2000-112 Ordinance - Laserfiche WebLink

Home Browse Search

enjoyed by part-time employees will conform with those listed in Ordinance Number 94-07, except the terms, conditions and intent contained within Section 2 of Ordinance Number 94-07 and any subsequent Ordinances that may be adopted by the North Olmsted City Council which repeal, amend or modify Ordinance Number 94-07. Ful]-time employees who bump into a part-time classification shall not retain any rights and or benefits afforded by viriue of this agreement except those expressly stated within this Article. The parties acknowledge that the City has the right to layoff, recall, or to approve and/or deny a bump request. If the City exercise it rights in a manner consistent with this agreement, such conduct is not subject to the grievance procedure. A full-time employee who has the opporiunity to bump the most senior part-time employee may without penalty, instead elect unemployment which the Employer shall not contest. Section 14.06 During the period a full-time employee is on lay-off, he may continue to participate in the Employer sponsored health plan in accordance with COBRA regulations. Section 14.08 The Employer shall continue to provide the Union with a current recall list. Section 14.09 The Parties incorporate by reference the Letter of Understanding signed March 29, 2000. ARTICLE 15 DISCIPLINE Section 15.01 A non-probationary employee who is disciplined shall be disciplined within five (5) working days (excluding Saturdays, Sundays and Holidays) from the date the City knew of the proscribed conduct. At the time of the disciplinary action, the Employer shall provide a written i?w explanation setting forth the discipline and the reasons for such discipline. The Union shall have the right to have a representative at every step of the disciplinary process. Section 15.02 Any non-probationary employee who is disciplined shall be able to appeal such disciplinary action only through the Grievance Procedure herein contained. Section 15.03 An employee may review his personnel file upon reasonable notice. The Employer and the employee may have a representative present when this review occurs. Section 15.04 Written reprimands and records of verbal reprimands other than accidents; that are more than twenty-four (24) months otd shall not be used against the employee. Section 15.05 An employee shall be informed of any complaints made about his performance and shall be given the opportunity to meet with the Operations Manager or Maintenance Manager, or his designee, depending on classification, to discuss said complaints. The employee shall have the right to have a representative of the Union present when such complaints are discussed. Section 15.06 An employee shall be notified by the Finance Director or his/her designee when garnishment orders are received by the Employer. Such notification shall be given as soon as reasonably possible and shall not be disseminated to other persons, unless required by law. Section 15.07 Discipline shalt be applied as per Conditions of Employment and Rules and Regulations Manual that came into.effect June 17, 1990, (i.e. Green Book) as amended. ,.;.? _ .