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RESOLUTION NO. 6236
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
ARCADIA, CALIFORNIA, AMENDING PERSONNEL RULES
AND REGULATIONS, RULE XIV -EMPLOYEE GRIEVANCE
AND APPENDIX A - RULES AND REGULATIONS GOVERNING
HUMAN RESOURCES COMMISSION HEARINGS AND
PROCESSES
WHEREAS, after a review by the City's labor law firm of the City of
Arcadia's Personnel Rules and Regulations ("Rules"), the Human Resources
Commission did on June 7, 2001 recommend that the City Council amend the
Rules as hereafter set forth; and
WHEREAS, the best interests of the City of Arcadia and its employees will
be served by amending the Rules.
NOW THEREFORE, THE CITY COUNCIL OF THE CITY OF
ARCADIA, CALIFORNIA, DOES HEREBY FIND, DETERMINE AND
RESOL VE AS FOLLOWS:
SECTION 1.
The City Council hereby amends the Personnel Rules and
Regulations ofthe City of Arcadia, by adopting the revised and amended Rule
XIV, Employee Grievances, and Appendix "A", Human Resources Commission
Disciplinary Appeal Procedure, all as attached to this Resolution.
6236
SECTION 2.
The City Clerk shall certify to the adoption of this
Resolution,
Passed, approved and adopted this 19th day of June
, 200 I.
ATTEST:
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. Clerk- .
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APPROVED AS TO FORM:
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City Attorney
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6236
STATE OF CALIFORNIA )
COUNTY OF LOS ANGELES ) SS:
CITY OF ARCADIA )
I, JUNE D. ALFORD, City Clerk of the City of Arcadia, hereby certifies that
the foregoing Resolution No. 6236 was passed and adopted by the City Council of the
City of Arcadia, signed by the Mayor and attested to by the City Clerk at a regular
meeting of said Council held on the 19th day of June, 2001 and that said Resolution
was adopted by the following vote, to wit:
AYES: Councilmember Chandler, Chang, Kovacic, Marshall and Segal
NOES: None
ABSENT: None
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6236
HUMAN RESOURCES COMMISSION
DISCIPLINARY APPEAL PROCEDURE
The appeal procedure described herein shall apply only to cases of disciplinary
suspensions, demotions and removal affecting pennanent employees within the classified
servIce,
I. Request for Hearing
Within ten (10) days after final notice of suspension, demotion or removal, the employee
or the employee's representative may file an appeal in writing with the City Clerk, If, within the
ten (10) day appeal period, the employee does not file said appeal, unless good cause for the
failure is shown, the action of the City shall be considered conclusive and shall take effect as
prescribed. The appeal shall include the following:
a. An admission or denial of each change set forth in the final notice, with an
explanation why the change is admitted or denied.
b, A statement of any affinnative defenses
c. A statement that the employee disagrees with the penalty with an explanation of
the employee's position.
d, The employee's current address
e, A request for a hearing
Failure to provide this information may result in the appeal not being processed,
2, Scheduling of Hearing
Upon receipt of the request for an appeal, the City Clerk shall, within thirty (30) days,
transmit the appeal to the Human Resources Commission. The Commission shall schedule a
hearing. The appeal hearing shall be set not less than twenty (20) working days nor more than
sixty (60) working days from the date of the filing of the appeal. All interested parties shall be
notified in writing of the date, time, and place of the hearing at least ten (10) working days prior
to the hearing,
H.R. COMMISSION APPEAL
3, Private or Public Hearings
All hearings shall be private; provided that the employee may request a hearing open to
the public, Any request for an open hearing shall be submitted five (5) working days prior to the
hearing date or the hearing will be closed.
4, Pre-Hearing Procedure
a. Subpoenas
The Human Resources Commission is authorized to issue subpoenas at the
request of either party prior to the commencement of the hearing. After the commencement of
the hearing, subpoenas shall be issued by the Commission only for good cause, Each party will
prepare their own subpoenas and present them to the Human Resources Division of the
Administrative Services Department and the other party. The Human Resources Division of the
Administrative Services Department will issue the subpoenas, The Human Resources Division
of the Administrative Services Department will serve subpoenas for current city employees. It
will be the responsibility of the employee or the City to serve subpoenas on individuals who are
not currently employed by the city, It will be the responsibility of the employee and the city to
submit the written request for subpoenas at least ten (10) working days before the date of the
hearing.
