2013-01-23 CC Packet - Laserfiche WebLink

Home Browse Search

01/01/2013 relevant to the grievance. At any step in the grievance procedure, the supervisory authority may request additional information, or conduct additional investigation, as he /she deems necessary. Time Limits: Failure to conform to the time requirements set forth above shall constitute a waiver of further steps in the above procedure. Time limits set forth in the grievance procedure may be waived, upon written consent of both parties. Any one or more of the steps set forth above may be waived by written consent of the Employee and the designated Employer representative to whom the grievance is being submitted. Working Hours: The hearing and presentation of grievances shall be accomplished during ordinary working hours when consistent with Employee duties and responsibilities. An aggrieved Employee shall be allowed a reasonable amount of time, without loss of pay, to present evidence concerning his /her grievance. 17. DISCIPLINE 17.1 Objective Supervisory Responsibility: Supervisors are responsible for maintaining compliance with City standards of Employee conduct. The City reserves the right to use discretion and to deviate from this policy. Employee Responsibility: City Employees are expected to fulfill their duties and responsibilities at the level required, including observance of work rules and standards of conduct. Failure to do so may result in disciplinary action. Non - Discrimination: Discipline will be administered in a non - discriminatory manner. The supervisor will normally investigate any allegation on which disciplinary action might be based before any disciplinary action is taken. 17.2 Process The City recognizes its continuing responsibility to develop and administer rules and disciplinary measures in a fair and consistent manner. The City will issue discipline at a level within its discretion for the act /inaction in question along with other factors that it deems relevant. Without limiting its right to issue discipline in other areas, an adequate reason for issuing a disciplinary action shall include but not be limited to each of the following kinds of conduct: • Incompetence or inefficiency in the performance of duties; • Failure to produce the quality of work and /or the quantity of work the position or classification requires; • Wanton carelessness or negligence in the performance of duty; • Offensive treatment of fellow employees or other persons; Page 31 of 51 Adopted 01/23/2013 51