Miami-Dade Employee Grievance Resolution Quiz

A formal process for employees to express concerns about work-related issues, such as unfair treatment or policy violations.

The first step in the grievance process; Supervisors are expected to resolve employee concerns before a formal grievance is filed.

A grievance must clearly state what rules, policies or agreements have been violated, and what the employee wants as a resolution.

The Labor Management Unit (LMU) assigns a unique identifying number to each filed grievance to track its progress.

Permanent, probationary, and regular part-time employees (working over 20 hours/week for 6 months or more) have access to the grievance process.

The grievance procedure is not available for issues that have alternative appeal processes, such as disciplinary actions, performance evaluations, or classification disputes.

If the employee's union doesn't help with a grievance, or if the employee chooses another method, they can use the general Career Service Grievance Procedure.

The formal process that outlines how grievances are submitted, processed, and resolved in the organization.

The Employee Grievance Panel provides recommended resolutions to the Department Director, unless the grievance is resolved earlier in the process.

This form is used to formally document an employee's grievance and begins the grievance process.

The intermediate supervisor is responsible for forwarding the grievance to the relevant Division Chief and Labor Management Unit.

The Division Chief must respond to the grievance within a specific timeframe depending on the employee's union.

If a grievance isn't resolved at the intermediate supervisor level, the employee or their union representative can escalate it to the Division Chief.

The Division Chief reviews the grievance and provides a draft response, which is then reviewed and corrected by the Labor Management Unit.

The Labor Management Unit ensures the grievance is accurate and enters it into the Grievance Tracking System.

The corrected grievance is then returned to the Division Chief for typing onto the original form.

The grievance process starts with the employee discussing the issue with their immediate supervisor.

If the issue is not resolved in Step 1, the employee can appeal to the Facility/Bureau Supervisor. This is the first formal step in the grievance process.

If the grievance is not resolved in Step 2, the employee can appeal to the Division Chief within 7 calendar days.

If the grievance remains unresolved after Step 3, the employee can appeal to the Director within 7 calendar days. This is the highest level of appeal within the grievance process.

Either party can request an extension of up to 7 days at any step (Step 2, 3, or 4) without needing to provide a reason. This is a right guaranteed under the grievance process.

Additional extensions beyond the initial 7 days can be granted at any step (Step 2, 3, or 4), as well as for the hearing itself, but only if a good reason is provided.

If the employee fails to submit their grievance within the given timeframes for each step, the grievance will be considered closed and cannot be reopened.

If MDCR doesn't process a grievance within the designated time limits, the grievance automatically moves to the next step in the process.

The LMU (Labor Management Unit) is responsible for tracking and managing employee grievances. They collect data on grievances received, resolved, and pending, and analyze trends to identify potential issues.

When an employee is mandated to appear at a grievance meeting, refusing to comply can result in serious disciplinary action, up to and including termination.

Supervisors are responsible for resolving employee concerns before a formal grievance is filed. This helps to prevent escalation and maintain a positive work environment.

The LMU provides training to supervisors to help them effectively handle employee grievances. This training can be requested by supervisors or provided during standard correctional supervisory training.

Grievances are tracked and monitored to identify patterns and potential problems. This data analysis helps improve the grievance process and address systemic issues.

The time limit for an employee or their representative to appeal a grievance to the Department Director after the initial response from management.

The process in which a Division Chief presents a grievance response to the employee, and the employee signs to acknowledge receipt.

Within this period, the Director or designee will review the grievance and respond to the employee in writing.

This step involves a written appeal of the grievance from the employee or their representative to the Department Director.

The time limit for an employee or their representative to submit a grievance to the Division Chief after an issue arises.

Once received by the Department Director, they're responsible for reviewing the grievance, potentially investigating, and responding to the employee.

The purpose of this document is to provide a structured process for resolving workplace-related conflicts between employees and the organization.

Union representatives can be excused from their regular duties to handle grievances and administer their collective bargaining agreements.

The employee's supervisor must approve their absence for handling grievances, and this approval can not be unreasonably withheld.

MDCR is responsible for providing a professional and timely response to all employee concerns.

Supervisors are required to investigate and resolve employee complaints at their level.

The Labor Management Unit (LMU) Supervisor serves as MDCR's primary point of contact for all grievance-related matters.

The LMU Supervisor convenes a meeting with relevant command staff to discuss grievance resolution.

The LMU Supervisor provides the Director with a complete assessment of the grievance, including recommendations for a fair resolution.

The LMU Supervisor provides the Director with information on historical grievance outcomes and relevant documents.