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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 an <br />employee or group of employees or the Union concerning the interpretation or application <br />of specific provisions of this MOU, or of the rules and regulations governing personnel <br />practices or working conditions of the City, except, however, those matters specifically <br />assigned to the jurisdiction of the City Personnel Board by those provisions of the City <br />Charter and the Civil Service Rules and Regulations. Employees may dispute ally written <br />reprimand filed in their official personnel file through the grievance procedure. <br />17.2 Informal Process - First Step, <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 to <br />the grievance, or when the grievant knew or should have reasonably become aware <br />of the facts giving rise to the grievance. <br />B. Every effort shall be made to find an acceptable solution to the grievance through <br />this informal means at the most immediate level of supervision. <br />C. In order that this informal procedure maybe responsive, both parties involved shall <br />expedite this process. If, within fifteen (15) working days, a mutually acceptable <br />solution has not been reached at the informal level, the employee and/or the <br />employee's designated representative shall then set forth the grievance in writing, <br />indicate the specific MOU provision, rule or regulation allegedly violated, the <br />nature of the action desired, sign it, and submit it in duplicate to the employee's <br />Department Head. At this point, the grievance review process becomes formal. <br />Should the grievant fail to file a written grievance, and in the manner specified <br />above, within fifteen (15) working days after first discussing the grievance with the <br />employee's immediate supervisor, the grievance shall be barred and waived. <br />D. Any resolution of the grievance at the informal stage by any person other than a <br />middle manager or above shall not become precedence or be used to establish past <br />practice regarding implementation, interpretation, or application of this MOU. <br />17.3 Formal Process. <br />A. Second Step. The Department Head or his or her designated representative shall <br />meet with the employee and/or the employee's designated representative within <br />fifteen (15) working clays after the grievance has been submitted to the Department <br />Head. The Department Head, or his or her designated representative, shall review <br />54 <br />