2001 RES R-82-01 - Laserfiche WebLink

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EXHIBIT A VII. FISCAL YEAR: Change leave (i.e. floating holiday, bereavement leave, etc.) tuition, and employees. optical reimbursement to fiscal year with no adverse impact to VIII. UNIFORMS: Establish pre-employment agreement for mechanics to pay back "non -returned" uniforms at termination for those employees hired after 7/1/01. Safety work boots/shoes will be provided by the City to those employees for whom safety work boots/shoes are required, to determined by the Department Head or Risk Manager. IX. RECOGNITION: Add Office Specialist I, II to the list of recognized positions. X. GRIEVANCE PROCEDURE: 1. Article I, Section 4, under Definition of Grievant — revise language from "An employee in the General Unit, except those persons elected by popular vote" to "An employee in the General Unit". 2. Add Self Representation Language — A. "In the event a grievant elects to exercise the right to self representation, and objects to the attendance of a Association Representative and/or Business Representative, such individuals shall be excluded; provided, however, representatives of the Union will have certain rights of access to the records of the grievance proceeding. This right of access is provided in recognition of the Union's interest in effective representation of its members. B. Accordingly, the City of Colton shall provide the Association access to (1) information concerning the nature of the grievance; (2) any procedures utilized during the course of the grievance proceeding; (3) the results of the grievance proceeding, including any discipline imposed. C. However, in order to recognize the personal privacy interests of employees, the City shall delete from the grievance record (1) the name of the employee filing the grievance; (2) the employee's social security number, address, telephone number, and: (3) any other personal information protected under rights of privacy." 3. Add Freedom From Reprisal language — "No grievant shall be subject to coercion, discrimination, reprisal, or disciplinary action for discussing a complaint or grievance with his or her immediate supervisor, or for the good faith filing of a grievance." 4. Resolution, Procedure B — Increase the time an employee may request an interview with the division head from the point at which he/she receives written answer from his/her supervisor from five days to ten days. 5. Appeal of City Manager's Decision, Procedure E — Replace existing language with the following: A. "If the employee is not satisfied with the decision of the City Manager, the employee or the Association may, within ten days from the date of