47-01 AFSME Agreement - Laserfiche WebLink

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days of the employee returning to work, whichever is later. If the employee is subject to a criminal investigation, the thirty (30) day period shall not start until the investigation is completed. 9.03 Records of disciplinary actions not involving a suspension shall cease to have force and effect twelve (12) months aider the effective date, providing there is no intervening discipFmary action taken during the time period. All other records of disciplinary action shall cease to have force and effect thirty six (36) months after their effective date, providing that there has been no intervening disciplinary action taken during that time period. ARTICLE 10 GRIEVANCE PROCEDURE 10.01 It is mutually understood that the prompt presentation, adjustment and/or answering of grievances is desirable in the interest of sound relations between the employees and the City. The prompt and fair disposition of grievances involves important and equal obligations and. responsibilities, both joint and independent, on the part of the representatives of each party to protect and preserve the grievance procedure as an orderly means of resolving grievances. Actions by the City or the Union which tend to impair or weaken the grievance procedure are improper. 10.02 A grievance is a dispute or. difference between the City and the Union, or between the City and an employee, concerning the interpretation and/or application of and/or compliance with any provision of this Agreement, including disciplinary actions, and when any such grievance arises, the following procedure shall be observed: Step I. The Union steward shall present the grievance, in writing, to the employee's Operations Manager or designee within five ($) working days aider the employee knew or should have known of the event or within five ($) working days after the employee returns to work, whichever is later, upon which the grievance is based. The grievance shall be signed by the employee and the steward, and the Operations Manager or the designee shall sign and date the grievance form. The supervisor shall meet with the steward and the emploYee(s) within three (3)'working days in an attempt to adjust the grievance. The supervisor shall give a written answer and a copy of the grievance to the steward, grievant, Ohio Council 8 representative and the Union President within four (4) working days after the meeting. SteplI. If the grievance is un.satisfactorily settled in Step I, the Union may appeal the grievance, in writing, within five (5) working days after receipt of the Step I _answer to the Director of Public Works. The Director, together with the Operations Manager and other appropriate supervisory personnel, shall meet with the steward, Chief Steward and Local Union President within three (3) working days aRer the grievance has been filed in an attempt to adjust the grievance. It is understood that the parties shall attempt to resolve the grievance at this step of the grievance procedure (through the process of negotiated settlements of each grievance). Each party shall be permitted time to caucus in order to settle grievances (at this step). While it is desirable to have each grievance settled or answered in an informal manner at the meeting, nevertheless, settlement agreements shall be put in writing and signed by the parties no later than five (5) working days after the Step II meeting. Likewise, unresolved grievances shall be answered, in writing, by the Director of Public Works no later than five (5) working days after the Step H meeting, and shall be sent to the Union President, grievant, Ohio Council 8 representative and stewards.