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<br />Time Limits: Failure to conform to the time requirements set forth above shall <br />constitute a waiver of further steps in the above procedure. Time limits set forth in <br />the grievance procedure !naY be waived, upon written consent of both parties. Any <br />one or more of the steps set forth above may be waived by written consent of the <br />Employee and the designated Employer representative to whom the grievance is <br />being submitted. <br /> <br />Working Hours: The hearing and presentation of grievances shall be accomplished <br />during ordinary working hours when consistent with Employee duties and <br />responsibilities. An aggrieved Employee shall be allowed a reasonable amount of <br />time, without loss of pay, to present evidence concerning his/her grievance. <br /> <br />17. DISCIPLINE <br /> <br />17.1 Objective <br /> <br />Supervisory Responsibility: Supervisors are responsible for maintaining <br />compliance with City standards of Employee conduct. The City reserves the right to <br />use discretion and to deviate from this policy. <br /> <br />_Emp!oyee_Responsibility:_ City-Employees.are_expectedto.fu1fil1J:heit..duties.and_ <br />responsibilities at the level required, including observance of work rules and <br />standards of conduct. Failure to do so !naY result in disciplinary action. <br /> <br />Non-Discrimination: Discipline will be administered in a non-discriminatory <br />manner. The supervisor will normally investigate any allegation on which <br />disciplinary action might be based before any disciplinary action is taken. <br /> <br />17.2 Process <br /> <br />The City of Centerville will normally use progressive and fait discipline with full-time <br />regular Employees. There may be circumstances that warrant deviation from the <br />suggested order of the disciplinary process. The normal process is as follows: <br /> <br />A) Oral Warning: Oral warning should normally be given for the first <br />infraction to clarify expectations and put the Employee on notice that the <br />performance or specific behaviors need to change. There may be time when <br />the first infraction is so serious that an oral warning may be insufficient. <br /> <br />B) Written Warning: A written warning shall normally state the reason for the <br />warning along with a description of the events/problems that led to the <br />warning. It shall normally describe actions taken by the supervisor to correct <br />the problem, if applicable, including any timetable or goals set for <br />improvement. It will indicate further disciplinary action that could result if <br />the problem continues or if related problems occur. <br /> <br />31 <br />