Common use of Procedural Steps Clause in Contracts

Procedural Steps. Step 1 The aggrieved Employee or the Union will submit his/her grievance in writing on the approved grievance form or other written document to the Division Commander. The Division Commander or his/her designee shall schedule a meeting to discuss the grievance within seven calendar days of receipt of the grievance form and shall reply to the Employee and/or Union, in writing, within seven calendar days after the meeting. Step 2 In the event that the Division Commander’s decision is not satisfactory to the Employee or the Union, the Employee or the Union may, within seven calendar days from receipt of the decision at Step 1, present the grievance form to the Chief of Police The Chief of Police shall schedule a meeting with the Employee and/or the Union within fourteen calendar days after receipt of the grievance. The Chief of Police or his or her designee shall reply to the Employee and/or Union within fourteen calendar days after the meeting. Step 3 In the event that the decision of the Chief of Police is not satisfactory to the Employee or the Union, the Employee or the Union may, within seven calendar days from receipt of the decision at Step 2, present the grievance form to the City Clerk for date and time stamping and delivery to the City Manager who shall schedule a meeting with the Employee and/or the Union within fourteen calendar days after receipt of the grievance. The City Manager shall reply to the Employee and/or Union within fourteen calendar days after the meeting. (a) Any grievance that has been properly processed through the above procedure and has not been settled at Step 3 may, at the request of the Union or the Employee, be appealed to the Employee Relations Board. (b) The Union or the Employee shall serve written notice of its intention to proceed to the Employee Relations Board to the City Clerk within fourteen calendar days of receipt of the City Manager’s decision at Step 3. (c) The Employee Relations Board shall have the right to engage one or more professional neutral persons to serve as a hearing officer, fact finder and to make recommendations concerning the grievance. (d) The Employee Relations Board shall have no authority to amend, alter or modify any provision of this Agreement or to limit, diminish or in any manner interfere with the authority of the City and its administration as provided by State Law and/or City Charter. (e) The written decision of the Employee Relations Board shall be rendered within 30 days after the hearing and shall be final and binding upon the aggrieved Employee, the Union, and the City. (f) The cost of presenting or defending the grievance to the Employee Relations Board shall be borne by the side incurring the expense. (g) The Employee Relations Board shall meet to hear grievances which are at the Employee Relations Board step three times per year at dates specified on or before the beginning of the calendar year, excluding summer months of June, July, and August. Grievances which shall be heard on a specific date shall be those which have proceeded to Step 4 no later than 30 days before that scheduled Employee Relations Board hearing date.

Procedural Steps. Step 1 The aggrieved Employee employee, with or without his/her Union representative, shall meet with the lowest level County supervisor capable of resolving the grievance to present the grievance orally. If that supervisor lacks the authority to resolve the grievance, he/she shall refer the Union or the employee to the appropriate member of management, who may include the original supervisor in the adjustment process. The lowest level supervisor capable of resolving the grievance shall attempt to satisfactorily adjust the matter and reply to the unit member or the Union will submit his/her grievance in writing on the approved grievance form or other written document to the Division Commander. The Division Commander or his/her designee shall schedule a meeting to discuss the grievance orally within seven calendar five working days of receipt the presentation of the grievance form and shall reply to the Employee and/or Union, in writing, within seven calendar days after the meetinggrievance. Step 2 In the event that the Division Commander’s supervisor's decision at Step 1 is not satisfactory to the Employee employee or the Union, the Employee employee or the Union may, within seven calendar 10 working days from of receipt of the decision that supervisor's answer at Step 1, present the grievance grievance, in writing, to the Bureau Chief on a form to be supplied by the County. The Bureau Chief shall, within five working days of Police The Chief of Police shall schedule a meeting with the Employee and/or the Union within fourteen calendar days after receipt of the grievance. The Chief of Police or his or her designee shall , schedule a meeting to discuss the grievance with the employee and/or the Union and reply to the Employee employee and/or Union the Union, in writing, within fourteen calendar ten working days after of the meeting. Step 3 In the event that the Bureau Chief's decision of the Chief of Police is not satisfactory to the Employee employee or the Union, the Employee employee or the Union may, within seven calendar five working days from receipt of