Classified employees require a formal process for resolving
disputes. However, classified employees should attempt to resolve
any dispute before filing a formal request for dispute resolution.
All parties should make a written record of attempts to informally
resolve a dispute. If a satisfactory informal resolution cannot be
reached, the employee may file a formal request for dispute resolution.
(Ordinance 18-01 adopted 2018)
A.
Department
director level.
A formal request for dispute resolution
must be presented in writing to the employee’s department director.
The formal request for dispute resolution shall set forth:
1.
The
employee’s name, job title, and worksite;
2.
The
name, address, and telephone number;
3.
A
description of the problem or problems;
4.
The
relief or resolution requested;
5.
The
signature of the employee.
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The department director shall respond in writing within five
(5) working days of receipt of the dispute and may, within this same
period, request a meeting to discuss the dispute and seek a resolution.
If the dispute is not satisfactorily resolved at this level, it may
be filed with the town manager within five (5) working days after
receipt of the written response or of the time for response by the
department director.
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B.
Town
manager level.
If the dispute has not been satisfactorily
resolved by the department director, the employee may submit the dispute
to the town manager. The town manager shall respond in writing within
ten (10) working days of receipt of the dispute and may, within this
time period, request a meeting to discuss the dispute and seek a resolution.
The town manager’s decision will be final and binding.
(Ordinance 18-01 adopted 2018)
The following matters are not subject to dispute resolution:
A.
Disputes
as to whether or not a town practice or policy is good.
B.
Matters
in which a method of review is mandated by law.
C.
Matters
where the town is without authority to act or does not have the ability
to provide a remedy.
D.
Temporary
and/or other government funded employees released prior to or at the
end of their anticipated employment period.
E.
An
action taken against any unclassified employee.
F.
Actions
taken as a result of proven charges of discrimination based on race,
color, national origin, religion, age, sex, ancestry, physical or
mental handicap, serious medical condition, sexual orientation, spousal
affiliation, or gender identity.
G.
Preferences
for employment, promotions, transfers, temporary assignments, removal
from temporary assignments and layoffs.
H.
Termination
of a probationary employee prior to the end of their probation.
I.
Letters
of complaint from the public which a supervisor determines to be justified
and appropriate to be placed in the employee’s official personnel
file.
K.
Any
specific discipline handed down under chapter 3.130, “Classified
Employee Discipline”, of this title. Several levels of appeal
are provided within the classified employee discipline process.
L.
Performance
evaluations.
(Ordinance 18-01 adopted 2018)
