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Article VIII. Grievance Procedure, Discrimination, and Adverse Action
<br />Appeal
<br />Section 1. Grievance Procedure and Ach-erse Action Anneal Policy
<br />In order to maintain a harmonious and cooperative relationship between the County and its employees, it is the
<br />policy of the County to provide for the settlement of problems and differences tln•ougll an orderly grievance
<br />procedure. Every tett~er~t~;-pr~a~ietutry-a+n#~•regalar employee shall have the right to present his or her
<br />problem, grievance or adverse action appeal in accordance with t-lre-established policy free from interference,
<br />coercion, restraint, discrimination, or reprisal.
<br />It is the responsibility of supervisors at all levels, consistent with the authority delegated to them, to consider
<br />and take appropriate action promptly and fairly on a grievance or adverse action appeal of any employee.
<br />In adopting this policy, the County sets forth the following objectives to be attained in this program:
<br />• Assure employees of a way in which they can get their problems or complaints considered rapidly, fairly,
<br />and without fear of reprisal.
<br />• Encourage the employee to express #+toselt al3e~how the conditions of work affect him or her as au
<br />employee.
<br />• bet-Have better employee understanding of policies, practices, and procedures which affect them.
<br />• Provide employees with assurance that actions are taken in accordance with policies.
<br />• Provide a check on how policies are carried out by supervisors.
<br />• Give super•visar•s a greater sense of responsibility in their dealings with employees, •
<br />Section 2. Grievance and Adverse Action -Definitions
<br />Grievance. A claim or complaint based upon an event or condition which affects the circumstances under
<br />which an employee works, allegedly caused by misinterpretation, unfair application, a• lack of established
<br />policy pertaining to employment conditions. A grievance might involve alleged safety or health hazards,
<br />unsatisfactory physical facilities, surroundings, materials or equipment, unfair or discriminatory supervisory or
<br />disciplina-y practices, unjust treatment by fellow workers, unreasonable work quotas, or any other grievance
<br />relating to conditions of employment.
<br />Adverse Action. A suspension, demotion, dismissal, reduction in pay, involuntary transferor lay off.
<br />Sectimi 3. Grievance and Adverse Action Auueal Procedure -Non-Discriminatimr
<br />Any regular County employee having a problem or grievance arising out of or due to his or her employment and
<br />who does not allege discrimination because of his age, color, disability, national origin, political aftiliation,
<br />race, religion, or sex, Free; ea}er,-r~iet~;-~ig~•~gi,..., ~•.~~,,, ,.kysiea~#isali'tl-tt~;-er-{~eltti~a-~ shall
<br />first discuss Ir+sthe problem or grievance with his or her supervisor. If the issue is not resolved, lie-ar•-slre they
<br />should then follow the grievance and adverse action appeal procedut•e established by the County. The number of
<br />steps in this procedure will vary from a minimum of one to a maxinuun of three, depending upon:
<br />flew-t~rry'Che number of supervisory le~rels frr~in the etrt}~leyee's-depat•tntent.
<br />Example: In a department where the Duly supervisor is the department head, the procedure would start at
<br />Step Two.
<br />At what supervisory level was the decision made/action taken that the employee is grieving.
<br />Bxanrple: If the department head has made the decision that is being grieved, then the procedure should be
<br />initiated at Step Two and move upward.
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<br />Attachment number 3
<br />Page 175 of 362
<br />F-5
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