BC 1984 11 19 - Laserfiche WebLink

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122 An adverse action is a demotion; dismissal, reduction in pay, layoff, or an undesirable transfer or suspension. Section 3. Grievance Procedure and Adverse Action Appeal - Policy In order to maintain a harmonious and cooperative relationship between the county and its employees, it is the policy of the county to provide for the settlement of problems and differences through an orderly grievance procedure. Every permanent employee shall have the right to present his problem, grievance or adverse action appeal in accordance with the established policy free from interference, coercion, restraint, discrimi- nation, or reprisal. It is the responsibility of supervisors at all levels, consistent with authority delegated to them, to consider and take appropriate action promptly and fairly on a grievance or adverse action appeal of any employee. In adopting this policy, the county sets forth the following objectives to be attained in this program: Assure employees of a way in which they can get their problems or complaints considered rapidly, fairly, and without fear of reprisal. Encourage the employee to express himself about how the conditions of work affect him as an employee. Get better employee understanding of policies, practices, and procedures which affect them. Provide employees with assurance that actions are taken in accordance with policies. Provide a check on how policies are carried out by supervisors. Give supervisors a greater sense of responsibility in their dealings with employees. Section 4. Grievance and Adverse Action Appeal Procedure - Non-Discrimination Any permanent county employee having a problem or grievance arising out of or due to his employment and who does not allege discrimination because of his age, sex, race, color, national origin, religion, creed, physical disability, or political affiliation shall first discuss his problem or grievance with his supervisor and follow the grievance and adverse action appeal procedure established by the county. Step One. The employee with a grievance or adverse action appeal shall present the matter orally or in writing to his immediate supervisor within thirty (30) working days of its occurrence or within thirty (30) working days of the time the employee learns of its occurrence, with the objective of resolving the matter informally. If the exact date cannot be established for the occurrence of a grievance circumstance, the thirty (30) working day limit will be waived, but the employee should file the grievance within a reasonable time period. 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 as soon as possible, but within five (5) working days. Step Two. 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 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. For employees in the sheriff's department and the register of deeds office, there shall be no appeal beyond the decision of the respective department heads. Step Three Grievance: 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