2005 RES R-26-05 - Laserfiche WebLink

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E. Time Limits 1. Failure by a grievant to meet a deadline set in this procedure shall terminate the grievance, and the grievant shall not have a right to re -file on the same set of facts, unless good cause is shown for the delay, or if the City waives the deadline. 2. Failure by the City to meet a deadline shall give the grievant the right to proceed to the next step. 3. Time limits in this procedure may be extended by mutual written agreement between the parties. The employee and representative will be given at least ten day's written notice of any meeting scheduled in accordance with the grievance procedure. This provision may be waived by mutual agreement between the parties, in writing. F. Withdrawal Any grievance may be withdrawn by the grievant at any time, and must be done in writing. Withdrawal of a grievance will be with prejudice and shall remove the right of the grievant to re -file on the same set of facts. G. Freedom From Reprisal 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. 1. Minor Disciplinary Action Appeals Process - Any permanent, full-time employee who is suspended for three days or less, who is given a written warning or reprimand, or who receives any other type of minor discipline or punishment, may appeal such action to the City Manager within 10 days of the date the employee received written notification of said action. Such appeal shall be submitted in writing, stating the reason(s) that the disciplinary action should be modified or rescinded. Within 15 days of receiving such an appeal, the City Manager, or the City Manager's designee, shall schedule a meeting with the employee and the employee's representative, if any. Within 15 days after the meeting, the City Manager, or the City Manager's designee, shall issue a written determination. Such determination shall be final and binding, and shall not be subject to further appeal, including, but not limited to, an appeal to the Civil Service Board or under any grievance procedure or any other dispute resolution process in the City of Colton. 2. Conduct of Association Business - Designated officers of the Association shall be provided reasonable time while on duty, to conduct business related to the affairs of the Association. Recognizing the difficulty of defining what constitutes "reasonable" time, the parties agree that the definition of reasonable shall be determined on a case by case basis with the understanding by all parties that the needs and objectives of the organization are of prime importance. ARTICLE H COMPENSATION Section 1: Salary The Association agrees to accept the increases as follows: 1. The Police Dispatcher II will realize a $75 increase to salary retroactive to October 1, 2004. The Police Dispatcher I will be benchmarked 5% below the Police Dispatcher II; the Sr. Police Dispatcher will be benchmarked 10% above the Police Dispatcher II (the benchmark was utilized in 2003 for the 03/04 MOL); and both salary increases will be retroactive to October 1, 2004. Page 7 of 18 CWA MOU ea*es 063007 3/7/2005