Town of Princeton

Step 1: Failing to resolve any dispute in an informal manner, an aggrieved employee may present a formal grievance, in writing, to his/her Department Head along with any pertinent information relative to the grievance and indicating the relief that is desired. The Department Head, within five (5) working days of the receipt of the written grievance, shall provide an answer, in writing, to the aggrieved employee.

Step 1A: When the immediate supervisor and the Department Head are one in the same and the dispute cannot be resolved informally, the aggrieved employee must present his or her formal grievance to the Town Administrator, in writing, with all pertinent information relative to the grievance and indicating the relief that is desired. The Town Administrator, within two (2) working days of receipt of the written grievance, shall present a copy of the grievance to the Department Head. The Department Head, within three (3) working days, will provide an answer to the grievance, in writing, to the Town Administrator.

Step 2: If the grievance has not been resolved as provided in Step 1, the aggrieved employee may within five (5) working days after receipt of the written answer from the Department Head, present the grievance, in writing, to the Town Administrator. The Town Administrator shall attempt to resolve those grievances that come to him/her from either steps 1 or 1A and shall, within five (5) working days, provide an answer to both the aggrieved employee and the Department Head. If the grievance has not been resolved, the Town Administrator will refer the grievance to the Personnel Board, via the Chairperson of the Board.

Step 3: The Chairperson of the Personnel Board shall schedule a meeting of the Personnel Board to convene a grievance hearing to include the Chairperson and any two (2) other members of the Board, the aggrieved employee and the supervisor being grieved. This meeting shall be held within twenty (20) days of the notification to the Board and the Board shall have 10 days to render its decision on the merits of the grievance. The decision of the Personnel Board shall be final.

B. Discipline and Termination

6.B.1 All employees are expected to maintain high standards of productivity, cooperation, attendance, efficiency, safety and economy in their work for the Town. Disciplinary actions shall be the responsibility of supervisors, Department Heads and Appointing Authorities, who shall exercise their responsibility with discretion and with concern for the employee.

6.B.2 If work habits, behavior, or attendance fall below departmental standards, the Department Head shall point out the deficiencies and institute corrective measures, where appropriate as determined by the Department Head. In most cases, the deficiencies shall be addressed in the following manner: (1) informal discussion with employee; (2) formal discussion with the employee as a verbal reprimand; (3) written reprimand; (4) probation;