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1 8.05 A steward who has an individual grievance in connection with his/her own work may ask <br />the Chief Steward to assist in adjusting the grievance. <br />8.06 The Chapter Chairperson or designee shall be provided a reasonable amount of time to <br />carry out the functions of his/her office. However, before performing any work on City time, the <br />Chapter Chairperson must obtain permission from his/her manager by submitting a completed <br />Union Time form on Right Stuff to the manager. Good faith requests will not be unreasonably <br />denied. No other employee will be permitted to perform Union work on City time except by <br />mutual agreement. <br />8.07 When there is a reduction in force, the Local Union officers, the Chapter officers, the Chief <br />Steward and division stewards shall be retained at work regardless of their seniority. If their jobs <br />are not operating, they will be placed in other jobs, provided they are qualified to perform the <br />available work. This subsection is enforceable only to the extent that such seniority is lawful. <br />8.08 The City shall provide the Chapter Chairperson with a copy of any new policy letters or <br />work rules affecting bargaining unit members at least twenty-four (24) hours before the notice is <br />given to the membership. <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 <br />to afford the employee an opportunity to offer an explanation of the alleged conduct. The City <br />shall notify the employee and his steward or the Chapter Chairperson (in the event of possible <br />termination) of the date and time of the conference and, upon request, the employee shall be <br />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 or emailed a written notice within forty-eight (48) hours, stating the reasons for <br />whatever disciplinary action has been taken. Notices of suspension and discharge may be hand - <br />delivered on City premises with a copy being sent to the Union. A copy of said notice shall also <br />be provided to the employee's Local Union steward within forty-eight (48) hours. All disciplinary <br />action may 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 />6 <br />