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~ City of Eugene <br /> Human Resource and Risk Services Policies <br /> 3-930 COMPLAINT POLICY AND PROCEDURE (Revised ~vovss~ <br /> f <br /> If an employee has ajob-related complaint or problem or a dispute about the <br /> interpretation or administration of a City policy or procedure, he/she may use the <br /> following complaint procedure to resolve the issue. This procedure may be used by any <br /> non-represented employee who is not covered by a collective bargaining agreement for <br /> any employment action taken or by represented employees on matters not covered by <br /> his/her collective bargaining agreement. Aunion-represented employee should use the <br /> grievance procedure outlined in his/her union contract for any dispute related to the <br /> <br /> ~j administration or application of the contract. <br /> j The City believes it is desirable to resolve problems and issues informally. Before <br /> beginning a formal complaint process, an employee should discuss the issue with his/her <br /> immediate supervisor within the (10) days of the event. If a problem relating to an <br /> employment action cannot be resolved informally, complaints should be processed in the <br /> j following manner: <br /> Step 1 <br /> If the attempt to resolve the problem informally is unsuccessful, the employee(s) may <br /> submit the complaint in writing to his/her immediate supervisor within twenty (20) days <br /> of the event, or of when the employee should reasonably have had knowledge of the <br /> event. The written notice shall include the facts upon which the complaint is based, the <br /> provision of City policy he/she believes has been violated, and the remedy sought. The <br /> supervisor shall respond to the complaint in writing as quickly as possible, but no later <br /> than ten (10) days after the complaint is submitted. <br /> Ste~2 <br /> If after ten (10) days from receipt of the immediate supervisor's reply, the complaint <br /> remains unresolved, the employee may submit written notice along with all pertinent <br /> written information including a statement of the complaint and relevant facts, the specific <br /> provision(s) of the City policy allegedly violated, and a remedy sought to the Division <br /> Manager or his/her designee. The Division Manager or his/her designee should meet <br /> with the employee within ten (10) days of the receipt of the written notice to review the <br /> facts of the complaint. The Division Manager or his/her designee shall respond to the <br /> employee in writing within ten (10) days of the meeting. <br /> Human Resource and Risk Services <br /> Revised: 11 /01 /98 <br /> <br />