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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 <br />application of specific provisions of this Agreement, or of the riles and regulations <br />governing personnel practices or working conditions of the City, except, however, those <br />matters specifically assigned to the jurisdiction of the City Personnel Board by those <br />provisions of the City Charter and the Civil Service Rules and Regulations. <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 <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 through <br />this informal means at the most immediate level of supervision. <br />C. In order that this infonnal 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 grievance <br />in writing, indicate 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, the <br />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 <br />Agreement. <br />17.3 Formal Process. <br />A. Second Step. The Executive Director or his or her designated representative shall <br />meet with the employee and /or the employee's designated representative within <br />fifteen (15) working days after the grievance has been submitted to the Executive <br />Director. The Executive Director, or his or her designated representative, shall <br />review the grievance and may affirm, reverse or modify the disposition made at <br />35 <br />