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F. Employees will not be questioned concerning an <br />administrative investigation of disciplinary action more <br />serious than a written warning unless the employee has been <br />given an opportunity to have a UNION representative present <br />at such questioning. When mutually agreeable, the UNION <br />shall have the right to take up a suspension, demotion, <br />and/or discharge as a grievance at the second step of the <br />grievance procedure, and the matter shall be handled in <br />accordance with this procedure through the arbitration step <br />if deemed necessary. <br />G. Disciplinary action shall be taken in a timely manner. <br />ARTICLE 8: GRIEVANCE PROCEDURE <br />A grievance shall be defined as a dispute or disagreement raised <br />by an employee against the EMPLOYER involving the interpretation <br />or application of the specific provisions of this AGREEMENT. <br />A. Step One: Oral report. The employee or union representative <br />,will discuss the grievance with his or her supervisor or the <br />designated personnel representative within 10 working days <br />of the incident or the time the employee learned of the <br />incident. The supervisor shall give his/her oral or written <br />answer within 10 working days after the employee or <br />representative has presented the grievance. <br />B. Step Two: Hearing. If the grievance is not satisfactorily <br />resolved in Step one and the UNION wishes to appeal the <br />grievance to Step two of the grievance procedure, it shall <br />be referred, in writing, to the City Administrator within 10 <br />working days after the designated supervisor's answer. The <br />grievance appeal shall be initiated by means of a written <br />grievance which shall set forth the nature of the grievance, <br />the facts on which it is based, the provisions of the <br />AGREEMENT allegedly violated, and the relief requested. The <br />City Administrator shall discuss the grievance with the <br />employee and the UNION within 10 working days after the date <br />presented at a time agreeable to the parties. The City <br />Administrator and/or his/her designated representative shall <br />give written answer to the employee and the UNION <br />representative within 10 working days following their <br />meeting, or two days subsequent to the next meeting of the <br />City Council, whichever is greater. <br />C. Grievance time frames may be extended with the mutual <br />consent of the parties. If a grievance is unresolved at Step <br />two, the parties may agree to seek a mediated settlement <br />through Minnesota Bureau of Mediation Services. Any fees and <br />expenses for the Mediator's services and proceedings shall <br />9 <br />