10.1. SR 04-16-2012 - Laserfiche WebLink

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Disciplinary actions can be taken in any order. In some cases, one or more disciplinary actions will be taken before termination; in other cases, termination will be immediate. The circumstances surrounding the reason for disciplinary action will be reviewed on a case- by-case basis to determine the appropriate level of disciplinary action, if any. While the city strives for consistency, the level of discipline taken in any given case does not establish a precedent for future similar circumstances. This policy does not change the fact that employment with the city is at-will, meaning that an employee and the city have the right to terminate employment at any time and for any reason, with or without cause or notice. Grievance Procedure Any dispute between an employee and the city relative to the application, meaning or interpretation of personnel policies will be settled in the following manner: Step 1 The employee must present the grievance in writing, stating the nature of the grievance, the facts in which it is based, the provision(s) of the personnel policy allegedly violated and the remedy requested, to the immediate supervisor within twenty-one (21) days after the alleged violation or dispute has occurred. The immediate supervisor will respond to the employee in writing within seven (7) calendar days. Step 2 If the grievance is not settled in accordance with Step 1, it must be presented in writing, stating the nature of the grievance, the facts in which it is based, the provision(s) of the personnel policy allegedly violated and the remedy requested, to the department director within seven (7) days after the due date of the supervisor's response. The department director will respond to the employee in writing within seven (7) calendar days. Step 3 If the grievance is not settled in accordance with Step 2, it must be presented in writing, stating the nature of the grievance, the facts in which it is based, the provision(s) of the personnel policy allegedly violated and the remedy requested, to the city administrator within seven (7) days after the due date of the department director's response. The city administrator or his/her designee will respond to the employee in writing within seven (7) calendar days. The decision of the city administrator is final. Waiver If a grievance is not presented within the time limits set forth above, it will be considered "waived." If a grievance is not appealed to the next step in the specified time limit or any agreed extension thereof, it will be considered settled on the basis of the city's last answer. If the city does not answer a grievance or an appeal within the specified time limits, the employee may elect to treat the grievance as denied. at that step and immediately appeal the grievance to the next step. The time limit in each step may be extended by mutual agreement of the city and employee without prejudice to either party.