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Policy Title: City Complaints Purpose: To provide a procedure to address job-related complaints, problems, or disputes about the interpretation or administration of a City policy or procedure Scope: All City employees under terms described should refer to labor agreement. employees Policy Statement: The City believes it is des A resolveq robt� arld issues W!I II u� r I 9a informally. The City of Eugene complaint processs.auilable to non - represented and temporary employees to resolve job - related complaits orr o ems or'disputes about the interpretation or administration of a City policy or procedure is procedure maybe used by any non- represented emplon ee ho is not cov red by a collective bargaining agreement for any employment ac#ionftakep, or by union - represented employees on matters not covered by his /her collective b'aFrgaining agreement. A union - represented employee should use the grievanceW.rocedure outlined in his/her union contract for any dispute related to the administration�oUpplication of the contract. Policy Procedure: Before beginning a fib' discuss the issue with his/her immediate siiillJ problem relating ( employment action c should be process 'IIlhefollowinq manner: mplaint process, an employee should or within 10 days of the event. If a be resolved informally, complaints Step 1 111111 ii "'11111111101111111w If the attempt to resoly 4he problem informally is unsuccessful, the employee(s) may submit a complaint in v�r'ting to his /her immediate supervisor within 20 calendar days of the event, or 20 calenda days from the date when the employee should reasonably have had knowledge of the event. The written notice shall include the facts upon which the complaint is based, the provision of City policy he /she believes has been violated, and the remedy sought. The supervisor shall respond to the complaint in writing as quickly as possible, but no later than 10 days after the complaint is submitted. Step 2 If after 10 days from receipt of the immediate supervisor's reply, the complaint remains unresolved, the employee may submit written notice along with all pertinent written information including a statement of the complaint and relevant facts, the specific provision(s) of the City policy allegedly violated, and a remedy sought to the division manager or his /her designee. The division manager or designee should meet with the employee within 10 days of the receipt of the written notice to review the facts of the City of Eugene APM No: 12.3 Administrative Policy Manual Date Updated: August 1, - 2011 Policy Title: City Complaints Purpose: To provide a procedure to address job-related complaints, problems, or disputes about the interpretation or administration of a City policy or procedure Scope: All City employees under terms described should refer to labor agreement. employees Policy Statement: The City believes it is des A resolveq robt� arld issues W!I II u� r I 9a informally. The City of Eugene complaint processs.auilable to non - represented and temporary employees to resolve job - related complaits orr o ems or'disputes about the interpretation or administration of a City policy or procedure is procedure maybe used by any non- represented emplon ee ho is not cov red by a collective bargaining agreement for any employment ac#ionftakep, or by union - represented employees on matters not covered by his /her collective b'aFrgaining agreement. A union - represented employee should use the grievanceW.rocedure outlined in his/her union contract for any dispute related to the administration�oUpplication of the contract. Policy Procedure: Before beginning a fib' discuss the issue with his/her immediate siiillJ problem relating ( employment action c should be process 'IIlhefollowinq manner: mplaint process, an employee should or within 10 days of the event. If a be resolved informally, complaints Step 1 111111 ii "'11111111101111111w If the attempt to resoly 4he problem informally is unsuccessful, the employee(s) may submit a complaint in v�r'ting to his /her immediate supervisor within 20 calendar days of the event, or 20 calenda days from the date when the employee should reasonably have had knowledge of the event. The written notice shall include the facts upon which the complaint is based, the provision of City policy he /she believes has been violated, and the remedy sought. The supervisor shall respond to the complaint in writing as quickly as possible, but no later than 10 days after the complaint is submitted. Step 2 If after 10 days from receipt of the immediate supervisor's reply, the complaint remains unresolved, the employee may submit written notice along with all pertinent written information including a statement of the complaint and relevant facts, the specific provision(s) of the City policy allegedly violated, and a remedy sought to the division manager or his /her designee. The division manager or designee should meet with the employee within 10 days of the receipt of the written notice to review the facts of the