigate the issues involved, and within fifteen <br />(15) days after written notification by the Union. <br />No grievance may be processed under paragraphs (c) <br />and (d) below which has not first been filed and <br />investigated in pursuance of this paragraph (b). <br />(c) Any grievance which has not been resolved by the <br />procedures hereinabove set forth may be referred to <br />the City Manager by the employee or their <br />representative or by the Personnel Director. Any <br />such referral shall be in writing, and the specific <br />issues involved shall be detailed in such referral <br />together with a statement of the resolution which <br />is desired. The City Manager shall designate a <br />personal representative who shall not be the <br />Personnel Director to investigate the merits of the <br />grievance, to meet with the grievant and to settle <br />such grievance or to make recommendations thereon <br />to the City Manager. This shall be the final step <br />of the grievance procedure unless the Union elects <br />step D below. <br />(d) In the event the parties hereto are unable to reach <br />a mutually satisfactory accord on any grievance (as <br />the term "grievance" is hereinabove defined) which <br />arises and is presented during the term of this <br />Memorandum of Understanding, such grievance shall <br />be submitted to an impartial arbitrator who shall <br />be designated by mutual agreement between the <br />Employee Union and the City Manager.Should the <br />Union and the City Manager fail to reach agreement <br />25 <br />