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permitted to privately discuss their suspension or discharge with the steward or the Chapter <br />Chairperson in an area made available by the City. An employee who is suspended or discharged <br />shall be mailed a written notice within forty eight (48) hours, stating the reasons for whatever <br />disciplinary action has been taken. Notices of suspension and discharge may be hand -delivered <br />on City premises with a copy being sent to the Union. A copy of said notice shall also be provided <br />to the employee's Local Union steward within forty eight (48) hours. All disciplinary action may <br />be appealed by the employee through the grievance procedures outlined herein. <br />9.02 Discipline will be imposed within fifteen (15) working days of the event causing the <br />discipline, or within fifteen (15) working days of when the supervisor knew or should have known <br />of the event, or within fifteen (15) working days of the employee returning to work, whichever is <br />later. If the employee is subject to a criminal investigation, the fifteen (15) day period shall not <br />start until the investigation is completed. <br />9.03 Records of disciplinary actions not involving a suspension shall cease to have force and <br />effect twelve (12) months after the effective date, providing there is no intervening disciplinary <br />action taken during the time period. All other records of disciplinary action shall cease to have <br />force and effect thirty six (36) months after their effective date, providing that there has been no <br />intervening disciplinary action taken during that time period. <br />ARTICLE 10 <br />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 and the City. The <br />prompt and fair disposition of grievances involves important and equal obligations and <br />responsibilities, both joint and independent, on the part of the representatives of each party to <br />protect and preserve the grievance procedure as an orderly means of resolving grievances. Actions <br />by the City or the Union which tend to impair or weaken the grievance procedure are improper. <br />10.02 A grievance is a dispute or difference between the City and the Union, or between the City <br />and an employee, concerning the interpretation and/or application of and/or compliance with any <br />provision of this Agreement, including disciplinary actions, and when any such grievance arises, <br />the following procedure shall be observed: <br />Step I. The Union steward shall present the grievance, in writing, to the employee's <br />Supervisor or designee within five (5) working days after the employee knew or should have <br />known of the event or within five (5) working days after the employee returns to work, whichever <br />is later, upon which the grievance is based. The grievance shall be signed by the employee and <br />the steward, and the employee's supervisor or the designee shall sign and date the grievance form. <br />The supervisor shall meet with the steward and the employee(s) within three (3) working days in <br />an attempt to adjust the grievance. The supervisor shall give a written answer and a copy of the <br />grievance to the steward, grievant, Ohio Council 8 representative and the Union President within <br />four (4) working days after the meeting. <br />0 <br />