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orientation, union membership or activity, or ancestry. The LPA shall share equally, with the City, the <br />responsibility for applying this provision of the Agreement. <br />ARTICLE 19 <br />DISCIPLINE <br />19.01 In all cases where written and formal charges have been placed against employees which could result <br />in reprimand, loss of off -duty time, suspension, fine or punishment of any kind, the employee shall receive <br />from the Chief of Fire copies of the exact charges filed. In the case of company discipline, an employee <br />may request their immediate supervisor to furnish written and formal charges. To the extent practical, a <br />hearing shall be held no less than seven (7) days and not later than fourteen (14) days after the issuance of <br />the charge. <br />19.02 At the request of the employee, the Association may provide appropriate defense for the employee <br />during any hearing of said charges. <br />19.03 An employee against whom disciplinary charges have been placed shall, at their option, be allowed <br />to call witnesses to testify atthe hearing. The Chief of Fire will give their testimony full consideration when <br />arriving at the findings. <br />19.04 The Chief of Fire shall issue a decision on the findings within five (5) days of the hearing and will <br />supply copies of the decision to (lie employee against whom the charges were placed and to the Association. <br />19.05 All findings resulting from disciplinary charges shall be appealable under the grievance procedure <br />(Article 20), beginning with Step III of said procedures. <br />19.06 The time limits set forth in this Article may be modified by mutual, written agreement of the City <br />and the Association. <br />ARTICLE 20 <br />GRIEVANCE PROCEDURE <br />20.01 It is mutually understood that the prompt presentation, adjustment and/or answering of grievances is <br />desirable in the interest of sound relations between the employees and the City. The prompt and fair dispo- <br />sition of grievances involves important and equal obligations and responsibilities, bothjoint and independ- <br />ent, on the part of the representatives of each party to protect and preserve the grievance procedure as an <br />orderly means of resolving grievances. <br />Actions by the City or the Association which tend to impair or weaken the grievance procedure are im- <br />proper. <br />20.02 A grievance is a dispute or difference between the City and the Association, or between the City and <br />an employee, concerning the interpretation, and/or application of, and/or compliance with any provision of <br />the Agreement, including all disciplinary actions; and when any such grievances arise, the following pro- <br />cedure shall be observed. <br />Step 1. An employee who has a grievance shall reduce it to writing, sign and submit it to the Chief of Fire. <br />Within seven (7) days of receiving the grievance, the Chief of Fire shall meet with the grievant and <br />14 <br />