Laserfiche WebLink
has received a copy of the proposed change and has been given the opportunity to meet and confer with the <br />City. <br />Unless otherwise extended by mutual agreement, in the event the an amendment to the classification & salary <br />plan requiring Council action is not required, the meet and confer process shall begin no later than ninety (90) <br />calendar days following the City's initial receipt of the reclassification request. Upon agreement, any changes <br />determined will become effective the first pay period following such agreement, or upon the ninety-first (91st) <br />calendar day following the City's initial receipt of the reclassification request, whichever occurs first. In the <br />event that an amendment to the classification & salary plan requiring Council action is recommended, changes <br />will be subject to Council approval and will be effective the first pay period following Council approval. If <br />Council action is required, the City will meet and confer with the Union over the recommended changes within <br />one hundred twenty (120) calendar days following the City's initial receipt of the reclassification request. The <br />City 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 Causes for Discipline <br />The City may discharge, suspend, demote, or issue a letter of reprimand to any employee who has completed <br />the specified probationary period for cause, including, but not limited to, dishonesty, insubordination, <br />drunkenness, incompetence, willful negligence, failure to perform work as required or failure to comply with <br />or violation of the City's reasonable rules regarding safety, conduct and operations. <br />13.2 Right to Representation <br />Except in situations requiring immediate action, such as but not limited to, allegations of theft or urgent safety <br />matters, an employee shall be entitled to a steward of his or her choice at an investigative interview or meeting <br />that the employee reasonably believes may result in disciplinary action. The employee must make a selection <br />of which steward will be representing him or her within a reasonable time. <br />13.3 Pre -Disciplinary Procedures for Unpaid Suspension, Demotion, Reduction in Pay or Discharge <br />This pre -disciplinary procedure applies to for -cause employees who are subjected to disciplinary <br />suspension, demotion, reduction in pay, or discharge. Probationary employees are "at will" and have no <br />rights to any of the pre or post disciplinary policies and procedures in this MOU. If the reason for the release <br />of a probationary employee is for misconduct that stigmatizes his/her reputation such that it is more difficult <br />to obtain future employment, and the reason has been provided to the employee or made public, the <br />employee may be entitled to a "name clearing" meeting with the appointing authority before the date of <br />release. <br />13.3.1 Notice of Intent to Discipline: <br />The employee will be provided a written notice of intent to discipline, with a copy of such letter <br />furnished to the Union, containing the following: <br />1. The level of discipline intended to be imposed; <br />If <br />