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Adverse Action. A suspension, demotion, dismissal, reduction in pay. Section 3. Grievance and Adverse Action Appeal Procedure - Non-Discrimination Any' County employee having a problem or grievance arising out of or due to his employment and who does not allege discrimination because ofkis age, sex, race, color, national origin, religion, creed~ physical disability, or political affiliation shall first discuss his problem or grievance with his or her supervisor. If the issue is not resolved, he or she should then follow the grievance and adverse action appeal procedure established by the County. The number of levels in this procedure will vary from a minimum of one to a maximum of three, depending upon: · How many supervisory levels are in the employee's department. Example: In a department where the only supervisor is the department head, the procedure would start at Level Two. · At what supervisory level was the decision made/action taken that the employee is grieving. Example: If the department head has made the decision that is being grieved, then the procedure should be initiated at Level Two and move upward. · Where the employee is in the department's supervisory chain. Examples: 1. If the employee reports directly to the department head, the procedure 2. If the department head is the grieving party, he or she would start (and tf an employee has any question as to which level of the procedure they should initiate their grievance or adverse action appeal, he or she should contact the Human Resources Department for direction. Step One General CounW Employee. The employee with a grievance or adverse action appeal shall present the matter in writing to his immediate supervisor within fifteen (15) calendar days of its occurrence or within fifteen (15) calendar days of the time the employee learns of its occurrence, with the objective of resolving the matter informally. In the case of a sexual harassment grievance involving the employee's supervisor, the employee may skip level one of the grievance procedure. The supervisor should be and is encouraged to consult with any employee or officer deemed necessary to reach a correct, impartial, and equitable determination and shall give the employee an answer in writing as soon as possible, but within ten (10) calendar days. State Personnel Act Employee.* Same as for a general County employees except this is the final step in the grievance/appeal process for employees in a probationary or temporary status. 41.