R2024-362 Resolution Authorizing Collective Bargaining Agreement for Pay and Benefits - AFSCME Council 31 and Local 268, General Service Employees

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opportunity for training. When two or more employees have relatively equal experience or skill, ability and qualifications to do the work without further training, the employee with the least sen- iority will be furloughed first. If the senior employee is furloughed, the City will have the burden to prove the less senior employee was more qualified. Section 3. An employee furloughed from his/her position classification will have the right to bump an employee with less seniority and in any department in the same position classification or any previously certified position classification provided that the employee can perform the work without additional training. A person who elects to bump to a position classification with a lower pay grade or range in lieu of being furloughed will receive the rate of pay for that position classi- fication. Section 4. If any position vacated by a reduction in force is filled, the last person fur- loughed or reduced to a lower position classification or range shall be the first person restored in such position. ARTICLE 11 DISCIPLINE AND DISCHARGE Section 1. Upon just cause connected with or reflecting upon the public service, a bar- gaining unit employee may be administratively disciplined by an oral reprimand, a written repri- mand, suspension or discharge. A copy of such shall be forwarded to the Chief Steward. Oral reprimands older than one(1)year will not be used against an employee for disciplinary purposes. The Employer shall provide timely notification to the Union President when an employee is placed on administrative leave during investigation of any incident giving cause for discipline. (a)The Union and the Employer agree that discipline shall be issued no later than ten (10) days following the verification of the completion of the Employer's investigation of the incident giving cause for the discipline. By mutual written agreement the parties may extend the ten (10) day limit an additional ten (10) days. The Employer shall provide timely notification to the Union President of the completion of the investigation. Section 2. Reprimand shall be done in such manner as not to embarrass the employee before other employees or the public. Section 3. Suspensions and discharges from the classified service shall be in accordance with the rules of the Civil Service Commission and the State Law with regard to Civil Service for Cities, except as provided by Article 20 hereof. Section 4. (a) Prior to the imposition of any suspension subject to the grievance and ar- bitration procedures established by this agreement, the Department Director and a supervisor or designee shall meet with the employee sought to be suspended and a union representative. Such meeting shall be limited to informing the employee of the nature of the charges resulting in the suspension and an opportunity for the employee to address, explain or refute the charges. No witnesses or other extraneous evidence will be permitted at such meeting. Said meeting may be postponed by the employee, but only due to the unavailability of a union representative and not beyond the end of the second business day following that on which the meeting was originally scheduled; if at that time the employee is still unwilling to meet without a union representative, the suspension may be imposed without the necessity for such meeting. 18