1992 - Laserfiche WebLink

(5) Frequent or excessive tardiness, or absence from work, or from an employee's work area. (6) Dishonesty. (7) Unsatisfactory work performance. (8) Through misconduct, causing damage to public property or waste of public supplies. (9) At the time of employment, having concealed or misrepresented facts in his /her application for employment. (10) Insubordination, including refusal to do assigned work or refusal to perform work in the manner described by a supervisor without proper justification. (11) Disrespectful or discourteous conduct toward a City officer or official, another employee, or a member of the public while representing the City. (12) Violation of any of the provisions of the City Ordinances or Resolutions relating to the conduct of City officers and employees, or established work rule(s). (13) Failure to submit to a medical examination or failure to appear at the designated time and place for such examination. (14) Violation of CORI Regulations. Election 26. Orievance4 26.1 A grievance is any dispute which involves the interpretation or application of any provision of this Memorandum of Understanding excluding, however, those provisions of this Memorandum of Understanding which specifically provide that the decision of any City official shall be final, the interpretation or application of those provisions not being subject to the grievance procedure. 26.2 Grievances shall be processed in the following manner: (1) Within thirty (30) calendar days after the occurrence of an event giving rise to a grievance, an employee may request a meeting to discuss the grievance with such management official as the employee's department director may designate. Such request shall be made in writing to the department director. (2) If the grievance remains unresolved, the written grievance may be filed with the department director who shall investigate the grievance and render a decision within fourteen (14) calendar days from the date the grievance is received. - 28 -