the Bureau Chief's answer at Step 2, present the Step 2 grievance form to the Department Head. All grievances concerning suspension or discharge shall begin at this step. The Department Head or his/her designee shall arrange to meet with the employee and/or the Union within five working days after receipt of the grievance, and shall reply to the grievance, in writing, to the employee and/or the Union within five working days of the meeting. Step 4 In the event that the Department Head's decision is not satisfactory to the employee or to the Union, the employee or the Union may, within five working days from receipt of the Department Head's decision at Step 23, present the grievance form to the City Clerk for date and time stamping and delivery Personnel Officer. The Personnel Officer or his/her designee shall arrange to the City Manager who shall schedule a meeting meet with the Employee employee and/or the Union within fourteen calendar 10 working days after receipt of the grievance. The City Manager Personnel Officer shall reply to the Employee grievance, in writing, to the employee and/or the Union within fourteen calendar 10 working days after of the meeting. (a) Step 5 Any grievance that has been properly processed through the above procedure and has not been settled at Step 3 4, may, at the request of the Union or the EmployeeUnion, be appealed to the Employee Relations Boardbinding arbitration. (b) The Union or the Employee shall serve written notice of its intention to proceed to the Employee Relations Board to the City Clerk within fourteen calendar days of receipt of the City Manager’s decision at Step 3. (c) The Employee Relations Board shall have the right to engage one or more professional neutral persons to serve as a hearing officer, fact finder and to make recommendations concerning the grievance. (d) The Employee Relations Board shall have no authority to amend, alter or modify any provision of this Agreement or to limit, diminish or in any manner interfere with the authority of the City and its administration as provided by State Law and/or City Charter. (e) The written decision of the Employee Relations Board shall be rendered within 30 days after the hearing and shall be final and binding upon the aggrieved Employee, the Union, and the City. (f) The cost of presenting or defending the grievance to the Employee Relations Board shall be borne by the side incurring the expense. (g) The Employee Relations Board shall meet to hear grievances which are at the Employee Relations Board step three times per year at dates specified on or before the beginning of the calendar year, excluding summer months of June, July, and August. Grievances which shall be heard on a specific date shall be those which have proceeded to Step 4 no later than 30 days before that scheduled Employee Relations Board hearing date.

Procedural Steps. Step 1 The aggrieved Employee employee or the Union will submit his/her grievance in writing on the approved grievance form or other written document to the Division Commanderhis/her Deputy Chief. The Division Commander Deputy Chief or his/her designee shall schedule a meeting to discuss the grievance within seven calendar days of receipt of the grievance form and shall reply to the Employee employee and/or Union, in writing, within seven calendar days after the meeting. Step 2 In the event that the Division Commander’s Deputy Chief or his/her designee's decision is not satisfactory to the Employee employee or the Union, the Employee employee or the Union may, within seven calendar days from receipt of the decision Deputy Chief or his/her designee's answer at Step 1, present the grievance form in writing to the Chief of Police Police. All grievances concerning suspension or discharge shall begin at this step. The Chief of Police or designee shall schedule a meeting with the Employee employee and/or the Union within seven calendar days after receipt of the grievance, and shall reply to the employee and/or Union within seven calendar days after the meeting. Step 3 In the event that the Chief or designee's decision is not satisfactory to the employee or the Union, the employee or the Union may, within seven calendar days from receipt of the Chief's or designee's decision at Step 2, present the grievance form to the Personnel Officer. The Personnel Officer or his/her designee shall schedule a meeting with the employee and/or the Union within fourteen calendar days after receipt of the grievance. The Chief of Police Personnel Officer or his or her designee shall reply to the Employee and/or Union within fourteen calendar days after the meeting. Step 3 In the event that the decision of the Chief of Police is not satisfactory to the Employee or the Union, the Employee or the Union may, within seven calendar days from receipt of the decision at Step 2, present the grievance form to the City Clerk for date and time stamping and delivery to the City Manager who shall schedule a meeting with the Employee and/or the Union within fourteen calendar days after receipt of the grievance. The City Manager shall reply to the Employee employee and/or Union within fourteen calendar days after the meeting. (a) Any grievance that has been properly processed through the above procedure and has not been settled at Step 3 may, at the request