Laserfiche WebLink
<br />2. Employee Complaints <br /> <br />Informal Oral Discussion <br /> <br />The City believes employee concerns are best addressed through informal and <br />open communication. Therefore, employees are directed to first discuss their <br />work-related concerns with their immediate supervisor. The supervisor <br />addressing the employee's complaint will attempt to resolve the complaint or <br />explain why it cannot be resolved to the employee's satisfaction. <br /> <br />Written Formal Complaints <br /> <br />Following these informal discussions, employees remaining dissatisfied may <br />submit a written complaint to their immediate supervisor, with a copy to Human <br />Resources, within 15 working days. <br /> <br />It is the responsibility of the immediate supervisor to study the complaint and <br />attempt to resolve it within 10 working days. The resolution should be in writing <br />and a copy given to the complaining employee and Human Resources. If the <br />complaint cannot be satisfactorily resolved within the 10-day period, or if the <br />complaining employee does not accept the supervisor's resolution, then the <br />supervisor shall refer the matter, with comments and/or recommendations to the <br />next higher level of supervision. The Department Director shall be the last <br />person in the department to whom an unresolved matter will be taken. <br /> <br />If the work-related complaint remains unresolved, the employee may request it <br />be forwarded to the City Manager for disposition, and the employee shall be <br />entitled to a written decision. The City Manager may direct Human Resources to <br />investigate the complaint and recommend a decision based upon interviews and <br />supporting written documents. The City Manager shall consider all parties' <br />positions and make the final decision. <br /> <br />Any intimidation, coercion, or threatened reprisals used to violate the intent of <br />this complaint procedure by either the employee or any level of supervision shall <br />constitute a basis for disciplinary action. <br /> <br />3. Texas Whistle Blowers Act <br /> <br />The Texas Whistle Blowers Act provides that the City may not suspend or <br />terminate the employment of, or otherwise discriminate against, a City employee <br />who reports a violation of law to an appropriate law enforcement authority, if the <br />employee report is made in good faith. <br /> <br />Employee Policies Handbook/Page 37 <br />