AG19801013 - Laserfiche WebLink

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wo'nking day limit Will be waived but the employee should file the grievance ' within a reasonable time period. The supervisor should and is encouraged to consult with any employee or officer deemed necessary to reach a correct, impartial equitable determination and shall give the employee or employees an answer as soon as possible, but within five (5) working days, or advise the employee or employees of the conditions which prevent an answer within five ~5) working days and inform them as to when an answer may be expected. Ste$ Two. If the grievance is ~;ot resolved during Step One, the employee or group of employees may file the grievance in writing within ten (10) working days with the supervisor's immediate superior who shall hear the grievance and render a decision in writing within a maximu~ of five (5) working days or advise the employee or group of employees of the conditions which prevent an answer within five (5) working days and inform them as to when an answer may b~ expected. Step Three. If the grievance is not resolved during Step Two, the employee or group of employees ma9 file the grievance in writing within ten (10) working days with the department head who shall hear the grievance and render a decision in writing within a maximum of ten (10) working days or advise the employee or employees of the conditions which prevent an answer within ten (10) working days and inform them as to when an answer may be expected. Step Three grievances should be filed with the department head through the agency personnel manager or designated counterpart who will conduct any fact finding research deemed necessarg prior to the presentation of the grievance to the departmmnt head. Adverse action complaints shall be filed directly with the department head within ten (10) working days of notification of the adverse action. ~tep Four. Competitive service emplcyees not having their grievance or adverse action appeal satisfactorily resolved at Step Three, may ask within five (5) working days of receipt of the departn~nt bead's decision, that the grievance, or adverse action appeal be presented to the local board of the employees' department. This request should be made through the personnel menager or designated counterpart. Facts surrounding the case will be presented to the boa-rd, and the employees may speak to the board if they so desire. After reviewing that data, the board will consult with whatever sources it deems appropriated and render an advisory opinion to the department head and forward a copg to the employee or employees within five (5) working days after having heard the appeal or advise the parties of the conditions which prevent ~n answer within five (5) working days and indicate when an answer n~g be expected. Step Five. If a competitive service employee or group of employees is not satisfied with the decision of the local department head in a grievance or adverse action matter they may file an appeal to the State Personnel Commission uot later than thirty (30) days after receipt of notice of the local department bead's decision. If the employee is unable to obtain a final decision from the local department head within a reasonable length of time, he mag appeal to the State Personnel Commission. An. employee or group of employees alleging discrimination shall file their complaint directly with the State Personnel Commission. The State Personnel Director or any other person or person designated by the Commission shall investigate the disciplinary action or alleged discrimination which is appealed to the Commission. The State Personnel Commission ma9 hear the case or direct the State Personnel Director or other person or persons designated by the Con~ission to conduct a hearing of the facts and issues. If following the investigation and hearing, a settlement is agreed to by both parties, the State Personnel Director or the designated agent shall certify the settlement to the Com~ssion. If following the investigation and hearing, there are issues and facts on which agreement cannot be reached, the Personnel Director