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6.13. - Page 16 of 366 TENTATIVE AGREEMENT BETWEEN REDWOOD CITY AND REDWOOD CITY MANAGEMENT EMPLOYEES ASSOCIATION RE: 2018 SUCCESSOR MOU F. Notice of the employee's right to have a re resentafive of his or her choice at the Skelly Conference should he or she choose to respond orally; and G. Notice that the failure to respond at the time specified shall constitute a waiver of the right to respond prior to the imposition of discipline. 13.2.3 Employee's Response and the Skelly Conference A. If the em to ee re uests a Skelly Conference to respond orally to the charge(s), the conference will be scheduled within a reasonable time after the date of the Notice, The Skelly Conference will be an informal meeting with the Department Head, at which the employee has an opportunity to rebut the char es against him or her and present an mitigating circumstances. The Department Head will consider the employee's presentation before any final disciplinary action. B. The employee's failure to make an oral response at the arranged conference time or the employee's failure to cause his or her written response to be delivered by the date and time specified in the notice constitutes a waiver of the employee's right to respond prior to the imposition of the discipline. In that case the proposed disciplinary action will be imposed on the datespecified. 93.2.4 _ Final Notice of Discipline After receipt of the employee's timely written response or after the Skelly Conference the Department Head will: a dismiss the notice of intent and take no disciplinary action against the em to ee b modify the intended disciplinary action, or c) impose the intended disciplinary action. In any event the Department Head shall prepare and rovide the em Io ee with a notice that contains the following: A. The level of discipline, if any, to be imposed and the effective date of the discipline. B. The specific charges upon which the discipline is based; C. A summary of the facts upon which the charges are based; D. A copy of all written materials reports, or documents upon which the discipline is based; and E. A statement of the nature of the employee's right to appeal. 13.3 In the event an employee feels that the discharge, suspension, demotion or pay reduction is unjust, the Association shall have the right to appeal the case through the procedure set forth in Article 21, Grievances. Such grievances may only be appealed to the Appeals Board level of the grievance procedure as set forth in Article 21,2.4 and may not be appealed to binding arbitration. 00059814-1 10 35