306 Grievance Procedure
Original Approval Date: February 21, 1996
Revision Approved: June 17, 2009
Supersedes: #206
Employees may appeal suspensions of three (3) days or more, reductions in pay or classification, layoffs, job abolishment or terminations hereunder.
Employees have the right to file such grievances without prejudice. No employee shall be disciplined, harassed or dealt with unfairly as a result of filing a grievance or testifying in a grievance hearing.
Complaints regarding illegal discrimination are to be filed and resolved pursuant to the complaint procedures outlined in Policies #204 (504 Grievance Procedure) or #202 (Civil Rights)
The following steps should be followed for all employee grievances:
Step One Supervisor (if applicable)
The employee shall first discuss the grievance with his/her immediate supervisor, if applicable, within five (5) working days of the action giving rise to the grievance. The supervisor shall respond to the employee during that discussion. If the grievance cannot be resolved, the employee may elect to proceed to Step Two.
Step Two Executive Director
The employee shall state the grievance in a written memorandum to the Executive Director within five (5) days of the supervisor's response, if applicable, or within five (5) days of the action giving rise to the grievance. The Executive Director shall schedule a hearing within five (5) days of receipt of the memorandum. If the employee is not satisfied with the decision of the Executive Director resulting from the hearing, the employee may proceed to Step Three.
Step Three The Tri-County Board
The employee shall, within five (5) days of the decision of the Executive Director request a hearing in a memorandum to the Board Chair, outlining the nature of the grievance. The Board Chair shall make an effort to schedule a hearing with the Executive Committee within two weeks of receiving the memorandum. The decision of the Executive Committee resulting from the hearing shall be in writing and shall be final.
The grievant may have a representative or witnesses present at any hearing. Prior notice of witnesses or representatives should be given to the party convening the hearing. Hearings will be conducted in an informal manner.
Revision Approved: June 17, 2009
Supersedes: #206
Employees may appeal suspensions of three (3) days or more, reductions in pay or classification, layoffs, job abolishment or terminations hereunder.
Employees have the right to file such grievances without prejudice. No employee shall be disciplined, harassed or dealt with unfairly as a result of filing a grievance or testifying in a grievance hearing.
Complaints regarding illegal discrimination are to be filed and resolved pursuant to the complaint procedures outlined in Policies #204 (504 Grievance Procedure) or #202 (Civil Rights)
The following steps should be followed for all employee grievances:
Step One Supervisor (if applicable)
The employee shall first discuss the grievance with his/her immediate supervisor, if applicable, within five (5) working days of the action giving rise to the grievance. The supervisor shall respond to the employee during that discussion. If the grievance cannot be resolved, the employee may elect to proceed to Step Two.
Step Two Executive Director
The employee shall state the grievance in a written memorandum to the Executive Director within five (5) days of the supervisor's response, if applicable, or within five (5) days of the action giving rise to the grievance. The Executive Director shall schedule a hearing within five (5) days of receipt of the memorandum. If the employee is not satisfied with the decision of the Executive Director resulting from the hearing, the employee may proceed to Step Three.
Step Three The Tri-County Board
The employee shall, within five (5) days of the decision of the Executive Director request a hearing in a memorandum to the Board Chair, outlining the nature of the grievance. The Board Chair shall make an effort to schedule a hearing with the Executive Committee within two weeks of receiving the memorandum. The decision of the Executive Committee resulting from the hearing shall be in writing and shall be final.
The grievant may have a representative or witnesses present at any hearing. Prior notice of witnesses or representatives should be given to the party convening the hearing. Hearings will be conducted in an informal manner.
