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ARTICLE XVII <br /> <br />17.0 GRIEVANCE REVIEW PROCEDURE <br /> <br />17.1 <br /> <br />Definition of a Grievance. A grievance shall be defined as a timely complaint by an <br />employee or group of employees or the Union concerning the interpretation or <br />application of specific provisions of this Agreement, or of the rules and regulations <br />governing personnel practices or working conditions of the City, except, however, <br />those matters specifically assigned to the jurisdiction of the City Personnel Board by <br />those provisions of the City Charter and the Civil Service Rules and Regulations. <br /> <br />17.2 Informal Process - First Step <br /> <br />An employee and/or his or her designated representative must first attempt <br />to resolve the grievance on an informal basis through discussion with his or <br />her immediate supervisor without undue delay, but in no case, beyond a <br />period of fifteen (15) working days after the occurrence of the alleged <br />incident giving rise to the grievance, or when the grievant knew or should <br />have reasonably become aware of the facts giving rise to the grievance. <br /> <br />Every effort shall be made to find an acceptable solution to the grievance <br />through this informal means at the most immediate level of supervision. <br /> <br />In order that this informal procedure may be responsive, both parties involved <br />shall expedite this process. If, within fifteen (15) working days, a mutually <br />acceptable solution has not been reached at the informal level, the employee <br />and/or the employee's designated representative shall then set forth the <br />grievance in writing, indicate the nature of the action desired, sign it, and <br />submit it in duplicate to the employee's Department Head. At this point, the <br />grievance review process becomes formal. Should the grievant fail to file a <br />written greivance, and in the manner specified above, within fifteen (15) <br />working days after first discussing the grievance with the employee's <br />immediate supervisor, the grievance shall be barred and waived. <br /> <br />Any resolution of the grievance at the informal stage by any person other <br />than a middle manager or above shall not become precedence or be used to <br />establish past practice regarding implementation, interpretation, or <br />application of this Agreement. <br /> <br />17.3 Formal Process. <br /> <br />A. Second Step. The Department Head or his or her designated representative <br /> <br />53 <br /> <br /> <br />