b. Exhibits and Witness Lists
Five (5) working days prior to the date set for the hearing, each party shall serve
upon the other party and submit to the Human Resources Division of the Administrative Services
Department a list of all witnesses and a list and copy of all exhibits. An original and nine (9)
copies of the exhibits shall be presented to the Human Resources Division of the Administrative
Services Department in 3 hole notebooks which are tabbed down the side with the exhibit
numbers, The employer's exhibits shall be designated by number, The employee's exhibits
shall be designated by alphabetical letter. Neither party will be permitted to call during the
hearing, a witness not identified pursuant to this section nor use any. exhibit not provided
pursuant to this section unless that party can show that they could not reasonably have
anticipated the prior need for such witness or such exhibit.
c, Statement ofIssues
Five (5) working days prior to the date set for the hearing, each party shall submit
to the Human Resources Division of the Administrative Services Department a Statement of
Issues.
H.R. COMMISSlQN APPEAL
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5. Submission to the Human Resources Commission
Five (5) working days prior to the date set for the hearing, the Human Resources Division
of the Administrative Services Department shall present each member of the Human Resources
Commission with a copy of the jurisdictional documents. Those documents include the notice of
intent to take disciplinary action, the final notice of disciplinary action and any response from the
employee to these documents as well as the statement of issues submitted by both parties, The
Commission shall not be provided with copies of the exhibits,
6. Record of Proceedings and Costs
a. Court Reporter
All disciplinary appeal hearings may, at the discretion of either party or the Commission,
be recorded by a court reporter, Any hearing which does not utilize a court reporter, shall be
recorded by audio tapes, If a court reporter is requested by either party, that party shall pay the
cost of the court reporter. Ifboth parties request a court reporter the cost will be split equally. If
the Commission requests the court reporter, the City shall pay the cost of the reporter,
b. Payment of Emplovee Witnesses
Employees of the City who are subpoenaed to testify during working hours will be
released with pay to appear at the hearing. The Commission may direct that these employees
remain on call until called to testify, Employees who are subpoenaed to testify during non-
working hours will be compensated for the time they actually testify, unless the City agrees to a
different arrangement.
7. Conduct of the Hearing
a, The hearing need not be conducted in accordance with technical rules
relating to evidence and witnesses but hearings shall be conducted in a manner most conducive
to determination of the truth,
b, Any relevant evidence may be admitted if it is the type of evidence on
which responsible persons are accustomed to rely in the conduct of serious affairs, regardless of
the existence of any common law or statutory rules which might make improper the admission of
such evidence over objection in civil actions,
c. Hearsay evidence may be used for the purpose of supplementing or
eXplaining any direct evidence that shall not be sufficient in itself to support a finding unless it
would admissible over objection in civil actions.
d. The rules dealing with privileges shall be effective to the same extent that
they are now or hereafter may be recognized in civil actions.
H.R. COMMIS$tQN APPEAL
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e, Irrelevant and unduly repetitious evidence may be excluded.
f. The Human Resources Commission shall detennine relevancy, weight and
credibility of testimony and evidence. Decisions made by the Commission shall not be
invalidated by any infonnality in the proceedings.
g, During examination of a witness, all other witnesses, except the parties,
shall be excluded from the hearing upon motion of either party,
h, The Human Resources Commission may conduct the hearing or delegate
evidentiary and/or procedural rulings to its legal counsel.
8, Burden of Proof
In a disciplinary appeal the employer has the burden of proof by preponderance of the
evidence.
9, Proceed with Hearing or Request for Continuance
Each side should be asked if it is ready to proceed, If either side is not ready and wishes
a continuance, good cause must be stated, Any request for a continuance must be made in
writing and submitted prior to the hearing to all parties. Before requesting a continuance, the
moving party shall contact all parties to detennine if there is any opposition to the continuance
and shall state in its request if there is opposition,
10, Testimonv under Oath
All witnesses shall be sworn in for the record prior to offering testimony at the hearing,
The chairperson will request the witnesses to raise their right hand and respond to the following:
"Do you swear that the testimony you are about to give at this hearing is the truth, the
whole truth and nothing but the truth?"
II, Presentation of the Case
The hearing shall proceed in the following order unless the Human Resources
Commission for special reason, directs otherwise:
a, The Chair shall announce the issues after a review of the statement of
issues presented by each party.
b.