of the Union or the EmployeeUnion, be appealed to the Employee Relations Boardbinding arbitration. (b) The Union or the Employee shall serve written notice of its intention to proceed to binding arbitration upon the Employee Relations Board to the City Clerk Personnel Officer within fourteen calendar days of receipt of the City Manager’s Personnel Officer's decision at Step 3. (c) The Employee Relations Board shall have County will arrange for the right American Arbitration Association to engage one or more professional neutral persons to serve as provide a hearing officer, fact finder and to make recommendations concerning list of arbitrators within fifteen days of the grievanceUnion's notice of intent. (d) The Employee Relations Board County and the Union may use the services of either the Federal Mediation and Conciliation Service or the American Arbitration Association. In any event, the arbitration shall be conducted in accordance with the rules of the American Arbitration Association. (e) The Arbitrator shall have no authority to amend, alter or modify any provision of this Agreement or to limit, diminish or in any manner interfere with the authority of the City County and its administration as provided by State Law and/or City County Charter. (ef) The written decision of the Employee Relations Board Arbitrator shall be rendered within 30 days after the hearing and shall be final and binding upon the aggrieved Employeeemployee, the Union, and the CityCounty. (fg) The cost of arbitration shall be shared equally by the County and the Union, except the costs incurred in presenting or defending the grievance to the Employee Relations Board Arbitrator shall be borne by the side incurring the expense. (g) The Employee Relations Board shall meet to hear grievances which are at the Employee Relations Board step three times per year at dates specified on or before the beginning of the calendar year, excluding summer months of June, July, and August. Grievances which shall be heard on a specific date shall be those which have proceeded to Step 4 no later than 30 days before that scheduled Employee Relations Board hearing date.

Procedural Steps. Step 1 The aggrieved Employee or the Union will submit his/her grievance in writing on the approved grievance form or other written document to the Division Commander. The Division Commander or his/her designee shall schedule a meeting to discuss the grievance within seven calendar days of receipt of the grievance form and shall reply to the Employee and/or Union, in writing, within seven calendar days after the meeting. Step 2 In the event that the Division Commander’s decision is not satisfactory to the Employee or the Union, the Employee or the Union may, within seven calendar days from receipt of the decision at Step 1, present the grievance form to the Chief of Police The Chief of Police shall schedule a meeting with the Employee and/or the Union within fourteen calendar days after receipt of the grievance. The Chief of Police or his or her designee shall reply to the Employee and/or Union within fourteen calendar days after the meeting. Step 3 In the event that the decision of the Chief of Police is not satisfactory to the Employee or the Union, the Employee or the Union may, within seven calendar days from receipt of the decision at Step 212, present the grievance form to the City Clerk for date and time stamping and delivery to the City Manager who shall schedule a meeting with the Employee and/or the Union within fourteen calendar days after receipt of the grievance. The City Manager shall reply to the Employee and/or Union within fourteen calendar days after the meeting. (a) Any grievance that has been properly processed through the above procedure and has not been settled at Step 3 may, at the request of the Union or the Employee, be appealed to the Employee Relations Board. (b) The Union or the Employee shall serve written notice of its intention to proceed to the Employee Relations Board to the City Clerk within fourteen calendar days of receipt of the City Manager’s decision at Step 3. (c) The Employee Relations Board shall have the right to engage one or more professional neutral persons to serve as a hearing officer, fact finder and to make recommendations concerning the grievance. (d) The Employee Relations Board shall have no authority to amend, alter or modify any provision of this Agreement or to limit, diminish or in any manner interfere with the authority of the City and its administration as provided by State Law and/or City Charter. (e) The written decision of the Employee Relations Board shall be rendered within 30 days after the hearing and shall be final and binding upon the aggrieved Employee, the Union, and the City. (f) The cost of presenting or defending the grievance to the Employee Relations Board shall be borne by the side incurring the expense. (g) The Employee Relations Board shall meet to hear grievances which are at the Employee Relations Board step three times per year at dates specified on or before the beginning of the calendar year, excluding summer months of June, July, and August. Grievances which shall be heard on a specific date shall be those which have proceeded to Step 4 no later than 30 days before that scheduled Employee Relations Board hearing date.

