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ads Application of* County policies, practices, rules, regulations, and procedures believed to be to the detriment of an employee; . Treatment considered unfair by an employee, such as coercion, b. reprisal, harassment or intimidation; S.. Allaged discrimination because of race, religion, color, sex, age, marital status, national origin, physical handicap or any other non -merit factor; and d. Improper or unfair administration of employee benefits or rmn"4tions of employment such as vacations, fringe benefits, promotions,- retirement, holidays, performance review, salary, or seniority. 2. Supervisors are responsible for ensuring that the grievance is fully processed. until the employee is satisfied with the decision or until the employee's right of appeal is exhausted. No employee shall be penalized for using the County's grievance procedure, unless repetitive unmeritorious grievances are viewed as abuse of the procedure. 3. Any grievance filed shall systematically follow the grievance procedure as outlined herein, and shall refer to the provision or provisions of County policy, practice, procedure, rule, or regulation alleged to have been violated, and shall adequately set forth the facts pertaining to the alleged violation, and the remedy or correction sought. to • The aggrieved employee shall present the grievance to his/her division head. Discussions will be informal for the purpose of settling differences in the simplest and most direct manner. The division head shall reach a decision and communicate it in writing to the aggrieved employee within 3 working days from the date the grievance was presented. If there is no division head, proceed directly to Step 2. Steffi 2: If the grievance is not settled in Step 1, the aggrieved employee, within 3 working days of receipt of the written decision, shall forward the written grievance to the department head. The department head shall meet with the aggrieved employee to determine the facts of the case. Any decision rendered shall be written to the aggrieved employee and shall be dated and signed by the County's representative at that step. Within 5 working days after the receipt of the grievance, unless such time is mutually extended in writing and the grievance is not solved, the grievance is then forwarded to the Personnel Director. Step 3: If the grievance is not settled at Step 2, the aggrieved employee shall, within 5 working days, forward the written grievance to the Personnel Director. The Personnel Director shall meet with the aggrieved employee within 10 working days after receipt of the grievance, unless such time is mutually extended in writing. The Personnel Director shall obtain the facts and forward his recommendations to the County Administrator within 5 working days after the meeting, unless this period is extended by mutual agreement. The County Administrator shall have 7 working days to consult with any of the parties involved and render a decision in writing to the employee, unless this period is extended by mutual agreement in writing. 5 FEB -31992 BOOK - 88 PACE 137