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to the list of arbitrators, the arbitrator themselves, and the court <br /> reporter, shall be split evenly between the City and the Union. The <br /> arbitrator's decision will be final and binding. The arbitrator shall <br /> issue the decision within thirty (30) calendar days from the <br /> conclusion of the hearing, unless the parties agree otherwise. <br /> 19.3 Informal Appeals Procedure <br /> A. Informal Appeals Procedure, as opposed to the formal procedures, shall be used for <br /> written reprimands. <br /> 1. The appeal is an opportunity for the employee (or their representative) to <br /> present information and arguments why a written reprimand should not be <br /> issued or offer alternatives to the written reprimand. <br /> 2. Notice of Appeal: Within ten (10) calendar days of receipt by an employee <br /> of the written reprimand, the employee (or their representative) shall notify <br /> the Executive Director of Human Resources or designee in writing that they <br /> intend to appeal the written reprimand. The Executive Director of Human <br /> Resources or designee shall contact either the employee or their identified <br /> representative within ten (10) calendar days of receipt of the notice of <br /> appeal to schedule the appeal meeting. <br /> 3. Hearing Officer: The Department Head or City Manager or designee <br /> (depending on who issued the written reprimand as determined by the <br /> Executive Director of Human Resources or designee) shall serve as the <br /> hearing officer. The meeting shall take place within twenty-one (21) <br /> calendar days from the date the employee filed the appeal or such other time <br /> as may be agreeable by the parties. <br /> 4. Decision: After the meeting, a decision will be submitted in writing within <br /> thirty(30)calendar days and provided to the employee. The decision is final <br /> and binding. <br /> 19.4 Performance evaluations shall not be subject to appeal. <br />