Procedural Steps. Step 1 The aggrieved Employee or Recognizing that grievances should be raised and settled promptly, a grievance must be raised within fourteen (14) calendar days following the Union will submit his/her grievance in writing on the approved grievance form or other written document event giving rise to the Division Commandergrievance or within fourteen (14) calendar days following the time when the employee should reasonably have gained knowledge of its occurrence. The Division Commander County shall send a copy of all grievances received to the Association. The grievant will be responsible for filing the proper forms within the time limits set forth in this Section, and shall keep the Association informed of same. Grievances shall be processed as follows, except for disciplinary grievances involving a suspension, loss of pay, demotion, or his/her designee discharge which shall schedule begin at Step 4 by filing a meeting written appeal to the Chief of the Fire Department: Step 1. The employee shall discuss the grievance with the employee's immediate supervisor (with the rank of Captain or higher). The supervisor shall attempt to adjust the grievance, within the supervisor's scope of authority, and shall respond orally within seven (7) calendar days of the discussion. The employee, at the employee's sole option, may bypass this Step 1 and proceed directly to Step 2. Step 2. If the grievance is not settled at Step 1, the employee may, within seven (7) calendar days of the Step 1 response, file a written grievance with the employee's Battalion Chief or Division Chief if the employee does not report to a Battalion Chief. A meeting between the Battalion Chief or Division Chief and the employee shall be held within fourteen (14) calendar days after receipt of the grievance form and written grievance. The Battalion Chief or Division Chief shall reply to the Employee and/or Unionsubmit an answer, in writing, and may accept, reject, increase, or decrease the disciplinary action within seven fourteen (14) calendar days after the meeting. Step 2 In 3. If the event that the Division Commander’s decision grievance is not satisfactory to settled at Step 2, the Employee employee or the Union, the Employee or the Union employee's representative may, within seven fourteen (14) calendar days from of receipt of the decision at Step 12 answer, present the grievance form to the Chief file a written appeal of Police The Chief of Police shall schedule a meeting said answer with the Employee and/or Division Chief. A meeting between the Union Division Chief or the Chief's designee, the employee and the employee's representative shall be held within fourteen (14) calendar days after receipt of the grievancewritten appeal. The Chief of Police Division Chief, or his the Chief's designee, shall submit an answer, in writing, and may accept, reject, increase, or her designee shall reply to decrease the Employee and/or Union disciplinary action within fourteen (14) calendar days after the meeting. The Assistant Chief or his/her designee shall hear the grievance at step 3 if a Division Chief hears Step 2. Step 3 In 4. If the event that the decision of the Chief of Police grievance is not satisfactory to settled at Step 3, the Employee employee or the Union, the Employee or the Union employee's representative may, within seven fourteen (14) calendar days from of receipt of the decision at Step 2step 3 answer, present the grievance form to the City Clerk for date and time stamping and delivery to the City Manager who shall schedule file a meeting written appeal of said answer with the Employee and/or Chief. A meeting between the Union Chief or the Chief's designee, the employee, and the employee's representative shall be held within fourteen (14) calendar days after receipt of the grievancewritten appeal. The City Manager shall reply to the Employee and/or Union within fourteen calendar days after the meeting. (a) Any grievance that has been properly processed through the above procedure and has not been settled at Step 3 mayChief, at the request of the Union or the EmployeeChief's designee, be appealed to the Employee Relations Board. (b) The Union or the Employee shall serve submit a written notice of