04-10-2023 Council Packet - Laserfiche WebLink

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213944v6 The time limit for each Step may be extended by mutual agreement of the Employer and the Union. ARTICLE 9 – DISCIPLINE 9.1 For the purpose of this article, an employee shall be any employee having successfully completed the employee’s probationary period. 9.2 The Employer will discipline employees for just cause only. Discipline maybe in one (1) or more of the following forms: A. Oral reprimand B. Written reprimand C. Suspension (paid or unpaid) D. Demotion, or E. Discharge 9.3 Written reprimands, notices of suspensions, notices of demotion and notices of discharge which are to become part of an employee’s personnel file will be read and acknowledged by signature of the employee. Employees and the Union will receive a copy of such reprimands and/or notices. After 24 months written reprimands will be removed from employee’s personal file. Provided the Employer’s adopted and approved data retention policy allows for the destruction of the discipline. 9.4 Employees may examine their own individual personnel files once every six months in accordance with data practice act. 9.5 Employees will not be questioned by an individual not part of this Union concerning an investigation of disciplinary action unless the employee has been given adequate opportunity to have a Union representative present at such questioning. 9.6 Grievances relating to this article shall be initiated by the Union at Step 2 of the grievance procedure under Article 8 of this Agreement. ARTICLE 10 – JOB SAFETY / TRAINING 10.1 Accident and injury free operations shall be the goal of all Employers and employees. To this end, the Employer and employee will, to the best of their ability, abide by and live up to the requirements of all State and Federal Laws. 10.2 The Employer shall issue rules and notices to the employees regarding on the job safety requirements. No employee may be discharged for refusing to work under unsafe conditions.