Employee Handbook

have a complaint or grievance may discuss the grievance with their immediate supervisor, Department Head, Human Resources Director, or the City Manager.

A grievance is defined as differences, disagreements, or disputes arising between an employee and their supervisor and/or employer regarding some aspect of their employment, application or interpretation of regulations and policies, or some management decision affecting them.

The steps of the grievance procedure are as follows: Step One: The employee makes an oral or written presentation of the grievance to their immediate supervisor within three (3) business days from the incident that prompted the grievance. The supervisor shall provide a copy of the written report to the Department Head. The Department Head will promptly investigate the circumstances surrounding the grievance, consult with other employees of the City in order to reach a correct, impartial, fair, and equitable determination or decision concerning the grievance, and take action if within the scope of the Department Head’s authority. The Department Head shall inform the employee in writing of the decision and applicable recommendations within three (3) business days from the date the grievance was filed. The Department Head may not hold a grievance longer than three (3) business days without forwarding it to the next supervisory level. If the grievance cannot be resolved between the employee and the Department Head, the employee may proceed to Step Two (2).

Step Two: The employee must reduce the grievance to writing and request that his/her written statement be delivered to the Human Resources Director within three (3) business days. If an employee requests a hearing, the Human Resources Director will arrange for a hearing within five (5) business days, and notify the employee of the date, time, and location of the hearing. Upon hearing the grievance and making a decision and applicable recommendations, the Human Resources Director must provide a written response to the employee and the Department Head within five (5) business days of the hearing. If the grievance cannot be resolved at this point, the employee may proceed to Step Three (3).

Step Three: The employee may submit a written request for a hearing with the City Manager. The City Manager will arrange for a hearing within five (5) business days, and notify the employee of the date, time, and location of the hearing. Upon hearing the grievance and making a decision and applicable recommendations, the City Manager will provide a response to the employee and the Human Resources Director within three (3) business days of the hearing. Every attempt will be made to address and resolve the employee’s grievance. The action of the City Manager shall be final and binding on all parties involved. Throughout the grievance procedure, copies of all requests and responses shall be forwarded to the Human Resources Department, which is responsible for maintaining copies of all grievance filings.

GRIEVANCE AND ADVERSE ACTION APPEAL PROCEDURE FOR DISCRIMINATION

Any applicant for City employment, City employee, or former City employee, who has reason to believe that any employment action, including promotion, training, classification, pay, disciplinary action, transfer, layoff, failure to hire, or termination of employment was based on age, sex, race, color, national origin, religion, creed, political affiliation, or non-job related disability, has the right to appeal such action using the grievance procedure outlined in this section if he or she desires. While such persons are encouraged to use the grievance procedure, they shall have the right to appeal in writing directly to the Human Resources Director or City Manager. The Human Resources Director shall investigate the complaint and report the findings to the individual who filed the appeal and the City Manager. An