Section 28-130 Grievance Procedure
(a) It is the purpose of this section to assure employees that their problems and complaints will be considered fairly, rapidly and without reprisal. It is expected that the procedures set forth in this section will encourage employees to discuss with their supervisors matters pertaining to conditions of municipal employment as they affect individual employees. In addition, free discussion between employees and supervisors will lead to better understanding by both of practices, policies and procedures which affect employees. This will serve to identify and eliminate conditions which may cause misunderstandings and grievance.
(b) The primary purpose of any grievance procedure is to determine what is right, rather than who is right. Therefore, grievances must be considered objectively and in an atmosphere of mutual assistance. This cannot be done if a spirit of conflict enters into the consideration of a grievance. Supervisors and employees alike must recognize that the true purpose of the grievance procedure is to help achieve the basic objective of municipal government by promoting the well-being of the organization.
(c) The most effective accomplishment of the work of the town requires prompt consideration and equitable adjustment of employee grievances. It is the desire of the town to adjust grievances informally, and both supervisors and employees are expected to make every effort to resolve problems as they arise. However, it is recognized that there will be occasional grievances which will be resolved only after a formal appeal and review. Accordingly, the following procedure is established to ensure fair and impartial review:
- An employee shall first present his grievance to his department head who shall make a careful inquiry into the facts and circumstances of the complaint. The supervisor shall attempt to resolve the problem promptly and fairly.
- An employee who is dissatisfied with the decision of his department head may submit his grievance in writing to the town manager. The town manager shall make such investigation and conduct such inquiry as it is deemed necessary and shall, within 15 calendar days after the receipt of the employee's request for review, inform the employee in writing of the findings and decision. The decision of the town manager shall be final. The town council shall be made aware of all findings and decisions on such grievances.
(d) An employee's grievance may be rejected if it is filed more than 30 calendar days after the incident which caused the grievance, unless the town manager finds extenuating circumstances exist.
(e) Regardless of permissible time limits established in this section, initial filing of grievances shall not be accepted by the town manager after an employee has been separated from the municipal service.
(Ord. of March 12, 1991, art. IV, § 15)