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9.03 In the event that an employee has been recommended for suspension or discharge, prior <br />to any action being taken on such a recommendation, a pre - disciplinary conference will be <br />scheduled to afford the employee an opportunity to offer an explanation of the alleged conduct. <br />The City shall notify the employee and his or her Associate of the date and time of the <br />conference and, upon request, the employee shall be permitted to privately discuss his or her <br />suspension or discharge with the Associate in an area made available by the City. <br />ARTICLE 10 GRIEVANCE PROCEDURE <br />10.01 It is mutually understood that the prompt presentation, adjustment, and /or answering of <br />grievances is desirable in the interest of sound relations between the employees, the FOP /OLC <br />and the City. The procedures specified in this Article are intended to provide a system of fair, <br />expeditious and orderly adjustment of the grievances of employees of the Division of Police. <br />10.02 A grievance is any dispute or difference between the City and the FOP /OLC, which <br />concerns the interpretation and /or application of and /or compliance with any provision of this <br />Agreement, including all disciplinary actions, which result in a letter of reprimand or monetary <br />loss to the employee, except for those involving discharge of non- certified and probationary <br />employees. Letters of reprimand are not subject to arbitration. <br />10.03 The following procedure shall apply to all grievances arising under this Agreement: <br />Step I. An employee who has a grievance should meet with his or her shift <br />Officer -in- Charge to attempt to resolve the grievance on an informal basis. <br />Step II. If the grievance is not resolved in the informal manner described in Step I, <br />a written grievance must be filed with the Administrative Captain within <br />ten (10) working days of the alleged violation of this Agreement. Within <br />ten (10) working days after the filing of the grievance, a meeting will be <br />held among the appropriate representatives of the City, one (1) Union <br />representative and the aggrieved employee(s). Within ten (10) working <br />days of this meeting, the City shall issue a written answer to the grievance. <br />Step III. If the grievance is not satisfactorily settled in Step II, the aggrieved <br />employee(s) or the Union may appeal the Step II answer to the Chief of <br />Police or his designated representative within ten (10) working days after <br />the step 11 answer was issued. Such appeal shall be in writing and include <br />a copy of the original grievance, and shall specify the reason why the <br />aggrieved employee(s) or the Union believes the Step II answer is <br />unacceptable. Within ten (10) working days after receipt of the appeal, a <br />grievance meeting shall be scheduled with one (1) Union representative, <br />the aggrieved employee(s) and the Chief of Police or his designated <br />representative, who shall, within ten (10) working days after the close of <br />such meeting, issue a written answer to the grievance. <br />5 <br />