AgdaPkt 2002-11-18 - Laserfiche WebLink

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Vacation may be used in shorter than twelve (12) hour increments, with a minimum of one (1) hour, except, during the hours of 0800 and 1600 vacation must be taken ~in a four (4) hour minimum, starting at 0800 or 1200 hours, provided that an employee fulfills the training requirements. ~[f a four (4) hour vacation through a twelve (12) hour vacation is requested and approved, the leave requested by the employee will be used by the employee. If a vacation of less than twelve (12) hours is requested and approved, and the department will be in an overtime situation, the employee requesting the short leave will be required to find his/her own relief up to the completion of his/her last shift prior to the approved leave. If the overtime situation occurs after the completion of his/her last shift prior to the approved leave, the Battalion Chief will find the relief. The relief person will be paid the appropriate overtime. Forty-eight (48) hours advance notice is required for vacation requests and cancellations except in an emergency. Less than forty-eight (48) hour requests will be accepted only at the Battalion Chief's discretion. Irrespective of the number of fire fighting personnel scheduled for work, vacation leave shall be scheduled on a shift basis as follows: No more than two (2) Fire Rghters and one (1) Captain may be on vacation leave at the same time per shift for the purposes of annual vacation scheduling. After annual vacation scheduling in completed, no more than three (3) employees per shift, irrespective of rank, may be on vacation leave at the same time, however, there shall be no more than two (2) Acting Captains filling in at any one time. SEC'~ON 10- PERSONNEL Fl'LES An employee, or his/her representative on presentation of written authorization from the employee, shall have access to the employee's personnel file on request. The City shall furnish the employee copies of all performance evaluation reports and letters of reprimand or warning prior to placement of such documents into the employee's personnel file, and copies of letters of reprimand or waming shall be sent to the Union and the Human Resources Director. In the event a letter of reprimand or warning is not sent to the Union and the Human Resources Director, such letter may not be used to support any subsequent disciplinary action. Upon receipt of a letter of reprimand or warning which the employee feels is factually incorrect, he/she many so advise in wdting the department head, Human Resources Director and the Union. The letter of reprimand or warning may not be appealed through the grievance procedure. The employee may be required to acknowledge the receipt of any document entered into his/her personnel file without prejudice to subsequent arguments concerning the contents of such documents.