1983 RES NO 4350 - Laserfiche WebLink

Browse Search

GRIEVANCE PROCEDURE I. Statement of Purpose 1. To promote improved employer-employee relationships. 2. To afford employees a systematic means of obtaining expeditious resolution of problems after every reasonable effort has failed to resolve them through discussions. 3. To provide that grievances shall be settled as near as possible to the point of origin. 4. To provide that the grievance procedure shall be as informal as possible. II. Definitions 1. Days - means work days unless otherwise stated. 2. Employee - means any person full-time employed by the City, except those persons elected by popular vote. 3. Complaint - means an allegation or charge against a party that a wrong has been done. 4. Grievance - means an alleged violation of non-compliance with the provisions of this MOU, any supplemental MOU, City of Colton's written or unwritten personnel rules and regulations, and other policies and practices. It is further agreed that this grievance procedure will apply to any alleged violation of non-compliance with the provisions of this MOU, any supplemental MOU, City of Colton's written or unwritten personnel rules and regulations, departmental rules and regulations and other policies and practices unless otherwise agreed by the parties. 5. Grievance Procedure - means the orderly process by which a determination is made as to whether or not the grievance exists. This procedure is limited solely to grievances, as defined, and does not apply to such other procedures having specific applications as prescribed by existing State laws and City ordinances. 6. Representative - means a person who, at the request of the employee or super- visor is invited to participate in the grievance of conferences. III. Complaint Procedure An employee who has a complaint should first try to resolve it through discussion with his immediate supervisor without undue delay, but no later than ten (10) days after the occurrence or awareness of the problem. If, after this discussion, the employee does not believe the problem has been satisfactorily resolved, he shall have the right to discuss it with his supervisor's immediate superior after notifying his supervisor of his intentions. The complaint shall be carried through the concerned department's chain of command with the employee and the reviewer attempting to resolve the complaint through discussion. Every effort should be made to find an acceptable solution by informal means at the lowest possible level of supervision. An appeal shall not be taken above the appointing power, i.e. the