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12.3 A worker may request in writing a reevaluation of his/her job based on significant changes in job content or <br /> significant discrepancies between job content and the classification description. <br /> The City will issue a determination on any reclassification request within ninety (90) calendar days from the <br /> receipt of the request, however this timeline may be extended at the mutual consent of the City and the <br /> Union. If meetings are held to discuss the requested reevaluation, the worker may request representation <br /> by the Union. The City shall not agree to a change in the appropriate pay level for a job description until the <br /> Union has received a copy of the proposed change and has been given the opportunity to meet and confer <br /> with the City. The meet and confer process shall begin no later than ninety(90) calendar days following the <br /> City's initial receipt of the reclassification request. Upon agreement, any changes determined will become <br /> effective the first pay period following such agreement, or upon the ninety-first(91st) calendar day following <br /> the City's initial receipt of the reclassification request, whichever occurs first. In the event that an <br /> amendment to the classification & salary plan requiring Council action is recommended, changes will be <br /> subject to Council approval and will be effective the first pay period following Council approval. If Council <br /> action is required, the City will meet and confer with the Union over the recommended changes within one <br /> hundred twenty(120)calendar days following the City's initial receipt of the reclassification request. The City <br /> shall bring the recommendation to Council within thirty (30) days of the conclusion of the meet and confer <br /> process. <br /> 12.4 The parties agree that the City retains its right to create new positions and that this Article 12 shall not apply <br /> to such newly created positions. Newly created positions shall be posted for filling by competitive process. <br /> ARTICLE 13- DISCIPLINE <br /> 13.1 The City may discharge, suspend or demote any worker who has completed the specified probationary <br /> period for cause, including, but not limited to, dishonesty, insubordination, drunkenness, incompetence, <br /> willful negligence, failure to perform work as required or failure to comply with or violation of the City's <br /> reasonable rules regarding safety, conduct and operations. <br /> Right to Representation <br /> Except in situations requiring immediate action, such as but not limited to, allegations of theft or urgent <br /> safety matters, a worker shall be entitled to a steward of his or her choice at an investigative interview or <br /> meeting that the worker reasonably believes may result in disciplinary action. The worker must make a <br /> selection of which steward will be representing him or her within a reasonable time. <br /> Procedure <br /> A Notice of Intent to discharge, demote or suspend for one (1) day or more, must be served on the worker, <br /> the Union, and appropriate Steward, in person or by certified mail prior to any disciplinary action becoming <br /> effective. The Notice shall include: <br /> a) A statement of the nature of the disciplinary action; <br /> b) The effective date of the action; <br /> c) A statement of the cause thereof; <br /> d) A statement of the act or omissions upon which the causes are based; <br /> 15 <br />