Podcast
Questions and Answers
What is the main purpose of the SJSO Grievances policy?
What is the main purpose of the SJSO Grievances policy?
- To establish guidelines for addressing perceived unfair treatment (correct)
- To increase time limitations for filing grievances
- To promote favoritism in the workplace
- To evaluate employee performance
When can an employee file a grievance according to the policy?
When can an employee file a grievance according to the policy?
- Only after informing the Sheriff directly
- When the employee feels rules are unjust or inequitable (correct)
- When the interpretation of rules is fair
- Only when a performance evaluation is inaccurate
Who is responsible for coordinating the grievance procedure based on the information provided?
Who is responsible for coordinating the grievance procedure based on the information provided?
- The Sheriff
- Performance evaluation team
- Supervisor of the accused employee
- Undersheriff or the GNSV Division Director (correct)
What action may be taken if the employee's Supervisor is involved in the perceived offense?
What action may be taken if the employee's Supervisor is involved in the perceived offense?
In what circumstances can the Sheriff or designee extend time limits within the grievance process?
In what circumstances can the Sheriff or designee extend time limits within the grievance process?
What types of matters are deemed grievable according to the policy?
What types of matters are deemed grievable according to the policy?
Can an employee file a grievance against their performance evaluation alone?
Can an employee file a grievance against their performance evaluation alone?
Where should an employee escalate a grievance if their Supervisor is involved?
Where should an employee escalate a grievance if their Supervisor is involved?
Within how many calendar days should the Supervisor orally provide an answer after the employee raises an issue?
Within how many calendar days should the Supervisor orally provide an answer after the employee raises an issue?
If the answer provided by the Supervisor orally is unsatisfactory, what form should the employee complete and submit within the given timeframe?
If the answer provided by the Supervisor orally is unsatisfactory, what form should the employee complete and submit within the given timeframe?
What should the written grievance contain?
What should the written grievance contain?
How should the Supervisor acknowledge the receipt of the grievance?
How should the Supervisor acknowledge the receipt of the grievance?
Within how many calendar days should the Supervisor respond in writing after receiving the written grievance?
Within how many calendar days should the Supervisor respond in writing after receiving the written grievance?
What should the written response from the Supervisor contain?
What should the written response from the Supervisor contain?
What should the Supervisor affirm or deny in the written response?
What should the Supervisor affirm or deny in the written response?
Where should the signature of the Supervisor be placed on the written response?
Where should the signature of the Supervisor be placed on the written response?
Who maintains and controls all grievance records according to the text?
Who maintains and controls all grievance records according to the text?
What happens if an employee fails to respond to a reply from the Supervisor or Division Director within the time limit?
What happens if an employee fails to respond to a reply from the Supervisor or Division Director within the time limit?
What type of representation is allowed for employees at appeal boards according to the text?
What type of representation is allowed for employees at appeal boards according to the text?
How are incoming grievances handled during each calendar year according to the text?
How are incoming grievances handled during each calendar year according to the text?
What action does the GNSV Division Director take if an employee accepts a solution at any step in the grievance process?
What action does the GNSV Division Director take if an employee accepts a solution at any step in the grievance process?
What does the GNSV Division Director do if the aggrieved employee does not respond to a reply within the time limit as per the text?
What does the GNSV Division Director do if the aggrieved employee does not respond to a reply within the time limit as per the text?
In what situation does the GNSV Division Director send a written notice to the employee according to the text?
In what situation does the GNSV Division Director send a written notice to the employee according to the text?
What is the role of private attorneys of employees according to the text?
What is the role of private attorneys of employees according to the text?
What action should a Supervisor take if a grievance is not resolved within seven (7) calendar days?
What action should a Supervisor take if a grievance is not resolved within seven (7) calendar days?
What is the next step the Division Director should take if they are not able to give the employee a satisfactory answer?
What is the next step the Division Director should take if they are not able to give the employee a satisfactory answer?
If more than ten (10) calendar days pass without notification, what action is the employee authorized to take?
If more than ten (10) calendar days pass without notification, what action is the employee authorized to take?
What is the time frame for the Sheriff to advise the employee of their decision following a personal conference?
What is the time frame for the Sheriff to advise the employee of their decision following a personal conference?
When is the Supervisor required to forward the Grievance Form to the GNSV Division Director?
When is the Supervisor required to forward the Grievance Form to the GNSV Division Director?
What happens if the Division Director doesn't respond within ten (10) calendar days?
What happens if the Division Director doesn't respond within ten (10) calendar days?
If at any time disciplinary action is required, what policy will be followed?
If at any time disciplinary action is required, what policy will be followed?
Who has the final authority in the grievance procedure according to the text?
Who has the final authority in the grievance procedure according to the text?
Who is allowed access to the grievance files according to the text?
Who is allowed access to the grievance files according to the text?
What is the purpose of the 'Open Door' policy mentioned in the text?
What is the purpose of the 'Open Door' policy mentioned in the text?
What should employees not be penalized for when using the Open Door Policy?
What should employees not be penalized for when using the Open Door Policy?
What is the recommended action for employees to safeguard against possible unfair treatment?
What is the recommended action for employees to safeguard against possible unfair treatment?
What is the role of the GNSV Division Director regarding grievances as per the text?
What is the role of the GNSV Division Director regarding grievances as per the text?
What does an existing trend of grievances suggest in the context of the text?
What does an existing trend of grievances suggest in the context of the text?
To whom is a report of grievance analysis sent for review?
To whom is a report of grievance analysis sent for review?
What must employees do when using the Open Door Policy based on the text?
What must employees do when using the Open Door Policy based on the text?
How frequently is the analysis of agency grievances conducted according to the text?
How frequently is the analysis of agency grievances conducted according to the text?
What is the purpose of having an Open Door Policy alongside the grievance procedure?
What is the purpose of having an Open Door Policy alongside the grievance procedure?
