BC 1980 10 13 - Laserfiche WebLink

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452 1. Ail present employees shall receive a copy' of the Affif~atiYe Action Plan, and have same explained to them. · 2. New employees shall receive a copy of the plan upon being hired, and have the plan explained to them. 3. Copies shall be available to applicants in the County Manager's Office and the CETA Personnel Office. 4. All recruitment sources shall be notified and shall receive a copy of the plan. Section 4. Grievance and Complaint Procedures The. following is from the Cabarrus County Personnel Ordinance, Article VIII, Sections 1,2,3,4,5, and 6. Attached is a copy of the CETA Participants Rights form which is given to all CETA employees at the time of hire. ARTICLE VIII. GRIEVANCE PROCEDURE AND ADVERS~ ACTION APPEAL Section 1. Organization of Advisory Personnel Board TheCommissioners may appoint an advisory personnel board to consist of three (3) board members. Members of the advisory personnel board shall s~rve their term of office as commissioner. The advisory personnel boar~ at.the first meeting in January of each year shall elect one of its members as chairman, who shall preside at all meetings, and shall be responsible for calling all such meetings. Meetings shall be held from time to time as necessary, and two (2) members shall constitute a quorum. Members of the advisory personnel board shall serve without compensation. The County Manager shall provide clerical support to the board to perform such duties as the board may direct. The advisory personnel board shall: (1) Advise the commissioners and the county manager on county personnel appeal grievance, and adverse actions. (2) Conduct public hearings upon the request of the county manager or of discharges, suspended, or demoted county employees. The board shall have all powers necessary to complete investigation of the action taken, including the power to call and examine witnesses and papers. The board shall inform the employee and the county manager in writing of its findings and recommendations; and (3) Keep an adequate record of all its preceedings, findings, and recommendations. Section 2. Grievance and Adverse Action Appeal.Procedures - Purpose (a) To provide employees a procedure by which their complaints can be considered rapidly, fairly, and without reprisal. (b) To allow employees an opportunity to appeal adverse actions to higher authorities to insure that such actions are made responsibly. Section 3. Grievance and Adverse Action - Definition A grievance is 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 alledged safety or health hazards, unsatisfactory physical facilities, surroundings, materials or equipment, unfair or discriminatory supervisory or disciplinary practices, unjust treatment by fellow workers, unreason- able work quotas,or any other grievance relating to conditions of employment. An adverse action is a demotion, suspension, dismissal, reduction in pay, transfer or layoff. Step One. The employee or group of employees with a grievance shall present the matter orally or in writing to their immediate supervisor. The supervisor should 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(s) an answer as soon as possible, but within five (5) working days, or advise the employee(s) of the conditions which prevent an answer within that time and inform them as to when an answer may be expected.