X EMPLOYEE GRIEVANCE PROCEDURE – NON DISCIPLINARY
It is the purpose of this grievance procedure to assure regular full and regular par-time employees that their non-disciplinary problems and complaints will be considered fairly, expeditiously and without reprisal. It is expected that the procedures set forth below will encourage employees to discuss with their supervisors matters pertaining to conditions of employment as they affect individual employees. In addition, free discussion between employees and supervisors will lead to better understanding of practices, policies and procedures which affect employees. ?This will serve toidentify and eliminate conditions which may cause misunderstandings and grievances.
The following will not be considered as grievance under this policy:
- Disciplinary Action
- Sexual Harassment
- Layoffs and reductions-in-force
- Budget Appropriations
- Changes in the workforce due to restructuring and/or re-organization
- Changes in Town policy
A. FIRST STEP – IMMEDIATE SUPERVISOR –THE SUPERVISOR SHALL ATTEMPT TO RESOLVE THE PROBLEM WITHIN FIVE (5) WORKING DAYS AFTER THE COMPLAINT IS MADE TO HIM/HER.
B. SECOND STEP – DEPARTMENT HEAD – If the employee has not received an answer from the immediate supervisor within five (5) working days, or if the employee feels the answer received is not satisfactory, he or she will reduce to writing the facts and circumstances of the problem and present the written statement to his or her Department Head within five (5) working days after the supervisor’s deadline as outlined above. The Department Head will investigate the grievance and meet with the employee to discuss the grievance within five (5) working days after the supervisor’s deadline as outlined above. TheDepartment Head will investigate the grievance and meet with the employee to discuss the grievance within five (5) working days. The Department Head will notify the employee of his decision within five (5) days following the meeting date.
C. THIRD STEP – TOWN MANAGER – If the employee has not received an answer from the Department Head within five (5) working days, or if the employee feels the answer resolved is not satisfactory, he or she may appeal in writing to the Town Manager within five (5) working days after the supervisor’s deadline as outline above. The Town Manager, or his or her designee, will investigate the grievance and meet with the employee to discuss the grievance within five (5) working days. The Town Manager or designee, will notify the employee of the decision within five (5) days following the meeting date. The decision of the Town Manager or designee will be final and binding.
THIS IS THE PROBLEM IN WHITE SPRINGS –
As there is no right of one’s redress of grievances nor the procedures for such, we find that in the case of Anita Rivers’ her supervisor is her department head and is subsequently the Town Manager. We know for a fact that Stacy Tebo as Town Manager provides a hostile work environment and she will not listen to reason because only her ideas are acceptable. There has to be a manner in which POLICY changes, so that if one may not talk to the Town Manager, they may talk to Council Members or a Committee in Charge.
Anita Rivers had no choice but to send a complaint to the Town Manager, the Mayor and the Town Attorney. It wasn’t as if there was a decision to have a meeting to discuss Ms.River’s complaints. In fact the Town does not try to provide incentive programs for people to sueceed or to move up the ladder. They choose, instead to benefit old, incompetent or chronically ill people to receive all benefits.
Anita Rivers’ case should not have been sent to an attorney before a discussion was made by the council in a public workshop to determine what may be done to appease a bright young woman and to provide her with her right of grievance. The attorney could be present but it would not have constituted Rhett and Stacy not doing anything to respond to Ms. Rivers except to hire an outside attorney without council approval to the tune of some $25,950….which may actually be in excess of $31,000. What are these people thinking?.
And I would believe that the Personnel Manual should be revised to include a grievance procedure for employees. When the Town Manager is abusive and she has the total reign, something has to be done. She has ruined our fire department, she has tried to ruin Helen Miller’s reputation and make her forfeit her seat, She has ruined our code enforcement position by doing things against the law, and she has removed one of the brightest young women from Town Hall because our Town Manager has no idea as to how to perform her job. She feels placing the fear in individuals will solve the problem but for strong employees, they will fight back and tell her, remember the song “Take your job and shove it
Why is it that these councilors cannot see that Stacy Tebo is ruining our Town?
Karin for the blog