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Administrator shall respond to the grievance, in writing, within ten (10) <br />working days. <br />Step 3: If the Employee is dissatisfied with the decision of the City Administrator, <br />he/she may appeal, in writing, to the City Council within ten (10) working <br />days of his/her receipt of the City Administrator's decision. The City Council <br />shall consider the written appeal, along with the City Administrator's Step 3 <br />response, and any other pertinent information developed throughout the <br />grievance procedure. The Council shall then decide whether to affirm the <br />City Administrator's decision or consider the issue anew. In general, Council <br />review will be limited to interpretation of this personnel policy and will not <br />relate to issues of fact. <br />Assistance: An aggrieved Employee may be assisted in the presentation of his/her <br />grievance by any person acting in an advisory capacity to assist in presenting all facts <br />relevant to the grievance. At any step in the grievance procedure, the supervisory <br />authority may request additional information, or conduct additional investigation, as <br />he/she deems necessary. <br />Time Limits: Failure to conform to the time requirements set forth above shall constitute <br />a waiver of further steps in the above procedure. Time limits set forth in the grievance <br />procedure may be waived, upon written consent of both parties. Any one or more of the <br />steps set forth above may be waived by written consent of the Employee and the <br />designated Employer representative to whom the grievance is being submitted. <br />Working Hours: The hearing and presentation of grievances shall be accomplished <br />during ordinary working hours when consistent with Employee duties and responsibilities. <br />An aggrieved Employee shall be allowed a reasonable amount of time, without loss of <br />pay, to present evidence concerning his/her grievance. <br />17. DISCIPLINE <br />17.1 Objective <br />Supervisory Responsibility: Supervisors are responsible for maintaining compliance <br />with City standards of Employee conduct. The City reserves the right to use discretion <br />and to deviate from this policy. <br />Employee Responsibility: City Employees are expected to fulfill their duties and <br />responsibilities at the level required, including observance of work rules and standards of <br />conduct. Failure to do so may result in disciplinary action. <br />Non -Discrimination: Discipline will be administered in a non-discriminatory manner. <br />The supervisor will normally investigate any allegation on which disciplinary action might <br />be based before any disciplinary action is taken. <br />Page 33 of 60 <br />