AG 1997 07 21 - Laserfiche WebLink

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328 following deferral or reconsideration, the decision is to take the proposed action, then no further conference is required. (d) The employee must be given written notice of any disciplinary action. The written notice must include specific reasons for the action and employee's right of appeal. Section 6. Employee Appeal Any employee wishing to appeal a disciplinary action may present the matter in accordance with the provtslons of the grievance procedure prescribed in Article VIII of this ordinance. Section 7. Reinstatement A regular full-time employee who resigns while in good standing or who is separated because of reduction in force may be reinstated within one (1) year of the date of separation, with the approval of the department head and the County Manager. An employee who enters extended active duty with the Armed Forces of the United States, the Public Health Service or with a Reserve component of the Armed Forces will be granted reinstatement rights commensurate with Chapter 43 of Public Law 93-508. An employee who is reinstated shall be credited with previous service and previously accrued sick leave and will receive all benefits provided in accordance with this policy and under supplementary rules and regulations. The salary paid a reinstated employee shall be as close as reasonably possible, given the circumstances of each employee's case, to the salary step previously attained by the employee in the salary range for the previous class of work, plus any across-the-board pay increases. ARTICLE VIII. GRIEVANCE PROCEDURE, DISCRIMINATION AND ADVERSE ACTION APPEAL Section 1. Grievance Procedure and Adverse Action Appeal - Policy In order to maintain a harmonious and cooperative relationship between the County and its employees, it is the policy of the County to provide for the settlement of problems and differences through an orderly grievance procedure· Every temporary, probationary and regular employee shall have the right to present his problem, grievance or adverse action appeal in accordance with the established policy free from interference, coercion, restraint, discrimination, or reprisal· It is the responsibility of supervisors at all levels, consistent with authority delegated to them, to consider and take appropriate action promptly and fairly on a grievance or adverse action appeal of any employee. In adopting this policy, the County sets forth the following objectives to be attained in this program: · Assure employees of a way in which they can get their problems or complaints considered rapidly, fairly, and without fear of reprisal. · Encourage the employee to express himself about how the conditions of work affect him as an employee. · Get better employee understanding of policies, practices, and procedures which affect them. · Provide employees with assurance that actions are taken in accordance with policies. · Provide a check on how policies are carried out by supervisors. · Give supervisors a greater sense of responsibility in their dealings with employees. Section 2. Grievance and Adverse Action - Definitions Grievance. A claim or complaint based upon an event or condition which affects the circumstances under which an employee works, allegedly caused by misinterpretation, unfair application, or lack of established policy pertaining to employment conditions. A grievance might involve alleged safety or health hazards, unsatisfactory physical facilities, surroundingsH materials or equipment, unfair or discriminatory supervisory or disciplinary practices, unjust treatment by fellow workers, unreasonable work quotas, or any other grievance relating to conditions of employment. 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 of his age, sex, race, color, national origin, religion, creed, physical disability, .~r political affiliation shall first discuss his problem or grievance with his or her