4.7 SR 12-18-2023 - Laserfiche WebLink

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Labor Relations Communication The city encourages open communication throughout the organization to share information and ideas, to raise concerns, and to provide suggestions for impro�rement To foster communication and improve responsiveness, the city employs an administration/management structure (chain of command) with a defined span of control intended to enhance communication and accessibility to supervisors, managers, and department directors. Employees shall first direct all communication to their immediate supervisor. Supervisors shall respond to all inquiries, concerns, or suggestions in a timely manner. Violations of policies, including this policy shall be filed in accordance with the City Grievance Procedure. In the event the employee's inquiries, concerns, or suggestions are not addressed in a timely manner, or s/he anticipates negative repercussions from communication with the immediate supervisor, the employee may direct the communication to the immediate supervisor's supervisor. Concerns and suggestions shall be advanced to each step including department director, human resources, and cin� administrator if closure did not occur at the earliest possible le�Tel of communication. Bypassing a step in the administration/management structure does not constitute insubordination. Insubordination in the workplace refers to an employee's intentional refusal to obey an employer's lawful and reasonable orders. Such a refusal would undermine a supervisor's level of respect and abilitt- to manage and, therefore, is often a reason for disciplinary action, up to and including termination. Elected and appointed officials, inclucling mayor, council members, and commissioners frequently solicit employee feedback to better understand operations, impro�Te policy, and to ensure quality service. Suggestions, grie�Tances, and concerns shall only be addressed with policymakers following the e�haustion of resolution through the administration/management structure. Notwithstanding the previous paragraph, a disagreement between employee and supervisor shall not be a reason to bypass the administration/management structure and bring issues to elected or appointed officials. Directors, managers, and supervisors shall respect the administration/management structure of other departments and divisions by coordinating work direction through the respective department director. Retribution or retaliation by supervisory staff for the expression of ideas is not tolerated. A supervisor's decision to not act on or accept an employee's suggestion or recommendation shall not be construed as retribution, retaliation, or inaction. Discipline The city retains the right to take any disciplinary action deemed appropriate based upon the nature and severity of the infraction(s) and the conditions surrouncling the incident. The city retains the sole discretion to determine what behavior warrants disciplinary action and which action will be imposed. The cinr may use progressive discipline to correct negative behavior rather than punish the employee. There may be circumstances that warrant deviation from the suggested order or where progressive discipline is not appropriate. Nothing in these personnel policies implies that any cit�� employee has a contractual right or guarantee (also known as a property right) to the job he/she performs. Page 44�66