AG 1997 07 21 - Laserfiche WebLink

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329 supervisor. If the issue ia not resolved, he or she should then follow the grievance and adverse action appeal procedure established by the ~ounty. The number maximum of of steps in this procedure will vary from a minimum of one to a 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 Step 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 Step 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 would begin at Step Two. 2. If the department head is the grieving p~rty, he or she would start (and end) at Step Three. If an mmployee has any question as to which step 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 County 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, wi~h the objective of resolving the matter informally. In the case of a sexual harassment grievance involving the employee's supervisor, the employee may skip step 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 employee. Step Two General County Employee. If the decision is not satisfactory to the employee in Step 1, or if he fails to receive an answer within the designated period provided in Step 1, he may file the grievance or adverse action appeal in writing within ten (10) calendar days with the department head, who shall hear the grievance or adverse action appeal and render a decision in writing within a maximum of ten (10) calendar days. State Personnel Act Employee.* Same as for general County employees except this is the final step in the grievance/appeal process for employees in a probationary or temporary status. Step Three General County Employee. If the decision is not satisfactory to a general County employee in Step 2, or if he or she fails to receive an answer within the designated period provided in Step 2, an employee may file the grievance or adverse action appeal with the County Manager. The appeal must be made in writing within ten (10) calendar days following the decision reached in Step 2. The County Manager shall hear the grievance or adverse action appeal and render a decision in writing within ten (10) calendar days. The Manager's decision shall be final regarding the grievance or adverse action appeal. State Personnel Act Employee.* If the decision in Step 2 is not satisfactory to an employee in a regular position, or if he or she fails to receive an answer within the designated time period provided in Step 2, he or she m~ continue the appeal in accordance with North Carolina General Statute 150B-23 by filing a petition with ~ha Office of Administrative Hearings. Requests for the necessary petition form and additional information about the filing of the petition should be directed to: Office of Administrative Searings Post Office Drawer 27447 Raleigh, North Carolina 27611-7447 Telephone Number (919) 733-2719 The appeal should be filed within thirty (30) calendar days of receipt of the step two decision or the end of step two designated response time period, whichever is applicabla.