2020-152 Resolution - Laserfiche WebLink

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I . Contrary to or inconsistent with or modifying or varying in ally «av the terms of this agreement or applicable lawns. '. Contrary to, inconsistent with, changing, altering, limiting, or modifN ing any practice, policy. rules or regulations. established by the Lmployer so lone as such practice, Policy. or regulations do not conflict «ith this agreement. The arbitrator shall be without authority to recommend my right or relicfon an alle,ed ��rievance occurring at any time other than the contract period in which such r1(—,ht orizinatcd or to make any award based on rights arising under any previous agreement, grievance, ' practices. The arbitrator shall not establish any nesy� or different vyage rates not negotiated as part of this agreement. In the event of a monetary award. the arbitrator shall limit any retroactive settlement to the date the grievance was presented to the L rnplover in Step I of the grievance procedure. I -he question ofarbitrability of a grievance may be raised by either party before the arbitration hearing of the grievance on the,rounds that the matter is non -arbitrable or hevond the arbitrator's jurisdiction. The first question to he placed before the arbitrator v-viII he \-vhether or not the grievance is arbitrable. If the arbitrator determines the grievance is within the purview of arbitrability, the grievance will be heard on its merits before the same arbitrator. The decision of the arbitrator shall be final and binding on the grievant, the FOP and the Employer. The arbitrator shall be requested to issue his decision within thirty (30) calendar days after the conclusion of testimony and argument or submission of final briefs. The cost and fees of the arbitrator shall be borne equally by the parties. The expense of any, non-employee witness shall be borne, ifany, h}the party calling them. The fees ofthe court reporter shal I be paid by the party asking for one: such tees shall be split equally if both parties desire a reporter, or request a copy of any transcripts. Any bargaining unit member whose attendance is required for such hearings shall not lose pay or benefits to the extent such hearing hours are during normally scheduled working hours at the day of the hearing. ARTICLE XVII I)ISCI1)L.INL' 17.01 -['lie tenure of every non probationary employee subject to the terms of this apreement shall be during Oood behavior and efficient service. The Employer may take disciplinary action against any employee in the bargaining unit only for just cause. The Fmployer may take disciplinary action for actions which occur while an employee is on duty. or which occur xvhile an employee is working under the colors of the Emplover. or in instances where the employee's conduct violates his oath of office. or applicable rules and regulations. Forms of disciplinary action are: Written/Verbal warning Written reprimand 1(