Prior to filing a written grievance, an eligible regular employee should discuss concerns informally with supervision in an attempt to resolve the issue. If the issue is not resolved, an employee filing a grievance shall submit the written grievance to the Division Manager (Step 1) within seven (7) calendar days after knowledge of the grievance.

Step 1 – Division Manager: The Division Manager will meet with the employee filing the grievance within ten (10) working days of receipt of the grievance. Discussions will be informal for the purpose of settling differences in the simplest and most direct manner. The Division Manager shall reach a decision and communicate it in writing to the employee within ten (10) working days from the date of the Step 1 meeting.

Step 2 – Department Director: If the employee filing the grievance is not satisfied with the Step 1 response, the employee may forward the written grievance to the Department Director within five (5) working days of receipt of the Step 1 response. The Department Director will meet with the aggrieved employee within ten (10) full working days after the receipt of the grievance. The Department Director shall render a decision in writing to the employee within ten (10) full working days following the Step 2 meeting.

Step 3 – Director of Human Resources: If the employee filing the grievance is not satisfied with the Step 2 response, the employee may forward the written grievance to the Director of Human Resources within ten (10) working days of the receipt of the Step 2 response. The Director of Human Resources or designee will meet with the aggrieved employee within ten (10) working days after receipt of the grievance. The Director of Human Resources or designee shall obtain the facts and forward a recommendation to the City Manager within fifteen (15) full working days after the Step 3 meeting.

Step 4 – City Manager: Upon receipt of the recommendation, the City Manager shall have ten (10) full working days to consult with any parties involved and render a decision in writing to the employee. The decision of the City Manager shall be final and binding on the parties without further appeal.

Final decisions on grievances will not be precedent-setting or binding on future grievances.

Retroactivity Provision - In the settlement of any grievance resulting in retroactive adjustment, such adjustment shall be limited to ten (10) working days prior to the filing date of the grievance.

Anti-Retaliation - Employees have the right to present their legitimate good-faith grievances under the provisions of this procedure without fear of reprisal or loss of job security. Any manager or other employee violating this right will be subject to disciplinary action. However, employees may not utilize the Grievance Procedure in bad faith or solely for the purpose of delay or harassment, and may not repeatedly raise grievances a reasonable person would judge to have no merit. Implementation of the Grievance Procedure does not limit the City’s right to proceed with corrective action, and such decision will not be deemed retaliation for an employee’s decision to utilize the Grievance Procedure to challenge that corrective action or any other matter.