It is the policy of McLean County to encourage and promote the
prompt and equitable adjustment of employee grievances so that a harmonious
and productive work environment is maintained. It is not necessary
that the work situation actually is wrong, unjust, or unfair, it is
only necessary that the employee perceive it to be so.
A.
Definition. A "grievance" shall mean a written complaint by an employee
covered by this chapter that there has been an alleged violation,
misinterpretation or misapplication of the specific provisions of
this chapter, provided that the layoff or discharge of a newly hired
employee in an initial evaluation period shall not be a subject for
grievance.
B.
Purpose. Every employee covered by this chapter shall have the right
to present grievances in accordance with these procedures, the purpose
of which is to secure, at the lowest possible administrative level,
equitable solution to valid grievances which may arise.
C.
Representation. The grievant has the right to representation of choice
in the grievance procedure and for any meeting that the grievant reasonably
believes might lead to discipline. The grievant shall be present at
all grievance steps unless McLean County and the grievant mutually
agree that the grievant's presence is not desirable or necessary.
Illness or incapacity of any party to a grievance shall be grounds
for any necessary extension of grievance procedure time limits. Attendance
at such meetings by the employee grievant or employee representative
shall be unpaid. Pay shall not be withheld if said meeting is scheduled
by the immediate supervisor, department head, or County Administrator
during the grievant's working hours.
D.
Time limits. A grievance must be filed within 14 calendar days of
the occurrence of the event, or when an employee has been made aware
of the event which gave rise to the grievance. The number of days
indicated at each step in the procedure shall be considered as the
maximum allowable to the parties and every effort shall be made to
resolve the grievance as rapidly as possible.
E.
Informal resolution. McLean County acknowledges that it is usually
most desirable for a grievant and the grievant's immediate supervisor
to resolve problems through informal and free communications. If,
however, the informal process fails to satisfy the grievant, a grievance
may be processed in the following manner and the grievant may be accompanied
by a representative of choice.
(1)
Step A. The grievant shall file the grievance in writing using the
prescribed grievance form with the immediate supervisor, who shall
certify by signature the date the grievance was received. The written
grievance shall state the nature of the grievance, shall note the
specific clause or clauses of the chapter which are applicable and
shall state the remedy requested. The supervisor shall arrange for
a meeting to take place with the grievant within 14 calendar days
after receipt of the grievance. The supervisor shall make the decision
on the grievance and communicate it in writing to the grievant within
seven calendar days of the meeting.
(2)
Step B. In the event a grievance has not been satisfactorily resolved
at Step A, the grievance may present the grievance within 14 calendar
days to the department head or designee, who will follow the same
provisions as established in Step A.
(3)
Step C. In the event a grievance has not been satisfactorily resolved
at Step B, the grievant may present the grievance within 14 calendar
days to the County Administrator, who will follow the same provisions
as established in Step A. Grievances involving a suspension or discharge
are grievable directly to Step C. Employees shall have the right to
make comments on any form that is going to be placed in their personnel
file.
Grievances involving allegations of criminal fraud and/or abuse
will be turned over to the McLean County State's Attorney's Office
for determination of any criminal activity. If any criminal activity
is found, grievance procedures under this article will be stayed pending
the adjudication in the courts. If criminal activity is not found,
procedures described in this article will be followed.
A.
Upon mutual agreement, time limits established may be waived.
B.
The informal grievance procedure shall be private and considered
to be internal to the department.
C.
This policy does not apply to nonselection for promotion or merit
salary increase from a group of properly ranked and certified candidates.
It is the intention of McLean County to provide a safe and healthy
working environment for all employees. The Risk Manager, working in
cooperation with the elected official or department head, has the
overall responsibility for formulating, directing and coordinating
safety activities throughout County employment. In keeping with this
policy, the following duties will be enforced:
A.
Department head, supervisor or foreman. A department head, supervisor
or foreman shall:
(1)
Assume full responsibility for safe and healthy working conditions
for all employees.
(2)
Ensure that all management policies herein are fully implemented
for maximum efficiency of each job.
(3)
Take the initiative in recommending corrections of deficiencies noted
in facilities and work procedures that affect County loss control
efforts.
(4)
Be firm in enforcement of work policies by being impartial in taking
disciplinary action against those who fail to conform and by being
prompt to give recognition to those who perform well.
(5)
Ensure that each employee is fully trained for the job assigned and
that the employee is familiar with published department work rules.
(6)
Fully cooperate with the County Administrator's Office in shutting
down operations considered to be an imminent danger to employees or
in removing personnel from hazardous jobs when they are not wearing
or using prescribed protective equipment.
B.
Employee. Each County employee shall be fully responsible for implementing
the provisions of the safety program as it pertains to operations.
The responsibilities listed are minimum, and they shall in no way
be construed to limit individual hazards.
(1)
All unsafe conditions are to be reported to the immediate supervisor.
(2)
Keep work areas clean and orderly at all times.
(3)
Report all accidents immediately to the supervisor.
(4)
Avoid engaging in any horseplay, and avoid distracting others.
(5)
Learn to lift and handle material properly. Each employee working
at a hazardous job shall, in addition:
(a)
Obey all safety rules and follow published work instructions;
(b)
If any doubt exists about the safety of doing a job, stop and
get instructions from the supervisor before continuing work;
(c)
Only operate equipment that has been authorized by the supervisor;
(d)
Use only the prescribed equipment for the job and handle it
properly;
(e)
Wear required protective equipment when working in hazardous
operations areas;
(f)
Dress safely and sensibly; and
(g)
Take an active part in the safety program.
