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<br />Administrator's decision. The City Council shall consider the written <br />appeal, along with the City Administrator's Step 3 response, and any <br />other pertinent information developed throughout the grievance <br />procedure. The Council shall then decide whether to affirm the City <br />Administrator's decision or consider the issue anew. In generaI, <br />Council review will be limited to interpretation of this personnel <br />policy and will not relate to issues of fact. <br /> <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 /> <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 may 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 arc 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 />Employee Responsibility: City Employees are expected to fulfill their duties and <br />responsibilities at the level required, including observance of work rules and <br />standards of conduct. Failure to do so may 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 />31 <br />