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<br />13 <br /> <br />8.2 Letters of Reprimand <br /> <br />8.2.1 The City shall furnish the worker copies of all letters of reprimand or warning prior to <br />placement of such documents into the worker's personnel file. At such time, the City will <br />furnish the Union with a general notification that a personnel action pertaining to the <br />worker has occurred. The worker shall have twenty (20) working days to respond to a <br />letter of reprimand or warning, and any written response provided by the worker shall be <br />attached to the letter of reprimand or warning and placed in the personnel file. In the <br />event a general notification is not sent to the Union and the Personnel Officer, such letter <br />may not be used to support any subsequent disciplinary action. <br /> <br />8.2.2 Letters of reprimand may not be appealed through the grievance procedure. At the <br />request of the worker, a letter of reprimand shall be removed from the worker's file if the <br />worker has not been subject to subsequent disciplinary action – as defined in Article 13.1 <br />– during the initial two-year period following the issuance of the letter of reprimand that the <br />worker is requesting be removed from his/her file. The City shall respond to the worker’s <br />request for removal of the letter of reprimand along with reasons for the denial within five <br />(5) business days of receipt of the request. The worker’s request may be denied if, at the <br />time of the request, the worker is the subject of an active investigation for conduct or <br />performance issues that may result in discipline. Letters of reprimand which have been <br />removed pursuant to this Section shall be sent to the worker. <br /> <br />8.3 Retention of Disciplinary Documents <br /> <br /> If there has been no recurrence of conduct or performance deficiency forming the basis of a disciplinary <br />action, after three (3) years the employee may request that a letter be placed in his or her personnel file <br />reflecting the correction of such conduct or deficiency. Placement of such letter into the employee’s <br />personnel file is subject to approval of the Department Head and Personnel Officer. <br /> <br />8.4 Performance Ratings <br /> <br />All workers holding regular status shall be evaluated annually. Probationary workers shall be evaluated at <br />the end of the sixth month, and within ten (10) days of the end of the probationary period. Upon certification <br />to regular status, workers shall be evaluated annually from the date of the six (6) month probationary period <br />evaluation. A designated form shall be completed based upon the independent judgments of one (1) or <br />more supervisors including the immediate supervisor of the worker being evaluated. The procedure and <br />criteria for judgment shall be fair and consistent for all workers in the same class. Upon completion of the <br />performance rating, it shall be presented to the worker for review and signature and a copy given to the <br />worker prior to being transmitted to the Personnel Officer. <br /> <br />A worker shall have ten (10) working days to review and sign performance evaluations after which a copy <br />shall be placed in the worker's personnel file. <br /> <br /> <br />ARTICLE 9 - PROBATION PERIOD <br /> <br />9.1 Duration <br /> <br />Original and promotional appointments for regular full-time and regular part-time workers shall be subject to <br />a probationary period of one (1) year. Term-funded workers shall be subject to a probationary period of two <br />6.3.B. - Page 23