2018-058 Resolution - Laserfiche WebLink

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(d) The Employer shall insure that all disciplinary documents placed in an employee's official personnel file shall be first initialed and dated by the employee concerned. The initiating of any materials to be placed into any employee's official personnel record does not infer as to the contents of the material, but does acknowledge that he\she has seen it. 6.05 It is specifically agreed by the Union that this disciplinary procedure, including the grievance procedure, shall be the sole remedy for a non -probationary employee demoted, suspended, terminated or otherwise disciplined under the provision of the Agreement, and the disciplinary procedures and grievance provisions shall prevail. 6.06 The Union shall provide the Directors of Public Service, Human Resources, Public Safety, Finance Director 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 list within ten (10) working days each and every time a change in representation occurs. The list shall contain the effective date of the change in representation. 6.07 Non-employee representative of AFSCME shall be admitted to the Employer's facility for the purpose of processing grievances or attending meetings, upon approval of the Employer or his/her designee. The Employer or his/her designee shall facilitate any necessary contact between the representative and any on duty employee, provided that arrangement of the contact is not unduly disruptive of the employee's job responsibilities. ARTICLE 7 GRIEVANCE PROCEDURE 7.01 It is mutually understood by the Union and the Employer that the prompt presentation, adjustment and answering of grievances is desirable in the interest of sound relations between the employee and the Employer. The prompt and fair disposition of grievances involves important and equal obligations and responsibilities, both joint and independent, on the part of the representatives of each party to protect and preserve the Grievance Procedure as an orderly means of resolving grievances. Actions by the Employer or the Union which tend to impair and/or weaken the Grievance Procedure are improper. The Grievance Procedure shall not be used or attempted to be used as a means to present issues that are not relevant to the provisions of this Agreement or attempt to use the Grievance Procedure to modify any term, condition or provision contained within this Agreement. 7.02 A grievance is a dispute or difference between the Employer and the Union, or between the Employer and an employee, concerning the interpretation or application and/or compliance with the terms of this Agreement and shall include disputes concerning disciplinary actions. When any such grievances arise, the following procedure shall be observed: All grievances shall be written and filed on an Official Grievance Form. The Official Grievance Form shall be provided to the employees by the Union and shall contain the following information at the time the grievance is filed in substantial compliance there with: • The date the grievance occurred; • The time the grievance occurred;