[CC 1996 §130.820; Ord. No. 1030 §1, 12-8-1997]
The most effective accomplishments of the work of the City requires prompt consideration and equitable adjustment of the employee grievances. It is the desire of the City to adjust the causes of grievances informally and both supervisors and employees are expected to make every effort to resolve problems as they arise.
An employee may present his/her grievance or have an employee committee selected by the employee present his/her grievance to his/her supervisor or department head.
All grievances shall be submitted in writing to the City Clerk who shall forward a copy thereof to the employee's supervisor for action.
If satisfaction is not achieved by the above procedure within ten (10) working days, the grievance shall then be presented to the City Administrator.
The City Administrator shall convene a hearing within ten (10) days to consider the grievance. The employee, the supervisor, the department head and any other interested party shall have the right to be heard. All City employees shall be considered in the service of the City during the course of the grievance hearing and each employee shall be paid at his/her regular hourly rate for that time spent in the hearing.
Following the hearing, the City Administrator shall within ten (10) days take whatever action is necessary, including, but not limited to, a recommendation to change the personnel rules and regulations or the work practices of the City, a finding that the grievance is unjustified or any other appropriate recommendation. A report of the City Administrator's finding shall be presented to the Board of Aldermen.
No employee shall be disciplined or discriminated against in any way because of his/her proper use of the grievance procedure.
To the extent the provisions of this Section conflict with Article XX of this Chapter, the requirements of Article XX shall apply. The procedure outlined in Article XX shall be used if the alleged grievance is a disciplinary matter, although the City Administrator may treat a hearing under this Section as a hearing for the purposes of Section 130.810, provided that all employee rights have been respected.