The party imposing discipline (department) shall be pennitted to make an
H.R. COMMISSION APPEAL
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opening statement.
c, The appealing party (employee) shall be pennitted to make an opening
statement, or reserve an opening statement until presentation of their case.
d. The party imposing disciplinary action (department) shall produce their
evidence,
e. The party appealing from such disciplinary action (employee) may then
offer their evidence,
f. The party imposing discipline (department) followed by the appealing
party (employee) may offer rebutting evidence.
g. Closing arguments shall be pennitted at the discretion of the Human
Resources Commission, The party with the burden of proof, shall have the right to go first and
to close the hearing by making the last argument. The Commission may place a time limit on
closing arguments, The Commission or the parties may request the submission of written briefs,
After the request for submittal of written briefs, the Commission will detennine whether to
allow the parties to submit written briefs and detennine the number of pages of said briefs.
12. Procedure for the Parties
The party representing the department and the party representing the employee will
address their remarks, including objections, to the Chair of the Human Resources Commission,
Objections may be ruled upon summarily or argument may be pennitted. The Chair reserves the
right to tenninate argument at any time and issue a ruling regarding an objection or any other
matter, and thereafter the representative shall continue with the presentation of their case,
13, Right to Control Proceedings
While the parties are generally free to present their case in the order that they prefer, the
Chair reserves the right to control the proceedings, including, but not limited to, altering the
order of witnesses, limiting redundant or irrelevant testimony, or by the direct questioning of
witnesses.
14. Hearing Demeanor and Behavior
All parties and their attorneys or representatives shall not, by written submission or oral
presentation, disparage the intelligence, ethics, morals, integrity or personal behavior of their
adversaries or members 'of the Board
H.R. COMMISSION APPEAL
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15, Deliberation Upon the Case
The Human Resources Commission may chose to either deliberate the case in public or
adjourn to closed session to deliberate. The Commission will consider all oral and documentary
evidence, the credibility of witnesses, and other appropriate factors in reaching their decision,
The Commission may deliberate at the close of the hearing or at a later fixed date and time,
16, Written Findings and Recommended Decision
The Human Resources Commission shall render their findings and recommendations as
soon after the conclusion of the hearing as possible, and no event, later than ten (10) working
days after concluding the hearing, unless otherwise stipulated to by the parties, A finding must
be made by the Commission on each charge,
The Human Resources Commission may recommend the sustaining or rejecting of any or
all of the charges filed against the employee, The Commission may recommend sustaining,
rejecting or modifying the disciplinary action invoked against the employee, If the Commission
recommends reinstatement of the tenninated employee, the employee is only entitled to back
pay minus the sum the employee has earned during the period of absence.
The Human Resources Commission shall not be polled as to their decision by the
grievant or the grievants counsel.
17. Recommendation to the City Manager
The decision of the Human Resources Commission is advisory to the City Manager. The
proposed decision shall be filed with the charged employee, the department head and the City
Manager, and shall set forth all findings and conclusions, If a dismissal is not sustained, the
proposed decision shall set forth a recommended effective date the employee is to be reinstated.
Either the employee or the department may file a written appeal to the proposed decision,
findings and conclusions of the Commission within ten (10) working days of the decision by
filing exceptions thereto with the Human Resources Manager.
The party desiring to contest the recommended decision of the Commission request a
transcript for review by the City Manager within ten (10) working days of the Commission's
decision. If the appealing party requests a transcript, that party shall pay the cost of the
transcript.
18, Final Action bv Citv Manager
Within ten (10) working days of the filing of exceptions, the City Manager shall review
the decision of the Commission, any exceptions filed, and a record, if one is requested, The City
Manager may ratify, modify, or reverse the proposed decision of the Commission, If the City
H.R. COMMISSION APPEAL
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Manager seeks to modify or reverse the decision of the Commission, the City Manager shall
review the transcript. The decision of the City Manager shall be final. The decision shall be
transmitted to the employee appealing disciplinary action and to the department head,
19. Judicial Review
a. Petition for Writ of Mandate
Judicial review of any decision of the City Manager may be had pursuant to Section
1094.5 of the California Code of Civil Procedure only if the petition for writ of mandate pursuant
to such section is filed within the time limits specified in this section,
b, 90 Dav from Final Decision.
