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work: President, Vice President, Secretary, Treasurer, Chief Steward, Stewards and <br />Alternate Stewards, and three (3) members of the Union Executive Board. <br />Section 5. In case of a suspension or discharge or a formalized disciplinary <br />meeting the employee shall have the right to have his Steward present and, upon <br />request, will be permitted to discuss his suspension or discharge with the Steward in an <br />area made available by the City before he is required to leave the premises. Within <br />twenty-four (24) hours of the date of a suspension or discharge, the City shall deposit <br />with the regular U.S. Mail, a certified letter to the involved employee stating the reasons <br />for disciplinary action taken, and shall hand deliver a copy of same to a Union Officer or <br />Steward. Disciplinary action may be appealed by the Union through the Grievance <br />Procedure commencing at Step 2 of the Grievance Procedure. An employee who <br />desires to protest the disciplinary action must make an election within ten (10) calendar <br />days following receipt of written notice as to whether he wishes to pursue the grievance <br />procedure. <br />(a) When an employee is given a disciplinany action, including a reprimand, <br />the employee will receive a copy of the disciplinary notice placed in the <br />personnet file maintained by City Hall. <br />(b) In imposing discipline on a current charge, the City will not base <br />progressive discipline on prior disciplinary action which is more than <br />two (2) years old, except for prior disciplinary action involving cases <br />of violence or theft. <br />(c) The official personnel files will be located in the Office of the <br />Director of Public Service. An employee may review his personnel file <br />upon giving reasonable notice to the Director of Public service. The <br />Director of Public Service shall attempt to accommodate the employees <br />request as soon as practicable. The employee and the employer may <br />have one (1) representative present when this review is done. The review <br />may be done during non-working hours. However, when the review is <br />done during working hours, it shall be lirnited to the last fifteen (15) <br />minutes of the work shift. Should the Director of Public Service not be <br />available to accommodate the initial request to review his personnel, <br />such inability to accommociate the initia request to review the file shall <br />not be a basis of a grievance. <br />5 <br />