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proceeding to written reprimand, suspension, demotion, or discharge. <br /> Alternate forms of discipline may be used when deemed more appropriate. <br /> No one who has completed the initial probation shall be disciplined except <br /> for just cause. Any memorandum addressed to an individual employee <br /> which includes a warning regarding future discipline will be considered a <br /> disciplinary action. <br /> 34.2 If the City determines there is just cause for discharge, demotion, or <br /> suspension, at least five (5) calendar days prior to the effective date, the <br /> City shall provide the employee with a notice of disciplinary action, the <br /> grounds for the action, and the right to respond either orally or in writing to <br /> the person taking the action prior to the effective date. <br /> 34.3 A copy of any notice of discipline shall be provided to the Union Chief <br /> Steward, who shall regard the notice as confidential. <br /> <br /> ;i <br /> 34.4 An employee shall have the right to request Union representation at <br /> investigatory meetings required by the City, if there is a potential that the <br /> discussion will lead to discipline. The employee shall, also, be entitled to <br /> have a Union representative present at any pre-disciplinary meeting <br /> scheduled for the purpose of an oral response. Unless withdrawn or <br /> otherwise resolved, the disciplinary action shall become effective at the end <br /> of the response period. Should the City assign the employee to <br /> administrative leave during the investigatory period, the employee shall be <br /> immediately available by phone and expected to respond to a call from the <br /> City within one-half (1/z) an hour. <br /> 34.5 Protests of disciplinary action shall be made through the regular grievance <br /> procedure as set forth in Article 35. An employee who has been discharged <br /> or suspended may elect to initiate a grievance at Step 3 of the grievance <br /> procedure. <br /> 34.6 When appropriate, the City agrees to make reasonable efforts to resolve <br /> work performance problems through positive out-placement and/or the <br /> Employee Assistance Program (EAP). <br /> Article 35 <br /> GRIEVANCE PROCEDURE <br /> 35.1 IMPORTANT PRINCIPLES <br /> These principles describe the way the Union leadership and the City <br /> <br />