Pursuant to Code of Civil Procedure 1094,6 any such petition shall be filed not later than
the ninetieth (90th) day following the date on which the City Manager gives written notice of the
final decision,
H.R. COMMISSION APPEAL
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RULE XIV EMPLOYEE GRIEVANCES
Section I.
DEFINITIONS
a,
Grievance
A grievance is an allegation by an employee(s) of a misinterpretation or
misapplication of any express provision of the applicable Memorandum of
, Understanding or Personnel Rules and Regulations where there is no other
specific method of review provided by City law,
b. Grievant
An employee or group of employees in the classified service adversely affected
by an act or omission by the City allegedly in violation of an express provision of
the Memorandum of Understanding or Personnel Rules and Regulations,
c, Department Administrator
The department head or designee,
d. Work day
A work day is any day the City offices are regularly open for business,
e, Exclusions from the Grievance Procedure
I. The procedure is not to be used for the purpose of changing wages, hours
and working conditions. .
2. The procedure is not intended to be used to challenge the content of
employee evaluations or performance reviews,
3, The procedure is not intended to be used to challenge a reclassification,
layoff, transfer, denial of reinstatement, or denial of a step or merit
increase,
4, The procedure is not intended to be used in cases of oral or written
reprimand, demotion, suspension or removal.
5. The procedure is not to be used to challenge violation oflaw or past
practice unless the rules or MOU expressly refer to same,
6. The procedure is not to be used to challenge examinations or appointment
to positions.
RULE XIV EMPLOYEE GRIEVANCES
Section 2,
TIMELINESS
The grievance must be filed by the employee within the timelines set forth herein,
Failure of the employee to file the initial grievance or process the grievance from one level to
another in a timely manner is a forfeiture of the grievance and the grievance will not be
processed further.
If the City fails to respond in a timely manner, the employee may proceed to the next
level.
Section 3.
EMPLOYEE REPRESENT AnON
The employee may be represented by a person of his or her choice to prepare and present
the grievance, The employee may use a reasonable amount of released time to process the
grievance, The release time must be approved by the Department Head,
Section 4,
INFORMAL GRIEVANCE PROCEDURE
Within fifteen (15) working days following the event, or within fifteen (15) working days
after the employee should reasonably have known of the event, the employee should attempt to
resolve the grievance on an informal basis by discussion with his or her immediate supervisor.
Section 5.
FORMAL GRIEVANCE PROCEDURE
a.
First Level of Review: Next Level Supervisor
If the employee is not able to resolve the grievance after discussion with his or
her immediate supervisor, within ten (10) working days after the informal
discussion with the immediate supervisor, the employee shall present the
grievance in writing to the next level supervisor on the official City grievance
form setting forth the following information:
I. The specific section of the rules or MOU allegedly violated,
2, The specific act or omission which gave rise to the alleged violation,
3, The date or dates on which the violation occurred,
4. Documents, witnesses or evidence in support of the grievance,
5, The resolution of the grievance at the inforinal stage.
6. The remedy requested.
RULE XIV EMPLOYEE GRIEVANCES
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A copy of the grievance shall be provided to the Human Resources Division of the
Administrative Services Department concurrently with presentation to the immediate supervisor.
The next level supervisor shall render a decision in writing, on the grievance form,
within ten (10) working days after receiving the grievance,
b, Department Head Review
If the employee does not agree with the decision of the next level supervisor, within ten
(10) working days after receiving the next level supervisor's decision or twenty (20) days from
the date the next level supervisor received the grievance but failed to issue a decision, the
employee shall present the grievance in writing, on the grievance form, to the department head.
The department head may require the employee and the immediate supervisor to attend a
grievance meeting. The department head shall communicate a decision in writing within ten (10)
working days of receiving the grievance or within ten (10) working days of holding a grievance
meeting whichever is longer.
c, Human Resources Manager
If the employee is not in agreement with the decision reached by the department head,
within ten (10) working days after receiving the department head's decision or twenty (20) days
from the date the department administrator received the grievance but failed to issue a decision,
the employee shall present the grievance in writing to the Human Resources Manager on the
official City grievance form.
