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| Human
Resources |
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| City
Handbook |
Compensation
Plan |
Job
Descriptions |
Rules
and Regulations |
| Personnel
Rules and Regulations |
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RULE
14A - EMPLOYEE REVIEW REQUESTS - CIVIL SERVICE EMPLOYEES
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14A.1
General:
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It shall be the policy of the City of Sarasota to provide
a system for the presentation and consideration of any
job-related problem of which an employee shall request
consideration, review, reconsideration or clarification
which may arise between an employee and his or her supervisor
as to the interpretation and the application of these
Rules and Regulations, and to assure an employee that
his or her problem will be considered fairly and rapidly.
At any step of this Review Procedure, the employee may
of his or her own choice make his or her oral or written
presentation with or without the assistance of another
permanent employee.
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14A.2
Purpose:
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The
primary purpose of this review system is to establish
an effective procedure whereby certain matters may be
freely discussed with the employee for the general good
of the employee and the City of Sarasota.
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14A.3
Procedure - First Step (Supervisor):
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The
employee shall, within seven (7) calendar days of the
time of occurrence of the problem, take the problem to
his or her immediate supervisor for discussion and consideration.
The supervisor shall consider the matter without undue
delay, and shall within a reasonable time thereafter,
advise the employee of his or her decision in the matter.
Promptness and informality are desirable; therefore, it is not necessary that the problem be presented to the
supervisor in writing at this step.
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14A.4
Procedure - Second Step (Supervisor):
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If
the problem is not resolved, the employee will state it in writing and present it to the supervisor.
Supervisors are encouraged to consult with their superiors,
the Department of Human Resources, or any other persons
at management level who may be qualified to give him/her
relevant information or assistance in considering the
employee's problem.
The supervisor within five (5) working days after receipt
of the problem in writing will give the employee a written
answer to or proposed resolution of the problem.
Police Officers using this Employee Review Request shall
follow the Police Department’s normal chain of command,
i.e., Sergeant, Lieutenant, Captain, Deputy Chief and
Chief of Police prior to using Step 3. The same time frame
five (5) working days after receipt of the problem shall
be used through the chain of command as outlined herein
in this section, i.e., Sergeant, Lieutenant, Captain,
Deputy Chief and Chief of Police, and shall have five
(5) working days for each response.
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14A.5
Procedure - Third Step (Chief of Police):
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If
the matter is not resolved by the supervisors within the
Chain of Command to the satisfaction of the employee,
the employee may verbally request an appointment with
his or her Department Head to discuss the problem within
three (3) working days after completion of the Chain of
Command response in the Second Step.
The Chief of Police shall make such an appointment with
the employee and confer with him or her. The Chief of
Police shall investigate the matter within seven (7) days
unless additional time is necessary in order to provide
a comprehensive review of the problem. If additional time
is required, the Chief of Police will advise the employee,
who initiated the problem, of the specific time frame
that the Chief of Police will be prepared to discuss the
issue with the employee.
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14A.6
Procedure - Fourth Step (City Manager):
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If
the matter is not resolved to the satisfaction of the
employee by the Chief of Police or his or her designated
representative, the Police Officer may, within not more
than three (3) working days, verbally request an appointment
through the Director of Human Resources to present the
problem to the City Manager. The Director of Human Resources
will coordinate with the City Manager and establish an
appointment within seven (7) calendar days of the time
that the request was received by the Director of Human
Resources. Prior to forwarding the request to the Director
of Human Resources for coordination with the City Manager,
the employee is requested to reduce this problem to a
written signed statement or the remaining portions of
the problem, whichever is applicable. A duplicate of the
signed statement shall be given to the employee and the
original retained by the Director of Human Resources for
filing after the City Manager has made his or her decision.
The City Manager shall advise the employee of his or her
decision in the matter within seven (7) calendar days
after the scheduled meeting with the City Manager. The
City Manager’s decision shall be final and binding.
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