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. Items (a. 1-5) in the subparagraph above should also be used for documenting first and
second level disciplinary actions.
c. Prior to termination, a non probationary employee will be given written notice of the
charges and will be given the opportunity to respond to the charges either orally or in
writing. Exceptions to the right of rebuttal will occur when the employee's termination
occurs as a result of the exhaustion of leave without pay benefits or when termination
occurs as a result of the employee's failure to report to work for one (1) working day
without notification to the supervisor.
d. After the employee's response, a final decision letter should then be forwarded to the
employee along with the notice of the employee's right to appeal the decision to the
appropriate authority.
e. A copy of the final decision letter shall be forwarded to the Human Resources
Department or the civil service commission (in cases involving civil service workers), and
a copy thereof shall be personally served on the employee forthwith or mailed to his usual
place of residence.
Any order removing, suspending or reducing an employee in rank or compensation should be
considered to have been filed with the Civil Service Commission when it has been
received in writing by the office of the Director of Human Resources.
ELIGIBILITY TO APPEAL:
CHAPTER VIII: GRIEVANCE AND APPEALS:
8.00 Any employee of the county who has completed his/her probationary period may file a
grievance or appeal when a question of just cause exists in matters of termination, demotion, or
suspension. By failure to file such a grievance within seven (7) calendar days, an employee so
terminated, demoted, or suspended, waives all right to exercise the grievance process for that action.
GRIEVANCE PROCEDURE:
8.01 Generally
a. Grievances, other than charges of discrimination due to race, sex, national origin,
citizenship, age, religious preference, veterans status, physical handicap or sexual
harassment, shall be processed in accordance with the following steps:
Step 1: The grievance shall be discussed verbally by the grieving employee with the
employee's immediate supervisor. It shall be the responsibility of the grievant
to verbally notify the supervisor that this is the first step of a formal
grievance. The immediate supervisor shall within five (5) calendar days
orally submit an answer to the grieving employee or his/her representative.
Step 2: If the grievance is not settled after the preceding step has been followed, the
grieving employee shall state the grievance in writing and submit same to
his/her department head. This must be done within seven (7) calendar days
Nueces County Personnel Policy Manual Page -48-
Approved by Commissioners Court on January _____, 2013