The Human Resources Manager may require the employee and the immediate supervisor
to attend a grievance meeting. The Human Resources Manager shall communicate a decision in
writing within ten (10) working days of receiving the grievance or the holding of a grievance
meeting whichever is longer. .
d, Human Resources Commission
If the employee is not in agreement with the decision of the Human Resources Manager
or if the Human Resources Manager has failed to respond, the employee shall present the
grievance to the Human Resources Commission within ten (10) working days from the date of
receipt of the Human Resources Manager's decision or twenty (20) days from the date the
Human Resources Manager received the grievance but failed to issue a decision.
RVLE XIV EMPLOYEE GRIEVANCES
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Section 6,
APPEAL TO HUMAN RESOURCES COMMISSION
a.
Scheduling of Hearing
Upon receipt of the request for an appeal, the City shall, within thirty (30) days, transmit
the appeal to the Human Resources Commission. The Commission shall schedule a hearing,
The appeal hearing shall be set not less than twenty (20) working days nor more than sixty (60)
working days from the date of the filing of the appeal. All interested parties shall be notified in
writing of the date, time, and place of the hearing at least ten (10) working days prior to the
hearing,
b. Public Hearings
All hearings shall be open to the public.
c, Pre-Hearing Procedure
1. Subpoenas
The Human Resources Commission is authorized to issue subpoenas at the
request of either party prior to the commencement of the hearing. After the commencement of
the hearing, subpoenas shall be issued by the Commission only for good cause, Each party will
prepare their own subpoenas and present them to the Human Resources Division of the
Administrative Services Department and the other party. The Human Resources Division ofthe
Administrative Services Department will issue the subpoenas. The Human Resources Division
of the Administrative Services Department will serve subpoenas for current City employees. It
will be the responsibility of the employee or the City to serve subpoenas on individuals who are
not currently employed by the City, It will be the responsibility of the employee and the City to
submit the written request for subpoenas at least ten (10) working days before the date of the
hearing.
2. Exhibits and Witness Lists
Five (5) working days prior to the date set for the hearing, each party shall serve
upon the other party and submit to the Human Resources Division of the Administrative Services
Department a list of all witnesses and a list and copy of all exhibits, An original and nine (9)
copies of the exhibits shall be presented to the Human Resources Division of the Administrative
Services Department in 3 hole notebooks which are tabbed down the side with the exhibit
numbers, The employer's exhibits shall be designated by number, The employee's exhibits
shall be designated by alphabetical letter. Neither party will be permitted to call during the
hearing, a witness not identified pursuant to this section nor use any exhibit not provided
pursuant to this section unless that party can show that they could not reasonably have
anticipated the prior need for such witness or such exhibit.
RULE XlV EMPLOYEE GRIEVANCES
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3, Statement ofIssues
Five (5) working days prior to the date set for the hearing, each party shall submit
to the Human Resources Division of the Administrative Services Department a Statement of
Issues,
d, Submission to the Human Resources Commission
Five (5) working days prior to the date set for the hearing, the Human Resources Division
of the Administrative Services Department shall present each member of the Human Resources
Commission with a copy of the jurisdictional documents. Those documents include the
grievance documents at each level and the responses to the grievance.
e, Pavment ofEmplovee Witnesses
Employees of the City who are subpoenaed to testify during working hours will be
released with pay to appear at the hearing. The Commission may direct that these employees
remain on call until called to testify. Employees who are subpoenaed to testify during non-
working hours will be compensated for the time they actually testify, unless the City agrees to a
different arrangement.
f, Conduct of the Hearing
I. The hearing need not be conducted in accordance with technical rules
relating to evidence and witnesses but hearings shall be conducted in a manner most conducive
to detennination of the truth.
2. Any relevant evidence may be admitted if it is the type of evidence on
which responsible persons are accustomed to rely in the conduct of serious affairs, regardless of
the existence of any common law or statutory rules which might make improper the admission of
such evidence over objection in civil actions.
3, Hearsay evidence may be used for the purpose of supplementing or
explaining any direct evidence that shall not be sufficient in itself to support a finding unless it
would be admissible over objection in civil actions.
4. The rules dealing with privileges shall be effective to the same extent that
they are now or hereafter may be recognized in civil actions,
5, Irrelevant and unduly repetitious evidence may be excluded,
6, The Human Resources Commission shall detennine relevancy, weight and
credibility of testimony and evidence, Decisions made by the Commission shall not be
invalidated by any infonnality in the proceedings,
R.ULE XIV EMPLOYEE GRIEVANCES
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7. During examination of a witness, all other witnesses, except the parties,
shall be excluded from the hearing upon motion of either party.