its intention to proceed to the Employee Relations Board to the City Clerk within fourteen calendar days of receipt of the City Manager’s decision at Step 3. (c) The Employee Relations Board shall have the right to engage one or more professional neutral persons to serve as a hearing officer, fact finder and to make recommendations concerning the grievance. (d) The Employee Relations Board shall have no authority to amend, alter or modify any provision of this Agreement or to limit, diminish or in any manner interfere with the authority of the City and its administration as provided by State Law and/or City Charter. (e) The written decision of the Employee Relations Board shall be rendered within 30 days after the hearing and shall be final and binding upon the aggrieved Employee, the Unionanswer, and may accept, reject, increase, or decrease the City. (f) The cost of presenting or defending the grievance to the Employee Relations Board shall be borne by the side incurring the expense. (g) The Employee Relations Board shall meet to hear grievances which are at the Employee Relations Board step three times per year at dates specified on or before the beginning of the calendar year, excluding summer months of June, July, and August. Grievances which shall be heard on a specific date shall be those which have proceeded to Step 4 no later than 30 days before that scheduled Employee Relations Board hearing date.disciplinary action within fourteen

Procedural Steps. Step 1 The aggrieved Employee or Recognizing that grievances should be raised and settled promptly, a grievance must be raised within fourteen (14) calendar days following the Union will submit his/her grievance in writing on the approved grievance form or other written document event giving rise to the Division Commandergrievance or within fourteen (14) calendar days following the time when the employee should reasonably have gained knowledge of its occurrence. The Division Commander County shall send a copy of all grievances received to the Association. The grievant will be responsible for filing the proper forms within the time limits set forth in this Section, and shall keep the Association informed of same. Grievances shall be processed as follows, except for disciplinary grievances involving a suspension, loss of pay, demotion, or his/her designee discharge which shall schedule begin at Step 4 by filing a meeting written appeal to the Chief of the Fire Department: Step 1. The employee shall discuss the grievance with the employee's immediate supervisor (with the rank of Captain or higher). The supervisor shall attempt to adjust the grievance, within the supervisor's scope of authority, and shall respond orally within seven (7) calendar days of the discussion. The employee, at the employee's sole option, may bypass this Step 1 and proceed directly to Step 2. Step 2. If the grievance is not settled at Step 1, the employee may, within seven (7) calendar days of the Step 1 response, file a written grievance with the employee's Battalion Chief or Division Chief if the employee does not report to a Battalion Chief. A meeting between the Battalion Chief or Division Chief and the employee shall be held within fourteen (14) calendar days after receipt of the grievance form and written grievance. The Battalion Chief or Division Chief shall reply to the Employee and/or Unionsubmit an answer, in writing, and may accept, reject, increase, or decrease the disciplinary action within seven fourteen (14) calendar days after the meeting. Step 2 In 3. If the event that the Division Commander’s decision grievance is not satisfactory to settled at Step 2, the Employee employee or the Union, the Employee or the Union employee's representative may, within seven fourteen (14) calendar days from of receipt of the decision at Step 12 answer, present the grievance form to the Chief file a written appeal of Police The Chief of Police shall schedule a meeting said answer with the Employee and/or Division Chief. A meeting between the Union Division Chief or the Chief's designee, the employee and the employee's representative shall be held within fourteen (14) calendar days after receipt of the grievancewritten appeal. The Division Chief, or the Chief's