2020-114 Resolution - Laserfiche WebLink

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his/her non -working hours, but in any event should the department Director or his/her secretary not be available for a file inspection visit his/her inability to inspect the file at the time shall not be the basis of a grievance. (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 [Inion that this disciplinary procedure, including the grievance procedure, shall be the sole remedy, fair 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 tile change in representation. 6.07 Non-employee representative of Al SCME shall be admitted to the Frnployer'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, adiustment and answering of grievances is desirable in the interest of sound relations between the employee and the Fmployer. "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 L'niployer 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: