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84 12/2024 <br /> <br /> <br />#310 GRIEVANCE PROCEDURE <br /> Any dispute between an employee and the city relative to the application, meaning, or interpretation of <br />these personnel policies will be settled in the following manner: <br /> <br />Step 1: The employee must present the grievance in writing, stating the nature of the grievance, <br />the date at which the incident allegedly occurred, the facts on which it is based, the provision or <br />provisions of the personnel policies allegedly violated, and the remedy requested, to the proper <br />supervisor within twenty (20) days after the alleged violation or dispute has occurred. The <br />supervisor will respond to the employee in writing within ten (10) days. <br /> <br />Step 2: If the grievance has not been settled in accordance with Step 1, it must be <br />presented in writing, stating the nature of the grievance, the date at which the incident allegedly <br />occurred, the facts on which it is based, the provision or provisions of the Personnel Policies <br />allegedly violated, and the remedy requested, by the employee to the city administrator within five <br />(5) days after the supervisor’s response is due. The city administrator or their designee will respond <br />to the employee in writing within ten (10) calendar days. The decision of the city administrator is <br />final for all disputes with exception of those specific components in a performance evaluation <br />subject to a challenge through the Minnesota Department of Administration. <br /> <br />WAIVER <br />If a grievance is not presented within the time limits set forth above, it will be considered “waived.” If a <br />grievance is not appealed to the next step in the specified time limit or any agreed extension thereof, it will <br />be considered settled based on the city’s last answer. If the city does not answer a grievance or an appeal <br />within the specified time limits, the employee may elect to treat the grievance as denied at that step and <br />immediately appeal the grievance to the next step. The time limit in each step may be extended by mutual <br />agreement of the city and the employee without prejudice to either party. <br /> <br />The following actions are not grievable: <br />• While certain components of a performance evaluation, such as disputed facts reported to be <br />incomplete or inaccurate are challengeable, other performance evaluation data, including <br />subjective assessments, are not. <br />• Pay increases or lack thereof; and <br />• Merit pay awards. <br /> <br />The above list is not meant to be all-inclusive or exhaustive.