6.1.1.
Definition of "dispute." For the purpose of this Employment Practices Compliance Manual, a "dispute" will mean a claimed violation, misinterpretation, or inequitable application of any of the expressed provisions of this Employment Practices Compliance Manual.
6.1.2.
Step One. An employee who claims to have a dispute may present the dispute to the Town Supervisor. The dispute must be submitted, in writing, within 30 calendar days from knowledge of the occurrence or from when the employee should have had knowledge.
The written dispute must specify the date of submission, the name of the employee, the date the dispute arose, the nature of the dispute, the provision of the Employment Practices Compliance Manual that was allegedly violated, misinterpreted, or inequitably applied, a statement of facts (including dates), and the remedy sought.
Within seven calendar days after receiving the dispute, the Town Supervisor will meet with the employee. Within seven calendar days after the meeting, the Town Supervisor will issue a written response to the dispute, which will be given to the employee and placed in the employee's personnel file.
6.1.3.
Step Two. In the event the employee is not satisfied with the response from the Town Supervisor, the employee may submit the matter to the Town Board by filing a Request for Hearing with the Town Clerk. The Request for Hearing must be submitted, in writing, within seven calendar days from receiving the response from the Town Supervisor, or from when said response should have been received. The Request for Hearing must include a written statement of the dispute as outlined in Step One, above.
The Town Board will set the time and place for the hearing. The conduct of the hearing will be under the exclusive jurisdiction and control of the Town Board. All decisions rendered by the Town Board will be final and binding.
Final decisions on disputes will not be precedent-setting or binding on future disputes unless they are stated as official Town policy.
The Town Board may, at its discretion, refuse to proceed with any dispute it determines is improper or baseless under this policy.
6.1.4.
Union-represented employees. An employee who is a member of a collective bargaining unit should refer to the collective bargaining agreement to determine if the employee's dispute may be subject to the grievance procedure contained in the collective bargaining agreement.