8. The Human Resources Commission may conduct the hearing or delegate
evidentiary and/or procedural rulings to its legal counsel.
g. Burden of Proof
In a grievance appeal the grievant has the burden of proof by preponderance of the
evidence.
h. Proceed with Hearing or Request for Continuance
Each side should be asked ifit is ready to proceed, If either side is not ready and wishes
a continuance, good cause must be stated, Any request for a continuance must be made in
writing and submitted prior to the hearing to all parties. Before requesting a continuance, the
moving party shall contact all parties to determine if there is any opposition to the continuance
and shall state in its request if there is opposition,
I. Testimony under Oath
All witnesses shall be sworn In for the record prior to offering testimony at the hearing,
The chairperson will request the witnesses to raise their right hand and respond to the following:
"Do you swear that the testimony you are about to give at this hearing is the truth, the
whole truth and nothing but the truth?"
J. Presentation of the Case
The hearing shall proceed in the following order unless the Human Resources
Commission for special reason, directs otherwise:
1. The Human Resources Chair shall announce the issues after a review of
the statement of issues presented by each party,
2, The grievant (employee) shall be permitted to make an opening statement.
3. The respondent (City) shall be permitted to make an opening statement, or
reserve an opening statement until presentation of its case,
4. The grievant shall produce his/her evidence.
RULE XIV EMPLOYEE GRIEVANCES
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5, The respondent may then offer its evidence,
6. The grievant followed by the respondent may offer rebutting evidence.
7. Closing arguments shall be pennitted at the discretion of the Human
Resources Commission, The party with the burden of proof, shall have the right to go first and
to close the hearing by making the last argument, The Commission may place a time limit on
closing arguments, The Commission or the parties may request the submission of written briefs,
After the request for submittal of written briefs, the Commission will detennine whether to
allow the parties to submit written briefs and detennine the number of pages of said briefs,
k, Procedure for the Parties
The party representing the department and the party representing the employee will
address their remarks, including objections, to the Chair of the Human Resources Commission.
Objections may be ruled upon summarily or argument may be pennitted. The Chair reserves the
right to tenninate argument at any time and issue a ruling regarding an objection or any other
matter, and thereafter the representatives shall continue with the presentation of their case.
1. Right to Control Proceedings
While the parties are generally free to present their case in the order that they prefer, the
Chair reserves the right to control the proceedings, including, but not limited to, altering the
order of witnesses, limiting redundant or irrelevant testimony, or by the direct questioning of
witnesses,
m. Hearing Demeanor and Behavior
All parties and their attorneys or representatives shall not, by written submission or oral
presentation, disparage the intelligence, ethics, morals, integrity or personal behavior of their
adversaries or members of the Commission,
n. Deliberation UDon the Case
The Commission will consider all oral and documentary evidence, the credibility of
witnesses, and other appropriate factors in reaching their decision. The Commission may
deliberate at the close of the hearing in closed session or at a later fixed date and time not to
exceed ten (10) working days,
0, Recommended Decision
The Human Resources Commission shall render it's recommendations as soon after the
conclusion of the hearing as possible, and no event, later than ten (10) working days after
concluding the hearing, unless otherwise stipulated to by the parties. The recommended decision
shall include an explanation of the basis for the decision.
The Human Resources Commission shall not be polled as to their decision by the
grievant or the grievants counsel.
RULE XIV EMPLOYEE GRlEV ANCES
7
p, Recommendation to the City Manager
The decision of the Human Resources Commission is advisory to the City Manager. The
proposed decision shall bc provided to the grievant and the City Manager.
Either the employee or the department may file a written appeal to the proposed decision,
by filing exceptions thereto with the Human Resources Manager within ten (10) days of receipt
of the Commission's recommended decision,
The party desiring to contest the recommended decision of the Commission may also
request a transcript for review by the City Manager within ten (10) working days of the
Commission's decision, If the appealing party requests a transcript, that party shall pay the cost
of the transcript.
q, Final Action by City Manager
Within ten (10) working days of the filing of exceptions, or within ten (10) days of
receipt of the transcript, the City Manager shall review the decision of the Commission, any
exceptions filed, and a record, if one is requested, The decision of the City Manager shall be
final. The decision shall be transmitted to the employee and to the depart[l1ent head.
RULE XIV EMPLOYEE GRlEV ANCES
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