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ARTICLE XVII <br />17.0 GRIEVANCE REVIEW PROCEDURE <br />17.1 Definition of a Grievance. A grievance shall be defined as a timely complaint by <br />an employee or group of employees or the Union concerning the interpretation or <br />application of specific provisions of this Agreement, or of the rules and regulations <br />governing personnel practices or working conditions of the City, except, however, <br />those matters specifically assigned to the jurisdiction of the City Personnel Board <br />by those provisions of the City Charter and the Civil Service Rules and <br />Regulations. <br />17.2 Informal Process — First Sten <br />A. An employee and/or his or her designated representative must first attempt to <br />resolve the grievance on an informal basis through discussion with his or her <br />immediate supervisor without undue delay, but in no case, beyond a period of <br />fifteen (15) working days after the occurrence of the alleged incident giving rise <br />to the grievance, or when the grievant knew or should have reasonably become <br />aware of the facts_giving rise to the grievance. <br />B. Every effort shall be made to find an acceptable solution to the grievance <br />through this informal means at the most immediate level of supervision. <br />C. In order that this informal procedure may be responsive, both parties involved <br />shall expedite this process. If, within fifteen (15) working days a mutually <br />acceptable solution has not been reached at the informal level, the employee <br />and/or the employee's designated representative shall then set forth the <br />grievance in writing, indicate the specific MOU provision, rule or regulation <br />allegedly violated, the nature of the action desired, sign it, and submit it in <br />duplicate to the employee's Executive Director. At this point, the grievance <br />review process becomes formal. Should the grievant fail to file a written <br />grievance, and in the manner specified above, within fifteen (15) working days <br />after first discussing the grievance with the employee's immediate supervisor, <br />the grievance shall be barred and waived. <br />D. Any resolution of the grievance at the informal stage by any person other than <br />a middle manager or above shall not become precedence or be used to establish <br />past practice regarding implementation, interpretation, or application of this <br />Agreement. <br />39 <br />