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<br /> If appealed, the written grievance shall be <br /> presented by the employee and discussed with the <br /> Clerk Administrator. The Clerk Administrator shall <br /> . provide a written response to the grievance within <br /> ten (10) work days of receipt of the written <br /> grievance. <br /> step 3. If the grievance is not resolved in step 2, the <br /> employee may appeal the grievance in writing to the <br /> city Council within ten (10) work days of receipt <br /> of the Clerk Administrator's written response in <br /> step 2. Any grievance not appealed in writing to <br /> step 3 by the employee within ten (10) work days <br /> shall be considered resolved. <br /> If appealed, the city Council may, at its <br /> discretion, establish a date for the purpose of <br /> hearing the employee's grievance. Following <br /> determination by the city council, a written <br /> response shall be provided to the employee within <br /> twenty (20) work days of receipt of the written <br /> grievance or of the hearing. The written response <br /> of the city Council shall constitute the City's <br /> final response to the employee's grievance. <br /> SECTION 19-25 LAY-OFF AND DEMOTION. <br /> An employee may be laid off at the recommendation of the <br /> . Clerk Administrator with the approval of the City Council. <br /> Job relevant qualification factors shall be the primary basis <br /> for determining lay-offs. Length of continuous service <br /> within a given job classification and total length of <br /> continuous service will be considered when jOb-relevant <br /> qualifications of employees are equal. The Clerk <br /> Administrator shall give a minimum of fourteen (14) calendar <br /> days advance written notice to any employee to be laid off. <br /> At the recommendation of the Clerk Administrator and with the <br /> approval of the city Council, an employee may be demoted from <br /> one position to another in a lower classification at a lower <br /> level of pay. <br /> SECTION 19-26 DISCIPLINE FOR JUST CAUSE AND DISCHARGE. <br /> Discipline and discharge will be for just cause. Evidence of <br /> just cause will provide the basis for all disciplinary <br /> action. Cause for discipline and discharge includes, but is <br /> not limited to: <br /> 1. Incompetence or inefficiency in performance of duties. <br /> 2. Conviction of a criminal offense. <br /> 3. Violation of any lawful or official work rule, <br /> . regulation or city ordinance. <br /> -16- <br /> I <br />