I-1 - Collective Bargaining Agreement - Draft - 7-1-23

application of this Agreement. 6. Question of arbitrability shall be heard by the Arbitrator. Either party may challenge the appropriateness of the grieved subject being processed throughout the grievance procedure. 7. The grieved employee shall be entitled to Union representation at each stage of the grievance procedure. The Steward and the employee shall both be in paid status if required to attend a meeting during their normally scheduled work hours. ARTICLE V DISCIPLINE AND DISCHARGE 5.1 Employees shall comply with all reasonable work rules. The City retains the right to determine and enforce reasonable rules and regulations and the right to make reasonable changes in such rules and regulations and to enforce such changes. Said rules and regulations shall be in writing and shall either be posted at City Hall, or found in the City’s employee handbook. A copy of said rules and regulations and any changes thereof shall be sent to the Union. 5.2 The employer shall not discipline or discharge any employees except for proper cause. If any employee is disciplined or discharged, written notice shall be given to the employee with a copy sent to the Union President and the Chief Steward. 5.3 Disciplinary action shall include the following: Written Reprimand, Suspension, Discharge 5.4 The employer believes in corrective discipline, however depending on the severity of the contract violation, employees may be discharged immediately without having received a written warning or a suspension. Written reprimands shall be removed from the employee’s personnel file after one (1_ year of date of issue. ARTICLE VI PERSONNEL FILES AND EVALUATION 6.1- Personnel Files. Every employee shall have the right to examine his/her personnel file. Every employee shall have the right to respond in writing to any item in said file. This response shall become part of his/her personnel file. 6.2- Evaluations. All employees shall be given a performance review just prior to the end of the employee’s probationary period and then annually thereafter during the month prior to employee’s anniversary date of employment. The purpose of the review is to let employees know what is expected of them, how they are performing and how they may improve their performance. The annual appraisal ORIGINAL 6