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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
20 - PROBLEM SOLVING PROCEDURE
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20.1
Purpose:
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To
provide employees and management with an effective procedure
whereby job-related problems may be freely discussed between
the employee and management in a fair, equitable and timely
manner. The Problem Solving Procedure focuses on improving
employee relations between the employee and management.
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20.2
General:
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The
Problem Solving Procedure is available for all City employees
(permanent, probationary, part-time and temporary) in
order to resolve job-related problems.
A problem or disagreement of a permanent, full-time employee
regarding the interpretation or application of the Personnel
Rules and Regulations is exempt from the Problem Solving
Procedure and should be addressed under the Employee Grievance
Procedure.
The following areas are excluded from consideration under
the Problem Solving Procedure: sexual harassment (see
Rule 2.18), discrimination (see Rule 2.19), demotion,
suspension, dismissal, layoff (general employees see Rule
7.21 and Police Uniform Services see Rule 7.22), performance
evaluation (see Rule 13) and the establishment and approval
of levels of compensation.
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20.3
Procedure:
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A. |
Problem
Solving Procedure:
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Chain
of Command:
The chain of command begins with an employee's immediate
supervisor and progresses to the Department Head.
Except as provided in Rule 20.3 B Policy Changes
herein, an employee with a job-related problem shall
present the problem orally or in writing through
the chain of command in sequence until he/she feels
that the problem has been satisfactorily resolved.
Employees must use the chain of command as the primary
method of addressing and resolving job-related problems.
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| (2) |
Open
Door:
Supervisors in the chain of command shall maintain
an open-door policy. This policy provides an employee
the opportunity to resolve a job-related problem
or interpretation of policy, directly with the level
of management best able to resolve the concern.
If the employee is unable to discuss a job-related
problem with his or her immediate supervisor because
the problem involves the immediate supervisor, then
the employee should discuss the matter with the
person next in line in the chain of command.
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| (3) |
Department's
Responsibility:
The supervisor within seven (7) working days after
being advised of a problem by an employee shall
give the employee an answer or proposed resolution
of the problem in writing. The supervisor's answer
shall clearly state his/her decision or proposed
resolution with reasons for the decision.
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B. |
Policy
Changes:
When the problem involves the interpretation of policy,
employees are encouraged to seek a resolution through
the chain of command. If the policy question involves
multiple departments, the Department Head will address
the issue(s) directly with the Head(s) of the other department(s),
a member of the Human Resources staff or another appropriate
management individual.
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C. |
City
Manager or City Auditor and Clerk for their Respective
Employees:
The City Manager or City Auditor and Clerk, for their
respective employees, as appropriate shall have the right
to extend any time period set forth in Rule 20.
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