AG19801013 - Laserfiche WebLink

Home Browse Search

any their representative and give an answer in Writing within ten (10) working dags or advise the emplogee or emplogees of the conditions which prevent an answer within that time and inform them as to when an answer mag be expected. There shall be no appeal from this decision bg the countg manager. Section 4. Adverse Action/Discrimination Appeal Procedure for General Countg Emplogeas Ang general countg employee or group of emplogees who is demoted, suspended, dismissed, reduced in peg, transferred or laid off or who alleges discrimination mag appeal such action according to the procedure established below. The number of dags indicated at each ~evel should be considered as the maximum number of dags unless provided for otherwise, and avery effort should ba made to expediate the process. However, when mutually agreed upon, the time limits given below mag be extended. Ste~ One. Adverse action/discrimination compliants shall be filed directlg with the department head within ten (10) wor~ing dags of noti£ication of the adverse action or within tan (10) working days of the discrimination action. On receiving the appeal, the department head shall arrange a time to hear the emplogee(s) and his representative and give an answer in writing within ten (10) working days, or advise the emplogee(s) of the conditions which prevent an answer within that time and inform the emplogea(s) as to when an answer mag be expected. Stap Two. If the employee(s) is not satisfied with the decision rendered in Step One, ~hat decision mag be appealed to the countg manager, who shall either arrange a time to hear the appeal and give an answer in writing within ten flO.) workin9 dags or advise the amplogee(s) of the conditions which prevent an answer within that time and inform the emplogee(s) as to when an answer mag be expected, or shall forward the appeal to the advisory personnel board within five (5) working dage of receipt bg the countg manager. If the appeal is sent to the advisorg personnel board, the board shall hold a hearing thereon and within ten (10) working dags render a written advisorg opinion to the emplogee and the county manager. The hearing shall be open to the public unless both parties agree that the hearing shall be closed. The countg must produce evidence to justify the adverse action charges against the employee(s) or to refute discrimination charges brought by the emplogee(s) against the countg. The employee(s) must be given the right at the hearing to examine all evidence and to cross-examine adverse witnesses. The emplogee(s) mag be represented by a person of his choice. The advisorg personnel board mag hold an executive sesslon for the purpose of making a decision, and shall lo,card its advisorg opinion to the emplogae and to the countg manager. Taking this advisory opinion into consideration, the reasons for the decision and the evidence relied upon. There shall be no appeal from this determination. Section 5. Grievance and Adverse Action Appeal for Competitive Service Emplogees When an employee or group of competitive service employees has a claim or complaint concerning the condition Of their emplogment with the co~ntg, the following successive steps are to be taken. The number of days indicated at each level should be considered as the maximum number of days unless provided for otherwise and every effort should be made to expedite the process. However, when mutually agreed upon, the time limits given below may be extended. Step One. The employee or group of employees with a grievance shall present the matter orally or in writing to their immediate.supervisor within thirty (30) dags of the time the employee or employees learn of its occurrence with the objective of resolving the matter informally. If an exact date cannot be established for the occurence of a grievance circumstance, the thirty (30)