Common use of Grievance Procedure for Major Discipline Clause in Contracts

Grievance Procedure for Major Discipline. 1. A grievance of major discipline must be initiated by the aggrieved employee. The grievant must reduce the grievance to writing and provide the reason for the grievance and the desired disposition of the grievance. 2. The grievant must provide the written grievance to the Office of the City Manager with a copy to the Human Resources Executive within fifteen (15) business days after receipt of the written notice of the imposition of major discipline. 3. Upon receipt of a timely written grievance, the Human Resources Executive shall schedule a major discipline post-decision hearing with a hearing officer appointed by the City Manager who shall be an attorney licensed to practice law in the State of Colorado and not a City employee. The hearing officer shall not have had any direct involvement in the disciplinary decision. The City will make a reasonable effort to set the hearing for a date and time convenient to the employee and his/her representative. The hearing shall be conducted pursuant to the provisions of policies and procedures adopted by the City Manager. At the hearing, the hearing officer shall review relevant evidence, including but not limited to written documents and oral testimony, which is offered by the City or the employee. The hearing officer may also ask questions of the parties and witnesses during the hearing. The employee, at his or her expense, may have a member of the FOP or an attorney present at the hearing to provide advice and assistance. With the consent of the employee, and if the FOP is the employee’s sole representative during the appeal hearing, the FOP shall be permitted the opportunity to provide the hearing officer with relevant information and closing argument prior to the hearing officer rendering a decision. 4. After the hearing, the hearing officer shall issue written findings in accordance with policies and procedures adopted by the City Manager. The City Manager or his/her designee shall review the hearing officer’s findings and make the final decision regarding cause and level of discipline. This decision shall be final for purposes of judicial review. The Human Resources Executive will forward a copy of the hearing officer’s findings and the City Manager’s decision to the Chief of Police and the City Attorney’s Office and may also provide copies to other involved supervisory staff.

Grievance Procedure for Major Discipline. 1. A grievance of major discipline must be initiated by the aggrieved employee. The grievant must reduce the grievance to writing and provide the reason for the grievance and the desired disposition of the grievance. 2. The grievant must provide the written grievance to the Office of the City Manager with a copy to the Chief Human Resources Executive Officer within fifteen (15) business days after receipt of the written notice of the imposition of major discipline. 3. Upon receipt of a timely written grievance, the Chief Human Resources Executive Officer shall schedule a major discipline post-decision hearing with a hearing officer appointed by the City Manager who shall be an attorney licensed to practice law in the State of Colorado and not a City employee. The hearing officer shall not have had any direct involvement in the disciplinary decision. The City will make a reasonable effort to set the hearing for a date and time convenient to the employee and his/her representative. The hearing shall be conducted pursuant to the provisions of policies and procedures adopted by the City Manager. At the hearing, the hearing officer shall review relevant evidence, including but not limited to written documents and oral testimony, which is offered by the City or the employee. The hearing officer may also ask questions of the parties and witnesses during the hearing. The employee, at his or her expense, may have a member of the FOP or an attorney present at the hearing to provide advice and assistance. With the consent of the employee, and if the FOP is the employee’s sole representative during the appeal hearing, the FOP shall be permitted the opportunity to provide the hearing officer with relevant information and closing argument prior to the hearing officer rendering a decision. 4. After the hearing, the hearing officer shall issue written findings in accordance with policies and procedures adopted by the City Manager. The City Manager or his/her designee shall review the hearing officer’s findings and make the final decision regarding cause and level of discipline. This decision shall be final for purposes of judicial review. The Chief Human Resources Executive Officer will forward a copy of the hearing officer’s findings and the City Manager’s decision to the Chief of Police and the City Attorney’s Office and may also provide copies to other involved supervisory staff.

Grievance Procedure for Major Discipline. 1. A grievance of major discipline must be initiated by the aggrieved employee. The grievant must reduce the grievance to writing and provide the reason for the grievance and the desired disposition of the grievance. 2. The grievant must provide the written grievance to the Office of the City Manager with a copy to the Chief Human Resources Executive ExecutiveOfficer within fifteen (15) business days after receipt of the written notice of the imposition of major discipline. 3. Upon receipt of a timely written grievance, the Chief Human Resources Executive ExecutiveOfficer shall schedule a major discipline post-decision hearing with a hearing officer appointed by the City Manager who shall be an attorney licensed to practice law in the State of Colorado and not a City employee. The hearing officer shall not have had any direct involvement in the disciplinary decision. The City will make a reasonable effort to set the hearing for a date and time convenient to the employee and his/her representative. The hearing shall be conducted pursuant to the provisions of policies and procedures adopted by the City Manager. At the hearing, the hearing officer shall review relevant evidence, including but not limited to written documents and oral testimony, which is offered by the City or the employee. The hearing officer may also ask questions of the parties and witnesses during the hearing. The employee, at his or her expense, may have a member of the FOP or an attorney present at the hearing to provide advice and assistance. With the consent of the employee, and if the FOP is the employee’s sole representative during the appeal hearing, the FOP shall be permitted the opportunity to provide the hearing officer with relevant information and closing argument prior to the hearing officer rendering a decision. 4. After the hearing, the hearing officer shall issue written findings in accordance with policies and procedures adopted by the City Manager. The City Manager or his/her designee shall review the hearing officer’s findings and make the final decision regarding cause and level of discipline. This decision shall be final for purposes of judicial review. The Chief Human Resources Executive ExecutiveOfficer will forward a copy of the hearing officer’s findings and the City Manager’s decision to the Chief of Police and the City Attorney’s Office and may also provide copies to other involved supervisory staff.

Grievance Procedure for Major Discipline. 1. A grievance of major discipline must be initiated by the aggrieved employee. The grievant must reduce the grievance to writing and provide the reason for the grievance and the desired disposition of the grievance. 2. The grievant must provide the written grievance to the Office of the City Manager with a copy to the Director of Human Resources Executive within fifteen (15) business days after receipt of the written notice of the imposition of major discipline. 3. Upon receipt of a timely written grievance, the Director of Human Resources Executive shall schedule a major discipline post-decision hearing with a hearing officer appointed by the City Manager who shall be an attorney licensed to practice law in the State of Colorado and not a City employee. The hearing officer shall not have had any direct involvement in the disciplinary decision. The City will make a reasonable effort to set the hearing for a date and time convenient to the employee and his/her representative. The hearing shall be conducted pursuant to the provisions of policies and procedures adopted by the City Manager. At the hearing, the hearing officer shall review relevant evidence, including but not limited to written documents and oral testimony, which is offered by the City or the employee. The hearing officer may also ask questions of the parties and witnesses during the hearing. The employee, at his or her expense, may have a member of the FOP or an attorney present at the hearing to provide advice and assistance. With the consent of the employee, and if the FOP is the employee’s sole representative during the appeal hearing, the FOP shall be permitted the opportunity to provide the hearing officer with relevant information and closing argument prior to the hearing officer rendering a decision. 4. After the hearing, the hearing officer shall issue written findings in accordance with policies and procedures adopted by the City Manager. Manager The City Manager or his/her designee shall review the hearing officer’s findings and make the final decision regarding cause and level of discipline. This decision shall be final for purposes of judicial review. The Human Resources Executive Director will forward a copy of the hearing officer’s findings and the City Manager’s decision to the Chief of Police and the City Attorney’s Office Office, and may also provide copies to other involved supervisory staff.