Page 102 - Employee Handbook 1-2015 rev9

(1) All grievances shall be presented in writing and must be received within 5
working days of the action taken. Otherwise, the recommended action will
become final.
(2) The employee with a complaint or grievance should first file the grievance with
the immediate supervisor. If the employee has a grievance against his/her
supervisor, the employee should discuss the grievance with the next higher level
of supervision.
(3) The supervisor (or successively higher levels of supervision to which an appeal
may be made) shall be allowed up to five (5) working days after receipt of the
grievance to respond to the aggrieved employee. All responses shall be in
writing. A copy shall be provided to the employee and to the supervisor's
superior.
(4) If the grievance is resolved to the satisfaction of both the employee and the
supervisor, the grievance is closed. The supervisor will then complete a
Report/Grievance Discussion form containing the employee's and supervisor's
signatures with a copy to be sent to the Human Resources Department.
(5) The employee has the right to appeal the supervisor's decision (or the decision of
higher levels of supervision) to the next higher level up to five days after the
decision is made. A copy of all written documentation, discussion report forms,
etc. generated at all previous levels of the grievance process shall be forwarded
immediately to the Assistant City Manager for his or her information.
(6) The employee may appeal the decision of the immediate supervisor in the
following manner:

First Step: The employee may request that the immediate supervisor arrange a
meeting with the second level supervisor so that the problem can be discussed
further, or the problem may be presented in writing to the second level supervisor
with a copy to the Human Resources Department. The Report/Grievance
Discussion form shall be used for this purpose. The response shall be in writing
and a copy shall be provided to the employee and the second level supervisor's
superior.

Second Step: If the employee is not satisfied with the decision of the second
level supervisor, the employee may appeal it to successively higher levels of
supervision, following the same general procedure described in the "First Step."
Each supervisor to whom a complaint or grievance is referred is responsible for
recording it and his/her response on a jointly signed Report/Grievance Discussion
form. When a satisfactory resolution to an employee's grievance is reached, it is
the responsibility of the supervisor making the decision to implement the
resolution of the matter. The final level of the grievance process is the City
Manager. Any decision of the City Manager shall be final.

The employee may ask for a formal or informal hearing with the City Manager. The City
Manager, in cases involving suspension, demotion and dismissal, if requested by the employee,
shall give the employee an opportunity to be heard at a mutually convenient time. However, the

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City of Winston-Salem Employee Handbook (January 2015 Revision)