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Section 4. Grievance and Adverse Action A eal Procedure - Discrimination
<br />General County Employee Any applicant for County employment, County employee or former County
<br />employee who believes that employment, promotion, training or transfer was denied him or her or that
<br />demotion, lay off, or termination of employment was forced upon him or her because of his or her age, color,
<br />disability, genetic information, national origin, political affiliation, race, religion, or sex, except where
<br />specific age, sex, or physical requirements constitute a bona fide occupational qualification necessary for proper
<br />and efficient administration, shall have the right to appeal directly to the Human Resources Director or County
<br />Manager. An employee also has the right to appeal using the grievance procedure outlined in Section 3 of this
<br />Article. An employee or
<br />alle alleged act or the date he or she should have become aware within 0 calendar days after
<br />f it
<br />becoming aware of the g
<br />State Personnel Act Employ An applicant for County employment, County employee, or former County
<br />employee who has reason to believe that employment, promotion, training, or transfer was denied him or her, or
<br />that demotion, lay off, or termination of employment was forced upon him or her because of his or her age,
<br />color, disability, genetic information, national origin, political affiliation, race, religion, or sex, except where
<br />specific age, sex, or physical requirements constitute a bona fide occupational qualification necessary for proper
<br />and efficient administration, shall have the right to appeal directly to the State Personnel Commission for a
<br />hearing by the Office of Administrative Hearings (see previous section for address and phone number) and a
<br />decision by the State Personnel Commission or the employee has the right to appeal using the grievance
<br />procedure outlined in Section 3 of this Article. An employee or applicant must appeal an alleged act of
<br />discrimination within 30 calendar days after becoming aware of the alleged act or the date he or she should have
<br />become aware of it.
<br />(Note: Should there be any conflict with the above, grievances alleging discrimination will follow the
<br />provisions of the State Personnel Act currently in effect).
<br />Section 5. Protection of Com lainants Em to ees Witnesses and Re resentatives
<br />from In terference, Harassment Intimid an Reprisal
<br />Each employee shall be free from any and all restraint, interference, coercion, or reprisal on the part of County
<br />employees and /or other persons when making any complaint or appeal, in serving as representative of an
<br />appellant, in appearing as a witness, or in seeking information in accordance with these procedures. The above
<br />principles apply with equal force after a complaint has been resolved. Should these principles be violated, the
<br />facts shall be brought to the attention of the Human Resources Director or County Manager by the appellant, the
<br />appellant's representative or the person affected so that the appropriate remedial action may be taken.
<br />Section 6 Back Pay Awar
<br />Back pay and benefits may be awarded to reinstated employees in suspension, demotion, dismissal, and
<br />discrimination cases.
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<br />Attachment number 5
<br />F -2 Page 68
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