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Sections I.,2,3,4,5, and 6. Attached is a copy of the CETA Participants Rights'form ' <br />which is given to all CETA employees at the time of hire. <br /> <br /> ARTICI~ VIII. GRIEVANCE PROCEDURE AND ADVERSE ACTION APPEAL <br /> <br /> Section 1. Organization of Advisory Personnel Board <br /> The Commissioners meg appoint an advisory personnel board to consist of <br /> three (3) board members. Members of the advisory personnel board shall <br /> serve their term of office as commissioner. The advisory personnel <br /> board at the first meeting in January of each year shall elect one of <br /> its members as chairman, who shall preside at all meetings, and shall <br /> be responsible for calling all such meetings. Meetings shall be held <br /> from time to time as uecessarg, and two r2) members shall consitute <br /> a quorum. Members of the advisory personnel board shall serve without <br /> compensation. The County Manager shall provide clerical support to the <br /> board to perform such duties as the board may direct. <br /> <br /> The advisory personnel board shall: <br /> <br /> (1) Advise the commissioners and the-county manager on county <br /> personnel appeal grievance, and adverse actions. <br /> (2) Conduct public hearings upon the request of the county <br /> ~anager or of discharges, suspended, or demoted county <br /> employees. The board shall have all powers uecessarg to <br /> complete investigation of the action taken, including the <br /> power to call and examine witnesses and papers. The board <br /> shall inform the employee and the county manager in writing <br /> of its findings and recommendations; and <br /> (3) Keep an adequate record of all its preceedings, findings, and <br /> recommendations. <br /> <br /> Section 2. Grievance and Adverse Action Appeal Procedures - Purpose <br /> (a)To provide employees a procedure by which their complaints <br /> can be considered rapidly, fairly, and without reprisal. <br /> (b) To allow employees an opportunity to appeal adverse actions <br /> to higher authorities to insure that such actions are mede <br /> responsibly. <br /> <br /> Section 3. Grievance and Adverse Action ~ Definition <br /> A grievance is a claim or complaint based upon an event or condition which <br /> affects the circumstances under which an employee works, allegedly caused <br /> by misinterpretation, unfair application, or lack of established policy <br /> pertaining to employment conditions. A grievance might involve alledged <br /> safety or health hazards, unsatisfactory physical facilities, surroundings, <br /> materials or equipment, unfair or discriminatory supervisory or disciplinary <br /> practices, unjust treatment by fellow workers, unreasonable work quotas, or <br /> any other grievance relating to conditions of employment. An adverse action <br /> is a demotion, suspension, dismissal, reduction in pay, transfer or layoff. <br /> Step One. The employee or group of employees with a grievance shall present <br /> the matter orally or in writing to their immediate supervisor. The supervisor <br /> should and is encouraged to consult with any employee or officer deemed <br /> necessary to reach a correct, impartial and equitable determination and shall <br /> give the employee(s) an answer as soon as possible, but within five (5) <br /> working days, or advise the employee(s) of the conditions w.~ich prevent an <br /> answer within that time and inform them as to when an answer may be expected. <br /> <br /> Step Two. General County employees not having their grievance appeal saris~ <br /> vactorily resolved at Step One, mag ask within ten (10) working days that the <br /> written grievance appeal presented in Step One be referred to the county <br /> menager, who shall arrange a time to hear the employee or group of employees <br /> <br /> <br />