The parties recognize that after STEP 1 of the grievance procedure, additional time may be
required by both parties to process the grievance. The parties may agree in writing to extend any
of the time limits set forth in any steps of the grievance procedure.
A. In all other circumstances, management's failure to respond within the
established time limits shall automatically advance the grievance to the next step.
B. If the Union fails to respond within established time limits, the grievance shall be
considered settled on the basis of management's last answer.
Union representatives normally shall conduct investigations and all other phases of grievance
handling during off-duty hours. If the nature of the grievance is such that expedited handling will
result in prompt disposition thereof without interference to Department operations, or require the
need to hire overtime personnel, or to reassign personnel from outside of headquarters to supply
coverage, management, at its discretion, may allow investigation and processing thereof during
working time.
During any step involved in the grievance procedure, the grievant, union representatives, or
witnesses for the grievant, shall not be paid overtime for time spent during off-duty hours.
SECTION E.
No party action under STEP 6 will have any power to award any monetary damages (other than
back wages), make any changes in, modification or alteration of, addition to, or subtraction from,
any of the terms of this Agreement. The Department does not have binding arbitration.
ARTICLE 13 — VACATIONS
SECTION I - GENERAL POLICIES
For purposes of this article, full-time employees averaging 37% hours a week will be considered
40-hour-a-week employees. Accruals and deductions will be based on eight (8) hour days.
The full-time (averages 371 hours a week or over) anniversary date of continuous Department
employment shall be used to calculate a full-time employee's length of service with respect to
paid vacation eligibility. Length of service shall be measured from the employee's most recent
full-time date of hire with the Department. Vacation time is accrued for any month in which the
individual has been employed at least fifteen (15) calendar days, beginning the first of any month.
The accrual rate is based upon the years of full-time, continuous Department employment on the
fifteenth of every month.
Paid sick leave and absences for jury or military reserve duty are considered time worked for
vacation accrual purposes. If a holiday falls during a vacation week, Communications Division
personnel will still receive an additional eight hours of holiday pay.
Transfers from Another City Bargaining Unit: If an employee transfers from another City
Bargaining Unit (outside of the Department) or other City Department, he shall be paid for all
accrued vacation leave by the appropriate City Department and shall not transfer any vacation
accruals.
Loss of Accrued Vacation Time: If a probationary employee resigns, is laid-off, or is
discharged any time before completing six (6) months of continuous service, he shall lose all
accrued vacation time. During an unpaid leave of absence, an employee does not earn any
vacation time. If an employee's vacation balance exceeds twice the amount of vacation he would
earn in a year, the employee will lose any days beyond this amount.
