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<br />49 <br /> <br />or warning prior to placement of such documents into the employee's personnel file. The <br />employee will have thirty (30) days to provide a written response to such documents and <br />the response to such documents shall be included in the file. The employee may be required <br />to acknowledge the receipt of any document entered into their personnel file without <br />prejudice to subsequent arguments concerning the contents of such documents. At the <br />request of the employee, a letter of reprimand may be removed from the employee’s file, <br />at the discretion of the Police Chief, if the employee has not been subject to subsequent <br />disciplinary action in which the minimum corrective action imposed is a letter of reprimand <br />during the initial two (2) year period following the issuance of the letter of reprimand the <br />employee is requesting be removed from their file. <br /> <br /> <br />SECTION 17. GRIEVANCE PROCEDURE <br /> <br />17.1 Definitions <br /> <br />17.1.1 A "grievance" is a formal written allegation by a member of the <br />bargaining unit who has been adversely affected by an alleged violation <br />of the specific provisions of this MOU during its term, excluding all <br />ordinances, resolutions, rules and regulations, the subject of which is not <br />specifically covered by the provisions of this MOU. Such excluded <br />ordinances, resolutions, rules and regulations shall not be subject to the <br />Grievance Procedure. <br /> <br />17.1.2 A "disciplinary grievance" is a formal written objection or challenge to <br />any punitive disciplinary action including dismissal, demotion, <br />suspension, reduction in salary, written reprimand, or transfer for <br />purposes of punishment. Any reduction in pay for change in assignment <br />which occurs in the course of regular rotation and is not punitive shall not <br />be subject to this grievance procedure. <br /> <br />Any punitive disciplinary action including dismissal, demotion, <br />suspension, reduction in salary, written reprimand, or transfer for <br />purposes of punishment shall be for cause. <br /> <br />17.1.3 A "grievant" is any unit member adversely affected by an alleged <br />violation of the specific provisions of this MOU, or a punitive disciplinary <br />action. <br /> <br />17.1.4 Unless otherwise specified, a "day" is any day in which the administrative <br />offices of the City of Redwood City are open for regularly scheduled <br />business. <br /> <br />17.2 General Provisions <br /> <br />17.2.1 Until final disposition of a grievance, the grievant shall comply with the <br />directions of the grievant's immediate supervisor. <br /> <br />6.I. - Page 61 of 84 <br />291