lorain county general health district employee personnel
lorain county general health district employee personnel
lorain county general health district employee personnel
You also want an ePaper? Increase the reach of your titles
YUMPU automatically turns print PDFs into web optimized ePapers that Google loves.
5.6 Grievance Policy & Procedure<br />
The Board of Health of the Lorain County General Health District, as an employer,<br />
recognizes that in the process of employment, there may be occasions when the views of<br />
the <strong>employee</strong> and management conflict. It is therefore in the best interest of the agency to<br />
make available for all <strong>employee</strong>s a grievance procedure to address matters of conflict, and<br />
to provide a formal mechanism for communication whereby the opportunity for resolution of<br />
the grievances is enhanced.<br />
A grievance may be initiated by an <strong>employee</strong> for any disciplinary suspension of three<br />
(3) days or less, for disciplinary measures not involving loss of pay, lay-offs and job<br />
abolishment, and for any matter whereby there may be conflict or disagreement in the<br />
interpretation of any provision of this <strong>personnel</strong> policy manual. The filing of a grievance in<br />
good faith shall not reflect upon the <strong>employee</strong>=s standing within the agency. Further,<br />
<strong>employee</strong>s shall be unimpeded and free from restraint, interference, or reprisal in the filing<br />
of grievances.<br />
Employees and supervisors are encouraged to communicate with each other and to<br />
attempt to avoid situations of conflict and to resolve disputes without resort to the grievance<br />
procedure. The grievance procedure in this agency can have as many as four steps:<br />
1. The first step is verbally with the <strong>employee</strong>=s immediate supervisor within five<br />
(5) working days of the incident or situation giving rise to the grievance.<br />
2. If the grievance is unresolved, the <strong>employee</strong> may proceed to the second<br />
step. In this step, the <strong>employee</strong> shall describe, in a written document<br />
delivered to his or her division director within five (5) working days following<br />
the meeting in step 1, all relevant facts, the nature of the grievance, and the<br />
desired outcome. Within five (5) working days, the division director shall hold<br />
a conference with the grieving <strong>employee</strong>. The division director shall render a<br />
written decision on the grievance within five (5) working days after this<br />
conference.<br />
3. If the grievance remains unresolved, the <strong>employee</strong> may proceed to the third<br />
step by delivering all relevant papers to the Health Commissioner within five<br />
61
Change language