designee, shall submit an answer, in writing, and may accept, reject, increase, or decrease the disciplinary action within fourteen (14) calendar days after the meeting. The Assistant Chief or his/her designee shall hear the grievance at step 3 if a Division Chief hears Step 2. In the event that a grievance involves a time sensitive matter, the employee, or the employee's representative, may elect to proceed immediately to this Step 3 in an attempt to resolve the grievance in an expeditious manner. The Division Chief, or the Chief's designee, shall submit an answer, in writing, within five (5) working days after the meeting. The employee may then appeal the answer to the Chief of the Department within five (5) working days, and in writing. The Chief of Police the Department, or his the Chief's designee, has five (5) working days in which to give an answer. Step 4. If the grievance is not settled at Step 3, the employee or her designee shall reply to the Employee and/or Union employee's representative may, within fourteen (14) calendar days of receipt of the step 3 answer, file a written appeal of said answer with the Chief. A meeting between the Chief or the Chief's designee, the employee, and the employee's representative shall be held within fourteen (14) calendar days after receipt of the written appeal. The Chief, or the Chief's designee, shall submit a written answer, and may accept, reject, increase, or decrease the disciplinary action within fourteen (14) calendar days after the meeting. Step 3 In 5. If the event that the decision of the Chief of Police grievance is not satisfactory to the Employee or the Unionsettled at Step 4, the Employee or the Union employee may, within seven calendar days from receipt of the decision at Step 2, present the grievance form to the City Clerk for date and time stamping and delivery to the City Manager who shall schedule a meeting with the Employee and/or the Union within fourteen (14) calendar days after receipt of the grievanceStep 4 written answer, file a written appeal of said answer with the Labor Commissioner or their designee. A meeting between the employee, the employee's representative, designated Administration representative, and the Labor Commissioner or the Commissioner's designee shall be held within fourteen (14) calendar days after receipt of the written appeal. The City Manager Labor Commissioner or the Commissioner's designee shall reply to submit a written answer, and may accept, reject, increase, or decrease the Employee and/or Union disciplinary action within fourteen (14) calendar days after the meeting. (a) Any grievance that has been properly processed through the above procedure and has not been settled at Step 3 may, at the request of the Union or the Employee, be appealed to the Employee Relations Board. (b) The Union or the Employee shall serve written notice of its intention to proceed to the Employee Relations Board to the City Clerk within fourteen calendar days of receipt of the City Manager’s decision at Step 3. (c) The Employee Relations Board shall have the right to engage one or more professional neutral persons to serve as a hearing officer, fact finder and to make recommendations concerning the grievance. (d) The Employee Relations Board shall have no authority to amend, alter or modify any provision of this Agreement or to limit, diminish or in any manner interfere with the authority of the City and its administration as provided by State Law and/or City Charter. (e) The written decision of the Employee Relations Board shall be rendered within 30 days after the hearing and shall be final and binding upon the aggrieved Employee, the Union, and the City. (f) The cost of presenting or defending the grievance to the Employee Relations Board shall be borne by the side incurring the expense. (g) The Employee Relations Board shall meet to hear grievances which are at the Employee Relations Board step three times per year at dates specified on or before the beginning of the calendar year, excluding summer months of June, July, and August. Grievances which shall be heard on a specific date shall be those which have proceeded to Step 4 no later than 30 days before that scheduled Employee Relations Board hearing date.

