Res11 15077 - Laserfiche WebLink

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01/10/2011 No changes in the MOU or interpretation thereof (except interpretation resulting from arbitration proceedings hereunder) will be recognized unless agreed to by the City Manager and the Union. 21.5 Disciplinary Actions No grievance involving the discharge or suspension of an employee will be entertained unless it is filed in writing with the Human Resources Director within ten (10) work days from the date of the discharge. "Work" days shall be defined by Section 14.2. The Human Resources Director, with the concurrence of the City Manager and in pursuance of the procedures outlined in Subsection 21.3 hereof, may resolve a grievance which involves discipline. 21.6 Pay Claims All complaints involving or concerning payment of compensation shall be filed in writing and no adjustment shall be retroactive for more than thirty (30) days from the date of filing. 21.7 Right of Regular Employee A regular employee who is discharged shall have the right to appeal such action pursuant to the grievance procedure provided in Section 21. 21.8 Time Failure of the grievant to adhere to time deadlines without reasonable cause shall constitute a waiver of the right to further appeal. Failure of the City to adhere to time deadlines shall mean that the grievant or the Union may proceed to the next grievance level. The grievant and the City may extend any time deadline by mutual agreement. SECTION 22 — OUTSIDE EMPLOYMENT No full-time employee shall engage in employment that may constitute a conflict of interest for the employee of the City. No employee shall apply himself or herself to any outside employment during his /her regular working hours. The Employee shall submit a form agreeable to the City and to the Union indicating the nature of the outside employment. No emblem, badge or other employee identification shall be worn by any person while in the employment of someone other than the City. 49 Page 55 #15077 MUFF # 905