2001-106 Ordinance - Laserfiche WebLink

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(b) fn imposing discipline on a current charge, the City will not base progressive discip(ine on prior disciplinary acfion which is more than two (2) years old, except for prior discipfinary action invalving cases of viofence or theft. (c) The officiai personnel files will be focated in the Office of the Departrnent Director or his designee. No nofice will be required to inspect the file by the Union Officer or employees, except thaf fhe Union is limited to the last fifteen (15) minutes out of the work shift. The emp(oyee may inspect his file during his non-working hours, but in any event should the department Director or his secretary not be availabie for a file inspecfion visit, his inabifity to inspect the file at fhe time shall not be the basis of a grievance. (d) The City shall insure #haf all disciplinary documents placed in an employee's official personnel file shali be first inifialed and dated by the employee concemed, The initiafing of any materials to be placed intQ any employee's official personnel record does not infer as to the contenfs of the material, but daes acknowledge that he has seen it. Section 5. It is specifically agreed by the Union that this discipfinary procedure, including the grievance procedure, shall be the sole remedy for an emp(oyee demoted, suspended or terminafed under the provision of the Agreement, and the disciplinary procedures and grievance provisions shall prevaii. Section 6: The Union shall provide the Director of Pub(ic Service, Director of Personnel and Administrative Services, Directar of Pubiic Safety and the Mayor with a complete list of persons that have been selected by the Union to act as Union representatives. The Union shall provide a complete updated revised (ist within ten (10) working days eacn and every time a change in representation occurs, The fist sha(I contain the effecfive date of the change in representation. ARTICLE 7- GRIEVANCE PROCEDURE Section 1: It is mutually understood by the Union and the City that the prompt presentafion, adjustment and answering of grievances is desirable in the interest of sound rela#ions between the employee and the City. The prompt and fair disposition of grievances involves important and equal obiigations and responsibilities, both joint and independent, on the part of the representatives of each parfy to protect and preserve the Grievance Pracedure as an orderly means of resaiving grievances. Actions by the City or the Union which tend fo impair 8