BC 2009 09 21 Regular Meeting - Laserfiche WebLink

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September 21, 2009 (Regular Meeting) than recommended. Page 1595 The employee must be given written notice of any disciplinary action. The management representative responsible for the final decision shall issue the written notice to include specific reasons for the action and the employee's right of appeal. Section 6. Employee Appeal Any employee wishing to appeal a disciplinary action may present the matter in accordance with the provisions of the grievance procedure or adverse action appeal prescribed in Article VIII of this ordinance. Article VIII. Grievance Procedure, Discrimination, and Adverse Action Appeal Section 1. 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 regular employee shall have the right to present his or her problem, grievance or adverse action appeal in accordance with established policy free from interference, coercion, restraint, discrimination, or reprisal. It is the responsibility of supervisors at all levels, consistent with the 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 how the conditions of work affect him or her as an employee. • Have 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 2. Grievance and Adverse Action - Definitions Grievance. 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 alleged safety or health hazards, unsatisfactory physical facilities, surroundings, materials or equipment, unfair or discriminatory supervisory or disciplinary practices, unjust treatment by fellow workers, unreasonable work quotas, or any other grievance relating to conditions of employment. Adverse Action. A suspension, demotion, dismissal, reduction in pay, involuntary transfer or lay off. Section 3. Grievance and Adverse Action Appeal Procedure - Non- Discrimination A regular County employee having a problem or grievance arising out of or due to his or her employment and who does not allege discrimination because of his age, color, disability, national origin, political affiliation, race, religion, or sex shall first discuss the problem or grievance with his or her supervisor. If the issue is not resolved, they should then follow the grievance and adverse action appeal procedure established by the County. The number of steps in this procedure will vary from a minimum of one to a maximum of three, depending upon: • The number of supervisory levels in the department. Example: In a department where the only supervisor is the department head, the procedure would start at Step Two. • At what supervisory level was the decision made/action taken that the employee is grieving. Example: If the department head has made the decision that is being grieved, then the procedure should be initiated at Step Two and move