Procedural Steps. In the interest of encouraging open communications and resolving issues, all employees and/or Union Stewards should first attempt to resolve grievances informally through discussion with the immediate supervisor. Any timely grievance which an employee and/or his Union Xxxxxxx have not been able to adjust informally with the immediate supervisor may be made the subject of a grievance, and shall be processed in the following steps: Step 1 1. The aggrieved Employee or employee and the appropriate Union will submit his/her Xxxxxxx shall present the grievance in writing on using the approved standard grievance form or other written document to the Division Commanderemployee’s immediate supervisor within fifteen (15) calendar days after the reason for the grievance has occurred or within fifteen (15) calendar days after the date on which the aggrieved employee could reasonably have known of the event which caused the grievance, whichever is later. The Division Commander employee and Union Xxxxxxx shall meet on such grievance with the immediate supervisor and the next level supervisor as designated by the City, within seven (7) calendar days after presentation thereof. A written answer to said grievance shall be furnished by the City to the employee or his/her designee shall schedule a meeting employees involved and their Union Xxxxxxx within seven (7) calendar days after said meeting. If they serve written notice and that said written answer is not satisfactory to discuss them, or if said written answer is not furnished within seven (7) calendar days, the grievance shall proceed to Step 2. Step 2. No later than seven (7) calendar days after the written answer is furnished in Step 1, the grievance shall be presented by the appropriate Union Xxxxxxx, the Union’s President and/or the Union Representative, in writing to the City Manager or his designee. The City Manager may appoint a designee to hear the grievance, however, the designee may not be any City employee that is in the supervisory chain-of-command for any employee covered under this Agreement. The Union Representative, the appropriate Union Xxxxxxx, and the employee or employees involved shall meet with the City Manager and the Union Representative or their designees, within seven (7) calendar days of receipt of from the date upon which the grievance form and shall reply is presented to the Employee and/or UnionCity Manager or his designee. A decision must be made by the City and communicated to the Union Representative and the Union President, in writing, within seven (7) calendar days after the meeting. Step 2 In . If the event that meeting cannot be arranged within said seven (7) calendar day period, the Division Commander’s City Manager or his designee shall, nevertheless, communicate the decision is not satisfactory upon said grievance to the Employee or Union Representative and the Union, the Employee or the Union may, ’s President within seven calendar days from receipt of the decision at Step 1, present the grievance form to the Chief of Police The Chief of Police shall schedule a meeting with the Employee and/or the Union within fourteen calendar days after receipt of the grievance. The Chief of Police or his or her designee shall reply to the Employee and/or Union within fourteen ten (10) calendar days after the meeting. Step 3 In the event that the decision of the Chief of Police grievance is not satisfactory to the Employee or the Union, the Employee or the Union may, within seven calendar days from receipt of the decision at Step 2, present the grievance form to the City Clerk for date and time stamping and delivery first presented to the City Manager who shall schedule a meeting with the Employee and/or the Union within fourteen calendar days after receipt of the grievance. The City Manager shall reply to the Employee and/or Union within fourteen calendar days after the meetingor his designee at this Step 2. (a) Any grievance that has been properly processed through the above procedure and has not been settled at Step 3 may, at the request of the Union or the Employee, be appealed to the Employee Relations Board. (b) The Union or the Employee shall serve written notice of its intention to proceed to the Employee Relations Board to the City Clerk within fourteen calendar days of receipt of the City Manager’s decision at Step 3. (c) The Employee Relations Board shall have the right to engage one or more professional neutral persons to serve as a hearing officer, fact finder and to make recommendations concerning the grievance. (d) The Employee Relations Board shall have no authority to amend, alter or modify any provision of this Agreement or to limit, diminish or in any manner interfere with the authority of the City and its administration as provided by State Law and/or City Charter. (e) The written decision of the Employee Relations Board shall be rendered within 30 days after the hearing and shall be final and binding upon the aggrieved Employee, the Union, and the City. (f) The cost of presenting or defending the grievance to the Employee Relations Board shall be borne by the side incurring the expense. (g) The Employee Relations Board shall meet to hear grievances which are at the Employee Relations Board step three times per year at dates specified on or before the beginning of the calendar year, excluding summer months of June, July, and August. Grievances which shall be heard on a specific date shall be those which have proceeded to Step 4 no later than 30 days before that scheduled Employee Relations Board hearing date.

