VII. APPEALS AND GRIEVANCE PROCEDURES: Difference between revisions

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A. WAGES, WORKING CONDITIONS <br>
A. WAGES, WORKING CONDITIONS <br>
Appeals concerning rates of pay, classification of positions, hours of work, and other conditions of employment may be made by the employee to the Human Resources Committee. Appeals concerning disciplinary action may be made to the Personnel Appeals Committee. Any employee has the right to make an appeal without prejudicing his/her employment.
Grievances concerning rates of pay, classification of positions, hours of work, and other conditions of employment as well as disciplinary action may be appealed to the Personnel Appeals Committee. Any employee has the right to make an appeal without prejudicing his/her employment.




B. GRIEVANCE PROCEDURES<br>
B. GRIEVANCE PROCEDURES<br>


:1. Any worker at the house or Central Level who feels s/he has been treated in violation of BSC policies may present a complaint to her/his supervisor, the Executive Director, the Operations Manager, or the Fair Employment Practices Administrator. The initial burden of proof shall be on the complainant.
:1. Any worker at the house or Central Level who feels they have been treated in violation of BSC policies may present a complaint to their supervisor, the Executive Director, the Operations Manager, or the Fair Employment Practices Administrator. It shall be the responsibility of the complainant to present evidence supporting the grievance.
::a. The person who receives such a complaint shall investigate the complaint and take such action as s/he deems necessary within ten working days of receipt of the complaint.
::a. The person who receives such a complaint shall investigate the complaint and take such action as s/he deems necessary within ten working days of receipt of the complaint.
::b. If the grievance is against the Executive Director, the worker may, if s/he wishes, appeal directly to the Personnel Appeals Committee, in which case the chair shall be responsible for following all procedures outlined below.
::b. All such complaints shall be reported to the chair of Personnel Appeals Committee and the Fair Employment Practices Administrator (and to the supervisor and/or Executive Director, if appropriate), along with a report of any action taken. The Member Advocate shall also receive notice of any complaint involving a BSC member at the time it is made.
::c. All such complaints shall be reported to the chair of Personnel Appeals Committee and the Fair Employment Practices Administrator (and to the supervisor and/or Executive Director, if appropriate), along with a report of any action taken. The Member Advocate shall also receive notice of any complaint involving a BSC member at the time it is made.
::c. The person making the complaint may request that it be kept confidential, and will receive notice of the investigation and action taken within ten working days.
::d. The person making the complaint may request that it be kept confidential, and will receive notice of the investigation and action taken within ten working days.
::e. Any worker who is dissatisfied with the action taken on a complaint may appeal the complaint/action directly to the Personnel Appeals Committee. If the grievance is against the Executive Director, the worker may, if s/he wishes, appeal directly to the Personnel Appeals Committee, in which case the chair shall be responsible for following all procedures outlined above.


:2. If an unsuccessful applicant for a job or a BSC worker that has been fired feels that s/he has been treated in violation of BSC policies, s/he may appeal to the Personnel Appeals Committee.
:2. In no case shall a person be dismissed in order to reinstate or hire another person who was improperly dismissed.  
:3.    In no case shall a person be fired in order to reinstate or hire another person who was improperly fired or not hired.  
:3. Any worker with a grievance may have the Member Advocate, another BSC member, or another staff person appear with her/him in any step of a grievance procedure.
:4. Any worker with a grievance may have the Member Advocate, another BSC member, or another staff person appear with her/him in any step of a grievance procedure.


''Updated 04/12/12''
''[Updated 04/25/13, 04/12/12]''

Revision as of 10:53, 23 July 2013

A. WAGES, WORKING CONDITIONS
Grievances concerning rates of pay, classification of positions, hours of work, and other conditions of employment as well as disciplinary action may be appealed to the Personnel Appeals Committee. Any employee has the right to make an appeal without prejudicing his/her employment.


B. GRIEVANCE PROCEDURES

1. Any worker at the house or Central Level who feels they have been treated in violation of BSC policies may present a complaint to their supervisor, the Executive Director, the Operations Manager, or the Fair Employment Practices Administrator. It shall be the responsibility of the complainant to present evidence supporting the grievance.
a. The person who receives such a complaint shall investigate the complaint and take such action as s/he deems necessary within ten working days of receipt of the complaint.
b. All such complaints shall be reported to the chair of Personnel Appeals Committee and the Fair Employment Practices Administrator (and to the supervisor and/or Executive Director, if appropriate), along with a report of any action taken. The Member Advocate shall also receive notice of any complaint involving a BSC member at the time it is made.
c. The person making the complaint may request that it be kept confidential, and will receive notice of the investigation and action taken within ten working days.
2. In no case shall a person be dismissed in order to reinstate or hire another person who was improperly dismissed.
3. Any worker with a grievance may have the Member Advocate, another BSC member, or another staff person appear with her/him in any step of a grievance procedure.

[Updated 04/25/13, 04/12/12]