Grievance Procedure

 GRIEVANCE PROCEDURE - ARTICLE 8

Section 1. Any dispute between the employer and the Union concerning the interpretation, enforcement or the application of any provisions of this agreement shall be adjusted in the following manner:

• Step 1. An employee shall first discuss a grievance with his Supervisor within seven (7) days (excluding Saturdays, Sundays, and holidays) of occurrence in an attempt to reach a satisfactory solution. If the grievant is the City or the IAFF then the initial step shall be Step 2. The employee may, at his discretion, have a Union representative present. It is not mandatory that the grievance be written at this Step. The Supervisor is encouraged to counsel with the employee and to consult with others before rendering his decision. The Supervisor shall render his decision, in writing, within five (5) days (excluding Saturdays, Sundays, and holidays). Supervisors, as used in this Article, shall be defined in Section 10-106 of Ordinance No. 0-7576-1.
• Step 2. A grievance not satisfactorily resolved in one above, shall be presented in writing to the Fire Chief or his designee or the Union President or his designee (whichever is appropriate) within ten (10) days (excluding Saturdays, Sundays, and holidays) after receipt of the decision in Step 1 or after the grievance occurs if the grievant is the City or the IAFF. Copies shall be made available to the employee or employees if applicable, the Union, the Director of Human Resources The Fire Chief or his designee is encouraged to counsel with the employee, the Union, and to consult with others before rendering his decision. The Fire Chief or his designee, or the Union or his designee if the grievant is the City, shall render his decision, in writing, within five (5) days (excluding Saturdays, Sundays, and holidays).
• Step 3. A grievance not satisfactorily resolved in Step 2 above, shall be submitted within five (5) days (excluding Saturdays, Sundays, and holidays) to the City Manager. The City Manager will consider all information presented and shall consult with the employee, the Union, and others in reaching a decision unless otherwise agreed to by the parties. The City Manager shall render his decision within ten (10) days (excluding Saturdays, Sundays, and holidays) of receipt.
• Step 4. If the City Manager and the employee or the Union President, whichever is appropriate, cannot settle the grievance upon the completion of Step 3 above, it shall be submitted to arbitration for adjustment as follows:

1. Within seven (7) calendar days from the date of a request for arbitration the Union and the employer shall jointly request an arbitrator to conduct a hearing under the voluntary labor arbitration rules of the American Arbitration Association if the two parties have not agreed on a arbitrator. The parties shall share equally the cost of the arbitrator's fees and expenses.
2. The arbitrator's award shall be consistent with the authority granted the arbitrator by the Agreement and the Norman City Code and the Charter of the City.
3. The arbitrator shall have no authority to amend, alter or modify this Agreement on its terms.
4. The decision, findings and recommendations of the arbitrator shall be final and binding on the parties to this agreement as long as those decisions have not exceeded the arbitrator's authority as set out herein.
5. The parties to this Agreement may, at any time, satisfactorily resolve the grievance and, thereby, jointly notify, in writing, the arbitrator that the arbitration proceedings should cease.

Section 2. It is understood and agreed that when a grievance is filed the act of filing such grievance shall constitute authorization to reveal to participants in the grievance procedure any and all information available concerning said grievance. Such filing shall further constitute a release from any and all claim of liability by reason of such disclosure.

What is a “Grievance” and its purpose?

A Grievance is that which describes the procedures for addressing problems on the job. The purpose of the procedure is to:

• enforce the negotiated agreement and other various regulations, and to settle disputes;
• provide a procedure for settling disputes quickly, and to solve problems and protect employee rights;
• put the united strength, skill, and unity of the IAFF behind every member who has a legitimate grievance; and,
• give all qualifying members of the Norman Fire Department a united voice in their conditions of employment and a method to fight management injustices against them and their contract.