Procedural Steps. Step 1 1. Within ten (10) days, excluding weekends and holidays, after the event giving rise to the grievance, the employee ust bring the grievance orally to his immediate supervisor and his Union xxxxxxx or representative. A meeting will be held immediately whenever possible or will be held vvithin the ten (10) days, excluding weekends and holidays, following the oral grievance report. If the grieving employee's immediate supervisor is also a Union member, then the meeting must also include the next level of supervision who is a non-Union member. The aggrieved Employee or employee, the Union will submit his/her representative, the employee's supervisor, and the employee's non-Union supervisor, if necessary, should discuss the matter frankly and attempt to reach an agreeable solution and/or answer. Step 2. If the employee is dissatisfied with the proposed resolution resulting from Step 1, the grievance must be submitted in writing to the employee's department head within ten (10) days, excluding weekends and holidays, after the date of the meeting held in Step 1. If the grievance is initiated by the Union for an alleged violation of this Agreement, then the grievance must be submitted in writing to the department head within ten (10) days, excluding weekends and holidays, after the alleged violation or it shall not be considered a grievance under the terms of this Agreement. The department head or his designee shall respond to the grievance in writing on the approved grievance form or other written document to the Division Commander. The Division Commander or his/her designee shall schedule a meeting to discuss the grievance within seven calendar (7) days of receipt of the grievance form and shall reply to the Employee and/or Union, in writing, within seven calendar days after the meeting. Step 2 In the event that the Division Commander’s decision is not satisfactory to the Employee or the Union, the Employee or the Union may, within seven calendar days from receipt of the decision at Step 1, present the grievance form to the Chief of Police The Chief of Police shall schedule a meeting with the Employee and/or the Union within fourteen calendar days after receipt of the grievance, excluding weekends and holidays. The Chief If the Department Head fails to respond in writing within seven (7) days of Police or his or her designee receipt of the grievance, it shall reply proceed to the Employee and/or Union within fourteen calendar days after the meetingStep 3. Step 3 In 3. If the event that the decision of the Chief of Police grievance is not satisfactory to the Employee or the Union, the Employee or the Union may, within seven calendar days from receipt of the decision resolved at Step 2, present it shall be presented in writing by the Union to the Personnel Director with a copy contemporaneousl y filed with the Town Manager, within seven (7) days, excluding weekends and holidays, after the department head's response was due in Step 2. The Personnel Director shall meet with the employee, the Union representative, and the department head within seven (7) days, excluding weekends and holidays, to further clarify the issue. The Personnel Director shall render a written decision within ten (10) days, excluding weekends and holidays. The failure of the Personnel Director or Town Manager to respond in writing within the time limits herein shall cause the grievance form and requested remedy to the City Clerk for date and time stamping and delivery to the City Manager who shall schedule a meeting with the Employee and/or the Union within fourteen calendar days after receipt of the grievance. The City Manager shall reply to the Employee and/or Union within fourteen calendar days after the meetingbe granted. (a) Any Step 4. If the grievance that has been properly processed through the above procedure and has is not been settled at Step 3 may, at the request of the Union or the Employee, be appealed to the Employee Relations Board. (b) The Union or the Employee shall serve written notice of its intention to proceed to the Employee Relations Board to the City Clerk within fourteen calendar days of receipt of the City Manager’s decision resolved at Step 3. , either party may, within fifteen (c15) The Employee Relations Board shall have the right to engage one or more professional neutral persons to serve as a hearing officerdays, fact finder excluding weekends and to make recommendations concerning the grievance. (d) The Employee Relations Board shall have no authority to amendholidays, alter or modify any provision of this Agreement or to limit, diminish or in any manner interfere with the authority of the City and its administration as provided by State Law and/or City Charter. (e) The written decision of the Employee Relations Board shall be rendered within 30 days after the hearing and shall be final and binding upon the aggrieved EmployeePersonnel Director's response was due in Step 3, the Unionmake a written demand for arbitration as set forth in§ 5, and the City. (f) The cost of presenting or defending the grievance to the Employee Relations Board shall be borne by the side incurring the expense. (g) The Employee Relations Board shall meet to hear grievances which are at the Employee Relations Board step three times per year at dates specified on or before the beginning of the calendar year, excluding summer months of June, July, and August. Grievances which shall be heard on a specific date shall be those which have proceeded to Step 4 no later than 30 days before that scheduled Employee Relations Board hearing date.belO\•V.