It shall be the policy of Layton City to adjust grievances of employees promptly and fairly, within the framework of existing laws and regulations. Every effort shall be made to adjust grievances in a manner mutually satisfactory to employees and management. Any employee, who believes that the employee has received inequitable treatment because of some condition of employment, may personally, or through a representative, appeal for relief from that condition. In any grievance not involving discharge, suspension without pay for more than two (2) days, or an involuntary transfer to a position of less remuneration, the following procedures shall be followed:
Step 1. The employee shall submit the grievance in writing to the department director within five (5) working days after the occurrence of the grievance. Within five (5) working days, after receiving the grievance, the department director shall meet with the employee to discuss the grievance. The department director may refer the matter to a supervisor. However, the department director must be informed of the result reached and must make a determination regarding that result within the same five (5) working days.
Step 2. If no satisfactory agreement is reached after Step 1 and a party desires to carry the grievance further, the interested party shall, within five (5) working days of the department director's decision, appeal the grievance, in writing, to the City Manager. The City Manager, upon reviewing the grievance and the department director's decision, may affirm, modify, or reverse the decision or may remand the matter to the department director for further consideration as directed. A department director's decision, made after a remand, is again appealable to the City Manager. The decision of the City Manager shall be final.
Ord. No.97-35, Recodified, 6/19/1997
Ord. No. 04-61, Amended, 9/2/2004
Ord. No. 08-19, Amended, 4/17/2008