lorain county general health district employee personnel

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(5) working days after employee=s receipt of the division director=s written decision. The Health Commissioner shall hold a conference with the grieving employee within five (5) days of receiving such papers. He shall render a written decision on the matter within five (5) days after such conference. 4. If the employee is dissatisfied with the Health Commissioner=s decision, such grieving employee must file a written request with the Health Commissioner and ask him to file the original grievance and all relevant papers with the Board of Health. The Health Commissioner will decide, in his sole judgment, whether the grievance is of such nature that it would be appropriate for consideration by the Board of Health. If the Health Commissioner so decides, then he shall place the matter on the agenda of the next regular meeting of the Board of Health. The grieving employee must appear at that meeting to present his or her grievance. Within five (5) working days of such meeting, the grieving employee shall be notified, in writing, of any action taken by the Board of Health regarding such grievance. The employee may select one person to act as his or her representative throughout the grievance procedure. Such representative may assist the employee in the preparation, submission, and presentation of the grievance. The time limits may be extended where the parties who are involved are on approved leave. On-duty time that employees spend on grievances shall be productive and necessary to the resolution of the matter. Meetings with any representative of the employee relating to the grievance shall occur on non-duty time. If an employee, or an applicant for employment believes that he or she was the recipient of any discriminatory practice as set forth in this policy manual, then the above grievance procedure may be initiated and pursued by that employee or employment applicant, with the following modifications: The first step of the grievance procedure shall be initiated by filing a written complaint with the division director and the second step shall be with the designated EEOC Officer. In all other respects, the procedure shall be as the procedure for all other grievances. (revised 10-14-98) 62
5.7 Sexual Harassment The Lorain County Health Department is committed to providing a work place free from sexual harassment, and strictly prohibits this conduct in the work place by all agency employees. It shall be unlawful and inappropriate and a violation of this policy for any employee, male or female, to sexually harass any other employee. Any employee who believes that he or she has been sexually harassed by another employee, a member of the public, contractor, client, patient, or service provider shall immediately report any incident of that nature to his or her immediate supervisor or to the Health Commissioner. There shall be no reprisals against any employee who makes such report. An investigation of all complaints of sexual harassment shall be conducted by the Health Commissioner or other persons the Health Commissioner assigned to such task. Every effort shall be made to keep the complaint and the investigation confidential, except as may be reasonably necessary to conduct the investigation. It shall be unlawful, inappropriate and a violation of this policy for any employee who is the subject of a sexual harassment investigation to take retaliatory action so as to affect the work environment of the complainant or any person involved in the investigation. Substantial incidents of sexual harassment shall be grounds for disciplinary action, up to and including termination. Further, if allegations of sexual harassment are found to be credible, corrective action shall be taken to prevent reoccurrence of such conduct within the workplace. Sexual harassment shall not be countenanced by supervisory or management staff. Each supervisor in the agency shall promptly report any incident of sexual harassment that comes to his or attention to the Health Commissioner. Failure of a supervisor to report sexual harassment or failure to cooperate in remedying or investigating such conduct shall be grounds for disciplinary action, up to an including termination. It shall be unlawful and a violation of this policy for any employee to knowingly and intentionally make a false report or accusation of sexual harassment. Such conduct shall be grounds for disciplinary action, up to and including termination. (Adopted 10-14-98) 63
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LORAIN COUNTY GENERAL HEALTH DISTRI
Page 3 and 4:
1.1 Mission Statement In 1920, C.E.
Page 5 and 6:
eputation of the Lorain County Gene
Page 7 and 8:
1.4 Availability of Reference Each
Page 9 and 10:
1.6 Amendments The Board of Health
Page 11 and 12: Section 1.8 Definitions of Terms Un
Page 13 and 14: Nonfeasance - Non-performance of so
Page 15 and 16: 2.1 Payroll It is the policy of the
Page 17 and 18: 2.3 Compensation The Board of Healt
Page 19 and 20: and submitted and the use of overti
Page 21 and 22: 2.6 - Payroll Deductions Certain de
Page 23 and 24: 2.7 Insurance Coverage Health and M
Page 25 and 26: An employee may be reimbursed for t
Page 27 and 28: 2.10 Longevity An employee, includi
Page 29 and 30: 3.2 Affirmative Action/Equal Employ
Page 31 and 32: 3.3 Filling of Vacancies Efforts wi
Page 33 and 34: 3.5 Probationary Period A probation
Page 35 and 36: 3.7 Criminal Records Check A crimin
Page 37 and 38: 4.2 Vacation Leave Rest and relaxat
Page 39 and 40: 4.3 Sick Leave Each full time emplo
Page 41 and 42: 4.4 Disability Leave There are thre
Page 43 and 44: 4.5 Military Leave All employees of
Page 45 and 46: 4.7 Calamity Leave There may be tim
Page 47 and 48: 4.9 Family and Medical Leave Eligib
Page 49 and 50: care coverage under the conditions
Page 51 and 52: 5.1 Discipline The Board of Health
Page 53 and 54: 14. Use or possession of another em
Page 55 and 56: Group III Offenses Disciplinary Sta
Page 57 and 58: 5.2 Pre-Disciplinary Conference Sub
Page 59 and 60: Section 5.4 Absence Without Leave A
Page 61: 5.6 Grievance Policy & Procedure Th
Page 65 and 66: 6.2 Lay-off The Health Board and th
Page 67 and 68: 6.3 Retirement & Sick Leave Convers
Page 69 and 70: 7.2 Tobacco Use Policy The use of t
Page 71 and 72: 7.4 Drug Free Workplace Policy Each
Page 73 and 74: 7.6 Emergency Preparedness / Evacua
Page 75 and 76: Section 7.8 Safety Belts Ohio law r
Page 77: 7.10 Firearms Policy Unless specifi
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