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8.09 Union officials will indicate the use of union time during the normal workday by completing a <br />Union Leave form in Right Stuff and sending an email to their supervisor. <br />ARTICLE 9 DISCIPLINE <br />9.01 In the event that an employee has been recommended for suspension or discharge, prior to <br />any action being taken on such a recommendation, a pre -disciplinary conference will be scheduled to <br />afford the employee an opportunity to offer an explanation of the alleged conduct. The City shall <br />notify the employee and his steward or the Union President (in the event of possible termination) of <br />the date and time of the conference and, upon request, the employee shall be permitted to privately <br />discuss their suspension or discharge with the steward or the Union President in an area made <br />available by the City. An employee who is suspended or discharged shall be mailed or emailed a <br />written notice within forty-eight (48) hours, stating the reasons for whatever disciplinary action has <br />been taken. Notices of suspension and discharge may be hand -delivered on City premises with a <br />copy being sent to the Union. A copy of said notice shall also be provided to the employee's Local <br />Union steward within forty-eight (48) hours. All disciplinary action may be appealed by the <br />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 of <br />the event, or within fifteen (15) working days of the employee returning to work, whichever is later. <br />If the employee is subject to a criminal investigation, the fifteen (15) day period shall not start until <br />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 force <br />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 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 protect <br />and preserve the grievance procedure as an orderly means of resolving grievances. Actions by the <br />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, the <br />following procedure shall be observed: <br />Step I. The Union steward shall present the grievance, in writing, to the employee's <br />Operations Manager or designee within five (5) working days after the <br />employee knew or should have known of the event or within five (5) working <br />